Intellect Group’s Post

Ever wondered why entry-level jobs often require 3-4+ years of experience? Or why switching careers can feel so challenging? 🤔 Isn't that what probation periods are for? To test and see the potential of new hires? There's a high chance that someone new to the field can bring a fresh perspective and innovative ideas that can make a significant impact. Let's embrace the value of diverse mindsets and give newcomers a chance to shine. It's all about fostering new ideas and growing together! 🌟 #CareerSwitch #EntryLevelJobs #Innovation #NewIdeas #GrowthMindset

Shout out to Hiring Managers: -Who hire employees and interns with no experience. -Who give newbies opportunity to gain hands on experience. -Who give newbies an opportunity to explore. Because.... Being new is brutal. It tests your confidence. It tests your resolve. Then someone comes along and gives you a chance and it changes everything. You can, be that "someone" for someone else. Give them an opportunity. Give them that boost of confidence Make their day a little brighter. I need that "someone" Because... The brutality of being new is really catching up with me. It has tested my resolve. It has tested my confidence. You can be that "someone" for me.

If your small business is gearing up for a new hiring season, don't just fill positions—boost your future growth. Many businesses focus solely on filling immediate vacancies without considering the long-term benefits of a strategic approach to hiring. While you may have had success in the past with hiring, the post-COVID era requires a fresh perspective to stay competitive. Here's what you can do to benefit from the new wave of talent: ✅️ Embrace the fresh perspectives and digital skills of the new workforce. ✅️ Integrate the experiences of both seasoned employees and new hires for a dynamic workplace. ✅️ Invest in interns and new graduates—they’re not just filling roles but are future-proofing your business. This hiring season, don’t just onboard employees; strategically build a team that drives innovation and long-term success.

Check out the post below ⬇ And it's not just about entry-level positions. The reality is that we work for much longer + many careers are changing. Faster than ever before. On top of that, we are much more aware of our own needs, and how they change over time. This means a lot more people now change careers - whether by choice or because they have to. Changing careers is not some weird thing anymore. If your company is still stuck in old hiring ways and not keeping up with the times, you miss out on an incredible amount of people who might be new at a profession, but might have years of great experience in communicating with others, getting things done, being innovative, learning new things, and just in general navigating the world of work or business. Not trivial skills to have! Are you a career changer looking for a job? Here's my tip for you: look for companies who have already hired career changers, or recruiters who made a career change. They might be more aware of the times.

Ever felt overwhelmed by hiring challenges? Here's my journey from being a clueless intern to becoming confident in talent acquisition! Let's face it! I was clueless about talent acquisition. . . . . . I stumbled into it by sheer chance. As a summer intern, I just wanted to earn some extra cash. Then, the company's sales team vanished overnight. Suddenly, I was juggling talent acquisition, marketing, and customs clearance. "I don't know how to hire," I confessed. They promised to train me, so I dove in. Marketing and customs? Managed surprisingly well. But hiring? That was a different story. I made countless mistakes, costing us top-notch candidates. Each rejection felt like a missed opportunity. Anxiety spiked before every interview. My mentors offered tips, but challenges kept piling up. I felt out of my depth, ready to bail. But fate had a twist in store. I found a seasoned mentor within the company. Learning from them was a game-changer. Hiring started to make sense, and success followed. Today, I've successfully completed talent acquisition for critical projects. I've negotiated some of our toughest hires. Now, I empower companies to streamline their hiring processes with confidence. I share my journey to inspire you. With grit and guidance, you can master talent acquisition. Build teams that drive real results. Embrace challenges, learn from setbacks, and wear rejections as badges of growth. Ready to transform your hiring process? Let’s connect and build your dream team together! #hiringtips #success #businessgrowth #talentacquisition #sanjeypawah

Want to thank a veteran for their service? Just hire us. But don't just give us a job. Let us earn it. But we get it. Many of us who apply to your companies are missing 12 of 14 hard skills and may only get a 20% ATS match rate. It's a risk. That checks out. It's clear to me most people want to hire more veterans. I hear it all the time because the reasons are obvious. You want to, and occasionally, find a diamond in the rough and bring on a rockstar vet who has all the hard skills you need. Yet, you can't always. Tracking all. Would you hire more veterans for 3 to 6 months if you didn't have to pay them or cover health insurance? Would you hire more if the only catch was that you COULD pay them back with a job offer at the end of those 3 to 6 months? The DoD-SkillBridge program allows transitioning servicemembers to intern at your company while receiving their pay and benefits from the Department of Defense for up to 6 months. That in of itself makes applying to become a #SkillBridge approved company worth it. But then there's the burden of applying through and reporting to the #DoD. Then there's the real cost of advertising, recruiting, onboarding, and integrating servicemembers into your team. And oh, by the way, you need to work across your org to develop programs, write job descriptions, and educate hiring managers. We get it. It's not so easy to "just hire us." But that's where you're wrong because SkillBridge Navigators is the easy button. We streamline the entire process for you, from the initial DoD application to recruitment, promotion, and more. Our platform connects you with highly motivated, skilled servicemembers ready to bring their military-honed expertise to your organization. By joining SkillBridge Navigators as an early adopter, you gain access to a dedicated team that handles the heavy lifting so you can focus on integrating top-tier talent into your workforce. So when you thank a veteran for their service, it's with a handshake and "welcome to the team." -- If you’re getting out of the military in the next 1-27 months, check out findmyskillbridge.com. If you’re a SkillBridge-approved company and want more candidates for your open internships, send me or Kathy Borkoski a DM.

I do not know if I am the only one that find it interesting but I thought I would share this woth people and interested in getting others perpectives. I have been in the software developmenr field a long time and in Management the vast majority of that time. I have hired a number of people in that time from interns to Managers and everywhere in between. When I started I tried to look for the best candidate and then hire based on skills and resumes and let HR deliver the message to those that did not get hired. As time progressed I started to look deeper and also trying to provide good details on why someone was not offered a position either directly or through HR especially if I did a personal interview. I have had a few more interns over the past few years as well and found that they best grow with feedback on performance and what has gone well but also sometimes offering directional input that helps them to learn and grow. Some have come back to join the company others have gone on and prospered in other companies. Now my children are off in the looking for intern world and I am seeing that not everyone offers the same kind of feedback, from them and their friends. If a response is given more than "we are not moving forward" or "we are going in a different direction" it seldom gives insight into what they coulc have done differently in the process or what skills to work on. Part of the process is for these intern candidates to learn and grow but we have become a job market that is less personal and more form in responding and I think that is going to have lasting effects on the hiring process as we move forward. It only takes a few moments to provide a tip or comment on what the candidate could have done different or what skills would really help in the future. You never know how much that will help that candidate in the future or how it migjt help your company in the future as that intern applicant you move on from could be your rock star of the future. Please let me know your thoughts about how we can better assist our next generation of co-workers grow and be prepared to be the integral success of our companies tomorrow.

𝙈𝙮 𝙄𝙙𝙚𝙖𝙡 𝘾𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚? 𝙎𝙤𝙢𝙚𝙤𝙣𝙚 𝙒𝙝𝙤’𝙨 𝙉𝙤𝙩 𝘼𝙛𝙧𝙖𝙞𝙙 𝙩𝙤 𝙁𝙖𝙞𝙡. Over coffee with a recruiter friend, I was asked who my dream candidate is. My answer? “Someone who’s willing to fail." Yeah, I got a few raised eyebrows at that one 🤣. But hear me out. I’ve spent over a decade in HR, and my early career was all about chasing the “perfect” candidate – the one with a flawless resume and a mile-long list of accomplishments. But my perspective shifted when I joined Arches. We’re all about action, not just talk. We often hire young, ambitious individuals with a hunger to learn and grow, even if their experience isn’t a perfect match. Here’s why: • 𝗚𝗿𝗼𝘄𝘁𝗵 𝗠𝗶𝗻𝗱𝘀𝗲𝘁: We want people who embrace challenges, see failures as learning opportunities, and aren’t afraid to get their hands dirty. • 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: In our fast-paced industry, things change quickly. We need people who can roll with the punches and find creative solutions. • 𝗣𝗮𝘀𝘀𝗶𝗼𝗻 𝗢𝘃𝗲𝗿 𝗣𝗲𝗱𝗶𝗴𝗿𝗲𝗲: While experience is valuable, we believe passion and a willingness to learn can outweigh a lack of experience. Our junior interns, some fresh out of university with unrelated degrees, have blown us away with their ideas and drive. They’ve boosted client engagement and even become monthly MVPs! Sure, there have been bumps along the way, but the growth has been incredible. So, if you’re someone who’s not afraid to try, fail, and learn, we want to hear from you. We’re building something special at Arches, and we’re looking for people who want to be part of the journey. P.S. Plus, who doesn’t love being surrounded by young energy and the occasional boba tea run? 😉 #Recruitment #Hiring #HR

It isn’t possible for early careers to have 3-5 or 10 years of experience fresh out of college or when starting their careers. It is especially a disadvantage when a role is listed as entry level and then have all of these extra contingencies attached. Hiring managers all started out at the bottom and only got to the top because someone allowed them a foot in the door. Everyone deserves to be given a chance starting out despite their experience level. Remember entry level is the starting point to get to the end point. Entry level+Starting Out 🟰 0 years experience needed 🚀