Sameh Abu Duhier’s Post

I've learned a lot of things about the hiring process. My humble advice is to always work with the the companies that hires faster rather the one that take weeks even months to hire. Why's that? Well, fast hiring companies tend to appreciate talents, have the fear of loosing a great candidate and they mostly hire based on smartness and personality because 90% of the jobs can be taught. While long term hiring companies tend to find perfection ( which doesn't exist ) what makes the candidate frustrated and full of false hopes while ignoring other great opportunities. Please be aware of this trap, as it might end you up jobless.

What’s the secret to making great hires in a short amount of time? 🤔 It’s not luck.. it’s all about the process. A recent success story where we nailed the hiring process in record time.  The key? It wasn’t just ticking boxes or rushing to fill the role. Instead, we took the time to dig deep. 💡 With our client: We didn’t just focus on what they needed right now. We explored where they wanted this person to be in 12 months and what success looked like beyond the job description. 💡 With the candidate: It wasn’t just about their skills. It was about their ambitions. We made sure their goals aligned perfectly with the client’s vision for the role. It’s these conversations, the ones that go deeper than the surface, that lead to results everyone can be excited about. What’s your go-to strategy for ensuring hiring success? 👇

Looking for a ‘unicorn’ candidate? You might be scaring away great talent. 🚩 Red Flag Alert: unrealistic job requirements ⚠️ Signs it's a problem: A ‘junior’ role with 5+ years of experience. A laundry list of skills that one human couldn’t possibly have. Requirements that don’t match the actual day-to-day of the role. Why it hurts your hiring: Top candidates move on—they know when expectations are out of touch. You lose out on people who could grow into the role and deliver big. You slow down hiring because the “perfect” candidate doesn’t exist. The fix: 1️⃣ Identify your MVP—Minimum Viable Profile. What skills and experience are truly essential? 2️⃣ Replace wish lists with real outcomes: “You’ll build X and achieve Y in 6 months.” 3️⃣ Be growth-minded. If someone checks 70% of the boxes, they’re worth talking to. Stop searching for unicorns. Start hiring great talent. ---- #careers #hiring #recruitingredflags

You can’t build a great company with people who don’t buy into the vision. I learned this the hard way. Early on, I hired people who looked like great candidates on paper but just saw their roles as 9-to-5. They didn’t connect with the company’s mission or understand what it took to work with international clients. Unsurprisingly, they didn’t last. Now, I focus on hiring people who see their work as a career, not just a paycheck. Those who are invested in the vision and want to grow with the company. Skills can be taught, but mindset and alignment with the mission can’t. If someone doesn’t buy into the bigger picture, they’re not the right fit—it’s that simple.

Hiring great talent isn’t just about filling roles. It’s about creating opportunities for growth, innovation, and success.🏆 🔎 Showcase Your Culture: Share what makes your organization special. A strong employer brand attracts candidates who share your values. ⭐ Prioritize Candidate Experience: A positive recruitment process speaks volumes. Respect their time and be sure to communicate clearly.   ⚖️ Be Flexible: Top candidates are in high demand. Move efficiently through the hiring process and be open to discussing their unique needs. Investing in great people today ensures a stronger tomorrow. Who will shape your organization’s future? 🚀

Here are the 3 worst reasons not to hire someone. 1. They don’t have a degree. Honestly, many jobs don’t need a degree to be done well, and having one doesn’t always mean someone is ready for the job. A degree isn’t the best way to measure what someone can bring to your team. 2. They don’t have direct industry experience. Give them the job, and now they’ll have industry experience. This is the most overrated “requirement” I’ve come across. 3. They don’t have the exact background we’re looking for. Nobody does. Try hiring based on potential for a change and see what happens. Hiring is tough enough without adding unnecessary obstacles. #Agree? What’s on your list?

Hiring for potential beats hiring for experience every time. Skills can be taught, but potential, motivation, and attitude are intrinsic. Invest in people with the drive to learn, and you’ll never have to start from scratch.

As we step into the new year, many of us will be focusing on hiring, replacing, and forecasting future hires. One common trend I observe is the tendency to prioritise experience over character when making hiring decisions. It's crucial to look beyond just past roles and titles, especially for those operating under budget constraints or experiencing rapid growth. The key: - is to seek individuals who are driven - willing to go the extra mile - and versatile in their responsibilities During our first meeting of the year, I highlighted a team member we brought on board last year as a prime example. She embodies the qualities of an ideal team player: - energetic - dedicated - inquisitive - and proactive in taking on additional tasks. In the quest for new talent, remember that character traits like determination and adaptability can often outweigh mere experience. It's the individuals who exhibit a strong work ethic and a proactive mindset that truly elevate a team towards success. Trust me! I've hired a lot of duds in my lifetime and I'm a recruiter;) TalentHero #hiring #character

PLEASE, STOP LOWBALLING CANDIDATES! Hiring Manager: "Our budget is tight, so we're offering $15,000 less for this role." Candidate: "No problem. I'll make sure my productivity matches that budget." Here's 5 reasons why you shouldn't be so tight: 𝐓𝐨𝐩 𝐓𝐚𝐥𝐞𝐧𝐭 𝐖𝐢𝐥𝐥 𝐃𝐞𝐜𝐥𝐢𝐧𝐞: Good candidates know their market value. They'll reject your role and go elsewhere. 𝐍𝐞𝐠𝐚𝐭𝐢𝐯𝐞 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 𝐑𝐞𝐩𝐮𝐭𝐚𝐭𝐢𝐨𝐧: Want a reputation for devaluing your people before they even start? Word spreads quickly. 𝐋𝐨𝐰 𝐌𝐨𝐫𝐚𝐥𝐞 𝐚𝐧𝐝 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Way to make someone feel undervalued and demotivated before they even start! Do you really want low job satisfaction, lower productivity, and higher turnover rates? 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠 𝐂𝐨𝐬𝐭𝐬: There's no greater feeling for a recruiter than finding a unicorn, working your a$$ off getting them to table, getting to the offer stage... for all expectations to be thrown out the window - it results in starting from scratch again. Additionally, frequent turnover due to dissatisfaction can further escalate recruitment expenses. 𝐋𝐨𝐬𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐭𝐡: Trust me...the next few years are not the ones where you want to be missing out on the best candidates who can drive the organisation forward and provide a competitive edge.

You’ve found your perfect candidate, but are you the employer they want? Hiring isn’t just about finding great talent; it’s about showing them why they should choose you. The best candidates are looking for more than just money. They want: * A workplace that values their growth. * A team they’re excited to join. * A role where they can make an impact. If you’re not sharing why you’re the best choice, someone else will. #hiring #candidateexperience #humanresources