The Importance of Proactive Hiring: Sourcing Talent Beyond Job Postings

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Finding talent in today’s competitive job market can be challenging for recruiters. Simply posting job openings on job boards and LinkedIn may not be enough. To source potential candidates, recruiters need to have a comprehensive recruitment strategy. However, it can be difficult to determine the best time to approach potential candidates.

In a previous article, I used Maslow’s hierarchy of needs to identify when employees might start considering new job opportunities. While it would be ideal to have a crystal ball to determine when someone is ready to make a career move, it is not feasible. Therefore, it is important to understand trends in the job market.

According to a study by Zippia, the average American changes jobs every 4.1 years.

As such, it may be best to target those who are approaching this milestone when searching for candidates on platforms such as LinkedIn Recruiter or Indeed Resume Search. Additionally, the study found that men tend to stay in their jobs longer than women.

LinkedIn Recruiter (Credits to Skylead.io)

Another useful tool on Indeed is Resume Search, which allows recruiters to see when a candidate last updated their resume. If a candidate has recently updated their resume, it could indicate that they are actively searching for a new job. This information could be valuable for recruiters to approach these candidates with relevant job opportunities.

Indeed for Employers (Credits to Indeed.com)

Furthermore, recruiters can keep an eye on companies that employ the talent they seek. If these companies have recently announced layoffs, it could be an opportune time to approach individuals with the required skills and experience.

Checking company reviews on platforms such as Glassdoor and Indeed can also provide valuable insight into a company’s culture and work environment. Poor reviews could indicate that employees feel overworked or unappreciated, which could make them more receptive to new job opportunities.

In conclusion, recruiters need to be proactive and use various tools and strategies to identify potential candidates. Keeping up with job market trends and understanding when employees are likely to make a career move can help recruiters target the right candidates at the right time.

Entrepreneurship Unmasked: Donnie Boivin’s Approach to Facing Challenges Head-On

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Donnie Boivin is an entrepreneur, author, and podcaster who has achieved great success as the CEO of three companies: “Success Champion Networking”, “Badass Business Summit”, and “Champions Table”. 

He is passionate about helping people achieve financial and personal freedom through entrepreneurship and invites anyone looking to take their business to the next level to join the Champions 90 challenge at champions90.com.

Many businesses fail because the owners give up too early. The key to success is perseverance and not quitting when things get tough. 

Donnie believes that those who succeed in business are the ones who are too stubborn to quit when they should have thrown in the towel. 

Many people start multiple businesses without being willing to go through the hard times to succeed.

Donnie’s 90-day Champion 90 challenge is designed to help people who are serious about taking their business to the next level. It is an opportunity to learn from a proven leader in the business community and get the support needed to overcome common challenges such as poor management and bad financial decisions.

Entrepreneurship is not for everyone, but it is not a matter of should or should not. The real question is whether individuals are willing to meet themselves when there are no excuses left. 

Donnie challenges his clients to face the tough moments head-on and discover what they are truly made of. This self-reflection can be uncomfortable, but it is essential for those who want to achieve true success.

Understanding Maslow’s Hierarchy of Needs: A Guide to Hiring and Retaining Employees

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Maslow’s Hierarchy of Needs is a popular model for understanding human psychology and motivation.  

It outlines the five different levels of needs that humans have, starting from physiological needs such as food, water, and shelter, all the way up to self-actualization, which involves personal growth and development.  

I believe that this model has significant implications for hiring and retaining employees in the workplace. 

Firstly, when people are looking for a job, their physiological and safety needs are typically already met in modern society. 

However, they still need to feel that their job will provide security and safety. The next level of needs is love and belonging, which involves having social connections, including family and friends. In the workplace, this translates into having a sense of community and feeling that one belongs in the workplace.  

The fourth level is self-esteem, which is about feeling worthy and appreciated, and this can be achieved through positive feedback at work.  

Finally, self-actualization involves using one’s potential to become more effective, knowledgeable, and skilled. 

When it comes to hiring and retaining employees, it is essential to understand how Maslow’s hierarchy of needs affects their perceptions.  

If employees feel that their needs for safety, security, belonging, and self-esteem are being met, they are less likely to seek other employment. However, if they stop growing and developing, they may feel outdated and be less confident about their ability to find another job. 

Therefore, to retain employees, it is essential to provide opportunities for growth, recognition, and development.  

Companies can offer training programs, mentoring, and coaching to help employees reach their potential and move up the hierarchy of needs.  

When employees feel valued and challenged, they are more likely to stay and contribute to the company’s success. 

In conclusion, understanding Maslow’s hierarchy of needs is crucial for hiring and retaining employees.  

By providing opportunities for growth and development, companies can create a work environment that meets employees’ needs, leading to higher job satisfaction and retention rates. 

Maximizing Productivity and Minimizing Stress- Practical Tip for Better Time Management

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Tip for Better Time Management and Stress Reduction

Poor time management can cause stress. I should know as I tend to be high energy and have too many things on my daily to-do list.

Just this morning I went to a yoga class to get some relaxing exercise but kept thinking of everything I had to do. This just caused me to feel more stressed and defeat the purpose of the activity.

I went back to my drawing board and realized I would feel better and more productive if I initiated a proven tactic. The idea is to take your most important project task and schedule time in your agenda to work on it.

I know this is not a new idea, but it must become a daily habit for it to improve time management and reduce stress.

Here is what to do.

Use any tool you like to list and track your tasks that need to be done each day. Make sure to start and end your workday by looking at the list and ticking off whatever you have completed. I use Google Keep as my to-do list app as I can have it up in a column next to my Gmail emails. Any productivity app or software will do.

At the beginning of the day, take one highly important task that may not be urgent and schedule time in your calendar to work on it. When a task is scheduled as an appointment, even if you do not get it done, it is starring you in the face and thus you can reschedule it to the next day.

Do this everyday for at least three weeks to make it a habit. This is actually the hardest part as new habit development takes work, but the payoff should be well worth it.