Advastar, Inc. | Recruiting & Staffing’s Post

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Say the quiet part out loud. Never pass up the opportunity to address an elephant in the room. The elephant will win. 🐘🥊 When advertising jobs, acknowledge what's hard about them. BUT Talk about the hard parts in a way that will appeal to the right people. AND Share how you will support people through the hardships of the role. Help me with some examples, please! What are the hardest parts of different roles in construction and the associated ways in which companies can support people? 📸: Daniel Yates #betterdirtworld #construction #people #hiring #recruiting

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Curious about the real ROI of hiring a fractional consultant? It’s more than just a cost – hiring a consultant is an investment in your company’s strategic growth and efficiency. Let’s break down the key benefits here: 𝟭. 𝗖𝗼𝘀𝘁 𝗩𝘀. 𝗩𝗮𝗹𝘂𝗲: Fractional consultants bring high-level expertise at just the fraction of a cost of hiring a full-time executive. It’s a cost-effective solution for a company’s specialized needs. 𝟮. 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗚𝗮𝗶𝗻𝘀: Fractional consultants are experts in streamlining operations and driving productivity. They offer focused approach and specialized skills to identify inefficiencies and implement the best practices. 𝟯. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗜𝗺𝗽𝗮𝗰𝘁: The value of hiring a consultant extends beyond the immediate results. They also offer sustainable solutions and improve processes, driving long-term value and growth to the company. Want to explore the potential of a fractional consultant for your business? Make your move now at https://lnkd.in/gkjuRrtc.

The "ideal candidate" is not always your best hire. Instead of just seeking candidates who tick every box, think outside it for a second. Consider the hiring potential in those who may not fit the traditional, "tried-and-true" mold. With the right training and education, they could become invaluable assets to your team. Especially those who express a strong interest in growing at a company. By investing in development and training upfront, you not only grow your team, but you enrich your flexibility and openness to change. #construction #constructioncompany #hiring #groundupconstructionrecruiting

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SURPRISE! You get to add another full-time job to your day-to-day responsibilities: hiring. While a two-week notice is about enough time for most companies to put a job description together, it is not enough time to find and hire a great individual. Have a trusted partner to take on these responsibilities so you can continue to focus on your job. #hiring #recruiting

We hire before we need to, to ensure we have the best talent working for you! We believe that hiring the right people for the job is the key to success. That’s why we adopted a proactive approach to hiring. The fast pace and high demands of our industry led us to develop a hiring policy that allows us to maintain capacity for new work while ensuring we can meet our clients’ needs. Our proactive approach to hiring coupled with our capacity-first mindset ensures we are consistently prepared to take on your next project without being overwhelmed by existing workloads. Visit our website for more information co-elevate.ca #engineeringgroup #civilengineering #structuralengineering #canadianengineers

We're hiring! Embrace a role that's as fulfilling as it is enjoyable; join Granite Partners as Program Manager where your expertise will help facilitate our governance practices to grow and sustain the Granite Companies.  #CareerWithPurpose #ProjectManagement #ProgramManagement #Governance

Hiring Managers, I have a suggestion. When reviewing the resume of an applicant, do not put as much emphasis on the job title but place more on the roles and responsibilities of what the individual did. I suggest this for two reasons. In my years as a leader, I found titles do not necessarily reflect the amount of responsibility. For example, as an Operations Manager (OM) for a public utility, I had as many as 70 employees and 300,000 customers, ranging from individual residents to municipalities. When working for the Federal Government as a V.P., I had 34 employees and a couple dozen customers, from municipalities to Investor-Owned Utilities (IOU). As an OM for a contractor, I started with one customer, and 40 employees, but was able to bring on 5 additional customers. The same goes for my years of applying for positions. I have applied for COO roles overseeing 12 employees and 8,000 customers, Director roles overseeing over 100 employees and 30 customers, and Manager roles overseeing 34 employees and 100,000 customers. Remember, you are looking for someone who possesses the skills to do the job, and a title does not reflect those skills, their experience does.