Jacqui Columbine’s Post

I’ll never forget the time I learned that not everyone is a 1 on this chart, and someone very close to me is a 5. A 5! 🤯 It never occured to me until that moment how subjective "normal" truly is. I was randomly thinking of this chart again while I was doing the mundane task of folding laundry this afternoon. Because isn’t the way people fold clothes just another example of how we all approach life from different perspectives? There’s no “wrong” way to fold a towel - there’s just your PREFERRED way. And shouldn’t we seek to understand how and why someone folds a towel a certain way? Maybe their way takes up less space in the closet. Or is faster! Maybe not being able to picture an apple in your minds eye means you can imagine the taste of it instead. Wouldn’t that be amazing? All this it got me to thinking about the diverse teams I’ve had the privilege to lead in my career. How one team member’s skills helped round out another’s flat side. And how curating people with different ways of learning and and experiencing the world should be a top priority for companies when they hire new talent. So tell me, LinkedIn Community, if you’re a #hiringmanager or #recruiter how do you ensure you hire to round out your company’s flat sides? And #jobseekers, when you’re interviewing to join a team do you try to figure out how your unique perspective will benefit the organization? If so, how? What questions do you ask? And if you’re comfortable sharing, drop your number in the comments ⬇️⬇️⬇️ (I’m a 1️⃣) I’m passionate about adding value to the teams I join. I hope to join (and lead) a team of marketers again soon 🙏🏻 and I don’t want to be on a team full of 1s from this chart 🍎. How boring. Our differences make life (and work!) more interesting and more impactful. #jobseeker #marketingleader #diversity #teamwork #aphantasia

Some companies or HRs think that by rejecting someone or pointing out their shortcomings, they are making them realize their weaknesses. In reality, they are not just rejecting them but causing a loss to themselves. It is disheartening to see HRs or companies feel superior while they reject talented individuals who might just be a bit hesitant during their first interaction. These talented candidates deserve a chance to shine, and it’s a shame to overlook them simply due to initial nerves. Remember, every rejection is a missed opportunity to embrace a potential star, and we should demonstrate more empathy and understanding in our decisions. EmpathyInHiring #OpportunityForTalent #ValueEveryCandidate #TalentDeservesAChance #BreakTheBias #HireForPotential #InclusiveHiring #RejectingStars #MotivationInRecruitment #CompassionateHiring

𝗧𝗵𝗲 𝗖𝗼𝘀𝘁𝘀 𝗼𝗳 𝗮 𝗕𝗮𝗱 𝗛𝗶𝗿𝗲 𝗶𝗻 𝗠𝗲𝗱𝗧𝗲𝗰𝗵 / 𝗛𝗲𝗮𝗹𝘁𝗵𝗧𝗲𝗰𝗵 🚫💼 As someone who speaks to dozens of candidates and leaders in the MedTech/HealthTech space every month, I've heard countless stories of hires gone wrong. Here's what it really looks like: 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲: 𝗖𝗮𝗿𝗲𝗲𝗿 𝗦𝗲𝘁𝗯𝗮𝗰𝗸: "I felt like I'd taken a step backwards," one candidate shared. A bad fit can derail career momentum. 📊 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝗕𝗹𝗼𝘄: "I started doubting my abilities," another admitted. The emotional toll can be significant. 😔 𝗟𝗼𝘀𝘁 𝗧𝗶𝗺𝗲: "6 months of my life I'll never get back," a professional told me. That's valuable time in a fast-moving industry. ⏳ 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆: 𝗧𝗲𝗮𝗺 𝗠𝗼𝗿𝗮𝗹𝗲: "One bad apple can spoil the bunch," a sales director told me. The ripple effect on team dynamics can be devastating. 😕 𝗖𝘂𝘀𝘁𝗼𝗺𝗲𝗿 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: "We nearly lost a key account," another leader shared. In our industry, trust is everything. 🤝 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗜𝗺𝗽𝗮𝗰𝘁: It's not just the salary - think onboarding, training, and potential severance. One CFO estimated the cost at 2.5x the annual salary! 💷 𝗕𝗿𝗮𝗻𝗱 𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻: "Word spreads fast in our industry," a HR director warned. A string of bad hires can damage your employer brand. 📉 The takeaway? A thorough, transparent hiring process isn't just good for the company - it's crucial for the candidates too. It's about finding the right match, not just filling a seat. What's been your experience? Any horror stories or lessons learned from a bad hire - as an employer or a candidate? Share below! 👇 #MedTech #HealthTech #Recruitment #LeadershipLessons

𝐑𝐚𝐢𝐧𝐲 𝐝𝐚𝐲 '𝐛𝐫𝐚𝐢𝐧 𝐟𝐚𝐫𝐭𝐬' 🚀 There's a new trend in hiring that's shifting the focus from skills to personality. This might seem counterintuitive in today's skill-centric job market, yet it's making waves for all the right reasons. I have seen more people let go or turned away because of lack of 'Culture fit' or personality concerns rather than skill mismatch. Think about it - skills can be taught, but an individual's character, drive, and core values? Those are inherent. And, to quote Herb Kelleher, "Hire for attitude, train for skill." In a rapidly changing work environment, adaptability and curiosity often outshine static skills. So, a hire with a keenness to learn, grow, and adapt may prove more valuable in the long haul than someone with a specific set of skills and a reluctance to change. But how do we hire based on personality without falling into subjective bias? Here's a three-step approach: establish job criteria, create an objective rubric, and look for evidence of success. 🧭️ This process may seem challenging, but the reward is worth it. Hiring for personality creates a strong team dynamic and ensures that your employees remain valuable assets as your business evolves. So, I'm curious, how does your company approach hiring? Do you focus more on skills or personality? Share your thoughts below! 🚀 #HiringStrategy #BusinessStrategy #Adaptability

"Why Didn't I Get a Chance?" A friend once shared their frustration: "I worked so hard, learned the ropes, and went above and beyond—but they hired someone external for the role I dreamed of. Why didn’t I get a chance?" This happens more often than we think. Companies overlook their own people—the ones who’ve already proven their loyalty and skills. Promoting internal talent isn’t just fair; it’s smart. These employees: ✅ Know the company’s culture and processes. ✅ Transition faster into new roles. ✅ Stay motivated when they see growth opportunities. Let’s stop making talent feel invisible. Look within your team—the next superstar might already be there. What’s your take? Ever been in this situation? Let’s discuss! #PromoteFromWithin #CareerGrowth #WorkCulture #EmployeeEngagement

Feeling Overwhelmed? We Get It! 🆘 Almost all of our clients are in the same boat—starting a business or a division, experiencing incredible growth, and now wearing ALL the hats. ❓Sound familiar? You’re doing everything yourself because, let’s face it, there’s just no time to focus on hiring the right team members. ❓And what does that mean? Less time for family, for hobbies, for yourself. 🛑 Enter Cherry Talent Group! 🛑 Our approach to hiring is designed to take very little time from YOU, making it easier for small and medium-sized businesses to grow. We’ve got your back every step of the way—from finding the perfect candidates to ensuring they’re a great fit for your team. 🌟 Let us help you reclaim your time—so you can get back to what really matters: your business, your family, and your life! 📩 Ready to take hiring off your plate and free up your time? Drop us the message “HELP” or connect with one of our team members to learn more! #HiringMadeEasy #SmallBusinessSupport #CherryTalentGroup #RecruitmentExperts #WorkLifeBalance #Recruiting #CherryTalentGroup

🎥 𝗗𝗮𝘆 𝟵 𝗼𝗳 𝟭𝟬𝟬 𝗗𝗮𝘆𝘀 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻! 🚀 Out for my morning walk (ankle recovery mode—running again soon, hopefully!). Yesterday, we kicked off the topic of 𝗿𝗼𝗹𝗲 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻. Today, let’s talk 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗽𝗿𝗼𝗳𝗶𝗹𝗶𝗻𝗴—a crucial step in finding someone who’s both highly skilled and a true cultural fit. 🧩 𝗦𝗸𝗶𝗹𝗹𝘀 𝗠𝗮𝘁𝘁𝗲𝗿: Look beyond job functions. Whether it’s sales, marketing, or team leadership, think about the specific skills your ideal candidate needs. Do you want a strategist or a team-builder? Someone who can grow a market or nurture a team? 🌟 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗙𝗶𝘁 𝗶𝘀 𝗞𝗲𝘆: A great hire is not just about talent but alignment with your team’s culture and goals. For instance, a big-company exec might have a stellar network but may not adapt easily to a fast-paced startup where wearing multiple hats is essential. 🎯 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗠𝗲𝘁𝗿𝗶𝗰𝘀: Define what success looks like early. Knowing how this person will make an impact not only helps you find the right fit but also supports their long-term success and retention. Stay tuned for more insights as we build a robust recruitment process together! #100DayChallenge #RecruitmentProcess #HiringForFit

Your Next Great Hire Might Be the Person You Almost Overlooked Here’s a thought: The most impactful people I’ve worked with weren’t always the ones who looked perfect on paper. They were the ones who brought creativity, curiosity, and a drive to solve problems in ways no one else had thought of. Let’s change our approach: 🔍 Instead of searching for flawless resumes, look for people with a passion to learn and grow. 🤝 Instead of focusing on “culture fit,” think about “culture add”—those who can bring new perspectives to your team. 📈 Instead of sticking rigidly to requirements, consider who might exceed expectations with a little bit of support and training. The true magic of a team happens when you bring together diverse talents, not just the “perfect” match. So let’s keep our minds open, look beyond the surface, and give candidates a chance to show their potential. Remember: Your next star employee could be the one you almost passed up. Let’s stop letting incredible talent slip through our fingers. #HiringForPotential #TeamBuilding #GrowthMindset #DiversityAndInclusion #UnlockTalent

⚠️ Is turnover draining your team’s energy (and budget)? A recent client of ours was struggling with high turnover, a revolving door of hires who just didn’t stick. Why? Talent was coming in with the right skills but not the right fit for their unique culture. They were hiring, but missing the mark on cultural alignment. And it was costing them. They turned to Jombine because, unlike the usual resume farmers, we’re all about finding talent that genuinely fits. With our culture-fit hiring platform, we went deeper, Learning their team’s unique culture, values, and what really drives success there. We found people who didn’t just bring skills but belonged. The ones who “get it,” who felt like part of the team from day one. The results? Fewer exits. Higher engagement. More productivity. A team that actually wants to stick around and make an impact. Hiring for culture fit changed everything for them. And they’re proof that the right fit doesn’t just fill a role, it transforms a team. Tired of the turnover treadmill? Let’s chat about how cultural fit can transform your hiring and your results. #clientsuccess #culturalfit #hiring

Our team starts each day with a refreshing dose of determination! 🌊🏃♂️ Early morning swims and runs help us clear our minds and set the tone for a productive day of matching top talent with amazing opportunities. We believe a clear head leads to clearer decisions. Let’s find your perfect match! 🤝 How do you start your day? Need some tips? Comment below and we’ll give you a brand new way to start your day ⬇️ #recruitment #earlybird #worklifebalance #mindset #jobsearch #hiring #talent