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

Five Mistakes You’re Making In Virtual Recruitment

The Boston Boom Part Two: Brand Buy-In

Why it’s time for startups to challenge the tech recruitment status quo

Q&A with Tom Hopcroft, President and CEO: The Shape of the Tech Talent Acquisition Landscape in Massachusetts Today

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.

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, […]

The Boston Boom Part Two: Brand Buy-In

As a startup founder, you may have come from the big tech scene to launch a business that capitalizes on the knowledge you have in the industry. But it can be an adjustment to adapt away from a world of “corporate colleagues” to developing a new network of fellow entrepreneurs and founders. This is where […]

Why it’s time for startups to challenge the tech recruitment status quo

usinesses are uniquely positioned to try something new and break the mould when finding and attracting talent. Without established HR teams and protocols in place, startups have agility and flexibility that can be used to their advantage in talent acquisition efforts. Due to the nature of the business, they’re almost expected to try something new. Experimentation and trying something new could really help them to stand out against the crowd of job advertisements being posted every day. Whether it’s experimenting with digital talent attraction campaigns, updating your candidate experience for a virtual world or even using a more data-driven approach to hiring, there are many innovative tactics out there to improve your recruitment strategy for a startup bold enough to try them.

Q&A with Tom Hopcroft, President and CEO: The Shape of the Tech Talent Acquisition Landscape in Massachusetts Today

Jody Robie, SVP Talent Works, discusses Tom’s perspective on the complexities of hiring tech talent and the challenges companies are facing nationwide and in Massachusetts today Q: What does talent acquisition look like in Massachusetts today?  A: Massachusetts is representative of what is being seen in other tech hubs around the country.  I speak regularly  […]

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