Arnaud Simeray’s Post

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.          

Many companies lose great talent because of their hiring process. It's simply too long, and they don't get it. In 2019 I went through one of these long hiring processes with a well-known tech company. On month 5 it still kept going. Tests. Interstate flights. Coffees with every team member. Presentations to the leadership team. It felt like I was sending a rocket to Mars. But it was a simple sales job. Then another company interviewed me and hired me in under a week. So the big tech 5 month hiring process ended. They were upset with me. "After all of this you're not going to join us?" "No." The hiring process should take no more than 2 weeks. <<<>>> ✍️ Have you been part of a slow hiring process?  ♻️ Reshare if you found this helpful.

🥇Looking to hire a rockstar? Here are the 4 key traits I look for when I’m hiring. Only once in my career have I needed to hire for a specialized skillset, and even then, these four traits were more important: 🌟Curiosity: likes to learn, asks tough questions, and always seeks to know the why. For my first job out of college, an interviewer asked if I had learned anything that set off a 💡 in my head. I had! And I’m certain that answer was what won me the job. Most people can do a job. But people who have the curiosity to dig deeper, they don’t just do a job, they knock it out of the park 🌟Bias for action and results: takes learnings and doesn’t just think about solutions but actually works to apply them day in and day out. I feel strongly that this one is best when coupled with Trait #1 curiosity. Without it, you can take initiative, but you may not have dug deep enough to know you’re working on the right solution 🌟Teamwork: works well with others. I’ve never come across a role that works in a vacuum. Knowing how to work well with others to reach a common goal is priceless 🌟Self-awareness: acknowledges strengths and weaknesses and critically assesses their own performance. A direct report once told me that others perceived him incorrectly. My reply? Perception is reality. If you can’t accept that what others are saying about you may be correct, you’ll never succeed What are the traits you look for when you hire? #softskills #generalists #hiring

"What jobs do you have open that might be a fit for me?" I'm happy to share the direct link to our careers page at GameChanger! It's also hyperlinked twice on my profile and listed a third time on my About section. 👉 https://gc.com/careers 👈 This question is asked daily in my DM's so I wanted to ensure people are able to locate the open roles and be proactive about directly applying. Hiring teams love people who take the initiative to identify, analyze, and seize opportunities. So if you're still asking someone to do that work for you prior to applying, I'd highly encourage a more proactive approach. While we'd all love to hop on 15-minute exploratory calls, it's just not feasible for bandwidth. Time is valuable in this job market and the time waiting for a reply could be the difference between landing an interview or not. If I could offer any advice for someone hoping to message or connect with recruiters, my one tip would be this: Read their profile first. A lot of recruiters will link their jobs page, highlight what roles they do/do not hire for, and any sort of context that can help viewers understand the person they're messaging. If you're not seeing enough context, try looking up the company's career page or using your best judgement. Not everyone is forthcoming with help, but there are people out there trying to help make the process even a smidge easier. I have always listed in my About section what I do/do not hire for and is often ignored. So if there's any suggestions on how to best advertise, I'm always ready for change. In the meantime, I hope you identify and seize the next opportunity for you.

Amen! When you’re ready to hire it should become your number 1 priority to move through the interview process as quickly as possible. Block off time on your calendar for potential interview slots and debriefs after each step of the process. This is an essential agreement I make with my clients to strategically move through the hiring process and capture the best talent for them.

So accurate and long overdue in implementing !

IT’S HERE! Andrea and I discuss our industry insights, intel, and everything happening on both sides of the job market throughout the real estate industry. 𝐖𝐞 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐝𝐫𝐨𝐩𝐩𝐢𝐧𝐠 𝐡𝐢𝐠𝐡-𝐥𝐞𝐯𝐞𝐥 𝐚𝐧𝐝 𝐡𝐢𝐠𝐡-𝐯𝐚𝐥𝐮𝐞 𝐜𝐨𝐧𝐭𝐞𝐧𝐭… Focused on companies' hiring strategies, pain points in the market, and our best advice for transitioning into your next venture.  Follow and join us on this new journey! I mean… YOU MAY BE MY BEST HIRE! #hiring #recruiting #companyculture #jobsearch #employers

While we are going through difficult times, this is is the best time for you out there to hire a Northvolter and this is why: ⭐️ Northvolters are people people. They understand the importance of relationships, both inside and outside the company. They’ve thrived in one of the fastest-growing, high-tech environments, and this has made them not only technically skilled but also fantastic collaborators. As a bonus, they know more about batteries than most (including you, probably 😉) ⭐️ They are the best colleagues you’ll ever have — genuinely supportive, humble, and curious. Northvolters are driven by a love for learning while never fearing a challenge. They never settle, and that’s what makes them extraordinary hires. Whatever your toughest problems are, they’ll dive in headfirst, seeing opportunities where others see obstacles. ⭐️ Hiring a Northvolter isn’t just filling a position — it’s bringing on someone who will raise the bar for your entire team. They are exactly the kind of people who will become your best hires ever. ➡️ If you are looking for technical project managers, designers, product managers or software engineers leave a comment. You might just find your next superstar 🔋

The Costly Illusion: Lengthy Recruitment Processes As a seasoned professional, I've witnessed the allure of lengthy recruitment processes. Some believe that an extended evaluation period showcases a company's commitment to thoroughness—a sign of quality employers. But let me tell you, appearances can be deceiving. The Myth of Credibility Myth: "A lengthy process demonstrates our commitment to excellence." Reality: While diligence matters, excessive delays harm both candidates and businesses. Candidates experience frustration, and your brand reputation takes a hit. It's like sipping fine wine while your house is on fire—impressive, but utterly misplaced. The Candidate's Dilemma Imagine being a candidate caught in this web. You submit your resume, wait, and wait some more. Days turn into weeks. Meanwhile, other opportunities beckon. You're not holding your breath; you're gasping for air. And when the offer finally arrives, the candidates moved on. The Unseen Costs Remember my friend's wife? Eight months of interviews, tests, and flights across the USA. The chosen candidate declined, opting for greener pastures. When then they went back to my friends wife, as their first choice declined, she has already went with another employer. The business? Thousands spent, reputation tarnished, and talent pool drained. A cautionary tale. The True Measure So, what truly defines a great employer? Not the length of your process, but its efficiency, respect for candidates' time, and genuine care. Quality hires emerge from thoughtful assessments, not bureaucratic marathons. Lesson Learned To all recruiters, hiring managers, and employers: Quality over Quantity. Speed with Sensibility. Your brand isn't polished by dragging out interviews, it's burnished by treating people well. Rejecting applicants time and again, or preventing them from reapplying as some Australian employer do, is a red flag to candidates. If an applicant applied after being rejected by you or your recruiter, then you must assume, that once you reviewed their application initially you missed something. Instead of relying on your ATS, systems you should review their application manually and read it well. The chances are that they are actually the right fit but your ATS system, blinded by inbuilt buzzwords, missed their true value. Next time you're tempted by a labyrinthine process, pause. Ask yourself: "Is this about us or them?" 🚀 Feel free to share this lesson far and wide. Let's debunk the myth and build better workplaces together! If you have more stories or insights, I'm all ears. 😊

You've got 2 options with hiring - quantity OR quality. I no longer believe that hiring is a numbers game. To hire the very best, you want those on a mission-driven career. If you're hiring 10s of people at the same time - its great for growth but they might see themselves as just another 'bum on a seat'. When you're able to articulate the vision - that's the game-changer!! It's all about alignment of careers and growth.