Parley’s Post

New employees 𝗰𝗼𝘀𝘁 an average of $4,425 to onboard, according to SHRM. Most teams spend about 36 days trying to fill a position. And 1 in 5 employees leave after the first week. The math is real. 𝗛𝗶𝗿𝗶𝗻𝗴 𝗶𝘀 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝗮𝗻𝗱 𝗼𝗳𝘁𝗲𝗻 𝗿𝗶𝘀𝗸𝘆. You can hedge your bets by working with a recruiter like those of us at KIP Search. In the tech and manufacturing sectors, we align talent as precisely as possible with the roles you’re trying to fill. We find a better match from the start and coach you on how to onboard them effectively. 𝗬𝗲𝘀, 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗵𝗶𝗿𝗲 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗮 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿. 𝗕𝘂𝘁 𝗶𝘀 𝗶𝘁 𝘄𝗼𝗿𝘁𝗵 𝗶𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗼𝗻𝗴 𝗿𝘂𝗻? 𝗢𝗿 𝗲𝘃𝗲𝗻 𝘁𝗵𝗲 𝘀𝗵𝗼𝗿𝘁? #hiringchallenges #onboardingcosts #hireright #leadershipdevelopment

New employees 𝗰𝗼𝘀𝘁 an average of $4,425 to onboard, according to SHRM. Most teams spend about 36 days trying to fill a position. And 1 in 5 employees leave after the first week. The math is real. 𝗛𝗶𝗿𝗶𝗻𝗴 𝗶𝘀 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝗮𝗻𝗱 𝗼𝗳𝘁𝗲𝗻 𝗿𝗶𝘀𝗸𝘆. You can hedge your bets by working with a recruiter like those of us at KIP Search. In the tech and manufacturing sectors, we align talent as precisely as possible with the roles you’re trying to fill. We find a better match from the start and coach you on how to onboard them effectively. 𝗬𝗲𝘀, 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗵𝗶𝗿𝗲 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗮 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿. 𝗕𝘂𝘁 𝗶𝘀 𝗶𝘁 𝘄𝗼𝗿𝘁𝗵 𝗶𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗼𝗻𝗴 𝗿𝘂𝗻? 𝗢𝗿 𝗲𝘃𝗲𝗻 𝘁𝗵𝗲 𝘀𝗵𝗼𝗿𝘁? #hiringchallenges #onboardingcosts #hireright #leadershipdevelopment

The best hires do this over and over with enthusiasm ⬇️ Fail and learn from those failures. Failing by itself is wasted if you don’t learn those lessons. ☑️ Follow me for tips on hiring #failureispartofsuccess #talentacquisition #recruiter #recruiters #hirethebest #hiringtips #recruitingtips #toptalent #entrepreneurmindset

Putting skills based hiring into practice is a difficult thing to faciliate... This weekend, I was with a larger group and it came to the attention of the people that someone had been hired based on pedigree and experience, not skill. Although multiple people had interviewed this person, they all came from: 1️⃣ A homogenous background 2️⃣ A standard practice of interviewing whereby everyone asked questions they deemed relevant but there was no unanimous alignment up front on how to make this decision In turn, the people who interviewed, collected feedback together and made a group decision on who to hire. Nobody leveraged the best practice of: ✅ Aligning on skills up front ✅ Confirming who was interviewing for what skill ✅ Ensuring scoring was done autonomously of the group One year later - this hire is not working out well and employees and community are scrambling. It's costing the company alot money and the staff internally alot of strife. Mis-aligned hires not only cost ALOT of money but they wreack emotional turmoil on the team and hit the culture hard Skills based hiring is difficult. But leveraging Hireguide puts all the above best practices into place with a few clicks. When you're hiring, ask yourself if 1 year from now you're willing to have a money drain and culture hit on your hands. I would venture to guess no. #salesleadership #hirekind #recruiting

RAGE IN THE CAGE: What kind of week has it been? What kind of week has it been?? Nic Cage, why don't you convey to these fine people exactly what kind of week it's been in the #recruiting and #hiring business . . . #Recruitment #Staffing #TalentAcquisition #ExecutiveSearch

A huge part of my pitching and onboarding process is educating clients on the fact that there are many different tools available to make a hire. The vast majority of hiring managers aren't aware that a retained/search approach is even an option for them, or that it's a tool that can be used for mid to senior hires to great effect. It can be a leap of faith (one that I sadly don't always get folks to make, but that's a learning curve for me) so I thought I'd put together a quick "mythbuster" to cover some of the usual questions that get punted my way. Would love other people's thoughts on this - especially as so many find the hiring process extremely frustrating. That, and if there's any other weird recruitment things that people would like an insight into... #recruitmentmythbusters #journey

Hi LinkedIn family! It's Prashant Bhardwaj here, and today I’m sharing 5 key tips to keep in mind before bringing on a new team member. At Maven Peak Solutions, I’ve seen firsthand how thoughtful recruiting can make all the difference. Hiring isn’t just about finding the right skills—it’s about finding the right fit for your team’s culture and long-term vision. Here’s a sneak peek of the tips I’ve gathered from years of experience! Swipe through and let me know what resonates most with you or what you’d add! #TeamBuilding #RecruitmentTips #HiringSuccess #TalentAcquisition #MavenPeakSolutions #WorkplaceCulture #LeadershipTips #RecruitmentStrategy #HiringRight #BusinessGrowth #CEOInsights #LinkedInCommunity #ITStaffing

Hiring the right people is important for every business. It saves valuable time, reduces costs, and increases employee retention. But finding, attracting, and competing for talent can be challenging - especially for businesses without a hiring team, where senior managers, executives, or founders are often responsible for hiring directly. That's why Stevie fits as an efficient extension of your hiring process. We find and connect you to the right candidates, faster. #Stevie #Recruitment #Hiring

I talked to a candidate whom my company partner had found on their own and made an offer to before engaging me in the search. The candidate had turned the job down and they were having second thoughts. I advised them to reach back out to the hiring manager. I won’t get paid on that, but it was the right thing to do. I give candidates the advice I give my friends and I give company partners the respect I give my friends. In the moment, it may not be the best for TLGs bottom line, but it is the best for people, and people come first, always. #leadershiphiring #startuphiring #peoplefirst

Stop Chasing and Start Building I have worked with many clients that ask me to go after top performers in their fields. They are not interested in training a developing new top performers, they only want whats already out there. Thats totally fine, but there are some caveats. -Can your company support the top performer in the same way they are currently being supported? -What does their career trajectory look like in your company? Is there room for promotion? More money? -What are you offering that they dont have now? More money? More flexibility? More support? These are the questions top performers are going to ask, so you need to have developed answers. This is another place I can help with recruiting. We walk through this process before we start hiring.