buildOn’s Post

The loudest person in the room tends to win the "I think" discussion when it comes to discussions about people. - Who should we hire? - Who should be the next CEO? - Who is in a critical position? - Who has the right skills? Peopletree Group makes it simple to answer your 'who?' questions. Make better people decisions, faster.

In today's high-stakes tech landscape, key decision-makers understand that constructing robust and innovative teams extends well beyond mere technical prowess. We recognize that the strength of a team is not just quantified by the depth of their technical skills, but also by the richness of their soft skills, the alignment of their core values, and their capacity to weave these elements seamlessly into the fabric of their collaboration. We're all about connecting our partners with teams that have the tech chops and the soft skills to match. Teams where each member's unique background contributes to a collective resilience, where diversity is not just encouraged but celebrated, and where leadership emerges not through hierarchy but through the shared passion and innovative spirit of its members. It's not just about coding—it's about creating a symphony of skills where each note enhances the other, leading to a crescendo of groundbreaking solutions and shared success. Come see how we do it at PrimeHire.io! Because at PrimeHire, we're not just filling positions; we're forging partnerships that redefine success.

I was speaking to an amazing School Leader yesterday. We were talking about the barriers to hiring a quality team. You know what the #1 barrier is? School Leaders were never taught to attract, hire, and retain a quality team. Not one class in Undergrad. Not one class in Grad School. Hiring is a major portion of our jobs. How are we supposed to know how to do this? Thankfully, most of us care enough to figure it out. But, we make mistakes in the process. The truth is, ultimately our development is our responsibility. We must seek out opportunities to learn how to attract & retain top talent. This is why I created The Blueprint: Build Your Dream Team. Click the link in comments to see all the skills you will master. Skills that will guide your team to make the hiring process a part of your systems instead of another thing to do. February 15th Moxy Williamsburg 10 am to 5 pm

Here's how one Kansas City leader started attracting people to her organization: She treated her team member as a father and husband first. "Need to be the mystery reader at your kids elementary school?" - No problem. "Want to drop them off at school?" - No problem. "Got a hot date that you need a little extra time to get ready for?" - Here's some flowers to go with it. When you treat team members as human beings first (and not robots), amazing things happen. It's a pretty simple concept. #hiring #retention #employeeengagement

Of course (duh!) you have more, but what are the first three that come to mind? ID them below, and I'll open the community up to helping one another. If you list a project (of your three... gotta list three) and someone can help by talking with you about it, I ask that you all connect. I'll start: 1. Stepping into the path of purchasing a home in California so we can be closer to my spouse's parents. 2. Building a "space" that people can visit online and find cool #development opportunities. 3. Interviewing Every. Single. Leader. at a certain level to get their story of "what it's like to work around here."

Great companies are built by great people. Here's the problem: Companies often find great people but fail to put them in positions where they can excel to their full potential. AKA: right butts in the right seats. I spent years and years not understanding this. My businesses paid the price, and so did our people. So what changed? How did I break through? I got educated. I learned about the people and what makes us great. This led to the development of the principle we now use - "The Four Square Principle™". Below are the 4 principles. Square #1 is the sweet spot. 1️⃣ They LOVE their job, and they are good at it. 2️⃣ They LOVE their job, but they are NOT good at it. 3️⃣ They DON’T love their job, but they are good at it. 4️⃣ They DON’T love their job, and they are NOT good at it. Square #1: It's where the power is. It's where the satisfaction is. It's where the right peformance lives. When people LOVE their job and excel at it, their enthusiasm and expertise create a powerful synergy. This isn’t just about performing tasks well; it’s about infusing energy into every project and interaction. Employees in this quadrant innovate, inspire, and elevate the entire team. Imagine an office filled with Quadrant 1 employees. IMAGINE. ↳ Productivity soars. ↳ Collaboration flourishes. ↳ A positive culture thrives. Conversely, keeping great people in squares 2, 3, and 4 will drag the team down. Those squares lead to low performance, burnout, and disengagement. Worst of all, the great people you hired to be great will leave. Next time you’re hiring, promoting, and/or re-organizing, think about the "The Four Square Principle™". Strategically push for square #1 in your hiring, career pathing, and succession planning—then watch and see greatness 10x. ❓ Was this helpful? 👇 Drop your thoughts in the comments! ♻️ Repost to your network 👉 Follow me, Garrett Delph, for content that makes you think #Productivity #Growth #Clarity #Management #CompanyCulture #Recruitment #Hiring

This may seem too 'inside baseball' But it's important for Chicagoland's workforce and employers. Here's why... At the heart of the DRAFT of the 2024-2027 WIOA State Plan are GOALS E&ES has championed for more than 40 years: 📌 collaboration and customer service 📌 enhance employers’ abilities to hire and retain skilled workers 📌 customer-centered and data-informed practices to improve the quality of the jobseeker experience in pursuing fulfilling career pathways in a manner that is equitable and accessible 📌 support the state’s efforts to cultivate next-generation technologies, Why does this matter? Because these goals define what's important for our communities - and that creates a stronger more secure Chicagoland! Serving our customers, employer partners, and our communities means providing career pathway opportunities - lowering friction so job seekers have more equitable access to good paying, secure careers - and meeting the changing needs of businesses ready to hire the next generation of team members. At E&ES - this is our mission - and we can help you find your mission! Discover your future here - https://lnkd.in/e8ckXQtc And if you'd like the link to the full 387 page DRAFT - drop a comment and we'll share that with you... #workforcedevelopment Illinois workNet

In your career journey, have you ever felt like a square peg trying to fit into a round hole? It's an all too common experience in the corporate world. The cultures, the structures, the established ways of work - they might not always feel like they're designed for you. But here's the good news: It's okay to be that square peg. Your uniqueness is your strength. Your different way of thinking, your unique skills and perspectives are what enable innovation and can drive business improvement. It takes courage and resilience to embrace being different and it may not be easy. But remember, companies need those 'square pegs', too. Stand tall. Stay unique. Don't shape yourself into something you aren't just to fit in. In the end, they may be the very qualities that make you sought after in the world of recruitment.

The Rocky Mountain Revolution: How Colorado is Revamping Recruiting and Rekindling the Buff Flame Now that the dust has settled and 2023 has come to a close, I think it would be beneficial to discuss some of the key things I learned during last season. To start, I would have never in a million years thought that coach prime would have came here of all places. To be apart of something that was just in the "back yard" of the place I grew up is crazy to me. I am beyond thankful for the opportunity. Rather than the practical things like excel spreadsheets and ordering enough pepsi for the coming home game. I'd like to discuss some of the more interpersonal things learned and how they apply to the world of sports operations and the overall world of sports business. Building trust and relationships; It may sound cliche but I believe that being in any relationship without trust is like being in a car with no gas, you can stay in the car as long as you want but you're not going anywhere. Building relationships and trust not only with our recruits and players but also with staff is key. Making a conscious effort to know the people you work with can help you better approach uncomfortable situations as well as understand the lines of communication to effectively communicate. For me, I am a very direct person, to the point, skip the pleasantries. But for some, that comes across as rude, arrogant and a plethora of other negative connotations. Learning to navigate the “land of communication” will greatly benefit your office environment when you realize people need to be communicated to in the way THEY can best receive it. On top of those things, I made a continuous effort every Sunday (after game day) to either send a letter or even a simple text message to our VIP guests from that showed my gratitude for them taking time to come and support us. This then builds on the relationship aspect further more, planting a seed of trust that may soon sprout into something great.  Data-Driven Decisions, Human-Centered Approach: After mastering the point above comes the data analyzing, understanding what the position coaches want, how they want it, what they want it to look like, and if they want a side of "ranch with it". Then, using the myriad of technological tools at my disposal the recruiting team can better find what we were looking for both in the transfer portal and coming out of highschool. I made an effort each week to talk to some of the coaches for 5-10 minutes. Understanding their expectation can save you hours of useless excel spreadsheets while maximizing efficiency. This does take a bit of courage for those of us that may be a little more anti-social, to walk into your bosses office and ask "What is your expectation?" seems way more daunting than it really is but I believe once you do it a few times it becomes WAY easier. See next post...

Honestly, this training is amazing- “Attracting, Hiring, and Working with Gen Z” by Sophie Wade!  I was watching it to understand how to better connect with my generation since sometimes we all feel a little bit different from the majority. Well, after watching it, I realized there are so many answers to so many questions about us, Gen Z, and that at the core of it, we all feel and think the same.  I highly recommend watching this to everyone who is leading a team in which they have at least one Gen Z member. It is really insightful just to understand the way we see and feel things or how we see problems and their solutions.  Check it out: https://lnkd.in/dZZw_jhA #talentmanagement #recruiting.