Vets Stay Go Diversify!’s Post

I came across this post from the wonderful Emmie Faust a few days ago and saved it to come back to today. It’s the end of back-to-school week here in the UK and the close of a lovely but busy and intense summer so it felt like the perfect time… I’m loving the September feeling of getting back to a routine and excited to focus more fully on work again. The questions Emmie shared (originally from Dora Vanourek) felt like perfect journalling prompts to recalibrate and re-energise for the new season. I’m a small but mighty team of one, so I’m conducting this “stay interview” on myself, but I found these questions really useful and powerful. Perhaps you will, too! Would love to hear if you do. >>>What do you look forward to every day? The actual creative process — coaxing meaning from chaos, making work that’s both effective and appealing, helping clients feel even more enthusiastic about their business >>>What’s most meaningful in your work? Creating a mechanism for clients to make a meaningful living doing something they’re passionate about >>>What would you like to change? Working with more clients who understand the value of the creative process and deliverables in marketing — not just words and pixels on a page, but the meaningful interface that connects a business with its audience. >>>What challenges are impacting your performance? That timeless cliche of work-life balance! It’s always a challenge juggling many roles in life, but I know that my responsibilities and efforts in each area of my life ultimately make me better in the others (even if it doesn’t always feel that way). >>>What would you like to learn? I’m working toward an intuitive coaching certification so I can better support my clients with the mindset and holistic/strategic perspective they need to embrace the increased visibility that comes with better marketing. {*Looking for some beta testers -- let me know if it’s you!*} >>>What makes you feel valued? Gold stars and meaningful connections are wonderful, no doubt about that. But honestly, I love being paid well to do work that lights me up and makes a positive impact on others. That’s pretty hard to beat. >>>What support do you need? I’m on a mission to streamline and systematise more in my life, both business and personal — to release time from the mundane and invest more in meaningful work, creativity…and rest!

"They're already not hiring you." One of my voice acting coaches shared that piece of advice recently, stolen from a coach of his long ago. It's intended to shift your perspective in an effort to get you to stand out when auditioning (often married to the advice of "making a bold choice" in your audition). But equally important, it can also help with your perspective when getting ghosted and rejected, which happens FAR more often than winning a job. Rejection/Absence of communication is both highly prevalent and mentally difficult to work through when looking for a new gig, especially when you find something you think really aligns with your experience, aptitude, and even values. I recently found a company with an open role I thought I was a perfect fit for. Got connected to the founder through my network, reached out to the hiring manager, etc etc. Turns out, they disagreed that I was a great fit, even before I had a chance to interview. And you know what? That's OK. Their perspective is different than mine, and while I'm bummed we couldn't further explore a potential fit, do you know what's different between the day I reached out to them and now? Nothing. They weren't hiring me before, and that fact hasn't changed. As you're applying for things, do the work. Send your stuff, even if you're not the perfect fit. Find the connections, and make the bold choices. Do the follow-ups. Focus on the things that YOU can control. But beyond that, do your best to let it go. Give your emotional health a break. Easier said than done, I know, especially if you love the opportunity. But what's the worst thing that can happen if you do? They're already not hiring you.

These ladies are such a 🔥 team! Shout out to them for handling so much crazy, yet fun and challenging tasks! When I interview for jobs..the people are a HUGE focus of mine.. Even though we are remote, the people are a top priority.. I think being remote makes the people you work with even that much more important! When I have interviewed… I always wanted to make sure that the team would.. Challenge me.. Collaborate with me.. Understand me.. (to a point haha) Critique me.. And overall know that I will show them respect every step of the way! The people are what makes a difference in day to day work.. I am so glad I have these people in my corner daily! When you are interviewing find the right job duties, boss, and team! Focus on those during the process and it I’ll help you make the right decision! Ask all the questions…all the hard questions! #humanconnection #clinicalservices #startup #peopleovereverything

𝗠𝘆 𝗯𝗿𝗮𝗶𝗻 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗲𝘀𝘁𝗲𝗿𝗱𝗮𝘆'𝘀 𝗥𝗲𝘀𝘂𝗺𝗲 𝗛𝗲𝗹𝗽 𝗛𝗼𝘂𝗿 𝗲𝘃𝗲𝗻𝘁? You're not ready. You have a cold and sound congested You don't have anyone helping you run this You had a busy day today & feel tired What if no one shows up? What if people show up...AND HATE IT? 𝗙𝗮𝗶𝗿 𝗽𝗼𝗶𝗻𝘁𝘀. 𝗕𝘂𝘁 𝘁𝗵𝗲𝗻, 𝟴𝟬 𝗽𝗲𝗼𝗽𝗹𝗲 𝘀𝗵𝗼𝘄𝗲𝗱 𝘂𝗽 𝗔𝗻𝗱 𝘀𝗮𝗶𝗱 𝘁𝗵𝗶𝘀 𝗮𝗳𝘁𝗲𝗿𝘄𝗮𝗿𝗱: The way you gave feedback and your expertise was spot on I liked there was both a time for Erin to share her tips plus the examples from participants. The tips at the beginning were applicable to my search and seeing others resumes was so helpful. Your concrete and specific feedback about what recruiters look for and I appreciate the people who were brave enough to share their resumes The personalized feedback & coaching! It was GREAT to not just be talked “at” the whole time. I loved that some of the pain points of the people you chose for individual coaching aligned exactly with things I recognized about my own resume. I love that you started with more general tips for the whole audience and that you are direct with your suggestions. Many of us need actionable feedback that we can put into play immediately. 𝗦𝗼 𝘄𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆? 𝗧𝗵𝗲𝗿𝗲 𝘄𝗶𝗹𝗹 𝗮𝗹𝘄𝗮𝘆𝘀 𝗯𝗲 𝗴𝗼𝗼𝗱 𝗿𝗲𝗮𝘀𝗼𝗻𝘀 𝘁𝗼 𝗻𝗼𝘁 𝗱𝗼 𝘁𝗵𝗲 𝘁𝗵𝗶𝗻𝗴... 𝗶𝗳 𝘆𝗼𝘂 𝗹𝗶𝘀𝘁𝗲𝗻 𝘁𝗼 𝘁𝗵𝗼𝘀𝗲 𝗿𝗲𝗮𝘀𝗼𝗻𝘀, 𝘆𝗼𝘂'𝗹𝗹 𝗻𝗲𝘃𝗲𝗿 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁'𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗼𝘁𝗵𝗲𝗿 𝘀𝗶𝗱𝗲. 🧡 P.S. We're gonna do this again in Dec or Jan. and we'll focus on Interview tips and coaching. Interested?

This Ted Talk completely changed the way I hire. A Ted Talk by Regina Hartley titled "Why the best hire might not have the perfect resume" changed my perspective on hiring. It was 2017. I was in the LinkedIn cafeteria during lunch in Dublin. I stumbled upon this Ted Talk where Regina discusses two prominent personalities to consider when looking at resumes: 1) The Golden Spoon 2) The Scrapper. The Golden Spoon refers to someone who graduated from top universities, had a comfortable life, always had food on the table, and had the support of family and friends. The Scrapper overcame many struggles, such as poor parenting, poverty, and dropping out of school. Currently, hiring is mostly biased. Most leaders hire based on experience, top universities, and top companies in the candidate's resume, and they might be wrong or not entirely correct. While there's nothing wrong with hiring Golden Spooners, it's important to broaden your hiring criteria and look beyond the traditional markers of success. 𝗜𝗻 𝘁𝗼𝗱𝗮𝘆'𝘀 𝗺𝗮𝗿𝗸𝗲𝘁 𝗰𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀, 𝘀𝗰𝗿𝗮𝗽𝗽𝗲𝗿𝘀 𝗮𝗿𝗲 𝗺𝗼𝘀𝘁 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝘀𝘂𝗰𝗰𝗲𝗲𝗱. Scrappers have had a life of adversities, whether struggling with money, family issues, or dropping out of school. They may not have attended a top university or worked for top organisations, but they have fought to pursue their dreams. When looking at scrappers from the outside, it's easy to be judgmental and label them as accomplishing nothing, never settling, or being unsatisfied, leading to not hiring them. I have interviewed hundreds of candidates and scrappers. Often showed the following traits: 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗠𝗶𝗻𝗱𝘀𝗲𝘁: Scrappers have an optimistic outlook and view challenges as opportunities for growth rather than insurmountable obstacles. 𝗦𝘁𝗿𝗼𝗻𝗴 𝗦𝗼𝗰𝗶𝗮𝗹 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀: Scrappers recognised the importance of a support network. They build and nurture strong personal and professional relationships, giving them a sense of belonging and security. 𝗔𝗱𝗮𝗽𝘁𝗶𝘃𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝗦𝗼𝗹𝘃𝗶𝗻𝗴: Scrappers approach problems proactively, seeking solutions and adaptable ways to overcome obstacles. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Scrappers show flexibility in their thinking and behaviour, allowing them to adapt to changing circumstances. Top universities and organisations do not always give the best prediction of success. Scrappers, who by definition have already struggled and never had an easy life, are more likely to perform better during these times. When choosing who to hire, consider hiring someone with grit, resilience, passion, and purpose over the shining university. You won't regret it. If you enjoyed this, consider reposting ♻️ and follow me, Matteo Papaluca, for more. I post every weekday at 9 am CET.

If you were an animal, what animal would you be? What's your greatest weakness? If you could have dinner with any three people, dead or alive, who would they be? If these questions are part of your interview process, I'm really worried for you! I can't imagine the other types of questions that are being asked. 👉 Inappropriate questions? 👉 Irrelevant questions? 👉 Discriminatory questions? 👉 Vague or meaningless questions? Keep it simple.. Focus on skills... Create consistency in the approach.... Gather the feedback quickly..... One other big one, even if you are the CEO of the company. BE ON TIME! Lots of reasons for this, but being on time shows respect, it shows how important being on time is in your company, and it's the right thing to do. I promise you can do it, if you truly want to. If you've found these tips helpful and you'd like additional help getting your interview process dialed in lets chat: https://lnkd.in/dgR5j7Y9 REVVED TALENT

Your Crystal Ball 5 Key Indicators As a hiring manager, one of the key components of measuring your success is your ability to build and maintain high performing teams. Unfortunately, there is no fool proof strategy that has been defined to ensure that a new hire will ultimately result in being deemed a successful hire. How beneficial would it be to have a crystal ball that you could look into and be able to determine if the candidate that you are interviewing will result in being a successful new hire? Unless your name is Nostradamus, predicting the future is not going to be a viable strategy for hiring. So, if you are being judged on your ability to build and maintain a high performing team and can't predict the future; what are some of the key indicators that will determine if the candidate that you are interviewing will result in a successful hire? 1.  Try and determine if the candidate has a fast growth rate. During the interview process, have the candidate describe their work history in detail and explain what led them to their advancement. You want to identify a pattern of seeking to take on more responsibility. 2.  Find someone who is motivated to excel. This indicator is similar to possessing a high growth rate, but it has been proven that the candidates that are self-motivated are the ones which are more likely to achieve dynamic results. To determine if a candidate is motivated to excel; ask them what led them to take on additional responsibilities and identify both their short term and long-term goals. 3.  Look for someone who possesses strong collaboration and influencer skills. Strong leaders have the ability to collaborate and influence others. During the interview process, have the candidates describe their role on past teams. Find out how the person got assigned to the team, the reason they were assigned, the success of the team, and what happened after the team project was completed. 4.  Seek candidates that have held multiple roles with a company. Be sure to ask about each of these moves and determine why they were given and what was the end result. You are looking to identify upward progression with each move. 5. Identify candidates that have been rehired or referred by coworkers. When interviewing, ask the candidate to describe how they got the job and why they decided to change jobs. You are ideally looking for someone who was promoted into a role, referred by a coworker, or who was rehired by a former boss. Since you don't aren't Nostradamus and don't have a crystal ball - these 5 indicators will help ensure that the candidate you are interviewing possesses the necessary attributes of a game changing hire. Happy Hunting!! #leadership #highperformingteams #robotics #roboticsengineering #iiot #teambuilding #engineeringmanager #hiringmanager #manufacturing #automation #controlsengineer #automationengineer #controlsengineering #automationengineering #jamesmichaelgroup #rollingstones #getwhatyouneed

No one ever realizes this: Your interview is your onboarding. When you interview, don’t show up as a high-quality job seeker, But as the next greatest high-potential hire. ⬇️ Here are three ways to improve your chances of getting an offer while accelerating your onboarding. 𝟭. 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲 𝗟𝗶𝗸𝗲 𝗮 𝗣𝗿𝗼: → When you effectively advocate for yourself to improve your offer, you demonstrate how you’d negotiate with tough stakeholders. 𝟮. 𝗣𝗿𝗲𝘀𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗣𝘂𝗿𝗽𝗼𝘀𝗲: → Show up for the team interview panel interview as you would for a high-stakes team meeting. Actively participate, be collaborative, share insights, and create value for the group. 𝟯. 𝗔𝘀𝗸 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝗳𝘂𝗹 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: → The AMA part of the interview is not about you - it’s about asking questions in a way that creates value for the interviewer. Demonstrate how your brain works, and how it’s an asset for them. Treating the interview as an interview might get you a callback, but treating the interview as part of your onboarding will get you the offer. Show up with the end goal in mind. 👍 Like this to help others crush their onboarding. ➕ Follow me, McKay Roozen for career growth advice.

⏩ HOW I RAPIDLY REVIEW COMPANIES AND PREPARE FOR END-OF-INTERVIEW QUESTIONS IN JUST FIVE MINUTES When heading into an interview, it’s crucial to come prepared with insightful questions. Here's a quick guide on how I efficiently gather key information about a company to craft those questions: 🥈 GLASSDOOR REVIEWS: Visit their Glassdoor profile. Reviewing recent feedback, especially the cons listed by current and past employees, can reveal issues like unexpected layoffs or shifts in organizational structure. These insights help frame questions about company culture and communication practices. 💰 CRUNCHBASE AND ONLINE RESEARCH: Check their Crunchbase profile for financial data, such as the latest funding rounds. Follow this up with a quick internet search to catch any recent developments not listed (i.e. "[company_name] Series C"). This information is valuable to discuss the company’s financial health and future plans during your interview. 📈 LINKEDIN INSIGHTS: Look up the company's LinkedIn insights page to understand their growth trends (requires premium). This gives a good sense of their year-over-year changes in various departments, which can hint at strategic shifts or challenges. By using these resources, I can enter any interview with tailored questions that demonstrate my interest and diligence and also reveal the transparency and forthcoming nature of their leadership. ❓Any other suggestions❓

I love my interview process. I have been able to hire amazing team members throughout my entrepreneurial career. They stay on board for long periods of time and provide great team synergy. I truly believe in hiring the best without making any compromises. One thing I do is make sure they really are who they say they are. Anyone can look good on paper and tell me all the right things, but can you really perform? I don’t want to hire someone and pay them to find out they suck. So here’s a tip. 💎During my interview process I surprise the prospect by asking them to perform some of the tasks of that position. I train them on it then watch how they perform. I watch for their intellect in navigating directions, their listening, writing and communication skills, and how they handle the pressure of being put on the spot. I get to see them in action before I put them in action. I also check for speed and delivery, and all the other qualities I want in a team member who will represent my brand in front of or behind the scenes. I don’t have time to train folks to do what they say they can do. Tried that and I refuse. In my interview process I make sure. Then with my onboarding I make sure they are fully trained and happy. The best part though….I get to show up in a hoodie and sweat pants for zoom interview because…I can. ☺️ (Thank you Russell Simmons for that inspiration)