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If you're a hiring manager, in 10 years I guarantee you'll still care about: - Simple processes - Speed of delivery - Customer service - Valuing your time - Quality candidates - Recruiter credibility - Not wasting your time - Having partners you trust - Partners that are easy to work with And these will look painfully basic. Because the tools are way better it's easy to think tech is the answer to issues in hiring. A lot of the problems you see about hiring are solvable by looking at the things people will always care about.

Are you maximizing your access to top talent? Hiring a highly qualified candidate could be the key to unlocking your organization's success. PROS : - Expertise and Experience: Highly qualified candidates bring a wealth of knowledge and can quickly add significant value to your team. - Quick Onboarding: With their expertise, less training is needed, leading to time and resource savings. - Innovation: Their fresh perspectives and proven strategies can drive growth and propel your organization forward. CONS : - Risk of Boredom: Overqualified candidates may become disengaged if the role doesn't provide enough challenge. - Retention Concerns: There is a possibility that they might leave if they feel their skills are underutilized. - Cultural Fit: Their advanced experience might not align perfectly with the existing team dynamics. What's your perspective on this? Please share your opinion!

Which metrics most likely reflect future success as a consultant? It's generally a bad idea to begin hiring staff once you have more work than you can handle. The reason for this is simple. It might be a lucky blip. Imagine what happens if you have a tremendous month (or quarter), hire staff to satisfy the increased demand, and then have a couple of regular months afterwards. You’re going to wind up either laying off staff you just hired (tech companies in the post-pandemic era know this well) or paying staff to do non-essential activities. This is what’s known as low staff utilisation. This is why you need to measure not just the outcome but the antecedents of that outcome. What other metrics are you observing that show this is a sustained increase in the quantity of work vs. a random lucky blip? e.g. It’s one thing if the phone rings tomorrow and Microsoft want to hire you. That’s lady luck smiling upon you that month. It’s another thing entirely if you’re seeing growth throughout the sales pipeline. That’s your hard work paying off. Most importantly, you don't just want to know if the pipeline is full. You want to know if the pipeline is sustainably FULLER than in the past. That's the point you might want to begin hiring more staff. Yesterday I shared: → What our sales pipeline looks like → The one metric that I care about the most. → What to focus on to drive long-term growth. You can find it all here: https://lnkd.in/eiKhY_um

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As someone who has changed processes across hiring for most of my working life, I know they remain broken. My goal was to timebox the process for a great candidate to be under three weeks; today, the average time to hire is 36 days, more than twice the goal. It is not hard to see why. Perfection is the enemy of done. People hold out hope that the mass of candidates is 100% instead of having 75-80% and training the rest. You must believe your employees can learn the industry and software at some point or have team members who can cover that gap.

Twice this week I've connected with high growth tech companies around security hiring initiatives for 2024 and had the same answer. "FTE hiring is likely going to just be attrition instead of strategic growth, but we plan to augment our existing team with contractors for specific initiatives." To me this has traditionally been a 'big company' strategy (we do this for a number of fortune 1000 firms) but it's interesting to see tech companies being a bit more careful with headcount after the last couple of years. A - Keep your eyes peeled for a couple of contract hiring initiatives we'll be kicking off shortly B - If you're a company looking to augment your team with high level contractors (without having to be crushed with the price of a services org for the same solution), hit me up #SecurityHiring #StateOfTheUnion #HamptonNorth

Are more than 3/5 hiring managers really 'open to hiring for skills' rather than experience? In my experience, the vast majority (without the data, my mind goes as high as 95%) of hiring managers want to hire people who have experience doing the same role, on the same type of projects that the person would be working on for them. The IRA is projected to create another 1.5 million jobs over the next decade, so if we keep looking for experience over skills we'll fall short. Skills based hiring is definitely part of the solution here, but I'd be willing to wager my experience with hiring managers is a lot closer to the truth than this article is suggesting Tell me I'm wrong? Post Credit: Lewis Lines

You’re missing out if you’re hiring locally. Here’s why👇 Hiring top talent in the US or UK?It’s expensive—really expensive. What people don’t realize: Hiring from lower-cost countries gives you the same top-tier quality at a fraction of the price. - You’re not sacrificing skills or experience. - You’re not dealing with lower standards. - You’re simply paying less for the best. Instead of searching for the “cheapest,” aim for high-quality talent at a reasonable price. Have you ever hired outside your country? Drop your favourite hiring destination in the comments!

I think it’s no secret that today that less companies are hiring supply chain talent. Think about it, if consumers aren’t spending, then companies are not manufacturing. This also means that logistics companies are not transporting or distributing products and can safely manage their inventory. This all impacts the need to hire. I saw this start to take shape as early as 2022 and still haven’t seen the market fully bounce back. The proclaimed “supply chain crisis” gave companies a reason to hire problem solvers, but now, this has been stabilized for the most part. However, supply chains are still vulnerable. Disruptions will be commonplace whether related to cybersecurity, supplier management, consumer buying patterns, economic challenges, transporting goods, or the marketplace. For workers who are looking to stand out when companies are struggling to come up with the funds to hire supply chain workers, there is still hope. However, you must know how your accomplishments are going to solve the company’s problems (aka the disruptions mentioned above). This must be portrayed on your: 📌 LinkedIn profile 📌 Resume 📌 Conversations with people who could hire If you can demonstrate this, companies could give you a chance to bring you on board to help solve these problems. But you have to be the change agent that you say you are. Though we are in a challenging environment, it’s still a great time to demonstrate and build your skill sets.