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In the rapidly evolving job landscape, standing out to employers requires more than just a degree. It’s about showcasing the skills that matter. At Recruit Riders Technologies Inc, we’ve compiled a list of the top skills that are in high demand across industries: ★ Communication Skills - Master the art of effective verbal and written communication to express ideas clearly and collaborate seamlessly with team members. ★ Problem-Solving Skills: Sharpen your analytical and critical thinking abilities to navigate complex challenges, evaluate options, and implement solutions. ★ Adaptability: Stay ahead by quickly adjusting to new situations, technologies, and environments with flexibility and resilience. ★ Teamwork & Collaboration: Enhance your ability to work harmoniously within teams, contributing to group projects and ensuring smooth communication. ★ Technical Proficiency: Equip yourself with the relevant technical skills and knowledge, from software proficiency to programming languages and tools. ★ Leadership Skills: Develop your ability to guide teams, make strategic decisions, and motivate others towards achieving common goals. At Recruit Riders, we are dedicated to equipping job seekers with the tools and resources to thrive in the IT sector. Whether it’s through CV tailoring, interview counseling, or tech mastery classes, we’re here to support your journey. 🔗 Stay Connected with Us: FaceBook - https://lnkd.in/dhW6PA8H (X) Formerly Twitter - https://lnkd.in/dbAJiZcp Instagram - https://lnkd.in/geU8j-sT Rajan Modi Nirav Bhavsar Karan Patel Jay Gehani Rushikesh Petkar yash soni Alpesh Modi Neel Yagnik Hemang Patel Bhojak Akash Shailesh Thakor Divy M Jay Rami Nagesh Ravat Hitesh Prajapati Ruchi Tiwari Chhaya Avasthi Hiral Senma Srikanta Das Sakshi Mittal Chirag Panchal Bhargav Bhavsar Dhrupal Gandhi Jeebanjyoti Mondal vishwanath rami Akash Prajapati Lakshmi Mohan #jobinterviews #hiring #recruitment #recruiting #recruiters #nowhiring  #hiringnow  #hiringalert #urgenthiring #wearehiring #hiringtalent #hiringmanager #jobsearch  #hireme  #jobhunt  #jobseeke  #hiring #recruitment  #jobsearching  #remotework

I can't believe that soon it will be half-a-year working at Solutions Driven and what a journey it has been so far. For those of you that know me well, I am not really one for common LinkedIn posts (and perhaps that's bad). In any company there are those who shine in the sunlight, and then there are some like me, goblins in the mines doing scutwork. However I am now coming out from the cave to share that joining Solutions Driven has been a truly refreshing experience compared to any other recruitment agency I've encountered. Here’s why: -Innovative Approach: Solutions Driven takes a unique, data-driven approach to recruitment, ensuring that every match is the perfect fit for both the client and candidate. It's not just about filling positions, it's about creating lasting partnerships. -Client and Candidate First: The level of dedication to understanding the needs and aspirations of both clients and candidates is unparalleled. This personalized touch makes all the difference in building trust and delivering exceptional results. -Collaborative Culture: The team here is nothing short of extraordinary. From day one, I felt welcomed and supported, surrounded by passionate professionals who are committed to excellence and innovation. -Growth and Development: This company is not just about business growth; it's also about personal and professional development. The continuous learning opportunities and mentorship I have received have been invaluable. -Global Impact: With a reach that spans across the globe, they are making a significant impact in the recruitment world, helping organizations find top talent and candidates land their dream jobs. I love the opportunity of creating worldwide relationships. I am proud to be part of a company that is redefining recruitment and making a real difference. If you’re looking for More than a Hiring Partner that goes above and beyond, then Solutions Driven is the right pick for you. Here's to many more months ahead. 💚 #recruiting

In today’s fast-evolving job market, standing out from the crowd is more important than ever. Recruit Riders Technologies Inc. is here to guide you through mastering key skills that can significantly increase your marketability and demand. Let’s dive into the 4 essential job skills you need to elevate your career prospects: 👑 Leadership Skills: Showcase your potential to lead and open up new advancement opportunities. Leadership is not just for managers; it's a trait that can distinguish you at any level. 💡 Creativity & Innovation: Drive your career forward by being at the forefront of product development, marketing strategies, and process improvements. Your ability to think outside the box is invaluable. ❤️�� Emotional Intelligence: Build strong relationships, resolve conflicts, and promote a positive workplace culture with high emotional intelligence. This skill is increasingly recognized by employers as a key to professional success. 📚 Continuous Learning: Commit to updating your skills, pursuing certifications, and seeking new knowledge. This demonstrates your dedication to both personal and professional growth. By focusing on these areas, you’re not just preparing for your next job; you’re preparing for a successful career path that can adapt to the changes and challenges of the IT industry. For more insights and updates on how to propel your career to the next level, don't forget to follow us: FaceBook - https://lnkd.in/dhW6PA8H (X) Formerly Twitter - https://lnkd.in/dbAJiZcp Instagram - https://lnkd.in/geU8j-sT Rajan Modi Nirav Bhavsar Karan Patel Jay Gehani Rushikesh Petkar yash soni Alpesh Modi Neel Yagnik Hemang Patel Bhojak Akash Shailesh Thakor Divy M Jay Rami Nagesh Ravat Hitesh Prajapati Ruchi Tiwari Chhaya Avasthi Hiral Senma Srikanta Das Sakshi Mittal Chirag Panchal Bhargav Bhavsar Dhrupal Gandhi Jeebanjyoti Mondal vishwanath rami Akash Prajapati Lakshmi Mohan #jobinterviews #hiring #recruitment #recruiting #recruiters #nowhiring #hiringnow #hiringalert #urgenthiring #wearehiring #hiringtalent #hiringmanager #jobsearch #hireme #jobhunt #jobseeke #hiring #recruitment #jobsearching #remotework  #jobsearching  #remotework

If you're recruiting currently and using an agency this applies to you! Recruiters can also take note. I'm looking through our placements this year and the companies that stand out are the ones we've done multiple placements with or maybe we've done just one but our relationships are strong. Please give your recruiter an hour of your time to get a full brief on the team, your product and your plans. Maybe bring them to the office and show them the set up if its relevant! Organise quick de-briefs and quick follow ups. It will pay off, trust me! I think there's a lot to be said when you see it as a partnership rather than a service of random PDF's coming into your inbox. Find a good recruiter and get rid of the sh*t ones. Let them shout you a coffee/beer/lunch and get stuck in together. It's hard hiring but it can be easier if you make it so. Some key points to make it easier that we find: 💥We have direct access to managers who want / trust us to be given access. 💥We know the tech stack inside out and get regular updates 💥We have a very good grasp of where the technology is going or when they want to get it. 💥There is pain points and we're aware of them. 💥We're in contact with multiple people in the business even if they don't directly interview. 💥We know the team. We know who's a lead, who's a single contributor, where they have worked before, why they're good - this is important in selling the company and the role. If you have people in the team that are from Ex Unicorn companies, have a PhD in Artificial Intelligence etc people need to know that. You don't need to hide them away. We're hiring people at the end of the day. There are so many more variables than buying a straight up SaaS product etc. Give the process the human touch and you will get better humans, outcomes and a better experience. Just my thoughts. Feel free to add. #Hiring #Technology Nuage Technology Group Dan Bowers Dennie Farmer

10 reasons why companies need to hire entry-level talent: (and yes I mean ACTUAL entry-level = no direct experience) 1.    They bring bags of energy and enthusiasm – it’s infectious. 2.    They’re digital natives – new tech isn’t scary, they can embrace things like AI easily. 3.    They’ll get shit done – things move rapidly in their world. 4.    They’re super curious – they’ll ask your team questions which spark ideas. 5.    New generational perspectives will inspire creativity. 6.    Your hiring is low costs for high impact and great future potential. 7.    They’ve not been worn down by corporate systems – mindset blockers don’t exist. 8.    They’re fun and culture-rich – your team will get a boost. 9.    They’re used to working with low budgets and tight deadlines. 10. You’re not hiring for experience – you’re hiring for character, values and potential. I was an entry-level who someone took a chance on. You were an entry-level who someone took a chance on. If you're looking to break into a new industry/role, don't forget how much value you can bring. Hiring managers, don’t forget where you started. Any more to add to the list? #careers #entrylevel #hiring #hiringstrategy

Hiring is broken. We should be able to hire people in 3 days. Not 30 days, not 3 months. The magic wand experience should be ---> Step 1: I need a person with these skills Step 2: It gives me 3 profiles that are super curated with already assessed soft skills, hard skills. Step 3: Quick conversation within 24 hours. Calendly integration. Step 4: Role out offer in 48 hours. Step 5: They join in 72 hours. Built specifically for startups. Pick people with no notice periods. Take 25% of their first salary from employee and employer. Can start with junior roles and then move to senior roles. Can someone build this? #recruiting

🚀 Hiring the right people is key to innovation. In the rapidly evolving tech landscape, each strategic hire can significantly influence our organisation's momentum. That's why, as a CIO/CTO, these decisions can't be left to chance. At Zenzo Digital, we don't just deliver candidates; we connect you with future change-makers. These are the individuals who don't just fill a role but propel your vision forward. With an acute understanding of the unique ecosystem that tech leaders navigate, Zenzo Digital tailors its approach to meet your specific needs. Our process is meticulous, ensuring each candidate's skills and mindset align with your company's culture and ambitions. It's about more than matching resumes with job descriptions; it's about foreseeing the potential impact a person can have on your innovation cycle. Zenzo Digital stands apart by not only understanding tech talent but by anticipating the directional shifts of the industry. We bring you the leaders who will not only adapt to change but will drive it, setting your organisation miles ahead in the race for technological advancement. Please feel free to get in touch and connect with us for advice or assistance 📩 #CIO #CTO #InnovationLeadership

Hiring is hard. If you're a business owner, you know that finding good employees and keeping them happy can be a struggle. You've probably been through your fair share of bad hires and burned-out employees, and you want to do everything in your power to avoid those situations. But how do you do that? What are some effective tactics for streamlining your hiring process? 1) Do your homework: research the qualifications required for each position, including education level, certifications and licenses, industry experience, and company culture fit. Make sure that you're looking at what an employee needs to know not just what they can learn on their own (which will help with retention). 2) Get feedback: ask people who have worked with candidates before if they would recommend them or not, or if they think they'd be a good fit for the job at hand. This will help you get a sense of whether there's something wrong with the candidate's skillset that could be corrected. 3) Hire us: we are a business that helps businesses find the right people for their needs. We know how hard it is to hire the right people, and we want to help you get through it as easily as possible ➝ https://lnkd.in/eUnPT8Z7 #hiring #employees #employers #pharmajobs #adagency #cherryblossom #cherrysblossomdigital #digital #pharmamarketing #digitalmarketing 

Hiring up, or hiring for growth? The term “hiring up” loosely means hiring people for your company who are more skilled and experienced than your current team. You're looking for someone who has not only "talked the talk" but has confidently "walked the walk”. This hiring strategy is used commonly for a number of reasons, it’s a plug and play solution, it can bring you quicker results, their knowledge and experience can enrich the whole team. Maybe they can access markets or customers previously inaccessible, or maybe they know how develop products you simply couldn’t before. Hiring for growth, is hiring for people based on potential. This can be just as effective, and brings with it a number of benefits. Typically, when people take the next career step up, they will have something to prove. This is their chance to hit their own personal milestones and with that, often bring along with them a growth mindset and high motivation. They can bring fresh perspective, employing someone who isn’t a carbon copy of what you’ve had before can also help you to reap the rewards of diversity and inclusion. Treat them well, they become an invaluable long-term investment, matured into your company as a specialist, embedded in your culture, and loyal because you gave them that opportunity to develop. When you have a key hire next, are you hiring up, or hiring for growth?

If you struggle with hiring C-level executives (or rare skilled IC's), here's what you can try: 1. Make a list of challenges you'd expect your next C-level/IC to solve. 2. Identify a list of companies or people that/who faced similar challenges. You can easily use LinkedIn for that typing company name + role (e.g. Indeed + Chief marketing officer) Let's imagine you need to find Head of People for scaling your company after the upcoming investment round. Look for companies that received funding in the last few years, and check who was scaling people function there. You can aim for those who no longer work there, or if you're up for head-hunting, they can be current employees. 3. Reach out to these people, but don't ask them to participate in your hiring process. You don't need it at this stage. Reach out to ask for their expertise: strategic planning sessions or brainstorming sessions work perfectly for these matter. Ask them to join these sessions as consultants because you need their brains. You need their experience to map out a plan (in our case — scaling people function). Use their approach, pay for their time, invite them as consultants. Even if it doesn't work out as a full-time hire, you'll get fresh perspective on how to move further. It should be separate sessions with each person, so you can divide your challenges into groups for them. 4. You will most likely 'feel' who fits during these sessions. It's obvious how a person thinks, acts, treats others, and you can definitely have a hint on how they're going to operate in the future with you. 5. If there's someone from the participants who sparked the interest and you saw that they were interested and engaged too, reach out to present the job opening. You already had contact with them, you respectfully payed for their time, they have an idea of who you are, and they already invested their time into you. I'm not guaranteeing 100% success, but it drastically increases the chances of them at least being interested in talking to you. In my experience, we used this method a few times and each time we hired C-levels in 1 month after looking for them for 8-9 months. #hiring #clevel