Hiring Our Heroes’ Post

Attention Small Business employer… When was the last time you optimized your HR Department? How often do you update your payroll software to be fully compliant? Did you ever get premium credit on your Employee Benefits offering? For thirty years our focus has been to upgrade your Benefits offerings across multiple locations using Economies of Scale we qualify you for an affordable suite of Fortune 500 benefits for your employees and improve retention and recruiting. Our focus is to increase cash flow with benefits premium reduction of 15% to 24%  Partnering with several PEOs (Professional Employer Organizations) each specializing in various Industries or Businesses we improve your HR and Payroll functions and reduce your medical premiums. 

If you're in peak season hiring, listen up! You're probably struggling to find the right candidates. You post ads, reach out to passive candidates, and try every other trick in your playbook. But what if you changed the playbook itself? What if you: 1. Asked current employees for referrals 2. Targeted local colleges & universities 3. Went old-school with classified ads 4. Revisited past applicants who were a close fit 5. Hosted a virtual job fair Think outside the box and you'll find the right people. And hey, who knows, maybe you'll even have fun trying something new!

Hey HR Reps and Recruiters: If there is a job fair in the community that you recruit from, do you ask current employees if they want to attend and help? If they do not want any part of it, they probably think the place they work at is toxic, and are just in for the money. Why aren't your veterans recommending your place to work at? Why not ask them, and listen to their answers? Can minor adjustments make the place someone would join and want to spend 30 years at?

Wherever, whenever and for how ever long you served ... if you stepped forward, you deserve the respect and gratitude of a nation. Employers: if you agree, use this Veterans' Day to think about ways you can be a military-friendly company. Here are a few thoughts: ⭐ Make your commitment known - be vocal (and proud) about your commitment to hiring qualified veterans; post your openings on veteran-focused job boards; attend specialized job fairs ⭐ Enlist partners - connect with national groups like Hiring our Heroes and local ones like your regional VA or state DOL office. ⭐ Train your talent acquisition team and hiring managers - help your internal team understand how to translate military skills/experience to the civilian workplace ⭐ Build a welcoming environment - honor your veteran employees; invite them to connect with each other and share experiences; get them involved in recruiting; offer benefits meaningful to them; invest in their development; show them a career path We have come a long way, but we can do more to support this special group!

I was at a job fair last week and a candidate said to me; "𝑩𝒆𝒏, 𝑰 𝒘𝒂𝒔 𝒋𝒖𝒔𝒕 𝒔𝒑𝒆𝒂𝒌𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒐𝒏𝒆 𝒐𝒇 𝒚𝒐𝒖𝒓 𝒄𝒐𝒎𝒑𝒆𝒕𝒊𝒕𝒐𝒓𝒔". When I started as a recruiter, I competed with everyone, always seeing who had the contracts I wanted and figuring out how I could get them. Outside of recruitment, I was always competing, whether it was in the gym, or online gaming. My friendship group even had a game called Nandos - where you would eat as much Nandos chicken as possible. While competition was a huge part of my 20's, my mindset changed and I realised that collaboration was key. Collaboration gets more results for more people. Sometimes it's the harder path, and sometimes it takes longer, but it's worth it. Now I don't compete with other ex-military recruiters; instead, I've worked in partnership with a few, and I'd happily do so again. On one of my webinars, I mention most of the other ex-military recruiters, job boards, job fairs and networking groups. Ex-Mil isn't here to compete with other recruitment businesses - instead, we are here to do what we've done since 2005 - serve the armed forces community. Which is lucky for them, since our team is AWESOME! 🤣🤣🤣

Stay current. Stay fresh. While you may be keeping your digital presence updated, there are still events and moments that call for a tangible, visual, hard-copy snapshot of your brand. Whether you are planning for an upcoming tradeshow, job fair, presentation, or sales meeting, don't forget to consider the impact of a nice, concise sales sheet.

Check out our FREE collaborative workshops to prepare for the Fall Hiring Fest! 🎓 From perfecting your elevator pitch to mastering behavioral interview questions, and learning what to do after a job fair, we’ve got you covered. Don’t miss this chance to sharpen your skills and land your next opportunity! Register now!

Feeling lost on how to sell yourself in, like, two sentences? We've got the formula for an epic elevator pitch. Learn to highlight your unique skills, showcase your passion, dial in your body language, and project confidence. It's about blending "who you are" with "what you can do" in a memorable and impactful way, so you can tell your story from career fairs to networking events and recruiter calls. Register here: https://lnkd.in/g3e9vWr3#education#leadershipTeach For America

Dear recruiters, I want to share 3 thoughts with you today 1. Stop hiring people just because of where they went to school. – A fancy degree doesn’t always mean better skills. 2. Start looking at real abilities and potential. – Skills matter more than a university name on a resume. 3. Make hiring fair for everyone. – Give people the chance to show what they can do, no matter their background. Remember, when you hire someone, you’re changing their life. Let’s make that change count. What do you think? Any thoughts?

3 months ago we barely generated a decent amount of revenue at NexHire 🤣 We often promoted tech and web3 jobs for free, ran our platform’s services without any upfront fees, and even organized a job fair and a few career masterclasses. 👾 Looking back, it probably was the best to have properly monetized as early as possible. But on the other side, when we did all these things relating to the problem we were dying to fix, it made it quite easier for us to reach companies and potential partners because they knew first-hand what we were advocating for. 🫡 Now, I’m super stoked to stay we’ve already locked in more than 7 tech companies, and in final talks with another 6 who’ve trusted us 100% with their recruitment—roles ranging from developers to sales associates. (Despite already existing recruitment incumbents 😮💨) A tip from me: sometimes the words of other people (experts & founders) won’t matter one bit when you clearly know the problem you’re personally solving. 🤷🏻♂️