RyderGroup’s Post

Good morning, Atlanta! Did you know that the heartbeat of the manufacturing industry lies in its supply chain, operations, sales, and logistics? As a specialist recruiter at Cast USA, I'm here to navigate this dynamic landscape and connect the right talents with the right opportunities. Let's talk about how we can elevate your career or business - drop a comment or message me today! #ManufacturingSpecialist #AtlantaJobs #usrecruitment

We recently did a big round of hiring at Klowt - it was the first we've done where I wasn't directly involved in the hiring process. I have to be honest, it made me feel a bit uncomfortable, but it’s the reality of scaling a business, right? Hire good people and then train the good people to hire more good people for you. The risk in that approach that is the new people that you hire have no connection to you as the leader of the business. They have no emotional reason to want to go on the journey with you, personally. So, in order to try and combat that, today I’ve taken Charlotte Powell - one of Klowt’s newest team members out for lunch for a bit of a get-to-know-you session. A real opportunity for her to talk to me, and ask me any questions but more importantly for me to talk to HER about her life, her motivations, her goals and how Klowt can help her achieve them. I think it’s really important as a business leader that no matter how big your team gets, you’re still in the weeds with them. Still, take the time to get to know them. Still, make time to answer questions, have a genuine open-door policy and don’t just say that because it sounds good. Lunch was great. We may have had a glass of wine - who dares to admit that, these days? But it was even greater to get to know Charlotte and the person that she is, not just the role that she does. I’d definitely highly recommend other employers do the same! 💜

This is how you run a business!!

Maybe you don't need to hire. Maybe you can get someone from your team. This might also ensure that a key player won't leave your team when you offer them new challenges. Here's how to approach the new hire vs. someone from the current team: 🌱 Growth Potential: Does your team have hidden gems waiting to sparkle in a new role? Sometimes, the best fit might just be buzzing around your current hive. 🔄 Internal Mapping: Assessing your team’s skills and strengths isn’t just a check-in; it’s a treasure map to your next star player. 🚀 Promotion or New Hire?: It’s the eternal business crossroad. Who is ready to spread their wings, and when do we look beyond our garden for new flowers? 🤔 Future Planning: Seeing six months ahead can be as tough as predicting the weather, but it's crucial to align potential promotions with your long-term forecast.

In the next chapter of Holmes's book, the focus is on the process of hiring superstars. This task is often challenging, and it's emphasized that giving up should not be an option. The premise is that only the best individuals should be selected to join your team, and this calls for giving a full 100% effort in the search for such talent. Once you've successfully brought superstars onto your team, your responsibility doesn't end with hiring. Instead, it extends to helping these exceptional individuals enhance and develop their abilities. By doing so, you can harness the full potential of the best of the best, ultimately driving your team to greater success and achievement.

To our rockstar Scede team and alumni, customers past and present, and brilliant folks out there in our community - this Global Talent Acquisition Day is a celebration of YOU and all that you do to drive excellence, innovation, and massive impact across talent acquisition 🤩 👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏👏 Do you want to recognise and thank a talent leader who's inspired you over the years? Feel free to tag them and share the love in the comments below 👇👇👇 #talentacquisition #gratitude #hiring #recruitment #talentacquisitionday

My close friend (and very smart guy) Matt Wallach (https://lnkd.in/eRaG9nhZ) once shared a great piece of advice about hiring. It’s a tip that’s served me super well in my career as I’ve continued to add members to the team. Check out the video below to learn what it is—and let me know if you agree below.

Well hello there! For those LI connections I haven't met personally yet, I'm Lauren Rauch, President and Owner here at Rauch & Associates Recruiting. A quick bit about me...With 27+ years of experience specializing in leadership roles for the manufacturing industry, I've had the privilege of recruiting some of the most senior and highly technical hires for clients all across North America. Today I lead the team here at Rauch and whether it's Finance, Executive Leadership, Operations, Engineering, Sales, Supply Chain, or my personal favorite—Key HR roles—my team and I bring a wealth of expertise and dedication to every search. And, as my team will attest, my (borderline obsessive) passion for client service drives everything we do. But what sets us apart at Rauch and Associates is that we don’t just “talk a good game”—we have the results that prove it. ✅ 99% Repeat Customers - Our clients return to us time and time again, trusting our expertise and commitment to their success. (And also, because they like me and find my Southern accent charming. The first part is fact, the second statement is just a guess, lol.) ✅ 93% Candidate Retention - An overwhelming majority of the candidates we place are still thriving with our clients one year after their start date. Bottom line? If you're looking for an honest recruiting firm that combines extensive industry experience with a fanatical mindset about customer service, I’d love to help you. ~Lauren #HR #leadership #CFO #MANUFACTURING #COO #innovation

Every hire counts - but the smaller the team, the more critical it becomes. Think about it. With a large team, you can better cushion the blow of a poor hire. But let's shrink things down. Imagine a ten-person executive team. Suddenly, one open position isn't just a gap – it’s an astounding 10% of your entire team. Maybe the DIY approach to finding your next exec isn't as strategic as you thought... To learn how we can help you connect with the right people for your unique strategy, drop me a DM today.

The top performers you want won’t put up with a bad hiring process. - They’ll stay where they are - They’ll jump to one of the other 5 companies recruiting them - They’ll go to the company that is SELLING them on their opportunity If you want top talent, you have to get really clear on what you’re offering and sell that to them throughout the hiring process.