Hari Krishna M’s Post

🚨 HYDERABAD, LET’S TALK TALENT ACQUISITION! 🚨 Inside TA: HYD Chapter - FiesTA is here, and guess what? 💸 It’s FREE! (Yep, zero. Nada. Zilch.) 🗓️ December 14-15, 2024 📍 Location: Hyderabad (exact location to be disclosed 12th December) 👉 What’s in it for you? •⁠ ⁠Real talk with folks who are inside TA - For REAL Victor C.John Mark Sai Prasad and our Catalyst Chaitanya Vaddi (CV) •⁠ ⁠Ideas that actually work (no jargon, we promise) •⁠ ⁠We will talk, crib, laugh a little, go over some debates and hopefully in the process have some takeaways and make some friends in the process Now here’s the deal: 😴 If we bore you – tell us straight to our face. 🤩 If you love it – shout about it to everyone you know. 🎯 DEAL? Seats are disappearing faster than a candidate ghosting a recruiter – RSVP NOW: https://lu.ma/dpt53zry

Jacob makes a stellar observation. 🌟 I’ve long championed the idea that future CEOs will emerge from the world of recruiting. Here’s why: Recruiters are essentially the sales force of HR, constantly navigating the tightrope of legal compliance. We possess a unique vantage point, understanding the intricacies of how businesses function from the inside out. Why? Because we’re the ones collaborating with leaders, identifying and securing the talent that lays the foundations for business growth. 🚀 It’s about time we recognize the strategic value recruiters bring to the table, not just in talent acquisition but in shaping the future of business leadership itself. #FutureCEOs #Recruiting #HRInnovation #TalentAcquisition

🚀 Attention Hiring Managers: The Race Against Time in Securing Top Talent 🚀 In the dynamic world of talent acquisition, time is more than just a ticking clock—it's the fine line between securing a unicorn candidate and the one that got away. As we navigate through the vast sea of potential, we often encounter candidates whose skills, culture fit, and vision align perfectly with our organizational goals. These candidates are not just applicants; they're future changemakers, innovators, and leaders. They're the rare finds, the unicorns among horses. However, a common obstacle that persists in the hiring process is the speed of decision-making. While thoroughness in candidate evaluation is crucial, an overly prolonged deliberation period risks losing these exceptional talents to more decisive competitors. The reality is, top candidates are in high demand, and their availability on the market is fleeting. A slow hiring turnaround doesn’t just mean missed opportunities—it can also significantly impact our teams and projects, delaying progress and innovation. Here's why expediting the hiring process is not just beneficial, but essential: First Mover Advantage: Moving quickly ensures that you stay ahead of the competition, securing the best talent before anyone else does. Positive Candidate Experience: A swift, efficient hiring process reflects positively on your company culture and operational efficiency, making your offer even more appealing to top candidates. Reducing Opportunity Costs: The longer a position remains unfilled, the greater the indirect costs due to delayed projects and overburdened team members. Accelerating the hiring process reduces these costs. In essence, the agility of your hiring process can be the differentiator between adding a transformative talent to your team or losing them to the ether of missed connections. It's time to evaluate and optimize our hiring strategies, ensuring we're not just participants in the talent race but leaders who recognize and seize opportunities swiftly. Let's commit to being decisive and agile in our hiring processes. Our future unicorn candidates depend on it. #Hiring #TalentAcquisition #HumanResources #Leadership #Innovation

Imagine being the architect of a company's future, the one who brings together the right talent to drive innovation and success. 𝐓𝐡𝐚𝐭'𝐬 𝐛𝐞𝐞𝐧 𝐦𝐲 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 𝐢𝐧 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐬𝐞𝐚𝐫𝐜𝐡. 🎢 I've witnessed the thrill of connecting top-tier executives with organizations poised for greatness. 🔗 In the early days of my career, I quickly realized that finding the 𝐫𝐢𝐠𝐡𝐭 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐭𝐚𝐥𝐞𝐧𝐭 wasn’t just about scanning resumes and conducting interviews. It was about identifying those intangible qualities that separate a true leader from the rest. ❓ 𝐁𝐮𝐭 𝐡𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐩𝐢𝐧𝐩𝐨𝐢𝐧𝐭 𝐭𝐡𝐞𝐬𝐞 𝐭𝐫𝐚𝐢𝐭𝐬 𝐢𝐧 𝐚 𝐦𝐚𝐫𝐤𝐞𝐭 𝐬𝐚𝐭𝐮𝐫𝐚𝐭𝐞𝐝 𝐰𝐢𝐭𝐡 𝐭𝐨𝐩-𝐭𝐢𝐞𝐫 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬? Statistics reveal that 40% 𝐨𝐟 𝐧𝐞𝐰 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞𝐬 fail within the first 18 months of their appointment. ⏰ This alarming figure underscored the importance of my role—not just filling a position but ensuring that the candidate would thrive and drive the organization forward. I knew I had to refine my approach. It wasn’t enough to assess skills and experience; I needed to delve deeper into the cultural fit, leadership potential, and long-term vision of each candidate. I began implementing a more rigorous evaluation process, combining behavioral assessments with strategic scenario analysis. A recent study by Deloitte found that companies with a well-defined leadership pipeline are 1.5 𝐭𝐢𝐦𝐞𝐬 𝐦𝐨𝐫𝐞 𝐥𝐢𝐤𝐞𝐥𝐲 𝐭𝐨 𝐨𝐮𝐭𝐩𝐞𝐫𝐟𝐨𝐫𝐦 𝐭𝐡𝐞𝐢𝐫 𝐩𝐞𝐞𝐫𝐬. This statistic became my guiding light as I focused on building robust leadership pipelines for my clients, ensuring that the executives we brought on board were not just ready for today but also poised for the challenges of tomorrow. Throughout my career, I've always prioritized building relationships. ✅ Trust is the cornerstone of executive search. By fostering strong connections with both candidates and clients, I've been able to create a mutually beneficial ecosystem. I believe that a collaborative approach is essential for finding the right fit. By staying true to my passion for connecting talent with opportunity, I've been able to make a positive impact on organizations and individuals alike. I'm excited to continue this journey and help others navigate the complexities of the executive hiring landscape. #executivesearch #leadershiphiring #successstory #connectingpeople #talentadvisory #talentacquisition

In today’s dynamic tech industry, the quest for top talent is paramount. For decision makers and hiring managers, here are four key areas to focus on: - Defining Clear Role Requirements: Ensure job descriptions are concise, reflecting necessary skills and values clearly. - Enhancing Candidate Experience: Create engaging interview processes to make candidates feel valued from the start. PLEASE DON’T DRAG THIS PROCESS OUT. - Leveraging Data: Track hiring metrics using analytics for informed decision-making. Reach out if you need guidance on effective strategies. - Fostering Innovation: Cultivate a diverse talent pool and encourage innovation within the team to drive business growth. Prioritizing these aspects will enable any team to expand effectively, adding substantial value to your organization regardless of its size. #hiring #leadership #talentacquistion #techleadership

Another great podcast to share, this time with the brilliant and trailblazing Andrea Marston. As Global Head of TA at VMWare she introduced Skills-Based Hiring to help address the need for 10,000 hires a year. Few people in the TA sector have the depth of experience, leadership, can-do execution, and charm to deliver on big change programmes. She shares lots of insights and tips on what Skills-Based Hiring is (without all the consultancy complexity!), some of the key ones were: 👷♀️ Skills based hiring starts with redefining the job description to focus on the key attributes for a person to success, NOT a long and large skills taxonomy 👩🚀 Being willing to experiment also means being willing to fail. Test and learn does not come easily to TA but its the only way to progress. Exec teams need to support their TA leaders on that. 🙆♂️ Be willing to engage with Hiring Managers with training in the programme not just before it. Ask them to share who their best hire was and usually you will get the story of the person they took a chance on, someone who came from a non-traditional path. 🖥 Tech should only be introduced when you know the process you want to deliver. Recruitment is a human process and tech should enable us to be more human in our approach rather than less. Many more great insights from someone who has been at the forefront and frontline on the key topic of skills-based hiring. I hope you enjoy it as much as I did talking to, and learning from, Andrea. #TADisruptors #Arcticshores #skillsbasedhiring

Is Reactive Hiring Hurting Your TA Team? Feeling stuck in constant catch-up mode? If you’re always responding to urgent hiring needs, it’s a sign your team lacks a proactive strategy. Misalignment with business goals creates inefficiencies that frustrate hiring managers and candidates alike. Top TA teams take the lead. They align their plans with business growth, forecast needs, and set clear expectations. These teams don’t just deliver talent—they drive strategy. Ready to shift from reactive to strategic? Start with a roadmap: align hiring priorities, define success metrics, and win stakeholder trust. Reach out if we can help - conversations are always free Rooting for you! 👇 Comment with your #1 current hiring challenge below!

You won’t succeed in life, business or in recruiting high performers without this critical activity. Scientists have labs to explore the possibilities of a break-through solution. It’s no different in talent acquisition. We need to test things out by 👉 Experimentation & Iteration You need both. Experimenting without a goal in mind is a waste of time. You can’t build on nothing, experimentation provides that something. The recruiting space is a dynamic environment that requires experimentation and iteration like never before. Looking for a recruiting partner that can help you do this and help build high performance teams and organizations? Look no further than Rapido Talent 👊😎 ☑️ Follow me for tips on hiring #experimentation #iteration #talentacquisition #hirethebest

After Bangalore, InterviewVector and Recruitment Route are bringing TA Leaders Roundtable in Gurugram, coming Thursday! 🎉 It will be an engaging session where industry leaders, who will share their invaluable insights and experiences. Our objective is to gain insights on -Overcoming biases in Tech Hiring. This roundtable will be hosted by Sachin Mittal the CEO & co-founder of InterviewVector, and moderated by Pranay Prakash. Stay tuned to know who else is joining! #HRrountable #taevent #overcominghiringbias #taleaders

🛠️ Transform your hiring process by shifting your focus from problems to vision. In the past, my hiring approach had a low success rate because candidates were weighed down by the issues I communicated. Instead, create an inspiring vision that excites potential executives and shows them the impact they can make. By focusing on opportunities and a compelling future, you attract top talent eager to be part of your journey. #TransformativeLeadership #VisionaryHiring