Month: April 2025

When making hiring decisions, it’s vital to not only find the right candidate but be able to distinguish between standard performance in comparison to maximal performance. I measure standard(typical) performance by an employee’s day to day task, how well they deliver and show up, whereas maximal performance I’d measure based on how well they perform when they do special projects or what is the highest performance, they’ve given their best on.
Given the choice as a business owner to decide the best employee of the two for my business I will hire Jamie. Although Avery has a higher performance ceiling, I think from experience I’ve learned consistency matter more within business environments. Day to Day business operations requires everyone to be dependable and reliable. Having someone like Jamie, who shoes up daily and performs exceptionally well, will ensure we maintain a smoother workflow on the day-to-day basis. This means with Jamie, it will require less micromanaging style and more consistency on getting the work done properly. I think hiring someone like Jamie is adding an asset to the team whereas hiring someone like Avery poses more of a liability to the business, if Avery is in roles better suited for Jamie such as more more traditional corporate style role like a, human resource generalist, or accounting specialist.
Consistency in performance regardless of if its standard or maximal it helps to build more dependable and self-sufficient teams who in the long run will ultimately provide better results, such as less issues, more efficient operations and more revenue being generated. Avery high ceiling performance is a great quality to have, and within the right role or industry, Avery will thrive. I think Avery will be better suited for a less structured or traditional type of role. Avery will thrive in roles that prioritize innovation and boldness. Avery may be better fit in a role such as marketing, photography and design. Those are just three types of industries I think prioritize outburst of performance compared to more corporate structured roles would require more consistency.

My Brand as a Professional Reflects:

I am an HR professional with a background in recruiting, human resources and legal compliance. Much of my strength lies in problem-solving, team work, and leading by example. These strengthens have not only helped my grow as an individual but also contributed to my growth within previous and current organizations. I’ve always valued empathy, understanding and communication. I do my best to implement these values in my day to day but also help me to create supportive and collaborative work environments wherever i go. While I have many strengthens that makes me who I am I also think my weakness are also an important part of branding because it reflects self awareness on yourself. My weakness more recently has been spreading myself thin by taking on too many things. This was a struggle for me that I’ve learned to overcome with time, resources and tenacity. I have learned to manage my time and work loads better because of this and I have been more effective and efficient ever sense. With my goal to attend law school after graduation, I’m open to new challenges and eager to contribute to a team environment where I can continue to grow.

Creative Situation Wanted Ad:

Are you looking for an HR specialist with a strong track record of recruitments, employee relations, and legal experience, along with a passion for teamwork and someone who leads by example? I am a dedicated HR professional with three years of experience and a proven ability, to not only grow but also adapt. My strengthens lie in problem solving, clear communication and creating environments built around empathy and understanding. I am committed to personal and professional growth and my drive is evident in y work ethic and my openness to learning. If you are seeking an HR pr legal professional who excels in fast -paced environments, willing to learn and values team work ad communication. I’d love to connect to further discuss my skills and experience and see well how it aligns with your team

In terms of how much job descriptions influence me: they definitely play a big role. I always try to ensure I align well with what’s listed before applying. I’ve also learned that you don’t need to meet 100% of the qualifications to be a good fit. If you can do most of what’s listed and are willing to learn, you can usually succeed in the role provided solid training and support.

For example, in one of my previous roles as an administrative assistant, the job description mentioned things like customer communication and data entry. Still, once I started, I found myself doing a lot more, such as reporting, calendar management, answering phones, event planning and team coordination than I expected. So, while it was similar in many ways, there were some unexpected differences. That’s why I always encourage being transparent with recruiters. Some roles may not have the support needed if you’re learning on the job, and that’s important to know upfront.

Unfortunately, I don’t have the original job description anymore, but I remember it focused mainly on the general aspects of my previous role. It did not entail everything that was expected or required for my role.

Ultimately, the job description helps set expectations, but the real job might be a little broader or narrower than advertised.

We all work hard for our money and enjoy supporting the companies we love. So, knowing that the company I support by purchasing my favorite items discriminates against people who look like me is a difficult feeling to bear. We’re all aware that economic power is real, and the more we purchase from these large retailers and organizations, the more their stocks rise, which increases their economic power. To think that my money might be going to a company that has discriminatory practices against people like me is, sadly, disheartening.

I refuse to support companies like this, no matter how great their products may be. I’m willing to find an alternative supplier or even settle for something of slightly lesser quality to avoid contributing my hard-earned money to organizations that engage in discriminatory behavior. When you discover that an organization you’ve supported discriminates against people like you, it feels like being a good friend who always shows up, only to have that friend talk badly about you or not equally support you. It’s hurtful and unfortunate, but I won’t let it deter me.

Instead, I will continue advocating for myself and others like me, but I’ll focus on putting my money into companies that are more supportive and have initiatives to be inclusive of marginalized communities and minorities. I would not support that company in any way, and I would refuse to work for an organization that holds such discriminatory beliefs and practices. Just as companies want to ensure candidates are a great fit for them, we as applicants must also make sure we’re choosing companies that align with our values. A company with discriminatory practices is not one I would want to be a part of.

It can be an exciting or trying time when looking for a new job opportunity! When I was looking for my last opportunity, I had gotten to a place with my employer where I felt I had outgrown my role and the company. I felt as if I had become stagnant there, so I knew it was time to begin my new job search. I had been doing things the typical way for a short time, but because I was currently a recruitment manager, I was looking for a new opportunity. I knew the “typical” way as id known for applying fir a job opportunity had changed, so I decided to adjust my job search with the current times and begin utilizing my LinkedIn and other professional social media outlets and job boards to find my next opportunity. I had begun applying the “old fashion” way online, but also because I wanted to reach out to LinkedIn connections and apply for roles I saw posted there and connect with those recruiters. Once I found the job I was interested in, I applied and sent the recruiter listed a quick little message expressing my interest and within two days he reached out and the manger and I set up an interview and within the next 48 hours I was hired for my new job opportunity.
Things that resonated with me while I was on my job search about my previous employer that stuck out to me were the professionalism and the organized process the recruiter and manager had for their hiring process. The recruiter was very responsive and informative, providing me with information about the company and the manager’s role. I enjoyed how the recruiter kept in contact with me until my first day, which resonated with me the most. that effort truly impacted the sort of recruiter I had become at that company. I always followed up, remained transparent and followed through with my applicants when I became in a hiring capacity with any company I work for. I think had the manager and recruiter had not been so hands-on and so transparent with me I would have probably had no desire to work for that company because it was in an industry I did not want to continue to work in until that interaction.

Many organizations allocate more resources toward marketing or product design because the more appealing your company is, the less you must do to attract great talent. I think many companies pour more money into marketing over employee recruitment selection because if you market your organization correctly, you don’t have to do much t get and retain your people. However, marketing is also seen as more financially feasible than recruitment selection. Granted, recruitment selection is essential for a company financially, but because headcount tends to be the easiest thing to “resolve,” organizations usually see it as something more minor. They often believe that if marketing is the right talent and done correctly, they will undoubtedly want to work there because they seem more marketable than their competitors, which is very accurate. However, to create the best marketing team, you have to hire the best marketing people, which goes through the process of proper recruitment and selection. Marketing is seen as more revenue-generating than recruitment selection because it often comes with a shirt term gratification compared to recruitment and selection, which comes more with long-term gratification. When organizations do not prioritize recruitment and selection over other aspects of the business, they often risk high turnover rates, which look less favorable to great talent, lost business, and even a direct hit to their bottom-line financials. This is because a weak recruitment process means organizations may not be able to scale and improve their product or services, which does not make them marketable. Financial loss occurs, and they cannot retain or attract good talent because good talent is attracted to good companies and companies who are good to their people. You can’t entice good talent to join your organization if you do not have a better organization than the organization they currently reside in. A company can scale and improve its products and services by strengthening recruitment and selection. The organization can also retain its top talent and entice top talent from its best competitors to join it to contribute to the company’s growth.