TalentHunt Inc.

Talent Acquisition leaders keep talking about wanting a seat at the “BIG” table. But they won’t get one unless they can be a big time value add. Here is how to do it: Understand what strategic think really is Know how to apply it to talent acquisition Be able to demonstrate this value to the rest of the leadership team Because great talent acquisition leaders are not just recruiters—they are strategic thinkers who drive organizational success. And mastering this skill set can set your hiring practices apart. Here’s what great strategic thinking looks like in hiring: Pattern Recognition: Identify emerging trends and signals in the talent market to anticipate needs before they arise. System Analysis: Understand that recruitment models are simplifications of reality, enabling better predictions about candidate fit and market dynamics. Mental Agility: Shift between high-level strategies and detailed analyses to make informed hiring decisions that align with organizational goals. Why does this matter? According to Michael D. Watkins, author of *The Six Disciplines of Strategic Thinking*, effective leaders must be adept at recognizing challenges and mobilizing their teams to adapt. Talent acquisition leaders who embody these traits provide tremendous value to their organizations by enhancing hiring precision and aligning talent with strategic objectives. By developing skills in: STRUCTURED PROBLEM SOLVING: identifying the right talent problem to solve and experimenting on the best way to solve them. VISIONING: creating a picture of the future that you want to move your organization toward, and managing the relationship between your ambition and its achievability. POLITICAL SAVVY: being thoughtful about what you communicate to people and when, to build momentum toward where you want to go, to move people step by step to a place they wouldn’t have gone in a single leap Talent acquisition leaders can navigate complex hiring landscapes, ensuring their organizations are equipped with the right talent to thrive. In a world where the right hire can make all the difference, strategic thinking is not just an asset—it’s a necessity. Are you ready to elevate your talent acquisition strategy? Talenthunt helps businesses make today's hires tomorrow successes. Talk to us today @ talenthuntinc.com #FutureOfHiring #HiringTips #Recruiting

Standing at the crossroads of technology and leadership, the ground under the feet of CEO’s is crumbling. An EdX and Workplace Intelligence Survey reveals that nearly 49% of CEOs believe most or all of their roles could be automated or replaced by AI. This raises an intriguing question: could Boards of Directors soon be considering AI as their next CEO? Here’s why this conversation matters: - Disconnect in Perspectives: While nearly half of CEOs see the potential for automation, only 20% of workers believe their roles could be similarly replaced. This gap highlights a significant disconnect between what C-Suite executives and frontline employees believe about the future of work. - AI’s Strategic Edge: Generative AI has shown remarkable prowess in data-driven tasks, outperforming human CEOs in strategic decision-making. Recent studies indicate that AI models have outpaced human participants in areas like market share and profitability, suggesting a new era of corporate strategy. - Rapid Evolution of AI: While AI currently struggles with navigating disruptions, black swan events and complex human dynamics, its ability to analyze vast data sets and iterate quickly positions it as a potential game changer in corporate leadership. An experiment conducted from February to July 2024 found that GPT-4o consistently outperformed top human participants in decision-making challenges akin to those faced by CEOs. So What’s Next? As companies accelerate their adoption of AI, leaders must grapple with a crucial choice: embrace AI or risk being left behind. The notion of an AI CEO may seem far-fetched today, but with advancements reshaping industries, it’s not entirely out of reach. The future may not be here yet, but it is approaching fast. Are we ready for a world where AI leads the boardroom? Talenthunt helps businesses make their next hire their best hire. Talk to us today about your open roles @ talenthuntinc.com #FutureOfWork #Leadership #AI #Recruiting

Stop looking for these common qualities when hiring. - Track record of success - Educational pedigree - Diverse skill set Because they aren’t organizational difference makers. Research from Kim Cameron at the University of Michigan’s Ross School of Business reveals a transformative quality that hiring managers should prioritize: POSITIVE RELATIONAL ENERGY. This skill is a game changer, making teams into super performers. Here are the Key Insights from Cameron’s research: - Higher Productivity: Teams with members who possess relational energy show significantly higher productivity levels—much higher—than those without. - Contagious Energy: One person with positive energy can uplift an entire team, creating a ripple effect of productivity and engagement. The 7 Keys of Positive Relational Energy: What should you look for in your next candidate? Here are the qualities that define a positively energizing person: 1. Caring and Empathy: They genuinely care for others, seeing their best qualities and helping them feel valued and safe. 2. Supportive Nature: They offer kindness and compassion, especially during tough times, deepening relationships and fostering loyalty. 3. Forgiveness and Growth: They avoid blame and let go of grudges, recognizing that mistakes are opportunities for learning and improvement. 4. Inspiration and Positivity: They focus on what’s going right and actively celebrate successes, creating an energizing atmosphere of gratitude. 5. Meaningfulness: They emphasize the impact of their work, motivating others by reminding them of their contributions and significance. 6.Core Human Values: They embody respect, gratitude, trust, and integrity, making others feel safe and appreciated in their presence. 7. Self-Relationship: They maintain a healthy relationship with themselves, prioritizing their own well-being to ensure they can uplift others. In today’s competitive talent landscape, focusing on positive relational energy can set your organization apart. By prioritizing candidates who embody these qualities, you’re not just hiring employees; you’re cultivating a thriving, engaged workplace culture. Let’s redefine what makes a great hire and invest in the relational energy that drives success Need an A+ candidate for your open role? Talk to us today @ talenthuntinc.com #Talent #Hiring #Recruiting

“Early in your career, you’re graded on the volume and quality of your work. Then, suddenly, you’re a manager. Now you’re no longer paid for the amount of work you do; you’re paid for the quality of decisions you make.” So says John Doerr in his book, Measure What Matters, explaining the trajectory of an average career. The same principle is now surfacing in recruiting. According to Greg Lewis, the author of LinkedIn’s, 7 Predictions on How Recruiting Will Be Different in 2025, less that half of all companies surveyed that are currently measuring Quality of Hire find it useful. But they believe it will be. In fact, 88% believe Quality of Hire will become a crucial hiring, and business, metric in the next five years. Why the sudden change? What are business leaders seeing in the tea leaves today that have them singing a new tune? A reminder of why Quality of Hire matters: 1. Direct Impact on Business Outcomes: High-quality hires can deliver up to “400 times more productivity" than poor performers, according to crosschq reporting. This isn’t just a statistic; it’s a significant change for organizational success. 2. Improved Retention Rates: Quality hires lead to reduced turnover and lower recruitment costs. Maintaining institutional knowledge is invaluable. 3. Strengthened Employer Branding: When you hire well, your reputation grows. A strong employer brand attracts top talent, easing future recruitment efforts. Ultimately, QoH is not just a metric for recruiters - it's a strategic driver of business success. But it will be the metric upon which recruiting success, and recruiters careers, will be judged. Because as competition for talent heats up, savvy organizations will make QoH the lodestar by which all hiring decisions are measured. Those who master this metric will be poised to thrive in the years ahead. To effectively measure QoH, look beyond just time-to-hire and cost-per-hire. - Consider factors like new hire performance - Retention rates - The ability to promote from within. Gather feedback from managers and new hires themselves to understand where your process is working - and where it needs improvement. The war for talent rages on, and Quality of Hire is emerging as the decisive battleground. Recruiters who make QoH their north star will not only elevate their own function, but drive outsized returns for the entire business. Want to make sure your hires are quality hires? Talk to us today @ talenthuntinc.com #HiringSuccess #HiringTips #Recruiting

90,000 hours of your life! 40 hours a week For 45 years And that’s what your life at work looks like, 90,000 hours Considering that you will spend such a sizeable chunk of your time on this spinning rock working, shouldn’t you figure out a way to be happy while you're doing so? Because, according to the Pew Research Center, ONLY 20% of Americans are passionate about their jobs. Enter Annie McKee, the bestselling author whose deep research and decades of experience with leaders helps illuminate the path to a better, happier, working life. In her book, *How to Be Happy at Work*, McKee offers practical advice for finding joy, no matter your role. Here are her three essential elements for cultivating happiness at work: 1. Purpose - Find Meaning: Discover how your work aligns with your personal values and goals. Reflect on what truly matters to you. - Connect to a Larger Mission: Understand how your contributions add value to a broader purpose. This connection can ignite a sense of fulfillment. - Seek Out Meaningful Work: Actively pursue opportunities that resonate with your passions. Don’t settle; find work that excites you. 2. Hope - Cultivate Optimism: Focus on the positive possibilities in your role. Believe in your ability to achieve your goals. - Set Achievable Goals: Break larger objectives into smaller, manageable steps. This approach helps maintain momentum and motivation. - Visualize Success: Picture yourself achieving your goals and experiencing the positive outcomes. Visualization can be a powerful motivator. 3. Friendship - Build Strong Relationships: Foster connections with colleagues. A supportive work environment enhances overall happiness. - Seek Out Mentors: Learn from those with experience. Mentorship can provide valuable guidance and support. - Give Back: Contribute to the well-being of others. Fostering a sense of community can enrich your work experience. By focusing on these three elements—Purpose, Hope, and Friendship—you can transform your work life into a more fulfilling and enjoyable experience. After all, don’t we deserve to find a little happiness for ourselves while we’re working? Let’s embrace the journey toward happiness at work—because you deserve it! Happier workplaces start with great hiring. Talk to us today @ talenthuntinc.com to make your next hire, your best hire. #HappyAtWork #HiringTips #GreatCareers

Utopia or Dystopia? Expert Opinions Collide to Create Confusion About the Future of Work We keep being told to expect a world where AI is not just a tool but a collaborator, where robots aren't just machines but colleagues. And while this chorus drifts somewhere between science fiction and existential threat, the summary findings of 570 experts tell us only that nobody can seem to agree on when or how this future will unfold. To find some answers a recent study published in the Academy of Management identified a set of 485 Belgian newspaper articles from the last five years, in which global experts from various fields, including technology, economics, and sociology, were surveyed about their predictions for the future of work. While some painted a rosy picture of a future where automation frees us from drudgery and creates new opportunities, others envisioned a dystopian landscape where machines replace humans entirely. Their divergence in opinions stems from a variety of factors. Technologists, often optimistic about the potential of AI, tend to overestimate its capabilities and underestimate the challenges of implementation. Economists, focused on market forces, may overlook the social and cultural implications of technological change. Sociologists, on the other hand, may be more attuned to the potential for inequality and job displacement. The lack of consensus among experts highlights the complexity of the issue. The future of work is not merely a technological question but a multifaceted one that involves economic, social, and political factors. The implications of this uncertainty are significant. For individuals, planning for the future requires flexibility and adaptability. For businesses, it means that investing in skills development and technological innovation, for policymakers, it means creating policies that promote equity and social mobility in the face of automation. One thing that can be agreed upon, however, is that to navigate an uncertain future, individuals should focus on developing skills that are difficult to automate and businesses should invest in training and development programs to equip their employees with the skills they need to succeed in a rapidly changing workplace. The future of work is complex and uncertain landscape. While the experts may disagree on the specifics, one thing is clear: the future is coming, and it will require us to adapt and evolve. What are your thoughts on the diverse opinions about the future of work? Do you find any particular perspective more compelling? Talenthunt helps solve businesses' hiring needs for today, and tomorrow. Talk to us today @ talenthuntinc.com #FutureOfWork #Hiring #Recruitiment

Get What You Want: 5 Negotiation Musts, according to William Ury and Roger Fisher Ever wonder why you paid more for your house than planned, or why your salary isn’t where you hoped it would be? William Ury and Roger Fisher, founders of the Harvard Negotiation Project and authors of *Getting to Yes*, believe negotiation failures often stem from three main issues: Perception, Communication, and Emotion. Here’s how to navigate these pitfalls and negotiate more effectively: 1. Overcome Perception Problems Your perspective isn’t the only one in the room. Recognize that both you and your adversary see the world differently. - Avoid Fear-Based Assumptions: Don’t let your fears guide your interpretations. Frame your adversary’s intentions with an open mind. - Discuss Perceptions Openly: Start with, “Here’s what things look like from my perspective. How do they look from yours?” This sets the stage for mutual understanding. 2. Improve Communication Too often, we listen to respond rather than to understand. - Listen Actively: Begin your response with, “Did I understand correctly that you’re saying…?” This shows you value their viewpoint. - Encourage Reflection: Ask, “Could you sum up what I just said to ensure I explained it well?” This fosters clarity and ensures both parties are on the same page. 3. Address Emotions Emotions can derail negotiations faster than anything else. - Acknowledge Feelings: Don’t shy away from discussing emotions. When feelings are out in the open, it’s easier to move forward collaboratively. - Create a Safe Space: Allow your adversary to express their emotions too. It can transform obstacles into opportunities for connection. 4. Involve Your Adversary Engagement is key. - Collaborate on Solutions: Involve your adversary in finding a resolution. When they feel part of the process, they’re more likely to accept the outcome—even if it’s not perfect. 5. Practice Patience Negotiation takes time. - Don’t Rush Decisions: Allow for pauses and reflections. This not only helps clarify thoughts but also shows respect for the other party’s input. Your ability to negotiate effectively impacts not just immediate success, but your long-term relationships and opportunities. So, the next time you’re at the negotiation table, remember: it’s not just about what you say, but how you say it, and how you make others feel. Get what you want by fostering understanding, communication, and collaboration! Talenthunt is the recruiter businesses turn to for fast, reliable, and cost effective recruiting. Talk to us today @ talenthuntinc.com #NegotiationTips #Hiring #Recruiting

Better Be Quick: Why Businesses Have Finally Started Shortening Hiring Processes Talk to almost anyone who has applied for job in the past couple years and one chorus has reached cacophony, “the process is soooooo long.” Well, finally, that’s changing. In today’s competitive, dynamic, and often times confusing job market, time is of the essence. Companies are waking up to the fact that lengthy hiring processes are costing them many things: brand reputation, money, and most importantly, top talent. According to Morgan McKinley, nearly half of job seekers have turned down offers because of drawn -out recruitment. It’s time for businesses to rethink their approach. Slow Progress Paradox: What Took So Long? The slow adoption of faster hiring processes has several roots: Fear of Poor Decisions: Hiring managers often hesitate, fearing that a hasty choice could harm their reputation and team performance. This leads to overly cautious and lengthy procedures. Complexity of Modern Hiring: The process has grown more intricate, with multiple interview rounds, assessments, and background checks extending timelines. Internal Inefficiencies: Poor communication between recruiters and hiring managers, unclear job requirements, and too many decision-makers bog down the process. Paradox of Choice: The sheer volume of applicants can slow things down. And thoroughly evaluating larger candidate pools can lead to analysis paralysis. To overcome this, businesses must balance thoroughness and efficiency. Here’s how to streamline the hiring process: 1. The AI Embrace: Artificial Intelligence is transforming everything, including recruitment. AI tools can automate tasks to shorten time-to-hire but also let recruiters focus on strategy. Plus, 68% of recruiters believe AI can enhance diversity in hiring. 2. Craft Clear Job Descriptions: Thankfully, we can finally say goodbye to jargon. Clear, concise, and candidate-focused job descriptions are key. Use direct language, highlight meaningful benefits, and give a vivid picture of the role. This approach attracts the right candidates and speeds up the process. 3. Utilize Video Interviews: Video interviews eliminate scheduling headaches and geographical barriers. The widespread adoption of video interviewing has streamlined the screening process and provided a welcomed standardized experience for all candidates. 4. Leverage Predictive Analytics: By using predictive analytics, companies can identify candidates who will succeed based on historical data and skills assessments. This reduces time-to-hire and leads to a more diverse candidate pool. Shortening the hiring process isn’t just a trend; it’s a necessity. In a world where speed and efficiency are paramount, being quick isn’t just better—it’s vital. So, to secure the best, remember: better be quick! Get your open roles filled in the fastest and most cost effective way @ talenthuntinc.com #Hiring #Recruiting

The Cost of Cynicism - Why Hope Matters More Than You Think, According to Jamil Zaki Cynicism can feel like a protective shield, but it is a career killer. Stanford professor Jamil Zaki has a thing for cynics. The author of the book, Hope for Cynics, and the widely read HBR article, “Why Cynics Are Less Likely to Succeed,” highlights how a cynical mindset can derail personal and professional growth. And he thinks that whether you’re a professional cynic or just dabble in it from time to time, there are some things you ought to know, like: 1. Lower Earnings and Job Satisfaction: Cynics often earn less and report lower job satisfaction. A skeptical outlook leads to disengagement and reduced motivation. When you doubt your environment and colleagues, you’re less likely to put in the effort needed to excel. 2. Hindered Leadership Opportunities: Cynical individuals struggle to rise to leadership roles. Trust and collaboration are essential for inspiring others. If you view colleagues with suspicion, building those vital relationships becomes a challenge. 3. Impaired Decision-Making: A cynical mindset can cloud your judgment. Over-skepticism can cause you to dismiss valuable opportunities, preventing you from taking calculated risks that could lead to success. 4. Negative Impact on Workplace Culture: Cynicism breeds toxicity. A negative attitude can spread, dampening morale and productivity. Companies with a cynical culture find it especially hard to attract and retain top talent. Shifting from Cynicism to Success So, how do we combat this negativity? Here are some strategies: Cultivate Optimism: Focus on the positive. Practice gratitude and acknowledge the achievements of others. Build Trust: Foster open communication. Transparency is key to strong relationships. Embrace Change: Be open to new ideas. Flexibility leads to growth and innovation. Encourage a Positive Culture: Promote a supportive work environment. Recognize and reward positive contributions. By shifting away from cynicism and embracing a hopeful mindset, individuals can enhance their chances of success, while organizations can create thriving workplaces that attract and retain the best talent. Hope isn’t just a feeling; it’s a powerful tool for career advancement and organizational success. Talenthunt helps businesses make great hiring decisions in any market. Talk to us today to find out how we can help you make your next hire your best hire, fast, @ talenthuntinc.com #Success #Mindset #Talent

It’s Time for a Reframe: CRM Is Not a System or a Software, It’s a Philosophy Everybody might know that building and maintaining strong relationships with potential candidates is crucial to improve recruitment outcomes. And that this should involve “continuous engagement and personalized communication.” For the forgetful or uninitiated, CRM stands for “customer (in this case, candidate) relationship management, which is a system for managing all of your company’s interactions with current and potential customers. The goal is simple: improve relationships to grow your business. But when people talk about CRM, they’re usually referring to a CRM system: software that helps track each interaction you have with a prospect or customer. But when it comes to hiring, this is all wrong. Customer Relationship Management is not about tracking communications and it's not about getting ‘bots’ and ‘algorithms’ to do your work for you. Instead, Talent Acquisition CRM should be a philosophy, a mindset, and a guiding principle that is something akin to what award winning restauranteur Will Guidara calls ‘unreasonable hospitality.’ Because to really manage candidates in a way that enhances your brand and reputation on the talent market, you need to, in Guidara’s words, “leverage the remarkable power of giving people more than they expect.” And if that means talking to them one on one, then do that. If it means listening, answering questions, and being prompt in your responses, then do that. If it means treating a candidate like a human, instead of a number, then do that too. Because a CRM system might make you more efficient. But it won’t make your relationships, business reputation, or your talent acquisition exceptional. Talenthunt provides businesses with exceptional recruiting services that are cost effective and fast. Talk to us today @ talenthuntinc.com #Hiring #Recruiting #BrandReputation