Stuart Semple’s Post

🔥 Attention HR Professionals and Recruiters! Tired of relentlessly recruiting? 🔥 Introducing “Champion Hires: The Art of Spectacular Recruitment” the guide to attracting and onboarding superstars! 🚀 In this guide, you’ll discover: * The Champion Magnet : Attract elusive superstars like a magnet ❤ * The Tsunami Challenge : Navigate the wave of job applications 🌟 * Selecting Stars From The Start : Dive into the psyche of champions. 🤖 * Crafting Irresistible Offers : Create offers that can’t be refused. 🐴 * Seamless Onboarding *: Day 1 to ‘never-end’ onboard with confidence 💼 Comment 👇“ME” below👇 if you want a secure a copy of the first edition! Activate to view larger image,

🔥 Attention HR Professionals and Recruiters! Tired of relentlessly recruiting? 🔥 Introducing “Champion Hires: The Art of Spectacular Recruitment” the guide to attracting and onboarding superstars! 🚀 In this guide, you’ll discover: * The Champion Magnet : Attract elusive superstars like a magnet ❤ * The Tsunami Challenge : Navigate the wave of job applications 🌟 * Selecting Stars From The Start : Dive into the psyche of champions. 🤖 * Crafting Irresistible Offers : Create offers that can’t be refused. 🐴 * Seamless Onboarding *: Day 1 to ‘never-end’ onboard with confidence 💼 Comment 👇“ME” below👇  if you want a secure a copy of the first edition!

Hello! One of the things I’d like to do more of is starting posting know how bits and pieces that people would find useful - it can’t always just be pictures of Daisy and Hamish! I recently posted a kick off document you can use when hiring for a new role, but what else would people like to know more about? It could be anything from aspects of sourcing, interviewing and hiring through to culture building and onboarding - or anything in between or around the edges. Tell me what you’d like to know more about, and I’ll share what I can.

These are the kind of results you like to see from a new hire.

Making a bad hire can be a costly mistake—not just financially but also in terms of team morale and productivity. My colleague Michelle Holahan's article outlines five actionable steps to help you avoid these common pitfalls, from writing better job descriptions to conducting more meaningful interviews. I’ve seen firsthand how refining the hiring process can dramatically improve team performance and culture. One tip that stood out is the value of a paid skills assessment—an investment that can save countless headaches down the road. What’s your most effective strategy for identifying the right talent? #talent #hiring #process

A bad hire can be a nightmare all around - and can feel like a personal defeat for a hiring manager. What you do way before even starting the hiring process can make a difference. Take a look at your last bad hire- how could you have altered the course before making the offer? Here are some key steps you can take next time: https://lnkd.in/eMJQTHn9

Forget grades…this is what you should base your hires on instead ⬇️ When it comes to recruitment, finding the perfect fit for your business is great! On the flip side, a bad hire wastes time, money and effort, and impacts team morale. But are you still too dazzled by degrees and qualifications when hiring? Shifting your focus to personality traits could be a game-changer. Explore this set of qualities which could help you choose a diamond candidate…💎

Avoiding a bad hire starts way before you begin the interview process. 👉 Is the job scoped correctly? 👉 Do you have the right interview team in place? 👉 Is there a tight interview process in place? 👉 Have you outlined success criteria? 👉 Is the comp structure aligned with the market for talent you need?

Securing a partner hire is usually a lengthy process, but it doesn’t have to be—and timing is everything. By maintaining momentum, ensuring consistent communication, and showing genuine interest, you can greatly influence the candidate's decision-making process. A recent example: The entire process took just four weeks, with five meetings and an offer made on the same day as the final meeting. The result? A swift, successful hire, leaving all parties feeling loved and vey pleased indeed. 

Too often, we look at the hiring process as distinct from the downstream work of onboarding, resourcing, and, especially, accountability.  This oversight impacts not only the types of questions we ask when interviewing, but the conditions we set for everything that follows.  By moving too quickly, we miss the opportunity to deeply impact the CLARITY the new colleague has regarding the REAL environment they will be entering, the REAL expectations that will be levied upon them in their position, which of their REAL weaknesses will likely plague them most in that position, the resources that will ACTUALLY be made available to meet those expectations, and how they can expect to be ACTUALLY supported and held accountable. All of that stuff is usually saved till after an offer is signed, if it ever comes up at all. Hiring slowly doesn't mean it has to take a long time. But it better be deliberate and it better be more than asking questions and making an offer.