URBN (Urban Outfitters, Anthropologie Group, Free People & Nuuly)的动态

Incharge Planning

Hiring an operations executive who can involve several steps depending on the specific needs of our organization.

Here are some highlights from my #WellnessWednesay posts over the last year; a Payara Services Ltd perk where we are paid and requested to have a 2-hour lunch break! Madness, I know, but who am I to complain? If nothing else, let this be a reminder to take a break. Also, we're hiring, so check out our vacancies; see the link on my profile.

It's exactly two weeks (!) until this fabulous vacancy closes on 18 February and we would *love* to see you apply if you think you have what we're looking for! If you'd like to learn more about the position before applying, join our information call on 14 February: https://lnkd.in/dJ9RWAnN #humanresources #peoplefirst #peopleandculture #hr #hrcareers #nonprofit #racialjustice #socialjustice #climatejustice

Opportunity

There’s 0 point in reposting job opportunities that have disparaging hiring processes. It’s the equivalent of me recommending a great restaurant in a shitty neighborhood. (And one could argue the neighborhood makes the restaurant not-so-great) Everyone has the “opportunity” to go sky diving over a beautiful landscape but if the parachute provided to you malfunctions then the “beautiful view” won’t matter. What is functional are respectable (not perfect) hiring experiences paired with aligned opportunities. The owness is typically on the applicant to “stand out” but standing out in dysfunction somehow adds to the dysfunction more than it corrects it. The dysfunction will then demand more from the people without ever demanding more from itself. It attempts to qualify people who are already qualified by getting them to create a spectacle (in shit)…which only proves they are overqualified. (p.s. Not to mention the person who “stands out” in the company is usually the one made redundant. So lets not promote a habit that gets punished later.) (p.p.s Don’t you just love my analogies)

Changing jobs is a big decision. One of the most important questions is whether you can clearly see how your career is going to grow over the next few years. And you want to be certain you are going to have some fun along the way. If you are thinking about a move, have a look at Myke's post below - for a role that's fuelled by growth, full of opportunity and plenty of fun.

Here are the 5 dumbest reasons not to hire someone. 1. They don't have a degree. Let's face it, many jobs do not truly require a degree to be successful, nor does the degree actually prepare them for the work. Besides, a degree isn't a good indicator of your contribution to an employer. 2. They were laid off I've heard multiple senior "leaders" suggest that laid-off people are damaged goods. Rolling my eyes. 3. They had a job gap IDK, maybe it's none of your business that they had a sick parent or decided to start a family? 4. They lack direct industry experience. Yeah, and give them the job, and now they will have now worked in that industry. This is the most overrated "criteria" I've encountered. 5. They don't have the exact background we're looking for. Guess what? Nobody does. Try hiring for potential just once, and let's see what happens. The hiring process is hard enough; let's not make it more difficult than it needs to be. What's on your list? Bryan Creely

Be honest... Have you ever said something along the lines of "I'm on my fifth cup of coffee. I was at the office until 1:00 am last night." and felt a weird sense of pride?? ?? We've swallowed this myth that the best way to work is to burn the candle at both ends. Burning yourself out when you don't have to shouldn't be something to take pride in! Learn to embrace delegation. ?? You don't NEED to hire staff to be able to delegate! Here's where to start: https://lnkd.in/gZG98nma