Even amidst recent layoffs, the demand for top talent remains strong. | Sonu Goswami
Even amidst recent layoffs, the demand for top talent remains strong. Unfortunately, many companies continue to prioritize candidates with traditional qualifications, overlooking a wealth of untapped potential. Common hiring practices today: 👇 Imagine a freelancer who juggles multiple projects and clients, demonstrating resilience, adaptability, and a strong work ethic. They might not have a conventional background, but their skills and determination make them a valuable asset. Are we seeking candidates who fit an idealized checklist that may not even exist? So, the question is: Are you chasing the perfect candidate on paper, or are you open to investing in potential and expanding your search ❓ Often, the "Shortage" of talent is simply a result of searching in the same limited pool. By thinking outside the box and focusing on candidates with potential rather than just credentials, you'll discover more opportunities and talent. 1.Relies on past formulas: Overemphasizes experience, skills, and degrees. ❌ 2.Manual and inefficient: Lacks automated processes and strategic focus. ❌ 3.Homogeneous hiring: Tends to recruit candidates similar to existing staff. ❌ Consequences: 👇 1.Biased hiring and limited candidate pools. 2.Loss of top talent and lack of diversity. 3.Inefficient and unreliable hiring processes. and then the outcome is Leading to: 👇 1.Suboptimal Talent: Hiring mediocre performers due to ineffective methods. 2.Inefficient Processes: Manual, time-consuming, and unscalable hiring. 3.Homogeneous Workforce: Lack of diversity due to subjective decision-making. So, how can you change this ❓ Good morning, LinkedIn Connections 😊 🙏 Let's talk about talent. Today, I'm diving into Evidence-Based Recruiting by Atta Tarki. This book 📘 reveals how to build a team of superstars through data-driven hiring. In my ⏩ 1..2...3....4.....5......6 slides, you'll discover how to overcome traditional hiring biases and unlock your company's full potential. #HRworld | 28 comments on LinkedIn
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Even amidst recent layoffs, the demand for top talent remains strong. Unfortunately, many companies continue to prioritize candidates with traditional qualifications, overlooking a wealth of untapped potential.
Common hiring practices today: 👇
Imagine a freelancer who juggles multiple projects and clients, demonstrating resilience, adaptability, and a strong work ethic. They might not have a conventional background, but their skills and determination make them a valuable asset. Are we seeking candidates who fit an idealized checklist that may not even exist?
So, the question is: Are you chasing the perfect candidate on paper, or are you open to investing in potential and expanding your search ❓
Often, the "Shortage" of talent is simply a result of searching in the same limited pool. By thinking outside the box and focusing on candidates with potential rather than just credentials, you'll discover more opportunities and talent.
1.Relies on past formulas: Overemphasizes experience, skills, and degrees. ❌
2.Manual and inefficient: Lacks automated processes and strategic focus. ❌
3.Homogeneous hiring: Tends to recruit candidates similar to existing staff. ❌
Consequences: 👇
1.Biased hiring and limited candidate pools.
2.Loss of top talent and lack of diversity.
3.Inefficient and unreliable hiring processes. and then the outcome is
Leading to: 👇
1.Suboptimal Talent: Hiring mediocre performers due to ineffective methods.
2.Inefficient Processes: Manual, time-consuming, and unscalable hiring.
3.Homogeneous Workforce: Lack of diversity due to subjective decision-making.
So, how can you change this ❓
Good morning, LinkedIn Connections 😊 🙏 Let's talk about talent. Today, I'm diving into Evidence-Based Recruiting by Atta Tarki. This book 📘 reveals how to build a team of superstars through data-driven hiring.
In my ⏩ 1..2...3....4.....5......6 slides, you'll discover how to overcome traditional hiring biases and unlock your company's full potential.
