Henderson Scott UK’s Post

I have been asked several times about bias in recruitment and more & more from the hiring individual on why geo-hiring is any different or can help. Not going to use the usual reference concepts/science so chatting to a few trusted hirers over a beer - about how this can be placated (if at all) by geo hiring and brand values. Random takeaways and no one person's particular view... 1. I have a preference for local candidates. Why - they will be more readily available and committed. Challenge : This preference surely provides a disadvantage for more qualified candidates who live further away but are willing to relocate. Also, remote and hybrid working eradicates this - (obviously depends on the role) 2. I already know my area: Assumption - I know everyone that is worth knowing. Challenge : try not to overlook candidates from the past or assume they lack certain skills or qualifications that have been developed or can easily transfer their skill set. Provide access to opportunities to people who face barriers but have the desire to succeed. 3. My network : Assumption - I trust my fellow peers - referral bias. Challenge : Do not discount people who do not have connections within the company or industry or did not particularly gel with that referral. The UK do not particularly like to provide valuable references you need to work harder and ask contextual questions to level the playing field. 4. Personally (me) - I live in Cornwall and Hampshire and dependent on how I position my geography opened a complete discussion around unconscious bias based on their geographic background, leading to possible unfair bias during the hiring process. I guess the point is : bias is huge and here are a few basic examples, so using services that are completely transparent will really shape how we hire. Geo-hiring opens up some of these area's providing proactive measures such as implementing blind recruitment practices, expanding recruitment efforts to target diverse geographic areas, providing equal access to networking and referral opportunities, and fostering a culture of inclusion and diversity. Several other factors were raised - ranging from locality, distance to role, cost of living, skills, same old candidates, salary, quality, lack of data, DEI, work life cycle, and so on - so will add to this list each week for a bit of fun. HR, Talent, Attraction - such fun! 😁 #bias #geohiring #hiring #talent #recruiting #fun

#1 Question As an Executive Recruiter, the number one question I get from job seekers is how the market is and from our hiring authorities it’s on current compensation. On March 19th at 1:30PM, I will be leading a break out session at the Texas Technology Summit held in Houston at the Norris Conference Center - Houston/CityCentre to address these questions. Houston IT Hiring trends is targeted to Digital Executives, Info/Sec, business analyst, project managers, and product owners/managers. Key takeaways from this session:   1)    Current and future state of the employment market 2)    Current market shifts in the employment market 3)    Executive views of certifications and skills 4)    Advantages for younger vs older professionals 5)    Trends in WFH vs RTO vs hybrid 6)    Houston compensation report for Digital Executives, Info/Sec, business analyst, project managers and product managers If you haven’t already registered and would like to attend, follow the link and use promo code;  TTS24James https://lnkd.in/gDV28sea It looks like a great line up of speakers and hot topics. I hope to see you there. #Houstonitexecutivesearch #HoustonITRecruiter #Houstonexecutivesearch

💼 Navigating today's talent market? Here's what's key: 1️⃣ Remote Talent: Embrace the shift to remote work. 2️⃣ Tech Skills: Demand for tech talent is soaring. 3️⃣ Diversity & Inclusion: Make it a priority for innovation. 4️⃣ Data-Driven Recruiting: Utilize analytics for smarter decisions. 5️⃣ Candidate Experience: Make every interaction count. 📊 Current Recruiting Insights: Remote job postings have increased by 60% compared to pre-pandemic levels. (Source: LinkedIn Workforce Report) Tech-related roles saw a 25% surge in demand in the last quarter alone. (Source: Indeed Hiring Lab) Companies with diverse executive teams are 33% more likely to outperform peers. (Source: McKinsey & Company) 73% of recruiters report using data analytics to improve their hiring processes. (Source: LinkedIn Global Recruiting Trends) As recruiters, let's leverage these insights to stay ahead in the evolving talent landscape! 💡 #RecruitmentInsights #TalentAcquisition #FutureOfWork

Is your company seeking top-tier talent in the space industry beyond just technical roles? At We Work In Space 🚀, we connect you to a global network of other-than-tech space professionals, ready to drive your organization to new heights. Why partner with us? 💼 Wide range of expertise: From space law, marketing, and business development to finance and HR, our community members have the expertise you need for your business. 🌍 Global reach: Our network spans professionals from various locations worldwide, ensuring you have access to a diverse pool of candidates. 🌟 Exclusive community: Join a selection of companies that have already benefited from our platform, gaining access to specialized talent in the space sector. What we offer: • Customized recruitment solutions: tailored services to meet your specific hiring needs, including coaching and career development. • Enhanced visibility: promote your company and job openings to a targeted audience dedicated to the space industry. • Exclusive access: connect with professionals passionate about making a difference in the space industry. Ready to get started? Is your company hiring? Reach out today and let’s connect your company with the best talent in the industry! #OtherThanTech #SpaceCareers #WeWorkInSpace #Hiring

Did you know candidate location can have an impact on your open, reply, and interested rates? The most surprising thing about the data is that while SF Bay Area & NYC have the highest open rates, they have the lowest reply & interested rates. This discrepancy still puzzles me 🤔 ‎   Talent in metros like Detroit, Houston, Charlotte, Atlanta are 40-50% more likely to be interested in your roles. Good food for thought if you’re thinking about opening a new satellite office or deciding where to source remote talent from… Especially since most teams only have data on the total available talent pool at best, but don’t have data on how likely that talent is to be interested 💡 ‎

Throughout 2023, there was a significant disparity in demand for talent regionally in the US. For example, in December, there were 2.1 million East Coast jobs postings, 570k West Coast job postings and 718k remote/virtual job postings. Do you think this disparity will grow or shrink in 2024? #US #MarketData #HiringTrends

Hiring Managers - does this seem familiar? Ok, it's a little melodramatic, but we all know how tough finding great people can be in Life Sciences/Biotech. But what if there was data to back this up? 𝗙𝗶𝗲𝗹𝗱 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗿𝗼𝗹𝗲𝘀: - 48/52% gender split - Hardest to hire locations 2024 - France & Germany - Median tenure of 2 years, indicating a volatile and competitive market - 28% more people employed in 2024 compared to 2023 as either FAS/FAE, indicating high growth 𝐅𝐢𝐞𝐥𝐝 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐫𝐨𝐥𝐞𝐬: - Male dominated field (92%) - 16% more people employed in 2024 compared to 2023, indicating strong growth - Most competitive across Northern Europe, Boston & San Francisco Funnily enough, these are a couple of the spaces I'm most active in, and you can see why! Interesting insights above, if you want to book a FREE market insights call with me to learn more, message me through here or on: jamie.fisher@rbwconsulting.com *Sources: book a call and you'll find out* Have a great Friday!

I'm always having chats with interesting people in the community and so far in Jan, I have spoken to 93 people that are hiring right now - positive signs for the market imo. Here's a glimpse into the insights gathered from these discussions: 🌈 85% of respondents were happy that their current business had some processes in place to improve DEI, but 💯 agreed that they could be improved. 👥 When it comes to roles, 76% are on the lookout for Senior/Individual Contributor profiles, while 24% are focused on hiring for Managerial/Leadership positions. This could lend a bias, based on my conversations and part of the market I specialise in. 🎯 89% emphasised the importance of reducing agency spend and enhancing direct hiring methods - needing to move away from easy-to-hire roles (ask for more details). ⏰ But the urgency is palpable, with 91% expressing the immediate need to fill positions, highlighting the impact on their teams and businesses if left unfilled. 💡 While we have insights on mid-level hiring, my true value lies in connecting people with a diverse community and tapping into a talent pool that might otherwise be overlooked. Imho, the market has improved and I'm confident in the year ahead. Keep doing the RIGHT thing always! If you a have a nice role to fill, and need someone deeply rooted in the community, always ready to do what's right, to fill a meaningful role? Look no further! Whether it's devising strategies or implementing direct hiring initiatives, count on me to lend a hand. Reach out here or at danny.tipple@thirdrepublic.com #DanOps #market #insights #data #dataisking #hiring #agency #talentacquisition #dei #diversitymatters

Attention Hiring Companies: Are you seeking qualified, motivated, impactful talent to grow your team and compete in today's tight labor market? Gary Zelamsky, President of Executive Alliance, a multi-discipline executive search firm with an A+ rating from the BBB and a 4.8 Google satisfaction rating, would like you to watch this video. Located in NY and serving the entire country in 16 different specialty areas, Gary summarizes the benefits of working with Executive Alliance in less than one minute. Check it out! #executivealliance #bestrecruitingfirm #jobsearch #bestsearchfirm