Suggestions
Dominic Joyce
Global Talent Acquisition Manager - Service Delivery at Klarna
Dominic Joyce is a professional in talent acquisition who has experienced career transitions in 2024. He left his position as Global Talent Acquisition Manager - Service Delivery at Klarna on May 28, 2021. After a period of job searching, he secured a new role in 2024.
Key points about Dominic Joyce:
- He spent 5 months on the job market in 2024, sharing his experiences openly on LinkedIn.6
- On September 16, 2024, he started a new FTC (Fixed-Term Contract) position.2
- He describes himself as someone who helps passionate, high-achievers position themselves as top candidates and land dream jobs.5
- Dominic is known for being transparent about his career journey, including setbacks, and offers advice to others in similar situations.13
- He has a background of 20 years in talent acquisition, despite an unconventional start to his career.6
- As of November 2024, he holds the position of Head of Talent Acquisition.4
Dominic Joyce uses his LinkedIn platform to share career advice, personal experiences, and insights into the job market, positioning himself as an influencer in the field of talent acquisition and career development.
Highlights
Who Really Dictates And Drives The Culture In Companies?
I’ve always believed that companies will promote a culture external via their social channels and website but often don’t monitor the culture created within their own workforce. And I feel it’s these behaviours and actions of a function or individuals that shape a company culture.
Why is why some functions rave about working there; whilst others run for the hills and you end up with conflicting cultures 🙃
The wrong leaders placed the wrong function can often breed a toxic work environment fuelled by bias, ageism, nepotism and cronyism amongst other behaviours whilst repelling candidates and alienates employees.
A strong leader will galvanise teams, drive performance, promote diversity and inclusion, welcome ideas and solutions amongst the team and have queues of people waiting to work with them.
A trend that’s also become prevalent is people being dragged into management roles based on tenure rather than ability or merit, and not given the proper support and training, including interviewing and hiring.
What are your thoughts on Culture in Companies?
Who drives it? Who actually shapes it?
“Why Do You Want To Work For Us”
Has got to be the most arrogant and egotistical question a company can ask during the hiring process.. in my opinion.
I’m more open to answering it towards the end of the hiring process once I’ve met with multiple employees and got a better picture of the company and opportunity. But not on the first call.
That’s like sitting down right at the start of a date and the person opposite you saying;
“Tell me what you find attractive about me and why you want us to be a couple”
You’ve literally just met, early signs look good but I need to make it past the main course and dessert to see how invested I am in this by getting to know you beyond first impressions.
Let’s be real here…
Unless this company is in your ‘TOP 10 Employers to Work For’ then you’ll find it hard to articulate why you want to work for them.
Ultimately what it boils down to is;
You ‘might’ want to work for them because you saw they were hiring for a role you have experience in doing paying (if displayed) an attractive remuneration and want to get to know the company better better making a decision.
X
They’ve reviewed your CV and feel upon initial reflection you could be a good fit and ‘might’ want to hire you, but want to get to know you better in order to determine if you’re a cultural fit and what they’ll pay you for your services and experience.
This to me sounds like a level playing field in terms of compensation for services/experience.
Could you imagine a candidate during the interview process asking
“So why do you want me to work here”
Sounds bizarre doesn’t it 🤷🏻♂️
Ultimately people join companies because of the managers, not the name above the door. The name might have been the initial attraction but a bad manager can detract that person interest as much as a good manager can pique it.
So let’s stop asking silly questions on job applications on in interviews shall we?
