Troi’s Post

As a CEO, your vision is clear. You know exactly where you want to take your company. But without the right team – the one with the skills, experience, and drive to execute that vision – it's all just a dream. Finding and attracting qualified, trained talent feels like a constant uphill battle. You're tired of: --> Settling for "good enough" candidates. You need the best to fuel your growth, not just someone who fills the vacancy. --> Wasting time and resources on a slow hiring process. Every day spent filling a role is a day you're behind your competitors. --> Losing out on top talent to other companies. Passive candidates aren't actively searching, but the right opportunity can make all the difference. ***GrowthWise Search Partners can change that game.*** We're more than just a recruitment agency. We're your strategic partner in talent acquisition, helping you build a team of high-performing individuals who are a perfect fit for your company culture and goals.

Looking for your next recruitment job? 👋 There’s two important things that matter: ✅ Firstly recruiting in a 𝐦𝐚𝐫𝐤𝐞𝐭 you’re passionate about. ✅ Secondly, the 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐜𝐮𝐥𝐭𝐮𝐫𝐞. Culture shouldn't mean "fitting in". It's about being your authentic self. Being part of a team with the flexibility to manage your own time. ESP partner with thriving SaaS companies They create tech to make world a better place. Our mission is to help them. Sound like a fit? 𝐖𝐞'𝐫𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐰𝐨𝐮𝐥𝐝 𝐥𝐨𝐯𝐞 𝐭𝐨 𝐡𝐞𝐚𝐫 𝐲𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐲! 

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. 👀

👋 Hey Recruiters, Are you setting your candidates up for success? Behind every candidate is a real person. Your role as a recruiter? Set them up to win. So... Are you just sending a JD and saying "check our website"? At Motion, we try to go the extra mile like this: 🎥 We share at least two videos before each call: → Product overview → Personalized Loom These give candidates deep context on: → Financial status and growth goals → Our product features → Team headcount → Customers 👀 Why? Because candidates shouldn't feel in the dark. It should never be a 1-sided conversation. Be transparent about: - The role - The company - The 30/60/90 expectations Set them up for success from the start. Interviews are a two-way street. You both should lean in. 👋 P.S. Curious about our approach? We're hiring at Motion (Creative Analytics) Checks our our careers page for more details. Also... Do you remember your first words?

It’s never the right time to hire. That’s definitely what I felt when it was time to hire our next Talent Acquisition Consultant. I was way too busy. (Can you relate?) Or I feared the business couldn't afford it. I also didn’t feel completely clear on the role we needed. To get prepared, I followed a three-step process to help me make sure I’m clear on the following key areas of my business (so I’m sure to get the most out of every new hire). 1. The financial aspect. It’s a financial investment to bring on a team member, so these are the questions I ask and answer: How much money do we have in the bank to pay them? Do we have enough for three months’ worth of salary? How much time will they free up for myself and other team members? How much more money are we going to make with them on the team? If our financial projection around how much money we’ll make with them on the team is more than their salary, that’s one box checked. 2. The tactical aspect. Next I make sure we’re prepared to onboard them so they can dive right in and begin doing their job. This includes hammering into my current team to clean up SOPs daily. (Meaning: make sure everything they do is appropriately and thoroughly documented.) When our SOPs are in place, that’s another box checked. 3. The strategy. Lastly, as a small business owner, if this new team member gives me back 20 hours (or more) a week, I need to be clear on what I’ll do with those 20 hours. Which activities will get me the most bang for my buck? Which uses of my time will grow the business and increase revenue to pay my new hire’s salary? Once I identify what I’ll do with the 20 hours I “bought back” by bringing on a new team member, that checks the last box and it’s time to start looking for this person. Financial, tactical, and strategic are the three areas of business I look at when it’s time to grow my team. What did I miss?

Sourcing talent is not easy. Sourcing exceptional talent is exceptionally hard. Talent Acquisition Partners are many things, We're , Sourcers = headhunters Market mappers = researchers Screeners = Interviewers Stakeholder point of contact = account managers Our jobs encompass a lot more than you realize 👩💼 #talentmanagement #talentacquisitionspecialist

What is a generalist recruiter's niche? Their ideal customer profile... Here's ours: 📈 Fast-Growing Scale-Up (500< employees) 🌍 Multi & Complex Hiring Campaigns 🤝 C-Level Partnership WHY do Scale-Ups use a generalist? 👊 86% fill rate - We fill any role, in any location ❌ No need for multiple specialist agencies 💲Flexible pricing models (Contingent, Retained & Subscription)

Ready to sweeten your recruitment process and access all top talent? 👍🏻 As I watched my 3-year-old daughter cutely 🥰 requesting to share a caramel dessert 🍮 with my other half, I was reminded of the importance of persuasion in the recruitment process. She absolutely nailed it! 👏🏻 Searching for top talent is not just about presenting the opportunity; it's about making it irresistible 😋. Just like my daughter knew exactly how to word her request 💯, candidates are drawn 👀 to opportunities presented in the right light. To attract the best candidates, you must craft job postings and employer branding that resonate with their aspirations 💭. Highlight your company's sweet perks 🍭and benefits 💵, like the allure of a delicious caramel dessert in your fridge. But remember, it's not just about the offer; it's about the experience🫶🏻. Just as sharing dessert creates a memorable moment, offering a positive candidate experience 😁 can leave a lasting impression. From the initial contact to the final offer, ensure that every interaction 🤝 is as delightful as that first taste of caramel. 👉 Explore our blog for insights on how to create an irresistible employer brand and attract the best talent to your organization https://loom.ly/9qVvsfY Let's discuss how we can make your employer brand irresistible! 🙋🏻♂️ #candidateattraction #recruitment #talentengagement #hiringstrategy

These roles in routes2change from Prison Advice and Care Trust (Pact) are indispensable to enabling those in prison to reintegrate themselves in to responsible citizenship supported by lifegiving relationships.