Michael Potvin's Linkedin Analytics

Unlock the Secret to Spectacular Business Outcomes: Master Your THOUGHTS! 💭🔓 Ever wondered what sets apart the best business outcomes from the rest? It’s not just strategy or luck. It all starts with mastering your thoughts. 🧠✨ In the pursuit of business excellence, three key elements are essential: your thoughts, your words, and your actions. The most challenging yet crucial of these? Mastering your thoughts. Here’s the breakdown: 1️⃣ Thoughts: Defeat Distractions: Focus is your greatest ally. Command Confidence: Believe in your vision and your ability to achieve it. Cultivate Skills: Continuous learning and improvement keep you ahead. Attract the Right Tribe: Surround yourself with people who support and elevate you. 2️⃣ Words: Inspire and Motivate: Use your language to uplift and energize your team. Persuade and Ignite Change: Craft messages that drive action and foster innovation. 3️⃣ Actions: Consistency is Key: Align your actions with your vision, day in and day out. Relentless Execution: Follow through on your plans with unwavering commitment. The Secret Sauce 🥣: Control your mindset, govern your thoughts, and you're halfway to achieving spectacular business outcomes. Every business owner has their Everest to climb, but the view from the summit of a conquered mind is truly phenomenal. 🏔️ Call to Action: What’s your greatest challenge in aligning your thoughts, words, and actions? Share your experiences and insights below. Ready to flex that mindset muscle? Let’s conquer together! 🚀 👍 If this post resonates with you, give it a like. 🔄 Share it within your network to spread the inspiration. 📌 Follow me for more insights on mastering the art of business success. #Business #Growth #Leadership #Entrepreneurship #MindsetMastery

🏈 Ageism in the Workplace: Don’t Overlook Your Joe Flacco! 🏆 Are you overlooking experienced candidates because of their age? Let's take a lesson from the NFL. Joe Flacco was written off by experts at 38, deemed too old and past his prime. But when the Cleveland Browns saw his potential and gave him a chance, Flacco shattered records, leading the team to the playoffs at one point, and proving that experience and maturity are invaluable assets. Why Experience Matters: ✅ Proven Track Record: Like Flacco, experienced professionals bring a history of achievements and resilience. ✅ Mentorship: They can guide and mentor younger team members, fostering a collaborative and skilled workforce. ✅ Stability: Experienced employees often bring a level of stability and loyalty that can be hard to find. How Many "Flaccos" Have You Written Off? Keeping an open mind about seasoned candidates can unlock unexpected success and innovation for your team. Their wisdom, dedication, and fresh perspective can be the driving force behind your next big win. Call to Action: 👩‍💼👨‍💼 Hiring Managers and People Leaders: Don’t miss out on top talent because of age biases. Embrace the wealth of knowledge that experienced candidates bring. 🔄 Re-evaluate your hiring practices today and see the difference experience makes! 🔍 Is your team missing out on seasoned talent? Reach out to discover how we can help you leverage the power of experience in your workforce. #Experience #Maturity #AgeIsJustANumber #TalentManagement #LeadershipMatters

The Best Boss Ever: Empowering Growth, Not Just Managing Tasks 🚀 Ever wondered what makes the best boss truly exceptional? It’s not about working the longest hours or having all the answers. It's about creating an environment where everyone can thrive. 🌱 Here’s what the best boss looks like, sounds like, and acts like: 👉 Empathy Over Authority: They clear obstacles, making the path to success smoother for their team. No problem is too big or too small for their attention. 💪 👉 Curiosity Over Certainty: They don’t pretend to have all the answers. Instead, they embrace learning and inspire their team to seek knowledge continuously. 📚 👉 Empowerment Over Micromanagement: They focus on growth and development, encouraging their team to evolve and excel. They nurture an environment of support that boosts professional skills and personal confidence. 🌟 👉 Dedication Over Self-Promotion: Their primary goal is the success of their team. They prioritize team achievements over personal accolades, fostering a sense of collective accomplishment. 🏆 The Bottom Line: Leadership is not about managing tasks; it’s about empowering people. When you lead with empathy, openness, and a genuine desire to see your team grow, you create a thriving, motivated, and successful workplace. Call to Action: Reflect on your leadership style. Are you just managing tasks, or are you truly empowering your team? Let's inspire each other to be better leaders. 🔍 Intrigued? Let's get the conversation started! Share your thoughts or experiences below. 👍 If this post resonates with you, give it a like. 🔄 Share it within your network to spread the message. 📌 Follow me for more insights on leadership and growth. #Leadership #Empowerment #GrowthMindset #TeamSuccess #LeadToEmpower

🚀 Nail Your Next Job Interview with These 8 Game-Changing Questions! 🚀 Every job interview has a Q&A, but let’s be real—99% of job seekers either skip it or ask the same old questions. 🌟 Want to stand out and land more job offers? Here are 8 unique questions that will make you unforgettable in the interview room: 1️⃣ "Fast Forward One Year, You're Looking Back On This Hire. What Did They Do To Exceed Every Expectation?" 📈 This shows the interviewer you're results-focused and eager to understand what success looks like. 2️⃣ "What Is The Most Unexpected Thing You've Learned While Working Here?" 🤔 This unexpected question elicits unique experiences and insights about the team and company culture. 3️⃣ "What Goals Has Your Manager Set For You Over The Next 6 Months? How Can This Hire Help You Achieve Them?" 🎯 Everyone wants to shine in front of their manager. Showing you understand and will prioritize this is a surefire way to impress. 4️⃣ "Why Is This Role Open?" 🔍 Is the company expanding? Did someone quit or get promoted? Understanding the reason behind the opening provides crucial context. 5️⃣ "Who Would Not Be A Good Fit At This Company?" 🚫 Flipping the script to learn about traits that wouldn't fit with their culture offers valuable insight into the company environment. 6️⃣ "How Many People In This Role Have Been Promoted To More Senior Internal Positions?" 📊 Understanding growth trajectories is essential. This question tells you if there’s room to grow within the company. 7️⃣ "Can You Tell Me About A Time When Someone Was Encouraged To Step Outside The Confines Of Their Job Description?" 🌟 This reveals if the company fosters growth through challenging projects or expects extra work with no added value. 8️⃣ "Can You Walk Me Through The Roadmap And Projections For The Next 12 Months?" 🚀 Before you commit, know where the company stands and where it’s headed. Clear vision and projections are key. 🔗 Elevate Your Interview Game Today! 🔗 Share these tips with your network and start asking the questions that will set you apart. Your dream job is just a question away! 🌟 #CareerTips #InterviewQuestions #JobSearch #StandOut #ProfessionalDevelopment

Authenticity > Authority. Always. In leadership, too many chase control. Titles 🏷️. Influence 📊. That polished veneer of “authority” 🎩. But here’s the truth: real influence doesn’t come from your org chart 📉. It comes from your authenticity 💯. ⚠️ People don’t follow titles. They follow people who show up real 🙌. They follow leaders who admit what they don’t know 🤔, ask smart questions 💬, and care deeply ❤️ — without needing to prove it on a slide deck 📽️. Think about it: ▪️ Would you rather work for someone who acts important 🤷‍♂️? ▪️ Or someone who makes you feel valued 🌟? In hiring 🧲, in management 📋, in culture-building 🧱 — authority without authenticity is just noise 🔇. It’s a memo no one reads 📄. It’s leadership by fear 😬, not by trust 🧠. 👉 Recruiters, managers, execs: Stop trying to impress 💅. Start trying to connect 🤝. Because the moment you lead with your real self — not a role, not a persona — that’s when people actually start listening 👂. And if you’re faking it to seem credible? You’ve already lost. #AuthenticLeadership #WorkplaceCulture #RecruitingRight #LeadWithHeart #TrustOverTitles

🌟 Embrace the Remote Work Revolution! 🌟 Ever danced on the edge of corporate irrationality? 🎭 This isn't just about chess pieces 🏁—it's about humanity. 💙 Imagine swapping skyscrapers 🏢 for rural views 🌾, city bustle 🏙️ for quiet nights 🌌, all while saving $3,400 a month. Sounds idyllic, doesn't it? 🔮 One of our clients, a mid-level manager, experienced this dream by trading her Chicago life for Missouri's laid-back charm. She had it all: a company-approved work-from-home contract 👩‍💻, a cozy Missouri home 🏠, lower living costs, and a happy pet 🐕. Then, out of nowhere, a dreaded call from HR: 'Return to the office within 24 hours or consider yourself resigned.' Seriously, does 'pack your life and move 500 miles away in a day' sound doable? ✈️ Even a grocery run needs a solid 48-hour notice! Here's the kicker: this sudden corporate policy shift 🌊 wasn't due to a strategic meeting. It happened after a round of high-level resignations, including the CEO. This isn't just an absurd ultimatum—it's a stark reminder of the corporate world's empathy deficit. We're talking about people, not chess pieces. Remote work isn't just a trend; it's a game-changer. Here's why: 🌐 Flexibility & Freedom: Employees enjoy a better work-life balance, leading to higher satisfaction and productivity. 🏠 Cost Savings: Both employees and companies save on commuting and office expenses. 📈 Increased Productivity: Studies show remote workers are often more productive and motivated. 💡 Talent Attraction: Offering remote work options attracts top talent from around the globe. 👨‍👩‍👧‍👦 Enhanced Well-being: Less stress, more time for family and personal interests. Next time you're making big decisions, remember: a people-first approach always wins. Ignoring it is irrational and inhumane. Let's prioritize common sense, empathy, and kindness. Questioning where we're headed? Share your thoughts below or share this post to bring humanity back into the boardroom! Your voice can make a difference. 📢 #RemoteWork #WorkLifeBalance #Productivity #EmployeeWellbeing #FutureOfWork

The Digital Talent Era Isn’t Coming. It’s Here. And Most Companies Are Still Playing Catch-Up. 💡 Great talent today isn’t looking for jobs. They’re scanning for relevance, leadership, and alignment. You’re not just filling roles anymore — you’re building experiences, ecosystems, and trust. Here’s how the best are actually recruiting, retaining, and re-engaging top digital talent in 2025: 🔁 1. Stop Recruiting. Start Aligning. If your business goals aren’t clear, don’t expect anyone else to get excited about them. Top performers want to plug into purpose, not chaos. Alignment beats attraction every time. 🌍 2. Think Beyond LinkedIn. Digital talent lives everywhere — Slack groups, GitHub, forums, Discord, alumni circles. If you’re still only posting job ads and calling that "strategy," you’ve already lost. 🛠️ 3. Flexibility Isn’t a Perk. It’s the Baseline. Remote work. Custom hours. Autonomy. If you think flexibility means hybrid Tuesdays and a wellness webinar, you don’t understand the talent you’re trying to keep. ⚙️ 4. Build Culture Like It’s Infrastructure. Slack emojis and pizza parties aren’t culture. Curiosity, collaboration, and continuous feedback are. Equip your people with tools to experiment, fail, and grow — and reward that process. 📊 5. Always Be Succession Planning. Great orgs treat pipeline like oxygen — not an emergency tank. Mentorship, shadowing, and internal mobility beat reactionary hiring every time. 📈 6. Adapt or Attrit. If you're not using data to optimize hiring funnels, onboarding, and engagement, you're wasting time and talent. Evolve your systems before your competition evolves your employees. 🚨 Here's the bottom line: Great talent isn’t fooled by buzzwords. They want clarity, credibility, and consistency. Managers and recruiters who still rely on outdated playbooks are burning bridges with the exact people they claim to want. 📣 Stop acting like talent is hard to find. Start being the kind of organization worth finding. #TalentStrategy #FutureOfWork #DigitalHR #RetentionMatters #LeadershipDoneRight

Skynet or Starfleet? The unexpected crossroads of automation & human skills in the workplace. 😕💪🤖🧑‍🤝‍🧑 OMG...What if there is no more need for People at work?? Admittedly, the workplace is changing so fast, and automation is taking over more tasks than ever before. It's great for productivity, but it can be a real challenge for leaders who wanna make sure we keep the "human" in "human skills." 😕 But that's where I come in! 💪 I'm all about finding new and creative solutions to mix tech and human skills so we can get the best of both worlds. I've developed some great non-traditional approaches that can help. For example, we can train people to have new skills that work WITH automation, not against it. 🤓 Or, we can build "human-in-the-loop" systems that take the best of both worlds to get way better results. 🤖🧑‍🤝‍🧑 The key is to find a good balance between automation and human skills. And that's what I'm all about! As a leader in this space, I'm committed to helping orgs find the solutions that work best for them. If you're interested in learning more, feel free to DM me! 😎 I'm always happy to chat and see how my expertise can help your org achieve its goals. #automation #productivity #creative #leader

🧠 Emotional Labor Is Real — and You're Paying the Price Whether You See It or Not Most leaders are laser-focused on metrics: revenue, headcount, utilization, turnover. But there’s a cost you’re not tracking — and it’s quietly bleeding your talent strategy dry. It’s the emotional weight your people carry to keep teams functioning. Not the kind you’ll find in KPIs or annual reviews. The kind that shows up as quiet frustration, disengagement, and burnout. 🛑 It’s your HR business partner coaching a volatile exec and absorbing the fallout. 🛑 It’s your team lead smoothing over dysfunction between departments just to hit a deadline. 🛑 It’s your frontline managers carrying the emotional load for everyone around them — while getting no support themselves. Here’s the hard truth: This isn’t sustainable. If you're not actively accounting for emotional labor in how you build teams, recognize effort, and design culture — then you’re creating conditions where only the most emotionally exhausted survive. 👉 High performers walk. 👉 Culture erodes. 👉 Productivity tanks. Want to keep your best people? Start by acknowledging the work you don’t see — and building systems that support those who do it. The cost of ignoring this isn’t just human. It’s strategic. #RetentionStrategy #EmotionalLabor #ExecutiveLeadership #CultureByDesign #PeopleFirst

🌟 Unlock Your HR Potential: Making an Impact Regardless of Age or Experience! 🚀 In the world of Human Resources, it's not about how long you've been in the game or how many candles decorate your birthday cake—it's about the impact you make every single day. 🎂💼 Allow me to share a true story—a tale of two HR colleagues, similar in age and years of experience, yet worlds apart in their approach to their profession. 📖 Colleague #1: ❌ Actively looked for how to give others their work. ❌ Ignored innovative new ways to do old things. ❌ Was coasting along to retirement. Colleague #2: ✅ Coached and mentored younger team members. ✅ Worked with the energy of a brand new HR professional. ✅ Was constantly looking for new & better ways of doing things. Two colleagues, same background, but a stark contrast in their HR philosophy and impact. Age and experience are not the ultimate metrics of HR success—it's about mindset, drive, and commitment to growth. 🌱🚀 Whether you're just starting your HR career or you're a seasoned veteran, there are countless ways to make a meaningful impact: ➡ New to HR? Research new trends, offer fresh perspectives, and become an SME in specific areas to shake things up and drive innovation. ➡ Experienced HR Pro? Coach and mentor your team, infuse passion into your work, and lead by example as a lifelong learner, inspiring others to follow suit. No matter where you are on your HR journey, remember this: You have the power to make an impact. 💥✨ Ready to take your HR career to the next level and make a lasting difference in your organization? Let's connect and explore how you can maximize your potential in the ever-evolving world of HR. Click below to schedule a consultation and start making your mark today! 🔗🌟 #HRImpact #CareerDevelopment #ProfessionalGrowth #HRLeadership #Innovation #Mentorship #Success

🔹 Are You Getting What You Pay For in Recruitment? 🔹 In the recruitment industry, there’s a common misconception that you’re saving money by negotiating lower fees. But have you ever considered what you might be sacrificing? Here’s the reality: When you push for lower recruitment fees, you often end up with lower-quality candidates and higher turnover rates. The true cost isn’t in the fee, but in the time and productivity lost with every bad hire. Why paying a higher fee (25% - 30%) makes sense (AND THIS IS COMING FROM AN INTERNAL HR GUY!!!): ✅ Strategic Matchmaking: We’re not just sending resumes; we’re curating perfect matches for your team. 🔍✨ ✅ Candidate Experience Royalty: From the first hello to onboarding, we ensure a smooth and engaging process. 🌈🏞️ ✅ Onboarding Maestro: We don’t just stop at the offer letter. We ensure a seamless transition and integration into your team. 🎼🎻 ✅ Relationship Ninja: We build lasting relationships that ensure the best fit for both the company and the candidate. 🤝💫 ✅ Eternal Learner: We stay ahead of the curve, continually refining our methods to bring you the best talent. 📚🚀 Paying a premium ensures you get the best talent who are more likely to stay and thrive, reducing your long-term costs and boosting your team’s productivity. #Recruitment #TalentAcquisition #QualityOverQuantity #InvestInYourTeam #HR #Leadership

10 Brutal Truths Employers Must Embrace to Attract and Retain Top Talent in 2025 🚀 As we are now fully immersed into 2025, it's time for a reality check. Attracting and retaining top talent requires more than just perks and benefits. Here are 10 harsh truths every employer needs to hear and act upon to build a thriving workforce: 1️⃣ Culture Isn’t Written—It’s Lived 📖 Your company culture isn’t defined by the employee handbook; it’s shaped by the everyday actions and behaviors of your leadership team. Leaders, walk the talk. 2️⃣ Employee Development is Non-Negotiable 📈 Investing in your team's growth isn’t optional. Continuous learning and development are critical for keeping your organization competitive and retaining top talent. 3️⃣ Valued Employees Are Your Best Ambassadors 📢 Employees will only advocate for your company if they feel truly valued and respected. Treat them well, and they’ll become your most powerful brand advocates. 4️⃣ Burnout Signals a Leadership Failure 🔥 Burnout isn’t a badge of honor—it’s a glaring indicator of organizational dysfunction. Prioritize work-life balance and supportive leadership to prevent it. 5️⃣ Ditch Annual Reviews for Real-Time Feedback 📅 Annual performance reviews are outdated. Foster a culture of continuous feedback and regular coaching to drive employee growth and satisfaction. 6️⃣ HR Can’t Do It All Without Support 💼 Expecting HR to be masters of all trades without adequate resources or professional development is unrealistic. Invest in your HR team’s growth and capabilities. 7️⃣ Break the Mental Health Stigma 🧠 The stigma surrounding mental health in the workplace is a barrier to support. Promote a culture where seeking help is encouraged and normalized. 8️⃣ Recognize and Value Your HR Leaders 👏 HR professionals are often the unsung heroes of organizational success. Recognize their contributions and ensure they feel valued and appreciated. 9️⃣ Loyalty is Earned, Not Expected 🤝 Don’t expect automatic loyalty from your employees. Earn it through integrity, transparency, and genuine care for their well-being. 🔟 Micromanagement Kills Morale 👎 Micromanagement isn’t leadership; it’s a surefire way to demotivate your team. Empower your employees and trust them to do their jobs effectively. Call to Action 📣 2025 is the year to transform how we think about and engage with our workforce. Employers, it’s time to act on these truths and build workplaces where top talent can thrive. 🔍 Reflect: Are you living these truths in your organization? 🛠️ Implement: Start taking actionable steps to align with these insights. 🗣️ Engage: Share your experiences and thoughts on how we can create better workplaces. 💬 What’s the most challenging HR truth you’ve faced? Drop your thoughts in the comments below! #Leadership #WorkCulture #TalentManagement #EmployeeEngagement #HRInsights

💥 Hiring Managers, Recruiters, Talent Pros — Let’s Talk About the Elephant in the Interview Room. 💥 💸 Salary. When should it be discussed? ✅ On the first call. ✅ Every time you talk. ✅ Early. Often. Transparently. Seems obvious, right? Yet here we are — still watching recruiters and hiring managers bury comp discussions until the offer stage and acting surprised when a “perfect candidate” walks away. 👀 🚫 This isn’t strategy. It’s dysfunction. 🚫 It’s how you waste time, burn goodwill, and tank your candidate experience. Here’s why discussing salary early and often is non-negotiable: 1️⃣ The market moves fast. Candidates are interviewing elsewhere — sometimes at higher pay bands. Waiting risks irrelevance. 2️⃣ Life happens. Promotions, counteroffers, inflation — a 6-week process can mean a very different expectation by week 7. 3️⃣ Your role evolves. Scope creep is real. If a role sounds heavier during the process, a candidate may rightly want more. 4️⃣ Transparency builds trust. Hiding comp doesn’t “protect your leverage” — it signals fear, not confidence. Let’s be clear: 👉 If you wait to discuss compensation until the final interview, and it doesn’t align — that’s not the candidate’s fault. It’s yours. 💡 World-class recruiting is about alignment, not mystery. It’s about respecting time — yours and theirs. And it's about owning the conversation early, often, and with clarity. 🌟 If you're not talking about salary from the jump, you're not recruiting — you're gambling. Your reputation — and your pipeline — deserve better. Thoughts? Are we still pretending this is up for debate in 2025? 👇 Let’s open this up. #RecruitmentStrategy #CandidateExperience #SalaryTransparency #HiringBestPractices #HRLeadership

🎯 How to Turn 70% of Your Job Interviews into Offers 🎯 Ever imagined turning 70% of your job interviews into offers? 💭 Let me share a game-changing secret, inspired by none other than Abraham Lincoln! 🎩 Picture this: An axe 🪓 and a towering tree 🌳. Lincoln famously said, "If I had six hours to chop down a tree, I would spend the first four sharpening the axe." Now, apply this wisdom to your job search. Swap the 'axe' for interview skills and the 'tree' for job opportunities. By sharpening your interview skills before you "chop down" those job opportunities, you're setting yourself up for success 🏆. Here's my formula for success: 1️⃣ Revamp Your Resume 📝: Your resume gets you in the door, so make sure it’s polished and tailored to each job. 2️⃣ Avoid Hasty Applications 🚫: Don't rush into applying for roles without proper preparation. It’s better to be prepared than to leap in unprepared. 3️⃣ Master Potential Questions 📚: Tackle a mega list of 90-120 potential interview questions relevant to your prospective role. Writing down your responses solidifies your understanding. 4️⃣ Practice, Practice, Practice 🎶: Rehearse your answers until they flow naturally. This intense preparation should stretch over a week. By the time I reached steps 3 and 4, my 'axe' was sharp, and I was ready to dive headfirst into the job market 🌊. And guess what? It worked wonders for me! With a 70% success rate in turning interviews into job offers, I can confidently say that meticulous preparation is the magic ingredient 🧙‍♂️. 💼 Ready to transform your job interviews into job offers? Let’s embrace the Lincoln Strategy! ✍️ Share your thoughts or stories below! 👍 Like if you found this post helpful. 🔄 Share to help others. 🔔 Follow me for more career insights, or send me a PM for personalized advice! #JobSearch #InterviewTips #CareerSuccess #LincolnStrategy #JobOffers

🚨 Let’s be clear: HR should never report to Finance or Operations. Not now, not ever. 🚨 When HR is buried under these functions, you’re basically reducing your people to assets that need to be "managed." Let’s break down why this is completely wrong: 🔴 People become just a cost center – When HR is reduced to "cutting costs," you ignore the most important part of your business: your people. 🔴 Well-being gets ignored – When HR reports to anyone but the CEO, mental health, work-life balance, and overall employee satisfaction are the last thing on anyone’s mind. 🔴 Burnout becomes a “productivity issue” – Instead of addressing burnout, HR gets bogged down with “efficiency” over empathy and support. 🔴 Recruitment goes out the window – HR isn’t allowed to lead talent strategy, so rushed, low-quality hires become the norm, costing you time and top talent. 🔴 Culture gets reduced to buzzwords – Swag, pizza parties, and superficial perks become the “culture,” rather than truly building an environment where employees feel valued and empowered. 🔴 Strategic HR work gets buried in paperwork – The talent strategy that could drive long-term business success gets sidelined by endless admin and process work. Look Finance and Ops are obviously necessary; they’re crucial to running the business. But HR is not a secondary function — it’s the engine driving your success. So why in the world would you bury it under the bureaucracy of process-driven departments? Why is HR the one to “sell” someone on something who has pre-conceived notions, lack of understanding, or outright ignorance, before we can gain audience with the CEO? Dumbest thing ever is the reason most companies with this set up can’t find, hire, onboard, develop, and/or retain anyone! Here’s the truth about HR: 💡 IS NOT just another department; it’s the foundation of your company’s future. 💡 BELONGS in the executive suite, reporting directly to the CEO. 💡 DRIVES STRATEGY, and shouldn't be buried under the weight of finance and ops priorities/prejudices. If you want a company that attracts, retains, and motivates top talent, HR needs to lead. You can’t afford to treat HR like an afterthought. The days of HR being a mere compliance function are over. Get out of HR’s way, for once. Let HR lead, make strategic decisions, and shape the culture and future of your company. Let HR take the reins. 💥 #StrategicLeadership #PeopleMatter #CultureIsKey #HRLeadership #CEOLeadership

Let’s stop playing games with the basics. Too many companies twist simple definitions into something that benefits them — and only them. Let’s reset the terms: 🖥️ Remote Work It means remote. Not “two days in the office” or “we might change our mind later.” If you’re calling people back to HQ 200 miles away after hiring them as remote — that’s bait-and-switch. Period. 💰 Salary It’s the number you're going to pay — for the job you're asking them to do. It’s not a mystery. Not a secret. And not “TBD based on how we feel by round six.” If it’s not enough for 40 hours a week, don’t post it. 🧳 Vacation Out of office means out of reach. No texts. No “quick Zooms.” No “can you just check this one thing.” If they’re on PTO and still working, you’re not giving vacation — you’re handing out guilt trips. 📆 Friday Afternoon This isn’t the time to ask for a 20-slide deck or a “quick sync.” Unless it’s weekend plans or bourbon recs, don’t hit send. People are running on fumes. 📈 Raise A raise is a recognition of value — not a cost-of-living adjustment with a different label. If prices are up 18% and you're handing out 3%, don’t act surprised when your top talent walks. We’ve let too much of this slide. If you're in HR, recruiting, or leadership, start saying what you mean — and honoring what you say. Because no one’s buying the doublespeak anymore. #RecruitingTruths #HRLeadership #WorkplaceClarity #CandidateExperience #SayWhatYouMean

HR Leaders: Ask These 3 Crucial Questions Before Accepting ANY HR Job Offer in 2025! 🚀 As we are well into 2025, making the right career move is more important than ever. Before you accept any HR job offer, ensure you get answers to these 3 vital questions: 👉🏻 1️⃣: "Do I want to become more like the people in this organization?" The values and culture of the people you work with can profoundly impact you. Make sure their traits and values are ones you admire and aspire to embody. 👉🏻 2️⃣: "What do you like most about working here and what makes you stay?" Ask this to all your interviewers. Pay attention to their passion and enthusiasm—or lack thereof. Their responses will reveal cultural highlights and potential red flags you might have missed. 👉🏻 3️⃣: "Describe the culture here & what qualities does an HR pro need to be successful?" Again, ask everyone you meet. Look for common themes in their answers. This will help you gauge if your skills align with what they need and if they appreciate diversity of thought and experience. Here's the Bottom Line: The culture of the organization you join can make or break your success. The answers to these 3 questions are crucial for determining if this is the right next move for you in the upcoming year. 🚀 Take Action: 🌟 Reflect: Think about the responses you receive and what they mean for your career and well-being. 📊 Evaluate: Weigh the pros and cons based on these insights. 🤝 Decide: Make an informed decision that aligns with your career goals and personal values. Just some food for thought as we get to almost the “back 9” of 2025! 🍽️ Your thoughts? Share in the comments! 👇 #HR #CareerAdvice #JobSearch #CompanyCulture #2025CareerMoves