Now Hiring You, LLC’s Post

🚀 Talent acquisition is changing fast! 🚀 Recent data reveals a 20% increase in employers on LinkedIn adopting a skills-first approach—now at 40% overall. But hold up! 🛑 Despite the buzz, Burning Glass Institute's research paints a different picture. Dropping degree requirements didn't lead to a significant rise in hires without a bachelor’s degree—just a 3.5% increase. 📊 Looks like the talk about skills-based hiring needs a reality check! Let's dive deeper into the dynamics shaping the future of recruitment. #TalentAcquisition #SkillsVsDegrees #RecruitmentTrends 🌟

🌟 𝑨𝑹𝑬 𝑾𝑬 𝑴𝑰𝑺𝑺𝑰𝑵𝑮 𝑻𝑯𝑬 𝑯𝑼𝑴𝑨𝑵 𝑬𝑳𝑬𝑴𝑬𝑵𝑻 𝑰𝑵 𝑯𝑰𝑹𝑰𝑵𝑮 𝑫𝑬𝑪𝑰𝑺𝑰𝑶𝑵𝑺? 🤔 𝐈𝐧 𝐚 𝐭𝐢𝐦𝐞 𝐰𝐡𝐞𝐧 𝐚𝐥𝐠𝐨𝐫𝐢𝐭𝐡𝐦𝐬 𝐚𝐧𝐝 𝐦𝐞𝐭𝐫𝐢𝐜𝐬 𝐝𝐨𝐦𝐢𝐧𝐚𝐭𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭, 𝐚𝐫𝐞 𝐰𝐞 𝐭𝐫𝐮𝐥𝐲 𝐬𝐞𝐞𝐢𝐧𝐠 𝐭𝐡𝐞 𝐩𝐞𝐫𝐬𝐨𝐧 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞 𝐫é𝐬𝐮𝐦é? 📊 Research reveals that 70% of employees feel undervalued because hiring processes focus solely on qualifications, overlooking individuality and potential. So, how do we bring humanity back to hiring? It’s Time to Rethink Recruitment: Prioritize People Over Paper Every résumé represents more than skills: ✨ A person with unique aspirations. 💪 An individual overcoming challenges. ❤️ A human with a story that matters. 4 Transformative Steps to Humanize Hiring 1️⃣ Look Beyond the Résumé 📄 Treat qualifications as starting points, not end goals. Dive into their journey, potential, and passions. 2️⃣ Hire for Growth Potential 🚀 Candidates with curiosity and adaptability often outperform those with static experience. 3️⃣ Celebrate Their Story 🌍 Everyone brings lessons from their life experiences—embrace and value them. 4️⃣ Invest in Employee Growth 🌱 Prioritize training and development to nurture talent that grows with your organization. The Science Behind Human-Centric Workplaces 🧬 Organizations that embrace human-first hiring practices see: ✔ 35% higher employee retention by fostering loyalty. ✔ 23% more innovation from empowered teams. ✔ Employees who are 50% more likely to recommend their workplace to others. When employees feel seen, heard, and valued, they bring their authentic, motivated selves to work, elevating your company culture and results. Over to You How does your organization ensure it sees the human side of hiring? Share your thoughts, stories, or practices below! Let’s inspire each other. 👇 "Credits: 🌟 All write-up is done by me (P.S. Mahesh) after in-depth research. All rights for visuals belong to respective owners. 📚"  

Here’s what businesses are saying. When it comes to Hiring, their biggest struggles are: 1. Finding Qualified Candidates - Lack of applicants with the necessary skills, experience, or certifications for the role. This is particularly common in specialized or technical fields. 2. Attracting Top Talent - Companies often struggle to compete with larger organizations or competitors offering better pay, benefits, or remote work options. 3. High Cost of Hiring - Recruitment, advertising, interviewing, and onboarding processes can be expensive, especially for small businesses or startups. 4. Long Time-to-Hire - Lengthy hiring processes can lead to losing top candidates to competitors who move faster. It also slows down business productivity. 5. Poor Cultural Fit - Even if a candidate is qualified, they may not align with the company’s values or work style, leading to retention issues. 6. Employee Retention Issues - High turnover rates can result from mismatched expectations, poor onboarding, or lack of growth opportunities, leading to repetitive hiring cycles. 7. Limited Internal Resources - Smaller companies may not have dedicated HR or recruiting teams, making it hard to manage the hiring process efficiently. 8. Unclear Job Descriptions - Vague or overly ambitious job postings can attract the wrong candidates or discourage qualified ones from applying. 9. Bias in Hiring - Unconscious biases in the recruitment process can lead to missed opportunities to hire diverse, talented candidates. 10. Adapting to Changing Workforce Expectations - Candidates today prioritize flexibility, work-life balance, and meaningful work. Businesses that don’t adapt to these demands struggle to attract talent. I can look at these 10 things and tell you the problem is one thing and one thing only: THE PROCESS. As Q1 approaches, you have the advantage to look at what you have now, audit, make changes, and by Q2, you should be able to see a difference in your metrics. If you’d like insights on addressing these challenges in your hiring process, shoot me a message to book a consultation.

Unlock the full potential of your hiring process by embracing skills-based recruitment—discover actionable insights in this Forbes article to revolutionize your talent acquisition strategy! 🚀📈 #SkillsBasedHiring #TalentAcquisition https://lnkd.in/etAcSrZu

💡 𝐄𝐥𝐞𝐯𝐚𝐭𝐢𝐧𝐠 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: 𝐄𝐯𝐢𝐝𝐞𝐧𝐜𝐞-𝐁𝐚𝐬𝐞𝐝 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 📈 𝐃𝐞𝐚𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐚𝐧𝐝 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬, In our pursuit to attract and retain top talent, leveraging evidence-based strategies can significantly enhance our impact. Here are key principles supported by research: 📊 𝟏) 𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐃𝐫𝐢𝐯𝐞𝐬 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Research from LinkedIn Global Talent Trends underscores the importance of empathy in the candidate experience. Genuine empathy fosters trust and rapport, leading to positive outcomes for both candidates and organizations. 𝟐) 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐁𝐮𝐢𝐥𝐝𝐬 𝐓𝐫𝐮𝐬𝐭: According to LinkedIn's research, transparent communication about job expectations, compensation, and the recruitment process timeline improves candidate engagement. Transparency is a cornerstone of building long-lasting relationships with potential hires. 𝟑) 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐅𝐮𝐞𝐥𝐬 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧: McKinsey & Company's studies consistently show that diverse teams outperform homogeneous ones. Embracing diversity not only enhances creativity and problem-solving but also contributes to better business outcomes. 𝟒) 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐟𝐨𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: In today's dynamic job market, continuous learning is essential. Research from LinkedIn Learning reveals that professionals who invest in ongoing development are better equipped to navigate industry changes and remain competitive. By integrating these evidence-based strategies into our recruitment practices, we not only enhance our ability to attract top talent but also contribute to organizational success and innovation. Let's commit to fostering inclusive environments, transparent processes, and ongoing professional growth to create meaningful impact in our roles. Together, we can elevate recruitment standards, empower individuals to achieve their career aspirations, and drive sustained organizational excellence. #Recruitment #TalentAcquisition #DiversityandInclusion #ProfessionalDevelopment #LinkedInTips

Why Traditional Hiring Models are Failing—and How to Fix Them Here’s a hard truth: The recruiting playbook many companies are using is outdated. 44% of employers are consistently missing out on top talent because they’re stuck in old paradigms of hiring. What’s broken? Job descriptions that scream “check-the-box” – Today’s talent isn’t looking to simply match skills. They want to see the bigger picture: your vision, values, and why your company matters. 70% of our candidates prioritize purpose and culture over salary. The slow-motion hiring process – Our top candidates are on the market for an average of 8-10 days before accepting another offer. The companies still running on 3-4 round interviews and weeks of deliberation? They’re already losing. Speed doesn’t mean settling—it means being decisive and strategic. Lack of bold talent investments – the companies closing the talent gap fastest are the ones taking risks—offering cross-functional roles, building customized career paths, and investing in talent from non-traditional backgrounds. What should we do differently? Rewrite the hiring process for today’s world. Talent wants flexibility, purpose, and growth. The companies thriving in 2024 aren’t the ones offering the biggest salary—they’re offering a path to belonging and innovation. Focus on the 10-day rule. If you can’t close on talent in 10 days, you’re not moving fast enough. Remove unnecessary steps and empower your hiring team to act. Consider looking beyond traditional résumés and job titles. Those willing to invest in diverse, adaptable talent today will lead tomorrow. The future of recruiting isn’t about chasing talent. It’s about making talent chase you. Rethink what that looks like. #RecruitingRevolution #TalentStrategy #HiringInnovation #EmeraldResourceGroupInsights #FutureOfWork

Navigating Today's Recruitment Terrain 🚀 The recruitment landscape is evolving with unprecedented speed in 2024. As we adapt and innovate, here are must-know market insights: 💡 Flexibility Reigns Supreme The 'work from anywhere' ethos is no longer just a trend; it's a fixture. Candidates now expect flexibility as standard, not a perk. Employers who adapt are winning the talent war. 🌐 Diversify or Fall Behind Diversity isn't just ethical; it's economical. Inclusive hiring practices unlock untapped talent, driving creativity and profitability. Aim to reflect the rich mosaic of society in your teams. 🤖 Embrace the Tech Wave AI in recruitment is not the future, it's the present. But remember, it augments, not replaces, the human touch. Use it to streamline processes, not to sideline the candidate experience. 🔄 A Cycle of Learning Continuous upskilling is integral. The half-life of skills is shrinking, making lifelong learning an essential part of career development. Invest in education to invest in your future workforce. 🏢 Employer Brand is King A strong employer brand is your best recruitment tool. It's the story you tell. Make it authentic. Show your values in action. Candidates are listening. 📊 Data-Driven Decisions Recruitment analytics transform gut feelings into informed strategies. Use data to understand trends, predict needs, and tailor your approach. It's about smart hiring, not just hiring. Engage in the dialogue and share your take on today's recruitment market using the comments below. What trends are you observing? #RecruitmentTrends #FutureOfWork #TalentAcquisition

A good piece by Josh Bersin. The answers aren't easy but some good places to start. Align with Business Objectives: Understand the organization's short-term and long-term goals. Work closely with the leadership team to comprehend the company's strategic direction. Talent Planning and Forecasting: Conduct regular workforce planning sessions to anticipate skill gaps and talent requirements. This proactive approach allows recruiters to have a talent pipeline ready to fill positions when needed. Data-Driven Decision Making: Utilize data analytics to inform recruitment strategies. Analyze past hiring trends, candidate demographics, and performance metrics to identify areas for improvement. This next one is critical. Continuous Improvement: Adopt a mindset of continuous improvement. Regularly review recruitment processes and practices to identify inefficiencies and areas for optimization. We run a report every week/month/quarter because someone asked for it once, and now it's not used. We have processes in place because someone not in TA made a legal or compliance decision but we weren't at the table and didn't ask why. TA is "expensive"! how often do we hear it? How often is the cost per hire the conversation? It's because we don't show value...What is the ROI on the hire vs the cost?