OutScout’s Post

The US economy added 142,000 jobs in August. An increase from a downwardly revised 89,000 added in July but below expectations. This is also -30% to the 12 month average gain of 202,000. Job vacancies continue to come back to a longer term growth trendline as we navigate a "return to rigor" environment. OutScout take 💬 The job market cooling continues at a macro level, however... We're continuing to see pockets of growth within: 📈 Healthech 📈 Fintech 📈 Cybersecurity 📈 AI applications 📈 Strong demand across most GTM teams and a resurgence in product R&D GTM teams Our recommendations continue from last month for job seekers and hiring teams 👇 For job seekers 👩💻 Improve your skill set - standing out is essential in a slowing market. Focus on gaining skills or certifications that are relevant to your industry to boost your marketability. Strategically connect - establishing a strong professional network, whether actively job searching or not, can help you stay adaptable and seize opportunities when they present themselves. Remain adaptable - being flexible is key. If the needs arises, stay open to exploring different roles, industries, or locations. Consider temporary or contract positions as stepping stones to full-time opportunities. For employers 💼 Focus on retention and upskilling - prioritize efforts that retain existing talent and invest in employee development programs that can enhance productivity Optimize recruitment strategies - with candidate experience and recruitment marketing efficiency becoming top of mind, now is the time to rethink recruitment processes to better attract top talent Prepare for sustainable growth - instead of reacting impulsively to hiring needs, create a strategic plan to prevent overworking internal teams. A 70/30 balance between internal and external recruitment efforts can be a beneficial starting point. ---- #careers #hiring #recruiting

Prices are high and people need jobs. So, are you looking to hire between now and the end of the year but have struggled with sifting through talent? Due to the client market, things have changed. What is a client market? This is a market where the demand for candidates exceeds the supply of available jobs. Employers have the upper hand because there are more job seekers than available positions. But... here is the problem; it can slow down the process for closing the role, make finding the RIGHT talent more difficult, and honestly, feel overwhelming for both parties. In a client-driven market, though employers can be more selective, the RIGHT candidates are solemnly chosen due to this influx. When the shift happens, and it will happen, many folks are laid off & you are back looking for the RIGHT talent again. The RIGHT talent goes beyond the "must haves" and the job history. It is the right PERSON. My solution to clients: 🔍 Understand Hiring Trends: In a dynamic market, staying informed about hiring trends is crucial for finding top talent. 📊 Free Market Analysis Sessions: I’m offering complimentary sessions where we dive into data-driven insights. Leverage this competitive edge to make informed decisions and secure star performers. 💁♀️ Retain top talent that is fully vetted: With a database of over 11 million people at my fingertips, it is my job to find the right one for your team. My advice to candidates: 🚨 Have your skillsets at the top: On average, a manager will spend about 10 seconds looking at your resume. Get to the point. 🚧 Explain your projects: What role did you play? How did you contribute to success? Tell us! 📞 Pick up the phone: call or text a recruiter. I know you hear from us. Put yourself out there. Remember, we are all looking, I am just here to connect the dots. 💡 Contact me: Elle.leigh@insightglobal.com

The US economy added 114,000 jobs in July A decrease from both expected gains and a downwardly revised 179,000 jobs added in June. This is also below the 12 month average gain of 215,000 OutScout take 💬 We're seeing a continued cooling trend, with 3 months of downwardly revised job adds and July -46% to the 12 month average gain. Job vacancies tell a similar story (slide 2) in recent years. However, zooming out, we may be returning to a healthier and more sustainable long-term growth trendline. Resilience has been the key theme. But cooling remains persistent in this higher interest rate environment. For job seekers 👩💻 Improve your skill set - standing out is essential in a slowing market. Focus on gaining skills or certifications that are relevant to your industry to boost your marketability. Strategically connect - establishing a strong professional network, whether actively job searching or not, can help you stay adaptable and seize opportunities when they present themselves. Remain adaptable - being flexible is key. If the needs arises, stay open to exploring different roles, industries, or locations. Consider temporary or contract positions as stepping stones to full-time opportunities. For employers 💼 Focus on retention and upskilling - prioritize efforts that retain existing talent and invest in employee development programs that can enhance productivity Optimize recruitment strategies - with candidate experience and recruitment marketing efficiency becoming top of mind, now is the time to rethink recruitment processes to better attract top talent Prepare for sustainable growth - instead of reacting impulsively to hiring needs, create a strategic plan to prevent overworking internal teams. A 70/30 balance between internal and external recruitment efforts can be a beneficial starting point. ---- #careers #hiring #recruiting

"What's the current market like?" 🤔 This is a question I'm asked by Partners, hiring managers and good quality talent every single day. Whilst it's tempting to give a one-word answer, and many recruiters would say it begins with S and ends in HIT, there are in fact many different reasons why the current professional practice market for good quality talent is......well....... tough 😉 So I thought I would address these different reasons, one post at a time. To Partners who are hiring. “The Push Pull factors.” Firstly, you may have heard me talk about peoples “Push & Pull factors.” What is pushing a candidate away from their current role and what will pull them towards accepting a new one. Whilst hiring Partners can’t control talents push factors, they can influence the potential pull factors. In order to do so it’s vital to understand what is important to exceptional talent? What do they want to experience? what do they want to achieve in their next career move and how can you seduce them! They would like; 🔷 To be renumerated well. There is no skirting around this, good quality people want to be paid what they are worth. 🔷 Exposure to great quality and interesting work. 🔷 To continuously learn, improve and be challenged. 🔷 To work for a firm and Partners with good reputations and a great brand. 🔷 To be part of a cohesive, collaborative, high performing team. 🔷 To have flexibility – not just WFH options, but genuine flexibility that gives them the platform to thrive. 🔷 A clear path to consecutive promotions and to see what that journey looks like. 🔷 To be part of a firm who has purpose, how do you and your firm give back. 🔷 Storytelling. Talent wants to hear client and staff stories. It helps build a picture around your firm’s people and culture which will form part of the seduction. It’s also important to note that when economic conditions are tough, like they are now, great talent are naturally more risk adverse to move. It can be easier for people to keep to the status quo and stay where they are. So as a hiring Partner, it’s even more important that you can clearly define and clearly communicate your potential pull factors in this market. Hiring Partners, I know what you are thinking, “But I’ve got to actually meet this talent before I can communicate our potential pull factors!” Ideally, of course the answer is "yes", but there are other ways. As a Partner and leader being visible and posting good quality content builds trust and credibility, you have an opportunity to story tell your pull factors to a wider audience which might even bring that talent to you. What pull factors would you add to the list?

The US economy added 175,000 jobs in April A deceleration from 315,000 revised jobs added in March and under expectations of 243,000 Increases last month were driven by: 📈 healthcare 📈 transportation and warehousing ---- OutScout take 💬 A resilient job market continues softening, leading to a more challenging climate to navigate for both employers and job seekers. Application numbers are likely to continue on an upward trend. For job seekers 👩💻 Don't get discouraged! Make sure your experience matches well with the job requirements and look for ways to stand out. Get creative and leverage your networks and experienced recruiters to help identify areas of opportunity to help get your foot in the door. For employers 💼 Ensure proper screening processes are in place for inbound applicants or you'll likely let great candidates fall through the cracks. Don't let a positive candidate experience drop off. Remember, this is often the first touch with your company. Leverage hiring partners where expertise is needed and bandwidth is low. ---- #careers #hiring #recruiting

Here is why it is so important when recruiting to prioritize candidates who demonstrate the capacity for growth, rather than solely focusing on candidates who have already reached a high level of achievement. 1. When hiring for growth, our recruiters look beyond a candidate's current skill set or accomplishments. Instead, they assess qualities such as adaptability, willingness to learn, and ambition. These attributes indicate a candidate's potential to evolve and take on new challenges within your organization. 2. By prioritizing candidates with growth potential, you can invest in their long-term success. Employees who are eager to learn and grow are more likely to adapt to changing business environments, embrace new technologies, and take on leadership roles as your company evolves. 3. Hiring individuals with a growth mindset often aligns with a company's culture of continuous improvement and innovation. These employees are more likely to contribute positively to the organization's dynamic and collaborative atmosphere, fostering creativity and driving progress. 4. Employees with growth potential benefit from ongoing training and development initiatives. By nurturing their skills and providing opportunities for advancement, companies can retain top talent and cultivate future leaders from within their ranks. Contact DM Elite Talent and we will connect you with candidates who want to contribute to the success of your organization. ☎️ Call us at 416-888-8398 📧 Email us at dmelo@dmelitetalent.com #recruitment #recruitmentagency #jobsintoronto #jobs #DreamTeamRecruitment #TalentSearch #HiringNow #JobOpportunities #JoinOurTeam #CareerMove #RecruitmentDrive #TopTalentWanted #JobSearch #NowHiring #CareerOpportunities #TeamBuilding #JobOpening #RecruitmentGoals #FutureLeaders #JobAlert #ApplyNow #HRInsights #WorkWithUs

Here is why it is so important when recruiting to prioritize candidates who demonstrate the capacity for growth, rather than solely focusing on candidates who have already reached a high level of achievement. 1. When hiring for growth, our recruiters look beyond a candidate's current skill set or accomplishments. Instead, they assess qualities such as adaptability, willingness to learn, and ambition. These attributes indicate a candidate's potential to evolve and take on new challenges within your organization. 2. By prioritizing candidates with growth potential, you can invest in their long-term success. Employees who are eager to learn and grow are more likely to adapt to changing business environments, embrace new technologies, and take on leadership roles as your company evolves. 3. Hiring individuals with a growth mindset often aligns with a company's culture of continuous improvement and innovation. These employees are more likely to contribute positively to the organization's dynamic and collaborative atmosphere, fostering creativity and driving progress. 4. Employees with growth potential benefit from ongoing training and development initiatives. By nurturing their skills and providing opportunities for advancement, companies can retain top talent and cultivate future leaders from within their ranks. Contact DM Elite Talent and we will connect you with candidates who want to contribute to the success of your organization. ☎️ Call us at 416-888-8398 📧 Email us at dmelo@dmelitetalent.com #recruitment #recruitmentagency #jobsintoronto #jobs #DreamTeamRecruitment #TalentSearch #HiringNow #JobOpportunities #JoinOurTeam #CareerMove #RecruitmentDrive #TopTalentWanted #JobSearch #NowHiring #CareerOpportunities #TeamBuilding #JobOpening #RecruitmentGoals #FutureLeaders #JobAlert #ApplyNow #HRInsights #WorkWithUs

Overqualified or Under-Matched? Where is the Balance in Hiring? I’ve found myself in a frustrating situation that I believe many of you in the job market may relate to. After applying for lower-level positions, I’ve often been told I’m not successful because I’m “too qualified.” However, when applying for higher-level roles, I’m informed that I didn’t make the cut because there were candidates who were a “better match.” This raises a fundamental question: What is the happy medium? How do job seekers navigate the delicate balance between being overqualified and under-selected? I’d love to hear insights from recruiters, CEOs, directors, and hiring managers about how they approach this challenge. What advice can you share for candidates like me? How can companies better align their selection criteria to ensure that talented individuals aren't overlooked due to being "too qualified" or slightly under-experienced? I would even love to hear from candidates who faced similar challenges and how you overcame this obstacle. Looking forward to your thoughts and suggestions! Let’s discuss #TooQualified #LetsDiscuss #NewChallenge #OpenToWork #Recruiters #CEO #Directors

The US economy added 272,000 jobs in May A healthy increase from 165,000 revised jobs added in April and exceeding expectations of 185,000 Increases last month were seen across several sectors: 📈 healthcare 📈 government 📈 leisure & hospitality 📈 food services 📈 professional, scientific, & technical services 📈 social assistance 📈 retail ---- OutScout take 💬 May showed a higher gain than the 12 month average gain (232k) and a reversal from April's downward revised number of 165k. These numbers challenge a "resilient but softening" trend and may reduce hopes of interest rate easing later this year. The need for intentional hiring continues and our recommendations from last month hold. 👇 For job seekers 👩💻 Make sure your skills align well with the job requirements and find ways to make yourself stand out. Think outside the box and use your connections and knowledgeable recruiters to find ways to break into new opportunities. For employers 💼 Make sure to have effective screening procedures for incoming applicants to avoid missing out on top candidates. Don't overlook the importance of a positive candidate experience - it's often their first impression of your company. Utilize hiring partners for areas where specialized knowledge is required and resources are limited. ---- #careers #hiring #recruiting

When the Market is good, Recruiters have it rough. When the Market is bad, Recruiters have it rough. During good times- we are never good enough. We will never fill roles fast enough. During bad times- no one is hiring, and we get discarded. We have ridden this crazy rollercoaster of a job these past couple of years. why... This job may be tough, but Recruiter friends you are tougher. We are the ones who keep companies staffed and help individuals land their dream jobs. It's our tenacity and resilience that keeps the wheels of industry turning, no matter the economic climate. Remember, just as markets ebb and flow, so do our challenges. When times get tough, we get tougher. We adapt, improvise, and overcome because that's what we do best. So, to all my fellow Recruiters, don't let the market dictate your worth. Your ability to navigate through any market condition speaks volumes about your determination and willpower. Stay strong, stay adaptable. Because we're not just Recruiters. We're catalysts of change, architects of dreams. Let's keep doing what we do best, and remember, we got this. #recruiters #hiring #interviews #jobs #jobseekers #talents #managers #hr #humanresources #team #teamwork #skills #values #market #work #workplace #culture #branding #employeeeexperience #employees #employers #leadership #business #strategy #hrstrategy #linkedin #linkedinconnections #aach