City of Tucker’s Post

Embarking on a career with the federal government can seem like navigating a maze. The federal hiring process is uniquely complex, with its rules, timelines, and expectations. This webinar is ideal for job seekers at all levels, whether you're new to the job market or looking to transition into a government role. Our experts will guide you through each critical stage of the process, including helping you understand vacancy announcements, resume content, and formats preferred by federal agencies. #opentowork #opentoopportunities #careers #humanresources #management #federaljobs

Maybe you’re thinking about hiring an internal employee for your open position. Before you do, consider: - Another vacancy is created when you hire internally. - Unnecessary competition and bad feelings could be created. - Hiring from within might not bring the same fresh, unbiased perspective. Don’t miss out on industry-leading talent. Expand your recruitment horizons with Talent Solutions: https://bit.ly/479Igb4

Looking for your next recruitment job? 👋 There’s two important things that matter: ✅ Firstly recruiting in a 𝐦𝐚𝐫𝐤𝐞𝐭 you’re passionate about. ✅ Secondly, the 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐜𝐮𝐥𝐭𝐮𝐫𝐞. Culture shouldn't mean "fitting in". It's about being your authentic self. Being part of a team with the flexibility to manage your own time. ESP partner with thriving SaaS companies They create tech to make world a better place. Our mission is to help them. Sound like a fit? 𝐖𝐞'𝐫𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐰𝐨𝐮𝐥𝐝 𝐥𝐨𝐯𝐞 𝐭𝐨 𝐡𝐞𝐚𝐫 𝐲𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐲! 

Do you know what concerns people the most when hiring from another country? In most cases, it's these two: 📄 The paperwork involved 🕘 How long it will take Fortunately, we've developed a streamlined contract, carefully crafted by our legal team, ensuring a smooth and swift process that usually takes up to 2 weeks. Our established procedures, refined through experiences with companies like yours, make the hiring journey a breeze. Book a call to learn more.

A colleague of mine recently posted a job at a small NGO, this company had one opening, they received 400 Applications 😮 Due to the size of the NGO, the Executive Director went through all of them. We started talking about companies with thousands of openings and how they are handling this exact same situation. 😁 As the job market evolves, agility and efficiency in hiring are more critical than ever. Delays can cost not just in terms of filling positions but also in missing out on top talent. Always happy to talk about how Monday morning can be filled with the work that important to you, instead of filtering through hundreds of applicants. #HiringEfficiency #TalentAcquisition #HRInsights

Teams and C levels inside the best companies in the world, are currently looking, scouring for the best talent in the world, furiously. We have our pulse on the beating heart of this global market. “Christie, no one is hiring, everyone I know is looking”. This is not actually what’s going on. What’s happening: those very hiring teams are walking around upset and completely underwhelmed by the applicants. They’re hiring but they are looking past, the applicants who are saying “no one is hiring”. If you’re not getting calls back and your seeking to land on an incredible global team — Consiglieré will work with you and change your life. I have one spot open, for June/July. We advise and teach C suite teams on the Art of attracting the global talent they are seeking. We are and always have been a Retained Firm. We don’t work for free. Our expertise is ahead of our global creative industry, not behind.

Isn’t it difficult to hire people? Agency owners and founders, you know what I’m talking about. Skimming through thousands of resumes, and checking hundreds of assignments, all while juggling your everyday tasks only to find out that the person is not a good fit for the team. A complete waste of your time and money. You’ve made your way back to square one AND you paid for the ride. In fact, 97% of companies fail within 2 years and one of the top 3 reasons for failure is not being able to find good candidates. That’s not a good deal. The solution? Actually, there are 2. 1/ Build an internal recruitment team for the hiring team or 1/ Partner with a recruitment agency to get all things done for you. Tell us about your ideal candidate who can be a good part of your internal team members. Tell us what it's like to be part of your team. For most people, including me, working on the right project is just as important as finding the right candidate. Tell us what’s it like working with you. P. S. - Not sure about which agency to partner with? Raks Group LLC provides recruiting & staffing solutions to busy founders and professionals, just saying. 👀

Whenever someone comes into our business and it doesn't work out, that's our fault. I'll show my work. We've been doing this for a while now, and like any other business, we've had people join us and thrive, and others...not. They may not enjoy the environment (we're in a converted art gallery, which should give you a clue.) The management style might not be to their liking. Regardless, we should have known earlier. Much earlier. Before we hired them. Sometimes it's tempting to hire someone for the wrong reasons. Because they're a top performer or are highly motivated or have extensive experience. But if they're not a cultural fit, you've got to have the guts to say 'no'. Because when you say yes, everyone suffers. And the culture may be permanently damaged. That's why our hiring process is all about open honesty, from both sides of the table. Because we're looking for the right people for us.

Here are the 5 dumbest reasons not to hire someone. 1. They don't have a degree. Let's face it, many jobs do not truly require a degree to be successful, nor does the degree actually prepare them for the work. Besides, a degree isn't a good indicator of your contribution to an employer. 2. They were laid off I've heard multiple senior "leaders" suggest that laid-off people are damaged goods. Rolling my eyes. 3. They had a job gap IDK, maybe it's none of your business that they had a sick parent or decided to start a family? 4. They lack direct industry experience. Yeah, and give them the job, and now they will have now worked in that industry. This is the most overrated "criteria" I've encountered. 5. They don't have the exact background we're looking for. Guess what? Nobody does. Try hiring for potential just once, and let's see what happens. The hiring process is hard enough; let's not make it more difficult than it needs to be. What's on your list? Bryan Creely