In these times of frequent layoffs, an opportunity emerges to capture top-tier talent that can propel your organization forward. Here’s how hiring managers can turn the current layoff wave into a strategic advantage: 𝗦𝗽𝗼𝘁 𝘁𝗵𝗲 𝗚𝗮𝗺𝗲-𝗖𝗵𝗮𝗻𝗴𝗲𝗿𝘀: Many exceptional talents are entering the job market due to layoffs, especially in the tech sector. This is your chance to enhance your team with individuals who can truly elevate your business. 𝗥𝗮𝗶𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗕𝗮𝗿: Implement a rigorous selection process to ensure new hires not only fill gaps but elevate your team’s overall capabilities, much like Amazon’s "Bar Raiser" program, which ensures new employees surpass the median capability of current team members. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗙𝗶𝘁 𝗶𝘀 𝗞𝗲𝘆: At BambooHR, a diverse interview panel helps ensure that new hires not only meet performance expectations but also align well with the company culture. This alignment is crucial for long-term success. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗬𝗼𝘂𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀: Ensure your managers are equipped to provide clear, constructive feedback and guidance. Great talent thrives under great leadership, and keeping your top performers engaged and growing is essential. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗬𝗼𝘂𝗿 𝗩𝗶𝘀𝗶𝗼𝗻: Make sure potential hires understand and are excited about your company’s mission, vision, and values. People want to work where they feel their work has a purpose. Navigating through the layoff news can be your opportunity to strategically bolster your team with top talent that may not have been available otherwise. #Leadership #TalentAcquisition #BusinessGrowth https://lnkd.in/eubM_3iB
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In these times of frequent layoffs, an opportunity emerges to capture top-tier talent that can propel your organization forward. Here’s how hiring managers can turn the current layoff wave into a strategic advantage: 𝗦𝗽𝗼𝘁 𝘁𝗵𝗲 𝗚𝗮𝗺𝗲-𝗖𝗵𝗮𝗻𝗴𝗲𝗿𝘀: Many exceptional talents are entering the job market due to layoffs, especially in the tech sector. This is your chance to enhance your team with individuals who can truly elevate your business. 𝗥𝗮𝗶𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗕𝗮𝗿: Implement a rigorous selection process to ensure new hires not only fill gaps but elevate your team’s overall capabilities, much like Amazon’s "Bar Raiser" program, which ensures new employees surpass the median capability of current team members. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗙𝗶𝘁 𝗶𝘀 𝗞𝗲𝘆: At BambooHR, a diverse interview panel helps ensure that new hires not only meet performance expectations but also align well with the company culture. This alignment is crucial for long-term success. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗬𝗼𝘂𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀: Ensure your managers are equipped to provide clear, constructive feedback and guidance. Great talent thrives under great leadership, and keeping your top performers engaged and growing is essential. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗬𝗼𝘂𝗿 𝗩𝗶𝘀𝗶𝗼𝗻: Make sure potential hires understand and are excited about your company’s mission, vision, and values. People want to work where they feel their work has a purpose. Navigating through the layoff news can be your opportunity to strategically bolster your team with top talent that may not have been available otherwise. #Leadership #TalentAcquisition #BusinessGrowth https://lnkd.in/esJCZxGA
Layoffs Have Dominated Headlines For the Last Few Years — and Great People Are Being Let Go. Here's How to Snatch Them Up Before Someone Else Does.
msn.com
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260,509 people have been laid off to date. With all of the layoffs happening, you are still relying on a traditional role despite subjecting yourself to another layoff. You are going to lengths end to be hired: X Keeping record of applications being submitted X Anxiously awaiting a phone call X Endless rounds of interviewing, to still be rejected Consider creating an opportunity for yourself. Create your own consultancy using: -Your skills -Your expertise -Your business acumen -Your determination and resilience There is still time for you to change your career journey. Make the decision to start now and invest in yourself: If you are ready to take a chance on yourself instead of waiting to hear back from an employer, click here for resources: https://buff.ly/49jGhmN #CareerTransformation #BusinessSuccess #laidoff
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Tiktok Shop Growth/Account Manager/ Sales Engineer @ Upgrowth Commerce | Marketing Coordinator @ muslimprofessionals | Salesman | Student | Teacher | Nerd
"🌐 Job Market Check-In 📈: Hearing buzz about more layoffs lately, some due to regular seasonal shifts, others due to cost-cutting. Zooming out, job markets seem sturdy but with a noticeable cooling effect. No need to hit the panic button! We've witnessed waves of layoff events before, but the real layoff rate stayed at 1.1% in November. Let’s take it in stride, learn from the past, and navigate these economic waves like we own the ship. 🚀 #JobMarket #EconomicReflections #muslimprofessionals
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Head of Technical Program Management | Head of Data Governance | Data and AI Product Management | Multi Cloud Certified
Thanks for putting this out Leon Chua. Means a lot also coming from someone from the People/Talent team. Same here, I have been part of planning for retrenchments, have handed out redundancies to two of my teammates who were star performers, and personally have been laid off too more than once, in one case, I got let go, then my boss who laid me off got the axe months after. It is worth amplifying that "[L]ayoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate." But, WHY are layoffs not and cannot actually be based on individual performance? Because it wont be fair. We are hired for certain job roles/assignments, and the only fair basis for layoff is the determination that the work output of these jobss are no longer required by the company (think products that are deprecrated, projects that are no longer aligned with company goals, etc..) regardless of how the incumbent in that role was performing. And it cannot be that a star performer from these soon to be redundant roles replaces ok performers in other roles or projects who are then laid off ---> though there is a workaround here, create a new org structure, then do away with existing roles and force everyone to apply to roles in new structure. Point remains, if job is needed (and the BIG IF) and you perform reasonably well, you wont and should not be laid off. How do hiring managers / recruiters further validate? In my experience, what worked for me was getting recommendations / referrals from companies that laid me off, but most importantly from own hiring manager/boss and direct reports, plus peers but first two is most important I would say. If the CEO himself of the laying off company refers you to another C-level, that means a lot for getting the next role. #layoffs #opentowork #hiring #career #growth #jobs
Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off. Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff. Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list. Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate. To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve. #TA #Talentacquisition #layoffs #Candidateexperience #empathyinrecruiting #empathy
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Last year, the industry experienced a wave of layoffs, while this January, more job openings have been posted than in the entire third quarter of 2023. So, Is the war for talent about to reignite? We will likely find out soon. However, one thing is certain: Regardless of your TA function and strategy, if you don't take care of your current workforce, they will leave! So, should we create a winning talent acquisition strategy by putting employee well-being first? #humanresources #talentaquisition #hiring #startup
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Empowering Job Seekers to Skip The Traditional Job Search & Secure Transformational Roles | Discover Your Next Career Milestone at HeatherAustin.Online
You’ve probably heard from friends or associates who have been laid off this year. 😕 Maybe you’re worried about layoffs in your own company? Or maybe you'll already been let go. If so, you’re not alone. Research says that 85% of professionals today are worried about layoffs. That’s because layoffs have gone from a rare occurrence to a regular feature of the job market. The bottom line: You can’t guarantee that a layoff isn’t in YOUR future! 😓 That's why I've teamed up with my all-time favorite colleagues in the career development space, Angela Ashurst-McGee of Upword Resume & Brittany Larsen of Livlyhood, to bring you a special one-time course: LEVERAGE YOUR LAYOFF. 🔥 If you've been laid off and want to turn your career setback into a strategic advantage, or if you want to enhance your job search techniques and stand out in a competitive market, you need to sang your spot in this course right now! ⏰ Angela and Britt bring a combined total of 25 years of experience in the career space. Their mission is to help you navigate the job market confidently during times of transition. 💪 Use the first link below to get started now! 👇 This new course offer ends on Thursday, May 2nd at 11:59 pm PST, so don't wait long. 😀
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Article Alert 🚨 Are you feeling stuck after hearing about corporate layoffs? Don't be! Remember, it's not just about big corporations. Leaping into start-ups can lead to great opportunities too. Check out this article from CNBC on why a new approach to job searching is essential during these times. The key takeaway? "Always Be Selling." That means selling your skills, experience, expertise, and consultative skills. Don't miss out on new opportunities. Stay open to new possibilities and keep your skills sharp. #alwaysbeselling #openfornewopportunities #opentowork #consultativeselling Read the full article here: https://lnkd.in/gpXB3Fs5
Amid mass layoffs, it's best to take a new approach to job searches, expert says
cnbc.com
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UPWORD RESUME (formerly RedRocketResume) | Expert Resume Writing with a Personal Touch | CPRW | LinkedIn Profiles | ATS | Career Development | Outplacement | Job Search
So excited to partner with the amazing Heather Austin to share the LEVERAGE YOUR LAYOFF masterclass Brittany Larsen and I just launched! 👉 Layoffs can be really paralyzing. We talk you through how to use the job market to your advantage and leverage your layoff to advance your career. If you’ve been laid off or are concerned it’s in your future, we’re here to help. #careertransition #leverageyourlayoff
Empowering Job Seekers to Skip The Traditional Job Search & Secure Transformational Roles | Discover Your Next Career Milestone at HeatherAustin.Online
You’ve probably heard from friends or associates who have been laid off this year. 😕 Maybe you’re worried about layoffs in your own company? Or maybe you'll already been let go. If so, you’re not alone. Research says that 85% of professionals today are worried about layoffs. That’s because layoffs have gone from a rare occurrence to a regular feature of the job market. The bottom line: You can’t guarantee that a layoff isn’t in YOUR future! 😓 That's why I've teamed up with my all-time favorite colleagues in the career development space, Angela Ashurst-McGee of Upword Resume & Brittany Larsen of Livlyhood, to bring you a special one-time course: LEVERAGE YOUR LAYOFF. 🔥 If you've been laid off and want to turn your career setback into a strategic advantage, or if you want to enhance your job search techniques and stand out in a competitive market, you need to sang your spot in this course right now! ⏰ Angela and Britt bring a combined total of 25 years of experience in the career space. Their mission is to help you navigate the job market confidently during times of transition. 💪 Use the first link below to get started now! 👇 This new course offer ends on Thursday, May 2nd at 11:59 pm PST, so don't wait long. 😀
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Tech Consultant | HRDCorp Accredited Trainer | I help SME businesses build AI-powered applications to optimise their business productivity. Time = Money
I’ve been through a layoff before. And it was a tough pill to swallow. When I was part of a layoff, my colleagues were genuinely shocked too. I still remember the CEO keeping emphasizing that the problem wasn't my performance but the company's change in direction. At that time, deep down inside, I still felt I was the problem. I didn't really believe in what he said. But since the decision has been made, it's time to move on. And I really thought maybe I wasn't cut to continue working on software development. During this time, I thought of moving on to pursue other things. The truth is, I did try many different paths, but they didn’t work out as I had hoped. Soon, me being hopeful turned into a depressed person. Finding jobs was becoming more challenging during this period, too. It wasn't like it used to be. You need to go the extra mile to be able to get interviews. After numerous rejections and support from the remote working and developers communities, I finally got myself back on track. Hence, I felt a strong need to advocate for myself once again. Not the companies you're working for. Not the communities you're part of. But how you stand up for yourself. To be given another chance to come back again is something that I wouldn't take things for granted anymore. And it’s true—layoffs are rarely about individual performance. They are often the result of broader strategic decisions affecting the entire company. You can't control the companies and the market. But you can always change your narrative by reinventing yourself. As Leon Chua pointed out, “Layoffs are often the result of larger strategic decisions that have little to do with individual performance. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.” For those of us who have faced layoffs, it’s crucial to remember that our worth is not defined by these circumstances. And for recruiters and hiring managers, approaching these conversations with empathy and understanding can make a world of difference. Let’s create a safe space for candidates to share their experiences without feeling judged or inadequate. If you’ve been in a similar situation, please share your story in the comments. How did you overcome it? Let’s support and help each other through these challenging times.
Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off. Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff. Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list. Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate. To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve. #TA #Talentacquisition #layoffs #Candidateexperience #empathyinrecruiting #empathy
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Helping Job Seekers Secure their Dream Job in 30 Days | Career Counselor | Job Search Strategist | Employment Consultant | Job Placement Specialist
Layoffs have become the new common thing! There are no standard answers to why companies have layoffs. These decisions vary depending on each company’s circumstances. From my professional experience and research, there are 3 common situations due to which layoffs happen: 1. Finances: Financial issues are a common reason for layoffs. If a company isn't performing well financially, a simple short-term solution is to save on payroll and benefit costs by eliminating members of teams. 2. Investor Pressure: Even if a company's financial picture isn’t completely bleak, investors may push for layoffs. They can say "Cut 20% of the workforce or 15 full-time positions," and companies have to make this happen. 3. Talent Or Role Reassessment: Sometimes companies want to eliminate low performers or people who aren't aligned with the workplace culture. A layoff may be easier to do than coming up with a performance improvement plan or waiting for them to resign. Layoffs are unpredictable and it’s important to adapt to such dynamic situations. Not only you should adapt, but also work on your professional development that you become too hard to be laid-off I’ve helped several candidates tackle such tough situations and get them hired in their dream roles within 30 days. If you are a job seeker facing such problems, DM me “Career”, and I’ll help you out. #layoffs #usjobmarket #jobmarkettrends #careerdevelopment #linkedin
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