Keri (TenBoer) Zaro’s Post

🔮 Introducing this week's Future Thinker! Andrew Rogers speaks to James Brewin, an experienced Talent Acquisition Leader in the Tech and Digital space, about his career journey to date. They explore tips and insights for hiring managers, challenges in the recruiting space, as well as advice on how to overcome them. James is open to new opportunities, please reach out to say hello! https://lnkd.in/eFxE97Ud #FutureThinker #TA #OpentoOpportunties #talentacquisitionspecialist #TechInsights #DigitalInsights

I recently spoke to Andrew, Director at Futureheads Recruitment | B Corp™ about my career to date, and to answer some topical Talent questions as a part of their future thinkers series. Really enjoyed the conversation as always and look forward to doing more of this. Hope you enjoy the read! Cheers #talentacquisition #recruitmentstrategies #workforceplanning #recruitmenttechnology #recruiterenablement

We often grapple with the challenge of finding not just talent, but the RIGHT talent. It reminds me of what Jack Welch, ex-CEO of General Electric, mastered - hiring at scale while ensuring quality. Drawing from the Topgrading methodology by Brad Smart and its practical version "Who" by Geoff Smart, the process must be as structured as making a burger at McDonald's 🍔. Understand who your A-players are 🔝, conduct thorough and revealing interviews 🎙, and remember, the process doesn't end with the hire - it's about continuously ensuring their passion aligns with the company's vision. At Growth Institute, we've crafted our hiring strategy around these insights, making sure we hire slowly and fire swiftly. Interested in mastering this art? Dive into our Topgrading Master Business Course and equip your team with the best! 👉 https://bit.ly/3QOtkuC #TopgradingTactics #HiringMastery #GrowthInstituteInsights

Attracting Top Talent in Today's Competitive Market-advice that stands the test of time. One the third episode of The Multifamily Hangout, Tony Sousa 🌐 shared insights on the direct correlation between his role and attracting top-tier talent. Here is a snapshot of what Tony shared in this segment: ✅ Harnessing Attention: In the busy and noisy world of social media, capturing attention is crucial. Through engaging content and meaningful engagement, we can stand out and attract valuable talent. ✅ LinkedIn's Unique Role: LinkedIn is not just for information but also a hub for job seekers. Even top talent, often passively looking, pays attention to companies aligning with their values and culture. ✅ Disrupting the Scroll: Our main goal should be to create authentic and captivating content that stops potential candidates in their tracks. Authenticity and consistency are key—they build trust and interest. ✅ The Talent Journey: Once intrigued, candidates explore further, from personal profiles to company pages, and finally the careers page. This journey is critical in converting interest into applications. ✅ Values Alignment: Post-pandemic, candidates prioritize companies whose values resonate with their own. Quick and genuine alignment is now more crucial than ever. If you want to watch or listen to the entire conversation that Lori Agudo, CAM®, NAAEI Faculty and I had with Tony, check out the comments section 👇 https://lnkd.in/eBnu8CQM

Certainly! Thanks for sharing Daniel The challenge of not just finding talent, but the RIGHT talent, is something many companies grapple with. Let's also take a leaf out of Southwest Airlines' book. They've been known for their "Hiring for Attitude" approach. Southwest Airlines focuses on hiring individuals based on their attitude and personality rather than just technical skills. The idea is that you can teach technical skills, but attitude and cultural fit are inherent. This philosophy has been cited as one of the reasons behind Southwest's positive culture and success. It's crucial to understand who your A-players are 🔝, conduct in-depth and revealing interviews 🎙, and remember, the process doesn't end with the hire. It's about consistently ensuring their passion aligns with the company's vision.

Welcome back to part two of our insightful Q&A series with Ewan Jardine, our Managing Director. Building upon our exploration of hiring challenges and the evolving landscape, we now delve even deeper. In this part, Ewan demystifies the strategies commonly employed by companies to address hiring challenges. He unearths the proactive steps that can be harnessed to transform the recruitment process. Most importantly, he unveils the astonishing transformation that unfolds when mastery over hiring is achieved. If you're eager to navigate the intricacies of strategic recruitment, gain insights into industry norms, and discover the keys to optimising your hiring process, this is the segment you won't want to miss. And if you're ready to transform your hiring approach, explore our simplified, results-proven strategy: Diagnose, Develop, and Deliver. Let's shape your path to exceptional team expansion. Visit our website or get in touch with Ewan today: www.kleboejardine.com ej@kleboejardine.com 07958 676202 #SMEInsights #TechSME #GrowthChallenges #TalentAcquisition #ScalingUp #ScienceBusiness #TechnologyBusiness

Last Friday, I had the pleasure of moderating a panel discussion on a topic which is being called out as a new trend in the global hiring landscape. Many companies are now focusing on finding talent from non-traditional sources, on hiring talent based on skills as against pedigree or credentials. "Skills Vs Credentials: Building Exceptional Talent - Fostering Diversity, Equity & Inclusion" was the topic of our panel discussion at Elevate. A TalentSprint platform to bring together industry leaders and academic luminaries, Elevate (https://lnkd.in/gE-puzER) inspires conversations and promotes collaborations that will help shape the future of workforce. The one hour of power packed panel discussion focused on how many companies worldwide are now taking a skills-based approach towards hiring talent from erstwhile non-traditional sources to build high quality and diverse teams, and how the benefits of that approach are becoming visible in the form of highly resilient teams, higher productivity, higher diversity, less attrition, etc. However, we all agreed that we are just scratching the tip of the iceberg. While there are some quick adoptions, large scale widespread adoption of this approach can happen only when many of the roadblocks are be resolved. We discussed the roadblocks, and the role that each of the stakeholders--namely industry, academia, ed techs, job seekers and policy makers--need to play to bring about change. We also explored some very common conscious and unconscious biases associated with diverse teams, and realized how critical it is going to be to identify and overcome those biases if we have to nurture and grow talent hired through skills-based approach. There is so much I learnt from my panelists in just one hour! Thank you Prerana Nayak, Jhansi Jagannadham Naidu, Nisha Rodi and Mario David for giving me this opportunity to learn from all of you!

𝗔 𝘀𝗺𝗮𝗹𝗹 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 𝘄𝗶𝘁𝗵 𝗮 𝗯𝗶𝗴 𝗶𝗺𝗽𝗮𝗰𝘁 - 𝘁𝗵𝗮𝘁'𝘀 𝗼𝘂𝗿 𝗺𝗶𝘀𝘀𝗶𝗼𝗻! 🚀 Our 30 specialized advisors make a difference every day. How? The answer is strongly linked to the company's history... 📖 Sander was founded by Alexander, Jade, Jules & Benyamin. Before embarking on this adventure, they had previous experiences in the recruitment sector. Their career path has enabled them to draw learnings and better understand their values and convictions. Recruiting is definitively their vocation, but they realized that they were not in tune with : 🙅♂️ huge companies, 🙅♂️ where recruiters are numbers, instead of being considered individually, 🙅♂️ and where priority is given to profits to the detriment of people. 𝗧𝗵𝗲𝗶𝗿 𝗶𝗱𝗲𝗮𝗹 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗱𝗶𝗱𝗻'𝘁 𝗲𝘅𝗶𝘀𝘁, 𝘀𝗼 𝘁𝗵𝗲𝘆 𝗱𝗲𝗰𝗶𝗱𝗲𝗱 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗲 𝗶𝘁 💡 For them, it was essential to: ✅ Gather AUTHENTIC people who shared their values and ambitions ✅ Pass on their knowledge to recruiters who are keen to grow personally and professionally ✅ Create a place where you don't just fill in a box, but are driven by the contribution you can make Imagine 30 people moving energetically every day in the same direction ... It moves mountains. Want to join our team and our challenges? Click here to apply: https://lnkd.in/e5wxYnxD 

For years, I adhered to the principle of 'hiring slow and firing fast' to avoid costly hiring mistakes. However, a shift in perspective has revolutionized my approach: What if the real path to success includes making those very mistakes? 🤔 By rethinking the potential ROI of every hire—believing that their contributions could double or even triple their cost—I've transitioned from cautious to confident, speeding up the hiring process significantly. Instead of multiple rounds of interviews for top executives, we've streamlined to just one impactful session.

How do you make a hiring decision when there's no consensus among your hiring team? Next time your team is on different pages, try these tips from recruiting and TA leaders: 💡 Hung Lee, Curator at Recruiting Brainfood, recommends establishing a protocol for handling disagreements. 💡 Jason Tumilty, Director of Talent Acquisition at Justworks, says it's okay to disagree. Ultimately, it's up to a hiring manager to make the decision. 💡 Kelly Shea, SVP of Talent Strategy at Array, suggests getting to the root of the disagreements and identifying the patterns and trends leading to them. Check out the video to learn more 👀