John Carpenter’s Post

This week at work we're interviewing for a role that's the most senior within our company [a contract role while our Head of Strategy & Growth prepares for parental leave], and we're weaving neuroinclusivity in because my GOD we're sick of recruitment and hiring processes excluding neurodivergent folks who would've been *such* an asset for the company if they could JUST get past the BS of; 🙄 video applications [excruciating for introverts], and, 😅 interview questions that measure on speed, instead of IQ/EQ, and, 😞 no consideration for particular accommodations that might help a person thrive in that interview, and subsequently, the role itself This was the email we sent out to our shortlist on December 22nd, and we've sent ALL interview questions to them prior to their interview ... because we don't want to see how "fast" a person can be, we want to see their depth. We want to interview on depth, not processing speed, and rapid processing speed. From our Founder, Cherie, "small business ownership is - hands down - the hardest thing I have ever done in my life, but being the change I wanna see in this world? ... it makes all o' the small business "hard" *so* completely worthwhile". What would you add to make hiring processes more neuroinclusive?

Just as I was eating dinner tonight, one of my favorite clients sent me a text: "I respect what you do, it’s hard work." The timing was uncanny because I planned to share a post about the very real challenges of recruiting. The year started off strong for HireBridge Recruiting, but recently, there has been a noticeable shift in one of our strongest verticals. This came at a time when I reduced our marketing efforts to focus on internal growth and enhancing my team's capabilities. Historically, I've been fortunate to work with larger clients with a continuous flow of job req's, and our solid reputation often led new clients to us through word of mouth. I took for granted that the momentum would continue organically. This experience has been a powerful reminder of a few truths in recruiting: the necessity of consistent effort, the importance of ongoing learning, and the need to continually innovate in our approaches. In this highly competitive field, taking your foot off the gas, even momentarily, can mean falling behind. There are always 200 recruiters ready to outpace you. As I refine our strategies and prepare for what's next, I’m reminded that true success in recruiting requires dedication — days, nights, and weekends. My ability to pivot and multi-task will only carry my company so far without the commitment to relentlessly drive forward and put in the extra work. My mantra heading into the second quarter: never stop evolving, never stop pushing forward. Joseph Collazo Katie Burdick Melanie Poehnert Tyler Burdick Nicole McConnell #Recruiting #CareerLessons #GrowthMindset

This week, I had two client prospects express their past negative experiences with recruiters, questioning what sets me and Progressive Talent Solutions, LLC apart. Over 20 years of recruiting experience have taught me the importance of standing out in a sea of carelessness and unethical behavior. I've dedicated myself to proving my skills and passion with each new interaction. Every match I make impacts lives - from the new employee stepping into their dream role to the company gaining a valuable hire, and beyond. At PTS, integrity is non-negotiable. We strive to make a positive difference in the recruiting industry. While acknowledging past hurt, we're focused on a bright future. Our mission is clear: helping individuals find fulfilling careers and empowering companies to build exceptional teams. We're committed to setting a new standard in recruiting by being different and doing better. #recruitingright #progressivetalentsolutions #makeadifference #myworkmatters #lovewhatyoudo

🚨 Fired in the first work week... Where did we go wrong? Let's face it: Letting someone go during their first week on the job is a massive failure in the recruitment process. We invest time, money and energy into finding the "perfect" candidate, only to realize within days that we made the wrong choice. 🤔 What happened? Was our interview process too weak to uncover the true skills of the candidate? Were we too focused on filling the role quickly rather than finding the right fit? Or did we overlook critical red flags because we were desperate to make a hire? 💥 Let’s be real: This should NOT be happening. If someone is getting fired that fast, it means we missed something big. And that’s on us, not the candidate. 📚 The Learning: Reviewing the hiring process, evaluating additional steps that could help to gain these insights earlier. Ensure going beyond the surface to dig deeper into skills, motivations and cultural alignment. It's a costly reminder that we need to do better, to be sharper, and to demand more from our hiring process. What are you doing to prevent these situations from happening in your organization? How is your hiring process structured to identify the right fit from the start? #recruiting #DoBetter #TalentManagement

"I'm not superstitious…I'm just a little stitious" —Michael Scott (The Office) Happy Friday the 13th, folks! 🖤🐈⬛🪞 Before we debate whether today is truly an unlucky day (spoiler alert: it's just another Friday), let's talk about the real bad luck in recruitment – those sneaky "hiring superstitions" that might be sabotaging your efforts to build a diverse talent pool! 🐈⬛ Are you unconsciously favoring candidates who share your alma mater? 🐈⬛ Will you only consider candidates who come from certain firms? 🐈⬛ Are you dismissing potential stars who lack a certain number of years? 🐈⬛ Do you swear by the "firm handshake" test? All of these can lead you to overlook amazing candidates who don't fit your preconceived notions, turning your diverse hiring efforts into a game of chance. So, fess up! What hiring superstitions have you caught yourself believing? 👻 . . . #FridayThe13th #diversity #privateequity #venturecapital

I dropped the ball in an interview on recently. I totally forgot to talk about compensation and benefits with the candidate! That small mistake could have resulted in the person going through the whole process thinking that we don't live up to the claims we make, that we don't practice salary transparency, etc. And worst, case, it could result in a person declining an offer putting a team back at square one in their hiring process! Why do I share this? Because we're all human and we're all doing our best. I think it's often easy to place blame on those recruiters and hiring managers when a hiring process isn't what you'd want it to be, when you're not considered for a job you know you could do well, or when it takes too long to hear back. There's a lot of anxiety in the job search process without others making it even harder. But the person on the other side might be just as nervous or anxious as you are! This might be newly promoted and this is their first time hiring. This might be their first month on the job after a year of unemployment. They might be stressed over a sick family member or a new parent running on just a few hours of sleep.  They might be navigating a scary weather event impacting their community. They might have just been put on an improvement plan and their head is spinning. They might be feeling the pressure after losing half their team to layoffs. Or maybe, there's no good reason for it, they just made a mistake! That in no way excuses a bad hiring experience. Companies pay recruiters and hiring managers to drive strong hiring processes for candidates, and if the experience falls short, it's on them, not candidates. But this is just a reminder that we're all learning and growing and experiencing the ups and downs of life, and sometimes we make mistakes along the way. In my case, there wasn't a great reason. I was just a bit rusty. I was able to follow up, they were super gracious, and the mistake was corrected. We're all ultimately humans doing the best we can, making the best choices we can with the information and resources we have. Life happens, and a bit of empathy and understanding in both directions goes far!

Scaling fast but losing your spark? We’ll show you how to #ScaleUp your hiring process while maintaining that personal touch! Take a look at these key points: ✅Highlight your culture on careers pages. ✅Ditch generic job boards and find your ideal fit. ✅Ask insightful questions and engage in genuine dialogue. ✅Thank everyone and keep candidates informed, win or lose. ✅Craft thoughtful rejection emails and celebrate new hires warmly. Tell us in the comments how you keep your personal touch while hiring at scale! ⬇️ #CompanyCulture #RecruitmentTips #CareerDevelopment #HRStrategies #EmployeeEngagement #TalentAcquisition #GrowthMindset #BusinessGrowth #LeadershipDevelopment #CompanyValues #WorkplaceCulture #HiringProcess #EmployeeExperience

𝟯 𝗧𝗵𝗶𝗻𝗴𝘀 No Top Recruiter Will Ever Tell You 😲 🔄 Sometimes, even the most dedicated professionals feel bored or stuck in their routines. When this happens, try introducing a small different flavor to your process. Watch how these minor adjustments can reinvigorate your work and boost your enthusiasm. 𝟭. If you're 𝘯𝘰𝘵 𝘨𝘦𝘵𝘵𝘪𝘯𝘨 𝘦𝘯𝘰𝘶𝘨𝘩 𝘤𝘰𝘯𝘵𝘢𝘤𝘵𝘴 for a deal, provide value before asking for anything. It's easy to ask, so start by 𝗴𝗶𝘃𝗶𝗻𝗴. 💰 ... 𝘎𝘪𝘷𝘦 & 𝘙𝘦𝘤𝘦𝘪𝘷𝘦! 𝟮. If you're 𝘧𝘦𝘦𝘭𝘪𝘯𝘨 𝘣𝘰𝘳𝘦𝘥 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶𝘳 𝘤𝘶𝘳𝘳𝘦𝘯𝘵 𝘵𝘢𝘴𝘬, make a 𝘀𝗺𝗮𝗹𝗹 𝗰𝗵𝗮𝗻𝗴𝗲 and see how it affects your engagement. In your calls, approaches & presentations.🚩 𝟯. If your 𝘯𝘶𝘮𝘣𝘦𝘳𝘴 𝘢𝘳𝘦 𝘭𝘰𝘸, add more calls to your list and keep dialing until you get a "𝗬𝗘𝗦". 👏 Don't rely fully on the Old School Methods of Recruiting. Being "𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁" is the only way to succeed in this market. Note: Discover the 3 steps framework that can help you differentiate yourself. 𝘔𝘢𝘴𝘵𝘦𝘳𝘤𝘭𝘢𝘴𝘴 𝘍𝘰𝘳 𝘉𝘦𝘯𝘤𝘩 𝘚𝘢𝘭𝘦𝘴 𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴 (Sunday at 7 PM IST) 💯 Join this Master Class group NOW: https://lnkd.in/gkNGzZp2 #SumanPachigulla On A Mission To Impact 5 Million Lives Through Recruiters #success #joy #happiness #motivation #producitive #careergrowth #recruiting #benchsales

Our Recruiting Team is on Fire! The Bridger Group just wrapped up a phenomenal week, making 7,651 outbound calls and clocking an impressive 258 hours of talk time. What's even more thrilling? We've submitted a total of 118 outstanding candidates to our clients! But we're not just about numbers; we're about delivering exceptional results and setting the industry standard. Check out our averages over the last 12 months: 🏆 Time to Presentation of Candidates: We're rocking a remarkable turnaround time of just 10 days from the start of the search. (Personally, my average is 6 days – yeah, we like to keep things speedy and efficient!) ⏱️ Time to Fill: Our commitment to prompt and effective placements is evident with a Time to Fill standing at 44 days on a 12-month rolling average. (And personally, I'm at 35 days – we love a challenge!) 🌟 Candidates Presented per Hire: We're not just presenting candidates; we're presenting the right ones! Averaging a solid 4 candidates per hire showcases our dedication to finding that perfect fit. 🌳 Stick Rate: Ever wondered about the longevity of our placements? Well, 93% of candidates we place are still happily employed after 1 year, and a whopping 98% of those are not just meeting but exceeding their goals. In 2023, we achieved something truly special – placing 331 individuals in various industry roles, from C-suite and HR positions to Sales, Marketing, and Operations. So, why am I sharing all this with you? Because we believe in transparency, authenticity, and celebrating our wins together. Whether you're a potential client or just curious about what makes us tick, we want you to know the heart and soul we pour into our work. A massive shoutout to our incredible team at The Bridger Group! Our hard work, dedication, and passion are the driving forces behind these achievements. Curious about how we can bring this level of excellence to your recruitment needs? Let's chat! Drop a comment or send me a message – we're here, ready to elevate your hiring game. Cheers to more successes and meaningful connections! #TheBridgerGroup #BuildingMaterials #Cladding #BuildingEnvelope #BetterTogether #RecruitingWithHeart #Hiring #TalentAcquisition #InnovativeHiring

Month after month, for just over 2 years, Ask A Recruiter has helped thousands of job seekers find a safe place to ask their job search questions. Tonight, 6/20/2024, we're celebrating our 20th session!! Whether you just got slapped with some unexpected layoff news or you've been looking for a while, remember that your job search is a team sport. Things feel different when you treat it that way! Maybe you sit and listen. Maybe you ask a question. Either way, it's always a jam-packed 90 minutes, filled with advice we ALL learn from. Your Host 👉 Anna Morgan #AAR Panel 👉 🅗🅔🅐🅣🅗🅔🅡 Heather Colvin Kim Henderson, MBA, PMP, Six Sigma Brian Fink Elly Cohen, PHR, SHRM-CP, CPC Darrell Clack Me! Did you know?? During an audio event you can click on the three dots ... and message ANYONE in attendance, even if you're not connected. So join us tonight. Ask for help. Grow your network. Feel a sense of community! Nothing changes if nothing changes, but we are here to help you change that 😉 #JobSearch #RecruiterLife #CareerBFF #Career #Community