Zignify Global Product Sourcing ’s Post

What do you do when you are between recruiting projects and have family visiting? You reach out to other recruiters and share resumes of people who have been recently laid off. Does it help? 𝑵𝒐 𝒊𝒅𝒆𝒂. Would I be happy if I was laid off to have a few extra sets of recruiter's eyes on my resume and they know I am available if needed? 𝒀𝑬𝑺. Does this go against the premise of finding people for jobs (as opposed to jobs for people)? 𝒀𝒆𝒔 𝒃𝒖𝒕 𝒊𝒇 𝒆𝒗𝒆𝒏 𝒐𝒏𝒆 𝒑𝒆𝒓𝒔𝒐𝒏 𝒕𝒉𝒂𝒕 𝒓𝒆𝒂𝒄𝒉𝒆𝒔 𝒐𝒖𝒕 𝒆𝒏𝒅𝒔 𝒖𝒑 𝒊𝒏 𝒂 𝒏𝒆𝒘 𝒓𝒐𝒍𝒆 𝒊𝒕 𝒊𝒔 𝒘𝒐𝒓𝒕𝒉 𝒊𝒕. If your organization is looking to hire any of the following roles, please do not hesitate to reach out. Recruiter PM Engineer Global Engineering Manager Marketing Supply Manager Material Coordinator Scrum Master Logistics Manager Digital Engineering Manager Product Manager Tiro Solutions Group (TSG) #recruiterlife

I enjoyed this read. It has giving me more insight on what hiring manager are looking for.

Understanding Job Title Deflation Job title deflation is when titles sound fancier than the actual job. It's common and can be misleading. What it is: This is when roles like "Customer Success Manager" really mean customer service rep, or a "Marketing Director" is just a coordinator. Titles look good but don't match the work. Examples: 1. Customer Service Reps called Customer Success Managers. 2. Marketing Coordinators named Marketing Directors. 3. Junior Developers labeled Lead Engineers. Why it matters: - For Employees: It can set unrealistic expectations, lead to burnout, and make career moves harder. - For Companies: Causes skill-role misalignment, makes recruiting tough, and hurts credibility. The Fix: Use titles that truly reflect the role. This helps with transparency, trust, and ensures the right people are in the right jobs. Plus, it keeps employees happier and more engaged. Let's keep it real with job titles! Bernie

Are you a new hire in a company filling a brand-new role? It can be stressful and nerve-wracking, but you can adjust and grow to make things happen. Here are 3 things I've learned from working in roles that didn't previously exist until I joined the company: 1. Be patient with yourself: You're doing things that haven't been done before. Yes, you want to move fast but you need to do your best to build out your systems and processes as you move forward. A solid foundation provides a backbone to everything you're doing. 😊 2. A/B test everything: Because you're doing things that haven't been done before, test everything. Form your hypothesis about different problems you're trying to solve then do everything to make it happen. If things break, it's ok. You just learned a way to not do something. 🧪 3. Communicate and give updates: Regular, frequent communication makes a huge difference. You don't have to sit alone in your problems. Let people around know what you're working on. Ask for insights on the various problems you're dealing with. It'll help others buy in to what you're doing. 💬 Have you filled a brand-new position before? If so, what are your favorite best practices? #businessdevelopment #sales #marketing #digitalmarketing #strategicpartnerships

Why Elemental Search? We're engaged with some phenomenal clients currently ranging from Early Investment to Post IPO market leaders. Our solutions are tailored to the needs of our clients, here are some reasons why our clients use us. - Clear, outlined expectations agreed and delivered upon consistently - Advisory market knowledge - Consultative approach to manufacturing the best process to find the right candidate - In depth discovery of ICP - Research focused search execution - Assistance of managing candidates through the process to close the right person - Advisory services around Diversity, Equality & Inclusion. Case Studies we've placed this year (available upon request): - Chief Operations Officer - Marketing Director - VP of Sales - Channel Sales Manager - Enterprise Account Executive - Commercial Accouint Executive - Sales Engineer - Solutions Architect - Business Development Manager - Procurement Coordinator - Finance and Office Assistant Need any more information around our services? Reach out to Ally Esmaeili or Tom Stanford for more info. hashtag #Recruitment #Jobs #Services

Why Elemental Search? We're engaged with some phenomenal clients currently ranging from Early Investment to Post IPO market leaders. Our solutions are tailored to the needs of our clients, here are some reasons why our clients use us. - Clear, outlined expectations agreed and delivered upon consistently - Advisory market knowledge - Consultative approach to manufacturing the best process to find the right candidate - In depth discovery of ICP - Research focused search execution - Assistance of managing candidates through the process to close the right person - Advisory services around Diversity, Equality & Inclusion. Case Studies we've placed this year (available upon request): - Chief Operations Officer - Marketing Director - VP of Sales - Channel Sales Manager - Enterprise Account Executive - Commercial Accouint Executive - Sales Engineer - Solutions Architect - Business Development Manager - Procurement Coordinator - Finance and Office Assistant Need any more information around our services? Reach out to Ally Esmaeili or Tom Stanford for more info. #Recruitment #Jobs #Services

Stop Posting ‘Apply Now’ Links Without Context! How often do you see a job post on here that’s just a link and a generic ‘Apply Now’? The reality is it’s not enough. 🚫 Sure, in today’s market, you might see a higher volume of applicants but here’s the catch: That doesn’t mean they’re the right applicants… The D&A and Software markets (particularly at senior/leadership level) are still crazily competitive for top talent, the best candidates won’t even bother clicking if you’re not giving them a reason to. 📉 What’s missing? 👉 Why should someone (other than they’re actively looking) click on your post? 👉 What’s exciting about the opportunity? 👉 Why does it exist? 👉 What’s in it for them? (Not financial) If your post doesn’t show effort, it just comes across as lazy… Without answering these basic questions, you’ll still get applicants but I’ll be you’re not getting the best ones! If you’re serious about attracting the best, give them more than just a link - give them a reason to click! #Recruitment #HiringTips #TalentAttraction #HiringStrategy #TechRecruitment

Strategic hiring is more than filling a vacancy; it's about foreseeing your company's future needs and aligning them with the talent you bring onboard. The right hire can propel innovation and drive your business forward.

𝐓𝐡𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐚𝐫𝐚𝐝𝐨𝐱: 𝐇𝐢𝐫𝐞 𝐟𝐨𝐫 𝐓𝐚𝐬𝐤𝐬 𝐘𝐨𝐮 𝐊𝐧𝐨𝐰 𝐯𝐬. 𝐓𝐚𝐬𝐤𝐬 𝐘𝐨𝐮 𝐃𝐨𝐧'𝐭 🤔 Hiring is the highest leverage activity a leader can do. But, which role do you hire? 1️⃣ Hire someone for tasks you 𝒂𝒍𝒓𝒆𝒂𝒅𝒚 know so you can:  - Delegate more tasks  - Increase your throughput rate - Focus on higher-value activities Think junior roles like Growth or Operation Associate or generalist roles like Chief of Staff or Operations Team Lead.  2️⃣ Hire someone for tasks you 𝒅𝒐𝒏’𝒕 𝒌𝒏𝒐𝒘 so you can:  - Solve a critical bottleneck  - Increase task specialization  - Unleash creativity and growth Think functional roles such as Social Media Manager, Software Engineer, or Accounting Lead. I think the right answer is both—the best leaders hire a mix of junior generalists and expert specialists. But, every hire should propel the organization forward ⏩ The best hires I've made added more value than I could have imagined And left me saying "I wish I hired this person sooner!"

Why does reading a job description sometimes feel like deciphering a novel? 📚 Job descriptions could be used for multiple purposes, but let's be real - they're mostly for the job ad. It's about attracting quality candidates, right? Yet somehow we've gone from "Looking for a Marketing Manager" to "Seeking a dynamic, results-driven, multi-talented individual with a passion for driving synergies and operationalising strategic initiatives within cross-functional teams to maximise revenue streams" and 17 bullet points of responsibilities 😰 and every stakeholder relationship you could maybe possibly have 😰 and a list of every tool used in the company since it was founded in 1959 😰 What job descriptions really need: ✅ a brief idea of what you'll actually be doing on a regular day ✅ 5-10 skills, clear and concise ✅ key outcomes We shouldn't need a PhD in jargon or a half-time coffee break to read a JD! Do you agree?