Rodd-Starr Gonzales’ Post

Can I share a secret? During economic downturns, many businesses instinctively tighten their belts, often cutting back on recruitment. But what if I told you there's a silver lining in these challenging times? 💡Down markets represent a window of opportunity to strategically level-up your talent. Job trends indicate that top performers and senior leaders – those game-changers who can truly accelerate your business goals – are more likely to be open for new opportunities during these times. Plus, with potentially less competition from other hiring firms, you're in a better position to draw in these experienced professionals. Instead of stepping on the brakes, step up your recruiting efforts. Use this time to reassess, refine your recruitment strategy, and position yourself to come out stronger. Remember, your team is your biggest asset. Invest in people, and they'll steer your business through any downturn. 👇Comment below on how your organization is rethinking its talent strategy. #Recruiting #TalentAcquisition #CareerDevelopment #Diversity 🌈

Is Your Hiring Strategy Stuck in the Past? It's Time for a Refresh! ⌛️ In today's job market, clinging to an outdated hiring strategy is like trying to navigate a city with a 10-year-old map. You might get there eventually, but you'll miss out on shortcuts, new landmarks, and the most efficient routes. Here's the reality: - 59% of talent acquisition leaders struggle to find qualified candidates. (ManpowerGroup 2023 Talent Shortage Survey) - Companies change significantly every 18 months. (Prosci Change Management Best Practices Report 2022) - A bad hire can cost you 30% of their annual salary. (Society for Human Resource Management) Outdated hiring = missed opportunities! Don't get stuck with the wrong map in a dynamic talent market. Reassess your strategy to attract top talent with evolving skills expectations, align your workforce with business goals, reduce costs by avoiding bad hires, and build a diverse & profitable team. But how often should you update?🤔 Experts recommend revisiting your strategy every 18-24 months, but satisfaction with current strategies is low (only 34%!). The consequences of inaction: - Increased costs: From poor hires to talent shortages, outdated strategies drain your budget. - Missed talent: Top candidates might overlook your company if your hiring process feels dated. - Stagnant performance: A workforce lacking the right skills hinders innovation and growth. - Negative employer brand: Outdated practices damage your reputation, making it harder to attract talent. Don't get left behind in the talent race! Update your hiring strategy today and unlock a world of possibilities: top talent, aligned goals, reduced costs, and a thriving, diverse team. Don't know how to get there? Drop me a message and I would be happy to help 🌟 #hiringstrategy #futureofwork #recruitment #technologyrecruitment #berlintech

Can I share a secret? During economic downturns, many businesses instinctively tighten their belts, often cutting back on recruitment. But what if I told you there's a silver lining in these challenging times? 💡Down markets represent a window of opportunity to strategically level-up your talent. Job trends indicate that top performers and senior leaders – those game-changers who can truly accelerate your business goals – are more likely to be open for new opportunities during these times. Plus, with potentially less competition from other hiring firms, you're in a better position to draw in these experienced professionals. Instead of stepping on the brakes, step up your recruiting efforts. Use this time to reassess, refine your recruitment strategy, and position yourself to come out stronger. Remember, your team is your biggest asset. Invest in people, and they'll steer your business through any downturn. 👇Comment below on how your organization is rethinking its talent strategy. #Recruiting #TalentAcquisition #CareerDevelopment #Diversity 🌈

Do you know how to attract and retain executive talent effectively? Here's a tip: Understand your organization's needs and identify the type of leader who will be the right fit. ◾ Start with "why": Understand your organization's real needs. Is it for growth, a strategic pivot, or expansion into a new market? ◾ Be realistic with the budget: While salaries are negotiable, underpaying an executive could quickly lead to underperformance. ◾ Market the role effectively: Don't overcomplicate the job description with unnecessary skills or false culture claims. ◾ Look at the candidate's potential: What can they do immediately, and do they have the potential to grow into a more robust role as the company evolves? For more tips, check out the full article via Forbes below: https://lnkd.in/eCnuF4Ge #TalentAcquisition #Hiring #Recruitment

𝐃𝐢𝐝 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰 𝐭𝐡𝐚𝐭 76% 𝐨𝐟 𝐇𝐑 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐭𝐚𝐥𝐞𝐧𝐭 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐢𝐬 𝐜𝐫𝐮𝐜𝐢𝐚𝐥 𝐟𝐨𝐫 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦 𝐠𝐫𝐨𝐰𝐭𝐡, 𝐛𝐮𝐭 𝐨𝐧𝐥𝐲 20% 𝐟𝐞𝐞𝐥 𝐭𝐡𝐞𝐲’𝐯𝐞 𝐝𝐨𝐧𝐞 𝐢𝐭 𝐰𝐞𝐥𝐥? (Source: SHRM, 2023). This gap presents a massive opportunity—and a pressing need. The question is, are you ready to invest in the future of your company by creating a strong pipeline of potential talent ⁉ It’s easy to get caught up in the day-to-day grind of recruitment, but think about it: 𝐖𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐫𝐚𝐭𝐡𝐞𝐫 𝐬𝐜𝐫𝐚𝐦𝐛𝐥𝐞 𝐭𝐨 𝐟𝐢𝐥𝐥 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐬 𝐚𝐬 𝐭𝐡𝐞𝐲 𝐨𝐩𝐞𝐧 𝐮𝐩 𝐨𝐫 𝐡𝐚𝐯𝐞 𝐚 𝐩𝐨𝐨𝐥 𝐨𝐟 𝐬𝐤𝐢𝐥𝐥𝐞𝐝, 𝐫𝐞𝐚𝐝𝐲-𝐭𝐨-𝐠𝐨 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐚𝐭 𝐲𝐨𝐮𝐫 𝐟𝐢𝐧𝐠𝐞𝐫𝐭𝐢𝐩𝐬? The choice seems obvious, yet so many of us delay building a #talentpipeline. Maybe it’s the time commitment or the uncertainty about how to start. But trust me, the benefits far outweigh the initial effort. A well-built talent pipeline isn’t just about filling positions—it’s about having the right people ready at the right time. 𝐀𝐫𝐞 𝐲𝐨𝐮 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐡𝐢𝐠𝐡 𝐭𝐮𝐫𝐧𝐨𝐯𝐞𝐫 𝐫𝐚𝐭𝐞𝐬, 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐭 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐜𝐲𝐜𝐥𝐞𝐬, 𝐨𝐫 𝐝𝐢𝐟𝐟𝐢𝐜𝐮𝐥𝐭𝐲 𝐟𝐢𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐟𝐢𝐭 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐜𝐮𝐥𝐭𝐮𝐫𝐞❓ You’re not alone. These challenges can be exhausting, but a proactive approach to talent management can help. Recent data shows that companies with a robust talent pipeline are 33% more likely to lead their industries in revenue growth (Source: LinkedIn Talent Solutions, 2023). That’s huge, right? It’s a reminder that investing in potential today pays dividends tomorrow. 𝐒𝐨, 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐢𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲? It’s time to move beyond reactive hiring and start thinking strategically about talent. After all, the strongest organizations aren’t just those that adapt—they’re the ones that plan ahead. #executivesearch #pipeline #leadershiphiring #recruitment #hiring #RPO #hexagonsearch

Do you know how to attract and retain executive talent effectively? Here's a tip: Understand your organization's needs and identify the type of leader who will be the right fit. ◾ Start with "why": Understand your organization's real needs. Is it for growth, a strategic pivot, or expansion into a new market? ◾ Be realistic with the budget: While salaries are negotiable, underpaying an executive could quickly lead to underperformance. ◾ Market the role effectively: Don't overcomplicate the job description with unnecessary skills or false culture claims. ◾ Look at the candidate's potential: What can they do immediately, and do they have the potential to grow into a more robust role as the company evolves? For more tips, check out the full article via Forbes below: https://lnkd.in/eCnuF4Ge #TalentAcquisition #Hiring #Recruitment

Do you know how to attract and retain executive talent effectively? Here's a tip: Understand your organization's needs and identify the type of leader who will be the right fit. ◾ Start with "why": Understand your organization's real needs. Is it for growth, a strategic pivot, or expansion into a new market? ◾ Be realistic with the budget: While salaries are negotiable, underpaying an executive could quickly lead to underperformance. ◾ Market the role effectively: Don't overcomplicate the job description with unnecessary skills or false culture claims. ◾ Look at the candidate's potential: What can they do immediately, and do they have the potential to grow into a more robust role as the company evolves? For more tips, check out the full article via Forbes below: https://lnkd.in/eJiHBe_Z #TalentAcquisition #Hiring #Recruitment

Hot Take: The Misunderstood Value of 'Slow Hiring' in a Fast-Paced Job Market In a rush to secure talent, many companies overlook the benefits of ‘slow hiring’—an approach that emphasizes taking time to thoroughly assess candidates’ fit. While it may seem counterproductive in competitive markets, slow hiring can reduce turnover by 50% and improve overall team cohesion. Research from LinkedIn shows that making deliberate hiring decisions not only improves performance but also builds stronger, more aligned teams. Root Causes: 1. Pressure to Fill Roles Quickly: Companies feel the urgency to fill open positions fast, especially for high-demand roles, sacrificing quality for speed. 2. Fear of Losing Candidates: In competitive fields, there's a concern that slowing down could mean losing top talent to faster-moving companies. 3. Lack of Structured Hiring Processes: Many organizations lack a systematic approach, making it hard to implement a slower, more deliberate process. 4. Short-Term Thinking: Focus on immediate gains often overshadows long-term benefits, like finding a candidate who truly fits the role and culture. Actionable Solutions: 1. Build a Structured Hiring Process: Implement clear, multi-stage hiring frameworks to ensure thorough evaluation without unnecessary delays. 2. Prioritize Quality Over Speed: Emphasize the long-term benefits of quality hires to shift company culture towards valuing slow hiring. 3. Communicate Transparently with Candidates: Keep candidates updated throughout the process to reduce frustration and build engagement. 4. Focus on Pre-Qualified Talent Pools: Develop talent pipelines through ongoing engagement with potential hires, reducing time-to-hire when roles open. Conclusion: Slow hiring is more than a hiring strategy; it’s a commitment to quality, alignment, and long-term success. By adopting a deliberate, well-structured hiring process, companies can reduce turnover, improve team dynamics, and create a more resilient workforce. #RisingAhead #BSA #SlowHiring #QualityOverSpeed #EmployeeRetention #TalentAcquisition #WorkplaceCulture #LongTermSuccess #HiringPractices #Manager #HR #Workplace

Do you know how to attract and retain executive talent effectively? Here's a tip: Understand your organization's needs and identify the type of leader who will be the right fit. ◾ Start with "why": Understand your organization's real needs. Is it for growth, a strategic pivot, or expansion into a new market? ◾ Be realistic with the budget: While salaries are negotiable, underpaying an executive could quickly lead to underperformance. ◾ Market the role effectively: Don't overcomplicate the job description with unnecessary skills or false culture claims. ◾ Look at the candidate's potential: What can they do immediately, and do they have the potential to grow into a more robust role as the company evolves? For more tips, check out the full article via Forbes below: https://lnkd.in/eJiHBe_Z #TalentAcquisition #Hiring #Recruitment

Do you know how to attract and retain executive talent effectively? Here's a tip: Understand your organization's needs and identify the type of leader who will be the right fit. ◾ Start with "why": Understand your organization's real needs. Is it for growth, a strategic pivot, or expansion into a new market? ◾ Be realistic with the budget: While salaries are negotiable, underpaying an executive could quickly lead to underperformance. ◾ Market the role effectively: Don't overcomplicate the job description with unnecessary skills or false culture claims. ◾ Look at the candidate's potential: What can they do immediately, and do they have the potential to grow into a more robust role as the company evolves? For more tips, check out the full article via Forbes below: https://lnkd.in/eJiHBe_Z #TalentAcquisition #Hiring #Recruitment