Isabel Strijland’s Post

First time hiring? Avoid the chaos with these 5 simple steps. 🤝 https://lnkd.in/eVPu949s

New Year's resolutions aren't just for your personal goals. 2025 can be the year you.... ✅Find the right candidates for your open roles ✅Save💲and ⏰on hiring with a service that takes the stress out of hiring ✅Build a team that drives your business forward ✅Stop making bad hiring decisions Learn more: https://okt.to/lNxq04 #HVACRecruiting #recruiting #NewYearNewOpportunities

If you’re still relying on resumes, gut feelings, and culture fit to make hiring decisions, you’re doing it wrong. It’s time to evolve. Embrace performance-based hiring, and watch as your talent pool transforms from a mixed bag of potential to a powerhouse of proven performers. Don’t settle for good when great is on the table. Performance-based hiring is your ticket to greatness — grab it with both hands.

Looking for top talent to fill your open roles? AtWork specializes in providing businesses with qualified candidates that align with their unique needs. Whether you're scaling up, filling critical positions, or managing seasonal demand, we are here to streamline the hiring process for you. Let’s partner to build a stronger workforce together! Let’s chat about how we can help your business grow! 🚀

It’s never the right time to hire. That’s definitely what I felt when it was time to hire our next Talent Acquisition Consultant. I was way too busy. (Can you relate?) Or I feared the business couldn't afford it. I also didn’t feel completely clear on the role we needed. To get prepared, I followed a three-step process to help me make sure I’m clear on the following key areas of my business (so I’m sure to get the most out of every new hire). 1. The financial aspect. It’s a financial investment to bring on a team member, so these are the questions I ask and answer: How much money do we have in the bank to pay them? Do we have enough for three months’ worth of salary? How much time will they free up for myself and other team members? How much more money are we going to make with them on the team? If our financial projection around how much money we’ll make with them on the team is more than their salary, that’s one box checked. 2. The tactical aspect. Next I make sure we’re prepared to onboard them so they can dive right in and begin doing their job. This includes hammering into my current team to clean up SOPs daily. (Meaning: make sure everything they do is appropriately and thoroughly documented.) When our SOPs are in place, that’s another box checked. 3. The strategy. Lastly, as a small business owner, if this new team member gives me back 20 hours (or more) a week, I need to be clear on what I’ll do with those 20 hours. Which activities will get me the most bang for my buck? Which uses of my time will grow the business and increase revenue to pay my new hire’s salary? Once I identify what I’ll do with the 20 hours I “bought back” by bringing on a new team member, that checks the last box and it’s time to start looking for this person. Financial, tactical, and strategic are the three areas of business I look at when it’s time to grow my team. What did I miss?

Seeing some very positive signs in the market right now. There’s optimism. With optimism comes growth. With growth comes hiring. You know what’s even better? I’m seeing many look to get ahead of the curve when it comes to Q1 hiring. My calendar has been full the last two weeks with companies looking to gear up for 2025 hiring. This has given them a HUGE leg up on the competition, as they won’t be starting flat footed in January. As I’ve said before, December is a great time to chat with folks as things slow down. Build your candidate pipeline now, then “close” them first thing in the new year when things get serious again.

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Big news, friends - our first full-time hire is coming on board next week. Here's how we approached this unconventional hiring process: 1. Lightning fast - Pinged him in the morning, had dinner together the same day 2. Vision alignment - Prioritize someone who truly gets what we're trying to achieve 3. Culture first - Focus on cultural fit before diving into skills 4. Genuine connection - Our dinner talk? LinkedIn, creators, family, and cricket - not the role 5. Ego at the door - Approached the conversation with humility and openness 6. Authenticity wins - Being easily approachable and open to real discussions The result? We found someone who feels like they've been part of our journey all along. I can't wait to see what we'll achieve together. Keep an eye on this space – I'll be sharing more about our new team member and our exciting plans soon. P.S. What's your best tip for welcoming a new hire?

Let's take a minute to consider your hiring options 🤔