#11 Issue: TA's essential checkpoints for vacancy launch and 'money' questions to understand before taking any job.

Hi guys!?

Today, I'd like to talk about?the most essential part of filling any role—vacancy launch. I have countless cases where the search outcome might have been completely different if this stage was taken seriously, yet often, analyzing my TA-mentees' requests, I found they tend to skip this step and dive into an active search as soon as they read JD.?

Don't underrate the base??, as launching a vacancy is a crucial task for TA specialists.

It sets the foundation for attracting the right candidates and ultimately securing the best talent for the organization. A successful vacancy launch involves meticulous planning and attention to detail to ensure the job posting is appealing, informative and reaches the right audience.

Here are the essential checkpoints for TA specialists to consider:

1. Understanding the role requirements (we'll focus on this one mostly today).

Before launching a vacancy, it is imperative to have a comprehensive understanding of the role.?This involves conducting a job analysis to identify the key responsibilities, skills, and qualifications required for the position, collaborating with HMs to gain insights into the specific needs and expectations for the role, and ensuring that the JD is clear, concise, and accurately reflects the duties and requirements of the position.

To optimize TA-HM collaboration, our team created a Vacancy Brief template we use with every new vacancy we work with. It includes the whole aspect of the new opening — from basic information, role, and candidate profile description to organizational and helping moments during the future search.?

Sharing is caring — grab our template, and may the brief stage with HM be a piece of ?? for you.

2. Creating an Engaging Job Posting

An engaging job posting is essential to attract high-quality candidates.?

Key elements include: crafting a job title that is both descriptive and appealing, providing a brief overview of the company, its culture, and values to attract candidates who align with the organizational ethos.

3. Defining the ideal candidate profile

A well-defined candidate profile helps streamline the recruitment process (BTW, this step is also underrated, never knew why).

We must distinguish between essential and desirable skills and experiences, consider the company culture, and ensure the candidate’s values and working style align with it. We should also highlight the importance of soft skills, which are critical for the role.

4.? Selecting the right searching and promotion channels

Choosing the appropriate channels to search for engineers would probably be Linkedin, while for product designers — Dribble or Behance. The key to search and promote would be the Target Audience. You should know it and use it wisely.

5. The last puzzle in vacancy launch — preparing for candidate engagement

Engaging with candidates effectively is key to a positive recruitment experience. That's why we need to ensure prompt and clear communication with candidates throughout the recruitment process (from engagement outreach messages to further communication throughout the process).

Preparing interview questions and assessment criteria aligned with the job requirements goes without saying.

And providing constructive feedback to candidates who are not selected, maintaining a positive relationship for future opportunities.

Well, now you're ready to conquer the job market!

You match the company’s values, have met and liked your future manager, and are glad to accept the offer. What should you understand about the compensation before taking the job? (yes, sometimes it's all about the money).

Here are important “Money” questions to figure out ??

1. What's the total compensation package?

Don't just look at the base salary. Dive into bonuses, stock options, commissions (capped or uncapped), and any other financial incentives to get the full picture.

2. How frequently are raises given?

Understand the frequency and basis for salary reviews. Is it performance-based? Is it annual? I'd always try to know this upfront to project my future earning potential.

3.What's the policy on bonuses?

Does the company offer annual or performance-based bonuses? Find out the criteria to qualify and when those get paid out.

4. Are there any stock options or equity incentives?

For those considering roles in startups or emerging companies, stock options or equity can be a game-changer. Understand the vesting period, potential $ value, and terms.

5. What does the benefits package look like?

Beyond salary, health insurance, dental, vision, retirement contributions, and other perks can significantly impact your financial well-being.

6. Is there a relocation or housing allowance?

More companies are returning to the office. Find out if there's support if you need to move, which can include shipping costs, housing allowances, or even trips for house-hunting.

7. Any educational or professional development benefits?

Continuous learning can boost your career. Does the company invest in your growth through courses, workshops, or tuition reimbursements?

8. How long is the company's cash runway?

Important for startups, understanding the company's financial runway (how long they can operate without additional capital) can give insights into the company's stability and future.

9. Is the company meeting its revenue targets?

Are they consistently meeting or exceeding revenue goals? This can be an indicator of job security (layoffs) and the company's long-term vision.

These questions are fair game to work through your recruiter to find out.

If I receive an offer, I'll also use these as follow-up questions if it's not clear in the written offer.

I also really like RepVue for some insight into these areas. It's the only site I've seen that can tell you if a company is hitting its revenue targets through their "quota attainment" metric.

Sort by quota attainment here: https://lnkd.in/g3yY2WfG

The more you know, the better positioned you'll be to negotiate and understand the full scope of what's being offered.

Don't leave money on the table (or get caught off guard down the road) by not asking the right questions.

?? COOLER TALKS

Mass tourism – the term we need to know (now).? ? ? ? ? ? ? ?

Anti-tourism activists have staged a series of protests this year in Barcelona, and other popular holiday destinations like Palma de Mallorca, Malaga and the Canary Islands, saying visitors drive up housing costs and lead to residents being unable to afford to live in city centres.

Mass tourism is making it difficult for local people who cannot afford to live on their own island because tourist flats push up prices. Tourists fill up beaches and put a strain on public services in the summer.

After Catalonia, the Balearic Islands was the second most popular region of Spain for tourists last year, attracting 14.4 million holidaymakers, the Spanish National Statistics Institute said.

In the first quarter of this year, 16.1 million people visited Spain, an increase of 18% compared with the same period last year.

Visitors spent 109 billion euros ($118.56 billion) in Spain last year, versus 63.5 billion euros in France ($1 = 0.9194 euros).

Did I leave you with these numbers or questions about your holiday trip?