Jay Murugaiyan’s Post

How do leading companies outpace their competitors in talent acquisition? The secret lies not in offering the highest salaries or the most extensive training programs but in a strategic shift towards recognizing potential over credentials. This approach values adaptability, resilience, and the willingness to learn as the hallmarks of a strong candidate. A global HBR survey of 1,000 business leaders sheds light on this trend, revealing that successful organizations cast a wider net, targeting candidates from diverse backgrounds such as associate degree holders, veterans, and those returning from career breaks. Moreover, leading companies understand that the essence of digitalization is not just technical proficiency but the ability to innovate, collaborate, and lead. According to HBR's survey, these companies prioritize soft skills like teamwork, leadership, and communication, recognizing that these attributes are critical in navigating the complexities of digital projects. By focusing on building dynamic teams rather than just filling positions, these leaders ensure a blend of technical and soft skills, driving their digital initiatives forward with creativity and efficiency. Companies that adapt to this approach not only fill their talent pipelines more effectively but also build more resilient and innovative teams capable of leading in the digital age. The takeaway for the staffing and recruitment industry is clear: the future of talent acquisition lies in recognizing and nurturing potential, fostering a culture of continuous learning, and valuing the human element in digital transformation. #VictorTorres #Staffing #Hiring

🚀 Introducing “A Date with HR” - Redefining Leadership Hiring 🚀 In today’s competitive job market, the traditional recruitment process isn’t enough to secure top-tier talent. That’s why we’re excited to launch “A Date with HR,” a unique, personalized approach to connect CXO, Mid, and Senior Management professionals with their next career opportunity. What sets this concept apart? ✨ 1:1 Exclusive Consultation – Direct, personalized career discussions with HR leaders to understand your goals, aspirations, and leadership style. ✨ Transparency & Trust – No hidden agendas. Just open, honest conversations about company culture, role expectations, and growth prospects. ✨ Direct Connect – Skip the middlemen. Meet directly with HR and senior leadership, ensuring a clear path to alignment. ✨ Absolute Experience – Enjoy a relaxed, no-pressure environment where you can explore opportunities on your own terms. ✨ Merit-Based Hiring – No kickbacks. No incentives. This process is driven purely by merit and talent, ensuring the best candidates are chosen for the right roles. If you’re looking to elevate your career and make a meaningful connection with top companies, “A Date with HR” is the opportunity you’ve been waiting for. Submit Your Request Here 👉🏻 https://lnkd.in/g9tGvGY7 Join us in redefining leadership hiring. Let’s create success stories based on trust, transparency, and talent! #DateWithHR #LeadershipHiring #CXOOpportunities #MeritBasedHiring #TransparencyInRecruitment #TrustAndTalent #HRInnovation #DirectConnect #CareerGrowth

The Changing Landscape of Hiring: Emphasizing People Skills Over Technical Expertise - By Meenakshi Jaryal With over two decades in TA, I’ve witnessed hiring trends transform dramatically. Today, companies prioritize people skills over technical abilities which traditionally ruled resumes for decades. This shift is reshaping talent acquisition, driven by several key factors. Why the Shift? - Cultural Fit and Collaboration : Modern workplaces thrive on collaboration and a strong cultural fit. Candidates with excellent interpersonal skills, emotional intelligence, and team-working abilities often bring more value than those with purely technical expertise. - Adaptability and Resilience : In a rapidly changing world, candidates who adapt quickly and demonstrate resilience are highly sought after. These traits are crucial for navigating today’s dynamic business landscape. - Leadership and Communication : Companies need leaders who can inspire, motivate, and clearly communicate their vision. Technical skills alone cannot drive a team to success without strong leadership; hence, the focus is on candidates with effective leadership and communication skills for senior roles. - Diversity and Inclusion: Embracing diversity and inclusion is now essential for success. Diverse teams bring a range of perspectives and ideas, fostering innovation and improving decision-making. Key Takeaways from Global Hiring Trends: - Emphasis on Soft Skills: Hiring candidates with strong interpersonal skills, emotional intelligence, and team-working abilities is increasingly important. - Adaptability as a Key Trait: Companies value candidates who can quickly adapt to changing circumstances and demonstrate resilience. - Leadership and Communication: Effective leadership and communication skills are essential for senior positions. - Continuous Learning and Development: Lifelong learning is crucial in a rapidly changing world. - Diversity and Inclusion: Emphasizing diversity and inclusion brings wider perspectives and drives innovation. My Insights : Over my career, I've realized that hiring managers need to continually adapt and expand their skill sets to succeed in today's dynamic landscape. Some key skills include: - Emotional Intelligence: Understanding and managing emotions is crucial. Assessing candidates' emotional intelligence leads to effective interpersonal dynamics. - Active Listening: Effective communication starts with active listening. Understanding candidates' experiences and motivations leads to better hiring decisions. - Cultural Sensitivity: In a globalized world, cultural sensitivity is paramount. Evaluating how candidates fit and contribute to the company's culture is essential. - Continuous Learning: Successful hiring managers must commit to continuous learning and stay updated on the latest trends and best practices. #HiringTrends #PeopleSkills #Leadership #Recruitment #TalentAcquisition #WorkplaceCulture #Diversity #Inclusion #GlobalCues

How do you talk about talent assessment with those who don’t live and breathe it? In speaking to TA leaders daily - I’m speaking into a vacuum of people who are trained to assess talent. But - hiring managers. Who don’t come from TA - that’s the world I grew up in. I know acutely how terrible it feels when: ➡️ you make a culturally bad hire and have to remove them from the org ➡️ you make an ill informed hire and they bring the morale and revenue of the team down I also know what it feels like to hire the underdog and have them ⭐️Dismantle how people think about their role. Watching this person who comes from an uncommon background - excel ⭐️ 3x the revenue of the team and perceptively shift how we behave in our roles I realize now I was always looking for the skills - not experience. I just didn’t have a process that I could repeat. If any of you have found yourself in this boat. Have made a hire that didn’t work out or you’re just a little scared to make the wrong hire - DM me. I’ve hired a lot of people and I’m happy to chat about these learnings anytime:) #hrleadership #talentaquisition #recruiting #hirekind

Leaders, Please suggest "What are the best strategies to attract skilled professionals to join your company?" ✏️ In my perspective, it's so critical that employers consider the long-term impacts of their current, arguably unsustainable, skills acquisition strategies. Because High demand skills scarcity continues due to rapid Technological advancement, more talent leaders are driving the shift to skills-based talent strategies where companies consider the potential of every person, rather than just the experience & hard skills they already possess. In a truly skills-based organization, this thinking extends beyond the hiring process to the whole workforce across career journeys overall. We can discuss more .... #talentstrategies #hiringstrategy #demandingskills

Unlocking the Power of Strategic Leadership Hiring! In today's business landscape, exceptional leadership is crucial for success. As an HR professional specializing in executive and leadership hiring, I've seen firsthand how impactful the right leaders can be on organizational growth and innovation. Key Elements of Effective Leadership Hiring: - Strategic Alignment: Align leadership hiring with the company’s long-term vision and goals to drive future growth. - Comprehensive Assessment: Use behavioral interviews, psychometric assessments, and competency evaluations to identify leaders with the right skills and cultural fit. - Diverse Talent Pool: Build a diverse leadership team for varied perspectives and innovative solutions. - Candidate Experience: Offer a positive experience through clear communication and a smooth onboarding process. - Continuous Improvement: Regularly update hiring strategies based on feedback and trends to attract top talent. Pro Tip: Enhance your hiring process with technology and data analytics. AI-driven ATS can streamline recruitment, while data insights aid in making informed decisions. Let's push the boundaries in leadership hiring, building teams that lead with vision and purpose. #LeadershipHiring #ExecutiveRecruitment #HRStrategies #TalentAcquisition #CandidateExperience #HRTech #LeadershipDevelopment #GenAI

The Perfect Hire: Hiring the right candidate is considered panacea for many organizational problems. Leaders often talk about having right strategy in place but complain about finding right people to execute the strategy. But is there any formula for selecting the right candidate (Mr. Right !) always? Prudent HR leaders know the answer. Even if you deploy best of the best competencies and battery of psychometric tests, there are high chances that you end up hiring at least 20% wrong candidates. Good leaders know and acknowledge this and they always keep room for identifying and rectifying this inevitable hiring mistake. The idea is to accept this and keep looking for right people without worrying about few wrong hires. At times, one needs to be lucky to get talent ! #recruitment #selection #hiring #hr #leadership #management #organizationdevelopment

For Talent Acquisition Leaders: Someone with 15+ years of recruiting and talent acquisition experience typically brings several advantages over someone with only 3 years in the industry: Depth of Knowledge: With close to 2 decades in the industry, they’ve likely encountered a wide variety of hiring challenges, market changes, and candidate behaviors. This experience can help them navigate complex situations more effectively. Network: A seasoned recruiter often has a vast network of contacts in various industries. This can lead to quicker placements and access to passive candidates who may not be actively looking for jobs. Refined Skills: Over the years, they've likely honed their skills in areas such as candidate assessment, negotiation, and relationship building. This can lead to better outcomes for both candidates and employers. Understanding of Trends: With extensive experience, they may have a better grasp of industry trends, allowing them to anticipate market shifts and adapt strategies accordingly. Mentorship and Leadership: Experienced recruiters can often mentor junior team members, sharing best practices and insights that can elevate the entire recruiting process. Crisis Management: They've likely dealt with crises, such as high turnover or unexpected hiring freezes, and can provide stability and strategic thinking in challenging times. While both experienced and newer recruiters can bring valuable perspectives, the breadth and depth of experience often give those with longer careers a distinct advantage in many situations. #somethingtothinkaboutlongterm

Have you thought why Talent Acquisition or Recruitment may fail? There are various discussions in the media about talent acquisition and recruitment roles and why these functions do not perform as they should do. This directly impacts the workforce of the organization. Many TA leaders face challenges like misaligned expectations, lack of recruiting expertise or over-focus on administrative processes. We believe in empowering TA leaders to be successful in their roles by addressing these issues. Here’s what can be improved: Lack of Clear Strategy, undefined goals and misalignment with business needs lead to inconsistent hiring practices - TA leaders and executives must collaborate to set clear, measurable goals that align with organizational objectives. Weak Employer Branding, s poor reputation or weak value proposition makes it hard to attract top talent - Strengthen employer branding to showcase a compelling EVP (we talk about it in many of our posts!) Upskilling in Recruitment, strong recruiting skills are essential for any TA leader - Investing in continuous learning ensures a strong competitive team (it matters everywhere!) Prioritize Proactivity, TA isn't just about managing processes - Focus on building meaningful connections with top talent to fill roles strategically and efficiently. Bias in Hiring, unconscious bias and rigid processes block diverse talent pipelines - Commit to diversity and inclusion through fair hiring practices. 💡 How does your organization empower its TA leaders to succeed? Share your strategies below! #TalentAcquisition #LeadershipDevelopment #RecruitmentStrategy #XTalentPro #SustainableHiring