Brad Morrison’s Post

Are you prepared for the future of hiring?! Our latest blog takes a deeper look into the insights and trends shaping the market. We explore what has shifted this year and what is likely to change in the future. Read the full article here 👉 https://lnkd.in/e3JxU_kz #WorkplaceTrends #Manchester #RobertHalf #Hiring #SalaryGuide #RobertHalf

Who has it better, children or adults? Is it better to be a child or an adult? Adults routinely say children have it better, because they have little or no responsibility. When you ask kids, however, you get the opposite answer. Kids say adults have it better, and for the same reason, responsibility. I don’t have it, they say, and I want it. Highly creative adults, like kids, say it’s better to be an adult. Okay, who do you want to hire, people who want responsibility or people who don't? Firms have traditionally hired for stability, meaning settlers, aka change resisters, who won’t rock the boat. Creative adults are precious and you won’t find many in the average firm, mainly because the average settler finds them threatening, and it’s settlers who mainly do the screening & hiring. #humanresources #recruitment #hiring #changemanagement #creativity #innovation #management

Are you prepared for the future of hiring? Our latest blog takes a deeper look into the insights and trends shaping the market. We explore what has shifted this year and what is likely to change in the future. If you want to know more, read the full article here 👉 https://lnkd.in/eSeAvASE #WorkplaceTrends #CareerDevelopment #Hiring #SalaryGuide #RobertHalf

One of the hardest parts of building a great team is hiring. Hiring the right resource can make you. The wrong one can break you. AND, more than that, it's just not a fun process. Which is surprising as it's kind of like shopping. You get to browse about. You get to do your research. You sometimes even get to try them on for size. And then....you reach nirvana! You love them. You can't live without them. YOU HIRE THEM! Then, they ghost you, and you're left to wonder why. I realize this happens on both sides of the hiring equation. Potential hires get ghosted all the time. But that is for a different day and a different blog. Today, I went about examining why fate would send Geekly Media the developer of our dreams, only to snatch him away without even as much as a wink and a wave. (sniff, sniff) #hiring #geeklymedia #digitalmarketing https://lnkd.in/dA8E_HSC

We’re hiring for the Founders’ Office at Growth Valley Community —a role for versatile “Swiss knife” minds who’ll shape strategy, drive business dev, and power growth. This isn’t a job for consultants or big-firm climbers. We want builders, former founders, and rebels who thrive on chaos, crave steep learning curves, and know that when it comes to Education or Impact, adaptation/execution wins over perfection. How we hire. We hire for grit, hustle, and a willingness to learn. Education experience is a plus, but we value a “just figure it out” attitude more than anything else. Skill gaps can be fixed. Will gaps can’t. Brace for Impact: Going from 0 to 1 is tough, and we won’t sugar-coat it. If you want a comfy 9-to-5, look elsewhere. We’re moving fast. We’re fully work from office, offering freedom to exercise ideas and extreme accountability. Expect autonomy, bias for action, and a founder’s mentality. Focus will be on business development, scaling & product. Interested? Don’t send a résumé. Instead, email (sam at growthvalleycommunity dot com) us a story—tell us why you belong on this team and share a “Fool Hardy Style” anecdote about a time you hacked a system to your advantage. Show us your creativity, resourcefulness, and hunger to build. Or just DM. Excellent education is a big plus, but not at the cost of the above. Note: The above post style is inspired by another job post, but this is what we are looking forward to.

The right job can change your life. That's why Chad Bruder built our platform with the uncompromising goal of putting personalities first in the hiring process. Finding the right fit has never been easier, and that's no accident! Learn how we're designing the future of hiring. https://lnkd.in/gmU53J9s

We are hiring. 😃 It is also a time when many people are seeking roles. I am frequently asked about the skills needed to join us or other agencies, and people tend to lean towards the technologies, software, or more functional parts of what we do. The reality is we hire as much [or in many cases more] for the person as we do for the specific skills. Skills can be taught, and roles, technology and systems change. However, we believe that the strength of our team lies in the diversity and richness of our team’s traits. We love people who are:  1. Optimistic.  2. Empathetic.  3. Open-minded.  4. Passionate.  5. Curious.  6. Additive.  7. Imaginative.  8. Problem solvers.  9. Self-assured. 10. Progressive.          

We left the corporate world. It wasn’t an easy decision. There are days when the pressure feels overwhelming. When we wonder if we’ve taken on too much. But then, we look at what we’ve built together. The long conversations over coffee. The late nights turning ideas into action. The moments of laughter when everything feels too serious. We’ve created a life with purpose. A partnership that’s stronger than ever. And a business that’s making a real difference. Helping purpose-led scale-ups hire exceptional people to change the world. And although it might sound cliché, and boy, it can be challenging, I have to say—it was the right decision. For anyone considering working with a partner, go for it! I write content on everything hiring related for scale-ups. Follow for more. Share your stories on big decisions you've made and how they're working out

As a hiring manager, you might be tempted to push hiring decisions to the new year, but here's why end-of-year hiring can be a game-changer for you 𝘢𝘯𝘥 your team.

Excited to see BrightHire in the The Wall Street Journal today talking about some of the major changes we're seeing in the hiring process. Great to be mentioned alongside rockstars like Mendy Slaton from Lattice and Chris Abbass from Talentful. The article discusses some of the major themes we're hearing from clients such as a rise in applications, ramifications of AI-enabled candidates, and in some instances an increase in fraudulent candidates. Take a look and let me know if you're seeing the same! Link in comments 👇