Whalen Search Group’s Post

Passing up on potential top performers due to frequent job changes can be a risky move. Before making assumptions, it's crucial to stay curious about the reasons behind the movement on a CV. While some candidates may indeed pose a risk, others might have encountered unforeseen circumstances like company acquisitions, layoffs, challenging managers, or unexpected changes in job requirements. By keeping an open mind, you could be overlooking top talent. Stay open to possibilities and avoid missing out on hiring an "A" player amidst challenging situations. #Recruitment #TalentAcquisition #HiringTips 🌟🔍

Can revenue per employee (RPE) be directly linked to the reasons behind layoffs and over-hiring? Here’s how: Link Between RPE and Layoffs: 1. Low RPE Indicates Overstaffing: When RPE is low, it suggests that the company has more employees than needed relative to its revenue. This can lead to financial strain, prompting layoffs as a corrective measure to reduce costs and restore balance. 2. Declining RPE Signals Productivity Issues: A decline in RPE over time can indicate decreasing productivity or efficiency. If not addressed, this can result in revenue shortfalls, forcing the company to lay off employees to manage expenses. Link Between RPE and Over-Hiring: 1. High RPE as a Hiring Signal: When RPE is high, it indicates that current employees are generating substantial revenue, potentially signaling the need for additional staff to support business growth and maintain service levels without overburdening existing employees. 2. Monitoring for Balanced Growth: Consistently monitoring RPE helps ensure that hiring decisions are based on actual business needs. Over-hiring occurs when hiring is not aligned with revenue growth, leading to increased costs without corresponding revenue increases, eventually necessitating layoffs. Isn't it so critical to monitor the RFE regularly to avoid layoff's and over hiring? Are you monitoring it in your company? #HR #Talentacquisition #leadership #executivesearch #management #recruitment #IT #US #India #layoff #Hiring #humanresource #hrms #hrconsulting #employment

Job hopper or adaptability. 🤔 What do you see when looking at frequent position changes? There is of course nuance to this from the recruiter perspective: - Pre-2020 tenures were significantly longer on average. Between the pandemic itself and the ensuing layoffs, it is difficult to judge anyone who has held multiple positions since 2020. - If the trend also preceded 2020 for multiple years and with tenures 6 months or less - then the person might have some difficulty holding a job in general. - Especially if the titles are similar or shows a downward trend in responsibility. - If there is consistent career growth across shorter tenured positions (8 months - 2 yrs), then you should consider having a conversation if they meet the other requirements of the position. Candidates who are able to move from company to company, demonstrating significant impact are your adaptable, jack of all trades. They have a tendency to enjoy learning new skills, jumping on exciting projects and having an organization wide impact. They carry knowledge from one system to the next giving them unique industry insights when compared against their lifer counterparts. These are the people you tap whenever you need additional insights or manpower. I understand that companies get uncomfortable with the prospect of multiple jumps because it begs the question - "when will they leave us"? If you want the benefits of the adaptable/high achieving employee your incentives need to match their contributions and desires. You can support and integrate these employees into your organization to drive business forward, or you can be a steppingstone along their path. This comes down to the employer. #mindset #adaptability #continuousimprovement #employeeengagement **More to come on how to engage these employees/personality types.

Standing Up for Employees: A Message to Certain Hiring Managers ⚖️ 👇 To Hiring Managers and Leaders: I’m speaking on behalf of employees who sometimes face the consequences of poor hiring practices. This message is for those few hiring managers who may not have a clear long-term plan in place when bringing someone on board. 🤔 Too often, candidates finish their probation, only for the company to realize they aren’t the right fit, or even worse, that there’s no budget to retain them. 😕 This results in layoffs that could have been avoided with better planning. 📊 Before hiring, it’s important to have a solid understanding of your financials and long-term needs. If the resources aren’t there, it’s better not to hire. 💼 And once someone is part of the team, let’s avoid using financial issues as a reason for layoffs—it’s unfair to the employee and damaging for everyone involved. 🙅♂️ Let’s aim for more thoughtful hiring decisions and avoid unnecessary layoffs where possible. 🤝 #SupportEmployees #ResponsibleHiring #LeadershipMatters #HRInsights #LongTermPlanning

Facing a layoff at any point in your career is stressful, but executives and senior leaders often face a unique set of challenges during these events. Check out this article my colleague Norma Davila, Ph.D., CPRW, CPCC, CICNC and I wrote for the Forbes Business Council addressing these issues. From our experience working with senior leaders in transition, some of these concerns include managing the psychological impact, lack of preparedness for the executive search process, and the need for holistic resources. If you are a senior leader who experienced a layoff or job loss, I'd love to know your thoughts. Note: We're not suggesting the burden is heavier for executives after a job loss than other groups, but we wanted to shine a light on the unique challenges they face that are often overlooked. *Link to the full article in the comments. #ExecutiveCareers #Layoffs #executivesearch #outplacement #outplacementservices #executiveleadership

In my recruiting experience, I’ve learned that career gaps, minor resume typos, layoffs, transitions, and interview nerves don’t matter. What truly counts is a candidate’s character, potential, willingness to learn, and positive impact on team culture. Leaders should focus on these qualities rather than just paper qualifications. Skills can be taught, but character and potential are inherent. By prioritizing lifelong learners and investing in people, we shape not only teams but also futures. Let’s bring humanity back to hiring and concentrate on what matters. #copied & I agree with ✅ #Recruiting #Hiring #Leadership #hr #humanresources #talentacquisition

One positive thing to come out of my layoff, is the time I have had with my family. Even though I have been incredibly busy with finding my new opportunity, I have also been finding/refinding myself. Who I am as a father, husband, brother, son and friend. I have had the chance to have several meaningful conversations that I just had not/made time for in the past. During these conversations, I have been asked a question repeatedly. "Why stay in recruiting? (Talent Acquisition) why not look elsewhere?". Honestly? I gave it a moments thought but it all comes back to loving what you do. I thought being a recruiter was great, but being a TA Leader? Helping coach, mold, teach and drive recruiters and coordinators to meet their potentials, navigate their roles and build relationships with their hiring managers, thats what I love. I am so passionate and filled with positivity when it comes to creating a positive culture and building a dynamic winning recruiting team that I cant think of anything else I would rather do. So, I am keeping on the path to finding my next team. It may be hard and stressful work now but I know the payoff will be so rewarding. Let me know of any opportunities out there please. As always, I appreciate everyone in my network! #TalentAcquisition #peopleleader #recruiting #Network

A Hard Truth We Need to Address in the Workforce🛑 Lately, I've noticed a trend that's both concerning and frustrating. There are individuals who may not have the actual knowledge or skillsets to contribute meaningfully to their roles, yet they continue to claim they're "too busy" to engage fully. Meanwhile, incredibly talented professionals — those who’ve been affected by layoffs or other genuine circumstances — are left struggling to secure positions they are more than qualified for. It's disheartening to witness how truly capable individuals are being overlooked, while others seem to skate by with the bare minimum. 👉 To leaders and decision-makers out there: Please reconsider the profiles you’re evaluating. Don’t let valuable talent slip through the cracks while hiring people who aren't aligned with your company’s goals and vision. Let’s create a workplace where competence and dedication are truly valued, and where talented professionals are given the opportunities they deserve. 💪 #WorkforceTruth #HireTheRightTalent #SupportStrugglingTalent #WorkplaceReality #JobMarket #Hiring 

🌟 Demystifying Layoffs: Beyond Performance Metrics 🚨 Attention Hiring Community and Job Seekers! In the world of workforce dynamics, it's time to debunk the misconception that layoffs are solely correlated with individual performance. It's imperative to shed light on the multifaceted reasons that can lead to restructuring. Here's a closer look at the intricacies: 🔍 Diverse Factors Influencing Layoffs: 1️⃣ Strategic Repositioning: Companies, in response to market shifts, may strategically reposition themselves, leading to role realignments that go beyond individual performance. 2️⃣ Economic Challenges: Economic downturns or industry-specific challenges can force organizations to make tough decisions, impacting roles irrespective of an individual's performance. 3️⃣ Technology Evolution: Rapid technological advancements may render certain roles redundant, prompting organizations to adapt and reallocate resources. 4️⃣ Mergers and Acquisitions: The integration of companies may result in role redundancies, driven by the need for streamlining operations and optimizing efficiency. 5️⃣ Global Market Dynamics: Changes in global markets may prompt companies to reassess their organizational structure, affecting roles beyond performance considerations. 6️⃣ Cost Optimization Strategies: In pursuit of cost optimization, companies may explore various avenues, such as outsourcing or automating certain functions, impacting roles irrespective of individual contributions. 🛑 Rethinking Assumptions: Dear Hiring Community, it's crucial to challenge preconceived notions. A resume reflecting a layoff should not be a stigma; it's an opportunity to explore a candidate's resilience, adaptability, and the valuable lessons learned during challenging times. 🌐 Empowering Job Seekers: For those navigating post-layoff job searches, remember that your worth extends beyond a job title. Highlight your skills, versatility, and ability to thrive amidst change. 💡 Navigating Future Challenges: Continuous Learning: Embrace a culture of continuous learning to stay ahead in a dynamic job market. Flexibility and Adaptability: Showcase your adaptability and flexibility, key qualities in today's ever-evolving workplace. Building a Robust Network: Leverage your professional network for support and opportunities during career transitions. Let's foster a community that understands the nuances of workforce dynamics, transcending outdated paradigms. Together, we can create a more inclusive and insightful approach to navigating the ever-changing landscape of the job market. 💼✨ #CareerInsights #LayoffRealities #JobSearchAdvice #CareerTransition #FutureOfWork #ProfessionalDevelopment

In my recruiting experience, I’ve learned that career gaps, minor resume typos, layoffs, transitions, and interview nerves don’t matter. What truly counts is a candidate’s character, potential, willingness to learn, and positive impact on team culture. Leaders should focus on these qualities rather than just paper qualifications. Skills can be taught, but character and potential are inherent. By prioritizing lifelong learners and investing in people, we shape not only teams but also futures. Let’s bring humanity back to hiring and concentrate on what matters. 🌟💡✅ #Recruiting #Hiring #Leadership #HumanityInHiring #FocusOnWhatMatters #TeamCulture #LifelongLearners #InvestInPeople #hr #humanresources #Bayader_HR_Tips #talentacquisition