Keva Dine

RECRUITERS: Announcing my six-week virtual masterclass: The Rainmaking Playbook for Recruiters. This small group cohort-style learning series will help you achieve more status within your vertical industry. You will learn how to build a brand that eclipses larger global competitors. You will learn what strategies to follow and actions to take that get you direct contact with high-level decisionmakers in your clients' organizations. You will have a guided approach, personally mentored by me under my personal coaching, that can help you position yourself to capture better business, exclusive and retained opportunities, and a more relaxing and comfortable posture within your vertical niche. Watch the video for more information. Seating is limited to a small number of students. https://lnkd.in/e75_hMrR #rainmaking #clientdevelopment #recruitertraining

6

Fun Fact-- Maasai Warriors are known for their ability to jump REALLY high. My photography skills do not do them justice. Other fun fact- one of the biggest trends we're seeing our clients do is hiring super expensive consultants/agencies in the U.S. to create their strategy. Then they utilize our team members to execute. This includes: -A small business owner who hired a top-tier Marketing Strategist-- and then our Marketing Assistant implements the tasks. -An SDR Manager who creates the sales strategy, lists, and script-- then our Cold Callers do the actual cold calling. -An HR Expert who ensures the systems and processes meet state compliance + our Admin Assistants who actually collect the information and make sure everything is documented correctly. Grow your business as high as a Maasai Warrior's jumping ability by mixing high-level consultants + A.I. + affordable skilled offshore talent. PS- Seriously, google how high Maasai can jump. #salesstrategy #sdrmanager #sdr

20

2 Comments

Don’t Miss Out on Our Webinar! Hey everyone! Even if you can’t join us live for our 2-day webinar on starting and running a freelance recruiting business, no worries! Register now, and we’ll send you the recording straight to your inbox! And you can email any questions you may have. Registration ends August 12! Register Here: https://lu.ma/vvv8wt2v See you there, virtually! #RecruitingWebinar #FreelanceSuccess #WebinarRecording #RegisterNow

3

1 Comment

🚀 Empowering female influencers is essential for diversity and innovation in our digital landscape. 🚀 Here's how: Celebrate Achievements: Recognize milestones like follower growth, brand collaborations, and impactful content. Acknowledgment boosts confidence. 💠 Foster Community: Cultivate supportive networks for connection, mentorship, and peer support. Collaboration breeds empowerment. 💠 Amplify Diverse Voices: Encourage diverse content and perspectives to resonate with a broader audience. 💠 Provide Resources: Offer workshops, training, and networking opportunities for skill development and growth. 💠 Advocate for Equity: Challenge stereotypes, address biases, and promote policies for inclusivity and equal opportunities. Together, let's empower female influencers to drive positive change. Follow ANKITA RATH for more such information . #EmpowerInfluence #DiverseVoices #WomenInTech"

155

13 Comments

Building Trust as an Interviewer: The Key to Hiring Success Hiring is about creating meaningful connections and fostering trust at the first interaction. We believe trust is the foundation for authentic conversations and stronger hires. Below is an outline for five practical steps to build trust during interviews: ✅  Set the tone early with warmth and clarity. ✅  Be fully present and focused during the conversation. ✅  Ask thoughtful, open-ended questions that foster dialogue. ✅  Mirror openness and vulnerability to build rapport. ✅  Create a safe space for candidates to be their authentic selves. Pro tip: Trust isn’t just beneficial for candidates— it helps interviewers make better, more informed decisions too. Check out the visual for more tips and examples! How do you create trust in your interviews? Let’s share best practices in the comments! #Recruitment #Leadership #InterviewTips

11

1 Comment

Have you ever thought about what separates empathy from sympathy, or how empathy shapes the way we show up as leaders, friends, and colleagues? I recently sat down with Faheem Chaudhry to explore empathy’s deeper role, not just as a trait, but as a driving force in how we connect and create impact in today’s world. So much of what we do, from building teams to making tough calls, hinges on our ability to understand each other truly. Empathy isn’t about agreeing; it’s about connecting in a way that goes beyond words. Thank you, Faheem for providing the space to unpack this. The full conversation is in the comments below if you’d like to join us! #empathy #empathyeverywhere #empathyinleadership #inspiringleadership #diversity #inclusion #psychologicalsafety #femaleleader #podcast #win #grow #succeed #culture

11

2 Comments

Labour are in🌹! With significant employment law changes expected within the first 100 days, download our "empower your workforce" insight below to get ahead of these changes. There's going to be significant change.

6

2 Comments

An open role doesn’t just leave a gap—it impacts your brand. When a senior position stays open for weeks or even months, the ripple effects can be significant: 🔸 Teams are stretched thin. 🔸 Business momentum slows. 🔸 Your company’s reputation takes a hit. It’s not just about finding any candidate—it’s about finding the right fit. And if your efforts haven’t landed that perfect match, it might be time to bring in an external recruiter. Here’s why: ✅  They bring specialized expertise to fill critical roles. ✅  They reduce the time-to-hire while maintaining quality. ✅ They protect your brand by ensuring a smooth, professional process. Your brand is your business. Don’t let an open role hold you back. What’s your strategy for filling key positions? Watch the video for more insights! #LeadershipMatters #SmartHiring #BrandStrength

169

8 Comments

My thoughts on the #Opentowok banner #linkedin #jobsearch

2

1 Comment

I ❤️ the idea of a “talent marketplace.” The challenge being that company hiring leaders would most likely be interested in the same talent and how to avoid that? Maybe company leadership and HR can offer meaningful incentives for hiring leaders to recruit from the “talent marketplace” for x number of open positions within say, a two-year window, and create an internal staffing dept that functions like the career advisory at a college or university, to handle same. The goals being retention (i.e., lower hiring expenses), career growth, and a steady flow of pre-interviewed candidates who are ready to interview (prepared) and be presented to hiring leaders for their open positions. That type of investment, an internal staffing, agency of sorts, would take internal hiring to a new level and be proactive versus reactive (i.e. internal candidates applying to jobs online for the 30 days that the jobs are open internally to employees before being posted externally, to the general public). I wonder what the opposite of “dry promotions“ are — where the person gets a bump in salary but no title promotion or change in responsibilities. I hear about that far more often than dry promotions as companies try to retain/reshuffle existing talent vs. hiring from the outside, which is far more costly. #talentacquisition #hiring

1

Rethinking Talent Acquisition: A Call for Humanity and Precision in Hiring Hiring has become a tactical game in the fiercely competitive talent marketplace, often ignoring human connection and respect. This disconnection has led to a disturbing trend where hiring managers, under the guise of urgency and competitive pay, engage with potential candidates only to leave them uncertain—or worse, disappointed. In 2024's competitive hiring landscape, a human-centric and precise talent acquisition approach is paramount. The prevailing practices often need to pay more attention to the essential human connection, leaving candidates disillusioned. This gap stems from neglecting the personal and professional respect due to each candidate, treating them as mere numbers in the race for talent. The reality for job seekers is harsh, marked by unmet expectations and a lack of genuine engagement from employers who promise much but deliver little. Such practices underscore the critical oversight of personal respect and consideration in hiring, reducing professionals to mere assets rather than valuing their unique contributions. A shift towards recognizing candidates' individuality, respecting their aspirations, and engaging with them is vital. Employers must prioritize transparent communication, patience, and strategic engagement, ensuring offers are competitive and reflective of the candidate's worth. This approach enhances the hiring experience and fosters loyalty, productivity, and satisfaction within the workplace. We would like to invite your insights on promoting respect, precision, and humanity in talent acquisition. Join the conversation on improving the recruitment landscape for both employers and job seekers. George Mancuso, CEO of Client Growth Resources, Inc.

1

Likes and followers on social media don’t matter. The end result does. Whether you're trying to sell a product or attract the right talent, vanity metrics don’t always equate to success. Check out what Tannum S. employer branding leader had to say on our live series filmed from the Built-In booth at RecfestUSA. It’s easy to tie success to followers, likes, and impressions but from an employer brand perspective, the real metric that matters is whether or not the right people are applying and getting hired. (full episode link in the comments) Thanks to Built In for sponsoring our live show. Explore how Built In In can help you fill your most challenging technical and expert roles. Learn more here: https://lnkd.in/gE6vuDHq

55

8 Comments

Recruiters, the reason you are not pulling more jobs and good clients is that you don't follow up and/or fall at the first hurdle!😬 Let me tell you about how I started working with Realm. 🌌 📌 On the 5th of Jan, I added them to my 'Target Client List'. 📌 On that day, I tried connecting with any relevant point of contact. (In this case x2 co-founders, and tried connecting with the recruiters as well) 📌 I then put together a 5-6 stage email sequence and made sure to personalise it after studying their website and LinkedIn profiles. 📌 I had one of their numbers so made sure to call a few times a week. (This was not a HOT LEAD so I didn't chase every day) 📌 After connecting on LinkedIn, I had also emailed, InMailed, LI Messaged, called, left VM's, texted, and liked/commented on their posts. (always staying top of mind) 📌 9th Jan, I got a text back saying "I can't talk, what's this regarding?" 📌 12th Jan, I got "We aren't looking at external training right now" 📌 18th Jan, I offered a complementary training session and got, "Okay, let's set up a VC" 📌 31st Jan, we met on a VC and got to know each other. 📌 Early Feb, I got "It's not the right time now, we want to continue with what we have" 📌 27th Feb, we booked the complimentary training session. 📌 29th Feb, ran an objection handling training session with every recruiter + both co-founders. 📌 March 11th, the first full day of coaching with the team, invoice paid for March. 📌 April 25th, feedback on all parties positive, long-term relationship fully underway. See, most recruiters only use one digital touch point when trying to break into a business. 😓 Most recruiters expect immediate results and give up after the first objection. 😒 Most recruiters don't see the value in their service and think they are "annoying the client". 🙄 Don't be like most recruiters, stand out, be persistent, add value and build relationships! 🫱🏽‍🫲🏽 Are you this persistent when doing #businessdevelopment? 👀 #coaching #training #learninganddevelopment

31

4 Comments

Mastering The Emotional Spandex, avoiding the emotional spill out! We’ve all been there—feeling like our emotional spandex is stretched to the max, ready to snap. Just yesterday, I spent too much time with a family member who, without even trying, can stretch my emotional spandex to its limits. After smoothing down the overspill, I felt emotionally drained and somewhat ashamed to have overreacted to what was an inconsequential event (still water or sparkling!!). Normally, I manage my triggers by limiting my time and setting boundaries, but this time I was stuck with them for several uncomfortable, emotionally straining hours… then pop, I’ve over spilled! So, what does losing my sh*t have to do with the workplace? A lot. Regardless of age, seniority, or background we all have silent triggers, some bigger than others. What surprises me is how many people react to these silent triggers but don’t recognize them as their triggers—they don't own it and often blame others instead. This creates a culture of blame and self-preservation, like working in an emotional minefield ready to snap at any moment, not good. So here’s my quick guide to understanding the sneaky landmines of Silent Triggers. Reflect on Snaps: Think about moments when your emotional waistband snapped. Was it during a meeting with a self-absorbed colleague or when your inbox overflowed? Identify Patterns by looking at situations that make you want to scream or punch someone in the face (metaphorically speaking of course!). Recognize that it’s okay to have these feelings but most importantly you need to own them and control the reaction. Boundaries are like Emotional Spanx—they keep everything in place so it's important to communicate clearly and let people know your limits. Master ‘No’: Saying no is like reinforcing your emotional waistband. It prevents discomfort. Good time management is like a reliable elastic band of life keeping everything in place without pinching. It’s therefore important to ensure downtime, your emotional fabric needs to breathe! And delegate: Just because you can it doesn’t mean you should. The more you do, the more people expect, fact! And finally Navigating Narcissists: The Ultimate Stretch Test Limit Exposure: Reduce interaction with these ego-stretchers. Stay Grounded: Remember, their world revolves around them, not you. Use Humour: It’s better to laugh than cry—it won’t smudge your mascara! Sometimes when our emotional spandex feels ready to split, it’s important to tune into your little self-awareness voice, set-boundaries and time limits with those that trigger you, we really can avoid emotional wardrobe malfunctions. So when it comes to those who trigger you, remember they may stretch you, but they don’t have to break you. Laugh it off and set boundaries. Keep that emotional spandex comfy and in control, own it and stay stretchy, my friends! EDIT: since posting, I have apologised to said person as overspill is never attractive! #ownit!

32

7 Comments