TEAMALYTICS’ Post

Whoa! A recruiting company that actually puts people over profits? 😱 In this week's episode of What is Wrong with Hiring, I chat with Dave Miller, an 18-year talent management veteran and founder of Design Citizen, a truly human-centered recruiting and career advisory firm for product, design, and creative professionals in tech. There's so many gems in this one! 💎 Insights on past, present, and future tech industry and job market trends (good news: we're both seeing more activity but still not sure when things will get *better better*) 💎 How different roles are faring during this downturn, from player-coaches and creative technologists to displaced design leadership and overloaded product managers 💎 Why the hiring process is and has always been kind of a mess 💎 A healthy mix of reality check and optimism about the benefits and downsides of AI for tech jobs, and the existential and socioeconomic impact on tech professionals  💎 The downturn as a forcing function for professional evolution and entrepreneurship 💎 And a thought provoking question: are job seekers undervaluing themselves due to a potentially false perception of wage decreases? I love that Dave's small and mighty team actually walks the talk—no lowballing candidates, no design homework, and no asshole clients. They're focused on relationships and mutually beneficial outcomes rather than metrics and sales. This is exactly the kind of firm I would choose to work with. If you're looking (or you're hiring!) for positions in product, design, research, marketing, and related roles, get with Dave stat!

𝗖𝗵𝗼𝗼𝘀𝗲 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗧𝗮𝗹𝗲𝗻𝘁 𝗘𝘃𝗲𝗿𝘆 𝗧𝗶𝗺𝗲! Sick of hiring the wrong people and going back to square one? Struggling to spot top candidates from the rest before they start? Need a foolproof data-driven process for finding the best? Unlock the magic of the 𝗣𝘀𝘆𝗰𝗵𝗼𝗺𝗲𝘁𝗿𝗶𝗰 𝗣𝗿𝗼𝗳𝗶𝗹𝗶𝗻𝗴 𝗣𝗿𝗼𝗰𝗲𝘀𝘀! Learn how to create an intentional system that not only ensures you're making the right hiring choices but that you're investing your time wisely. 𝗪𝗵𝗮𝘁'𝘀 𝗶𝗻 𝗶𝘁 𝗳𝗼𝗿 𝘆𝗼𝘂? ✅ Bid farewell to hiring blunders. ✅ Distinguish top talent before they begin. ✅ Harness a data-driven hiring process. Don't let hiring headaches slow you down – connect with us to make the right choice every time! #HiringSuccess #TalentSelection #DataDrivenHiring #ChooseTheBest #SuccessMastery #RightHireEveryTime

Snagging top talent in today's cutthroat market is key! Bid adieu to mismatched hires and productivity dips with the superhero power of behavioral assessments! 🦸♂️💥   Here's why they're the real MVPs: 1) Culture Fit: Match candidates with your company's vibe and goals. 2) Predict Future Success: Have a look into the future by predicting success based on traits like emotional intelligence and problem-solving skills. 3) Decrease Time to Hire: Zip through candidate reviews, cutting costs and turbocharging your hiring process. 4) Find Specific Traits: Build dream teams with a blend of talents for peak performance. 5) Improve Employee Development: Customize coaching and feedback for happier employees and a rock-solid team. Come and take a look for yourself at our event “From Hire to Inspire”, where we’ll dive into the wonders of behavioral assessments with one of the best products on the market! Secure your spot here and learn how to level up your hiring game for spot-on hires and greater success! 🔗 https://lnkd.in/gN97DR3P #event #joinus #torontojobseekers #toronto #employee #office #NowHiring #jobseekers #recruitment #applyhere #explore #explorepage #recruitmentagency

There are huge advantages to hiring from different age segments. Check out these insights from CEO Andrew Crapuchettes!

Are your hiring decisions backed by solid data—or are you just crossing your fingers? 🔥 Say hello to the Growth Gauge—your new best friend when it comes to making financially sound hiring decisions. This tool breaks down the true cost and benefit of each hire, turning what used to be a guessing game into a strategic advantage. Imagine knowing exactly how each new team member will impact your bottom line before you even sign the offer letter. That’s the power of the Growth Gauge. 💡 On August 22nd at 1pm ET, we’re hosting a workshop that’ll show you how to use this tool to make hiring your biggest growth lever. It’s time to stop wondering if you’re making the right decision and start knowing you are. You’ll learn: • How to use the Growth Gauge to evaluate the financial impact of every hire • How to confidently invest in your team and your business’s future • And, yes, there’s a little something special for those who stay until the end 😉 Let’s take the guesswork out of hiring—join us and see the difference for yourself. Replay available for a limited time also! 🔗 Register here https://lnkd.in/gaans-NX #HiringDecisions #BusinessFinance #GrowthTools #EntrepreneurLife

In hiring, confidence is valuable—but overconfidence can be costly. Overconfidence bias occurs when hiring managers or recruiters overestimate their ability to evaluate candidates effectively. This bias often leads to decisions based more on personal judgment than objective evidence, resulting in mis-hires, overlooked talent, and reduced team diversity. Recognizing and addressing biases like overconfidence is essential for building fair, data-driven hiring practices. As part of our series on hiring biases, we're exploring: ✅ How common biases manifest in hiring decisions ✅ Real-world examples and their impacts ✅ Actionable strategies to mitigate them Next up: Overconfidence Bias.

It’s no secret: recruiting talent in today’s market is more complex than ever. Join us tomorrow for an exclusive fireside chat in our Hiring Leaders Unplugged series! This time, we're sitting down with Ariana S. Moon, VP of Talent Planning & Acquisition at Greenhouse Software, to dive into: ✨ Navigating the evolving talent landscape ✨ Proven tactics for smarter, faster hiring decisions ✨ Standing out to attract and hire top-tier candidates Don't miss out—reserve your spot! https://bit.ly/3ZiwKIp

🔥 It's Simple, Right? Well... 🔥 For me, pulling together a break-even analysis, like our Growth Gauge, is something I do on my couch while watching TV—sometimes with a cup of coffee, sometimes with an extra helping of snacks (for extra brainpower, of course). It’s second nature. But then it hit me—while it might feel simple to me, finance is anything but simple for most entrepreneurs. I get it—finance can feel like trying to assemble IKEA furniture without the instructions. You think you’re making progress, but at some point, you realize you’ve built a coffee table when you were aiming for a bookshelf. That’s why we’re doing this workshop—because no one should have to make these critical decisions in the dark or with missing pieces. On August 22nd at 1pm EST, join Nicola "Nikki" Fraser and me, as we host our Level Up Series - Workshop: Invest and Thrive, and we’ll show you how to use the Growth Gauge tool to evaluate the financial impact of every new hire. It’s time to stop guessing and start knowing. I promise we’ll keep the instructions simple, and you won’t end up with leftover screws. 😄 Here’s what you’ll learn: - How to break down the real cost and benefit of each hire - How to confidently invest in your team with a strategic plan - And, yes, we’ve got a little something special for those who stay until the end 😉 Join us and let’s make hiring decisions as simple as making a cup of coffee (or building that bookshelf—correctly). 🔗 Register here PS: Can't make it! That's ok we're making the Workshop available on replay for a limited time - make sure you register to ensure you receive the replay link. #HiringDecisions #BusinessFinance #GrowthTools #EntrepreneurLife

How you treat people in the hiring process says EVERYTHING. (A two-part story about being people first) Last year, I wrote a few words about how I hate that I can no longer personally respond to every applicant. It's a part of the job I loved and took very seriously. Last month, we even had an applicant from 11 years ago write about it!! 🤯 "11 𝘺𝘦𝘢𝘳𝘴 𝘢𝘨𝘰, 𝘉𝘪𝘭𝘭 𝘒𝘦𝘯𝘯𝘦𝘺 𝘳𝘦𝘫𝘦𝘤𝘵𝘦𝘥 𝘮𝘺 𝘢𝘱𝘱𝘭𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘧𝘰𝘳 𝘍𝘰𝘤𝘶𝘴 𝘓𝘢𝘣, 𝘢𝘯𝘥 𝘪𝘵 𝘸𝘢𝘴 𝘵𝘩𝘦 𝘣𝘦𝘴𝘵 𝘵𝘩𝘪𝘯𝘨 𝘵𝘩𝘢𝘵 𝘤𝘰𝘶𝘭𝘥'𝘷𝘦 𝘩𝘢𝘱𝘱𝘦𝘯𝘦𝘥 𝘵𝘰 𝘮𝘦 𝘢𝘵 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦. 𝘐 𝘯𝘰𝘸 𝘳𝘦𝘴𝘱𝘰𝘯𝘥 𝘵𝘰 𝘢𝘭𝘭 𝘢𝘱𝘱𝘭𝘪𝘤𝘢𝘯𝘵𝘴, 𝘩𝘰𝘱𝘪𝘯𝘨 𝘵𝘰 𝘪𝘯𝘴𝘱𝘪𝘳𝘦 𝘵𝘩𝘦𝘮 𝘢𝘴 𝘉𝘪𝘭𝘭 𝘪𝘯𝘴𝘱𝘪𝘳𝘦𝘥 𝘮𝘦 𝘵𝘩𝘢𝘵 𝘥𝘢𝘺.” (Hey George Vanjek 👋) Fast forward to last week. We received 1,059 applicants for a single design role. 🤯 These are people taking the time to share their desire to join our mission. Fourteen years in, I'm still overwhelmed with gratitude reading their words. I also feel a touch of guilt, knowing I cannot express that personally. Thankfully, there are people on my team who can! Shout out to Kellie Groover, SHRM-CP, and Natalie Kent for leading this latest round. Check out this snippet of what Natalie shared with the Focus Lab team in Slack this past week: "𝘜𝘯𝘧𝘰𝘳𝘵𝘶𝘯𝘢𝘵𝘦𝘭𝘺, 𝘵𝘩𝘦 𝘩𝘪𝘳𝘪𝘯𝘨 𝘮𝘢𝘳𝘬𝘦𝘵 𝘪𝘴 𝘵𝘰𝘶𝘨𝘩 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸, 𝘢𝘯𝘥 𝘢 𝘭𝘰𝘵 𝘰𝘧 𝘧𝘰𝘭𝘬𝘴 𝘢𝘳𝘦 𝘭𝘰𝘰𝘬𝘪𝘯𝘨 𝘧𝘰𝘳 𝘸𝘰𝘳𝘬. 𝘖𝘶𝘳 𝘩𝘪𝘳𝘪𝘯𝘨 𝘤𝘳𝘦𝘸 𝘩𝘢𝘴 𝘣𝘦𝘦𝘯 𝘨𝘰𝘪𝘯𝘨 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘢𝘯𝘥 𝘦𝘷𝘢𝘭𝘶𝘢𝘵𝘪𝘯𝘨 𝘦𝘢𝘤𝘩 𝘰𝘯𝘦. 𝘕𝘰 𝘳𝘰𝘣𝘰𝘵𝘴 𝘰𝘳 𝘈𝘐 𝘥𝘰𝘪𝘯𝘨 𝘢𝘶𝘵𝘰𝘮𝘢𝘵𝘪𝘤 𝘋𝘘𝘴. 𝘈𝘯𝘥 𝘯𝘰 𝘨𝘩𝘰𝘴𝘵𝘪𝘯𝘨- 𝘦𝘢𝘤𝘩 𝘱𝘦𝘳𝘴𝘰𝘯 𝘨𝘦𝘵𝘴 𝘢𝘯 𝘦𝘮𝘢𝘪𝘭 𝘢𝘧𝘵𝘦𝘳 𝘵𝘩𝘦𝘺 𝘩𝘢𝘷𝘦 𝘢𝘱𝘱𝘭𝘪𝘦𝘥, 𝘢𝘯𝘥 𝘢𝘯 𝘦𝘮𝘢𝘪𝘭 𝘭𝘦𝘵𝘵𝘪𝘯𝘨 𝘵𝘩𝘦𝘮 𝘬𝘯𝘰𝘸 𝘪𝘧 𝘸𝘦 𝘥𝘦𝘵𝘦𝘳𝘮𝘪𝘯𝘦𝘥 𝘵𝘩𝘦𝘺 𝘢𝘳𝘦 𝘯𝘰𝘵 𝘢 𝘨𝘰𝘰𝘥 𝘧𝘪𝘵." 1,059 applicants getting a timely response. This is not easy to do... It's the right thing to do. --- To all the applicants of our latest hiring round, I want to take this moment to thank you. Seriously, thank you for your interest and effort in what likely feels like a relentless, exhausting, and thankless job hunt in this crazy market. We at Focus Lab see you and appreciate you. 🙏 🙏 🙏

Looks like my last post about skills-based hiring was a doozy. So, let's keep this party rockin. Who’s Doing It Best? 🚀 For those of you just tuning in, skills-based hiring has the potential to transform talent acquisition by focusing on what candidates can do rather than traditional qualifications like degrees or job titles. It’s a powerful way to build more inclusive, effective teams. 🙌 However, while the concept has gained traction, execution remains challenging for many organizations. From mapping skills to enforcing consistency, it’s clear this shift isn’t a simple one. So, here’s my question to the LinkedIn community: ❓ Have you seen skills-based hiring done extremely successfully? What made it work? Whether it’s a specific framework, tech stack, or a case study, I’d love to hear about real-world examples of this approach driving measurable results. Let’s share what’s working and learn from each other!