OutScout

How many great candidates are you losing to vague job descriptions? Too often, job descriptions are filled with fluff and jargon that don’t speak to what really matters. We created this template to help teams cut through the noise and focus on what counts. Our scorecard template will help you: ?? Define role essentials clearly ?? Keep your team aligned on priorities ?? Set measurable KPIs for the hire's future success Stop letting buzzwords hold you back from great hires. Download the scorecard below and create job specs that engage top talent. ?? https://bit.ly/48DUbAd

Hiring success is often in the details. If you could make one small change to improve your process, where would it be?

?? Our very own Dan Jackson recently shared his insider tips on finding a standout Chief Compliance Officer in Beyond Compliance from VComply. Here’s a sneak peek: ?? Define what counts – Get specific upfront on the skills that will drive outcomes needed, from navigating complex regulations to team-wide communication. ?? Go beyond the obvious – Passive candidates are often the hidden gems. Tapping into industry networks and attending events are crucial for discovering them, as most tools won't reveal their potential. ?? Keep it personal – Avoid mass sends and templated outreach. Tailored outreach speaks to top talent—even when they’re not actively searching. Curious for more? Dive into all of Dan’s insights in Beyond Compliance Issue 2 ?? https://bit.ly/4flZ2rO

Curious which companies are quietly reshaping real estate—and hiring? The real estate industry is facing serious challenges: rising home prices, supply restrictions, escalating building costs, and outdated buy/sell processes. PropTech startups are stepping up with innovative solutions to tackle these issues head-on. In our latest Outliers release, we spotlight 10 under-the-radar companies solving real-world problems like: ?? Home affordability ?? Faster housing development ?? Sustainable, cost-effective building ?? Streamlined permitting ??? Insurance risk management ?? Modernizing home buying/selling Curious to see which companies are transforming real estate and actively hiring top talent? Click below to learn more ?? https://bit.ly/3BXDJ1B And don’t forget to subscribe for future Outliers releases ?? https://bit.ly/40jVQsz ----- #PropTech #RealEstate #Innovation #Startups #Outliers

Ever wonder why your job search—or search for talent—feels so noisy? Even with criteria like this: ?? Job Titles: Director of Product Management Head of Product Senior Manager, Product Management VP, Product Management Experience: 5-12+ years You’d expect to find candidates with strong product leadership experience. But instead, the results can be wildly off—profiles from salespeople, students, consultants, even entry-level positions. How does that happen? Platforms like LinkedIn cast wide nets, prioritizing reach over relevance. This inherently leads to mismatches, making it difficult to surface the right talent or job opportunities. It’s not just frustrating—it’s a flaw in the system. The challenge isn’t in finding more profiles, but in finding the right ones. The tools we use today just aren’t precise enough, and that’s why job searches feel so noisy. The better we get at matching the right profiles, the less noise we have to cut through. What’s your take on this?

Is your hiring process slowing you down? Traditional methods are likely holding you back—here’s how to flip the script and hire smarter. ?? 1) Outcomes First, Not Qualifications Build your MVP (Minimum Viable Profile) around the key outcomes that matter most. Align your hiring team on what success looks like from the start, so you can focus on what really drives results—not just a list of qualifications. 2) Calibrate Early for a Better Fit Your candidate search should be a living, breathing process. Real-time calibration—testing and adjusting profiles as you go—can eliminate guesswork and lead to a more precise match. 3) Quality over Quantity Flooding inboxes won’t land the best talent. Targeted, thoughtful outreach to candidates who align with your MVP saves time and increases engagement. Precision over volume always wins getting the best people in process. ---- #hiring #recruiting #techcareers

As we gear up for 2025, which hiring challenge is your team most focused on?

As we enter the final quarter, the hiring landscape is evolving. How are these trends influencing your strategy for 2025? ?? Employer's Market Myth? Yes, application numbers are increasing, but top candidates still have choices—act fast and be decisive or you'll still miss out. ?? Return to Office Mandates = Opportunity: While major firms are calling people back, flexibility can be the key differentiator for winning and retaining top talent. ?? AI in Recruitment: More tools to add to the noise. Yes, you can automate the basics, but at the end of the day, hiring decisions still require human judgment. How are you adjusting your hiring strategy for 2025? Comment below ??

The numbers are in—254k new jobs. Strong September employment data ?? ?? Nonfarm payrolls up 254,000 (vs. 150k expected) ?? +25% above 12-month average gain ?? Unemployment now 4.1% ?? July & August revisions up 72,000 Encouraging signs for talent demand in the months ahead.

Not all bias is bad in hiring. The key is knowing which biases drive better decisions and which ones hold you back. Here are the most common traps we see teams fall into. Bad Bias - These biases often cause teams to overlook the candidate's real ability to deliver results. ? Logos Over Outcomes: Don’t get swayed by big-name companies. Focus on the candidate’s actual achievements, not where they worked. ? Educational Prestige: A fancy school doesn’t always mean better skills. Focus on their work, not just where they studied. ? Years of Experience: Don’t let arbitrary years of experience override actual quality. Relevant experience beats tenure every time. Good Bias - we're looking for reliable indicators of future performance. ? Proven Outcomes: Focus on candidates who have delivered measurable results in similar roles. ? Adaptability and Learning Agility: Find people who can learn quickly and adapt to new challenges and changes. ? Relevant Experience: Prioritize candidates with hands-on experience that aligns with the specific challenges of the role. ??Hiring Tip: Hone in on the right biases that predict success and eliminate the ones that are holding you back and unnecessarily restricting your talent pool.