星巴克的动态

Attention #jobseekers #hotjob ALERT? Are you #opentowork? Were you part of a recent #layoff, part of a #reductioninworkforce, #laidoff? Check out this new #jobposting with Lumen Technologies! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: ? Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. ? LinkedIn profile preparation/optimization. ? Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. ? Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 90 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!” Benefits of hiring a Professional Resume Writer https://lnkd.in/gWpHBdBR ? #careercoach #resumewriter #ono #nowhiring #gethired

Big congrats to Michelle Martinez and Room. on their new launch!? Follow and learn more below

Beginning of May can be a challenge with public holidays at different times across Europe and UK and people using the time to get away. Keeping hiring processes on track can be difficult with clear deadlines and touch points with key stakeholders. The phrase "herding cats" can be heard often at these times. #hiring #executivesearch #projectpipelines

Why Partner with Creative Natives? This video below had almost 10k views within 24 hours of posting. Outside of being able to find you the best talent in the market, we get to showcase your business to a huge audience. If you are looking to raise your profile in the market, why not get in touch? PS -If you work in Account Service and are interested in the 4-day work week- give Steph a shout. #creativenatives

How many people will work for us in July’24? “I don’t know!” Companies often cannot answer seemingly easy questions. ??????? “We need a Senior not a Mid-level” → longer time to hire “The final VP Marketing candidate declined” → push start date to later in the year “2 people in my team just decided to quit” → find replacement “We have hired a Staff Engineer” → update hiring plan Workforce is the most dynamic cost for almost all companies. Consolidating these infos in static systems is prone to fail! ????????????????: Ask for context … and get the right tool! ?? Source of the picture: Cartha

Cultivating awareness, understanding, and effective management strategies is essential for fostering a fair and inclusive work environment. It's no surprise leaders and employees face challenges in recognizing and addressing bias ?? Our ‘Recognizing Biases’ module step into the shoes of a tech company producer, hiring for a programmer role. Through interviewing three candidates, they navigate biases, honing skills to identify and mitigate workplace biases for fair and effective decision-making. ?? Watch our video below or find out more about the module here: https://bit.ly/4b7wXmW

??6 MONTH NOTICE PERIOD - POLL RESULTS!?? So after completing a snap poll on Friday its turns out a massive 69% of people would be put off by a 6 month notice period - to the point they wouldnt accept the role!??? When digging into the results a little further, the people who wouldnt mind a 6 month notice period were a very mixed bag in terms of proffessions (quite a few fellow recruiters actually), where as the 69% predominantly were from a Development background. The one thing I have learnt about Software Developers over the years is regardless of Age/Salary/Position, they have an insatiable interest in learning and developing themselves - more than most other professions. One of the key ways of doing that is by joining different organisations and working on different types of challenges. Its incredibly difficult for any one organisation to keep things fresh/new/exciting for 10/20+ years, even if developing a culture of continuous improvement! To conclude - to inhibit someones growth when they feel their time is done, is not healthy for anyone (including the employer). Not only can it bring the Mood/Mental health down of the employee, I think it can have wider effects on the team as well (productivity/morale/culture). The other main challenge here is, I can not think of 1 single employer who would wait 6 months for someone to join them! This would mean having to give notice at least 3 months in advance to ultimately be in limbo/under pressure to get a new role, which I dont think would be comfortable for any job seeker. Like someone said in the comments, you can do the old fashioned thing of just leaving - but why should you be made to feel to be put in that position and jepordise your reference? I personally hope this is a flash in the pan tactic which fizzles out quickly. #NoticePeriods #Recruitment #Employment

Have you thought about trying a 4-day work week in your newsroom? That was the No. 1 recommendation from journalists RJI surveyed in its recent Solutions to Burnout research. https://lnkd.in/gZ6NKFsc And RJI wants to help make it easy to give it a try. We're planning a summer workshop (no dates yet) to figure out how this can work for journalism. Join us! Sometimes, the 4-day idea comes up but meets a quick "It's-nice-but-it-will-never-work-in-a-newsroom" dismissal. But before you say it can never work in a newsroom, where the news never stops, you might want to talk to folks who have made a 4-day schedule work in hospitals, police departments, tech startups and busy factories. If you're interested in learning more or ready to get started, you can email me at [email protected]. Reynolds Journalism Institute 4 Day Week - Global SmithGeiger Group

Here are some trends I'm seeing in the Chief of Staff marketplace: ? 100% remote roles are far and few in between (~ <5% of open roles) ? Competition?for them is fiercer than ever (1000+ applicants in 48 hrs) ? Employers want their CoS hybrid or fully onsite (in person 3-5x/week) ? Employers want people with CoS experience already (1-2 years) And if someone hasn't held the CoS title, it needs to be very obvious that they can do the job. This means they aren't taking chances on people with experience that isn't hand-in-glove. ???? ????????????: ? If you have CoS-like experience but without the official title, revise your resume to position yourself as a "Chief of Staff by proxy" so that it's more obvious you've done similar work. ? Spend more time networking and getting intros to founders/executives who could be hiring. If someone can speak to your work and vouch for you, then there is a higher likelihood you would be considered for a CoS role (this is where you should spend most of your time) ? Be patient and play the long game. Position yourself for a CoS?role?down the line by doing pro bono work as a volunteer or fractional CoS now #chiefofstaff #recruiting

**Texting someone they are being laid off. **Emailing someone they are being laid off after the employee had a recent stellar performance review. ** Offering a candidate a job that they did not apply for or interview for but received a formal offer for because "the original job was filled" ** Not calling the candidate for the verified interview. **Interviewing once, twice, and at the final round, communication stops. **Not updating candidates, at all. ** Providing a formal offer, offer accepted, offer pulled with no explanation. ** We now want you to come into the office because this job cannot be done remotely. (Hmmm odd how it was being done remotely since COVID) It has been said that people do not leave bad jobs, they leave bad managers. I think we are going to be seeing a lot of companies that think the great resignation was a fluke find that people also leave jobs because of bad company practices and overall employee treatment. Time will tell but I am angry after hearing this stuff happening way too often. Keep in mind that I work with people with disabilities, veterans, and the veteran community. It does not have to be this way. I must add that PVA and my team are amazing and I really wish more people had such supportive companies, managers, and colleagues!