Hansen Recruiting’s Post

The true cost of a bad hire... You know those moments when you're picking someone to join your team? They're pretty darn important. But, what happens when you get it wrong? 🤨 It's not just about the money you spend on hiring and training. It's about how your team feels and how much work actually gets done. The effects of a bad hire can be like a ripple in a pond, spreading out and affecting your company vibe and even your relationships with clients. In a world where finding the right people for your team can be as tricky as finding a unicorn, that's where a team like Allium Talent comes in. Trust me, it's not just about $$$; it's about how every piece fits together in your business puzzle. Have you ever had a hire that just didn't fit? Let me know in the comments 👇 #hiring #talent #jobs #talent #recruitment

Why did I decide to go fractional? It’s a question I get asked almost daily, and the path to “fractional” was not always clear, or smooth. But when I first heard Natalie Stones talk about fractional Talent Acquisition, her story mirrored so many of the dynamics and challenges that I was experiencing in the market and in my own career. Everything she said made sense, and I couldn’t unsee it. People and TA teams had been reduced due to layoffs, and despite the fact that companies still needed to hire for critical roles and retain and engage their teams, they were shellshocked from the market downturn and not committing to hiring full-time permanent People professionals to help them right the ship for the employees in their organizations. * Enter “Fractional” * Businesses can have: •access to the experience they need to drive tangible outcomes for a fraction of the cost of a permanent hire. (This is a game-changer, especially for startups aiming to scale efficiently and avoid future layoffs.) •bandwidth support during periods of high growth. •a pinch hitter who can partner with the organization on filling strategic roles or hard-to-fill skillsets. •cross-pollination of ideas and solutions from other industry verticals that they would normally be siloed from. I get to: •come in and make an immediate impact without the delays of bureaucracy and unnecessary roadblocks. •utilize my knowledge and experience to work on some of the most interesting and challenging projects with some of the most inspirational people I could ever hope to meet. •accelerate my rate of learning and professional development since I’m exposed to challenges and opportunities within a matter of months that it would have taken me years to experience in the corporate world. TLDR: As a fractional professional, I can provide businesses with the recruiting and employee experience expertise they need, when they need it, at a fraction of the cost of a permanent hire, while allowing me to continuously grow, innovate, and make a meaningful impact across multiple companies. It's a win-win for everyone involved. #Fractional #Hiring #Recruiting #TalentAcquisition #EmployeeExperience _____________ I'm Christine Bonfante, a Talent Acquisition expert, passionate People Operations advisor, and founder of Talent Magnet Solutions. I help industry disruptors and innovators hire top talent and retain and engage their teams by developing great places to work.

In the self-storage world, speed can be the key to building a strong team when hiring. I've learned this firsthand! I was able to onboard top talent before I could lose them to higher paying competitors. Quick, efficient talent acquisition can be a game changer. But it's not just about filling positions fast but finding the right fit quickly. My advice? 1) Streamline your process 2) Stay agile by being flexible, adaptable, and responsive 3) Act decisively A speedy hire can be a great hire when embracing rapid recruiting without sacrificing quality. #selfstorage #selfstorageindustry #selfstorageinvesting #selfstoragefacility #selfstoragetips

Do you know the true cost of a bad hire? Zappos’ CEO Tony Hsieh famously claimed that bad hires cost Zappos well over $100-million. Sounds excessive – but do you know the true cost of a “bad” hire? How much do hiring mistakes really cost your organisation? It’s impossible to get to an exact number, but let’s explore some of the issues at play. Because poor hiring decisions are much more expensive than just the cost of recruitment.  In this article, we talk about the seven costs of a “bad” hire (or why poor hiring decisions are more expensive than you think). Read more: https://hubs.li/Q02blPxL0 #RecruitingSoftware #BadHire #Recruitment

What is #uplers' transparent pricing policy??? 🤔 We are introducing a transparent pricing policy that brings a lot of clarity about our fees for discovery and talent management fees, besides the talent’s salary. Going forward, hiring companies and talents will be aware of the platform fees we charge for perfect matchmaking, smooth onboarding, and any additional function. This will put an end to the ambiguity in the minds of both parties and further establish trust in our operations. A lot of recruitment agencies and staffing companies do not reveal their high charges while hiring companies are looking to onboard top remote talents. However, we at Uplers want both hiring companies and talents to know our platform fees as per each model. Whenever you hire any professional from our platform, you know how much the talent is earning and what is our margin.

What do you do when you need to hire 3 people, but only have the budget to hire 1? Most companies will wait until they have more revenue... which drives up costs... and eats up margin... and creates stress for existing employees. Others decide the roles aren't all that important, and try to get by with what they have. Unfortunately, a year later they are in the same situation. This is one of the things we talk about in the free consultation I posted about yesterday (link in comments). Still looking for 30 #founders who are willing to give me feedback on a free hiring strategy and assessment. The people you need are out there, and they will work for you. DM me if interested.

Love this explanation of fractional consulting. While I am enjoying the open-ended discovery that is a key feature of my gap year (and every 50 professional I meet completely gets it) I begin to think this is my path. What better way to pursue my eclectic software interests (start-ups and established players alike), digital workplace/social intranet, productization and metrics that tell a good story.

🤔 Wondering how to tackle these challenges effectively? Look no further than Outstaffer! Our SaaS Global Workforce Platform simplifies the process of finding, hiring, and employing top talent globally, ensuring compliance and efficiency. 👉 Say goodbye to the hassles of international hiring. Let Outstaffer streamline your global talent acquisition. Schedule your free demo today at www.outstaffer.com! #GlobalHiring #TalentManagement #InternationalBusiness #HRChallenges #Outstaffer

Sourcing: where dreams of easy hires go to die. But hey, if it were easy, everyone would do it, right? Remember: Every "unicorn" hire started as a sourcing challenge. #sourcerlife #hiringstruggles #talentmarket

What's the state of Talent Acquisition in SaaS companies? 🧐 🧪 Well, TalentBee did some science by interviewing 50 SaaS founders, TA Leads and recruiters to gather pretty interesting insight for everybody to see and read. The State of SaaS Talent Acquisition 2023 will tell you: 🐝 How SaaS companies are doing financially 🐝 Insight about headcount changes in SaaS companies 🐝 Insight about TA and EB resources in SaaS companies 🐝 Top 10 challenges that SaaS companies face in Talent Acquisition 🐝 Extra: our own tips to tackle some of those challenges in the future 😊 You can find the paper here: https://lnkd.in/dEzT7sTB Happy reading! ❤️