Eatzi's Market and Bakery’s Post

I agree with this, and it aligns with my recent post about considering hiring new graduates or people switching careers. There are many benefits to hiring fresh faces, not just their innovative ideas or fresh perspectives. When we hire someone new, we get to teach them how we do things from the start. They don't come with ingrained practices that may not align with our current company's values or culture. Instead, we can instill positive habits and behaviors right from the start. Positive attributes that they can continue to bring forward with them as they progress in their careers. This approach was something I often kept in mind when I was building my team back in the day working as a manager. It usually resulted in a more synergized and diverse team while ensuring everyone felt included. And those hires went on to do amazing things in their career. It's definitely something more people should think about when hiring.

I believe that trust isn't given - it's earned. I think that one of the greatest ways that trust is earned is through accountability. When things don't go our way, it's easy to assign blame to some external factor and just keep going. But just because it's easy, doesn't mean it's right. It's a lot more difficult to hold someone accountable, especially when that person is ourselves. At GavinHeath, we hold ourselves to the highest standards of accountability, ensuring transparency, reliability, and integrity in all our interactions. Here is how we define Accountability at GavinHeath: ✅ Taking ownership of our actions and decisions ✅ Delivering on promises and commitments ✅ Learning from mistakes and continuously improving Learn more about our award-winning team at www.gavinheath.com Looking for a job? Check out our job listings here: https://lnkd.in/efazRvk Didn’t see what you’re looking for? Add yourself to my talent pipeline here: https://lnkd.in/eKdpqgRg Hiring and interested in working with us? Contact me directly via DM or email at [email protected] 

I believe that trust isn't given - it's earned. I think that one of the greatest ways that trust is earned is through accountability. When things don't go our way, it's easy to assign blame to some external factor and just keep going. But just because it's easy, doesn't mean it's right. It's a lot more difficult to hold someone accountable, especially when that person is us. At GavinHeath, we hold ourselves to the highest standards of accountability, ensuring transparency, reliability, and integrity in all our interactions. Here is how we define Accountability at GavinHeath: ✅ Taking ownership of our actions and decisions ✅ Delivering on promises and commitments ✅ Learning from mistakes and continuously improving Learn more about our award-winning team at www.gavinheath.com Looking for a job? Check out our job listings here: https://lnkd.in/efazRvk Didn’t see what you’re looking for? Add yourself to my talent pipeline here: https://lnkd.in/eKdpqgRg Hiring and interested in working with us? Contact me directly via DM or email at [email protected] 

Recognizing talent when you see it is the key to building a great team.

You won’t catch a shark with a worm on a fishing hook. 🦈 If you want to catch a shark, you need to use the right bait to get their attention. If you want to catch a recruiter's attention, you need to understand how they read resumes to bait them in, ensure they read the document in full, and call you for an interview. Let’s look at the following attention-grabbing tools in our tackle box: summary, job titles, and bullet points. ➡ Your summary needs to show the reader that you’re capable of solving the problems they’re hiring you to solve. Demonstrate your accomplishments and contributions in the key responsibilities and expectations mentioned in the job listing. Fluff and buzzwords aren’t good bait. In fact, they’ll repel the average recruiter. ➡ A recruiter will also scan your resume for relevant job titles. Make sure these stand out and align with the position you’re applying for. Some modification is ok here. For example, if you’ve done marketing and events management in a previous role, you might change your title to Marketing Manager or Events Manager, depending on the role you’re applying for. You might also change a company-specific title to something more widely recognized like Rainmaker to Sales Representative. ➡ Finally, prioritize your bullet points to increase the chances of them all getting read. A recruiter might read the first 1-2 bullet points under each experience before deciding whether or not to review the rest. Lead with your top achievements and metrics under each role. Like fishing, applying for jobs often requires consistency and patience. But with the right bait and approach, you’re bound to end up with a catch! 🎣

“Tell me why you’re interested in this position?” A simple question but your answer shouldn’t be. Your response should go into: 1. Specifics of the role 2. Company values aligning with your own 3. Opportunities for growth and contribution 4. How this role fits your goals

Great opportunity in Houston

How do you stand out in today’s competitive job market and land your next dream job? Take a look below for a tip from our very own Senior Director of Recruiting and Sales, Lisa!

Here's the key to recruiting top roofing talent: • Sell your company culture, not just the job. • Highlight your supportive environment, opportunities for growth, and realistic financial incentives. When you showcase what makes your team special, the best roofers will want to join your winning roster.

Start saying no to things that aren’t in your job description. It really is the only way to ensure you've got plenty of capacity to do really well at the things that are. Hire a group of experts to look after it all instead. We promise they’ll do a better job. (We’re talking about ourselves, by the way.)