Dylan Hey的动态

Does success come from hiring only A-players? Offering unlimited PTO? Providing free snacks and gym memberships? No. Success is not about perks, policies, or even people. A culture of success is about clear values that everyone can take pride in. It's about a shared vision and goals that everyone works towards. It's about being transparent, empathetic, and respectful. It's about celebrating wins and learning from losses. It's about doing the right thing, even when no one is watching. Culture is not built overnight, but it starts with the leadership setting the tone. Get your team excited by: - Sharing a clear vision - Empowering them to make decisions - Giving them autonomy - Celebrating their successes - Creating a safe space to learn from failures - Making them feel valued and heard Culture is not a perk. It's everything. And when it's done right, success will naturally follow. Build your culture of SUCCESS with INTENTION!

How I’d hire Gen Z in 2025 (The 6 fundamentals) Your 2024 Gen Z attraction strategy probably won’t cut it in 2025. You have to take a step back and focus on the fundamentals Then build your strategy from there. Here are the first 3 fundamentals you need to focus on to attract them this year: 1. Job security and financial stability Gen Z is flocking to roles that provide financial stability. After the large tech layoffs two years ago, many are prioritising sectors like public service for the long term. Instead of surface-level perks, focus your job ads on core benefits: - Permanent contracts - Pension contributions - Dependable pay reviews These will reassure Gen Z that your organisation offers the stability they crave. 2. Opportunities to develop We’re shifting into a skill-based economy, and Gen Z knows it. They’re prioritising jobs that offer upskilling, training, and clear development pathways. Your job ads should showcase: - Funded qualifications - Mentorship programmes - Leadership development - Tech training opportunities If you can prove you invest in their growth, they’ll be keen to invest their careers in you. 3. In-person work with lots of flexibility Gen Z values face-to-face collaboration but also demands work-life balance. Highlight hybrid work options like: - Splitting time between home and office - Flexible hours (staggered starts, condensed weeks) Pair this with a collaborative culture that encourages creativity, networking, and team connection. Get these 3 fundamentals right, and you’ll start seeing better results in your Gen Z hiring strategy. What else do you think will matter for attracting Gen Z in 2025? Drop your thoughts below!

Expectation vs Reality... at workplaces.. what is your thoughts

My Millennial new hire ghosted me on Day 62 And I don't blame her Years ago, I was building a new team As a team of two, we had little to nothing documented Onboarding was an afterthought Maxed out on bandwidth, we were desperate for the help Day 1, she was excited and pumping with ideas Day 30, she was totally disengaged and overwhelmed By Day 90, I was reviewing resumes again ?? Sound familiar? Not only was it exhausting, it was expensive... - My 50 hours turned into 60 hours a week - My team of two was once again stretched thin - Recruitment was going back to square one As a GenX leader, I assumed everyone learned the same by just diving in My assumptions created a chaotic environment So, I don't blame her for bolting I failed to see the value with investing in my team from the start It wasn't how I learned so I assumed the same for her I was so wrong It was a hard lesson to learn, but much easier to correct I was determined to make my next hire stick So, I designed a plan to create a thoughtful onboarding experience Here's what I did: 1?? Created a Mentor Program - Paired new hires w/ experienced team members 2?? Established Clear Goals - Setting milestones for 30, 60, & 90 days 3?? Hands-on Approach - Changed onboarding to interactive sessions It was a total game-changer By Day 90, Kim was fully immersed, connected, and doing amazing ?We stopped the revolving door of new talent ?I saved my top performer by eliminating new hire fire drills ?I got back on the good foot with my recruitment team Onboarding mistakenly was once an afterthought And I paid the price Until I made it the most important step Learn from my mistake and onboard your team the right way If you want your new hires to stay past Day 90 Set them up for success w/ an experience-focused onboarding success plan New hires don't stay by accident They stay when their time is valued, and when you make their first days unforgettable

Did you know disengaged employees cost companies a jaw-dropping $550 billion annually? ?? That's like watching piles of cash just vanish into thin air! ?? Here’s the thing: happy, engaged employees = higher productivity + better results. So, how do you make it happen? At Talentid.app, we believe it starts with hiring the right people—those who align with your values and are excited to contribute. Let’s help you build a team that’s motivated, engaged, and ready to soar! ?? Jai Nayak Talent ID

LinkedIn Family....we made it to the new year...Happy New Year Everyone! ?? As we step into 2025, it's the perfect time to reflect on our goals and how we can achieve them more efficiently. Let's make this year, one of growth, productivity, and success. In today's fast-paced world, administrative tasks, projects etc, can quickly pile up, leaving little room for strategic thinking or business growth. This constant juggling can lead to burnout and hinder your progress. That's where I come in. As a Virtual Assistant, I specialize in handling those repetitive and time-consuming tasks that clutter your day. From managing your inbox and scheduling meetings to handling routine customer service and social media management, I take care of the details so you can focus on what truly matters—scaling your business. By delegating these tasks to a VA, you're not just offloading work; you're investing in productivity. This strategic delegation allows you to concentrate on high-impact activities that drive growth and innovation. Imagine having the flexibility to work smarter, not harder, reclaiming your time to focus on strategic initiatives. The benefits of partnering with a VA are numerous, and they include: Increased Efficiency: With routine tasks managed, your workflow becomes more streamlined. Cost-Effective Support: Hiring a VA reduces overhead costs associated with full-time employees. Scalability: Easily adjust the level of support as your business needs evolve. Focus on Growth: Free up your time to concentrate on strategic planning and business development. Embracing the support of a VA can transition you from 'busy mode'—where you're bogged down by daily tasks—to 'growth mode,' where your energy is dedicated to achieving your business goals. So, as we embark on this new year, consider the tasks that drain your time and energy. What's one task you'd love to delegate today? Let's work together to make 2025 your most productive and prosperous year yet. Wishing you a year filled with success and growth!

This phenomenon underscores the importance of transparency and accurate representation in hiring processes. Employers need to keep it simple and not disconnect between advertised job descriptions and reality, which may become overwhelming to their joiners. 1.? ?Align published Job Descriptions (JDs) with actual job responsibilities(State clearly in the engagement letter and revise should there be a reassignment). 2.? ?Ensure clarity on expectations, roles, and responsibilities. 3.? ?Foster open communication channels for feedback and concerns. 4.? ?Deliver on promises made during recruitment. 5.? ?Invest in employee experience and well-being(can not be overemphasised). 6.? ?Regularly review and update JDs to reflect changing job requirements. 7.? ?Prioritise trust-building and maintain a positive work environment. These suggestions are not so difficult to follow through, but as they say, the human mind is fast to direct others, just slow to direct one's self. That Video cracked me up too. Have a great week ahead.

Quiet-quitters. Talent retention is a big topic of discussion in the Now of Work. The Great Resignation from a global perspective and the Japa syndrome witnessed within the local context continues to impact the texture of the workforce. The new worker, globalisation, virtualisation, new behaviours shaped by social media and the web, and the increasing leveraging opportunities technology offers are all shaping the new workplace. But employees don’t just hop and go. For every reaction, an action or actions need to be considered. One of the ways we immediately create disillusionment out of new hires is the misalignment between the advertised Job Descriptions and real ones. One immediate reaction from employees is to quietly quit, putting in the barest minimum while planning their exit. The ultimate outcome is almost pre-determined. Trust is lost. Employee experience starts from candidate experience through on-boarding and extends to the entire employee life-cycle. Let’s match the published JDs with the real JDs to avoid bitter employee experiences. Quiet-quitting, quiet-firing: 2 sides of the same coin. Thank God it’s Monday! Cheers to another ah-mazing week ?? YF Talent Partners

A healthy work culture leads to employees who are happy, engaged, and given opportunities for growth. Here are a few tips for finding a job that will let you thrive: https://lnkd.in/gPWCyfZt #tech #jobs #hiring

As business owners and employers, you're not just offering jobs; you're building environments where people can thrive and providing revenue streams that people can use to provide for themselves and their families. So here's the truth: potential employees consider far more than just the paycheck. They’re also asking: - Will I grow here? - Does this culture align with my values? - Do the benefits cater to my current personal and financial situation? When you're looking to build the right team, it's vital to consider all of these aspects of your prospects' thinking as you craft your offer. Companies that get the balance right–offering meaningful, relevant benefits and fostering a culture where employees feel valued– experience the most success in finding employees that contribute to their overall growth as a company. How are you creating a compelling employment option to attract the right hires?