Edward Chenard’s Post

A really interesting time for the technology hiring space. Positive news on inflation today will act as another step to improving market confidence. The prospect of rate cuts in the second half of the year has already had an impact in the amount of money the sector is raising at seed and series A,B & C level. With powder needing to be deployed I anticipate 18 months of increasing activity in this area. That impacts hiring. Earlier this week I spoke about rising confidence on candidates in employment to make a move. This will increase leading to churn in technology departments. Already we are seeing strong profiles receiving multiple offers. Whilst it may not be a return to the end of 2021/2022 levels, I predict a strong rise in demand and competition and, almost inevitably, another rise in wage inflation in the sector. Hiring processes need to be on point and efficient. Looking forward to speaking to 50 Asset Managers from Europe, the US and Asia this afternoon about what this means for recruitment and retention across all sectors.

Now, I understand why big companies have hiring biases on School Universities and Colleges. Turns out, there are schools that tolerate submissions beyond deadlines, and lame excuses when a student missed a major exam. No wonder they brought the same habit as a professional. I, too was not spared from this experience. It's now hard to find talents who can do the bare minimum of meeting deadlines. So for those who are messaging me asking if I can outsource a few email copy work... Make sure to let me know the last 3 schools you attended. You don't have to be a graduate. I just want to know what kind of culture you grew up with.

Just in the past 5 minutes of scrolling LinkedIn I've seen multiple posts about how hard it is to be a creative right now because of shrinking budgets and the rise of AI. As a creative, here is what I think: 1. Computers will probably never be as good as humans at capturing truly relatable creativity in a hyper targeted way, like we do in marketing and advertising. 2. Corporate profits are at an all time high, so these shrinking budgets are clearly just going somewhere else (stock buybacks, maybe?). 3. As a business owner who hires people, it feels GREAT to be able to pay another human for their work, even if it isn't perfect. That's one of the most gratifying aspects of hiring, and frankly it's the right thing to do. Too many folks have lost sight of that.

What is the X-Y-Z method that 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 at Google suggests that can improve your chance of getting hired? . . . . . . . . Let us break that down! The method helps you articulate your experience in a precise way. It is a way of writing your experience: Accomplished X as measured by Y, by doing Z. For example, imagine an applicant who wants to showcase their experience as a member of a prestigious society. According to Google recruiters, there are 3 ways to articulate it : 1. OK: "Member of Leadership for Student Union" 2. Better: "Selected as one in 300 for a 12-month professional development program for high-achieving diverse talent." 3. Best: "Selected as one in 300 participants nationwide for a 12-month professional development program for high-achieving diverse talent based on leadership potential and academic success." Can you suggest some examples from your CV where you have used the X-Y-Z method? Post Credit: Inc.com Picture Credits: Shyam Pancholi

Advancements in technology are reshaping our lifestyles rapidly, progressing at an exponential pace. As A.l continues to advance in sophistication, it will gain the capability to perform increasingly intricate tasks, potentially replacing certain jobs currently undertaken by humans. This shift will leave humans with roles that demand creativity and interpersonal skills. Although this might appear daunting, it will liberate humans to focus on their strengths, ultimately contributing to a more thriving and efficient society. Commit to Up skilling. High, invaluable performers commit to continuous learning. Take up the challenge. Continue growing. 💫Hiring💫 #hiring #tech #apply

LETS TALK ABOUT COMPUTER LITERACY In the workspace, computer literacy is essential for productivity and efficiency. Employees with strong computer skills can adapt quickly to new software and tools, communicate effectively through digital platforms, and troubleshoot technical issues independently. Computer literacy enables individuals to perform tasks like creating documents, analyzing data, and collaborating with colleagues using various software applications. It also allows employees to stay updated with industry trends and advancements, contributing to their professional development. Employers often prioritize hiring candidates with solid computer literacy skills, as they can contribute effectively to the organization's success in today's digital-centric work environment.

I've taken a different path in hiring, and it's a story worth sharing. It's not hidden nor shrouded in corporate jargon. I'm straightforward about my hiring philosophy. Here's the deal: I hire based on skills, not degrees. Why? Because real talent often lies outside conventional education. I'm not trying to undermine formal education. But I believe in recognizing raw talent and potential. Take this example: I hired a 19-year-old. No college degree. Just high school education. But wait, there's more. He lost his father. Faced life's harsh realities early on. Yet, he's one of the most mature, skilled developers I've ever met. Here's why this matters: 🎯He's a self-taught coding wizard. 🎯His problem-solving skills are exceptional. 🎯His maturity outshines many seasoned professionals. Do you know someone who's breaking the mold? That's inspiring. Have you met a young talent who's redefining norms? Incredible. Share their stories. We're all part of a larger journey of personal and professional discovery. Let's celebrate those who carve their own paths. As long as they: 🎯Demonstrate exceptional skills 🎯Show unparalleled dedication 🎯Add unique value to the team Let's look beyond the traditional credentials. What are your views on skill-based hiring versus degree-based hiring? #hiring #skills #degrees #productivity #corporate Follow Flowace.ai - Boost Workforce Productivity by 31%

Hiring for tech talent in 2024 will be easy…...said no one ever! In 2024, we're witnessing a profound transformation in tech hiring, particularly within AI and ML realms. Consider this: a 36% growth in data science jobs by 2031. This is not just growth; it's an evolutionary leap in how we acquire and retain talent. But there's a deeper story unfolding. Looking beyond the US and into Canada's continuously thriving tech sector. This growth, fueled by government support and strong educational systems, isn't merely statistical. It symbolizes a strategic frontier for U.S. firms. The Canadian tech talent, especially in Generative AI and ML, is an untapped resource, offering a fresh perspective for companies. The escalating demand in cybersecurity, augmented analytics, and advanced AI signifies more than technical roles; it's the new vanguard of tech innovation. The capability to recruit and deploy talent here is not just an advantage; it's what distinguishes the leaders from the followers. Some of the top areas candidates have shared they find most impactful:  - Understanding how the product positively impacts humanity - Engineering challenges that stretch their capabilities - What impact their work has on the product and team growth - Constructive feedback throughout the interview process - Getting through an interview process relatively quick For those leading in tech, especially in startups and growth-stage companies, these trends are not mere market shifts. They represent a deeper, strategic necessity. The art of connecting top AI and ML talent with visionary companies is crucial at the moment. What recruitment strategies are you looking to leverage for your 2024 hiring efforts?

Ever found a solution to a problem you didn’t know existed? If you’re not in the hourly hiring world, you don’t know that it is a costly, inefficient nightmare. My investment, Chattr, is disrupting the hiring process, historically rife with legacy problems, with the first-ever automated and end-to-end software for the hourly workforce.    I recently had the chance to speak with the team at their summer retreat and we talked about the importance of thinking big. I know this team is not going to settle for mediocrity, and is aligned with my approach in thinking big that revolves around continuous learning, curiosity, and exposure to larger concepts.    Can’t wait to see what’s next.    

Hiring is not a volume game! It is a sorting challenge. Tech tools, including a wave of AI-powered ones, continue to promise easier hiring. It is an arms race! Employers add more tech to better sort; applicants add tech to apply to more jobs, and so employers add even more tech to better sort. The solution? Care less about big numbers of applicants, and focus more on higher-quality, better engaged finalists. I wrote about this a couple years back here: https://lnkd.in/e4mc9rdS