Innovations in Nutrition and Wellness’ Post

If you're a hiring manager, in 10 years I guarantee you'll still care about: - Simple processes - Speed of delivery - Customer service - Valuing your time - Quality candidates - Recruiter credibility - Not wasting your time - Having partners you trust - Partners that are easy to work with And these will look painfully basic. Because the tools are way better it's easy to think tech is the answer to issues in hiring. A lot of the problems you see about hiring are solvable by looking at the things people will always care about.

What is your biggest challenge when hiring? Let us know in the comments!

Some thoughts on hiring while working with 20+ clients over the past years. - The best teams hire very quickly. I've managed to strike contracts within hours of an initially meeting and these teams were almost always those which prioritised speeds and results. Companies which managed to simplify the hiring process usually win in other aspect of business. - They don't look for the absolute best candidate. Trying to find the optimal candidate amongst all the applicants leads to over engineering. The best teams I worked with found people who were good enough (which can be assessed relatively fast) and driven, and hired the first ones. Very little back and forth to compare the candidates.

Boosting these opportunities to build on the foundations and framework for Rooted to Last!

Which metrics most likely reflect future success as a consultant? It's generally a bad idea to begin hiring staff once you have more work than you can handle. The reason for this is simple. It might be a lucky blip. Imagine what happens if you have a tremendous month (or quarter), hire staff to satisfy the increased demand, and then have a couple of regular months afterwards. You’re going to wind up either laying off staff you just hired (tech companies in the post-pandemic era know this well) or paying staff to do non-essential activities. This is what’s known as low staff utilisation. This is why you need to measure not just the outcome but the antecedents of that outcome. What other metrics are you observing that show this is a sustained increase in the quantity of work vs. a random lucky blip? e.g. It’s one thing if the phone rings tomorrow and Microsoft want to hire you. That’s lady luck smiling upon you that month. It’s another thing entirely if you’re seeing growth throughout the sales pipeline. That’s your hard work paying off. Most importantly, you don't just want to know if the pipeline is full. You want to know if the pipeline is sustainably FULLER than in the past. That's the point you might want to begin hiring more staff. Yesterday I shared: → What our sales pipeline looks like → The one metric that I care about the most. → What to focus on to drive long-term growth. You can find it all here: https://lnkd.in/eiKhY_um

Monday Update Do companies really want to hire? Yes and no They need positions filled and the work done on a timely basis. They have approved openings. The problem is no one wants to make a hire decision for fear it will be a mistake and the person won’t last 5 years( come on…5 years?) So if someone will leave sooner,“prematurely”;or doesn’t work out perfectly its on the hiring person who said yes So safer to say no. So companies drag out decisons for weeks/months and have too many people in the process to help mute the persons who said yes Evil but true Thats why much hiring doesn’t get done.

Are more than 3/5 hiring managers really 'open to hiring for skills' rather than experience? In my experience, the vast majority (without the data, my mind goes as high as 95%) of hiring managers want to hire people who have experience doing the same role, on the same type of projects that the person would be working on for them. The IRA is projected to create another 1.5 million jobs over the next decade, so if we keep looking for experience over skills we'll fall short. Skills based hiring is definitely part of the solution here, but I'd be willing to wager my experience with hiring managers is a lot closer to the truth than this article is suggesting Tell me I'm wrong? Post Credit: Lewis Lines

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Having recently sold the first retainer for Axel Monroe, I thought I'd share this and some opinions I have on the retainer model... I've never quite understood the payment structure, and tight-hold the tried and tested retainer model (1/3 on mandate, 1/3 on shortlist, 1/3 on delivery) poses to a client...often you are paying up to 66% of the total fee without having even interviewed a candidate! The financial burden and commitment this brings means clients inevitably have to stay with the original agency, whether they're delivering or not, because they're essentially "bought in". In my opinion, too often the efforts of the agency go on winning the mandates, rather than necessarily delivering on them in a truly efficient manner. So how is Axel Monroe trying to be different? ▶ A smaller up-front fee on engagement ▶ A fee structure that is based purely on efficiency - if we're not delivering, we don't expect the same fee as if we were ▶ A change in mindset that retained search need not be slow and cumbersome but can actually be fast and efficient For me, it's about both candidates and clients having the ability to search the market with confidence. Our retainer model reflects the confidence Axel Monroe has in delivering first time round. If you'd like to find out more, whether through curiosity or an upcoming need, please feel free to drop me a DM!

Caution We Need to Take While Hiring a New Candidate ❌ ✅ As someone who has been involved in recruiting for a few years, I've come to understand the essential things every recruiter should consider when filling a gap and passing on the company's culture to the next generation. Many companies struggle with high attrition rates, and with candidates having multiple options, it puts both recruiters and managers under significant pressure. Here are the essential things a manager and HR need to check before they start filling a position: 1} Hire a person who is fit for the job 🧑💼: Ensure the candidate has the skills and experience required for the role. This not only helps in getting the job done efficiently but also reduces the chances of turnover. 2} Encourage employees and reward good performance regularly 🎉: Recognition and rewards boost morale and motivate employees to perform better. 3} Enhance team bonding and mutual trust 🤝: A strong team dynamic fosters collaboration and support, leading to a more productive and positive work environment. 4}Ensure that employees feel like a part of the organization’s mission and vision 🌟: When employees connect with the company’s goals, they are more likely to stay committed and contribute meaningfully. By focusing on these aspects, recruiters and managers can build a strong, cohesive team that aligns with the company’s culture and goals, ultimately reducing attrition and enhancing overall performance.