How to navigate graduate hiring in a competitive market

Talent Works and KCoe Isom Launch New Campaign to Meet Accelerated Growth Demands

Hiring at Volume: How Do You Evaluate If You’re Bringing In The Right Talent?

On and Off Hiring: How to Use Hiring Downtime To Your Advantage

Navigating Senior Hires: Making Executive Hiring Less Exclusive

Why the interview process is so vital to a scaling business and how to improve it

Five Tips for High Volume Recruiting During a Tech Talent Shortage

More than words: how can you make D&I a genuine part of your 2022 recruitment strategy?

Why Your Existing Team Should Be Your Priority When Hiring New Talent

Five Mistakes You’re Making In Virtual Recruitment

How to navigate graduate hiring in a competitive market

With competition for talent fiercer than ever as we enter a candidate-driven market, many business leaders are realising that graduates could be the key to solving recruitment challenges. This means that this talent pool will soon be the target for many companies trying to fill essential skills gaps, and the graduates within it will quickly be snapped up. Therefore, graduate hiring is bound to see an uptake. However, to be ahead of the game and ensure that your scaling tech business can attract the best graduate talent, you need to have a strategic approach to hiring and tailor your talent acquisition efforts to this particular audience.

Talent Works and KCoe Isom Launch New Campaign to Meet Accelerated Growth Demands

Talent Works is working with KCoe Isom hiring managers to meet the accelerated demand of roles to support tax and accounting requirements for every part of the agriculture industry. KCoe Isom is expanding in many of its locations, including Fresno, Jackson, Kansas City, Nashville and Wichita. Talent Works and KCoe Isom are building a flexible and resilient talent acquisition strategy designed to appeal to those wanting a better work-life balance while working for a top 100 leader in the space.

Hiring at Volume: How Do You Evaluate If You’re Bringing In The Right Talent?

Recruitment is becoming more quality over quantity. It’s no good making lots of hires for your scaling tech business if they’re all going to leave you shortly after joining, or if they aren’t going to help you grow. Poor quality hires can hinder growth in many startups, especially if they take a long time to pick up the required skills and responsibilities.
s time to determine the actual quality of the hire and for each business. With different KPIs and business goals, the definition of a quality candidate will alter. Likewise, metrics that define success will be personal and can change. There is no one size fits all formula to determine whether hiring a particular candidate was a good move for your business. But, one thing is certain. The quality of hires you bring into your organisation directly reflects the quality of your recruitment process. Suppose you’re hiring people who are an excellent fit for your business. In that case, it shows that you are accurately showcasing your employer brand, using the proper recruitment marketing techniques to get in front of candidates, and having a great candidate experience that encourages applications. If you aren’t hiring the right people, then it’s likely that your recruitment process needs some work, whether that’s expanding your talent pools or working on your employer brand communications.

On and Off Hiring: How to Use Hiring Downtime To Your Advantage

In the growth stages, there can be pressure to maintain your hiring momentum to demonstrate your success. Hiring more people means more demand for your services, which means your business is thriving. However, as a growing business, you cannot hire all the time. There isn’t the capacity, and there isn’t always the demand to hire new roles. Hiring freezes are sometimes essential as your business progresses.
When done strategically, freezing or pausing hiring can create much-needed breathing space for your HR teams which can help give your business a competitive edge. Especially in today’s competitive talent market, you can be caught up in the rat race of recruitment, trying to bring in qualified candidates as quickly as possible regardless of their cultural fit or expectations. Aspects of the hiring process and employee experience often get lost or overlooked during intense hiring periods, so giving yourself time and resources to reflect and evaluate these processes could help refine your hiring process. Instead of recruiting quickly and without a real strategy, you can ensure you’re planning ahead for future hires, creating better experiences for new and existing employees and build a more tactical approach to hiring, which will set you ahead of the competition.

Navigating Senior Hires: Making Executive Hiring Less Exclusive

Executive hiring isn’t the same as advertising for a typical role. These senior-level positions aren’t always advertised on job boards for anyone to apply to. Instead, they rely on outreach and direct sourcing. This is why many founders turn to existing networks and people they trust to fill senior roles. You can’t blame them for looking into inner circles as the position is so crucial to the future of the business. However, this can cause a lot of problems. Relying on the hinges of existing networks can lead to middle-aged white men playing musical chairs in senior roles while other candidates don’t get a look in.
Now CEOs and executives are claiming to prioritise diversity and inclusion within their businesses. As we all come to realise the critical value diversity can bring to organisations, teams and roles, many more businesses are beginning to make a conscious effort to diversity. However, to make this a reality in all company areas, it’s widely stated that you need to start with the c-suite.

Why the interview process is so vital to a scaling business and how to improve it

When you’re trying to scale, your senior teams don’t have time to interview candidates constantly. They have other priorities. If your interview process isn’t up to scratch, you may find yourself in a cycle of candidates dropping out halfway through and restarting the hiring process all over again.

In a candidate-driven market, you also need to leverage the interview process to show what’s great about your business. Don’t fall into the trap of thinking that every candidate you interview is desperate to work for you; you’re just one option of many in the current market. Instead, think about how you can sell yourself to the candidates. Perfecting your interview process creates consistency within the candidate experience, helping to get your employer brand message across. As a scaling business without reputation and name to fall back on, employer brand is everything and will make the difference for candidates. And when it comes to employer branding, consistency and authenticity are key.

Five Tips for High Volume Recruiting During a Tech Talent Shortage

scientists, developers and engineers are becoming highly sought after. However, with only a limited number of people working in these roles and a small number of graduates leaving university each year, the competition to attract these individuals is on. This also means that tech talent is on the move. Employees are searching for a better offer within the hundreds of jobs that are being posted daily. It’s causing problems for large scale enterprises and startups; we’re officially in a tech talent shortage as supply cannot match up to demand.

Right now, organisations worldwide are spending vast amounts of money on talent acquisition to help them get ahead in the race for talent. However, when you’re a startup trying to scale, these high budgets aren’t always achievable. The good news is, they’re also not always necessary. With the right talent acquisition strategy, you could accelerate your hiring efforts without needing to spend an earth-shattering amount of money. Using data, research, and creativity to inform your recruitment tactics could help you stand out from the crowd and attract many candidates to your organisation.

More than words: how can you make D&I a genuine part of your 2022 recruitment strategy?

Diversity and inclusion are two words that we hear a lot in the world of recruitment. However, when the market is so competitive, and all businesses are fighting for tech talent, do diversity efforts remain a priority or is it just about filling the roles and business continuity?

In 2020, we all wanted to prioritise diversity and inclusion, but then, no one could have predicted the challenging talent market we now have. Candidates hold a lot of the power and have their choice of employers; diverse candidates like female developers are even more in demand and therefore have even more options at their disposal. When you need to recruit a large number of roles quickly in such a fierce market, your D&I efforts likely fall by the wayside, and hiring managers maintain that this is a promise they will pick up again when things are calmer and attracting talent is easier.

However, the market isn’t slowing down, and more importantly, candidates have come to expect diverse organisations; non-inclusive companies will struggle to attract talent in this new era of work.

So, how can organisations ensure that D&I is a real part of their 2022 recruitment strategy and pave the way for more diverse hires in the future?

Why Your Existing Team Should Be Your Priority When Hiring New Talent

If you’re in the middle of a hiring surge, you cannot forget your existing team although it’s easy to get caught up in the hiring process. Dedicating all of your time and efforts to finding new talent, may leave your existing people feeling superfluous and neglected; they won’t seem like your priority. Your team may begin to feel overlooked if your entire people strategy involves recruitment and not considering their wants and needs.
money to replace a talented person. From advertising a job to the onboarding process, there is a huge process involved in finding and training the right person, it can take months which can cause issues for a scaling business. Attrition and turnover can cause many issues for businesses looking to grow. Firstly, it can put scaling on hold while you find someone to take over another role; you can’t prioritise new hires in the business if critical roles remain open. Secondly, it can also damage your employer brand reputation and hinder recruitment strategies; candidates will soon get wind that employees aren’t happy and that you have a high turnover rate. Therefore to avoid high attrition rates and  going into 2022, employers need to refine their people strategy to ensure that they’re putting people first.

Five Mistakes You’re Making In Virtual Recruitment

With so many companies now making the leap into virtual recruiting, recruiters have been thrown into a whole new way of working. Virtual recruiting isn’t anything new, but with more recruiting being done online than ever before, you’re bound to be making some mistakes. Here are some of the mistakes you’re making in virtual recruitment, […]

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