📲Avoiding Common Hiring Mistakes in Home Service Businesses" Address common pitfalls in the hiring process and how to avoid them, ensuring businesses attract and retain the right people. Information here! https://lnkd.in/gYNDz5t2 #hiring #recruiting
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Opportunity
We’re hiring! Join us this Saturday at the Ridgeville Community Center between 10am-1pm where you can -Learn more about industry-leading benefits -Chat with current Team Members -Explore career opportunities -Apply on the spot & more Hope to see you there!
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Outsourcing Pioneer and Virtual Work Guru. I help small businesses outsource their tasks so they can focus on what matters most: running their own company! $450-$500/month for a full-time talented VA.
Hiring someone shouldn't take a lot of time! A good, quick hiring process will find you the best available OFS who can work in your business right now! You can hire someone amazing if you follow my hiring steps at OneVAAway.com
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💼 My Costly Hiring Mistake. Learn more: 🔗 larossaconstruction.com #RealEstateLessons #HouseFlipping #InvestmentWisdom #CrewSize #RealEstateProfits #KnowYourNumbers #PropertyInvesting #PropertyFlipping #RealEstateInvestment
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Here is how we are transforming the hiring process for homebuilders across the United States 🏠
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Founder/CEO || Career Coach Helping Candidates Leverage Their Experience & Increase Salaries || Interview Prep & Resume Services || Executive Recruiter - Helping Businesses || Outplacement Services Offered
Let's chat about how I can offer your company support in tough times!
We have NEW Services!!! Are you a company that is currently going through lay-offs? Or have lay-offs coming up? Team up with Sunny Hollow Careers to offer your employees support in finding new positions. Want more information? Let's chat!
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One of the hardest things about scaling is hiring. When you’re small, you usually can’t pay top dollar for talent, and you don’t have a lot of traction. You’re selling a dream, and it’s important that your early hires fully buy in to your mission. When Offline started hiring we would post the positions on here, Indeed, etc., but we found the applicant pool to be lacking. One day we thought: what if we just start sending our job posting directly to our subscribers? The first time we did it we had 50 applicants in a day or two and we hired someone incredible for the role. So we did it again. And again. And again. Now, our Members are our default distribution channel for every new job, and nearly half our employees were Offline Members or followers prior to joining the team. Not only do they believe in our mission, but they have a customer-centric focus because they’ve been in their shoes. If you’re struggling to hire, consider reaching out directly to your customers. You may just find some awesome people like this ⬇
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I Help Startups To Big Companies Hire A-Players Growing Profits By 50% • Want High Performers In 5 Days Or Less? Go To 👉 Rapido-Talent.com/Services
Hire A-Players That Fail Over and Over Again A-Players know how to bounce back from failure and learn from it so not to do it again. Agree? For more tips for hiring A-Players, follow me. Save this for later. #learnfromfailure #learnfromyourmistakes #emotionalresilience #yourhiringpartner #hiringguide #helpyouhire #founderlife #owneroperator #smallbizlife
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So far I’ve had two HIREVUE interviews with Williams. I found the interviews challenging, but also insightful given they are not too technical but still asking more about the individuals experience with computer science and programming given problem solving and resourcefulness, but also there was one question I was surprised by that asked me about a C# function and the use of namespaces that was part of another HIREVUE interview. The process gives the individual getting the virtual interview a place to shine with their experience and background as a computer scientist. I do like the sense of confidence in the end each of each interview and I find them rewarding whether or not I get accepted for the role. I can say 3 minutes to answer some of the questions asked is almost not enough to express the details for some of the questions asked, but there are three tries for each question and they tend to relate to each other given the approach to giving the interview for the role. One question that stood out to me was asking how an individual goes about learning a new technical skill, given the demands in the fast changing world of computer science, and as the person being interviewed asks how one might accomplish this. I was impressed because the one thing I learned while going to holberton was how to basically be self taught in a competitive curriculum. I remember talking to someone from Tulsa Tech learning about computer science as a class. I realized after being at Holberton School Tulsa for just two months I had at least 5 years of resources to learn anything I wanted to in the feild. The skills I have developed working on projects at Holberton School Tulsa with my specialization in ARVR were very challenging given there were times where in Augmented reality there wasn’t a specific or a stable platform or updated information to learn from to where push came to shove students just had to figure it out! I’m saying that because there are things I have described in other interviews where the person interviewing me was amazed with the information I did have and the insight I had with some of the projects on my resume. Holberton is a school that trains students to be individuals who are capable of advancing technology no matter where they are placed because of how the curriculum challenges every student to learn by implementing the knowledge to build the next project. So far after graduating holberton in ARVR, the job search has been challenging, but interviews with companies have been rewarding despite the odds of getting hired in a competitive feild. Hope someone who reads this can benefit from it. Because it’s something anyone pursuing a position in tech will have to answer and I’ve learned the importance of being prepared! #see_through_the_lense_of_opportunity
PDP Certified Professional | Senior Talent Consultant at Williams | Expert in Talent Acquisition, Strategy Development, and Diversity Initiatives | Proven Record in Business Development and Partnership Building
There are still several reasons to #WorkForWilliams I’ve just been too busy #WorkingForWilliams to post about it 😏 Here is an overview of our simple hiring process. ⬇️
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🇵🇸 #CeaseFireNow | Founder | Leader | DEIB Hiring | Startups | ✊🏽 Racial Justice | 🎙 Podcast host | Mama to Izzy 👧🏼
My 2024 Predictions 🔮 : 🔎 Product teams will have more influence than Engineering teams as we built with a narrow lens of solving niche problems instead of building what’s possible 🤝 B2B: Marketing and Sales will continue to move closer to each other, with marketing taking more strategic roles that were previously held by sales leaders 📖 DTC: Product Marketing and being really clear on storytelling to each consumer will outpace broader Growth Marketing efforts ↗ Hiring will continue to pick up, requiring strong and strategic internal retention efforts to keep core people on our teams 💛 Startups will hire back very small recruiting/talent teams to build the internal hiring strategies and playbooks, outsourcing other needs to agencies and contractors 💚 We’ve learned this new market, and teams are ready to hire GTM talent across the customer funnel - especially the marketing and customer success openings are bullish for long-term stability and thinking (ie - not just focusing on purely net new revenue this Quarter) 💌 Candidates who have gone through really poor candidate experience through the past year will drive upgrades to this function 💪🏽 Job seekers will prioritize their health, ability to make an impact, company's realistic trajectory, compensation, internal culture and flexibility in choosing roles Subscribe to the Hustle Hunters newsletter for weekly tips and predictions on the talent and team building space! https://lnkd.in/gSJTufyK #Predictions #2024 #Hiring #CandidateExperience #Culture #Startups
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