Next Scenery Advisory的动态

?? Feeling frustrated about not getting hired? It might actually be a good sign. ?? The reason you're not getting hired is because you're too good. ?? Your exceptional skills are viewed as a threat by some employers who fear being outshined. ?? They also don't want to pay you what you're worth. ?? But trust me, you wouldn't want to work for them anyway. ? The great news is, there are managers out there who value talent and believe in hiring the best for mutual success. ? Your time to shine is just around the corner! #technology #humanresources #management #politics

I get it—hiring can be so exhausting! It feels like a never-ending cycle. You find a candidate, and the manager isn’t impressed ?? When the manager is happy with a candidate, they’re out of budget ?? When they fit the budget, they don’t show up on the joining day?? It’s like hitting a wall at every turn! ???? #RecruitmentReality #HiringHeadaches #RecruiterStruggles #HiringHustle #CandidateConundrums #ManagerMadness #BudgetBlues #HRHeadaches #TalentTroubles #JoiningDayDrama #WorkforceWoes

The most time-consuming part of this process happens BEFORE you go to market. It’s also the most important part. And it can take months to get right. I call it getting Upfront Thinking. You’ll need answers to so many questions before you go out into the market. Who exactly are you looking for? What skills and experience are non-negotiable? What kind of company culture do you have, and how will the new hire fit into it? This phase is crucial because it sets the foundation for everything that follows. Without clear answers, you risk miscommunication, unsuitable hires, and a prolonged, expensive hiring journey. By investing yours and my time in Upfront Thinking, we ensure a more efficient, engaging, and focused experience. #HiringProcess #TalentAcquisition #RecruitmentTips

??♂? When you start hiring for your own People team, don't feel badly if it's harder than you anticipated. Stop sprinting, take a beat. ?? Hiring is hard, and you don't always notice it until you're doing it for your own team. It's time to pause and reflect. ?? Things I hear from People Leaders often: "I can't believe filling this is so hard." "I thought it would have been easier" "We've already been working on it for 3 months." "We've met 12 candidates and nobody is good enough." "I'm not sure what we're doing wrong in the process." "People are turning down our offers." "We're losing people to our competition." "I am embarrassed we aren't doing this well." "I can't believe I have to ask you for help." Let the shame go! Give yourself some grace. We can partner together, and then you can say things like your competitors say to me: ?? "I should have called you sooner!" "Thank you for shepherding us through." "Your process was seamless and easy to follow." "Candidates commented on how efficient and positive this experience was." "I'm glad I let myself receive your help." "Thank you for gently pointing out so many areas we can improve in going forward." "You taught us how to hire better. I'm so grateful for that." ? What are you waiting for? I'm ready to hear from you and let's get your People team staffed sooner than later! #LearnWithLauraHR #People #HRCommunity #Hiring #TalentAcquisition

I came across this suggestion recently and thought it was an interesting approach. What do you think? Question for hiring managers: “Have you hired recently?” If yes: “Awesome. I’m curious—what stood out about the last person you hired? What made them the right fit?” If no: “Ok, my goal in asking was to understand what qualities stood out in your last hire. Since it’s been a while, I’d love to hear what you’re hoping this new hire will bring to the team.” The idea is that these questions help uncover what the manager truly values, making it easier to align yourself with those expectations. Do you think this is effective? Would you tweak it? #HiringTips #CareerGrowth #JobSearchStrategies #InterviewPrep #RecruiterTips #JobHunting

Ever noticed how system failures at work often come down to who was hired? It’s not always about the tools or processes—it’s about having the right people in the right roles. But here’s the tricky part: sometimes, hiring decisions are based on cost, choosing someone “cheap” over someone fully trained for the job. Sure, it might save a few bucks upfront, but what happens next? Things take longer, mistakes pile up, and the team feels the strain. In the end, you often spend more fixing the problems. It’s not about blaming anyone; we’ve all seen how tough hiring decisions can be. But it’s a good reminder that investing in skilled, well-trained people is worth it every single time. What do you think? Have you seen this play out before? I’d love to hear your thoughts! ?? #WorkplaceThoughts #HiringMatters #TeamSuccess #LessonsFromExperience

Is “Good Enough”, Enough? ?? I often see this common problem... a company is growing rapidly, needs to fill a position and they settle. But if we hire average people, should we expect anything but average results?" In a world that celebrates growth, speed, and scale, are we letting the pressure to hire quickly overshadow our commitment to quality? Hiring at scale shouldn’t mean lowering standards. Instead, each new hire should raise the bar, challenge norms, and elevate the team’s potential. Let’s ask ourselves: Is “good enough” really enough, or is it holding us back? As a company, what processes are you putting in place to raise the bar? If you knew there was a solution out there to improve - would you take it? What do you think—is it okay to settle for average hires during hypergrowth? Watch this space - coming soon!! #HiringStandards #RaiseTheBar #ScaleThoughtfully

Sometimes the best hires don’t check every box on the job description – and that’s okay! ?? By focusing on potential over perfection, you open the door to ambitious, creative individuals ready to grow and bring fresh perspectives to your team. ?? When you hire for potential, you’re not just filling a role; you’re investing in the future of your workforce. How do you spot potential in candidates? Share your thoughts below! #ProactiveRecruitment #HireForPotential #Innovation #GrowthMindset #TeamBuilding #DiverseWorkforce

Are you waiting until after the holidays to start hiring? Here's why you should act NOW Hit the Ground Running: Get a head start on Q1 deadlines and start the new year strong with a full team in place. Beat the January Rush: The job market gets flooded after the holidays. Secure top talent before the competition does! Boost Morale: Hire before year-end and show your team you're committed to growth and success in 2025. Don't wait! Hiring now means a stronger start to the new year. ?? #HiringNow #TeamGrowth #TalentAcquisition #NewYearNewGoals #Recruitment

Hey colleagues, Have you ever stopped to think about the two sides of our hiring process? When we ask a candidate to join us immediately, we're showing them the confidence we have in their skills and the value they can bring to our organization. But when they decide to leave their current role, we often expect them to serve a notice period, as if we don't value their time as much. It's time to reflect on our priorities and ensure that our expectations are fair and consistent. Let's strive to create a culture where talent is valued equally, regardless of whether they're joining or leaving us. What are your thoughts on this? Share your perspectives and let's start a conversation! #Hiring #Retention #TalentManagement #WorkLifeBalance