Technology Executives Review™’s Post

Is it time to change how you think about your hiring practices? Is a traditional 4 year degree always necessary, or are more specific certifications a metric to value? Here's another great segment from ALEX JARETT's interview with Simoriah Stogner our Technology Executives Review™ segment on "Rethinking the Technology Hiring Process for Success." watch the entire interview here: https://lnkd.in/ghiRCwgx

Is it time to change how you think about your hiring practices? Is a traditional 4 year degree always necessary, or are more specific certifications a metric to value? Here's another great segment from my interview with Simoriah Stogner, in our Technology Executives Review™ segment on "Rethinking the Technology Hiring Process for Success." watch the entire interview here: https://lnkd.in/gmteExzh

"I prioritize a skills-based approach in my program, focusing on STARs—Skilled Through Alternative Routes—to complement skills hiring over traditional resume hiring. By aligning this strategy with our core business goals, we can drive innovation, enhance efficiency, and build a diverse, future-ready workforce. Let's unlock untapped potential and achieve our business objectives toget

Nothing takes the place of asking your target decision makers the right questions and listening carefully to their answers. This week I was able to have 3 conversations with decision makers of Private Equity firms or PE-backed companies and learned a great deal about their decision-making process when it comes to talent acquisition, integration issues, and why they do/do not engage fractional leaders in their companies. This intel would very unlikely have been captured in a dry survey. Only real "info interviews" produce this level of detail and comprehension about potential opportunities and objections. Do you conduct info interviews with your decision makers regularly?

❔ What if you could elevate the performance of your company by increasing the number of high performers hired? ❔ What if you could reduce time spent in the interview, hiring, and onboarding process? ❔ What if you could completely transform your emerging talent pipeline process with proven results? Catalyte's programs have produced these successes time and time again with Fortune 500 companies across multiple industries. Learn more - let's connect - cthomas@catalyte.io.

Data is power, or more accurately, smart insight derived from accurate data and expertise is power. Katie Chevis interviews Alex Martin including talent intelligence’s role as ‘glue’ between strategic workforce planning and talent acquisition and how this relatively new discipline is supporting skills-based hiring.  Read the interview >>> https://lnkd.in/eB4JNWhC

Last week, I met with the leadership of growing Tech SME looking to hire their first CTO… They had most of the same challenges that almost every organisation runs into when hiring at that level for the first time, like: 👉🏻 Didn’t know how they were planning to asesss the people they’ll be interviewing 👉🏻 Unsure on the metrics to use to measure someone’s success once in post Fundamentally, there isn't a one-size fits all but the context (maturity, capability, appetite, investment, etc) of the situation at that moment in time underpins everything It did get me thining about it from the POV of the CTO though… How do they expect their skills/experience to be assessed and measured during an interview process? Are they 100% certain of their curent success criteria?

🤔 Is your organization preparing to recruit or make some hires in the new year? If yes, have you considered that many of the candidates you'll be interviewing and/or hiring will be a part of Gen Z? 🧑🏼💻 I loved putting the content together for a webinar on Gen Z values—how nature and nurture combined to influence their identities, and how that affects what they value as they head into the workforce. 👇🏼 If this is topical for you (especially if recruiting at UW is a part of your hiring plan), check out the webinar here. It's forty FREE minutes of generational insight, rainbow graphs, stereotype diffusion, and actionable tips! https://lnkd.in/gSQhYKhY (And if any part of it resonated with you, send me a DM and let me know what you thought.)

I want to know your thoughts on these points. Are recruiters an overpriced necessity? Do they add value to your hiring process? Or would the hiring process be better without them? I'd like to hear from hiring managers as well as candidates on this I'll let you know my thought next week

What makes for a successful collaboration with your hiring manager? In our latest webinar, Julia Karimson Stenberg from NOBA Bank Group shared actionable insights on streamlining the hiring process through effective collaboration between TA Managers and Hiring Managers. Julia shared: "It's very easy to stay on track using Alva Labs’ scorecards. That’s why it makes the whole collaboration with the hiring manager easier, especially for analysing and making decisions based on data." Why Alva's Scorecards? They’re not just tools; they are your strategy for success. By integrating Alva’s scorecards into your hiring processes, you ensure alignment and clarity in decision-making clarity, significantly enhancing your ability to make the right hires efficiently and effectively. Here’s what we covered in the webinar: ✅ Conducting a thorough job analysis with the Hiring Manager. ✅ Mapping out an end-to-end hiring process. ✅ Making informed early funnel decisions. ✅ Assessing candidate readiness with precise evaluation methods. Struggling with alignment in your hiring process? Watch the full recording now to discover more insights (link in comments) 👇