Melissa (Mel) P.

If you're not familiar with the story of the Golden Buddha -- and in particular, Alan Cohen's commentary on it -- I invite you to give yourself the gift of this 4-minute video. https://lnkd.in/efdZnFrJ I've started using it in teambuilding workshops, and it is remarkable how quickly and deeply people "get" it -- along with its implications for how we see and treat each other as human beings. It's also just straight up empowering. I'll add in my own commentary throughout the week, but in the meantime, I am curious to hear how the video lands for you.

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🤖 Robotic Responses Are Killing Your Candidate Experience—Here’s Why You Need to Change! You’re sending out messages, following up with candidates, and ticking all the boxes, but something’s off. Candidates aren’t responding, or worse, they’re dropping out of the process altogether. What’s going wrong? Candidates can sense when they’re just another number in your system. Generic, templated responses lack the human touch and make candidates feel undervalued. In today’s competitive market, candidates want to feel seen, heard, and respected. 💥 Keep using robotic responses, and you’ll lose top talent to companies that offer a more personalised approach. Candidates are more likely to disengage from your hiring process if they feel like they're just another cog in the machine. This not only leads to fewer quality hires but also tarnishes your employer brand. We’ve seen how personalised communication can transform the candidate experience. By injecting a human touch and showing genuine interest in each candidate, you’ll build trust, loyalty, and enthusiasm for your organisation. 📝 Here’s how to fix it: - Customise Your Responses: Address candidates by their name, mention their specific skills or experiences, and highlight what excites you about their application. - Show Empathy: Acknowledge their time and effort, and let them know where they stand in the process. Even a simple, personal update can go a long way in building trust. - Use Automation Wisely: If you’re automating responses, ensure they still sound human. Personalise at scale by segmenting your candidate pool and sending tailored messages to different groups. 💌 Start treating your candidates like people, not numbers! Review your current communication templates, and identify areas where you can personalise and humanise your interactions. When you personalise your responses, candidates feel valued and respected. This leads to higher engagement, faster responses, and ultimately, better hires. You’ll also boost your employer brand as a company that cares about people—not just filling roles. 🛑 Keep sending cold, robotic responses, and you’ll continue to lose the best talent to companies that treat candidates with care. Worse, candidates may share their negative experiences, which could harm your reputation in the long run. Don’t let impersonal responses be the reason you miss out on top talent. Add the human touch and start building better connections today! #CandidateExperience #HumanTouch #Recruitment

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Is Your Hiring Process Missing the Mark? 🎯 Are you overwhelmed by the volume of job applicants, yet find they often don’t align with the specific needs of your role? You're not alone! At Logan Search Group, we specialize in cutting through the noise to connect you with talent that not only meets but exceeds expectations. Our tailored approach ensures that your recruitment process is both efficient and effective, targeting only the most qualified candidates. 🔗 Reach out today, and let us help you find the perfect match for your team. Connect with me Victoria Goulet directly here on LinkedIn or visit our website Logan Search Group to learn more about how we can enhance your hiring strategy. 🌟 Together, let's transform your recruitment process into an engine for success! #Hiring #Recruitment #TalentAcquisition #BusinessLeadership #LoganSearchGroup

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Recruitment Tip of the Week: Use Behavioral Interview Questions​ Behavioral interview questions help uncover how candidates have handled situations in the past, providing insight into their future behavior. This method can be particularly effective in assessing soft skills and cultural fit.​ Example Questions:​ 👉 "Can you describe a time when you had to navigate a difficult team dynamic?"​ 👉 "How have you handled tight deadlines in previous roles?"​ 👉 "Tell me about a time when you went above and beyond for a project."​ At Recruithook, we implement these strategies to ensure a smooth and effective hiring process. Want more tips? Follow us for weekly insights! ​ #Recruithook #RecruitmentTips #Hiring #TalentAcquisition #InterviewTips #HRStrategies

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📊 Let’s talk about the hiring market. It’s no secret that 2024 is shaping up to be a unique year for talent acquisition. Here are some key stats to keep in mind: - 💼 50% of U.S. employers report difficulty filling jobs due to talent shortages. - ⏳ The average time-to-fill for tech roles is 61 days, and 42 days for non-tech roles according to SHRM - 🏃‍♂️ Over 70% of candidates are passively looking for new opportunities, making proactive sourcing more crucial than ever. - 📈 92% of employees are considering changing jobs in 2024, with flexibility and growth opportunities as top priorities. In this evolving market, speed and strategy are key. Let’s chat about how Logan Search Group can help you navigate this competitive landscape and secure top talent faster. #HiringTrends #TalentAcquisition #HRInsights #Recruitment #LoganSearchGroup #JobMarket #Hiring2024 #LetsTalk

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How much would it mean to you to have consistent access to the best talent available? How much would it mean to you to be able to transform that talent's engagement and interest into a start date? How much would it mean to you to be able to keep your team for longer than the (shrinking!) national average for employment? If "Quiet Quitting" and "The Great Resignation" represent the bottom of the engagement and performance bell curve, then what represents the top? Destination Employer status Being a Destination Employer means that you have developed a reputation in the marketplace for 10X'ing people's careers What do employees get for working at a Destination Employer? -Accelerated career progression -Working with top, industry-leading talent on winning teams -Fulfilling work, engaged, leadership, and consistent skills growth What do YOU get for developing your company into a Destination Employer? -Access to the best talent, the ones that don't reply to typical recruiter outreach -Industry-leading retention rates -Highly performing teams that CARE about your outcome and mission Does this sound too good to be true? Check it out for yourself: https://lnkd.in/euuxt9sw

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I guarantee that any consulting firm that does a decent job tracking their lead sources, will find that a not insignificant portion of business comes from a small number of referral sources: - current or past employees - current or past clients - current partners The big miss that most firms make is not operationalizing these referrals sources. They should be: ✅ Creating content with them ✅ Curating experiences that enable them to bring in their network ✅ Develop a system that makes it easy to ask for specific referrals ✅ Track their career movements Most firms are leaving a ton of money on the table, and in turn are decreasing margins because they are forced to use more expensive methods to bring in incremental revenue. _____________________ Proofpoint Marketing helps boutique consulting and advisory firms break through growth plateaus by building organizational alignment and relationship-led growth systems.

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🚀 New Podcast Episode Alert: Build a £400K+ Pipeline in 8 Weeks 🚀 Ever felt like the “Chief of Everything Officer”? If you’re a recruitment agency leader juggling every role—from client outreach to daily admin—you’re not alone. In Episode 36 of The Recruitment CEO’s Insider Guide, we dive deep with Bart Boting, who’s been exactly where you are. Bart managed every aspect of his agency solo until he revamped his strategy and built a £400K-£500K pipeline in less than 8 weeks. Now, he’s got a system that lets him focus on growth—not just survival. 🎙️ What you’ll learn in this episode: ✅ The Business X-Ray Method – Identify your top revenue drivers and leverage them for rapid growth. ✅ Three-Part Business Model – Shift from daily grind to high-impact growth strategy. ✅ The Gold Job System – Improve placement ratios and streamline team performance. ✅ £400K Outreach Funnel – Learn the outreach funnel that boosted Bart’s pipeline by £400K+ without piling on extra work. ✅ 10-Minute Weekly Meetings – Keep your team aligned and on target with Bart’s simple weekly structure. Bart’s journey is packed with actionable steps to scale your agency while reclaiming your time to lead, not just manage. 🎧 Listen now to Episode 36 👉 link in the comments Give it a listen, and if you find value, let us know! 👇 #Recruitment #Podcast #BusinessGrowth #AgencyLife #ScalingYourBusiness #Leadership

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What would a 10% increase in job satisfaction and a 28% reduction in turnover do for your company? Check out the Comments below for a link to this recently released report by AARP. Let's help employees where they are, with what they want, so they can start making progress toward where they want to head - towards a solid financial future. There are a number of excellent ESA providers. If you're interested in a program and are looking for an unbiased guide, shoot me a DM. PS thanks to ☀️ Rachel Fox 🦊 for making me aware of this report!

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It’s easy to get caught up in the excitement when a recruiter hits six figures. They’re celebrated, invited onto podcasts, and hailed as industry rockstars. But let’s dig deeper. What if I told you that a recruiter who made six figures had a 20% fill rate? That means 80% of roles were lost. Sure, some of those might be roles that companies chose not to pursue, but what if the majority were filled by your competitors? Let’s put some real numbers around this. A recruiter closes £350k worth of business with a 20% fill rate. That means 80% of the business—£1.4 million—was closed by someone else. That’s a significant loss of revenue that could have been yours. Ouch. That stings. Yes, the fill rate could have been 50%, 85%, or even 95%, but the point is this: if it’s not 100%, money is being lost, and there’s room for improvement. Here’s the hard truth... To truly maximize your earnings, you need to spend time every week dissecting the roles that weren’t filled. Identify the challenge > Fix it > Drive forward. Fixing the root causes of inefficiencies in your recruitment process could transform you from a six figure business to a seven figure business! But you have to want it and put the work in to become that. When was the last time you evaluated your recruitment processes? Are you leaving money on the table?

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Looking to scale your team? Start with a recruiting philosophy. Here's what great teams need over time... Four key archetypes to build around: - The Shipper: Gets things done and out the door - The Communicator: Builds shared vision, agreement - The Thinker: Brings depth and perspectives - The Optimizer: Masters processes, ensures alignment The magic? You don't need all these players at once. And the balance (or blend) can shift as you grow. What matters is having a clear vision of WHO you're recruiting and WHY. Your hiring philosophy is your compass for building a killer team. 🎯

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In this episode of Healthy Mind, Healthy Life, host Sana sits down with Jeff Seigil, author of The Middle Matters and experienced corporate coach, to explore how middle managers can thrive by shifting from an achiever to a learner mindset. Jeff shares insights from his 20+ years of corporate experience and offers actionable strategies to help middle managers lead effectively, influence others, and create impactful work environments. About the Guest: Jeff Seigil is a seasoned corporate coach, consultant, and author dedicated to empowering middle managers. With over two decades of experience, Jeff’s book, The Middle Matters, serves as a toolkit for those navigating the complex responsibilities of middle management. Key Takeaways: Learner vs. Achiever Identity: Achievers define themselves by milestones, but this often leads to dissatisfaction. Embracing a learner identity fosters growth and continuous improvement. Middle Management Framework: Middle managers must balance doing, leading, and influencing. Building credibility, developing team capacity, and learning from others are essential. Learning in Action: Every task, even routine ones, should be approached with a mindset of learning and finding ways to improve efficiency. Organizational Support: Companies need to recognize the distinct skills required for middle management and provide the necessary training and development. Want to be a guest on Healthy Mind, Healthy Life? DM on PM - Send me a message on PodMatch, DM Me Here: https://lnkd.in/gA83a_Kv  Subscribe To Newsletter: https://lnkd.in/g-SQD6cc Join Community: https://nas.io/healthymind Stay Tuned And Follow Us! YouTube - https://lnkd.in/gS9iVBUh Instagram - https://lnkd.in/gPzjmpNB  Threads - https://lnkd.in/g3jTuFT9 Facebook - https://lnkd.in/gYpM5bTx LinkedIn - https://lnkd.in/g5_gUDVR #podmatch #healthymind #healthymindbyavik #wellness

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“Articulate your value” - a phrase we often hear, but what does it truly mean? In the latest episode of the Black Girls Consult TOO! podcast, we dive deep into this crucial concept. Learn how to: ✅Clearly communicate your unique expertise ✅Showcase the tangible benefits you bring to clients ✅Generate the demand your skills deserve Ready to elevate your consulting game? Tune in now!🎧 Click the link in the comments below or find it on your favorite podcasting platform. #consulting #podcast #women #entrepreneurship #communication

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Excited for you all to check out today's episode! Colin Rocker (@careercolin) is a content creator, speaker, and consultant based in New York City. With a strong social media presence of 385k+ across platforms like Instagram, TikTok, and LinkedIn, his content resonates widely due to his authenticity and focus on providing tools and strategies for career growth, especially for the unique workplace challenges faced by first-gen professionals. In addition to his content, he is a keynote speaker and collaborator with brands in B2B influencer marketing and early career success. On the latest episode of the Quarterback Dadcast, Colin—a dynamic young father and marketing guru—joins us to share stories about the small yet powerful ways he connects with his family. From expressing gratitude for his wife to unveiling their unique family huddle traditions, Colin paints an inspiring picture of modern fatherhood. Meanwhile, I open up about surprising connections with my college-aged son, all thanks to embracing new technology (Snap Inc.) Colin and I discuss the life lessons from our fathers and how they shaped our personal growth and character. I recount my father’s journey—from a small-town boy to a Vietnam War veteran—and the timeless values of humility and curiosity he instilled in me. We explore the art of working smarter through my childhood lawn mowing business, a testament to adapting strategies for success. Our chat navigates through Colin’s unexpected career path in consulting and the balance of career aspirations with family life in the hustle of New York City, offering insights into making crucial decisions like hiring a nanny. Our dialogue digs deeper into the themes of presence and legacy, touching on the poignant experience of attending a father’s funeral. We reflect on the impact of relationships and the importance of being there for our children, weaving in imagery of military cemeteries that underscore enduring connections. Colin and I aim to inspire you to embrace the responsibilities and joys of fatherhood, prioritize family, and thoughtfully consider the legacy you wish to leave for your own loved ones. Zencastr Buzzsprout #Dads #BePresent #mindset #Fathers #Thanksgiving

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It's ironic introverts aren't recognized more for their speaking abilities. Introverts are great listeners, they know how to connect, and make people feel heard. A few months ago, I gave a talk in Boston. Afterwards, we sat down for a fireside Q&A chat with the entire audience to talk about communicating across cultures. 10 years ago, I would've assumed anyone on stage was an extrovert because they could move an audience to action. However, in my years working as a speaker and communication expert, I have discovered both extroverts AND introverts can make great speakers. What matters is knowing how to make a message land. It’s actually one very simple strategy: say it twice. Whatever point you make, say it and reiterate it again with clear intention and conviction. Whether it's making someone feel heard, driving a point home, or pitching a new concept, saying it twice ensures what you said is remembered. Remember this tip to accelerate your speaking impact on and off the stage 🚀 #communication #careertip #leadership #presentation #executivepresence

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I found this recent Survey report super fascinating!! It paints a picture of a job market that's far from stagnant despite the constant chatter about AI and automation. Let's break it down: ➡️ 81% of hiring managers are optimistic about hiring opportunities for the rest of 2024. That's a staggering number in today's economic climate. ➡️ 60% plan to increase headcount, with 15% looking at significant increases. This isn't just replacing churn— we're talking growth. What's driving this? New business opportunities. ➡️ 50% need to manage increased work volumes, while 44% are creating brand-new positions. Now, it's not all rosy. ➡️ 6% are planning to reduce headcount, primarily due to cost-cutting measures. And yes, 25% of those reducing staff cite increased use of automation/tech/AI as a factor. But here's the kicker. The industries seeing continued growth are diverse: healthcare, hospitality, tech services, retail, and government. This suggests a broad-based expansion rather than a few outliers skewing the data. We're in a unique position. The challenge now is to ensure our tech doesn't just streamline hiring but also helps match candidates to the evolving needs of these growth industries. What do you think? How can the RecTech industry best position itself to support this optimistic hiring outlook while addressing the shifting work landscape? My comments are open.

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