THE EMPLOYEE CONNECT’s Post

Recruiting is more than just filling a position, it's about finding the right person who will add value to your team and organization. Luckily, I have a network of awesome recruiters, including Ryan Patrick Hunt, Raheem Dortch, Rudy LeBrun or Daryan Wilkinson, who can help connect you with your next career opportunity. Candidates, even if I don't have a role for you, my recruiters might! Let us help you find a new position or career in areas such as healthcare, manufacturing, logistics, finance, and sales. The Employee Connect roles can be found on our career page: https://lnkd.in/gniTybSE Hiring Managers, allow us to help with your hiring pain points while you focus on other business needs. Let our contingent and retained recruitment services help you find the right fit for your team. #irecruit #iloverecruiting #contingentrecruitment #retainedrecruitment #healthcare #manufacturing #logistics #finance #sales

Happy Candidates. Happy Clients. Satisfied Us! We feel we offer an efficient, smooth, communicative and uniquely pleasurable recruiting experience...but when a candidate we helped takes a moment to tell the world? We'll gratefully take it. And share it with you! Here's what one happily placed healthcare professional had to say about partnering with us to climb the ladder. Specifically, two of our most experienced and talented recruitment consultants Magda Salem and Valerie Yuricek. We'd encourage you to check out their profiles and connect with them today. Whether for your organization's important hiring needs OR in pursuit of your career aspirations...in this simple act, you cannot go wrong. Want to join forces with recruiters who respect your time, experience AND who keep you in the loop every step of the way? You've come to the right place. Now take the next step. Please peruse our important opportunities with our industry-leading clients and apply today: https://lnkd.in/gY2JKQJ Employers and Hiring Managers: We know you know the distinction between a good recruiter and the rest. Why not try some of the best? Experience "The Stoakley Difference"; we're confident you'll be pleased you did. Please share your most pressing, important and challenging hiring needs with us today for a zero-pressure conversation about your organization: https://lnkd.in/g8aFpuBB #hiring #NowHiring #job #jobs #staff #staffing #HiringManager #HiringManagers

Hiring Manager’s, the detail of information you share with internal stakeholders when going to market with a new role should not be underestimated. I’m seeing roles in the market go unfilled for substantial periods of time, often due to there being misalignment between the Hiring Manager and Talent Acquisition/HR. Especially if the salary on offer isn’t in line with the brief requirements, working collaboratively to bring a role to market that is realistic and fillable will be key to sustained hiring success. Without over complicating, consider: what is absolutely essential and what is more of a “nice to have” when assessing skills, experience and potential fit. This will help to not just save you and the business time and resources, but will also promote a greater candidate experience. #supplychain #hiring

When hiring... 🧐 are you focused on finding candidates who meet every requirement in your job description? 🙃 are you still looking for one person to do the job of three? 😵💫 struggling to find that perfect candidate? I hate to break it to you, but expecting a perfect match for every bullet point and job function is unrealistic. Instead, seek out... 🎯 Individuals who bring passion, creativity, and a hunger for learning. 🎯 Prioritize candidates with diverse backgrounds and experiences, valuing their ability to bring fresh perspectives and innovative ideas to the table. 🎯 Look for adaptability, resilience, and a strong work ethic in potential hires. 💡Remember that hiring isn't just about filling a role. It's about building a team that will drive your organization forward and accomplish shared goals. Looking to fill your staffing needs or level up your team? I've got you covered! ---------- 👋🏼 Hello! I’m Noorah... 🔸Senior Executive Recruiter 🕵🏻♀️ 🔸Staffing Business Partner 💼 🔸People & Culture Champion 👩🏽🤝👩🏼+🌎 = 📈 🔸Human-Centered Leader 💞 🔸Millennial Mom 👯♀️ 🔸Wanderluster 🗺️ I specialize in the following verticals, offering: direct hire placement and interim solutions (temporary, contract, consulting) for companies in the Kansas City metro. 🔸Accounting & Finance 🔸Human Resources 🔸Organizational and Administrative Support 🔸Logistics & Supply Chain (operations) ---------- Follow and tap the 🔔 in my profile to receive more updates around hiring, candidate experience, inspiration, personal development and people + culture. ♻️ Found this helpful? Feel free to repost and help your network with their staffing needs or land a new opportunity!

I don't use Job Descriptions when hiring, and here's why... 1. Your 'required qualifications' are your track record: YoY billings, client wins, team performance. It varies by company and by individual. 2. Roles are not plastered everywhere. Many roles I work on are pulled through conversations with CEOs, MDs, and VPs of agencies. They will be loosely defined, and that helps! You won't find job ads for these types of roles. 3. When hiring experienced recruiters, the day-to-day responsibilities of running a desk are already common knowledge. Recruiting, Account Management, Business Development, and Leadership look similar across the industry. The specifics will vary depending on experience and constantly change; job descriptions don't. 4. Roles change! What may be needed one day may not be the next. Having JDs put fixed needs down makes it difficult to maintain and remain relevant. From my experience, the best way to learn about a role in a staffing agency is through conversations. Typically the specific responsibilities of a role are carved out around the individual and their strengths, rather than trying to squeeze them into a box. Interested in hearing about the roles I am currently working on? Reach out and let's connect! #recruitment #staffing

Continuing the Hiring Manager experience topic that I raised in my previous post, let's talk about ▶️NO UPDATES UPDATE◀️ For us Recruiters, things we do to find the right talent for an open role are pretty obvious; for HMs — it is a ⬛️. In best cases, we send them weekly reports with a funnel and other 'meaningless' (for them) data (e.g. outreach campaigns open/response ratios, refusal patterns, etc). In worthwhile cases, we stay silent if there are not many results by the end of the week. The logic behind it seems simple: why bother if you have no candidates in your active pipeline? However, If you share no updates update with HM, saying what you have done for the week, your thoughts on the current sourcing strategy, and/or your action plan for the next one, — it will help you to better collaborate with HM as you will open that 'black box' of recruiting, answering on that unquestioned question 'where are the candidates?'😉 Sharing no updates update will send HM a clear signal of your solid ownership and (surprise, surprise) genuine curiosity. Agree or disagree in the comments below 💬 #hiringmanagerexperience

Ok. I am sure this is going to piss a few people off, but here goes. CEO’s, Founders and Hiring Managers, let's talk about the “Great Vacancy Dilemma”  🤔 Seriously, how long are you planning to leave that crucial role unfilled before considering external recruiters? I recently chatted with a company, let's call them Company X, who've had a pivotal sales position open for a whopping 6 months. They were like, “Hey, we need someone by the end of June, it's business-critical!” But here we are, 4 months later, and the role is STILL OPEN 🕰️ Their CEO's view “Nope, we've got an internal recruiter; they'll work their magic.” 🧙♂️ Come on people! How much money are you losing with this open position and what about the strain you are putting on your sales team? 💸😰 Let’s not wait forever, shall we? External recruiters can be your best ally in filling those crucial roles swiftly and efficiently. Just food for thought! 😉 #Recruitment #HR #HiringChallenges"

In Talent Acquisition, I am always looking for new ways to bring in great talent. As I'm working on the company job boards, and evaluating the job openings, it hit me! IF WE HAVE COOKIE CUTTER JOB TITLES AND JOB DESCRIPTIONS, WE WILL GET COOKIE CUTTER CANDIDATES. I am a big advocate for realistic job descriptions to ensure that the candidate knows exactly what lies ahead. However, take a look at how many Administrative Assistant, Accountant, Inside Sales Associate, etc. positions there are out there. What separates your administrative assistant apart from the other 40 billion ones? Could it really start with a more enticing job title? In my opinion....ABSOLUTELY. If you have a job title that looks different from the others, interest can be piqued just enough to have that candidate interested to learn more and send in their resume. If we are in talent acquisition shouldn't we be looking for those who don't fit into that mold?

Why should you get into Executive Search?💸 If you're an experienced recruiter looking to take your career to new heights, Exec Search might just be the answer. Here are some reasons why: 👀 Thriving sector, with multiple clients hiring. 🌎 Operating in global markets means that most candidates are on shorter notice periods but with higher salaries. 💷 Average deal values £20k+ and commission is regularly paid at 40%+. 👍 All clients have in-house trainers, providing dedicated support for transitioning sectors. 🙌 Genuine team ethos where everyone supports each other. If you're looking for a career transition and growth opportunities, consider getting in touch and exploring the possibilities of Exec Search.

Post job openings for free and discover top talent effortlessly. 🙌🏻🙌🏻 🚀💼 Let's shape your success story together. Reach new heights with our expert staffing services! 💡 www.backupp.com.au Offers several benefits along with Free Job Posting !!! Efficiency: Streamlines hiring processes, saving time and resources. Access to Talent: Provides access to a broader pool of qualified candidates. Cost-Effectiveness: Reduces costs associated with traditional hiring methods. Customized Solutions: Tailors staffing solutions to specific business needs. Scalability: Adapts to fluctuating staffing requirements. Time Savings: Speeds up the hiring process, filling positions faster. Compliance and Legal Support: Helps ensure adherence to labor laws and regulations. #StaffingSolutions #SuccessStories #jobposting #jobs #boostjobs #reachjobs #hiring #staffing