Clarice Lan’s Post

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Imagine a team where everyone thinks the same, talks the same, and agrees on everything. Boring, right? But more importantly—it’s risky for innovation and growth. That’s why HR needs to think beyond “fitting in” and start hiring for “adding value.” When you hire only for culture fit, you create a group that’s comfortable but stagnant. Sure, everyone gets along, but what about fresh perspectives? Here’s what hiring for culture add can bring to the table: • Diverse minds solve problems from different angles. • Unique backgrounds foster learning, making teams more adaptable. • A team with a variety of ideas can better serve diverse customers. So next time you're hiring, ask yourself: Are you looking for someone who mirrors what’s already there? Or someone who’ll bring something new to the table? #Hiring #Tips #Hr #HiringTips

How do you onboard internally hired new leaders? During this time of year, schools have already or are in process of promoting internally- teacher to AP, AP to principal, manager to director. The same is true for many organizations (or will be in about 3-4 months). It's right to focus on promotional criteria and selection process- but it's also important to focus on onboarding, which can often be missed for internal promotions. People's success in one role doesn't guarantee success in the next. I'm writing on this tomorrow but also love crowdsourcing from LI. What are tactical and practical ways to do this, that are also not time or cost prohibitive? I'll start: Use the evaluation for the role they are assuming to do a bidirectional assessment of strengths and growth areas. This helps to start the conversation on what aspects of how they work will translate and what will need to shift. What else have you seen work?

Hardest thing I've ever done. I asked my Team to fire me. I hired an Operations Manager and got fired from... ↳ Operations. I hired an Recruiting Manager and got fired from... ↳ Recruiting. I hired an HR Manager and got fired from... ↳ HR. Too many times, I got in my own way. ... and in my team's way. In the end I gave in. Was the best decision I've made yet. Why? When I linger too long in any department, I become the bottleneck. Things run smoother with out me there. Now I have the ability to focus on scaling the company further. The Biggest Lesson I learned: Delegation comes down to one thing. Empower your team → Scale your Impact. 👍 Like & Share this to inspire others on their journey. 🔔 Follow for more insights on building remote teams.

🌟 HR Leaders Jobs | BRAND NEW EXCITING ROLE! | Get in touch with the team! 🌟 Ready to Shape the Future of Global Branding? We're on the hunt for a Senior People Partner (Stand Alone) in Sydney or in Melbourne! 🌍 What’s on the Table? 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Sydney or Melbourne Australia 𝗖𝗼𝗺𝗽𝗮𝗻𝘆: Leading Global Branding Agency 𝗪𝗼𝗿𝗸 𝗦𝗲𝘁𝘂𝗽: Hybrid (3 days in office, 2 days remote) 𝗦𝗮𝗹𝗮𝗿𝘆: $160,000 - $175,000 AUD per year 🔥 𝗧𝗵𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆: → Leading Global Branding Agency → Dedicated to unlocking the power of popular culture → Currently on a transformative journey → Progressive and forward thinking organization → Brand presence in more than eight countries across three continents 🖤 The Culture: → Cutting-edge and creative environment → Commitment to diversity, equity, and inclusion → Encouragement of collaboration and continuous learning 🎯 Your Mission: → Lead transformative change and drive innovation → Collaborate with North America and EMEA business units on strategic HR initiatives → Cultivate a supportive and growth-oriented HR team → Align HR success with business goals 💪 Your Skillset: → Proactive and visionary leader → Champion of contemporary work environments → Expert in transformation, business partnership, and talent management → Human-centric approach to leadership → Exceptional networker and strategic thinker 🏔️ Challenges Ahead: → Stabilising leadership capabilities, Employee Relations → Build frameworks that drive creativity and growth → Advocate for continuous development and business advancements 🎁 What’s in it for You? → Imprint your unique mark on a growing region → Potential to advance to global positions, like Head of People or HR Director → Full transparency and autonomy → Play a pivotal role in our transformative journey 🚨 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝘁𝗮𝗸𝗲 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝘀𝘁𝗲𝗽? Or Know someone, DM me today! 💼

Do you want to retain the best talent? Hire the best talent to begin with. It all starts with hiring. . . How you source, attract, interview, and hire matters. I see HR practitioners talking about retention best practices, and how to build a great culture. They think this works for culture: - let's have remote work or hybrid - let's give better pathways to promotions - let's show more appreciation - let's be inclusive and have positive mindset - let's have taco Tuesdays or jeans Fridays This is going to surprise many, and maybe, piss off a few. You do not need to build a great culture. You only need to maintain it. Culture builds itself when you hire great people. They will insure: - they surround themselves with like minded people - they surround themselves with top performers - they push out people that are a bad culture fit - they push out people that are not performing Stop trying to fix something ex post facto. . . that's the pound of cure. Invest in HIRING, that's the ounce of prevention! ________________ Hiring is Difficult. Doing it wrong is Costly. Trying to fix it is Painful. Stop plugging holes, just avoid the icebergs.

So happy to see other companies turning to this mindset when hiring. One of our teams key drivers in hiring a new employee is if they are a good culture fit. Does this person share our vision, and core values of: 🙌 Own The Job 🏆 Win Together 🍒 Surprise & Delight 👨🎓 Integrity In All Aspects We strive to live by these core values daily. Yes, it is important for our team to have the technical skills to perform the job well, but we know that the right person can be taught these skills more easily than changing their values. https://lnkd.in/dzj-xGvK

Stop Hiring Individuals. Start Hiring Teams. I’m going to shock you. Stop focusing on hiring people. Instead, shift your focus to hiring for values and culture. Here’s why: no matter how extraordinary an individual might be, they’re not working alone. They’re joining a team, fitting into a company culture, and contributing to a shared purpose. What truly determines their success isn’t just their personal characteristics—it’s how well their values align with the company’s culture. People are adaptable. They’re flexible. They can learn skills and integrate into processes. But values? Those are deeply ingrained. If someone’s values don’t resonate with the organization’s, no amount of training can bridge that gap. Here’s the reality: even the most proactive individual can lose their spark if they enter a culture that doesn’t encourage proactivity—and they lack the inner courage (rooted in shared values) to challenge and change the group. So, don’t hire in isolation. Hire with the bigger picture in mind: • Seek alignment with the values you already have—or want to build—in your company. • Look for cultural fit within the team dynamic. This approach isn’t just practical. It’s transformational. Because when you hire based on shared values, you’re not just building teams. You’re building trust, cohesion, and long-term success. Let’s rethink recruitment. What’s your take? #recruitment #communication #leadership #2025newlevel #engament #hiring

Remember your first day on a new job? The mix of excitement and nerves? As a Hiring Manager, you have the power to transform the onboarding experience from overwhelming to empowering for your new team members. Here's a list of quick actions you can take as a leader to ensure your new hires are off to a great start: ✅ Reach out ahead of their start date and provide them with a plan/schedule for what their first day or week will look like, and if they're starting remotely, ensure they've received any relevant equipment. ✅ On day one, meet with your new hire first thing and walk them through their schedule for the day, share who they should go to with questions, when they should break for lunch, what time their first day will wrap up, etc. Make them feel confident and comfortable by answering these basic questions before they have to ask. ✅ Schedule daily check-ins for the first week to ensure they're getting everything they need to be successful. Establish a recurring weekly one on one and let them know what to expect during one-on-ones. ✅ Throughout the first week, set clear expectations of role responsibilities, team dynamics, and near-term goals. Identify key people and processes they should focus on getting to know. These are some of the basic, foundational steps hiring managers should be taking to welcome their new hires and get them set up for success. What other steps do you take as a leader to ensure your new hires have an excellent onboarding experience? — Hi, I’m Hannah! I have over a decade of People/HR experience in tech start-ups. Follow me for all things impacting employee engagement & employee experience. Happy, engaged employees are good for business. . . . #Onboarding #NewHire #PeopleOps #EmployeeExperience #EmployeeEngagement #OrganizationalCulture #Hiring #LearningAndDevelopment #Management #Leadership

Evaluating executives to ensure they align with the company culture is crucial for making successful hiring decisions.