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** Sales & Business Development Expert ** Leader ** Consultant ** Coach ** Sales Consultant ** Mentor ** Nonconformist ** Disruptor ** Rebel
You want Diversity? Try hiring someone without a college degree or MBA for a position that obviously does not need one. Try hiring someone from outside your industry. Try finding people who don't think like all the other people you are hiring.
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If you're ignoring a lot of these, you're losing talent. Investigate. Understand. Act. Retaining talent is as crucial as hiring. #recruiting #hiring #growth
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Career Coach For Tech ☁️ Get Noticed, Interview More Confidently, & Land An Offer That Makes You Say "LFG!" 💰
I've seen a lot of differing opinions on including ex-Google, ex-Amazon, etc. in your LinkedIn headline. Here's my take 👀👇🏻 Those companies have tremendous brand value and notoriously selective hiring processes. As a result, most hiring managers will make the assumption: "If this person got hired at Google, they must be smart and have a certain baseline of competence as an employee." Another way of thinking about it: if someone tells you they went to Harvard, your gut reaction is probably "wow, this person must be smart." The takeaway: if you can include ex-whatever on your profile, you should 💯 You might as well use that company's brand recognition in your favor. To quote the wise words of Lil Wayne: "It ain't trickin if you got it" 🔥🎤
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HealthTech, SaaS Productivity - Ex. Amazon, Co-founded multiple Startups - Built large scale AI powered products
One initiative I worked on at Amazon was the Bias Interrupter. Our goal was to interrupt interviewers at the right time during the interview process to make them aware of their unconscious biases when evaluating candidates. It was fun, and I learned a lot about how to avoid my biases when hiring PMs. In the last few weeks, I have been hiring for roles in healthcare, a field I am going through a learning curve. I found that, as much as I want to, it is much harder to be aware of and interrupt my biases in such situations. It seems (though not necessarily scientifically supported) that when you have "less knowledge" about a domain in which you need to make a hiring decision, you are more likely to rely on your biases. I have found that factors like age, gender, work style preferences, whether someone lives in a rural area or a city, and even their attire influence my decisions very quickly. Since I don't have strong knowledge about these domains, as I do for product management, I lack a clear rubric to objectively evaluate candidate competencies. Consequently, I tend to use factors not directly related to candidate competency to inform my decision. I wonder if others have faced similar situations and what tactics you use to avoid bias in making hiring decisions.
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Hiring is always such a gamble. Hire the right person and its all good but hire the wrong person - the whole team gets affected. Here are some tips that our hiring team has gathered throughout the years to help you make a sound hiring decision. #vasl #hiring #wearehiring #hiringtips #HRtips #businesstips #operationaltips
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33 Business Days. That's how long it took us to fill a USA based VP Product search, 3 times. 3 times ➡ 1st candidate: declined offer for more money. ➡ 2nd candidate: declined offer to work with friends. ➡ 3rd candidate: DONE. All within 33 business days. Hiring? Book a call with me: [email protected] #executiverecruiter #executivesearch
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LinkedIn Top Sales Voice | Building Winning Sales Teams By Recruiting Million-Dollar Producers | Featured On Forbes
Hire With The End In Mind🚀 Look for candidates who possess the ability to anticipate & mitigate challenges before they arises. Finding individuals who can proactively identify potential problems not only demonstrates their foresight but also their capacity to contribute to the company success by preventing issues before they happen, you’re not just hiring a team member; you’re securing a valuable asset who can help steer the organization towards smoother operations, innovative solution, & sustained excellence. #hiringtips
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World Traveler | Problem Solver | People Connector | Provider of contingent staffing solutions for the supply chain industry
When it comes to making great hiring decisions… Nothing beats experience. Experience helps us tell the difference between: “I’m excited about this role.” And: “I’m EXCITED about this role.” Or between: “I’m comfortable doing that.” And: “I’m COMFORTABLE doing that.” @On Time Staffing fills 20,000 supply chain jobs a year… In other words, we’ve got some experience :) If you’re interested in connecting how we can leverage this experience to serve you…
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