Our industry—like so many others
is changing every day with the advent of new technologies.
For many companies, it may seem near impossible to keep up. Because we’re avid students of our craft, AI and technology focused, and driven to help others succeed, we’re delighted to share our experience and insights here.
Battle and Balance – Skillet, Location, Salary
Battle and Balance – Skillet, Location, Salary
For over a decade, I have seen the battle/balancing act of, Skillset vs Location vs Salary/Pay Rate, that Hiring Managers and Companies play when looking for new Employees. Typically when it comes to hiring, you could pick 2 of the 3.
Right now we are seeing this shift where Employers were forced to allow Employees to sit remote…and the Employees are not wanting to go back into the office. Even in cases where employees live in the same city they work in, they are choosing to work from home.
HOW will this affect your Hiring Strategy in 2023 and going into 2024?
- Do you go with the flow and allow Employees to be remote?
- If so – how do you keep a collaborative environment?
- Do you focus your efforts on Culture and Location and create an atmosphere that people WANT to go into the office?
- Do you find a balance and do a Hybrid model?
- Do you hire people who are not as Senior in Skillset and willing to be onsite to work and learn from someone who is?
Whatever the strategy is, just like having a good diet, it is important to define what your goals are and attack them. Sometimes it is best to work with someone, accountability is a powerful tool. Reach out to someone you trust for advice (like myself).
Is your internal hiring process a holding you back?
Is your internal hiring process a holding you back?
Companies can improve their hiring process by streamlining and optimizing the various stages. This involves clearly defining job requirements, creating well-crafted job descriptions, and utilizing targeted job boards and platforms to attract relevant candidates. Are you pushing candidates through the interview process in a timely manner that keeps you competitive to the market? Shortening the interview cycle you increase the chance of hiring top talent as the longer they are on the market the more opportunities present themselves. Is there a clear line of communication between the hiring managers and HR on timelines for feedback and next steps?
Utilize Multiple Sourcing Channels:
Diversify candidate sourcing by using multiple channels such as job boards, social media, employee referrals, and professional networks. Casting a wide net to increase the chances of finding the right fit for the role. Partner with an agency but be cognizant of how many you partner with. You do not want to flood the candidate pool with inquires for the same job.
Emphasize Cultural Fit and Soft Skills
Beyond technical qualifications, companies should prioritize cultural fit and soft skills assessment during interviews. A cohesive team that shares common values and work ethics is more likely to thrive and collaborate effectively. Incorporating behavioral questions and situational assessments can provide insights into a candidate’s problem-solving abilities, communication skills, and adaptability.
Trends we need to see in 2023!
Trends we need to see in 2023!
Every year we see “Latest Trends for XYZ” and every year we see people, businesses and things move in….trendy ways. The past 3 years we have seen Remote Work Trend, Quiet Quitting, Back to Office, Skyrocketing Salaries, etc… To wrap up 2023, going into 2024 here are some of the trends I would like to see.
- Employee Development
- Work Life Balance
- Empower your employees
Employee Development seems pretty straight forward. The truth is Leadership talks about Employee Development, Leadership wants to have strong Employee Development BUT we let the business and other things get in the way. The reality is, if we don’t grow our people, our people will grow away from us. Invest in your people’s lives, in their careers and build them to be the best version of themselves they can be (in and out of work). Buyer beware – If you build people to thrive and grow, they might leave. What is scarier is if you don’t build them and grow them and allow them to thrive but they decide to stay!
Work Life Balance is going to be different person to person, and that is ok. Disclaimer, I am married and have 4 kids and ENCOURAGE my team to take time off with their families. I use my phone and computer when I am on vacation but tell my team that they should shut everything off. Some do, some don’t – and that is ok. Encourage an environment where everyone is a team and everyone works to grow each other (Employee Development).
Empower your employees. Empower them to make decisions, empower them to take chances, empower them to meet as a team and push each other, empower them to influence the business, empower them to scale without you! You are not needed in every decision. Most things can be fixed.
