Midtown Search Group, LLC的动态

A Game-changer question to ask during hiring When we hire new talent, we often focus on their skills, experience, and how they’ll fit into our team. But there's one crucial question we rarely ask: "What could be the reason that might make you leave?" This question isn't just about understanding potential red flags. It's about getting to know the candidate's values, career goals, and what they truly seek in the workplace. It provides insight into their long-term commitment and helps us create an environment where they can thrive. By understanding what might drive someone to leave, we can work towards preventing it, fostering loyalty, and ensuring a more stable and engaged workforce. Next time you're in an interview, consider asking this question. The answer might just be the key to building a stronger team. #Hiring #Leadership #TalentManagement #EmployeeEngagement #Recruitment Next time you consider extending your team, remember: the lessons from a relationship expert might just save your company from costly hiring mistakes. ?? Subscribe to my newsletter. Join the growing community of happy people. Download a free book "#1?MISTAKE SINGLES MAKE THAT KEEPS THEM SINGLE!" https://lnkd.in/exg3w2Mf

What is a "personality hire"? Usually it is a The Predictive Index delivered by Predictive Success Corporation, high B, low E employee who will tend to read the room?more intuitively. They can add energy to groups. Others wear the personality-hire label proudly. They say keeping their energy up takes effort and makes people around them better.? Danielle Norris?calls herself a “personality hire meets hard work” on LinkedIn. She tells me emotional intelligence is among the top qualities she brings to her role as a marketing manager at the Jonus Group, a recruiting firm for insurance and finance companies. #personality #Hiring #engagement

A Game-changer question to ask during hiring When we hire new talent, we often focus on their skills, experience, and how they’ll fit into our team. But there's one crucial question we rarely ask: "What could be the reason that might make you leave?" This question isn't just about understanding potential red flags. It's about getting to know the candidate's values, career goals, and what they truly seek in the workplace. It provides insight into their long-term commitment and helps us create an environment where they can thrive. By understanding what might drive someone to leave, we can work towards preventing it, fostering loyalty, and ensuring a more stable and engaged workforce. Next time you're in an interview, consider asking this question. The answer might just be the key to building a stronger team. Would you ever consult with a relationship expert for the lessons that might just save your company from costly hiring mistakes? ?? Subscribe to my newsletter. Join the growing community of happy people. Download a free book "#1?MISTAKE SINGLES MAKE THAT KEEPS THEM SINGLE!" https://lnkd.in/exg3w2Mf #Hiring #Leadership #TalentManagement #EmployeeEngagement #Recruitment

??It's a no-brainer that positive employees and team players generally get the best references. However, disruptive workers, even if they are productive, can receive lackluster references. Ways to mend the perception of your personality include: ? Support new initiatives, projects, and teammates. ? Avoid criticism of co-workers or bosses. ? Stay clear of gossip and office politics. ??For help with your job search or hiring for your business, call our team on +971(0)4 433 4579 #flowtalent #careers #recruitment #jobseekertips

How one hire can transform (or derail) your company overnight... You wouldn’t believe how much impact a single recruiter can have—because all it takes is one incredible hire to turn your organization into a talent destination. But here’s the kicker: one bad hire can do the exact opposite. I’ve seen it firsthand. A rockstar hire not only brings their own skills and expertise but also elevates the entire team. They challenge norms, inspire others, and make your company the kind of place where top talent wants to be. That one person becomes a magnet, and suddenly, great people are lining up to work with you. But here’s the other side of the coin: a bad hire can drain morale, disrupt team dynamics, and create ripple effects of disengagement. No recruiter wants to admit it, but we’ve all seen how one misstep in hiring can cost far more than just time or money—it can undermine your culture. Here’s my bold take: The difference between a thriving workplace and one struggling to stay afloat often comes down to the quality of its hires. Great recruiting isn’t just about filling a role—it’s about shaping the future of your company. So if your hiring process feels like a gamble, it’s time to rethink the way you’re doing it. Your next hire isn’t just another employee—it’s your company’s next big step forward. What do you think? Have you seen the impact one great (or bad) hire can have on an organization? #ShowerThoughts #RecruitmentLife #LeadershipMatters #TalentTalk #HiringStrategies

Let’s Talk About “Ghosting” in the Workplace We get it – life happens, and sometimes things don’t go as planned. But at Priority Staffing Group, we believe in the power of communication! Lately, we’ve noticed an increase in “ghosting” – when employees apply for a job & don't show up for an interview, don’t show up for job they are hired for, or work just one day and then don’t return without any notice. Did you know? No-call, no-shows not only impact the business but also affect team morale and the coworkers and employers counting on you! If you’re facing challenges or need to talk about a job situation, please reach out to us. We’re here to help with any concerns and to find the right fit for everyone. Let’s build a workplace relationship, where communication is key and everyone wins! #PriorityStaffingGroup #SouthernIllinois #CommunicationIsKey #WorkplaceCommunity #NoGhosting

?? New Trend Alert: Soft Ghosting in the Workplace ?? So, here’s a new one for the work lexicon: Soft Ghosting. I hadn’t even heard this phrase until one of my known contacts casually mentioned it, describing a recent hire whose last email to their manager was a… ?? leave request. ??♂?? For those not updated with the ghosting lingo (like I was!), “soft ghosting” is a gradual, subtle way of ending a relationship without completely cutting off contact. Unlike the hard “I quit” exit, it’s a slower fade, often by someone who feels guilty about ending things too abruptly. Essentially, they’re around… but just barely. In the professional world, it’s an employee who stays on the books but never seems present. Curious? Google “soft ghosting” to learn more—and to find out if you might have seen the signs! ?? Technically, it’s easy to vanish, since a brief gap or a couple of frequent switches on a resume these days doesn’t raise many flags (why I’m saying this is based on the profile of this soft ghoster.) Such behavior can leave a real impact on a team and the organization. Morale dips, resources are wasted, and managers are left guessing. It’s a distraction from focusing on those who are truly engaged and ready to contribute. ?? Hiring managers, here’s a takeaway: In this age of rapid switching and “soft exits,” don’t shy away from digging into gaps and patterns in a candidate’s work history. Sometimes, there’s more to a frequent switch and gap than meets the eye! ?? ?? #SoftGhosting #HiringInsights #RecruitmentTips #Marketing #Agency #digitalmarketing #creativeagency #HR #recruitment

Are you/were you a personality hire? I'm definitely in this category ??♀? Callum Borchers recently wrote an article about this in the The Wall Street Journal and here's my take. Do I like to have fun? Yes. Do I like to be the best person at my job? Yes. Do I think my personality was a key driver in helping me build a pretty kick a** executive network and community program? Yes. Can you be a "personality hire" and be the best person for the role? Also yes. Being a "personality hire" doesn't mean you're lazy, not qualified or capable. If anything, personality traits can complement your skills and contribute to career growth. Why? People with "bubbly" or "outgoing" personalities are great at the following: -Building Relationships -Creating a Positive Work Environment -Driving Engagement and Participation -Networking - Leadership and Influence They also tend to lead the pack when it comes to: -Communication -Conflict Resolution -Innovation and Creativity -Adaptability Of course, like the article references do I think that somebody who has a great personality but no coding skills is going to be great as an engineer, solely because they can talk to customers? No. But, in a role where you're qualified on the skills front, should you leverage your personality as a strength and embrace being a "Personality Hire"? I sure think so ??

"Send me your CV on Monday and I’ll connect you with the right person…” There are two kinds of workplaces… Which one is yours? Workplace #1: You’ve got a powerful Percy pulling the strings — you know who I mean — that one person who if you know, and are friends with, you’re waaaaaaay more likely to get promoted. He’s the one that may casually say on Friday evening post-work drinks, “Ahh, MOSAIC, there’s a great job coming up in my department, send me your CV on Monday and I’ll connect you with the right person…” Workplace #2: If you want to be director, they already know it. This info is safely stored in their employee database and there is a clear career development plan with coaching to fulfill it. So, which one is YOUR workplace? If you found yourself nodding along to the first workplace, I have some good news — it can be transformed into workplace #2. I’ve already talked to you about the power of comprehensive org charts (in a previous post). But there is another key piece to the puzzle: offering coaching and clear career development for all employees. There are three ways to do this: 1) Implement structured career development plans: Create transparent paths for every individual that don’t rely on casual conversations. Every employee’s career goals and progress should be documented in a system that managers and HR teams can monitor and support. 2) Promote equity in coaching: Ensure that all team members, regardless of their current position or personal connections, have access to coaching. Not only does it ensure everyone can progress but it also shows you value ALL your employees. 3) Frequent development reviews: Hold regular meetings with team members to discuss their career progression, upcoming opportunities, and any additional training they might need. Oh, and if you do have a powerful Percy then be warned: he might fight some of these changes because he’ll fear losing his power. But bring him into the fold and make sure he knows the new systems so he can help you — not work against you. So, that brings my email sequence on toxic workplaces to an end. I’d love to know if it resonated and helped you? Comment below and share your thoughts. Stay brave, Melissa PS. Want more tips on making your workplace inclusive? Click the link above any get free tips straight to your inbox!