ThinkWorkforce’s Post

Ensuring You Get the BEST Executive Talent: Guided by your feedback to our last post, here's our solution for companies who prefer to evaluate referrals/applicants while still targeting the strongest passive candidates. It's a simple change in philosophy, but one that helps guarantee you make the absolute best hiring decision.

Dear hiring managers, I’d like to kindly suggest that if you are considering hiring someone, it’s important to follow up with the candidate rather than leaving them without communication. Not responding can cause unnecessary frustration and make the process more challenging for everyone involved. Maintaining clear and timely communication is crucial for a smooth and professional hiring process.

An internal Talent Acqusition specialist I’m currently partnering with runs a red hot process… here are some key things she does to move the needle within a complex operational environment: - Post candidate interview with line manager, she has 15 minutes scheduled in their calendar for feedback to discuss next steps. This is communicated back within 30 minutes. - She has placeholders for interview in each stakeholders calendar for the week ahead. Before a process kick starts, she finds out when interviews typically work best for them, if they have any leave coming up + anything that might stall the process - She uses the phone as her primary go to for feedback, providing an opportunity to discuss feedback and answer any questions. Email is used as a last resort; it’s mainly utilised for updates. - We have 15 minutes in the diary each Friday, providing an opportunity to discuss search progress and ensure alignment From a process perspective, what works for you? How do you maintain momentum and consistently drive a success hiring outcome?

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Are we locking out incredible talent by fixating on CVs over potential? It's time to rethink how we approach hiring! 🛑 STOP rejecting candidates for entry-level positions because they don't have enough experience! How can people be expected to gain experience if they aren't being given a chance? Let's shift our focus from resumes to potential. Let's Start Hiring Based on More Than Just CVs and Experience!

Some companies see up to 80% of applicants drop off during the hiring process. That’s why top firms turn to Recruitment Process Outsourcing (#RPO) providers to strengthen their employer brand and enhance the candidate experience. Curious to learn more? 👇

Some companies see up to 80% of applicants drop off during the hiring process. That’s why top firms turn to Recruitment Process Outsourcing (#RPO) providers to strengthen their employer brand and enhance the candidate experience. Curious to learn more? 👇

Know any amazing recruiters or talent development folks? Tag them below! Hiring any amazing recruiters? Comment those openings below!

As a CEO, your vision is clear. You know exactly where you want to take your company. But without the right team – the one with the skills, experience, and drive to execute that vision – it's all just a dream. Finding and attracting qualified, trained talent feels like a constant uphill battle. You're tired of: --> Settling for "good enough" candidates. You need the best to fuel your growth, not just someone who fills the vacancy. --> Wasting time and resources on a slow hiring process. Every day spent filling a role is a day you're behind your competitors. --> Losing out on top talent to other companies. Passive candidates aren't actively searching, but the right opportunity can make all the difference. ***GrowthWise Search Partners can change that game.*** We're more than just a recruitment agency. We're your strategic partner in talent acquisition, helping you build a team of high-performing individuals who are a perfect fit for your company culture and goals.

Some companies see up to 80% of applicants drop off during the hiring process. That’s why top firms turn to Recruitment Process Outsourcing (#RPO) providers to strengthen their employer brand and enhance the candidate experience. Curious to learn more? 👇