LETTS CONSULT’s Post

"APQC finds that at the median, organizations fill 15% of their vacancies with internal candidates. Organizations at the 75th percentile (the upper end of the spectrum) fill 25% or more of their positions with internal candidates, while organizations at the 25th percentile fill 10% or less of their vacancies internally.....Internal hiring also preserves the organizational knowledge and relationships that an employee has already built". Our process at Topgrading can be effectively utilized for assessing and promoting internal talent as well as external hires.

Over the past few weeks while attending numerous conferences and meeting with talent leaders certain aspects of skill based recruiting came to light which I feel would be good to know for the larger user base and community. Objective Evaluation: It focuses on the actual skills and competencies of candidates rather than subjective measures like educational background or past job titles. This leads to more fair and equitable hiring practices. Job Fit: By prioritizing skills relevant to the job, employers can better match candidates to roles, ensuring that new hires are capable of performing the tasks required. Performance Improvement: Candidates with the right skills are more likely to succeed and contribute positively to the organization, leading to improved overall performance. Diverse Talent Pool: This approach encourages a wider range of applicants, including those from non-traditional backgrounds, thus enhancing diversity and inclusion within the workplace. Adaptability: In rapidly changing job markets, skill-based recruiting allows organizations to identify candidates who can quickly learn and adapt, which is crucial for long-term success. Reduced Turnover: When employees are hired based on their skills, they tend to feel more competent and satisfied in their roles, leading to lower turnover rates. Cost Efficiency: By focusing on skills, organizations can streamline the hiring process, reducing time and resources spent on unqualified candidates. These resonate with the mission ValueMatrix.AI Jobs is on. Reach out to us and let us help you in your talent selection process.

Your client-facing brand is one thing, but your employer brand is another. Recruitment marketing involves promoting your employer brand to make your business an attractive place to work. We help businesses to develop and deploy a tailored recruitment marketing strategy. ⬇️ #RecruitmentMarketing #ProfessionalServicesMarketing #EmployerBrand

Sharing insights from our recent research conducted by Hiring Matters, sponsored by Recruitment Dynamix. The study explored the key qualities and attributes that employers prioritise when evaluating potential candidates for hire. Include these in your CV for maximum impact. Number 3: Flexibility! Agility! Pivot! Agility in the workplace is essential for several reasons: Ø Technological Advancements: Quick adaptation to new tools and processes Ø Market Dynamics: Swift responses to changing consumer preferences and market conditions Ø Competitive Edge: Outperforming competitors by adapting to new trends Ø Innovation: Fostering continuous improvement and new ideas Ø Customer Expectations: Meeting demands for fast, personalised service Ø Crisis Management: Pivoting strategies during crises Ø Cost Efficiency: Optimising resources and reducing waste Ø Regulatory Compliance: Adapting to evolving regulations.   Agility keeps organisations resilient, competitive, and innovative in a fast-paced business landscape.

🌍🔊Hiring Managers in Environmental Services, Do you worry that you’re missing out on passive talent? 🫢 Quick tip: Job ads only reach the active 20%. Passive talent—the 80% of the pool—are the ones who can truly drive your team’s success. 📈 If you're facing this challenge, you’re not alone. Most firms turn to me to solve this exact problem. ✔️😮💨 If you’re facing this challenge, let’s discuss how I can help you overcome it: 🤝 Anna.koutelas@whiterockstaffing.com #EnvironmentalServices #TalentAcquisition #PassiveTalent #RecruitmentStrategy #HiringChallenges #TalentSolutions #WorkforceOptimization #StaffingSupport #cartoonstock

In the competitive legal space, getting ahead at work and achieving your career goals demands more than just an ability to meet expectations. The dynamic and unpredictable world we live in means employers are prioritizing candidates who demonstrate adaptability, resilience, and intuition, which means you need to be proactive to thrive. Proactivity is valuable, ensuring you can anticipate and overcome challenges as they emerge, consistently demonstrate the right skills to your employers, and stay one step ahead in an evolving industry. Research consistently shows proactive employees have greater job satisfaction, more successful careers, and a reduced risk of burnout. To read our latest post on the Onward Recruiting blog, click here. -> https://lnkd.in/dDUm_UNy

When employers prioritize credentials over real-world problem-solving skills, they risk missing out on candidates who can effectively tackle challenges and adapt to new situations. Focusing on problem-solving abilities can lead to a more dynamic and innovative workforce capable of navigating complex issues. Hiring based solely on credentials overlooks essential qualities like emotional intelligence, integrity, honesty, collaborative spirit, and authentic passion. These traits are crucial for fostering a positive work environment, driving teamwork, and maintaining ethical standards. Prioritizing these qualities alongside qualifications ensures a well-rounded and effective team capable of long-term success.

Finding the Perfect Fit: Hiring for Different Company Cultures Discover the importance of hiring individuals who align with the specific culture of your company. Learn how to find the right candidates for your firm, whether you're a traditional auditor or a cutting-edge scientific organization. Explore the value of having diverse talents and the significance of innovation. #HiringForCulture #CompanyFit #FindingTheRightCandidates #InnovationMatters #DiverseTalents #BuildingTeams #CompanyCulture #RecruitmentTips #WorkplaceSuccess #BusinessGrowth

Why should you partner with an Executive Search firm? Even the most well-intentioned internal hiring processes can be influenced by biases, such as familiarity with candidates or personal connections, and can also be rushed due to time constraints. Partnering with an Executive Search firm brings in an impartial, expert second opinion that prioritizes skills and experience over personal ties. Unconscious biases or discrimination can limit diversity and hinder innovation. Executive Search firms are trained to evaluate candidates fairly, uncovering hidden talent and enhancing organizational performance. They also expand the search beyond familiar networks, introducing fresh perspectives and innovative ideas that keep organizations competitive. -the CIP team