Michael Pidgeon’s Post

What is an 👀ENTRY-LEVEL👀 Job? Entry-level jobs are jobs that act as onramps to a career in a particular industry, where employees are trained on the job and learn as they go. 🌟 Why are they extremely valuable? 1. Cultural Growth 🎨 Entry-level employees bring fresh perspectives that can invigorate and strengthen company culture. 2. Team Efficiency 🏁 Entry-level roles help senior staff by managing essential tasks. 3. Career Development 🪁 Entry-level positions can be trained and upskilled to advance within the company. Despite their importance, navigating the hiring process for these roles presents A LOT OF challenges. 🚧 With our next post where we'll dive into the complexities of hiring for entry-level positions!

Hey there, fellow hiring pros! 👋 Let’s chat about something that's been on my mind—hiring for potential instead of just checking off every skill on a job description. 📋 We all know how it goes: you’re on the hunt for that perfect candidate who checks every box. 🦄 But let's be real, those unicorns are pretty rare. Instead of getting stuck on the must-haves, think about picking someone who’s got the drive and the right attitude. 💪 Tech skills are like languages. 🌐 If someone’s already picked up a few, chances are, they can learn more. The tech world moves fast, so having folks who can adapt and grow is way more valuable than sticking rigidly to a checklist. 🔄 Trust your gut. If someone seems passionate and eager to learn, they might just be the right fit. ✨ Sure, they might not have every skill at first, but with some training and support, they could become a star player on your team. 🌟 Plus, when you give people the chance to develop new skills, they’re often more loyal and satisfied. 😊 Who doesn’t want a team that sticks around and grows with the company, right? 🚀 So, next time you’re recruiting, don’t just look for a perfect match on paper. Think about the potential and the new perspectives someone can bring to your team. 🤔 I’d love to hear your stories—has taking a chance on potential ever paid off for you in a big way? 💬 --- What are some of the risks you’ve taken in hiring, and how did they turn out? 🎤

How is hiring

Dear Hiring Managers, It's time to redefine what ‘entry-level’ means. And yes I mean ACTUAL entry-level! Entry-level jobs = 0 years of experience. Not 3-5 years of experience... But 0 years of experience doesn’t mean 0 value. Here are 5 reasons why employers need to consider hiring actual entry-level talent: 1️⃣ They bring a ton of enthusiasm and energy 2️⃣ They're digital natives 3️⃣ They're affordable with high potential 4️⃣ They don't have broken corporate America systems 5️⃣ They want to make an impact and a difference Runway has helped 100s of employers hire entry-levels that fit this mold. But I'm not a believer in flashy marketing. I want the results to speak for themselves: Tarkenton Financial hired 2 BDRs for 90 days They generated over $750k in revenue and were just hired full-time. Remote Security Solutions (RSS) hired a SWE intern. They're helping to build a transit protection software which will help their clients save BILLIONS of dollars. Stop seeing entry-level talent as just beginners. We're seeing them bring crazy ROI to our customers. And entry-levels aren't asking for a lot. They just want an opportunity. Any reasons I missed for hiring entry levels? Let me know in the comments below! ♻️ Repost this to break the stigma on entry-levels. 🤟 And follow Ford Coleman for more! Ps. Little xmas gift but if you hire an intern through Runway we'll send you $300 as a thank-you for supporting students! Referrals count too :) www.joinrunway.io

🚨 Hiring Trends Gone Wild: Let’s Keep It Simple, Folks! 🚨 Ever feel like the hiring process has turned into an obstacle course? Here are a few "trendy" practices that are turning it into a circus 🎪: Six-Stage Hiring Process for Entry-Level Jobs 🤯 For a customer support role, do we really need six stages? It's like running a marathon to decide if someone can jog. Let's save everyone's time and keep it short and sweet.Stretching the process into endless rounds risks losing top talent. Irrelevant Assignments 🧮 In the age of Google, do we need our janitors to pass a math exam, Karen? Let's focus on what's truly relevant for the role. Technical Tests for Non-Tech Roles 💻 Asking a marketing candidate to code a website? Unless we want them to moonlight as a developer, let's keep our tests pertinent to the job. Overly Complex Application Forms 📝 If our application form feels like writing a novel, we might scare off great candidates. Let’s streamline and make it user-friendly. Let's aim for a hiring process that's straightforward, efficient, and respectful. By keeping it real and relevant, we can attract the best talent and make the experience enjoyable for all. 🚀 #Hiring #Recruitment #KeepItSimple #TalentAcquisition #HRHumor #JobSearch

What are the primary reasons companies hire people? 1. Solving Problems: Companies need problem-solvers to fix specific issues. Example: Hiring a tech expert to create new software. 💻 2. Adding Value: They want people who can boost profits and reduce costs. Example: Bringing in a marketing whiz to increase sales. 💰 3. Problem-Solving Skills: If you're great at finding solutions, companies want you. Example: Hiring a security guru to protect data. 🔒 4. Team Fit and Culture: They look for people who match their way of working. Example: Recruiting team players who value customer service. 🤝 5.Growth Potential: Companies want people who can grow with them. Example: Hiring a recent grad with potential for leadership roles. 🌱 6.Strategic Thinking: Can you help plan for the future? Example: Bringing in researchers to keep the company ahead. 🔮 Stand Out in the Job Market: Just having skills isn't enough. You need to show what makes you unique. Want to be the ideal candidate? 🤝Share this with talented individuals who might be struggling to land their dream job.

It’s time to measure talent by proficiency, not experience. Years don’t always equal skill. Time doesn’t always equal talent. My son’s 14-year-old friend hacked the school’s computer system. How many years of experience could he possibly have had? But it’s written right into job posts: -> “10+ years required” -> “Minimum of 5 years’ experience” The truth? Proficiency is within someone’s control. -They can learn. -They can train. -They can level up. But they can’t speed up time. They can’t fast-forward through a decade just to meet a job posting requirement. Hiring for proficiency means opening the door to driven people who bring real skills and real impact to the table. So, the next time you post a job, or review a candidate, ask yourself: Would you rather hire someone who’s mastered the skills you need? Or just someone who’s clocked in the years? What’s your take? Is it time to rethink our “years of experience” mindset? Drop a comment—I’d love to hear! ♻️Repost if you know someone who needs to see this. 🔔 Follow me for more on hiring and getting hired.

more about hiring methods?

What are the primary reasons companies hire people? 1. Solving Problems: Companies need problem-solvers to fix specific issues. Example: Hiring a tech expert to create new software. 💻 2. Adding Value: They want people who can boost profits and reduce costs. Example: Bringing in a marketing whiz to increase sales. 💰 3. Problem-Solving Skills: If you're great at finding solutions, companies want you. Example: Hiring a security guru to protect data. 🔒 4. Team Fit and Culture: They look for people who match their way of working. Example: Recruiting team players who value customer service. 🤝 5.Growth Potential: Companies want people who can grow with them. Example: Hiring a recent grad with potential for leadership roles. 🌱 6.Strategic Thinking: Can you help plan for the future? Example: Bringing in researchers to keep the company ahead. 🔮 Stand Out in the Job Market: Just having skills isn't enough. You need to show what makes you unique.

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