The Cake’s Post

  Hit the ground running in September! My brilliant friend Elizabeth Bachman is giving an important (and entertaining) webinar to help executive women get the promotions/jobs they deserve.    Do you… Feel overlooked and taken for granted?  See others get promoted past you - even if they are junior to you? Want to be seen as the leader who should be promoted or hired?   YOU know that you're a leader. But you are treated like a worker bee. Even if you have a title, you're not the one who gets promoted or hired.  You need to attend this workshop. Shatter The Glass Ceiling! The Proven Method for Executive Women to Get Promoted or Hired (without Being Obnoxious or Bossy.) By popular demand, Elizabeth is offering several opportunities to get this valuable information.  ·       Saturday, September 16th, 08:00 PDT / 11:00 EDT / 16:00 BST / 17:00 CEST ·       Tuesday, September 19th, 08:00 PDT / 11:00 EDT / 16:00 BST / 17:00 CEST ·       Saturday, September 23rd, 06:00 PT / 09:00 ET / 14:00 BST / 15:00 CEST Get the details and register at https://lnkd.in/gNiWufV5 #visibleandvalued #careerdevelopment #womenleaders  

With DEI initiatives up in the air, merit-based hiring and promotion have gained more buzz. It’s not a new concept, but one worth a refresher. ✍️ Click the link to learn more! #TheHTGroup #DEI #TalentAcquisition #FutureOfWork #DiversityInHiring #InclusiveExcellence #MeritBasedHiring #EquityAndMerit #FairOpportunities #InclusiveLeadership

Titles Matter - Don't Kid Yourself Into Thinking Otherwise How to lose an incredibly talented woman in one conversation. #truestory I have a client whose title doesn't match her actual day-to-day role and responsibilities. In fact, the discrepancy between the two was so significant it warranted a conversation—and a salary adjustment. When she approached her #CEO, he told her she was being superficial, that her focus on a title was selfish and unnecessary. 😡  Instead of having a constructive conversation about her needs, he shamed her for asking for appropriate role recognition and representation. 👆🏽 She was looking for growth and longevity in the company. She wanted to make an impact and needed her title to reflect her actual role and influence. TITLES MATTER - Titles, like salary and a seat around a table, help clarify what you do and where you fit within an organization. They determine your career path, your trajectory, and your potential. And, as we've seen in this story, they also determine how well you can retain and recruit talent to your team. Women cannot be afraid to ask for the titles that befit your role. My Noteworthy leader went from wanting to grow in this company to leaving it. 🙋🏻♀️  Within a matter of weeks we repositioned her value for external roles, prepared her for interviews, established terms for her next role that would allow her to build success for her company and for herself, and she was O.U.T. with a 30% raise and a title promotion that aligned her influence with her impact. #CEOs and supervisors: When a valued member of your team asks to be recognized and represented, you have an opportunity to widen their impact and influence on your organization. It's also a sign that she's not the only one who feels undervalued. Dismiss at your own risk. I know I may get some opposing opinions here, so let the games begin. Do titles matter? You can read our 26-page White paper on what #executivewomen want, need, and put up with to rise to the top and find out where they stand on this topic. https://lnkd.in/gQ5V9Gxe #leadershipskills #employeeengagement #coachingforwomen

Why it’s the best time to hire intersectionally diverse leaders now: Senior leadership roles are more scarce, and the candidate pool is larger. That means there are more high quality diverse candidates, eagerly waiting to be hired. Companies with open roles should improve their intersectional diversity at the top by hiring more BIPOC women and BIPOC LGBTQIA folks. https://lnkd.in/g_aET2QR

Hit the ground running in September! My brilliant friend Elizabeth Bachman is giving an important (and entertaining) webinar to help executive women get the promotions/jobs they deserve.   Do you… Feel overlooked and taken for granted? See others get promoted past you - even if they are junior to you? Want to be seen as the leader who should be promoted or hired?   YOU know that you're a leader. But you are treated like a worker bee. Even if you have a title, you're not the one who gets promoted or hired. You need to attend this workshop. Shatter The Glass Ceiling! The Proven Method for Executive Women to Get Promoted or Hired (without Being Obnoxious or Bossy.) By popular demand, Elizabeth is offering several opportunities to get this valuable information. ·       Saturday, September 16th, 08:00 PDT / 11:00 EDT / 16:00 BST / 17:00 CEST ·       Tuesday, September 19th, 08:00 PDT / 11:00 EDT / 16:00 BST / 17:00 CEST ·       Saturday, September 23rd, 06:00 PT / 09:00 ET / 14:00 BST / 15:00 CEST Get the details and register at https://lnkd.in/eGGK6YXA #visibleandvalued #careerdevelopment #womenleaders

Discover the key DEI questions shaping today's job search landscape in Teresa Hopke's insightful piece for Forbes. It's a must-read for anyone looking to join a workplace where diversity, equity, and inclusion are not just buzzwords but core values. #DEI #JobSearch #Inclusion #Forbes

I'm proud, but not surprised, to see Send feature in the Top 20 of all three Autumn Hiring Leaders Awards by cord: #4 in Fastest to Respond for Mid-Sized Companies (7hr 33m average) ⏰ #14 in Gender Diversity Sourcing for Mid-Sized Companies (50% above average) ⚖️ #18 in Most Responsive for Mid-Sized Companies (98.9% responsiveness) 👋 It's a great achievement and one that makes me smile, especially given the state of hiring generally at the moment. But the reason I'm proud, yet not surprised, is because I know what happens behind the scenes. Send is a one-person Talent team - Liam. He owns all of our recruitment outreach, process, delivery and onboarding. In addition to 200 or so applications we've had through Cord over the past 3 months, we've had another 3,000 applications across all channels plus all of the outreach work he does. And the metrics are basically the same: ⏰ Average time in stage of our last 3,000 candidates has been 2 days (including application stage); 🗓️ Average Time to Fill of 26 days 💜 Average candidate satisfaction score of 87% 🎉 Average acceptance rate of 94% 🚀 ...And he also built a new Public Handbook (https://lnkd.in/eUbQ4U6T) and a new Send Onboarding Plan. After seeing these sort of results every month from Liam, they almost become 'normal', which is why I'm proud to see the work he puts in every day and his passion for candidate experience come up in all three of Cord's Hiring Leader award lists. Liam - you're smashing it, and we're so fortunate to have you at Send leading our recruitment! 👏👏👏

Stop Leaving Talent Behind! Build a fairer, happier, and stronger team. Want the best people working for you? Then make sure everyone feels welcome! Here's how: ↳ Don't judge by names, judge by skills! 1. Hidden Resumes: ↳ Get different perspectives for fair decisions. 2. Mix Up Interviewers: ↳ Avoid unfair advantages based on who you are. 3. Same Questions for All: ❓ ↳ No pay gap here! Be fair and equal. 4. Pay Everyone Right: ↳ Life happens, offer flexible hours. 5. Work When it Works: ⏰ ↳ Everyone has them, learn to stop them from hurting others. 6. Learn About Biases: ↳ Connect them with experienced leaders. 7. Help Women Rise Up: ↳ Create a place where everyone feels supported. 8. Groups for Everyone: ↳ Big or small, everyone deserves recognition. 9. Celebrate Everyone's Wins! ↳ Always look for ways to be more fair and inclusive. 10. Keep Getting Better: Ready to build a dream team? Start today! P.S.  Is your company diverse and inclusive?