26 October 2021
Having a diverse team is almost a necessity for every organization that is focused on growth. Besides being a way of fulfilling the law in some countries, a diverse team is a valuable asset that any organization can leverage. Bringing in people who have different perspectives results in increased creativity and innovation. Decision-making and problem […]
26 October 2021
Established industry speaker and Shareholder/Director and Senior Vice President North America at Talent Works, Robie brings her expertise to the board Boston, MA; 22nd October 2021: The Commonwealth Institute (TCI) has announced the expansion of its board with the appointment of new board members including Talent Works’ Shareholder/Director and Senior Vice President North America, Jody […]
21 October 2021
Now everyone realises the importance of employer brand, it will take a lot more to stand out. Every business out there will claim to be a great employer. It would be stupid to say they aren’t if they wish to attract new talent. Plus, a lot of benefits like flexible working are now taken as standard. They’re not going to help you to stand out in the race for talent. Therefore, when it comes to communicating employer brands, companies who wish to attract the best talent will have to think outside of the box, tailor their messaging to resonate with the right talent and get loud with the aspects that make them unique.
20 October 2021
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.
19 October 2021
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.
18 October 2021
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.
14 October 2021
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.
13 October 2021
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.
7 October 2021
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.
5 October 2021
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.