Robyn Barber

Traditional benchmarks for productivity and efficiency no longer suffice. Adopting a broader perspective that appreciates human potential's true worth is essential. Convincing your organization to follow this path is the key hurdle for talent leaders. However, there's no need to worry; just proceed gradually. Our Advisory team has prepared a comprehensive guide for you. Discover more below ⬇️

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With the rush to 'future-proof' organizations, skills-based hiring is crucial. But how do you find and develop talent with the right skills for your business? Discover effective strategies to navigate this challenge. https://krnfy.bz/3SyViL5 #futureproofing #skillsbasedhiring #talentdevelopment

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According to reports, HR and TA experts believe that by 2030, skills shortages will result in over $8 trillion in unrealized revenue. What can forward-looking TA and HR leaders do to retain talent and drive productivity? Experts from AMS, Bank of America, The Josh Bersin Company and Bernard Marr, share their insights on the art of skills-based hiring in our Catalyst article. #Talent #HR #Skills #Hiring #Staffing #Recruitment #Future #CEO

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We often talk to our clients about the importance of #candidateexperience while they are working with us. It shapes the perception of their organization and influences their ability to attract top talent. But candidate experience starts before recruiting begins. We have clients that make an ongoing effort at marketing what it's like to work and grow within their organization. How do candidates learn about your organization?

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Let’s face it: recruiting as a business function has to change. Once considered the “staffing department,” where companies posted jobs and scanned resumes, talent acquisition has become a highly strategic operation. What skills do we need? How do we find people who will fit our culture? What internal candidates should fill our key positions? Who are the right leaders for us to hire? In this new era of talent and skills shortages, organizations cannot run recruiting in this tactical way. #shellihermansearch #talentmanagement #executivesearch #warfortalent

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TA/HR Coordinators are the backbone of the interview process and the unsung heroes of recruiting. For starters, scheduling can be a nightmare. Getting availabilities from candidates and interviewers can be like pulling teeth. Aligning schedules, attaching resumes, and including links is easy to mess up, especially with multiple invites at once. Speed is crucial in recruiting. Candidates appreciate a fast, organized process, and hiring teams need things to move quickly, especially with competing offers or other time-sensitive situations where every moment counts. A great coordinator keeps everything running smoothly, saving time and reducing stress. And when coordination is seamless, candidates stay engaged and excited, reflecting well on the company. To all the coordinators - your work is invaluable, and we appreciate you. #TalentAcquisition #Recruiting #CoordinatorAppreciation

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I’ve seen this so many times. This is why outplacement is so important! It helps anyone exiting a business (through redundancy or a settlement agreement, for example) to regain their confidence, take time out to reflect on what they are looking for in their career and prepare them for the practicalities of searching for (or being headhunted for) a new role. I remind people that I support that the interview is a two-way process. They need to ‘interview’ the company as well as ‘be interviewed’ - and be honest with themselves and their interviewer regarding alignment with their purpose, values and career direction sought. This helps address the balance of power in the conversation, they ask better questions and build trust.

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Always important for headcount and workforce planning is an understanding of the broader demographic changes taking place. What states are growing what states are declining? If I'm in a state where workers are exiting, how should I adjust my strategy? Can I hire remote? hybrid? Do I need to rethink plans for building or buying infrastructure? It also might have implications for your product or service. What markets and geographies should I invest in? What markets are looking risky?

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In my experience, the difference between a company surviving or thriving comes down to how talent leaders empower their people 🧑‍🤝‍🧑 Our 2024 Talent Trends report explores how top leaders are getting the most out of their talent. Check out the research to see what you could be doing differently ⬇️

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If you’re a head of talent acquisition or a VP of talent acquisition, I want to talk about your talent acquisition model. You see, whatever your model, in-house, agency or RPO there are gaps. And those gaps go beyond just having more recruiters or TA Partners. #itsthemodel #talentacquisition #fillthegap

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Biggest takeaways from the 2024 High-Volume Hiring Candidate Experience Report include: - 63% expect hourly hiring to increase - 51% use technology to improve #CandidateExperience - Candidate drop-off is the top challenge Unlock best practices for #CandidateExperience and high-volume hiring success with #TheCandEs and Sense new research. Download link in the comments. #recruiting #hiring ERE The CandEs

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