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I think you’ve hit the nail on the head here James Vizor - in my opinion far too many businesses would fail to come up with a convincing ‘why’, or more specifically, a ‘why’ they truly and deeply believe will make them a better business. At the end of the day, businesses exist to make money, and the key is to truly understand how having a diverse workforce leads to making more money. It’s a difficult connection to make for a lot of people. It’s often far easier for the people at the top of successful businesses to see how they can make more money by just keep doing what they’ve always done. To a certain extent that approach can and does work, so nothing much changes. I think it takes something extra to see beyond that and to truly realise how a diverse workforce will make a business even stronger. Taking the time to understand exactly how having people in the business who think and act differently in a multitude of situations is actually the way forward rather than something to be wary of. For me, a very good ‘why’ would be to increase the ‘diversity of thought’ in a business. Instead of having a leadership team who all approach challenges in a similar way and repeat the same things year on year, (and a management team below them copying those behaviours in order to be next in line), create a team of individuals who each think differently, and who collectively generate more creativity and innovation, while still being excellent at the job. I personally think that’s how you go from doing a little bit more of the same year-on-year to making bigger ‘step changes’. So what would I do? First, invest in a way to measure/quantify the current level of ‘diversity of thought’ in the business. This isn’t about what colour skin your employees have, their gender, sexuality or which schools they went to. It’s how they think.* Then, hire people who have all the core skills you need to do that particular job well, but who also bring a different thought profile to what you already have. Recruit on that basis. Over time you’ll find you are now naturally hiring people from a whole range of backgrounds, without favouring any group in particular. If they’re great for the job AND bring diversity of thought, hire them. No matter who they are. Without a true ‘why’, the challenge is misunderstood, misinterpreted, seen as something you 'should' do etc. etc. and it’s tackled from the wrong end. You ultimately end up hiring people because of a box they tick (no matter how much you try to convince yourself that's not what you're doing), and whilst always done with the best of intentions by good people, I can’t think of anything worse! (*It has to be something deeper than a bog standard psychometric test by the way, but even if it was one of those, how many times have companies turned people away due to NOT getting the same psych test results as their existing team 😉 )

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Success story with Kärcher: finding the best specialists all over the world ASAP What is it like to fill 4 top vacancies at once for a new plant by a German family-owned company that operates worldwide? Sharing a success story of my co-founder Igor Gray Igor Grayvoronskiy: Kärcher has a subsidiary WOMA GmbH that is a renowned manufacturer of high-pressure plunger pumps, ultra-high pressure machines and water jet tools. For a new plant it needed to find and hire the most talented CEO-level specialists in a very specific business. And of course, to do it as soon as possible. The candidates were required to have a clear understanding of production processes and experience of working in global companies. As an agency, we research the market every day, so we have a pool of candidates with suitable experience. So, when such large and very specialized players come to us, we can quickly offer people. Usually this significantly saves the client time and money. In the case of Kärcher, the first job interviews began 2 weeks after we started working. And even more! Only 12 weeks later the candidates were already in their positions. We were happy that Kärcher could select people based not only on technical skills, but also on their vibe. Working with Kärcher has proved to us that regardless of the size of the project or the reputation of the client, your role is key. We have no doubt that Kärcher’s HR could have handled the task, but they had to look for candidates themselves. Together, we managed to become a close-knit team that handled the task in the shortest possible time. Steering such a significant project was indeed an unparalleled journey of learning and growth. #Sucessstory #Recruitment #Kärcher

Here's a round-up of VMA GROUP's latest job opportunities💡 Click the link in the comments to see more👇 #jobopportunities #recruitment #werehiring #communicationsjobs #marketingjobs #digitaljobs #changejobs

🛑Huge Openings in  Lumax🛑 Apply now : https://lnkd.in/ddF7xs7E Join WhatsApp channel: https://lnkd.in/d9H5aVWy Eligibility Criteria, Number of Vacancies, Sallary structure, Allowances, Location and other details are mentioned in given link. Comment Below so that we can screen your linkedin Profile and get know about your experience and qualifications. Openings are available in below category or departments. Asst. Manager-Competency Building and Employer Branding Junior Executive – Business Operations & Excellence Executive – SAP Executive – Maintenance/Project/Utilities Executive Sales & Business Development Executive – PPC Executive Purchase Process Engineer R&D Chemist Executive HR & Admin DCS Supervisor Unit Head (Sayakha) Lead Talent Acquisition Process Manager Manager HR & Admin Shift Incharge – Performance Chemicals another vacancies are also updated as arises please visit given site for accurate information. Comment below so that this post can reach to needy one and Recruitment cn be done smoothly by preliminary shortlisting through your profile. note: we never demand money for recruitment process.

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Exciting news on job growth in our community! Total jobs (in all industries) grew by 9% over the past four years. 30% in the Healthcare industry 26% in the Transportation and warehousing industry 6% in the Manufacturing industry 5,500 more jobs were committed to the city with the following companies (not included in the above percentage): Ross Dress for Less distribution center - 1,300 jobs, will begin hiring soon. KORE Power is underway and will create 3,000 jobs and be operational by 2025. Abrazo Health’s new 60,000-square-foot medical campus is underway and will bring additional healthcare jobs. Way to go, Buckeye! Let's keep this momentum going! For current job openings in the City of Buckeye: https://lnkd.in/g5A3GSD8 #JobGrowth #CommunitySuccess #EconomicDevelopment #BuckeyeAZ #Buckeye