Marcus Sawyerr

Understand the key players in the organisation and why they are the key. Spend most of your time listening carefully to nuances of the culture, make notes and remember to be useful, low maintenance, reliable & proactive enough to show your thoughtful, always under promise and over-deliver. Hence, your narrative is more significant than you then people will come to you. Step 2 is what you will do to maintain relationships.

You can't fail with Innovation if you document and course-correct. Invovation is neither transactional, finite, nor a destination; it's about getting closer to discoveries along a journey that ultimately provides value. Try > Document > Reflect > Evlove> Innovation = Relentless Iteration

1️⃣it's important to strike a delicate balance between keeping things under wraps and being transparent about the nature of the search. 2️⃣limiting information to a need-to-know basis, and revealing details in a carefully planned sequence, you can show consideration for the interests of all involved. 3️⃣ working with a single point of contact and treating communication with care, you can ensure that everyone involved feels secure and empowered to do their best work. Remember, timing, visibility, and security are key to success in any confidential search. Whether you're hiring for a government agency, a publicly traded company, or a new department, there are many reasons why confidentiality may be necessary.

A resume, like a cover letter, is simply another form of communication; I agree that there is a massive chance of it not being seen, so a way to increase these odds is to reach out directly to “hiring managers and recruiters” via, DM/ Inmail, with a concise & Genuine message; see below; “Hi XYZ, I hope you're well. I’ve applied for the PM role at your company; I’d be interested in discussing the details with you or your team to see if I could be a fit, as I have some transferable skills that are hard to highlight on a resume. Could we grab 10 minutes on a call?” P.S. My best hires over the years have all reached out to me; in the worst case, you get rejected, you will increase the odds of getting closer to the right role.

Regardless of the type of work agreement, individuals tend to perform better when they have a sense of purpose. One way to create an environment that fosters this is to focus on achieving outcomes rather than just putting in hours of work. Encourage people to explore various problem-solving approaches and reflect on the reasons and methods behind them. To facilitate this, I often ask the following questions: 1. What is your perspective on how we can accomplish x? 2. Do you have any ideas or examples of ways to make this more effective? 3. Let's spend 10 minutes in this meeting brainstorming ideas for how to tackle this problem. I'd like you to share your thoughts in bullet points. How does that sound?

If you want to access a diverse pool of talent, here are a few steps you can take: 1️⃣Take into account the representation of the population, level, and industry for your target audience. 2️⃣Use research tools like EQ.app to create unbiased job descriptions and ads and find communities to locate talented individuals in your desired demographic. 3️⃣Advertise in targeted areas, with a clear welcoming value proposition. 4️⃣Measure your success and adjust your approach accordingly. 5️⃣Keep in mind that referrals are only beneficial if your leaders or team members have access to the demographics you want to reach.