Hive Group’s Post

Experience the impact of our partnership through the words of those we proudly serve. Ready to elevate your team? Let's connect and discuss your hiring needs today! #TechRecruitment #DataInfrastructure #DataCentreJobs #TechCareers #RecruitmentTech #InfrastructureJobs #DataCenterHiring #TechTalent #DataCentreLife #ITRecruitment

#hotjobalert If you were part of a recent #layoff, were #laidoff, and are a #jobseeker #opentowork #openforwork… never fear! Check out this new #jobposting with Diane "Di" Krehbiel - Delson! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 12 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120 LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!”   #careercoach #resumewriter #ono #nowhiring #gethired

Recruitment at Hive: how do we do it? #2CentsOfAYoungHR From what I observed, there are 2 schools: ➡ Companies preferring a 𝐬𝐡𝐨𝐫𝐭 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐩𝐫𝐨𝐜𝐞𝐬𝐬, that goes fast, but is more risky as companies have more chances to hire the wrong profiles. ➡ Companies favoring a 𝐥𝐨𝐧𝐠 𝐩𝐫𝐨𝐜𝐞𝐬𝐬, with 6 or 7 interviews, to make sure they get the right people on board, but taking the risk of candidates aborting mission. I personally find the 2° method more reliable, and safer for the company. And yet, at Hive, I implemented the 1° one. 𝐖𝐡𝐲? 🔹 Hive is not a big famous name: usually, when someone wants to apply, he/she already knows us for having been in contact with our product at least once. Personally, when I joined, I had never heard about CPQ. 🔹 So most applicants like the idea of working here, but are not eager to go through a long hiring process and putting so many efforts in it. 🔹 Applicants apply at several jobs at the same time. Someone talented, with different opportunities, usually accepts the first offer he/she receives, as long as it is good enough. 𝐒𝐨 𝐡𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭 𝐚𝐭 𝐇𝐢𝐯𝐞? 1️⃣ Applicants have a 1° 𝐬𝐡𝐨𝐫𝐭 𝐯𝐢𝐝𝐞𝐨 𝐜𝐚𝐥𝐥 𝐰𝐢𝐭𝐡 𝐦𝐞. The point? Check basic skills (like language level), salary expectations (no need to waste people's time if expectations are too far from our budget), get a first idea of company culture match, and reply to their questions. 2️⃣ We set up a 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 𝐚𝐭 𝐨𝐮𝐫 𝐨𝐟𝐟𝐢𝐜𝐞, 1𝐡 𝐥𝐨𝐧𝐠, with the applicant and the teamlead. It is time to go technical, and to have a 2° point of view about company culture match. It can be the occasion to get a demo of Hive, and to ask more in-depth questions. 3️⃣ We check the 𝐫𝐞𝐜𝐨𝐦𝐦𝐞𝐧𝐝𝐚𝐭𝐢𝐨𝐧𝐬 of applicants, to be sure of our choice. 4️⃣ 𝐋𝐚𝐬𝐭 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 𝐢𝐬 𝐰𝐢𝐭𝐡 𝐨𝐮𝐫 𝐂𝐄𝐎, who will give final approval or veto, and may present our offer to the applicant. 5️⃣ I prepare the contracts, and a great 𝐨𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠! But we will come back on that another time 😉

The federal government hiring process comes with unique challenges. What are simple steps that could be taken today to improve the process? ClearanceJobs chats with Michaela Flatau, chief unicorn collector (i.e. ‘putting the human back in human resources’) for Defense Unicorns. Defense Unicorns is an innovative software development/delivery company, competing for the best tech talent with some of the hottest missions in government. Flatau shares her journey from government employee to government contractor, and what she sees as key struggles in the government hiring process. #clearancejobs #nationalsecurity

Hiring Challenges in Tech? Low unemployment rates may be why: Security analysts: 0.5% Database administrators: 1.2% Network administrators: 1.5% Systems analysts: 1.5% If you don't have a retention plan in place or have hiring needs, send me a message and let's connect! #techcareers #hiringtips

A data-driven hiring strategy can significantly improve the recruitment process for manufacturing and supply chain companies, especially as it relates to hiring tech talent.  Uncover 3 benefits of letting data guide your recruitment strategy ⬇️ #Recruitment #TalentAcquisition #Manufacturing #SupplyChain

Happy Friday LinkedInville! Time for some more #unpopularopinion: The #JobDiscription is only part of the story. The biggest fail I have seen recruiters do is not actually talk to the hiring manager and just roll off a JD. First: Most JD's are just really not that good and often not written by the hiring manager or may be a very generic description based on general role. Second: Even really good ones might be missing the really important stuff...and missing it on purpose. I might be looking for an engineer for my SIEM but don't want to publicly (as most JD's are) start listing out my tool stack by saying I want deep experience with Splunk. I will tell the recruiter that information even if it isn't on the JD. Third: JD's are wish lists. Most hiring managers have minimum criteria and things they are willing to accept as trade offs or hard set things they can't. While this might be on the JD, there is often wiggle room. Fourth: We might even be able to tell or companies to look at. We often know a lot of what is going on so we know who is laying off, who lost a contract bid, who does work in that area. BL: We want the right person, you want to fill the role. Working together is in both our interest. #unpopularopinionguy

We strive to achieve key objectives when collaborating with your organisation: 1. Increase the number of qualified applicants for your job openings and lower the cost of hiring. 2. Decrease the time it takes to fill vacancies to minimise the impact on unfilled positions. 3. Adhere to best practices in hiring data privacy and implement analytics, benchmarks, and goals. 4. Improve your employer brand to compete successfully in recruiting for in-demand skills. #mindmill #futurefit

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