Dartmouth Partners’ Post

We looked at recent reports from Workable, Forbes, Morgan McKinley and Randstad to compile our own list of the most common hiring challenges in 2024.👇    1. Finding candidates with the right culture fit and skills is tough, especially with increasing application volumes. ✅ 2. The growing competition for top talent increases salaries and benefits, making it harder for smaller companies to secure the best candidates. 📈 3. Lengthy hiring processes and administrative burdens are frustrating and can lead to losing top candidates to faster-moving companies. 🤦♀️ 4. Properly using data to make informed hiring decisions is still challenging - even though it can reduce bias and improve candidate matching. 📊 5. Establishing a strong employer brand to attract and retain talent is difficult but essential for standing out in a competitive job market. 🗣️    Are there any that surprised you? What might you add to the list? Let us know in the comments! #recruiting #hiring #recruiterlife 

After 20 years in HR, I am still often surprised by the hasty rejections made by hiring managers based on unconscious biases and lack of talent acquisition skills. It's time to shift focus from hiring a CV to hiring attitude and talent. Here are a few steps to consider: 1. Review CVs without personal details to judge talent objectively. 2. Avoid quick judgments based on short-term experiences; there might be valid reasons for job changes. 3. Embrace talent from diverse backgrounds, regardless of previous companies or industries. 4. Don't dismiss candidates based on salary expectations; meeting top talent can lead to significant returns. 5. Refrain from biased judgments post-interview; skill and potential are not defined by personal attributes. Let's move away from outdated biases and embrace the diverse talent pool available. It's time for a new approach to recruitment focused on attitude, skills, and potential. Talent attracts talent:) #emotionalintelligencerecruitment

In today's dynamic job market, the relationship between employers and potential candidates is rapidly evolving. The hiring process is no longer a one-time interaction but an ongoing dialogue, paving the way for future opportunities. This insightful article delves into strategies for engaging with candidates who may not be the perfect fit now but could be ideal for future roles. https://lnkd.in/e3cQKqBz #TalentAcquisition #FutureOpportunities #CandidateEngagement #HiringStrategy #ExecutiveSearch

It’s A Candidate Market. Boring? 🥱😴 🗣️ We hear it all the time but let’s face it, the traditional ways of recruiting aren’t effective anymore. 👋🏽 Gone are the days when job seekers were grateful for any opportunity that came their way. 𝐓𝐨𝐝𝐚𝐲, 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐡𝐨𝐥𝐝 𝐭𝐡𝐞 𝐩𝐨𝐰𝐞𝐫, 𝐚𝐧𝐝 𝐭𝐡𝐞𝐲'𝐫𝐞 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 𝐣𝐮𝐬𝐭 £. Flexibility, benefits, and competitive salaries have become the new norm, and if you want to attract top talent to your company, you need to step up your game. It's no longer enough to offer a job; you need to offer an “experience”, a career and a vision —one that aligns with the expectations of today's workforce. Exceeding candidate expectations, you'll not only attract top talent but also retain them in the future. Don't get left behind in the talent race. Embrace change, innovate, and elevate your employer brand to stand out in a crowded market. #TalentAcquisition #CandidateExperience #EmployerBrand #TTRecruitment

The current hiring landscape is flawed and presents unique challenges that merit thoughtful consideration: Recruiters, often the frontline of talent acquisition, face increasing pressure amidst economic fluctuations. This pressure can lead to a risk-averse approach in candidate selection, potentially overlooking promising talent that doesn't precisely match all job criteria. While emphasizing exact skill matches is understandable, it may inadvertently favor candidates who tick all boxes over those with high potential for growth and long-term commitment. This approach risks missing out on exceptional individuals eager to learn and contribute, particularly those transitioning into new career fields. Career changers, like my self, face a particularly steep climb. Despite showcasing transferable skills, we often encounter barriers due to lack of direct experience. This creates a paradox where enthusiasm and adaptability are overshadowed by rigid experience requirements. Interestingly, some job postings request years of expertise in recently emerged technologies, highlighting a disconnect between stated requirements and realistic skill development timelines. This trend raises questions about the effectiveness of current hiring practices in identifying and nurturing diverse talent. As we navigate these challenges, it's crucial to consider how we can refine our hiring processes. How can we better balance specific job requirements with the need to identify potential, adaptability, and fresh perspectives? By addressing these questions, we can work towards creating more inclusive and effective talent acquisition strategies that benefit both organizations and job seekers. #HiringTrends #CareerTransition #TalentAcquisition #WorkforceInnovation #HireMe

💥 To all my fellow talent/recruiting professionals 💥 It's no secret that a positive candidate experience is a big key to attracting top talent. Especially in today's competitive job market, it's more important than ever to go beyond the basics! So, what are we doing to improve the candidate experience? Let's make sure we're providing timely feedback, being transparent about the hiring process, treating candidates with respect and dignity and more. The little things become the big things! We are here to create a positive impression of our client and ultimately attract the best, quality candidates. Let's keep each other accountable, continue to raise the bar, and prioritize the candidate experience! #recruiting #candidateexperience #elevateyourbusiness #elevateyourcareer #talent

📚💡I would love hear other people’s perspective on the topic of #jobhopping! Wood recognizes her own experiences in this regard: “As an Opera Singer turned Client Success Manager, with previous roles as a Brand Activation Manager (from which I was let go) and Recruiter (a position I lost due to pandemic layoffs), I've had the opportunity to explore diverse career paths. This journey has significantly shaped my professional identity. While my resume might suggest a lack of direction to some, a brief conversation would reveal the wealth of experience and growth I've accumulated.” Our experiences shape who we are as employees and most importantly, individuals. People deserve the benefit of the doubt and a moment of your time to share their unique journeys and perspectives.

Is the recruitment process really fair? Their answer: 'Of course it is. We select candidates solely on merit!' But hold on. Many companies assert they're hiring the best talent, yet diversity still remains a challenge. Often, they call it a "pipeline issue." But is that the whole truth? The reality is, we're drawn to the idea of a just world—a place where hard work and talent always lead to success. It's a comforting belief, especially for those who've achieved success. Psychology calls this concept the 'just world hypothesis' or 'just world fallacy’. The American Psychological Association defines it ‘as the idea that the world is a fair and orderly place where what happens to people generally is what they deserve. In other words, bad things happen to bad people, and good things happen to good people’.   But let's face it: the world isn't always fair, and neither is the recruitment process. Luck plays a significant role in success, whether we admit it or not (happy to hear your thoughts if you think differently). Sometimes, the best candidates aren't chosen, and occasionally, less qualified ones get the offer. So, what can we do about it? Acknowledging that hiring may need improvements is the first step. Challenge the status quo and review your processes (even if these processes have been entrenched within your organization for years!), educate yourself and others! And if you need help with that, please reach out! #Recruiting #Hiring #DEI #InclusiveRecruiting #Diversity #selectionprocess

#DYK that #hiringmanagers often face the challenge of evaluating #candidates with a history of #jobhopping? While frequent job changes might raise concerns about stability, it's crucial to dig deeper into the dynamic job market. Client Success Manager Rebecca Elizabeth Wood teams up with us to explore the nuances of job hopping. We provide key factors for hiring managers to consider: https://bit.ly/3xCX867 Contact nTech to tackle staffing and discover the value of a nuanced hiring approach. #HiringTips #LearnandGrow #CareerGrowth

It is time for employers to stop asking candidates about employment gaps. Quick fact: A candidate's value does not change because of a gap in his career history. A candidate is either qualified for the position you are trying to fill or they're not. There are myriad ways to gauge that. However, an employment gap isn't one of them. STOP introducing bias & disqualifying otherwise suitable candidates with an irrelevant criteria. Also, the reason someone was not in employment for a period may not even be your business anyways. #careers #bias #hiring