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What does it take to be great... Or in this case, a part of the best? For some, it might mean simply dominating your competition at all costs, moral or otherwise. For others, it may entail being so singularly focused on your craft that no one can distract you from your goals - you give yourself entirely to your objective. For me, the equation is a bit simpler: show up each day with what you can, worry about the things you can control (and nothing else), and try to get a little better every day. That's why I enjoy working at Vanta - every day I work at an org where everyone puts the best effort forward to solve interesting challenges in #cybersecurity, work with amazing clients across the globe from many industries, but most importantly, push each other to get #1percent better every day. Reflecting on the last 12 months, the growth I've experienced has been phenomenal. But more than that, Vanta has shown why it's a great place to work - whether through optimizing how we best collaborate as a team, offering benefits that allow team members to be their best selves, or providing the space to give and receive crucial feedback. It's no surprise Vanta was honored on Inc. Magazine's Best Workplaces list. Will Smith said it best in a recent interview: To go from good to great, [the things you need to do] might be really simple, but they're not easy. While it might not be easy to be great, the people here at Vanta make it look easy - and every day I'm grateful to work alongside them. #livingyourbestlife #werehiring

Ever wondered what goes on behind the scenes of Talent Acquisition beyond just recruitment? Let's talk about our most recent project that Spinks on Site conducted on behalf of Vanti, a Culture Audit! First up what is a Culture Audit you may ask? A culture audit is like taking a close look at how things feel and work in our workplace. It helps us understand what makes our company unique and how everyone's experiences contribute to our overall environment. The purpose is simple yet important, continuous improvement. We strive to identify strengths and areas for enhancement, ensuring that our workplace aligns with our values and embraces a culture of innovation, inclusivity, and collaboration. By understanding our strengths, we can amplify them, and by recognising areas for improvement, we can evolve and our team can thrive. As we embark on this journey, know that our commitment to transparency, inclusivity, and innovation remains our priority. If any of my network want to understand more about how to run a Culture Audit, feel free to pop me a message ❤️

A friend once shared her experience at a toxic workplace and how it affected her well-being. She was no longer looking forward to going to work, and her team members felt the same because of their manager. I remember telling her it was time to move on, and she took the bold step and landed a new role. Before she settled for the role, we identified some green flags for a great workplace and she looked out for these during the interview: ✅Giving clear directions ✅Treating employees and clients with respect and dignity ✅Investing in training, development ✅Growth opportunities ✅Encouraging work/life balance ✅Maintaining open lines of communication These qualities not only define a healthy workplace culture but are also crucial for attracting and retaining top talent. As recruiters, it’s our responsibility to ensure that the workplaces we promote embody these values. Candidates are more likely to thrive and stay long-term in environments where they feel valued and supported. How do you identify green flags in a workplace during your recruiting process? #Recruiting #Workplaceculture #EmployeeWellbeing

Let's talk about company cultures and values! 🤔 It's no secret that candidates are looking for more than just a paycheck these days. They want to work for organizations that prioritize diversity, inclusivity, and a strong sense of purpose. And who can blame them? We spend a huge chunk of our lives at work, so it's important to find a place that aligns with our beliefs and values. So, hiring managers and HR professionals, take note! 📝 Make sure your company's culture and values are on point and shine through in your employer brand. Candidates are seeking workplaces that value employee well-being, foster continuous learning, and show a commitment to social responsibility. Show them that your company is more than just a business, it's a community that cares about its people and the world we live in. 🌎 And for all the job seekers out there, don't be afraid to do your research and ask questions during the hiring process. 💬 Find out what a company's culture and values are all about before accepting an offer. Trust me, it's worth it to find a place where

There’s a quote from Marc Lore, the co-founder and CEO of Quidsi, that really resonates with me. It’s about company culture and values, and you can find it in Andy Dunn’s book, “Burn Rate”: “It's set by who the first 10 people are, the values they have in common. That's your culture. And you have to make sure everyone you hire from then on fits that culture, which is why you really have to get the first 10 hires right." This principle has become a cornerstone of how we hire at NeoWork. Here’s why: 𝗧𝗵𝗲 𝗙𝗶𝗿𝘀𝘁 𝟭𝟬 𝗦𝗲𝘁 𝘁𝗵𝗲 𝗧𝗼𝗻𝗲 Before you bring people into your company culture, it’s crucial to understand what your culture truly is. Our first 10 team members have indelibly shaped NeoWork's culture, and we’re grateful that they’re still part of the company. They're not just employees; they're the bedrock of our values and our mission. 𝗛𝗶𝗿𝗲 𝗮𝗻𝗱 𝗙𝗶𝗿𝗲 𝗯𝘆 𝗩𝗮𝗹𝘂𝗲𝘀 It's a tough, yet essential practice. If a candidate doesn't resonate with our core values, regardless of their potential job performance, they're not the right fit. Conversely, keeping someone who excels in their role but deviates from our values compromises our culture's integrity. Making sure our people fit our values is vital to maintaining the DNA of our company as NeoWork evolves. Which parts of “Burn Rate” resonates with you? Share your picks with me Joshua Eidelman.

🌟 Building a Culture of Longevity: How We Nurture Growth and Commitment in Our Team 🌟 At ERIKS UK & Ireland we believe in more than just achieving short-term goals; we're committed to cultivating long-term success, both for our organisation and our valued team members. 💥 Today, I’m excited to share some insights into how we foster longevity within our teams: ✅ Investing in Professional Development: We provide ample opportunities for skill enhancement, training, and career advancement. Whether it's through workshops, mentorship programs, or educational resources, we empower our team members to continuously grow and evolve in their roles. ✅ Promoting Work-Life Balance: We understand the importance of maintaining a healthy equilibrium between work and personal life. By offering flexible schedules, remote work options, and wellness initiatives, we ensure our team members have the support they need to thrive both inside and outside the office. ✅ Recognising and Rewarding Excellence: We celebrate achievements, big and small, and believe in recognizing the dedication and hard work of our team members. From quarterly awards to personalised acknowledgments, we make sure every contribution is valued and appreciated. ✅ Fostering a Collaborative Environment: Collaboration is at the heart of everything we do. We encourage open communication, teamwork, and a culture of mutual respect, where everyone's voice is heard and valued. ✅ Cultivating a Sense of Purpose: Beyond the day-to-day tasks, we strive to connect our team members to the bigger picture. By aligning individual goals with our company's mission and values, we create a sense of purpose that inspires commitment and dedication. At ERIKS UK & Ireland, our greatest asset is our people. We're dedicated to nurturing a supportive and inclusive workplace where every team member feels valued, empowered, and motivated to grow with us for years to come. Together, we'll continue to build a brighter future, one milestone at a time. 💼✨ If you want to be part of our incredible team then click the link below and apply today! 🚀 #CompanyCulture #EmployeeEngagement #Longevity #CareerDevelopment #Teamwork #WorkLifeBalance #LetsMakeIndustryWorkBetter #Talent #BePartOfSomethingSpecial #Engineering #Jobs #Vacancies #ERIKS Wayne H Kayleigh Dutton Anna Milne Rachel Palmer Assoc CIPD Lori Broadhurst Duka Cavolli Mike Golds Roger Varnals

Inclusive Hiring Practices You Need to Recruit the Best Employees... When we talk about inclusive hiring, we’re talking about embracing diversity and actively seeking out candidates from different walks of life. It means valuing and respecting the unique perspectives, experiences, and talents that individuals from various backgrounds can bring to an organization. By implementing inclusive hiring practices, companies are better equipped to build a diverse workforce that reflects the wider society. This diversity brings together individuals with different perspectives, skills, and ideas, ultimately leading to enhanced creativity, innovation, and problem-solving.

Here’s a great hiring tactic for building a strong company culture - NO A**HOLES! Recently, sitting down with a leader at one of our clients, I asked the question, "Tell me about your company culture and what you look for in candidates to add to that company culture." Their answer was quite simply put, “NO A**HOLES.” I couldn’t help but smile and nod yes in total agreement. “I’m on board for that!” Embracing a 'No A**holes' policy isn't just a catchy phrase – it's a commitment to fostering a positive and collaborative workplace. At the heart of a strong company culture, this principle ensures that every team member contributes to a respectful and supportive environment. As I champion this approach in my recruitment strategy, I'd love your thoughts and experiences. What’s most important to you for a thriving company culture? Share your insights in the comments!

February is for Farewell   What are your thoughts on long-time employees leaving companies? 🤔 Should companies make an effort to retain them? After all, these employees have successfully delivered their jobs for many years, accumulated knowledge about the company, and fit well into its culture. Isn't it similar to acquiring a new customer? It's often more effective and cost-efficient to retain an existing customer than to acquire a new one. 🤔 Or should companies simply let people go, recognizing that it may be time for them to move on? For me, it's sad news as an awesome colleague is leaving. The delicious, homemade farewell treats are of little comfort, considering the loss.