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Engaged employees are more likely to become advocates for their organisation. They are more inclined to promote the organisation’s mission, values, and products/services, which can positively impact brand reputation and customer perception. theIntern-ship #employeeadvocacy #employeeengagement #influencermarketing

Here’s how I hire interns/employees Building a talented and hardworking team is very important to grow in business. Here’s how I hire team members -LinkedIn job section This one’s the best option but also a bit restrictive if you’re not a premium member -Posting the job role on LinkedIn and reaching out to people personally by finding people from that niche from LinkedIn search bar -Connecting with placement cell heads and admins of unofficial groups of colleges -Putting up a story on Instagram with the exact requirements and boosting it, boosting helps me to target a very specific niche which would be better suited for the role -Most importantly- HIRING AN HR MANAGER!! Using all the above methods work really well in getting leads but how do you filter through them? How do you find the best option? Since we already have so much on our plate we tend to get lazy and choose the first best candidate we get, which isn’t necessarily the best way! How do you build a team?

How to apply

In people-centric subjects like marketing, advertising, sales, and HR, it's not enough to just understand the concepts. You also need to have the experience to apply those concepts in the real world. There are a few reasons why experience is more important than understanding a concept in these subjects. First, people are complex creatures, and there is no one-size-fits-all approach to marketing, advertising, sales, or HR. What works for one person may not work for another. Second, the field of people-centric subjects is constantly changing. New technologies, trends, and regulations are emerging all the time. If you don't have the experience to keep up with these changes, you'll be at a disadvantage. If you're serious about a career in marketing, advertising, sales, or HR, don't just focus on learning the concepts. Get as much experience as you can. Shadow experienced professionals, volunteer your time, or intern at a company. The more experience you have, the more successful you'll be. #sales #people #experience #exposure #market

Let's Practice Empathy in Hiring: It's not just about the job, it's about respect for people's time and efforts. Waste Job Seekers' Time. 👀 #FairChance #EmpathyInHiring #EqualOpportunity #JobSeekers #HiringProcess #InternalPolitics #BitterTruth

Teaching an #internship class this semester with 20-22 year old #GenZ students has reinforced the key insights from this article. I find this demographic often lacks professional work experience (which makes sense!) and we need to be that much more intentional in our investment of their #professionaldevelopment. https://lnkd.in/dyeJczdv #remotework

I see a lot of "Open to Work" and "Hiring" tags on profiles in my network. Our team has conducted a lot of interviews over the last few weeks and I wanted to share some takeaways: 1. If a company speaks to upward mobility and fast growth, ask the person hosting the interview what their personal experience has been and if they can directly speak to that mobility. I have the absolute privilege of being on these calls led by Cynthia Gentry. If you check out her profile, you can see exactly what I am referencing to above. Intern-> Office Manager -> PR-> Media Buyer-> Culture Director -> Director of Operations Align with an org that WILL create opportunities based on ones highlighted strengths, it truly can become a "create your own adventure". 2. Open the interview stating you want this to be a dialogue vs volleying back and forth monologues. It really sets the tone for a conversation piece and takes the edge out of the room. 3. If you are interviewing someone that you will be directly managing, implore the person to assess you equally to see if they would want to work with you! Keeps the conversation interesting and you are already instilling a level of professional confidence you hope a candidate has when hired. 4. Don't shy away from being personal. Knowing someone's "why" is important on both sides of the counter. I believe this helps us all stay proud. As a manager, I strive for my team to be proud of themselves first personally, and proud of themselves professionally, second. 5. Be a tough sell. As much as the candidate should be prepared for an interview, so should the others on the call.

It is crucial for HR professionals to maintain professionalism and communication throughout the hiring process in today's competitive market but What in case of the candidate? Recently, a situation arose at our organization, NowIntern® which raised questions about the impact of unprofessional behavior and its consequences. Around 30 days ago, we welcomed an HR Manager with extensive experience and impressive skills to our team. On her request, we changed the joining date twice as my team was in touch with her the whole time. However, to our surprise, the day before her scheduled start, she informed us of another opportunity she had accepted that very morning, leaving us in a lurch. 🔑 Some Key Takeaways from this Experience: 🤔 PROFESSIONALISM MATTERS This incident got me thinking - isn't transparent communication fundamental? It's not just about one person; it affects the whole team. It's a reminder for us all: clear communication builds trust. 🚀 IMPACT ON EVERYONE Such sudden changes aren't just a hiccup; they're a hurdle. Our strategies went out the window, and we're back to square one in our hiring process. It's time, effort, and resources down the drain. 🤝🏻 RELIABLE COMMITMENT During the hiring process, it is important to evaluate candidates' dedication and reliability to reduce the chances of such unexpected situations. 🌱 LET'S LEARN AND GROW Challenges are opportunities in disguise. We're taking this as a lesson, reiterating the value of openness and commitment. Now, we're gearing up for a fresh start, determined to build a team that values communication and dedication. What's your take on this?

Call me crazy, but one of my candidates with no experience got hired once. (and here's why you should do it too) This may be shocking to some people. But, here is the truth: Overlooking potential because of a lack of experience can lead to missed opportunities! I had a very honest look at m client's recruiting process and decided they needed fresh perspectives. And unconventional hires. In one day... When you put in so much effort to build a diverse team, You can't let traditional hiring practices damage your brand or business. Here are the culprits and how they can sabotage your brand or business: 📍Overemphasis on formal education 📍Ignoring transferable skills 📍Discounting passion and adaptability No, I'm not gonna tell you that qualifications don't count. They do! But strict requirements simply do not help you. How do you spot hidden gems? • Widen your search criteria • Give weight to personal traits • Offer trial work or internships • Ask behavior-based interview questions Here's how you can attract and hire unconventional candidates: • Promote a diverse company culture • Consider alternative job platforms • Leverage employee referrals • Create personalized onboarding programs And then? • Mentor and support their growth • Encourage creativity and challenges Let me know after you hired someone who surprised you! 🚀 P.S. How has an unconventional hire made a positive impact on your business?

🌟 Unlocking the Potential of Gen Z in the Workplace 🌟 Managing Gen Z employees effectively is essential for fostering a positive company culture and retaining top talent. Here are some must-know insights for engaging and managing Gen Z from Veris Insights research: 🏖️ Prioritize Work-Life Balance and Alleviating Burnout: - 57% value work-life balance highly - Mental health days, flexible working hours, and open communication about duties and satisfaction are essential to preventing burnout 🤝 Supportive Management: - 43% of Gen Z say this is crucial for a positive internship experience 📞 Communication is Key: - Regular communication with supervisors is highly valued - Consistent and transparent communication helps alleviate burnout and improves job satisfaction 📚 Skill Development: - Opportunities for learning and growth are key motivators for engagement and satisfaction 🌍 Inclusive Culture: - Equitable work environments matter, especially for diverse Gen Z talent 🎓 Engage Interns Effectively: - Frequent communication and a sense of belonging increase return offer acceptance Let's create an inclusive and supportive environment for our future leaders! 💼👩💻👨💻 #GenZ #WorkplaceCulture #EmployeeEngagement #DiversityAndInclusion #MentalHealth #Hiring #Recruitment #TalentManagement #VerisInsights