Castle HR

📢 New Job Listing Alert 📢 Our friends at IndustriOS Software, Inc. are hiring for a results-driven business development rep...lots of room for growth with a great group of people. More information at the link 👇 https://lnkd.in/gkUQCpDg

We have the BEST clients (and we help provide them with the BEST fractional HR leadership). Great work at CloudArmy , Mike Daser, PHRi! 🚀 #talentacquisition #humanresourcesheroes #hrstrategy #fractionalleadership #peoplestrategy

📢 New Opportunity Alert! 📢 We work with some of the best: and this is an opportunity to work with them too! Please check this link from our partners at AXS Studio if you are interested in an amazing opportunity as a 3D Medical Artist. Link: https://axs3d.com/careers/ #hiring #companieshiringnow #hirebetter #3dmedical #medtech #scienceisawesome

👏 to the DealMaker team!

We love working with the team at BPTN (powered by Obsidi®) and playing a small part in their goal to hire the best.

👏 to the Property Vista team! We love working with you.

Most quarterly planning is a tremendous time suck. I mentioned this in my video “I spent $50k on EOS, and here is what I learned.” Have you ever left a quarterly meeting wondering if it was worth it? You are not alone. We often spent a whole day as a team with less-than-ideal results. Most companies, including us, try to “power through” these days and just “get it done.” The results were we made rash decisions and those are often wrong and costly. We concluded that no one makes the best decisions when batteries are in the “red”. The consequences? Hasty plans are made Things change mid-quarter Valuable time has been wasted Goals are ultimately missed… often badly Frustration rises as no one is happy with the results Then, you start again in the same spot 3 months later… What a disaster! So we tried something new for Castle HR’s mid-year planning session. The results were it turned out to be easier, less stressful and better planning. We will update about better results at end of Q3 of course… What did we do differently? We did an offsite, during which we broke our planning into 3 shorter days and then just hung out as humans in Muskoka. This was an investment, as we even flew in a member from BC! We tried a few different things: -Starting at 8am with a daily goal increased focus -Finishing every day before 2pm feeling accomplished -Removing Zoom improved conversation, focus and results -We made good decisions because our batteries were “green”  -We had time to digest conversations afterwards and revisit if needed -We bonded over cornhole, giant Jenga, tasty food, nature and one wicked storm Ultimately we had our best quarterly planning to date and are excited about the quarter ahead! If you’re curious to (finally) level up your quarterly planning and get to goal-smashing, I highly suggest this strategy. We will be doing this semi-annually… we think… but if we smash Q3… maybe we have to try it again!! I hope this strategy helps you see hockey-stick growth! Let me know if there is anything we should add to try next time :)

Have you ever wondered why some employees seem to excel effortlessly...while others struggle to keep up? This is the difference between an A-Player...and a B (or C) Player. Now, you may also be wondering, "What is an A-Player? How do you identify them?" Many leaders don't know the answer... According to McKinsey, an A-player produces double the output of an average hire. (Imagine the lost potential and productivity if your team isn't filled with these high achievers). But the truth is, A-players aren’t always what you’d think. They’re not necessarily unicorns hunting for their next big promotion or smashing quotas... Sometimes, the true A-players are those who show up and give their best every day. These are the people who can help your company thrive. A-Players are dedicated and consistent. They care. They are curious. Their reliability and hard work are unmatched… They are invaluable. At Castle HR, we've seen firsthand how identifying and nurturing A-Players can transform an organization... By focusing on helping them develop, companies can achieve remarkable growth and efficiency. ~~~~~~~~~~~~~~~~~~~~ In a nutshell... Not all A-players are unicorns; they come in many forms! ↳ If they show up, make a consistent effort, and bring value…nurture them. Don’t settle for a B-team. If you need help identifying (or hiring) A-Players, DM me today. ♻️ Please reshare if this resonates.

📣 Some of our amazing clients are currently hiring! Check out each posting below for more information: ➡ Rugby Ontario Digital Media and Communications Coordinator: https://lnkd.in/gZsd3PSW ➡Recovery Science Program Support Agent (FT): https://lnkd.in/gDe5xhqi Program Support Agent (PT): https://lnkd.in/g6wkGvnk Alerts Management Agent (FT): https://lnkd.in/gavqZB55 Alerts Management Agent (PT): https://lnkd.in/g7K3Jt2z ➡GetQuorum Account Executive: https://lnkd.in/eg3BssYP

🛑 4 Common Job Posting Mistakes🛑 And how to fix them TODAY...so the top talent you want will apply tomorrow: ❌Vague or complicated language: The last thing you want to do is confuse candidates. You may end up with fewer applications or too many from underqualified/overqualified people if your job postings are too brief or complicated; instead…   ✅Be clear and concise! Avoid jargon and focus on including key details of the role and the skills and values your ideal candidate will possess. ❌No evidence of company culture: If the posting was copied from another company (or made using AI), it probably sounds generic and bland, which won’t encourage top talent to apply… ✅Highlight your values and work environment to attract the right fit; share what makes your business unique and what you’re looking for in a person (apart from skills). ❌No call to action; or, an unclear one… ✅Clearly state how to apply and what happens next; don’t make people jump through hoops or guess. Think about the candidate experience: How can they apply? What is the deadline? Are there accommodations available? What does the interview process look like at your company? Etc... And, finally… ❌No compensation mentioned. ✅Disclosing a salary in a job posting can help people self-disqualify and catch the attention of top talent. While this isn’t mandatory in every province, it’s what today’s workforce is looking for…transparency! ~~~~~~~~~~ If you aren’t consistently attracting great people…if you’re spending hours sifting through ‘meh’ applications in your inbox, you can’t ignore the signs any longer… It might be a ‘you’ problem. But it’s fixable. Your job postings might need work to reach your ideal candidate and encourage them to apply! Start with the tips listed above, and let me know how it goes! #Hiring #Recruitment #HRBestPractices #StartupSuccess #FractionalHR #HiringMistakes