Brooke Kruger’s Post

I took this opportunity with Frederick Fox because I wanted to use more of my talents and do it my way versus the old corporate model. For me, the team is the dream. These 9 recruiters are the tops and we are co-creating big things individually and collectively. Raj Gill Izabella Rybczynska (Howard) Alec Vargus Jennifer Telfer Jason Blum Nick Mathews Dylon Adames Ryan VanOrden Kevin Graf #executivesearch #executivesearchfirm

Please take the time to #congratulate our region’s newest #branchmanager, headed up 87 North to our Latham Branch…   Patric “Patty Gunz” Guerra   Pat started his career in Area U at 24H3 in May of 2018! He quickly became a standout with his personal #performance and his team player mentality! During a year and half time at H3, Pat was an Area MVP 4X, Top 10 14X, Top 3 3X, and qualified every month as an #managementtrainee and #managementassistant! During his time at H3, the team posted their 3/6/12 month #customerservice scores ALL OVER 90+!   Pat was then #promoted to #assistantmanager for the Beacon location in 24CC. Showing great #flexibility and #leadership by searching for #promotions even outside of HH! Pat continued his #consistency as a top performer in his new role, being qualified all 5 months there. His team had the #1 Net Other in the region for 3 straight months, while again posting 90+ Customer Service score!   Pat, like many others, had to deal with the crazy COVID world, and really did tell the story of #resiliency! Pat was told “no” on several interview attempts and then was a part of the COVID challenges with staffing being lessened. Pat was 100% on board with coming back home as the Assistant Manager at 24H3, where he had great success. Pat has been in his position for just over 3 years now, and has many success stories added to his resume. He also has a unique story where he was in for 7 Branch Manager interviews over this timeline, and could have given up after being told no several times. Pat remained #disciplined, #positive in his thinking, and #resilient. He also ensured that his performance was continue to climb, where some would let it drop. He helped aide in over 10 skill/grill, 4 AM Promotions, multiple intern converts, 20 to 40% DEG in back to back years, all while remaining qualified as an Assistant every single month. He and his H3 team currently hold an outstanding 90/89/90 3/6/12 Customer Service score while increasing Net Profit by 42%!   An unbelievable story of sticking the course and believing in your path!   Pat would like to thank Rich Asner, Barry Gray Jr., Mark Gunsch, and his H3 team!   #Congrats again Pat! Welcome to the Capital and we are excited for your continued success! #iwork4em #iwork4enterprise #ijustgotpromoted #igotpromoted

A lot of companies have quickly shifted priorities since the great “Diversity Campaigns” of 2020. It will be interesting to see which companies keep their word and truly commit to changing the process of recruitment, advancement and retention of under represented communities. #diversityandinclusion #diversityequityinclusion #diversitymatters #cdo #leadershipdevelopment #careerdevelopment

"When you give someone a job who's previously been locked out of the economy or the workforce, they are the most loyal employees, promote faster than anyone, and have high retention rates." Ken O., Checkr, Inc. Foundation Fair chance hiring is a way for companies to expand their talent pool to reach more than 80 million people in America who can become productive employees. It's not charity, it's better for business. Want to learn more? Join our 2nd Fair Chance Hiring cohort! Our cohort model enables companies to reduce barriers for hiring individuals with arrests or criminal history by tapping into the expertise and perspective of leading local experts like Jeffrey Korzenik. The core of this effort is peer-to-peer exchange among companies who are committed to changing their talent acquisition processes. Talk to our own Stephanie Dolan to learn more!

I love being in community with hiring managers and recruiters like Giovanna DiFalco who embody and understand the value in being intentional in the hiring process! Open communication and transparency in the hiring process can change an experience from being transactional to relationship building -- which is a win-win on both sides of the table. I think a lot about the last time I received a piercing -- I complimented my piercer on how comfortable I felt and how great of a time I was having. She had over a decade of experience, but she shared her "trick" was periodically getting pierced to remind herself that it's not a painless experience -- and that ensured she treated every client with the same care and consideration she would expect herself. As hiring professionals, it can become easy to lean into our experience and become desensitized to the process. We read resumes, we schedule calls, we interview, we read more resumes, we deliberate, we interview again --- But we can forget what it's like to be a candidate left in the dark who hasn't heard anything weeks after their first interview. It can take more effort to offer thorough and transparent communication, but that effort is what makes the difference in forming a lasting impression that can build but also maintain strong teams in the future. The candidates you don't hire will tell their friends what their experience was like, and the candidates you do hire, you want to retain -- and building that trust and foundation starts at the hiring phase. Thanks for your insight, Giovanna! And shout out Lia at Adorn -- 10/10 recommend :)

Very insightful reflection on corporate culture indeed. Let me add my two bits on this regard: In the 2010s, a notable trend emerged within a leading FMCG company’s headquarters in Mumbai. The company frequently hired associate insights managers from a particular agency. This practice became so prevalent that the agency capitalized on the demand by advertising and offering secondment opportunities, effectively creating a new business model. However, it’s crucial to recognize the potential pitfalls of such a system. When a department or category head shows a preference for a specific model, it can lead to instability. If that leader is replaced, their favored model may be discarded, resulting in disruption and potential losses for the company. This scenario underscores the importance of adaptable and sustainable business strategies #corporatepolicies #corporatelife #hiringpolitics

In India today still over 50% of hiring happens through referral. And even the remaining 50% happens only if you are connected to the right people. Good leaders & managers will always take their teams along. That does not mean you should not join such organisations or such organisations are bad. Infact if the leader is good & you perform well he/she will take you along wherever he/she goes. Such leaders are a blessing.

Top 6 Highlights from My First Week at KennedyPearce Consulting 🚀   I thought this would be a great opportunity to share with you my top 6 highlights from starting my new role last week.     There was so much to choose from especially as its starting from scratch everything is new!   1️. Meeting new team members: albeit virtually I got to meet the wider team and am looking forward to collaborating with these talented individuals!   2️. Building Connections: Had productive meetings with new clients, I am thrilled to be forging partnerships that will drive success for our new Sussex business.   3. Expanding Talent Pool: Successfully registered a wave of new candidates, after 13 years in this industry it was great to reach you and connect with candidates I have never spoken to before.   4. Navigating New Systems: Immersed myself in learning new systems. 💻 Excited to master the tools that will enhance our efficiency.   5️. Team Bonding: Shared some laughs and insights with the team. Building a supportive work culture from day one.   6️. Industry Insights: Dived into industry updates and trends. Knowledge is power, and I'm ready to stay ahead of the curve and last week allowed me to research the current trends in the Sussex market!   I would encourage anyone who has started a new role recently to make the time to do this, it made me feel so empowered and helped me see what I have achieved in just one week! Sarah Baker (Assoc CIPD) Alan Campbell   #NewBeginnings #CareerJourney #Teamwork #SuccessInMotion #recruitment #recruitmentinsussex #financeandaccountancyjobs 

When I started with Edgility Consulting a little over 1 year ago Zachary Harr was my go to expert for all things related to building dynamic and diverse pools of candidates for some of the best orgs from across the country. Do not miss this opportunity to connect with Zach about all of your hiring needs! See below for how to set up a time to talk with Zach.