Edgewell Personal Care’s Post

Hiring can be a chance to sell yourself and unfortunately advertising a job advert and assuming it would be a ‘privilege’ to work for yourself isn’t going to cut it! 😤   That’s exactly why I wanted to repost Beauty Pie’s Hiring Playbook as it’s superb! ❤️   Giving candidates an idea of what to expect during an interview process as well as tips on how to prepare should be the norm! Not only can it help settle a candidate’s nerves but it is inclusive for those who are neurodiverse and may get anxious or struggle with a lack of certainty and/or process.   Beauty Pie do all of the above but go further, talking about what culture means to them, showing how they put it into practise and evidencing it, not just posting some generic stock images😏   What else do they cover? Well, they are super transparent about their benefits, their departments and what current employees say.   You don’t need to have a fancy interactive website or have 500 employees to start thinking about employer branding or creating candidate playbooks, it can be as simple as creating a Notion page!   Well done Beauty Pie! 👏🏼👏🏼👏🏼

I love this from Beauty Pie! 🤍 They've just released a Hiring Playbook which gives candidates and the industry an insight into who they are, and how they hire! This level of transparency would make the hiring process better for everyone! Let's hope we see others following in the same footsteps 👣

Intangibles and the ability to learn in the fly can make a difference.

Job descriptions often list more qualifications than are truly required, and hiring managers are often open to considering candidates who may not check every box. If you possess around 60% of the listed qualifications, you should absolutely apply. Many of the best hires come from candidates who weren't sure they were qualified enough, but took a chance and applied anyway. Imposter syndrome can be a major obstacle that holds people back from going for roles they are more than capable of. The reality is, your dream job may be just one application away. Employers like Motion are often open to considering candidates who bring strong potential and a willingness to learn, even if they don't perfectly match the job posting. The key is to have the confidence to put yourself out there, rather than self-rejecting before you've even tried. You never know what opportunities could be in store if you take that leap. Wishing the best of luck to anyone considering a role at Motion or elsewhere - your next great career move may be closer than you think.

That’s how it should be. Taking into consideration that some job descriptions are just collection of technology stack, which a rear candidate possesses.

After a fun week in #Denver capped off with an awesome celebratory team happy hour, here were my takeaways: 👏Spekit 🐙 has built an outstanding team with amazing people 🏆The product is awesome and having enablement in your actual flow of work is a game changer 🏅The team is truly customer focused with customer experience and feedback being paramount in every conversation 💡 Leadership cares about the success and growth of the team and lead by example 🔮 The future is bright … the right conversations are being had and changes being made for future success

Great company to be a part of change

Here’s a general update as I’m getting a lot of questions asking the same thing. The Head of / Director level perm roles are still lacking (I can’t wait for this to change because there are too many of you who have been out of work for too long), but we do have a lot of junior - mid level. The senior roles that are coming in are contract, and that’s been the case for the last 10 months or so. Companies are cautious to hire, so they’re starting people out on a 3-6 months basis and assessing the role from then on, depending on market conditions. A few areas that are still doing well: Health & wellness Pet food & care (insane growth) Athleisure FMCG Cosmetics (in particular skincare) Stating the obvious here, but fashion has been affected the most, by far, especially non-sustainable fashion. The three companies I mentioned in my last post that went / are going into admin are all fashion. From the conversations we’re having with businesses, it does sound like Q2 (probably second month in) is when the market begins to settle, and I’m already starting to see signs of that - more client meetings are getting booked in and lots are talking about multiple hires (I had a client meeting yesterday where they were talking about 6 hires across April and May) 🙌🏼 So, fingers crossed and sending positive vibes to you all. And, because this post is very wordy, here’s a pic of Tom furious with me because he caught me eating “his” cheese 👍🏻 (The red dot on the floor is my dishwasher on and not a stain - just to be clear 😂).

What's SHE Up To Now Day 2413? Hiring Strategy, Contribution Growth, And Becoming An Advocate For Change! Drop in to get the real scoop--the good, the bad, the ugly, the truth (well my truth anyway). https://lnkd.in/eNn4b3Q #contributiongrowth #foundationalsupersizebusinessstrategy #hiringstrategy

One of the hardest parts of building a great team is hiring. Hiring the right resource can make you. The wrong one can break you. AND, more than that, it's just not a fun process. Which is surprising as it's kind of like shopping. You get to browse about. You get to do your research. You sometimes even get to try them on for size. And then....you reach nirvana! You love them. You can't live without them. YOU HIRE THEM! Then, they ghost you, and you're left to wonder why. I realize this happens on both sides of the hiring equation. Potential hires get ghosted all the time. But that is for a different day and a different blog. Today, I went about examining why fate would send Geekly Media the developer of our dreams, only to snatch him away without even as much as a wink and a wave. (sniff, sniff) #hiring #geeklymedia #digitalmarketing https://lnkd.in/dA8E_HSC