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Elevate your hiring game with our expert tips! 💼 Dive into our latest post to discover key strategies for choosing the perfect candidate. Slide to know more about finding the right fit for your team! #job #rightcandidate #tips #HiringTips #RecruitmentStrategy #rightfit #employeesearch #jobsearch #recruitingagency #recruitingtips #careers #axzoraresourcing

Hey LinkedIn fam!   Ever wondered how to find those perfect-fit candidates for your team?   Here's a quick tip: Look beyond the resume! Sure, skills matter, but so does attitude, culture fit, and potential.   Sometimes, the most amazing hires are the ones who bring a fresh perspective. So, don't just hire skills – hire personalities that resonate with your team vibes. Remember, it's like building a puzzle. Every piece counts. And when you find that perfect piece, your team picture becomes complete! But wait, you're not just a recruiter; you're a talent detective!   Keep embracing the challenge, and keep exploring the unique stories behind each candidate. You're creating workplaces where people truly belong. And that, my friend, is pretty awesome. Keep shining, talent matcher!   #RecruitmentTips #TeamBuilding

Dear Clients, we’re not your average agency: we do things differently and when they coined the saying, “Not all things are created equal”, it’s the truth in the case of Addison Group. For clients, like you looking to hire top talent, my team provides much more than a ‘resume’ service. We meet everyone we work with, on the client side, as well as the candidate side. We view our job as not just to provide candidates for a job, but to understand your organization’s culture, environment, and business goals – so we can recruit, evaluate, and ultimately provide you with talented professionals who are well-positioned to help your organization succeed. Reach out today if you’re looking to hire on your team and learn more about how we can help! #addisongroup #hiring #letushelpyou

Is the "holiday slowdown" real in recruiting? While it may be true that some companies slow down their recruiting at the end of the year, most recruiters have a list of positions they have to fill. But candidates might shy away from even applying because they think they should wait until the new year. So, how do you get them to apply? Be transparent about your goals. When reaching out to candidates, talk about your hiring timeline. Let them know that you're still actively looking and hope to get someone hired before the new year hits. Just a simple message of transparency (whether in your candidate communication or social media) can make all the difference.

I have had a round table discussion with few entrepreneurs,who complained bitterly about hiring wrong employees. Which sometimes slow down the progress of a business because it isn't in good hands. We all know how crucial it is to find the right people for our teams, but sometimes it feels like searching for a needle in a haystack. At our company, we've learned a thing or two about recruiting top talent, and I want to share our approach with you. First and foremost, we focus on building a strong employer brand. We want potential candidates to know who we are, what we stand for, and what makes our company culture unique. We showcase our values, mission, and team achievements on social media, our website, and job postings. Next, we leverage employee referrals. Our team members are our biggest advocates, and they know best what it takes to succeed in our company. We encourage them to share job openings with their networks and offer incentives for successful referrals. We also utilize a variety of recruitment channels, including job boards, LinkedIn, and professional networks. We make sure our job postings are clear, concise, and appealing, highlighting the benefits of working with our company. But here's the thing: we don't just look for skills and experience; we seek people who align with our values and culture. We want team players who are passionate, innovative, and customer-focused. Once we find potential candidates, we make sure our interview process is thorough, fair, and inclusive. We assess not only technical skills but also soft skills, problem-solving, and communication abilities. After making an offer, we prioritize onboarding and employee experience. We want our new team members to feel welcome, supported, and equipped to succeed from day one. So, what's our secret sauce? It's simple: we put people first. We believe in building a workplace where everyone can grow, learn, and thrive. If you're struggling to find the right talent for your team, try shifting your focus to employer branding, employee referrals, and cultural fit. And remember, recruitment is just the beginning – it's the employee experience that matters most! Share your own recruitment strategies and tips in the comments below! Let's learn from each other and build amazing teams! #TalentRecruitment #EmployerBranding #EmployeeReferrals #CompanyCulture #EmployeeExperience #HiringTips #Leadership #TeamBuilding #HR

Elevate your hiring game with our expert tips! 💼 Dive into our latest post to discover key strategies for choosing the perfect candidate. Slide to know more about finding the right fit for your team! #job #rightcandidate #tips #HiringTips #RecruitmentStrategy #rightfit #employeesearch #jobsearch #recruitingagency #recruitingtips #careers #talentwiseca

Sometimes, someone else has already found the talent you're looking for. This #TipTuesday, we're sharing three tips for recruiting passive talent. 1. Build your brand - If someone is already employed, they're unlikely to respond to a message from someone they don't know or know of. If your reputation speaks to your dedication and confidentiality, you're more likely to get a response. 2. Be specific - What job are you targeting them for? Save your efforts with passive candidates for particular roles they'd fit well. 3. Lean into the difference - What makes this role different from the one they currently occupy? If you're trying to pull someone out of one role into another, you need to emphasize the benefits of the change. #TheHollisterGroup #TheHollisterDifference #BostonStaffingAgency #StaffingAgency #NowHiring #PassiveTalent

𝐓𝐡𝐞 𝐒𝐢𝐥𝐞𝐧𝐭 𝐄𝐩𝐢𝐝𝐞𝐦𝐢𝐜 𝐢𝐧 𝐇𝐢𝐫𝐢𝐧𝐠 - 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐆𝐡𝐨𝐬𝐭𝐢𝐧𝐠  In today's hyper-competitive labor market, one phenomenon that is costing companies billions of dollars is 'Candidate Ghosting.' AJ Richichi, CEO of Sprockets, dives deep into the complexities and contributing factors of this troubling trend in his recent article. ### The Issue Contrary to popular belief, businesses aren't struggling to find applicants. The issue lies in applicants ghosting during various stages of the hiring process. This stems from several factors: 1️⃣ **Mismatch in Expectations**: As Millennials and Gen Z make up the bulk of the hourly workforce, their expectations for quick responses and efficient hiring processes clash with overwhelmed hiring managers.     2️⃣ **Click-to-Apply Culture**: The ease of application has led to a surge in applicant flow but at the cost of the hiring managers being overwhelmed by resumes, causing delays and resultant ghosting.    3️⃣ **Volatile Labor Market**: The COVID-19 pandemic has created massive fluctuations in unemployment rates, adding another layer of complexity to the hiring process. ### What Can Businesses Do? 1️⃣ **Proper Phone-Screening Techniques**: Adapt to the realities of your applicant pool by offering phone or video interviews.    2️⃣ **Notification Tools**: Implement tools that alert managers immediately when applications come in, thus streamlining the process.    3️⃣ **Reengage Past Applicants**: Don't forget about your database of past applicants. They could still be valuable resources for future openings. ### Final Thoughts While ghosting is a complex problem with no one-size-fits-all solution, early strategies can mitigate its impact. The focus needs to be on streamlining communication and understanding the evolving expectations of the modern workforce.  #CandidateGhosting #Hiring #LaborMarket #RecruitmentStrategies #BusinessInsights  👉 How is your organization adapting to the 'ghosting' trend? Would love to hear your thoughts below! https://lnkd.in/gCtSTywp

Why do so many hiring managers on LinkedIn only focus on hiring people from their own network? While it may seem like a smart move, it can actually limit the diversity of applicants. Studies show that diverse teams lead to better business outcomes, including increased innovation and profitability. By limiting the applicant pool to only their network, hiring managers may be missing out on qualified candidates from different backgrounds and experiences. As a community, we should strive to create a more inclusive hiring process that allows for a diverse range of applicants. Likely many do this because the company they work for laid off recruiter, cut brand awareness and literally tell them to post to their personal networks because it’s cheaper… not because it makes sense. By expanding the applicant pool, we can build stronger and more innovative teams that can tackle complex challenges. So, the next time you're hiring, consider looking beyond your own network and opening up the opportunity to a wider range of candidates. Maybe talk to experienced recruiters on ways we help expand diversity and not limit it in our hiring processes. Let's work together to create a more diverse and inclusive workforce regardless of corporate limitations.