Dougie Loan’s Post

When the economy operates at full throttle, there’s barely enough time for the Talent Acquisition team to handle the day-to-day tasks. An economic slowdown can give you a pause to reassess, revitalize, and experiment with your hiring and onboarding processes. Research suggests that an employee’s first 90 days will in large part determine his or her performance, longevity, and contribution to the company. This article gives you ideas to make your recruiting strategies more resilient. Don't have a Talent Acquisitions team? As executive recruiters in ed tech, we know what superstar talent looks like in this space, how to attract that talent, and we have access to an unparalleled network in the industry. #executivesearch #talentacquisition #edtechrecruiter

Are you experiencing hiring challenges? You're not alone. According to a recent survey by Checkr, 72% of executives report significant hiring challenges in 2023. The outlook for 2024 isn't much brighter, with only 34% of employers confident they will meet their hiring goals next year. As the job market continues to evolve, it's essential to stay ahead of the curve and adapt your hiring strategies to attract top talent. How are you planning to tackle your hiring challenges? Let's discuss in the comments. #hiringchallenges #recruiting #talentacquisition

🚀 Gentech Hire Insights: Navigating Inflation's Impact on Recruitment Inflation isn't just a buzzword—it's a dynamic force shaping the recruitment landscape. 📈💼 Here's how Gentech Hire is helping our clients and partners navigate these challenging times: 1️⃣ Talent Demand Surge: With inflation driving up the need for skilled labor, we're seeing a surge in demand for top talent across industries. Our tailored recruitment solutions ensure your team stays ahead in the talent game! 2️⃣ Cost-Effective Solutions: Inflation shouldn't mean compromising on quality. We're here to negotiate competitive fees and offer cost-effective recruitment strategies without sacrificing excellence. 3️⃣ Flexibility in Workforce: As businesses adapt to inflationary pressures, flexibility becomes key. Gentech Hire specializes in finding the perfect fit, whether it's for permanent roles or temporary staffing needs. 4️⃣ Retention Strategies: Retaining talent is as crucial as attracting it. Our holistic approach includes not only sourcing top talent but also assisting in implementing effective retention strategies amidst changing economic tides. 5️⃣ Agility in Market Volatility: In a volatile market, adaptability is everything. Gentech Hire stays agile, responding swiftly to market shifts and ensuring your recruitment needs are met with precision. Let's navigate inflation together and emerge stronger than ever. 💪 Connect with Gentech Hire today and let's power your team's success in any economic climate! #RecruitmentStrategies #InflationImpact #GentechHireInsights 🌟

Post-COVID, there was a noticeable workforce shortage, prompting many organizations to feel compelled to hire available candidates, even those considered B players. However, in the current economic slowdown, companies are now faced with the need to streamline and reduce headcounts. Looking ahead to future hiring initiatives, employers will find themselves in a position where they have a broader pool of candidates to choose from. This allows for a shift in focus from merely filling headcounts to a more nuanced consideration of factors such as attitude and work ethic.

2024 is already looking good! According to a survey conducted by Robert Half, companies plan to maintain hiring in 2024. 57% of managers surveyed said they plan to add new permanent positions in the first half of 2024, while close to 40% said they anticipate hiring for vacant positions. Two-thirds of those surveyed said company growth was the main factor behind their decision. More than 3 in 4 said that projects that had been held in 2023 were planned to be picked back up in 2024. However, retention of top talent is a key concern for the vast majority of managers surveyed, followed closely by keeping teams motivated.

Struggling with talent acquisition in a down economy? Our latest blog outlines key strategies to overcome hiring challenges and leverage new opportunities. Find out how to gain a competitive edge and build a strong talent pool. #hiringstrategy #hiring

As the sun sets on 2023, some companies are choosing to embrace a slower or completely halted approach to hiring. Here are 7 key reasons behind this shift: 🟠 38% of companies don't see a need to hire additional staff 🟠 22% of companies are waiting to see if the workload will level out 🟠 19% of companies are adjusting their recruiting and hiring strategies 🟠 18% of companies are doing less business in general 🟠 17% of companies are waiting for the economy to return to normal 🟠 17% of companies do not have enough money in their budget this year 🟠 17% of companies can't afford to hire right now Discover more insights in the blog post here: https://lnkd.in/gmK59W4U Stay tuned for more updates on the hiring horizon! 🌅 #2023hiringtrends #changingpace #hiringsurvey #expresspros

A quick yet insightful article about 5 key hiring trends in 24' including: Turnover slowing down, Companies hiring again, & Companies focusing on skill-hiring

💡 We’re trusted to source and deliver talent for some of the biggest blue chips and most exciting SMEs in the consumer product space… Here’s why: ⏲ A market-leading 28-day time-to-hire. A shorter hiring window equals lower costs and less money lost. 🤝 A 3:1 interview-to-placement ratio. Don’t waste unnecessary resources – get it right first time. ⚡ 96% employee retention in the 12 months after placement. Bad hires can cost six figures 🤯, so take on talent that aligns with your organisation’s needs, culture, and long-term plans. Our proven talent search gets results – that’s why we’re trusted by some of the biggest brands in the consumer product industry 💥 Find out more about how we can supercharge your talent search – get in touch today: 📩 https://lnkd.in/eRzKeRDq #retention #employeeretention #costsaving #recruitment #hiring

Recruitment is still broken. Here's what we can do about it... During my 3 years of hiring, I always noticed that hiring managers and fellow HR professionals emphasized the length of tenure as a "Make it or Break it" factor when judging candidates. This stands true if there is a trend in someone's professional history and their tenure is awfully short. How do we define what tenure is appropriate and what is not? Some companies view 9 months as acceptable, some view a year as acceptable, and some think two years is the bare minimum. My view? It really depends! I have helped hire people who've had 3 months of tenure in their old companies only to watch them spend two years in their current companies. Surprising, right? Frankly, tenure shouldn't be emphasized today as its place in candidate consideration is rapidly losing value due to layoffs, horrible company culture, structural changes that might render certain functions as less important, and even AI. To summarize: Exceptional talent isn't bound by the length of time spent at a particular company. Some of the most innovative people I have hired thrive in environments where they can make a significant impact swiftly, regardless of tenure. It's 2024. Please adapt accordingly as hiring is a rapidly changing landscape.