Jose Barroso’s Post

Enjoy the search process. That's our goal. To help you - hiring manager, P&C leader and candidate alike - enjoy the process of looking for the right match. Search can be almost dreaded by employers and job seekers. Frustrating sometimes, for sure. It can be full of good stuff: fulfilling, enlightening, rewarding, motivating, inspiring. We are about positive progress towards building the right team to achieve both organisational and personal goals. Good advice from an experienced consultant is critical. Wasting time, funds and energy with the wrong service provider is to be avoided. Better preparation + the right search partnership = a more enjoyable search experience. For everyone. Yield Executive Debbie MacDonald

What is a unicorn?   In recruitment, it's exactly who you want.   Many know it as a legendary creature found in wild woodland, being a symbol of purity and grace and having the power to heal sickness.   In venture capitalist terms it's a privately held start-up company, with a value of over $1 billion.   When referring to a candidate, it's someone with:   👍Many years' experience and intricate knowledge of the thing you provide within your sector.   👌All the key skills required to be successful in the role you're hiring for.   ✌A consistent track record of success with many tangible key achievements.   👊A perfect match to your culture OR a complimentary culture add, based on what your company needs.   👏Within salary range, commutable distance to the office, glowing references, remembers your birthday… the list can go on.   A good search firm will do everything possible to get you exactly what you want.   A great search firm will also be honest about what is realistic.   They will provide real time market data throughout the process to evidence what is out there and what it will cost you.   If the unicorn you want is over your budget, will you dig deeper?   If the unicorn you want doesn't exist, will you be flexible?   Talk to me about the unicorns you want in your business. I will tell you if they exist.   But don't confuse executive search with 'unicorn hunting'. That is something different entirely.  

To be blunt, I’m finding the current recruiting process to be a complete waste of time. The attitude displayed by some recruiters today is disappointing—especially when they clearly lack any understanding of the processes in other countries. Despite providing all the necessary information and solutions to make this work seamlessly, I’m still being told that I can’t proceed. It’s frustrating to deal with people who have no grasp of the situation and are unwilling to take any constructive action. Do not waste your time with this kind of process if you’re looking for results.

Here are some of my tips for Recruiters looking for a new role currently 👇 Think about what YOU are bringing to the table? The onus isn't just on the client to provide you with all that you need, its a two way street. So, think about, how you can impress?🤔 Why should they hire you? (Sell your story, show your personality) What has made you successful? (What makes you stand out from the crowd.) Highlight your key wins and achievements? (Give clear examples to demonstrate your overall success) What are you most proud of in the last year? (Client wins, challenges you have turned around, building a desk from scratch, give examples of your tenacity and resilience)💪 Show your interest? Communicate your thoughts, be positive, ask questions. (Show you to want to learn, to do better, or to make the most of being collaborative in an office environment on the days required.) Recruitment is extremely rewarding for those that want to be a success and aren't in it to be average. You need drive and determination and to be able to ride the challenges in a good and difficult market. In my 25 years + in recruitment there have definitely been more ups than downs and I've weathered many different times; Recessions, Brexit, Covid and more recently the tough markets we are experiencing. As long as you have the right attitude, determination and resilience you can do anything!😊 Remember to bring yourself to the table and showcase how good you really are! 🙌👏 Good luck!

In the journey of building a robust team, what makes a resume stand out from the pile for me? 🏆 As an entrepreneur, hiring the right talent is crucial for business growth. Here’s what I focus on when reviewing resumes: 🔹 Stability: Long-term roles show loyalty and reliability. Candidates with steady employment and promotions stand out. 🏅 🔹 Growth: Evidence of professional development is key. I value candidates who have taken on more responsibilities and climbed the ranks. 📈 🔹 Cross-Functional Abilities: Versatility is a huge plus. Experience in multiple roles or departments brings valuable perspectives. 🔄 🔹 Flexibility: Adaptability is essential in a dynamic environment. I look for those who thrive in varied roles and projects. 🧘 🔹 Impactful Projects: Highlight successful projects with tangible results. Showcasing achievements, like “led a campaign that boosted sales by 25%,” makes a strong impression. 🏆 By focusing on these qualities, I aim to build a team that is dynamic, versatile, and ready to tackle any challenge. 🚀 What do you look for when hiring? Share your thoughts below! 👇 #jobsearch #TalentAcquisition #CareerGrowth

Some stats from a role I posted on LinkedIn: 417 applicants. 101 candidates with a relevant job title. 5 people with relevant industry experience. 4 I rejected due to location or level of experience. 1 person added to my project. This is how most of my job ad's look. A few takeaways here: 1) Job Seekers - quick applying to hundreds of roles without reading the job description is not effective. Job hunting is exhausting and emotionally draining, but make it easier on yourself by not applying to 100s of irrelevant roles to only face rejection. Better to apply to 10 relevant roles and follow up with a personalized message. 2) Hiring managers - 9 out of 10 times putting out an ad is not enough. Particularly if you're looking for a niche background. Whether you use external recruiters or internal talent (OR both!!) make sure they're headhunting active and passive talent. P.S, if you're only InMailing candidates, you're likely missing out on 60-70% of your talent pool. It's not easy out there and this is not a post trying to bash anyone. We have to adapt to the ever evolving market. Any other tips?

To many of my friends in tech and manufacturing that are struggling to find work right now, here is a awful phenomenon taking place in the job-ad industry. Ghost Jobs. Know two things, Madesimply.com will never advertise positions that don't exist. Secondly, stay vigilant and don't let it demoralize you given how much this false advertising does to worsen the odds of getting a callback or interview. My best advice is to network as much as you can, even with industry-adjacent leaders to your primary career goals. Also, it seems ghost jobs are mostly a recruiting/head-hunting tactic. Company websites seem less likely to use it, so always check with the company's formal website. https://lnkd.in/g4xpNAV2

I am reading a book about recruiting. Even though I have been doing this for 30 years, I still search for new ideas, better processes and how to be the best! That said, this author stated that per LinkedIn surveys 90% of the entire workforce is open to hearing about new opportunities. I believe what stops a lot of them is the sheer volume of noise that is out there surrounding new opportunities! How do we cut through that? Can we cut through that? I believe utilizing the services of a recruiter can and does. What do you think? Would love feedback. And, to add to the volume - take a look at this opportunity! Let's talk!

🌟 Every business would agree👇 The undeniable truth is that the individuals behind your business are ultimately what determine its success or failure. Therefore, as a business, why not prioritise investing in those who interact with people on a daily basis? Every day, I engage with a diverse pool of candidates, each with unique experiences and personalities. In today's competitive market, the question shouldn't be why work with a recruiter, but rather, why not? Recently, I had the pleasure of assisting a client in swiftly filling two full-time positions within just four weeks, saving them considerable time and resources. If you're facing challenges in finding the right people for your business, I'm here to help. Let’s explore how I can make a positive contribution in your search for the right individuals. Let's find the perfect fit for your team! 🚀

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