The Sterling Choice’s Post

We've had a 'glow up'. 💫💫 Our new, shiny, and improved website is now live, and we're super proud of it! Check us out 😉😃😃👇🏽 https://lnkd.in/dvyRWAD #RecruitmentConsultant #FoodAndBeverage

Recruiters don't have the best reputations. In fact, we're often lumped in the same bracket as super salesey estate agents or realtors. 😱😱 We have a theory on this. Most people, unfortunately, have had a not so positive experience with a recruiter or an estate agent - or at least know someone who has. But here's the thing. We're not your average recruiter. We're a people-first recruitment partner that focusses on value fit, not quick fixes. Our founders Gareth Whyatt and Lukas Vanterpool explain in this short video. 👇🏽👇🏽 #Recruitment #RecruitmentAgency #FoodAndBeverage

Unpopular opinion? 👉 Culture fit trumps experience any day of the week. This week, Lukas Vanterpool discusses how focusing only on experience means you’ll miss out on the best talent. #Recruitment #Culture #ChilledRecruiters

Kathy Abdouch made a brilliant point this week. She said, that to get the best people, your hiring and HR teams need to show up. 👀👀 How these people operate, communicate, and come across during the hiring process is your candidate's brief window into your organization's culture. The appeal that might have attracted a candidate to your company in the first place can be extinguished in just a few interactions. You'll end up putting off the best talent, instead of hiring them. Don't fall into the trap of assuming you don’t need to sell your organization. Recruitment is and has always been a two-way sell. To get the best, you must present your company's best too. That's where we come in as an executive recruitment partner. 👋👋 We take time to understand, to live and breathe your brand story so your business is presented in the very best way to potential candidates. That way, you can hire the candidates you really want. The ones that will make a difference to your business. #Recruitment #FoodAndBeverage #ExecutiveRecruitment

Seeing as AI is THE topic of the moment, we wanted to weigh in on the debate.... ⬇️ AI has its place in the recruitment process and can be invaluable in a number of ways. Removing bias, helping hiring managers better manage time and resources, boost candidate quality, and enable data-driven choices. Here are a few, more detailed, examples: 🤖 Sourcing Talent: AI tools can swiftly locate and engage relevant talent by automating tasks like job board searches and social media outreach. Automating labour-intensive tasks makes sense. 🤖 Candidate Screening: AI screening tools can extract key data from applications, spotting red flags and highlighting top candidates efficiently, saving recruiters time and ensuring better selections. And like we said, it can play a key role in removing any bias from decision-making. 🤖 Evaluation and Assessment: AI-powered assessments can evaluate candidate competency and personality, providing comprehensive reports for informed decisions. We are firm believers that AI shouldn't replace the 'human' input in a recruitment process but serve as a tool to help hiring managers (real-life human ones!) work smarter to find the best people. 🧔♂️ AI can efficiently handle repetitive tasks and data analysis, but human judgment is crucial for assessing soft skills, cultural fit, and complex decision-making. 🧔♂️ AI can streamline processes and provide quicker responses, but human interaction is essential for building rapport with candidates, addressing concerns, and providing personalized experiences. 🧔♂️ AI excels at processing large volumes of data and identifying patterns, but it may struggle with nuanced or context-dependent situations that require human empathy and understanding. 🧔♂️ Humans can provide feedback to AI systems, helping them learn and improve over time. See what we mean? By working TOGETHER, harmoniously, humans and AI can create more effective and efficient recruitment processeses. What are your thoughts and experiences of using AI in the recruitment process? Or are you choosing to avoid? Let us know ⬇️ #Recruitment #ChilledRecruiters #FoodAndBeverage #AIRecruitmenthat

Happy International Women in Engineering Day 🙌🙌 Today we celebrate the amazing work that female engineers are doing to support lives and livelihoods. EngineeringUK published a report last month, 'Women in Engineering and Technology'. It showed that there were fewer women working in engineering and technology in 2023, compared to 2022. In 2023 there were: 🚺 3 million people working in engineering and technology occupations, making up 19.2% of the UK workforce. 🚺 The number of women working in engineering and tech has dropped by 38,000 – from 16.5% of the 2022 workforce to 15.7% of the 2023 workforce. 🚺 The fall in women in the engineering and tech workforce is driven by a fall of 66,000 between the ages of 35 to 64, indicating that women are not being retained. Employers, what are you doing to retain your brilliant female engineers? Could you be doing more? It starts with a hiring process that is based on cultural fit and shared values. That's where we can help. https://lnkd.in/dpqb5-ER #INWED #Engineering #Recruitment

Got a tricky role to fill? A new recruitment challenge and you don't know where to start? Maybe you've been trying to fill a role for months, but just can't find the right candidate? 🤯🤯 Come straight to us and let's turn that challenge into an opportunity to hire the very best talent for your team. #Recruitment #ChilledRecruiters #FoodAndBeverage

How ethical is your interview process? Consistent interview structures are a crucial component of ethical interviewing. You can ensure fairness by: ⚖️ Covering the same points, in the same order. ⚖️ Using a uniform rating scale. ⚖️ Applying consistent evaluation criteria for each candidate. This approach mitigates bias, aids in accurate comparisons, and helps better assess qualifications and fit. Hiring teams, we can ensure your next interviewing process is ethical, efficient, and effective. #EthicalHiring #FairInterviews #RecruitmentBestPractices

Executive Assistants are easy enough to find, but finding one that complements you, your business, and your industry can feel like an impossible task. The truth is, that most Executive Assistants will have similar skill sets and experience. For the best long-term matches, you need to look beyond the skills listed on their resume. Their personality needs to complement who they will be working for and the industry they will be working in. We know how to match Executive Assistants with business leaders and high-flying teams using key personality and compatibility indicators. ➡️ We use DRAKE P3 behavior testing which looks at motivators, demotivators, communication style, character strengths, emotional intelligence, conscientiousness, ability to adapt, stress level, energy level, and limitations to the job in question. ➡️ Two parties take the same test to see how well-suited each EA candidate is to, the VP they will be working with, for example. We can help you find, and recruit your best Executive Assistant yet! Let's talk. #Recruitment #ExecutiveAssistant #FoodAndBeverage