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If you are in a leadership position, an effort that could be a priority is retention. Depending on industry, you are always recruiting top talent and retaining top talent with rentention packages/programs. ❓How do you retain top talent? Simple: immense value and caring leadership. The golden handcuffs are willingly placed on when the value of the community and the corporation is so immense, has a great feedback loop, and continues to evolve over time due to that feedback loop Where companies lose is when they forget that the most important aspect of their business is not the product or service, but the PEOPLE that feel like they belong. Retention is expensive, as it should be. Not as expensive as hiring and working through mistakes of a new hire.

Good Friday in the city of Manchester! This talk provided a valuable refresher on lessons I’ve learned throughout my professional journey and personal experiences. Steven Bartlett covered a wide range of interesting topics: procrastination, motivation, hiring, team-building, lonely at the top, attention to detail, and even some more deeper subjects like quitting and death. I could write about all of them, but one particular topic that resonated with me was talent acquisition & building high performing teams. Steven highlighted the importance of investing time and effort into the recruitment process. While industry opinions may vary – some advocating for swift hires after minimal interaction; I've always believed in completing a thorough recruitment process. Experience has taught me that not only will it save you time and money in the long run, but also that my role as a leader is to set-up people for success from the start. One of the key elements of my recruitment process was to understand the environment necessary for the candidate to thrive and succeed. Everyone is unique so you can’t take a blanket view on this, equally some of the most talented individuals out there might not be right for the environment you are bringing them into. For me as a leader, the recruitment process is preparatory work for me. It's about determining what I need to do to ensure the success of the individual I'm bringing into my team or organization. It's not just about hiring; it's about setting them up for success. #Recruitment #Leadership #TeamBuilding #ProfessionalDevelopment #Manchester #stevenbartlett #diaryofaceo

Exciting news from the sports world that holds lessons for us in recruiting! The Toronto Maple Leafs have made significant roster changes for the 2024-25 season, including signing key players like William Nylander, John Tavares, and Rasmus Sandin. They've also re-signed crucial players, such as Jack Campbell and Auston Matthews, and made strategic trades. So, what can recruiters learn from this? First, a balanced approach to talent acquisition is essential. Whether you’re hiring new talent or retaining key players, it’s about filling gaps and strengthening your team. Second, being proactive matters. Addressing performance issues head-on can set you up for future success. Lastly, don’t underestimate the power of strategic trades or hires to rejuvenate your team. How are you leveraging these strategies to build a resilient and high-performing team? Share your thoughts below. #Recruitment #TalentManagement #Leadership #SportsLeadership #HRInsights

Steve Jobs knew the key to attracting top talent wasn’t just about offering a job, but about giving people the freedom to innovate and take risks. That’s something I’ve seen firsthand in my own experience—when you empower your team to bring their ideas to life without unnecessary red tape, that’s when the magic happens. It’s not just about hiring the best, it’s about creating an environment where they can truly thrive and make an impact. The greatest talent doesn’t want to be held back—they want to build something extraordinary. #Leadership #Innovation #Empowerment #Talent #TeamSuccess #RiskTaking #Creativity #SteveJobs

When considering promotions or hiring decisions, it's essential to ensure that the individuals you elevate will contribute positively to the strength of your team. Each team member possesses unique skills that enhance the collective effort. A lack of necessary skills in any individual can undermine the team's foundation. Therefore, reflect on the team dynamics when placing someone new. Will this person foster growth and development, or will they stagnate? Approach these decisions with a commitment to positive leadership and the well-being of your team.

True leadership transcends individual milestones; it lies in empowering our teams to reach greater heights. 📈 By investing in their growth, fostering a supportive environment, and equipping them for success, we foster a culture of achievement that benefits all. Is this a priority for your company? If so, what strategies do you employ to achieve this? #staffingagency #employment #employer #recruiter #recruiting #recruitment

Reflecting on recent news, Toronto Maple Leafs prospects, including Easton Cowan, have expressed sadness over Wes Clark’s departure to the Pittsburgh Penguins. This shift highlights a significant trend within the recruiting industry: the impact of influential leaders on talent development and organizational culture. Wes Clark’s move signals a broader implication for talent acquisition strategies. Organizations are increasingly recognizing the value that key individuals bring not only in terms of skills but also in morale and mentorship. Clark’s departure underscores the need for companies to nurture internal leaders and create succession plans to maintain stability and continue fostering talent. For recruiters, this serves as a reminder of the importance of understanding the cultural dynamics and soft influences within workplaces. It is not just about filling positions but also about sustaining an environment where talent can thrive. Join the conversation: How does your organization prepare for such impactful departures, and what strategies are in place to ensure continued growth and morale? Share your thoughts below.

Meritocracy (Based on merit) / Procedural Justice: These are concepts that speak to the kind of work environments we create for our employees. As leaders we do well to ask ourselves, or better yet, to ask our employees: 1. Do you feel that the decisions we make regarding things such as promotions etc. are based on merit? 2. Do you feel that we apply the same set of rules to all employees? When we create environments where our people feel safe, environments where our employees trust us, THEY WILL THRIVE!

We've all heard the common saying, "hire fast, fire fast." Recently, during a conversation with Adam Metcalf about workplace culture, the hiring process, and our responsibilities as leaders, Adam shared a perspective that really resonated with me. He said, "I believe it is our duty to hire slow and fiiiii... no, not fire. It is our duty to hire slow and do everything in our power to ensure the new hire has success." I couldn't agree more with this approach. If we take the time to carefully select the right people (I personally go for culture adds, not culture fits), it then becomes our responsibility to provide them with the support, resources, and environment they need to thrive. It's not just about filling a position—it's about setting up new team members for long-term success, ensuring they can reach their full potential within our organization or elsewhere. Have a great week all! #emchat #enrollmentmanagement #collegeadmissions #marcom #marcomm #enrollmentmarketing #studentengagement #studentsuccess #studentretention #community #highered #higheredleadership #leadership

As a leader, you’re likely considering hiring and identifying gaps for success for next year. After scaling and growing from a team of 3 to 150 full-time team members in the past 10 years, here’s a list of questions I reference before assessing if a hire is truly needed! What factors do you consider before making a hiring decision? #hiringtips #leadershiptips #businessgrowth #entrepreneurlife