Trang Đàm (Tanie)

Hello, LinkedIn Connections, New Milestone Elite Group topmate.io LinkedIn https://lnkd.in/gukANdD9 I want to share a part of my career journey with you today. For those of you who have the skills, knowledge, and experience but are unsure how to channel them effectively, let me tell you this: the right platform and guidance can make all the difference. When I started my journey on Topmate and LinkedIn, my goal was simple – to help people who feel stuck in their careers. Many talented individuals possess great skills but often struggle with questions like: 1-Where do I start? 2-How do I connect with the right people who can value my talent? 3-How can I take my career to the next level? I wanted to bridge that gap by offering guidance and practical advice to help others find the right path. Last night, I received an email from Topmate with exciting news: I’ve been recognized as a member of their Top Mentor Elite Club! 🎉 This milestone is a testament to my clients' trust and faith in me. Seeing my clients gain clarity, confidence, and success in their careers is what motivates me to keep going. I am here for you – to discuss your challenges, provide guidance, and help you move forward. 📌 I’m offering free consultations on Topmate. Book your slot today, free of cost: Link to Topmate. https://lnkd.in/gukANdD9 Let’s work together to turn your skills into opportunities and your dreams into reality. Thank you for trusting me – your growth is my greatest reward! #CareerGrowth #CareerGuidance #Mentorship #TopMateElite #ProfessionalDevelopment #SkillBuilding #CareerSupport #LinkedInCommunity #CareerSuccess #FreeConsultation #Networking #PersonalGrowth #Leadership #TrustAndGrowth #HelpingOthers #CareerCoaching

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𝑰 𝒕𝒐𝒍𝒅 𝒚𝒐𝒖 𝒘𝒆 𝒘𝒆𝒓𝒆 𝒃𝒖𝒔𝒚... 🏢 𝐋𝐨𝐧𝐝𝐨𝐧: - Recruitment Consultant (Perm & Contract) - Senior Recruitment Consultants (Perm & Contract) - Recruitment Manager (Contract) - Senior Business Development Consultant (Contract) 🌞 𝐌𝐢𝐚𝐦𝐢: - Associate Vice President (Contract) - Senior Recruitment Consultant (Contract) - Recruitment Manager (Contract) 🚕 𝐍𝐘𝐂: - Recruitment Consultant (Perm & Contract) - Associate Vice President (Contract) - Vice President (Contract) - Senior Recruitment Consultant (Perm & Contract) Drop me a message to find out more or to apply! 💜 #BePartOfTheOnePercent #GlobalHiring #IsItTimeForANewRole

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DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Level - Senior Hybrid Opportunity ⚠️ Duration - Permanent Location - San Francisco, California INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description - Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Technologies - Python TypeScript Go Solidity Rust Requirements - Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You - A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities - As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems.

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What do you prioritize: hard skills or soft skills? While it often depends on the job specifics, in Japan’s client-short market, it’s crucial for leadership to distinguish between essential skills and those that can be developed. Investing in training can build a stronger, more resilient organization. Thoughts?

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Recruitment Market Update: Mid-Q2 2024 for APAC and MENA APAC Region: Stability and Growth Market Overview: Post-Q1, stability and growth were evident in Asia. Q2 seems back to cautious ways. Strong hiring in PR and communications for us compared to last year. The digitech sector is gaining momentum, but slowly. Advertising and creative sectors remain flat. Market Sentiment: Businesses are more positive than in 2023 but still cautious. Upcoming elections in Singapore add to the uncertainty. Despite talks of recovery, the Chinese economy shows signs of stuttering. Recruitment Dynamics: Nervous markets mean cautious clients and slower hiring processes. Salaries are being debated and challenged more than usual. Active hiring is happening, but it’s not booming; jobs aren’t pouring in. To secure roles, build trust and leverage multiple tools to find clients with a growth mindset. Key Strategies for Us: Focus on building strong relationships. Produce relevant content and discuss market trends. Be a guide to clients and candidates, ensuring long-term success. Leverage our experience and resilience to navigate these conditions. MENA Region: Positive Yet Challenging Market Sentiment: The MENA market remains very positive, driven by government initiatives. Big projects are being announced across the GCC, particularly in Saudi. Dubai still has an influx of people coming in; anyone driving will tell you that. Abu Dhabi was very good to us in Q1. Much like APAC, for MENA most placements were in PR and communications, with Digitech improving. Advertising and creative sectors remain as last year. Recruitment Dynamics: The market is heavily client-driven. Competition for jobs is fierce, with regional experience winning the day in most cases. Increasing competition as more businesses open daily, driving down prices and squeezing margins for many. The region has a reputation for late payments, impacting cash flow for SMEs, which for us can delay hiring as clients are cautious about when they will get paid. A trend we continue to see is that hiring in Abu Dhabi, Qatar, and KSA is mostly for locals, with a limited supply of quality, experienced talent making it very candidate-driven in this area. KSA hiring is in high demand, but processes tend to be very lengthy. Key Strategies We Will Adopt: We launched in KSA and need to hire for that market. We understand and have been adapting our searches to local hiring preferences. We maintain a positive outlook and adapt to familiar challenges; this isn’t our first rodeo, so many of the market moves are those we have seen before. Continue to build strong relationships and stay resilient to navigate the tough aspects of recruiting in the region. Keep hosting events, producing content, and providing market intel. MCG Talent Adam Michael Toctan Sarah Doherty Charlie Bowsher #Recruitment #MarketUpdate #APAC #MENA #HiringTrends #RecruitmentStrategy #GrowthMindset

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How the HRtech (Future of Work) Market Operates 🌟 As an investor and founder of an HRtech startup, I've spent 5 years studying this niche. I firmly believe that the more you give, the more you receive. So, let's dive into how it works. The HRtech market can be divided into two stages: Pre-Hire and Post-Hire. Today, we'll focus on the first stage. The entire pre-hire process can be segmented into different parts and business models. Hiring always takes longer than business owners anticipate. From the moment a vacancy is opened to the moment a person starts, it takes at least a month. Let’s break down why and what the stages are. Pre-Hire Process: Job Posting 📋 Platforms: Job Boards like Indeed Business Model: Monthly subscription, pay per posting, or pay per click/view of your vacancy Talent Sourcing 🔍 Solutions: Sourcing tools like JobCannon Business Model: Monthly subscription starting from $20, providing access to 1 billion candidates Screening ✔️ Tools: Assessment tools like Test Gorilla, background check, and compliance tools Business Model: Monthly subscription Interviewing 🗣️ Systems: Applicant Tracking Systems (ATS) such as Lever and Workday Business Model: Monthly subscription Understanding these segments and their business models is crucial for navigating the HRtech market effectively. Stay tuned for more insights on the Post-Hire stage! 🚀 #HRtech #FutureOfWork #Hiring #Tech #Business #Startup #Innovation

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From a companies perspective, I get it. You want to get the best bang for your buck - who doesn't? But here's the kicker, there are costs involved in training an employee, costs of them learning your tools and software, costs of them building the relationships with people in your company. A salary isn't always what's on paper. When you lose that employee, you'll be faced with all those same costs once again. So, why not pay an employee what they are worth? Do your research, look on PayScale (or other sites), build your own stats based on what people are asking for in job interviews. That's what I do. A company I used to work for (many years ago), hired an employee and paid him some sub-market rate. He needed the job so he took the opportunity. He was an amazing developer. I spent months of my time training him, bringing up to speed (this was in addition to me being a developer myself and working on my own tasks). About six months later, he applied to new position. He was being offered $15K more, but he said he'll stay for just $10K more. So I went to the CEO and said, "we can't lose this guy, I've spent so much time training him." The CEO said "No, if we pay him more, we will have to pay everyone more." So we lost him. Months later, the CEO came back and said, "Andrew, we should have gave him more money." I don't believe I said anything, I had known that all along. Not only were we out the training cost and the cost of my energy being expended after hours to keep up my own work, but also the cost of recruiting and interviewing replacement candidates. I realize that employee payroll is one of the highest costs a company often is faced with and to increase profits sometimes you may believe the easiest way is to cut salaries or jobs, but it also can create a huge knowledge deficit in your company which can take enormous resources later on to build back up. #salaries #competitivesalaries #recruiting #softwareengineering #hiddencosts

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Exhaustive search of “perfect fit” in Chinese firm’s overseas expansion探讨中企出海挖外籍销冠的苛刻要求:个人影响力要完胜公司品牌,客户资源完美重叠立马出单 When Chinese companies expand overseas, hiring foreign business development personnel is essential for local engagement. As a headhunter, I often see clients prioritizing candidates with substantial pre-existing client relationships that they desperately need, aiming for immediate revenue impact while minimizing learning curves and training needs. This hiring norm prevails because many Chinese companies are extremely revenue-driven and lack a long-term strategy, especially in their first three years of market entry. This short-term focus often leads to overlooking issues and contradictions as long as revenue targets are met. Consequently, companies prioritize candidates who can generate immediate revenue without extensive onboarding or training. While this practice benefits company growth, it has several negative impacts. In Western contexts, candidates exercise caution when discussing their customer base due to business confidentiality, which can hinder recruitment. Hiring companies often employ various tactics to gauge a candidate's influence among target clients, sometimes inadvertently alerting the candidate's current employer, leading to trust erosion. Moreover, the exhaustive search for the "perfect fit" often proves futile, as such an ideal candidate rarely exists. After interviewing an excessive number of candidates and critiquing each based on strict criteria set by their headquarters, hiring decisions cannot be confidently made. This rigorous scrutiny can result in missing out on potentially excellent candidates who may not meet every criterion but could still significantly contribute to the company's success. Despite these challenges, foreign professionals, especially the young and dynamic, working for Chinese companies can experience significant benefits, such as substantial financial rewards and rapid career progression without age-based restrictions. However, as the business grows and reaches a bottleneck, the focus shifts to addressing different problems. High achievers who built the business from the ground up may find themselves unfit for the new challenges, leading to only a few may remain to share the long-term rewards of the company's triumph. In the end, foreign job candidates are advised to weigh immediate benefits against long-term stability. Understanding the company's culture, growth trajectory, and power dynamics can help make informed decisions about career prospects.

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𝗦𝗪𝗜𝗙𝗧 𝗩𝗶𝗱𝗲𝗼 𝗖𝗼𝗻𝘁𝗲𝗻𝘁: 𝗜𝗻𝘁𝗿𝗼𝗱𝘂𝗰𝗶𝗻𝗴 𝗔𝗜 𝗧𝗲𝘅𝘁-𝘁𝗼-𝗩𝗶𝗱𝗲𝗼 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 In the world of video content, businesses face significant challenges. At GECO Asia Pte Ltd we're transforming the landscape with our AI Text-to-Video solution: 𝗦 - 𝗦𝗽𝗲𝗲𝗱: 𝗙𝗿𝗼𝗺 𝘄𝗲𝗲𝗸𝘀 𝘁𝗼 𝗱𝗮𝘆𝘀  𝗪 - 𝗪𝗮𝗹𝗹𝗲𝘁-𝗳𝗿𝗶𝗲𝗻𝗱𝗹𝘆: 𝗖𝗼𝘀𝘁-𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝗼𝗻  𝗜 - 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝘁 𝘀𝗲𝗹𝗲𝗰𝘁𝗶𝗼𝗻: 𝗔𝗜-𝗽𝗼𝘄𝗲𝗿𝗲𝗱 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝗰𝘂𝗿𝗮𝘁𝗶𝗼𝗻  𝗙 - 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆: 𝗘𝗮𝘀𝘆 𝗺𝗼𝗱𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 𝘀𝗰𝗮𝗹𝗮𝗯𝗶𝗹𝗶𝘁𝘆  𝗧 - 𝗧𝗼𝗽-𝘁𝗶𝗲𝗿 𝗾𝘂𝗮𝗹𝗶𝘁𝘆: 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗿𝗲𝘀𝘂𝗹𝘁𝘀, 𝗲𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲 Here's how SWIFT addresses traditional pain points: 𝗦𝗽𝗲𝗲𝗱: Slash production time from weeks to mere days. Launch campaigns rapidly and respond to trends in real-time. 𝗪𝗮𝗹𝗹𝗲𝘁-𝗳𝗿𝗶𝗲𝗻𝗱𝗹𝘆: Produce high-quality videos at a fraction of traditional costs, making professional content accessible for all business sizes. 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝘁 𝘀𝗲𝗹𝗲𝗰𝘁𝗶𝗼𝗻: Use simple text prompts to choose perfect footage, images, and transitions. No more endless stock footage searches. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆: Easily make changes, create multiple versions, or scale your content without starting from scratch. 𝗧𝗼𝗽-𝘁𝗶𝗲𝗿 𝗾𝘂𝗮𝗹𝗶𝘁𝘆: Maintain professional standards consistently, rivaling traditional production methods. Imagine launching marketing campaigns in days, not months. Envision creating personalised video content at scale. Picture having the agility to adapt your video strategy on the fly. The future of video content is here, and it's #SWIFT. Are you ready to transform your approach to video? Let's connect and explore how SWIFT AI Text-to-Video can revolutionise your content strategy. P.S. Here's the latest video: https://bit.ly/3zQO9PB

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2022 - Manager: "Good overall performance. You met your KPI's and we are happy to offer you a 3% performance bonus." Employee: "Ok, thanks." ( 📣 Singapore inflation rate 6.12%) 2023 - Manager: "Good overall performance. You met your KPI's and we are happy to offer you a 3% performance bonus." Employee: "Ok, thanks." ( 📣 Singapore inflation rate 4.82%) 2024 - Manager: "Good overall performance. You met your KPI's and we are happy to offer you a 3% performance bonus." ( 📣 Singapore inflation rate 3%) Employee: "Ah, it's ok, you can keep it. Please accept my official resignation ❌. I have found another company that value my skills and competencies and will reward me way better than 3% bonus for my yearly performances." Manager: "You don't mind sharing your new offer package? Maybe I can do something about it." Employee: "Sure, the company is offering me a +30% increase on my basic and 15% performance bonus annually. I have the written offer, I can email it to you, if needed." 48h later... Manager: "After discussing with the HR, we would like to match your new offer because we value your work here and would like you to stay with us." 🤑 Employee: "Sorry, I already made up my mind. Next Friday is my last day." Companies and managers need to understand better the value that each employee bring to the organization. If you don't ask, you always have the "NO", but if you dare asking, based on your performance and contributions, then it's your right to fight for your well deserved reward ! Don't wait, act now ! 💡 #jobsearch #jobsearchtips #careerclarity #jobinterviews #joboffers #talentfb www.frederic-bonifassy.com ----------- 💟 Hi, I'm Fred, I'm a passionate Career Coach and I love delivering value & strategic advices to job seekers and professionals to have an immediate impact on their career. 🔔 Follow me and register to my TalentFB newsletter for more free content.

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The Importance of HRIS for Company Talent and HR Recently, a viral post appeared on the American PTT (Reddit), where an HR department faced a major issue after using AI for resume screening, resulting in half the workforce being laid off! Based on this incident, HRIS can help companies avoid similar problems in several ways: 1. **Optimization and Transparency of the Screening Process** HRIS can provide more comprehensive data support during the resume screening process, ensuring that AI's screening criteria are based on correct standards, rather than biased or inaccurate rules. Additionally, HRIS can set transparent screening criteria, allowing HR and management to review and adjust the process at any time, avoiding the misjudgment of talented candidates. 2. **Human-Machine Collaboration** HRIS can integrate AI screening functions with human oversight, ensuring that AI's decisions are just an initial filter, with the HR team conducting the final review. This reduces the risk of over-reliance on AI, boosting efficiency while retaining human judgment. 3. **Real-Time Data Analysis and Reporting** HRIS can provide companies with real-time data analysis, helping HR better understand the effectiveness of the screening process. If there are issues or biases in the screening criteria, HRIS can quickly generate reports, allowing companies to adjust strategies immediately and prevent errors from escalating. 4. **Diverse Talent Evaluation** HRIS goes beyond resume screening, integrating performance evaluations, skill data, learning histories, and more, enabling companies to manage talent comprehensively. This prevents decisions from being made based solely on resume screening, which can lead to poor judgments. 5. **Reduction of Human Errors** By automating processes through HRIS, human errors can be minimized. The system can also record every step of the screening process, providing clear audit trails to ensure compliance and facilitate future investigations. In summary, HRIS can play a key role in managing the application of AI technology, allowing it to assist rather than replace human decision-making. It also provides more comprehensive and objective data to support human resource management and development. 最近在美國 PTT (Reddit) 出現了一篇爆文，是一個 HR 部門因為導入 AI 亂篩選履歷而導致一半人都被炒魷魚的故事！ 根據這個事件，HRIS可以在多個方面幫助企業避免類似的問題發生： 1. 篩選流程優化與透明化 HRIS 可以幫助公司在履歷篩選過程中提供更全面的數據支持，確保 AI 的篩選條件基於正確的標準，而不是偏頗或不準確的規則。此外，HRIS 可以設定透明的篩選標準，讓 HR 和管理層能夠隨時檢視和調整篩選過程，避免誤判優秀人才。 2. 人機協作 HRIS 能夠將 AI 的篩選功能與人工監督結合，確保 AI 的決策只是初步過濾，最終還由 HR 團隊進行審查，從而降低過度依賴 AI 帶來的風險。這樣可以提高效率，但同時保留人類的判斷力。 3. 即時數據分析與報告 HRIS 可以為企業提供即時的數據分析，幫助 HR 更好地了解篩選過程的效果。如果發現篩選條件有問題或結果偏差，HRIS 能迅速提供報告，讓公司即時調整策略，防止篩選錯誤擴大。 4. 人才評估多元化 HRIS 不僅限於篩選履歷，還可以整合員工的表現評估、技能數據、學習歷史等多方面資訊，幫助公司進行全方位的人才管理，避免僅依賴單一的履歷篩選標準導致錯誤決策。 5. 減少人為錯誤 通過 HRIS，自動化處理能減少人為錯誤，且系統能記錄每個篩選步驟，提供清晰的審計紀錄，確保篩選過程合規，並可供日後調查。 總結來說，HRIS 可以在管理 AI 技術的應用過程中扮演關鍵角色，讓技術輔助而非取代人類決策，並提供更加全面和客觀的數據來支持人力資源的管理和發展。 Ref:https://reurl.cc/VMnDjY

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Morning to you 😊 Dear HR, What is your hardest challenge for doing recruitment/hiring? 1) Attracting the right candidates? 2) Engaging qualified candidates? No worries! We can help you by providing the best recruitment services for your organization. How? The answer is we will do the sourcing to get the matches talents for your company based on your requirement. All you need is to interview them. That's all. Connect with me by contact me at +60123452156 (Aidiel) if you have further question regarding the recruitment process. #HrOutsource #recruitment #recruiterthings #businessdevelopment #gethiring #hrservices #recruitmentservice

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HIRE SMARTER, HIRE AHEAD: NAVIGATING VIETNAM'S EVOLVING TECH TALENT MARKET The future of hiring developers in Vietnam is being reshaped by significant technological, economic, and workforce dynamics. As we look toward 2024, several key trends are emerging: - Remote and Flexible Work: Advancements in virtual collaboration tools and a growing emphasis on work-life balance are driving the rise of remote and flexible work arrangements. - Demand for Digital Skills: Skills in data analysis, artificial intelligence, cybersecurity, and digital marketing are increasingly sought after due to the digital transformation of organizations. - Emphasis on Soft Skills: As automation and AI technologies advance, human-centric skills like communication, collaboration, adaptability, and empathy are becoming more valuable. - Diversity and Inclusion: Organizations are enhancing their diversity and inclusion efforts, recognizing the benefits of diverse teams for innovation and better decision-making. - AI-Powered Recruitment: AI-powered recruitment technologies and applicant tracking systems (ATS) are streamlining candidate sourcing and resume screening, enhancing recruitment efficiency. At Innovators Hub, we are at the forefront of these changes, providing high-quality IT talent at a competitive price. Our expertise in the APAC market ensures that businesses can access top-tier developers without breaking the bank. Explore how Innovators Hub can support your tech talent needs at https://innovators.asia/ #Vietnam #APAC #IT #TechTalent #InnovatorsHub

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Why We Prefer Hiring Recruiters Without Experience At Cornerstone Recruitment Japan , hiring primarly recruiters without experience is a strategic decision that yields multiple benefits: training, scalability, and enthusiasm, all while tackling the challenges of a competitive recruitment market. Training: By hiring fresh recruits, we can mold them to follow a clear, structured methodology, free from bad habits. This allows us to ensure consistency across the team with sales techniques we believe are the best in the market, enabling our associates to outperform market averages with two, three deals in six months compared to one of most other agencies. Scalability: As a company with ambitious growth targets, hiring inexperienced candidates allows us to expand faster. New hires are easier to onboard, and over time, they grow into loyal, high-performing team members, promoted based on their results and alignment with company methodology. Enthusiasm: The fresh energy of new recruits drives motivation across the team. Their eagerness to learn, prove themselves, and succeed fosters an environment where everyone pushes harder and achieves more. The Challenge of Hiring Experienced Recruiters: The reality is that experienced recruiters are in short supply, especially in markets like Japan. After over a decade in the industry, I can tell you that when great recruiters are available, they come at a high cost. Going through traditional Rec2Rec channels only adds more expenses, often without guaranteeing the right return of investment or fit for your business. Cost and Investment: While inexperienced hires are cheaper upfront, the investment in their training and mentorship pays off in the long run. By shaping them into top performers aligned with our company values, we build a loyal, high-performing team. This approach isn't for everyone, it requires a solid commitment to training, mentorship, and long-term growth. However, when executed correctly, it leads to a scalable business model that grows steadily and drives high profitability over time. Stay tuned for my next posts where I'll share how to implement this strategy, when to do it, and who to hire!

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Hello #connections and #HR's #interns 🚀 Launch Your HR Career with Se7en Tech IT Solutions! Are you ready to take the next step in your HR career? Join our Online 45 Days HR Training & Internship Program with job placement assistance and unlock endless opportunities! Why Choose Our Program? ✅ Comprehensive Curriculum: Gain in-depth knowledge in HR practices, including recruitment, employee relations, performance management, and more. ✅ Hands-on Experience: Work on real-world HR projects that enhance your practical skills and prepare you for the industry. ✅ Job Placement Assistance: We don't just train you—we help you land your dream job with personalized placement support. ✅ Mentorship from Experts: Learn from seasoned HR professionals who guide you throughout the program. ✅ Flexible Learning: Online sessions that fit your schedule, allowing you to learn from anywhere at any time. ✅ HR Internship Certificate: Receive a certification upon completion that boosts your resume and credibility in the HR field. Start your journey towards a successful HR career with Se7en Tech IT Solutions! 📅 Program Start Date: 2nd Sep 2024📩 Enrol Now Mail ID: [email protected] Don't miss out on this opportunity to elevate your HR career! #HRTraining #HRInternship #CareerGrowth #JobPlacement #HRProfessionals #Se7enTechITSolutions #OnlineTraining

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