Troi’s Post

The importance of a good hire cannot be overstated. I’m currently working closely with a client who hired someone before partnering with us, and unfortunately, that person wasn’t a good fit for the position. The result? It set them back an entire year. That’s why having a third party oversee the hiring process and help remove the pain points is much more crucial than many people realize. When running a business, your focus must be on the company itself. Finding a trusted partner to handle the hiring process is key.

OPEN LETTER FOR ALL RECRUITMENT AGENCY; It's downright appalling when those in charge of hiring can't be bothered to treat candidates with the bare minimum of respect and professionalism. Talent acquisition teams need a reality check: their job isn't just about filling slots; it's about embodying the company's values and ensuring candidates have a decent experience. Dumping on, humiliating, and belittling applicants isn't just rude—it's a surefire way to sabotage your own talent pool. Consider dropping some truth bombs in your feedback to the company; maybe it'll knock some sense into them and they'll actually improve their sorry excuse for a hiring process.

Considering recruitment? Here's the what you should know... The Bad: 💥Setbacks & Rejection- daily! 💥Things will go wrong- there's plenty of factors outside your control, we're dealing with People at the end of the day. 💥Repetition- There are processes for a reason and you will (should) be following them time and time again. 💥Perception- Next time you're at a social event and someone asks what you do for work, tell them you're a Recruiter 👀 The Good: ✅Follow the process + remain consistent = enjoy success ✅Relationships: You can't help everyone but giving everyone you talk to a positive experience will benefit you ✅ Your phone is KING. ✅ Reflection: When things go wrong, reflection and self-awareness are your friend! If you're considering getting into recruitment and want an unbiased chat about what you can expect, let me know. PS. We're Hiring 😉

Attention Hiring Managers: Are you struggling to find the perfect match for your IT vacancies? Even in this advanced digital age, it's not uncommon. Human resource demands in the technology sector are vast and varied. From junior developers to CTOs, each role requires a unique blend of skills, experiences, and personalities. It can be overwhelming to sift through countless applications as deadlines loom. But fear not. Utilizing my extensive experience in the IT industry and my growing expertise in recruitment, I am considering launching an IT-focused recruitment consultancy. This agency would aim at matching talented individuals with companies that value their unique skill sets. To those brilliant minds who feel underrated or overlooked - it is time for a change. To all companies grappling with empty desks while piles of work gather dust - help may be just around the corner. Stay tuned for more updates! Putting your needs first, Marc

Here are the 5 dumbest reasons not to hire someone. More Info👉 https://lnkd.in/dfreKcyz 1. They don't have a degree. Let's face it, many jobs do not truly require a degree to be successful, nor does the degree actually prepare them for the work. Besides, a degree isn't a good indicator of your contribution to an employer. 2. They were laid off I've heard multiple senior "leaders" suggest that laid-off people are damaged goods. Rolling my eyes. 3. They had a job gap IDK, maybe it's none of your business that they had a sick parent or decided to start a family? 4. They lack direct industry experience. Yeah, and give them the job, and now they will have now worked in that industry. This is the most overrated "criteria" I've encountered. 5. They don't have the exact background we're looking for. Guess what? Nobody does. Try hiring for potential just once, and let's see what happens. The hiring process is hard enough; let's not make it more difficult than it needs to be. What's on your list?

Isn’t it difficult to hire people? Agency owners and founders, you know what I’m talking about. Skimming through thousands of resumes, and checking hundreds of assignments, all while juggling your everyday tasks only to find out that the person is not a good fit for the team. A complete waste of your time and money. You’ve made your way back to square one AND you paid for the ride. In fact, 97% of companies fail within 2 years and one of the top 3 reasons for failure is not being able to find good candidates. That’s not a good deal. The solution? Actually, there are 2. 1/ Build an internal recruitment team for the hiring team or 1/ Partner with a recruitment agency to get all things done for you. Tell us about your ideal candidate who can be a good part of your internal team members. Tell us what it's like to be part of your team. For most people, including me, working on the right project is just as important as finding the right candidate. Tell us what’s it like working with you. P. S. - Not sure about which agency to partner with? Raks Group LLC provides recruiting & staffing solutions to busy founders and professionals, just saying. 👀

⚠️ How to Hire the Best White Label Agency in 2024? 🛂 It's pretty easy btw: ↗️ Send your website and GBP URL to 10-15 agencies. 📜 They'll provide you all their findings and feedback from your sites. ♻️ Compare all the feed backs you get from all the agencies. ✅ Choose the agency that gives you the most personalized, professional and logical feedbacks. 💻 After that interview them. 🚨 Its necessary to choose/hire the right person. ⭕ Because one wrong hiring can ruin your reputation as well. Hiring the best one is the key to scaling your business.

❄️ The Iceberg concept to hiring the best talent ❄️ On average, 10% of the market is 'active'. These candidates have an up to date CV and are actively applying to jobs (you don't need an agency to help you capture this pool). 70% of the market is 'passive'. For the right opportunity they will consider making a move but generally speaking do not have an up to date CV and are rarely drawn towards job adverts. Even if you grab their attention with an advert, the likelihood of them going home after work, updating their CV and applying is slim. A good Recruitment Consultant will have strong relationships within this passive pool. They will know what it requires to 'turn someone's head' within their network. When an opportunity arises, they immediately know who to call and how to present the opportunity in a way that resonates with them, therefore providing their clients with more choice. If you want to increase the number of candidates you have to pick from for an upcoming hire, it could be worth considering using a reputable Recruitment Agency to tap into this passive candidate pool. Have you ever been in the position where you go through the entire hiring process and the candidates fall at the final hurdle? 🤷

A vast majority of resumes folks send me won't land interviews. Sellers, here's a format to help you level up your resumes: After you list Job Title, Company, Dates- Line 1: Tell exactly what you did, what you sold Line 2: Tell the titles of who you called on, and how you got meetings Line 3: How did you do against your peers; how'd you do against $ goal Line 4: Who were the logos you closed/recognizable clients Here's an example of how that looks on my old resume: ● Sold international and domestic shipping services and associated SaaS shipping management systems to a wide range of mid-large corporations throughout the NYC area. ● Called on COO, CEO, Supply Chain/Operations VP and director levels; all contacts are results of cold outreach, previous contacts, and renewals. ● Consistently ranked in the top 10 percent of salespeople worldwide against a $20 million annual goal regularly at 110%+ of quota. ● Clients included Gilt Groupe, Joe Fresh, Karla Otto, Inked and Nylon Magazines, Little Miss Matched, Assouline Publishing, Bravado International Group, Nest Fragrances, Strivectin, Bodum, John Hardy Jewelry, and Skip Hop. ● Promoted 4 times in 6 year period based on surpassing 100% of goal annually every year. The lines after the first 4? Don't matter as much. You'll notice I added how many times I was promoted in 6 years. It's cute and positive, but the meat is in the first 4. Let's tag folks hiring (link JD) and folks looking. Let's put more people in great jobs! I hope this helps. 🌊

"𝙒𝙚'𝙧𝙚 𝙖𝙡𝙬𝙖𝙮𝙨 𝙤𝙥𝙚𝙣 𝙩𝙤 𝙝𝙞𝙧𝙞𝙣𝙜 𝙩𝙖𝙡𝙚𝙣𝙩𝙚𝙙 ________." Here's some perspective for any Employer that's looking to engage an Agency Recruiter: We don't love hearing these types of vague, open-ended statements. "But JG, don't you make a living placing people at growing companies? You should love hearing that they're always opening to hiring ________'s!" Well yes, but... As someone that's chosen to operate in a Contingent Model for more than 10-years (i.e. we don't bill a dime until we make a successful placement)... Obviously we have to be extremely careful/intentional with our time. 𝗜𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗺𝗲𝗻𝘁𝗶𝗼𝗻 𝗮 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗽𝗿𝗼𝗷𝗲𝗰𝘁 𝗮𝗻𝗱/𝗼𝗿 𝗰𝗶𝗿𝗰𝘂𝗺𝘀𝘁𝗮𝗻𝗰𝗲 𝘁𝗵𝗮𝘁'𝘀 𝗱𝗿𝗶𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱, 𝗺𝗼𝘀𝘁 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗼𝗽 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝘄𝗶𝗹𝗹 𝗶𝗻𝗳𝗲𝗿 𝘁𝗵𝗲𝗿𝗲'𝘀 𝗮 𝗵𝗶𝗴𝗵𝗲𝗿 𝗿𝗶𝘀𝗸 𝘁𝗵𝗲𝗶𝗿 𝘁𝗶𝗺𝗲 𝗴𝗲𝘁𝘀 𝘄𝗮𝘀𝘁𝗲𝗱... 𝗔𝗻𝗱 𝘁𝗵𝗲𝘆'𝗹𝗹 𝗯𝗲 𝗺𝘂𝗰𝗵 𝗹𝗲𝘀𝘀 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗿𝗼𝗹𝗲 𝗼𝘃𝗲𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘁𝗵𝗮𝘁 𝗵𝗮𝘀 𝗰𝗹𝗲𝗮𝗿𝗹𝘆 𝗱𝗲𝗳𝗶𝗻𝗲𝗱 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗼𝗿𝘀. Few things are more frustrating for a Recruiter than leveraging their contacts to bring standout candidates to the table... Only for the process to stall because the urgency was never really there in the first place (then we're the ones left holding the bag i.e. apologizing to the candidates who trust us not to waste their time). (𝘐 𝘦𝘹𝘱𝘦𝘤𝘵 𝘵𝘩𝘪𝘴 𝘥𝘺𝘯𝘢𝘮𝘪𝘤 𝘢𝘭𝘴𝘰 𝘧𝘳𝘶𝘴𝘵𝘳𝘢𝘵𝘦𝘴 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘸𝘩𝘰 𝘢𝘳𝘦 𝘢𝘤𝘵𝘪𝘷𝘦𝘭𝘺 𝘰𝘯 𝘵𝘩𝘦 𝘫𝘰𝘣 𝘮𝘢𝘳𝘬𝘦𝘵) NOTE: I'm not sharing this b/c we've recently been burned (quite the contrary actually, our clients are awesome)... Just some inside baseball type perspective that I haven't seen talked about openly. Exclusent, Inc.