Jason Koumourdas’ Post

It's been 84 years... Okay... so it's only been 4 years, but as someone fully embedded into the Technical Recruiting Landscape since WHO declared COVID-19 a pandemic it has been an interesting and sometimes age-inducing experience. 😅 What I find super interesting is that the ebb, isn't exactly flowing and I think a lot of that has a lot to do with the generations that are aging into and out of the tech space (that is for a future conversation). Here are some of the biggest changes I've observed: ▫ Remote-first mindset: You gave us a taste of remote. A taste of drinking OUR coffee, using OUR bathroom during the work day, sliding into slippers instead of heels, not having to drive in traffic, and we have noticed that we get our work done, our mental health has improved and we are saving money. Companies that embrace remote work are attracting a wider range of top candidates. ▫ Prioritization of work-life balance: The lines between work and personal life have blurred. This idea that you have to work like you do not have kids or parent like you do not have a job is something of the past. Companies offering flexible schedules and strong well-being initiatives stand out. ▫ Emphasis on candidate experience: The interview process is no longer one-sided. Top talent seeks a transparent, efficient, and positive interview experience. If you are "grilling" candidates, you are "cooked." ▫ Focus on soft skills: Communication, collaboration, and adaptability are essential for remote and onsite work. Look beyond just technical expertise. Better communication leads to fewer misunderstandings and delays, while collaboration fosters innovation and problem-solving across teams. I'd love to hear what you all think has become a permanent feature in the recruiting/hiring landscape! 👇 #techrecruiting #talentacquisition #hrtech #futureofwork #remoteworkrevolution #candidateexperience #worklifebalance #softskills #candidatefirst #techcareers

Mary Marquez - I couldn't agree more! I resonate with everything you shared and know for certain that how we are prioritizing candidate experience during hiring, isn't just a trend - it's a smart business move. Why? Here are six reasons: 1. Competitive Advantage: In today's job market, talented candidates have options. A positive candidate experience can differentiate one employer from another. 2. Employer Branding: How candidates perceive your company during the hiring process directly impacts your employer brand. A negative experience can harm your reputation, making it harder to attract top talent in the future. 3. Retention: A positive experience during the hiring process can lead to better retention rates. Candidates who have a positive experience are more likely to accept job offers and stay with the company longer. 4. Customer Perception: A positive candidate experience reflects well on the company as a whole, signaling to customers that it values people, whether they're employees or potential hires. 5. Talent Pipeline: Building a positive reputation among candidates can help create a pipeline of talent for future hiring needs. 6. Data-Driven Decision Making: By measuring and analyzing candidate experience, companies can identify areas for improvement in their hiring processes. This data-driven approach can lead to smarter hiring decisions. It's here to stay and will continue to make a huge impact as we pivot forward with hiring initiatives. Prioritizing candidate experience isn't just about being nice - it's a smart business move that can help companies attract, retain, and build a strong talent pipeline. #candidateexperience #hiringinitiatives #talentpipeline #retention #employerbranding #datadrivenhiring

Gen Z workers are coming up — the oldest are entering their late twenties and getting serious about their careers. So how best to support them? A recent report from Calm offers three ideas based on a comprehensive poll of 4,000+ working people in the US, UK, Germany, and India. They are: Offering digital mental health tools — Naturally, Calm recommends Calm, but there are certainly countless others you could subsidize for employees Ensuring they’re getting enough mentoring and training — This is a particular issue for remote workers Respecting their values and priorities — Which tend to include environmental sustainability, accessibility, and DEI efforts Implementing these now will benefit your HR department as Gen Z slowly takes over the workforce in the next few decades. The Swan Group is not just a recruitment agency; we're career nurturers and relationship builders, connecting exceptional talent with fulfilling opportunities, prioritizing joy, and client-candidate satisfaction. Hiring for your IT team? Download our free Ideal Position Description guide for hiring success: Get Your Guide 🚀 https://2ly.link/1xUsu

#HappyHolidays #LinkedInCommunity 🎉 Let's dive into a real talk about #jobhunting —sometimes, it feels like an uphill battle, especially when: 1. You're a perfect match for the role. 2. Your schedule aligns with the global nature of work. 3. You're no stranger to collaborating across different geographies. 4. Remote work is second nature to you. BUT: 1. The right roles demand a specific location for legal reasons, even if it's a remote position. 2. Your extensive experience doesn't always trump the need for someone physically in a certain place. 3. Inclusion promises clash with automated disqualifications based on race or location quirks. Let's break the cycle! Others have thrived when given a chance, proving the 24-hour global economy is real. Let's ensure our hiring practices reflect that. 🌐 Remote Hiring Realities we need to consider: 1. Embrace autonomy across borders. 2. Expand time zone ranges for a fairer hiring process. 3. Be both the cook and the oven—let your organization be a testing ground for passionate individuals as opposed to letting others risk it and then offering the poach after they did the dirty work for you. 4. Prioritize skill and value over location biases for a more inclusive workplace. 5. Shift the focus from cost to the real impact of skills in the hiring equation. As you unwrap your gifts, physical or otherwise, remember there's still much to unpack, unlearn, and rework in shaping the future of work. Cheers to a more inclusive and forward-thinking workforce! 🌟 #FutureOfWork #InclusiveHiring #GlobalEconomy #remote #remotework

"We need people in the office 4 days a week and if they can't, they are not the kind of people the Founders want at the company" This is a comment I heard recently from a Talent Lead and it doesn't sound like inclusive hiring to me. Sure, this is what happened a lot pre pandemic but we live in different times and it's been proven that more flexibility with employment works. I know the benefits of working in an office so this isn't a naive take on this subject but what does this stance mean for the wider demographic. The amazing person who is a wheelchair user and navigating through a major city is not impossible, but incredibly challenging ❌ The amazing person who is Neurodiverse and struggles with too much interaction, noise and social cues ❌ The amazing person who is a parent and having to juggle nursery/school times ❌ The amazing person who is affected by the cost of living crisis and struggles to be able to pay for a train ticket ❌ The amazing person who suffers from anxiety and the thought of being in a crowded train fills them with dread ❌ These are all examples of people in my network who I thought about when I heard that statement. None stand a chance of ever getting hired at that company, but all could bring incredible value to any company. If you offer more flexibility you open the door for more amazing talent. A win/win....surely ✌ #flexibleworking #remote #talentacquisition #inclusivehiring #thoughtoftheday

While I think the call for return to the office isn't unreasonable under certain circumstances*, Sam Merron is spot on in pointing out that not every job needs constant physical presence, and that what in many cases matters more is getting the best person to do it - and you're limiting your access to those best people if you apply the kind of limiting criteria Sam identifies below. Worth reading, for managers as well as recruiters! * I'll be posting soon on exactly that subject... #returntooffice #dei #performance #hiring #management

In our continuously transforming job market, a noteworthy shift on the horizon is the transition towards remote work, a trend solidified by recent events. This pivot isn’t just altering where we work but also how organizations approach talent acquisition, management, and retention strategies. As companies worldwide adapt to this change, the implications for professionals cannot be overstated. Skills in digital collaboration and self-management are transitioning from being advantageous to essential. Remote work isn’t merely a perk; it's becoming a fixture. The digital nomad lifestyle once a niche corner of the job market, now positions itself as a mainstream option for many. This broader acceptance challenges traditional business models and necessitates a reevaluation of what productivity truly looks like. Professionals must ask: Are we equipped for this change? How can we leverage this shift to enhance our career trajectories? ----- 🌐 Let's connect and follow PrepMeUp page for cutting-edge strategies and hands-on tips to help you ace your next job interview with confidence. #️⃣ #JobInterview #Recruiters #JobSeekers #OpenToWork #JobMarketTrends #CareerAdaptation #FutureOfWork #DigitalNomadLife #SkillDevelopment

🗣️What I hear from managers when discussing flexible working options. Show me the evidence… I get the moral and ethical side, but where’s the business case and benefits? It’s too difficult to make it work that way in this team? I couldn’t possibly, the floodgates would open. 🤦🏻♀️What I also hear from managers. I’m really struggling to hire. The candidate pool is really limited. It’s so hard to find diverse candidates. I find it hard to maintain engagement and trust on the team. ⚡️Well, it might not be a silver bullet, but how’s this for powerful evidence to the impact of opening up roles that are truly inclusive and flexible. At the end of last year The Together Project advertised a part time role that was open to fully remote, hybrid or in office in London. It was a fairly junior admin focused role and as a small non profit the salary we could afford reflected that. 🥁🥁🥁🥁🥁🥁🥁🥁🥁🥁🥁🥁🥁🥁The role received 750 👀👀applications !! The majority proceedable, with outstanding applicants from highly diverse backgrounds, including law, PR and marketing. 🙌🏻 Yes, the fact we are an awesome cause providing meaningful work, making an impact to the lives of those we support would’ve encouraged many of those to apply. But believe me, the inclusive, transparent offering on where and when you work would’ve influenced the very large majority. If we can do it, what’s stopping you? 🤷🏻♀️ And what incredible talent are you missing out on as a result??! Thank you so much to everyone who took the time and energy to apply, we were truly grateful 🙏🏻 Huge thanks to our CEO Louise Goulden for the time, care and emotion involved in reviewing all of those candidates and to Ashley Alleyne for helping us to craft such an inclusive role profile. Big thanks to Kat from Work from home hub https://lnkd.in/ebMni4rW and Katy Fridman from Flexible Working People for sharing with their communities too 🤗 #inclusivehiring #flexibleworking #hybridworking #remotehiring #parttimework

As we navigate through the ever-evolving job market, it's crucial to stay informed about the latest trends and developments. Here are some key insights into the current job market landscape: Remote Work The pandemic has accelerated the shift to remote work, and it has become a prominent feature of the job market. Many companies are embracing hybrid work models, offering more flexibility to their employees. Skills in Demand With the rapid advancement of technology, there is a growing demand for skills in data analysis, digital marketing, and software development. Employers are seeking candidates with a strong digital skill set to stay competitive in the market. Emphasis on Diversity and Inclusion Organizations are placing a greater emphasis on creating diverse and inclusive work environments. Employers are actively seeking candidates from varied backgrounds and are implementing inclusive hiring practices. Mental Health and Well-being The job market is witnessing a shift towards prioritizing employee well-being. Companies are offering mental health support, flexible work hours, and wellness programs to attract and retain top talent. Sustainability and Corporate Social Responsibility There is a rising focus on sustainability and corporate social responsibility. Candidates are increasingly drawn to organizations that demonstrate a commitment to environmental sustainability and social impact. Stay ahead of these trends by upskilling, staying adaptable, and remaining attuned to the evolving needs of the job market. At Sterling Ritterhof, we are dedicated to supporting our community in navigating these trends and securing rewarding opportunities. #JobMarket #Trends #FutureOfWork #SterlingRitterhof

⏲ Times Have Changed ⏲ The way we approach joining a company has evolved dramatically. I asked my network and a staggering 72% of respondents said they would accept a job without ever stepping into the company’s office. Only 15% felt it was necessary to visit in person, while 13% indicated it didn't matter to them because they prefer remote-only roles. This shift highlights the growing acceptance and benefits of digital recruitment processes. Here's just some of the benefits: 🌍 Global Reach: Companies can tap into talent pools worldwide without geographical constraints, opening doors to diverse perspectives and skills, enriching workplace culture. 🕒 Flexibility & Efficiency: Candidates can interview from anywhere, saving time and resources for both parties. 🔍 Enhanced Accessibility: Digital platforms make recruitment more inclusive as candidates with disabilities or those who are neurodiverse often find online interactions more comfortable and manageable. 🏠 Virtual Immersions: Companies are innovating with VR office tours and interactive online experiences, allowing candidates to get a feel for the workplace vibe from their living rooms. Is your organisation leveraging the full potential of digital recruitment? #DigitalRecruitment #HR