Elizabeth Mindel

Navigating the job market can be an exhausting task. In any industry, it is important to know specifically what you want to do and to tailor your approach to your desired opportunity. A few helpful tips for finding your opportunity in the fashion industry are laid out below: Know Your Niche: Understanding your specific area of expertise within fashion—be it sustainable fashion, luxury brands, or streetwear—helps you target the right recruiters and showcases your alignment with their needs. Make a Good First Impression: Your initial contact is crucial. Ensure your LinkedIn profile is polished, your resume is tailored, and your overall online presence is professional. When reaching out, be clear, concise, and courteous about your goals and interests. Follow Up and Stay in Touch: Consistent communication is key. Follow up after meetings or interviews with a thank-you note and periodically check in with updates about your career or relevant industry news. Showcase Your Work and Personality: Your portfolio is your strongest asset. Regularly share your projects, articles, and multimedia on LinkedIn to let your creativity and passion shine through. Ask for Feedback and Advice: Seeking feedback and advice demonstrates your commitment to growth and values the recruiter’s expertise, which can foster a mentor-like relationship. Be Patient and Persistent: Building meaningful relationships takes time. Show your dedication and resilience by being patient and persistently pursuing your goals. If you are looking for your next move, make sure to check out our career site-and keep coming back! New roles are added frequently: https://lnkd.in/g7qfqRNP

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Back door references. Don’t do it. Unfortunately, the gentleman who publicly admitted to doing just that has deleted his comments. He openly admitted to reaching out to people who were not on a candidates reference list to find out "the truth" about potential hires. He called me “just another gatekeeper” for pointing out just what a bad idea this is and strongly recommend he stop. Each candidate is supposed to have a fair and equitable interview process, meaning the candidates speak with the same interviewers, they each ask the same questions and, if necessary, referrals provided can be contacted. If you and your team cannot make solid hiring decisions based upon conducting thorough interviews, trusting your recruiter, and having an unbiased debrief call to review, discuss and decide on who the best candidate is, then there is something terribly wrong. You are also potentially opening yourself up for a lawsuit by circumventing the process and going rogue.

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OK Connections! Who is hiring in TA right now?! I have wayyy too many amazing recruiters reaching out looking for a new home. Let's get them connected with some companies that are hiring! That being said, the TA market is absolutely insane right now. I have inhouse friends who have gone through 4 riffs this past year alone! It's evident that our industry is undergoing significant transformations, and navigating these changes will pose initial challenges for us TA professionals. My personal opinion is us TA professionals will either own their own LLC or work Fractionally in the next 5 years. Companies will automate their searches with AI (Already happening) which will eliminate the entry level recruiter. Companies will still need TA professionals to Headhunt for specific roles for them, and will also continue to hire TA professionals fractionally or on contract for GTM or high growth times. I think we are in for big changes in the TA space in the next couple of years. Where do you think our industry is headed? #TalentAcquisition #FlanStaff #Recruitment #HR #FutureOfWork #Hiring #Staffing #JobSearch #CareerOpportunities #EmploymentTrends

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I am a huge proponent of ChatGPT in the Talent Aquisition space and use it on a regular basis for all 4 of the topics listed in this communication!!! #shrm #humanresources #talentacquisition #retail

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As a Talent Acquisition professional, I frequently encounter the universal challenge of competing for top talent across industries and positions. IMO the best way to combat recruitment and retention challenges are by: 1. Developing a strong employer brand 2. Utilizing data-driven strategies 3. Promoting diversity and inclusion 4. Offering competitive compensation 5. Providing opportunities for growth 6. Streamlining the recruitment process with technology 7. Building relationships with networks 8. Encouraging referrals 9. Prioritizing candidate experience 10. Adapting to changing workforce trends Does your TA & Leadership team have a clear roadmap for navigating these challenges to attract and retain top talent?

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🚨 🚨 🚨 FREE CANDIDATE ALERT🚨 🚨 🚨 Project management, executive assistant, operations- purple squirrel, jack of all trades. Available immediately. Lives in NYC area; also open to remote. Having worked with her both as a peer and as her leader, I can confidently say she is an operational/project management powerhouse. Here’s why: 🔍 Detail-Oriented Dynamo: Whether it was taking detailed notes in meetings, emailing out clear takeaways, or checking in on progress, she consistently kept us on track. 📈 Proactive Problem-Solver: She’s great at anticipating issues and either handling them on the spot or escalating them appropriately, ensuring smooth operations. 📊 Data Wizard: She is one of the few people who can make me feel like a dolt in Excel. Her skills are top-notch, and she can turn complex data into actionable insights like no one else. 🌟 All-Around Wonderful Human: I often found myself asking, "How does she juggle all of this?" Her ability to manage multiple tasks with grace and efficiency is truly inspiring. If you’re looking for someone who can make a real impact in your operations, look no further. Feel free to DM/call/text me for an intro. #Hiring #Operations #ExcelWizard #DetailOriented #ProblemSolver

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Internal Recruiter 🤝 External Recruitment Partner Great to catch up with one of our clients on Friday out in New Jersey, well, other than trying to drive through NYC to get there and back. 🚗 Those of you who do drive in NYC traffic every day... how??? 😱 Anyway, the experience working together has been extremely smooth, and with businesses & people coming in all shapes and sizes, it got me thinking about what makes for a good relationship between Internal Recruitment & External Recruiters. Here's what I think works: - Honesty & transparency 🗣️ - Regular recurring calls (not just emails) 📞 - Real listening skills to hear what the other is saying 👂 - Us VS the problem instead of me VS you 🤝 - Understanding each other's personal goals/targets/motivations 🎯 - Openness to take on advice & constructive feedback 📝 Here's where I see Internal VS External recruiter relationships breakdown: - Deception & selective communication 🕵️‍♂️ - Misaligned goals 🎯❌ - Stubbornness & ego-driven decisions 😤 - Inflexibility to each other's needs 🚫 As I read this back, I realize this could probably apply to almost any business or personal relationship, which tells me... people are people. I can probably summarize this to say that treating each other with basic honesty & respect can generally get you quite far. 🙂

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The best talent leaders strike a balance between being “people people” and goal-oriented systems thinkers: --> They view hiring as an engine that should be repeatable, predictable and scalable --> They care about data -> “what you can’t measure you can’t manage” --> They demand clear TA success metrics from the C-suite --> They translate their goals into clear, measurable KPIs for the TA org --> They build rapport, influence and respect w/ peer leaders of other depts --> They operate with conviction and clarity --> They do whatever it takes to close the best talent (help close, call in favors from the CEO, whatever. it. takes.) Strong TA leaders are both empaths *and* great business minds who can execute on the strategic goals of the CEO in a systematic fashion.

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Is your company going through a M&A or through big change? Are you looking for that one leader to help guide your processes and team through these times? Then you should take a look at this FlanStaff candidate!! 💠 FlanStaff Candidate - CHRO - NY/Remote 💠 🔹 Proven Leadership in High-Performance Culture Development 🔹 Successfully transformed the organizational culture by spearheading personnel initiatives, enhancing recruitment, benefits, and payroll processes, and negotiating union contracts, resulting in a high-performance workforce. 🔹 Strategic Growth and Organizational Expansion 🔹 Led revenue growth from $16 million to $70 million and expanded the workforce from 75 to 450+ team members through effective implementation of a Total Quality Management (TQM) program and strategic acquisitions. 🔹 Cost Efficiency and Benefit Optimization 🔹 Achieved significant cost reductions, including a 15% decrease in major medical spend and a 12% reduction in corporate insurance costs, while enhancing employee benefits and maintaining comprehensive coverage. 🔹 Employee Retention and Development 🔹 Reduced employee turnover from 7-8% to 3-4% annually by expanding training programs, developing a comprehensive management training manual, creating clear job tracks for internal promotions, and implementing a robust HRIS. 🔹 Crisis Management and Financial Acumen 🔹 Secured and successfully managed a large Paycheck Protection Program (PPP) loan during COVID-19, achieving 100% loan forgiveness, and developed and implemented company-wide COVID-19 protocols. #ExecutiveLeadership #MergersAndAcquisitions #HRLeadership #ChangeManagement #HighPerformanceCulture #StrategicGrowth #CostEfficiency #EmployeeRetention #CrisisManagement #RemoteWork

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💡Hiring Tip of The Day Accentuin hires for companies that value top performers. Employers value skilled, honest candidates, just as job seekers should prioritize these traits in companies. We view hiring as a chance to understand each other’s stories, finding ideal roles for each candidate. Our companies genuinely value each hire, so honesty is key! 🙌🏼🔑

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Opportunity is knocking. Will you answer? 🚪 Employers are searching for talent and fewer people are actively searching. Let me help you make the most of this moment. Learn more in our new #RobertHalf guide called Job Search Landscape 2024: https://lnkd.in/egEPP6if https://bit.ly/4bKgRPe

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Do you work for an agency in NY or Northern Jersey that hires for remote jobs? If so, I have about 30+ Commercial and Personal Lines Account Managers who need help from LinkedIn! Everyone is moving back to hybrid/in-office, and I have a ton of P&C licensed, experienced Commercial and Personal Lines Account Managers with stable work histories who simply don't want to go back, and I don't blame them! Remote jobs are competitive. Simply put, there just aren't enough to go around! If your agency will interview experienced (5+ years), P&C licensed account managers who have a stable work history, and experience working remotely .. I know about 30 people who could use your help. If you own or work for an independent agency that hires for remote jobs, send me a DM with your agency name so I can try to connect more people to more agencies and keep my candidates in their PJs. 😂

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*To hiring managers in my network... How often are you filling roles via LinkedIn applicants? Are you finding elite talent this way? When you post job openings, are you looking for recruiters such as myself to aid you in those searches? My goal is to better understand the value I can bring to companies that utilize LinkedIn job postings. Please DM me with any insights you'd like to share!

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I hope everyone is having a stellar week! 🤩 I wanted to check-in with a couple of networking 💻 reminders/tips for LinkedIn outreach to recruiters - this will help make the best use of your time and the recruiter's! ⭐ Do Your Research: Before you reach out, look at the company’s careers page and identify roles you’re interested in. Apply before you reach out. Include these roles in your outreach message. This will get you much further than reaching out and asking what roles are available. It shows initiative, and will also help you add a personalized touch to your note. ⭐ Include Your Resume & Portfolio (the latter as needed): This will save everyone time! ⭐ Make it Personalized: Introduce yourself and include a few lines about why you’d be great for the role and company. This makes for a more memorable impression. Proof read! ⭐ Keep it Concise ⭐ Authenticity: Be yourself - keep it authentic to you!

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The Latest HR Blog Post from Remote Jobs In HR. Recruiting Boolean Searches To Find Candidates And Resumes | Remote Jobs In HR Boolean Searches For Recruiters - Discover how Boolean searches can help recruiters find top talent. Learn where and how to use Boolean operators and advanced techniques to improve search accuracy and efficiency in recruitment. https://buff.ly/4d1xhUU View more at - buff.ly/4cZEHIl

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