Kan Ta’s Post

Struggling with HIRING? Here's your game-changer. 🚀💡 Four elements often stump founders during hiring - People, Process, Technology and Brand. Their importance can't be overstated in creating a powerhouse team in the face of competitors and resource constraints. 1) PEOPLE --> Hiring top talent at the right time is vital. Clear goals, a compelling vision, and an expert Talent Acquisition Partner are key. 2) PROCESS --> Transparency and structure in your hiring process? Non-negotiable! Plan ahead, allocate a budget, and outline your recruitment strategy to prevent pitfalls and boost your brand image. 3) TECH --> Invest in a smart tech stack to streamline hiring and minimise headaches. It's worth every penny. 4) BRAND --> Your employer brand (EVP) - it's what draws in talent. Provide a compelling Employee Value Proposition that covers pay, benefits, growth, work environment, and culture. Ditch the dull job adverts (!) and sell your vision and growth instead. Interested in how to turbocharge your hiring? Ping me. #marketresearch #insights #hiring #recruitment #startupp #scaleup

You lost a lot more than you think when it comes to inefficient talent acquisition in tech In today's fiercely competitive landscape for elite IT talents, traditional hiring methods aren't just inconvenient—they're a silent threat to your organization's success: #1: Opportunity Lost in a Time-Starved Market: Slow hiring? It's like trying to catch up in a race while wearing cement shoes. You miss out on the latest market trends and tech breakthroughs. And those key positions? They stay empty, projects stall, and boom—your rivals swoop in, snatching up all the sweet opportunities before you even lace up your sneakers #2 Productivity Suffers from Poor Fit: Picture this: You rush through hiring, hiring folks who don't quite fit the bill. Cue the chaos: They struggle to catch up, dragging down the team vibe and sending productivity into a nosedive. Soon enough, they're eyeing the exit, and you're back to square one #3 Brand Erosion in the Tight-Knit IT World (sounds scary doesn't it?) Here's the deal: When your hiring process is a slog, word gets out. Top talent takes one look and heads for the hills. And guess what? That bad rep? It spreads like wildfire in the tech world, making it a real pain to snag the talent you need. Thoughts? P.S. Let us know what's else you have on your mind #FutureFitRecruitment #TechTalentTriumph #DataDrivenHiring #InnovativeRecruitment #StreamlinedHiring #AgileTalentAcquisition #ModernRecruitment #EfficientHiringJourney #StrategicStaffing #WinningTeamBuilding #hiring #talentacquisition #techtalent #developeracquisition #HR #hrtalk #recruitment #recruiting #recruiter

“We can’t afford to make a hire for budget reasons.” Understandable, but what if the thinking is… “We can’t afford not to make this hire.” Consider this: -As a Founder or Business Owner, what’s the current mindset? Does it align with the long term objectives? Are you maximizing your own strengths or wearing too many hats? -Assess the dynamics and functionality of your current team, individuals strengths, and their capacity. -If you have an addressable market, what skills gaps are preventing growth of your product or service? In some cases, there’s an opportunity to re-engage your existing team to determine bandwidth and realistic expectations in an honest manner, building trust and realigning on goals. (Employee burnout is real friends) In others, you can’t afford not to bring someone in. A 20-30% recruitment fee with a partner mutually invested in your objectives will far outweigh the risk. Have a good weekend, Go Niners. #startuphiring #hiringstrategy #teamgrowth #opportunitycost #startupgrowth

Hiring a mismatched candidate can affect not only finances but also morale, productivity, and project timelines. Bad hires often result from a skill mismatch or a flawed hiring process. As a founder, I've witnessed the impact a poor hiring decision can have on a team. A proactive and strategic hiring approach is vital. Here's what I find effective: 1. Clearly define the role, considering both technical and soft skills as well as cultural fit. 2. Use behavioral interview questions to assess candidates' abilities, adaptability, and compatibility. 3. Get multiple team members involved in the hiring process to reduce bias and gain a comprehensive perspective on the candidate. 4. Employ AI and recruitment technologies to streamline the process, minimize bias, and focus on strategy. 5. Work with specialized recruitment firms for a wider talent pool and industry insights. It's important to continually enhance your hiring practices. Seek feedback, learn from missteps, and polish your process. I'm convinced that every new hire should be an asset. By improving our hiring practices and using technology wisely, we can lessen risks and create strong, efficient teams. Have you encountered hiring challenges in the tech industry? What strategies work for you? Let's exchange insights and learn from each other. #TechHiring #RecruitmentStrategies #Leadership #TeamBuilding #ContinuousImprovement #AIRecruitment #Innovation

In the quest for the perfect candidate, some companies fall into the unicorn trap, waiting for that elusive, mythical hire. But let's talk about why that might not be the best strategy. 1. Clarity Wins Over Chaos: Instead of a rushed hiring process, prioritize clarity. Define the competencies and skills essential for the role's success. 2. Progress Trumps Perfection: Fear of making mistakes can lead to the quest for perfection. Invest time in crafting a well-structured profile and hiring process. Progress beats perfection any day. 3. Ego Aside, Diversity Inside: Hiring isn't about exclusivity. Let go of ego-driven hiring and embrace diversity in backgrounds, experiences, and skills. 4. Elevate Onboarding: Make onboarding a priority. Avoid expecting instant miracles. Invest in the growth and support of your new team members. Remember, readiness to hire comes before the job posting. Thoughtful action is your ally. If you seek guidance, I'm here to assist you in crafting effective hiring processes. Let's make your team stronger together! #SmartHiring #TalentAcquisition #RecruitmentStrategies #HRInsights #LeadershipTips

It's a New Year and hiring effectively still remains key for all organisations at start up or growth stages, actually at any stage of their journeys. So I posted this last year & had a number of enquiries about the "how" to do this aspect. The four key steps that can be implemented to improve your companies' hiring process are: 1. Conduct an in-depth Current State Review & Analysis. 2. Conduct a complete Resourcing Tools Review. 3. Undertake a full review of all External Tools/Mediums/Partners used. 4. Create a Future State Model. If you want to be efficient & effective in how you hire, as well as aligning this to current, future or strategic growth plans, this proven four step process will achieve this. Interested??  Get in touch. #recruitment #hiring #talentacquisition #improvement #efficiency #effectiveness

Every fast-scaling business struggles with hiring, and every challenge is unique. Finding the candidate, vetting them, or as simple as assessing the candidate. I read a very interesting CB Insights study, 23% of startup failures are attributed to issues related to the team, including the wrong hiring decisions. It brings me to discuss the topic of hiring right and why it matters the most. Why Hiring Right Matters: Hiring isn't just about filling seats; it's about laying the foundation for growth. According to a survey by Glassdoor, organizations with a strong onboarding process improve new hire retention by 82%. Here are 6 things you can do for Effective Hiring: 1. Define Core Values:    - Clearly articulate your company's core values.    - Align your hiring process with these values to attract like-minded candidates. 2. Strengthen Onboarding:    - Develop a comprehensive onboarding plan beyond basics.    - Introduce new hires to company culture and key team members. 3. Assess Cultural Fit:    - Craft interview questions probing into cultural alignment.    - Foster open discussions about values and work dynamics. 4. Structured Interviews:    - Create standardized questions assessing technical and soft skills.    - Involve multiple team members for diverse perspectives. 5. Leverage Technology:    - Implement Applicant Tracking Systems (ATS) for efficient resume management.    - Utilize AI-driven tools for initial candidate shortlisting. 6. Solicit Feedback:     - Gather feedback after each hiring round from involved team members.    - Identify areas for improvement and iterate your hiring process. In the dynamic landscape of fast growth, hiring is an ongoing process that shapes your company's trajectory. By implementing these concise steps, you lay a resilient foundation for growth and minimize risks associated with team-related challenges. Here's to building powerhouse teams that drive success! #HiringStrategies #BusinessGrowth #TeamBuilding #usahiring #usaagency #agencysuccess #agencyleadership #usabusiness

5 things I see often that organizations do WRONG when HIRING! (#5 might ruffle some feathers) ➡️1. Even in this job market- they take way too long to make a decision. -It’s one thing to make a good informed decision, but it’s another to over-think it to death. If you can’t make a timely decision either you really don’t want to hire, you lack confidence, or scared to make the wrong decision. It also creates a bad reputation for you and your organization. TIME KILLS ALL DEALS!!! ➡️2. The pendulum effect. -If a past hire or two didn’t work they tend to go in the complete opposite direction. That usually fails. It tends to be in the middle of closer to your original hiring profile. ➡️3. Your hiring managers are inexperienced or bad at interviewing & attracting TOP TALENT! -Meaning, most are not trained and even if they’ve been trained by HR it’s very tactical hiring practices. That’s NOT how you attract top talent. SAY NO — TO BEHAVIORAL QUESTIONS! Side note! Typically the new-hire failed due to your lack of training on how to interview. Most hiring managers give themselves a grade of 6 or 7 out of 10 in interviewing. In reality most times they are 4 or 5. ➡️4. You think AI 🤖 Is going to bring you better candidates. -Software is a tool. Not the answer. Human contact has been lost with a lot of companies when it comes to hiring. ➡️5. You think your internal recruiting team is going to be similar to your retained recruiting firm. - Retained recruiters & headhunters make a lot of money. Why? It’s a hard job. If it wasn’t, everyone would be doing it. BRACE YOURSELF! You can’t pay $65-90K with 10% bonus and no commission and expect they are going to be as good as your favorite headhunter. If that was the case, they would leave you and go make three times or more. #truth #kellybonnsolutions #humanresources #hiringmanagers #hiringmanager #hiring #toptalent #hire #AI #Talentacquisition #2024kbs

People will always be the last mile when it comes to hiring decisions.   We can talk about tech stacks and AI in recruiting all day long.   But the one-to-one connection between the candidate and the hiring manager is more important than ever.   Candidates must be able to build a narrative around their value and fit for the role, powerfully and clearly.   But the hiring manager should also articulate things like:   👉 The role and the expectations (and not just the "pie in the sky" version)   👉 The organization's culture and values   👉 The onboarding roadmap   👉 How the candidate will be developed if they are hired   Tech in recruiting is here to stay.   But human connection still makes this process work.   And that means both sides need to make equal effort to connect the dots, regardless of labor market dynamics.   #recruiting #talentacquisition #interviewing #jobsearch #careers 

The cost of a bad hire 🚫 Every organisation strives to make the best hiring decisions, but sometimes a bad hire slips through the cracks. While it's easy to view this as a minor setback, the implications of a bad hire can be far-reaching and costly for your organisation. 💸 Financial impact: bad hires can cost a significant amount. Beyond the salary and benefits paid, consider the expenses associated with recruitment, onboarding and training. 📉 Productivity and time drain: a bad hire can negatively impact team dynamics and productivity. Colleagues may have to pick up the slack, and the time spent managing and correcting mistakes further hampers productivity. 👩👩👦👦 Damage to company culture: every employee contributes to the culture of your organisation. 🌟 Damaging your reputation: a bad hire can tarnish your reputation internally and externally. Employees might question a leadership's decision-making abilities, and clients or partners could lose confidence in your organisation's competence. Want to avoid bad hires? Here at InterQuest Group, we have specialist consultants across various technology sectors. These networks ensure candidates are the best hires for your organisation! 💫 #hiring #hiringtips #companyculture #hrinsights #marketinsights #reputation #productivity