Prosum’s Post

People that resonate with your business, goals, and/or processes will be there for the long run, other factors considered. Even if the retention part fails due to market constraints, you still get team members that perform their ultimate best for the time they are with you. Doesn't that make values-based hiring the best thing ever? #recruitment #hiring

🔮 The Future of Talent Acquisition: Trends to Watch in 2025 🔮 As we approach 2025, the talent acquisition landscape is evolving at an unprecedented pace. At Recruits Lab, we’re always looking ahead to anticipate the changes and innovations that will shape our industry. Here are some key trends we believe will dominate talent acquisition in the coming years: 1. AI and Automation in Recruiting 🤖 AI-powered tools are set to revolutionize how we source, screen, and engage candidates. From chatbots that enhance candidate experience to AI algorithms that identify the best talent, automation will streamline processes and reduce time-to-hire. 2. The Rise of Remote Work 🌍 Remote work is here to stay. Companies will continue to adapt to a global talent pool, offering flexible working arrangements and investing in technologies that support remote collaboration and productivity. 3. Enhanced Employer Branding 🌟 With the competition for top talent fiercer than ever, employer branding will play a crucial role. Organizations will focus on building a strong employer brand that highlights their culture, values, and commitment to employee well-being. 4. Diversity, Equity, and Inclusion (DEI) 🌈 DEI will remain a top priority. Companies will implement more robust strategies to ensure diverse and inclusive hiring practices, recognizing the value of varied perspectives and experiences in driving innovation and success. 5. Data-Driven Decision Making 📊 Leveraging data analytics to make informed hiring decisions will become the norm. From predicting candidate success to optimizing recruitment strategies, data will be key to improving outcomes and achieving hiring goals. 6. Candidate Experience as a Differentiator 🏆 Providing an exceptional candidate experience will set companies apart. Personalization, transparency, and timely communication throughout the recruitment process will be essential in attracting and retaining top talent. What trends do you think will shape the future of talent acquisition? Share your thoughts and predictions in the comments below! Let’s discuss how we can stay ahead of the curve and continue to innovate in our field. #TalentAcquisition #RecruitingTrends #FutureOfWork #AIinRecruiting #RemoteWork #EmployerBranding #DEI #DataDrivenRecruiting #CandidateExperience #RecruitsLab

In today’s diverse and ever-evolving workplace, identifying candidates who not only possess the right skills but also align with your company’s culture can feel like finding a needle in a haystack. For many organizations, the challenge doesn't stop there—balancing this cultural fit with the goals of improving diversity, equity, and inclusion (DEI) adds another layer of complexity. So, where do you start? 🤷♂️ Many companies turn to AI-driven hiring tools for efficiency, but this can introduce a whole new set of anxieties. What if the AI makes the wrong decision? Could a mistake cost your company its reputation, or lead to unintended bias in hiring? 🎯 At Talent Recognition, we get it. We know how difficult it is to navigate the hiring landscape while keeping your DEI goals at the forefront. That's why we offer tailored solutions designed to help companies: Identify top talent that matches your company's cultural values: Beyond the resume, we help you find individuals who will thrive in your unique work environment. Support your diversity, equity, and inclusion initiatives: Our tools ensure that your hiring process is inclusive and fair, so you can build a team that brings diverse perspectives and fosters innovation. Leverage the power of AI without compromising your brand: Our AI-driven solutions are built with transparency, fairness, and accuracy in mind. You can trust that your hiring process will be free from the pitfalls that often come with automation. Why does this matter? The success of your organization relies heavily on its people. When you hire individuals who fit both culturally and align with your DEI goals, you're setting up your business for long-term success. An engaged, diverse, and culturally aligned team will drive innovation, improve retention, and build a stronger company culture. But achieving this balance takes strategy, insight, and the right tools. That's where Talent Recognition comes in. We provide you with the expertise and technology needed to: Reduce the friction in finding candidates who are a cultural fit. Ensure your hiring process aligns with your DEI initiatives. Minimize the risk of AI errors while improving efficiency. 💡 Want to learn more about how we can help you build a more inclusive and culturally-aligned team? Visit https://lnkd.in/eXHHnan to explore how we can support your hiring goals. Your people are your most valuable asset. Let’s make sure you’re finding the right ones. #TalentRecognition #HiringForCulture #DiversityEquityInclusion #AIInRecruitment #CompanyCulture #EmployeeEngagement #HRSolutions

Discover how to tackle modern hiring challenges with smart talent acquisition strategies. Embrace AI, remote work, and DEI to attract top talent and stay competitive. Learn more about future trends in recruitment and boost your business success. Read More: https://lnkd.in/g_xekXtG #remotedeveloper #business #businesssuccess #hireremotedevelopers #hiredevelopers

At Spencer Ogden, one of our Key Strategic Objectives is using Technology as an enabler. As the world of Talent Acquisition (and Recruitment) evolves with new tech, AI and remote working my key takeaways from this article I wanted to share are: 1. Embrace Change with Stakeholder Support: Ensure that changes from AI and automation are well-integrated and supported by all levels of the organisation for smooth transitions. 2. Skills-Based Hiring: Move from relying on formal qualifications to focusing on soft skills and abilities. This helps close skills gaps and attract a more diverse range of candidates. 3. AI and Automation: Use AI tools to assist with recruitment tasks but keep personal interactions to maintain a positive candidate experience and reduce bias in your process 4. Candidate Experience: Make the hiring process smoother and more transparent to keep candidates engaged, reduce drop-offs and collect data. 5. Strategic Leadership: TA leaders should drive business strategy, uphold company values, and use data to make informed decisions, prioritising long-term results. Our Current TA Tech Stack includes the likes of AssessFirst 🦄, Metaview, Bullhorn, Calendly, Recruiter Insider as well as our own in house solutions built and managed by the wonderful Greg Morris and his team! #TalentAcquisition #HR #AI #SkillsBasedHiring #CandidateExperience #Leadership #FutureOfWork

As AI and automation continue to dominate the hiring landscape, the human element seems to be fading. While the AI tools bring efficiency, they can miss the nuances that human interaction provides—such as emotional intelligence, cultural fit, and the ability to see potential beyond the resume. These are critical in building diverse, engaged, and high-performing teams. The human element remains vital in recruitment because it fosters connection, empathy, and trust—qualities that machines can’t replicate. We need to ask ourselves: - Is efficiency worth sacrificing the deeper understanding of candidates that comes from real human interaction? - Can we strike the right balance between tech and human insight to ensure more thoughtful hiring? Here’s a great read on how recruitment is evolving in 2025. #HiringTrends #Recruitment #HumanFactor #AIinRecruitment #TalentManagement #Leadership

Really great SHRM article by ROY MAURER. While I think AI driven hiring is a long way off, fortunately there are ample opportunities for organizations to harness the benefits of #skillsbasedhiring.   One of the areas where the opportunity (and impact) is greatest is with early-career. Companies and hiring managers too often remain focused on school, major, GPA, and connections. However, Parker Dewey's research shows that #MicroInternships provide an easy, effective way to use skills-based hiring to improve access, conversion, cost-per-hire, and retention.

EMBRACING CHANGE AND INNOVATION IN RECRUITMENT In an unprecedented era of revolution and flux where technology is causing social transformation and developing as a response to social trends, the kind of innovation required to navigate such times of change and avoid being disrupted makes finding and retaining the right people more important than ever. To navigate challenges and drive positive outcomes for both candidates and clients, following mechanisms can assist - 1. Automation and AI 2. Data-driven decision-making 3. Remote work and virtual hiring 4. Diversity, equity, and inclusion initiatives 5. Skill-based hiring #Recruitment #StaffAugmentation #HR #Innovation #Hirings

Staying Ahead of the Curve in IT Staffing As the demand for IT talents continues to rise, companies are placing a greater emphasis on diversity and inclusion in their hiring practices. 90% of leading companies today have already invested in #AI technologies, more than half of these businesses claimed that AI tools help them increase productivity. So AI learning is must so as AI based hiring. #Agility is a key ingredient. As IT teams become more diverse and distributed, the ability to work effectively in a team environment is important. In order to stay ahead of the curve, organizations must remain agilein recruitment and retention strategies . #Technology & #Talent Pool: Managing remote teams can be challenging, and organizations must have the right tools and processes in place to ensure effective communication and collaboration. Organization must remain open to work from anywhere and attract best talent. #BrandBuilding by Employer: If one builds strong employer brand, then invest in employee engagement, provide opportunities for professional growth and development, and foster a culture of innovation and creativity to stay ahead of curve and this will bring gains in the market due to good reputation on organizational culture. Motivated workforce is possible only by prioritizing the development of a strong employer brand, and ultimately achieve greater success in their IT staffing efforts. #Jobdescrpition is the first point of contact between an organization and a prospective candidate. To attract top IT talent, job descriptions should be clear, concise, and tailored to the skills and qualifications required for the position. Human resource is evolving every year along with the changing dimension of work place culture. How do you and your organization see this. Do let us know? #humanresource #ITstaffing TechTitanClub Daya Prakash 👨🏻💻 TalentOnLease 👩💻Pervesh DhingraSanjeev Matta (Co-Founder - TalentOnLease) Amita MohanNirakh Prakash Ravi C Dasgupta

The Talent Acquisition Paradox: Are We Our Own Worst Enemy? In our quest to attract top tech talent, have we inadvertently created a self-defeating cycle? Let's ponder this for a moment. We've all seen the trends: AI-powered recruiting, culture-first hiring, remote-work luring. But as these methods become ubiquitous, are they losing their effectiveness? More importantly, are we unknowingly pushing away the very talent we're trying to attract? Consider this: 1. The Novelty Trap: Remember when "unlimited PTO" was a game-changer? Now it's just noise. Are we so focused on the next big perk that we're forgetting what truly motivates top talent? 2. The Bombardment Effect: When every profile update triggers an avalanche of recruiting messages, do we risk turning LinkedIn into a ghost town of outdated profiles? 3. The Authenticity Deficit: In our rush to appear cutting-edge, are we sacrificing genuine connections for automated outreach? 4. The Skills vs. Culture Conundrum: Are we so fixated on technical skills that we're overlooking the value of curiosity, adaptability, and vision? 5. The AI Balancing Act: How do we leverage AI in recruitment without losing the human touch that often seals the deal? These aren't just rhetorical questions. They're challenges we all face in the tech industry. And they demand innovative solutions. What if, instead of chasing trends, we focused on creating environments where innovation thrives organically? What if we prioritized meaningful projects over perks? What if we saw candidates not as resources to be acquired, but as potential partners in building the future? The next revolution in talent acquisition won't come from a new AI tool or a fancier office space. It'll come from a fundamental shift in how we view and value human potential. So, here's a thought to leave you with: In your quest to build the next generation of cloud apps, are you also building the next generation of tech leaders? And if not, what's holding you back? Let's start a conversation. Not about jobs or perks, but about the future we want to create in tech. Because the most valuable talent isn't looking for a job – they're looking for a vision to believe in. What's yours?