Titan Talent Acquisition Inc.’s Post

Q2: Snelling of NoCo gets real with candor. This quarter, we're diving deep into transparency and honest communication – our value of Candor. While it might push our comfort zones, we believe truth builds trust. Follow along as our team shares their experiences with candor in the real world, both on  and off the job. #candor #snellingseasonalseries #hiring #peoplenotresumes #recruitersyoucantrust #staffingnoco

When examining #joblistings, it's important to be vigilant for certain #redflags that could indicate potential issues with the position or the employer like: -Vague Job Descriptions: If the listing is not clear about the role's responsibilities or requirements, it could signal undefined roles or unrealistic expectations. -High Turnove: Repeatedly hiring for the same position may indicate a high turnover rate, which can be a sign of a problematic work environment. -Overpromising: Be cautious of listings that promise excessive benefits or career growth without clear evidence or details. -Unrealistic Requirements: A long list of qualifications that seem excessive for the position level might suggest unrealistic expectations from the employer. -No Mention of Salary or Benefits: If the listing does not specify salary range or benefits, it may be a sign that the compensation is not competitive. -Poor Online Presence: A lack of professional online presence or negative reviews from employees can be indicative of company issues. -Rushed Hiring Process: If the employer is pushing for a quick hire without proper interviews or discussions, it could be a sign of desperation or disorganization. -Lack of Diversity: A homogeneous team or lack of commitment to diversity can be a red flag for a non-inclusive workplace culture. -Strict Salary Range: A non-negotiable salary range might indicate inflexibility and a lack of room for growth. It's always a good idea to do thorough research and ask direct questions during the interview process to ensure that the job is a good fit for you. Trust your instincts—if something feels off, it might be worth investigating further or even walking away.

LinkedIn shares red flags 🚩 in JDs. Another red flag is “hit the ground running” = you won’t have much support or training. ❔ On the flip side, what are some green flags in JDs you’ve seen? Here are some green flags I've seen: ✅ compensation transparency ✅ realistic qualifications for the role ✅ clear interview process

Job listings are often the only way for a candidate to identify suitable roles to apply for. But some are still a tad bit red flag (ish) especially in this time and world where people experience and culture are key to business success. What all have you seen?

let's get your hiring team and subcontraed head hunters on board with the definition of "Remote"

A true expert in his field.

5/25/24 @ 4:44 AM EST: Codename: The Recruit Continuing from yesterday's post on failing fast: 🚀 https://lnkd.in/ex_ZtJhf Today, we dive head first in our recruitment process: 🎯 "The Recruit" Film Trailer (2003): 🎬 https://lnkd.in/e_JF9zG7 Tai Lopez and I believe it's essential to have a clear set of criteria to evaluate potential candidates effectively. Here's a breakdown based on your framework of energy, integrity, and intelligence: 1. Energy: This trait is crucial as it reflects a person's drive and enthusiasm. You want someone who is proactive and takes initiative. Look for candidates who show eagerness and are quick on their feet—both literally and figuratively. During interviews, observe their body language and how they respond to questions. Are they animated and passionate about their past projects? Do they seem genuinely excited about the opportunity to work with your team? 💪✨ "Success usually comes to those who are too busy to be looking for it." - Henry David Thoreau 2. Integrity: This goes beyond honesty and extends to reliability and consistency. It's about how well they adhere to the systems and processes you have in place. Check their track record for punctuality, meeting deadlines, and following through on commitments. Ask for specific examples of when they had to uphold a standard or maintain consistency in their work. References can also provide insight into their reliability and adherence to company protocols. 🕒✔️ "Integrity is doing the right thing, even when no one is watching." - C.S. Lewis 3. Intelligence: Here, focus on their problem-solving abilities and creativity. You need someone who can think on their feet and find solutions even when faced with obstacles. During the interview, present them with hypothetical challenges or ask about past experiences where they had to overcome significant hurdles. Their ability to navigate these scenarios creatively and effectively will give you a good measure of their intelligence. 🧠💡 "Intelligence is the ability to adapt to change." - Stephen Hawking Using this framework can help you identify candidates who not only have the right skills but also the right attitude and approach to fit well within your team. It ensures you're bringing in people who are driven, reliable, and capable of thinking outside the box to solve problems creatively. The Recruit: 🔍👥 https://lnkd.in/eBBuHfZX 👊 Check the comment section below for further resources to get ahead of the game. 👇 ________________________________________________________________________________ Who is Christopher Paquet? 🤔📊 https://lnkd.in/eaqgvJeK Visit my FB Business page to access more of my daily posts! 📲💼 https://lnkd.in/eCzNwsuB Join the crusade to inspire change in fatherhood on 𝕏 with Elon and me! 🚀👨👧👦 https://lnkd.in/enRqS9NW Perfecting my visuals to ensure they're sharp & crystal clear: 🎨✨ https://lnkd.in/eNqYJ9ZP

Hiring a barber,for Brown Beard Gents Saloon Butina ,Sharjah. Here are some key points to consider when hiring a barbarian: 1. Strength and combat skills: Barbarians are known for their physical strength and combat abilities. Their expertise in hand-to-hand combat, weapon proficiency, and endurance can be valuable in roles that require physical prowess or defense. 2. Problem-solving and adaptability: Barbarians are often depicted as resourceful individuals who can think on their feet and adapt to challenging situations. Their ability to quickly assess and respond to threats can be beneficial in fast-paced or unpredictable environments. 3. Team dynamics: While barbarians are often portrayed as fierce individual fighters, they can also function well in team settings. Their loyalty, camaraderie, and willingness to protect their allies make them valuable team players in group projects or collaborative work environments. 4. Leadership potential: Some barbarians exhibit natural leadership qualities, such as charisma, courage, and the ability to inspire others. When given the opportunity, they can excel in leadership roles and motivate their team members to achieve goals. 5. Cultural fit: It is important to assess whether a barbarian's values and background align with the organization's culture and values. Despite their rough exterior, many barbarians have strong moral codes, a sense of honor, and a commitment to their cause or tribe. In conclusion, hiring a barbarian can bring a unique set of skills, strengths, and perspectives to a team or organization. By carefully evaluating their abilities, fit with the team, and potential for growth, employers can harness the strengths of a barbarian employee and create a dynamic and diverse workforce. kindly send your CV on this whatsapp number +971543983123

Sad news. The first 55 rejections have been sent for the role of "Head of operations". These were all on CV-scanning only. We're rejecting more tomorrow, and we're sorry that it took so long to assess - this is a more difficult task than we already anticipated! But let's share one insight, so you can better prepare for other applications. One thing we selected on, is the duration of the last job. When less than 1.5 years, we rejected. There were some exceptions, like somebody who stayed longer on the previous job than the current one. There were multiple reasons to filter on this. An obvious reason is that we wanted to hire somebody who would stay with us much longer than 2 years. Another one is that the really difficult problems arise after 1.5 to 2 years. So if somebody had 5 jobs of less than 2 years, and also the last one did not work, then we were not convinced that this person had solved those complex problems. We found that there was quite a group who hopped every 1-2 years for the first 4 jobs, and then stuck with one job for much longer - these all got through. Of course, we could very much be totally wrong, but that's the risk of CV-based selection. We could also have chosen to talk 30-60 minutes to all 135 applicants, which we obviously could not do. So what should you do to get through this specific filter at other companies for the same role? 1) make sure that you don't split up experience under one company too much, as this was difficult to read and maybe mistakes were made here. 2) read on the hard problems of management, and learn to love these problems. 3) stick with one company for 4 to 5 years. :) 4) don't hop too much. Or you could focus on "interim manager" and "company fixer", where such shorter times make total sense.