Liz Sebag-Montefiore on LinkedIn: Sharing with my network - this 12m FTC as Head of Leadership, Talent, D&I… (2024)

please 🥺🙏 we are also Human we have things that needs to sustain. well of course I know we don't want to waste our time. and as someone new in the freelance with no as in zero relevant experience in freelance but it doesn't necessarily equivalent to no skills it's very wrong judgement. how can we learn or even be experience ones if you keep closing doors for some like us newbie how can we meet your standards if we can't stand a chance because you prior those who are with relevant experience. it's hard to please to beg for chance when you only require to consider those with experience. it's unfortunate and unfair treatment. I'am opening up your minds and asking for little chance to prove ourselves. because there were no experience ones if there were no at least one that Trust to their skills. we just lack of relevant experience but we don't lack on skills the capability to adapt to learn and our persuasion keep us motivated to strive to show the world of freelance that we are capable we have skills we are confidently beautiful with a heart 💜❤️ I hope for change in the freelance industry that may we be kind enough to consider even those newbie kung wala ako skills Hindi ako maglalakas loob kung Hindi ko alam ang trabaho BAKIT ko naman ca claim na kaya ko kung Hindi. kung wala ako skills anu ginagawa ko dito sa LinkedIn. anu yan pinag lalagay ko sa bio. Hindi tayu Lalo na ako na ke claim na "fake it til you make it. no. no. Hindi ganun Ang serbisyu ko. Lahat ng naka indicate dyan legit yan gumastos pa nga ako para lang sa mga yan. kaya alam ko sa SARILI ko legit yan. Dahl sa huli ako ang mapapa hiya kapah ipi pronta ko SARILI ko sa bagay na Hindi ko kaya dalahin para lanh sa fake it til you make it. reputation ko naka salalay d2. kaya anu dahilan ko para mag lie sa mga naka indicate dyan sa bio. #marketresearch #leadgeneration #calendarmanagement #emailmanagement #digitalnomad #freelance #workfromhome #virtualassistant

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🎈 That's the reason no one is hiring you. It is easy to understand.Since you are decent. They regard you as a challenger to their status because you are good. In addition, they refuse to provide you with the money you are due. Of course, you don't want to work there. The good news is that some managers do not view skill as a liability. It's obvious to them—hire the best, and everybody benefits. Your moment will be here shortly! #technology #management #olegpost #hrgeneralist #hiring #humanresources #copied

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In my 10 years of working for what I consider larger, more corporate companies, I have noticed a trend: Those that constantly complain about their co workers are soon to be leaving.I've developed an attitude towards this - don't complain about the people you work with, ever. Here is why:- Those that complain the most are usually a mirrored image of who and what they complain about, and don't know it. (The ones who complain about those being lazy around them are usually lazy themselves)- It's useless - you don't really know how bad someone is at their job because you're not in their role. You also don't know what someone is going through in life at that time. You don't know if they just lost a family member, or maybe they have a spouse leaving them. Be empathetic.-Ever been presented another department's job and what they have to do, and been blown away about it? It can be pretty eye opening how difficult someones job is, not just your own.- Complaining is toxic, it spreads to those around you. It diminishes peoples' spirits. It causes new hires to leave abruptly. Worst of all, it puts the attention on YOU as the problem, not the people you are complaining about.

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The process of hiring is so fun! I've hired a team of 10 team members and counting.One of the most important and surprising things I've learned, is what I'm looking for in a candidate changes over time as my business grows. This might seem obvious but this is what it looks like in real-time for me. As I reflect back on the last 6 months of growth, this is what it looked like in real-time.I look at my hiring process in terms of phases, based on what my clients are and what the demand is.Phase 1: Hire someone who is available around lunchtime (our most popular hour for dog walkers is 12pm) I hired 2 dog walkers in this phase.Phase 2: Hire someone who is available between 1-4pm (our 2nd most popular times) I hired 1 dog walker in this phase.Phase 3: Hire someone in the Venice neighborhood (as opposed to Santa Monica, where most of my clients are based) I hired 1 dog walker in this phase.Phase 4: Hire someone who works well with my more difficult clients (those who want more check-ins throughout the day, very specific updates, and very specific meal times, lots of pics and videos, etc.) I hired 1 dog walker in this phase who works well with hard-to-please clients. Phase 5: Hire someone who is available weekday evenings (our 3rd most popular time)Phase 6: Hire someone who is available some weekends (for walks and for overnight boarding)Phase 7: Hire someone who is available at least 3x per week between the hours of 10am-3pm (you might be wondering - who the heck has this availability? I have found this is a good option for undergrad or graduate students, nurses, gig workers) I hired 2 dog walkers in this phase.I find it interesting to look back and see how my business has grown, and how the things I look for in a candidate change and become more specific over time.

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Hiring people of PASSION is one of the strategies that can significantly assist any organization to achieve more profits and reach greater heights in the market. In our hiring processes we must hire people of passion, people who are passionate about their jobs, not just qualified candidates but passionate candidates. Not just people who wants to get employed, get money and then pay their bills even though that is important but people who are passionate about their jobs then get money as a by-product.#hradvice #hradministration #hrcommunity #recruitmentstrategies

It hurts when team members leave.I personally recruited most of the team in the earlier days when we were accelerating the growth of the retail network. We kind of all grew up together. Many of the team had children and came back part time. Then, about ten years in, we started to see a bit of a spurt of resignations. It was a combination of reasons. Pay, lack of opportunity to progress, and also a large factor was that people’s lives had changed, they had families and the retail work pattern didn’t work for them any more.I remember on one occasion crying on hearing that an absolute super star was parting ways with us. I took it all very personally. It was the people who had been with us from the start, had so much talent and it came as a bit of a blow.We learned so much from those times and implemented lots of brilliant strategies to engage, develop and retain our team.I’m proud of how we responded and developed our approach over the years.I’m not saying we cracked it by any means - retention HAS TO be a constant focus for any business and is reliant on many factors; culture, wellbeing, training and development opportunities, reward and recognition just for starters.. The biggest learning I took from this challenging time was that where possible, it shouldn’t be completely out of the blue when someone hands their notice in.Exit and interviews are useful of course, but as my Mum would say, it’s a bit like locking the door after the horse has bolted. That’s when we discovered the stay interviews concept. Questions you can ask your team at any time; don’t wait for a mid or end year review - weave these killer questions in to 1-1’s or in passing when chatting with the team for some great insight.The goal of these questions is to learn what your team’s likes and dislikes are, and what keeps them from jumping ship into a role elsewhere. People are VERY open when you ask them direct questions. These conversations also help to build trust and give people the opportunity to communicate their experiences, ideas, and needs.It makes people feel valued.Some questions I like:❓What do you like most about our business?❓What are some of your current challenges?❓What keeps you here?❓How are your talents and strengths being used?❓What are your career aspirations?❓What do you look forward to when coming to work?❓In what ways do you like to be recognised?❓What’s not working right now and what can we do better? There can be fear for some leaders when asking these questions - they may be scared of the answers, fearful they can’t fix everything or scared they don’t have all the answers.But that’s ok. Asking the question and being open is the first step. #leadership #stayinterview #development

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Thinking about making the next step in your #WealthManagement career? Get an insight into what it's like to work at Goodbody from our colleagues and check out our open positions based across Cork, Dublin & Galway#wearehiring #goodbody #wealthmanagement

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This approach means so much to an employee.

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What has a hiring mistake cost you financially, time-wise, relationship-wise, emotionally, and physically? #hiringmistake #badhire #costofturnover #employeeturnover #badhiringpractices #hiringmistakes

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