TALENDIFY’s Post

There’s a significant disconnect between the popular appeal of “culture-fit” and the lack of scientific evidence in support of this concept. The reverse, however, namely being part of an organization that seems like a perfect home for your values, interests, and dispositions, surrounded by like-minded colleagues, and being perceived as the ultimate “culture-fit”, is not necessarily a good thing, either for you or your employer. In fact, despite the popular appeal of culture-fit, there’s little scientific evidence for the idea that, when hiring or promoting people, we should mainly consider their proximity to a cultural norm, archetype, or in-group exemplifier. Furthermore, there are logical reasons, as well as plenty of empirical evidence, to avoid evaluating a candidate’s potential culture-fit, unless your intend is to avoid homogeneity, hiring for sameness, or perpetuating the status-quo at the expense of diversity and inclusion, in which case you will probably hire for poor or moderately weak culture fit.

If you hire and promote people who are just as self-centered and bluffers as you, you are not being diverse and inclusive❗️⚠️ There are logical reasons, as well as plenty of empirical evidence, to avoid evaluating a candidate’s potential culture-fit, unless your intend is to avoid homogeneity, hiring for sameness, or perpetuating the status-quo at the expense of diversity and inclusion, in which case you will probably hire for poor or moderately weak culture fit. Some hiring managers focus their attention on prospects who have similar tendencies and screen out those who display differences. By doing so, they may be missing out on some very talented individuals. Rather than focusing on how a person responds to expectations, find out if they have a track record of meeting expectations once they’re agreed upon. Don’t fall into the “I hire people like me” trap. You’re great, but other people are great too.

Hiring People Like You Hiring People Like You emphasizes the significance of diverse reactions to expectations in businesses. The blog urges hiring managers to avoid the bias of affecting hiring decisions based on similarities in responses to expectations, highlighting the potential of possible missed talent. Read today's Recruiting Insight: https://lnkd.in/gKPRvFAd

Ever wondered when your talent starts recommending your business to others? It’s all about crafting a seamless and supportive talent journey. A positive talent journey can influence: ✔️ Lower candidate drop-offs ✔️ Faster hiring processes ✔️ Better retention rates ✔️ More referrals ✔️ And ultimately, a stronger reputation for your staffing firm. Discover actionable strategies to enhance your talent journey and boost both hiring and retention. Click below for expert tips and insights! 👇 Curious to dive deeper? Explore our blog: "How to Improve Your Staffing Company’s Candidate Journey" https://ow.ly/5ujk50SQEOy

𝗜𝗻 𝟮𝟬𝟮𝟰 𝗳𝗶𝗻𝗱 𝗮 𝗻𝗲𝘄 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘁𝗼 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗳𝗹𝘂𝗰𝘁𝘂𝗮𝘁𝗶𝗼𝗻𝘀 𝗶𝗻 𝘀𝗲𝗻𝗶𝗼𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 👇 ➡️ Experienced in sourcing & attracting talent globally ➡️ A research led approach, giving you insight into talent landscapes ➡️ Retain ownership of candidates & hiring process Charlie McIntosh Ltd Source. Engage. Attract. #talentacquisition #talentsourcing #executiverecruitment

The hiring landscape has seen drastic change over the last few years, and while employers might have the upper hand again, some flaws impacting hiring time do continue to persist, ultimately affecting the organization as a whole. > Organizations lose as many as 89% of potential candidates due to prolonged screening processes. > Three quarters say attracting top talent is easier when the candidate already knows about your organization. > Organizations that invest in a strong candidate experience improve the quality of their new hires by 70%. What each of these come down to is the simple fact that many hiring processes need a genuine, and experienced overhaul, giving employers the opportunity to cut hiring time and attract new candidates through resourcing more qualified search teams, providing clearer requirements on candidate experience and expectations, and choosing well-qualified decision makers to ultimately bring candidates on board – while selecting just one to start with can begin to make a significant impact.

Which key metrics do you need to monitor in the hiring process, and what are the best ways to do this? In this article, you'll find a useful list of 12 essential metrics that can guide your talent acquisition strategy.

Which key metrics do you need to monitor in the hiring process, and what are the best ways to do this? In this article, you'll find a useful list of 12 essential metrics that can guide your talent acquisition strategy.

Which key metrics do you need to monitor in the hiring process, and what are the best ways to do this? In this article, you'll find a useful list of 12 essential metrics that can guide your talent acquisition strategy.

Which key metrics do you need to monitor in the hiring process, and what are the best ways to do this? In this article, you'll find a useful list of 12 essential metrics that can guide your talent acquisition strategy.