Brigette Hyacinth’s Post

Focus on results not hours spent behind a physical desk.

It's time companies realized interviews are two-way streets. Ghosting candidates is so rude and unprofessional plus subjecting candidates to multiple rounds of interviews reflects indecisiveness.

Remote work was the hill I decided to die on. When the company I worked for mandated a return to office policy, that’s when I took a good look at my life outside of work really meant to me. Being able to be there when my grandmother’s hospice nurse came to our home was a priority. How would I know how to care for her if I wasn’t there to physically discuss this with her providers? I know making a living is important but there’s no dollar amount I’d ever put on having more time with my people. Someday I won’t have the time to spend with them.

If they do include a salary range, make it more concise. i.e. $150K to $165K. I see too many postings with $125K to $225K.

It's high time for corporates to assign equivalent value to individuals with expertise & substantial experience in specific domains, similar to the value attributed to those holding a full-time MBA degree, especially in admin & HR roles. The recruitment process should incorporate a transparent timeline, ensuring candidates receive proper feedback & closure regarding their candidacy for a specific position, with clear notes on why their profile isn't being advanced further. The initial recruitment phase is pivotal in securing the right talent, yet many companies delegate this responsibility to interns or trainees who have lack exposure to the broader industry. Consequently, they often prioritize matching keywords on resumes with the required skill sets, rather than considering the holistic suitability of candidates for the organization. It's time to implement diverse changes in the recruitment pattern. HR 's should possess the ability to discern the right talent, whether recruiting internally or externally, by thoroughly understanding the company's requirements as it impact overall productivity of the organization. Sourcing talent will focus solely on experience, education and potential, devoid of any materialistic considerations.

This has needed canceled for the past 20 years, with the exception of "Mandatory Return to Office", which is a recent development. Also, salary ranges are required by law here in WA and other states. If your company is advertising nationwide/worldwide (online), just put it in there. How hard is that? Also ghosting.....don't get me started.

4 terms I consider bright red flags in a JD... 1. We are a family 2. Must be available 24/7 3. Remote but must be willing to relocate to the city of our headquarters 4. 20+ years experience, Masters degree, and salary under $100k

Adding to the list: - Hiring one person to do the work of 3 or more people - Paying higher salaries for new hires yet withholding increases for older employees - Pay discrepancies between genders