Friends and Followers, here are the top guide posts for this week. This week we talk about Q1 2024, Scary Clowns and Autumn Fires.

“Call us after January 1st.”

I hear this one a lot at this time of year. And I get it, your budget for those roles you included in your 2024 plan will not start until that time.

But you know what? You’re already ensuring that you will likely miss your Q1 goals by waiting to start the search. And much like any “competitive shopping” environment, you may find the talent you want has many other suitors.

So, as we usher in November, it's essential for hiring managers to recognize the potential risks associated with delaying their talent search until the start of Q1. While it might be tempting to put off recruitment efforts until the new year, doing so can have detrimental consequences for your organization's performance.

Here are some compelling reasons why waiting until Q1 to start your talent search can be risky:

Competitive Disadvantage: Many businesses will have the same idea—to start hiring in Q1. This leads to increased competition for top talent, driving up salaries and making it more challenging to secure the best candidates. By starting now, you can access a larger pool of potential hires and avoid the competitive hiring frenzy.

Time-Consuming Process: Recruiting the right talent takes time. From posting job openings to conducting interviews and completing background checks, each step of the hiring process can be time-consuming. Waiting until Q1 could mean that you won't have the right people in place when you need them most.

Training and Integration: Onboarding and integrating new employees into your company culture isn't something that can be rushed. By starting your talent search now, you give new hires ample time to learn their roles, adapt to your organization, and become productive contributors by the time Q1 rolls around.

Risk of Setbacks: Unforeseen delays can occur during the hiring process. Whether it's a candidate withdrawing their application, prolonged negotiations, or background check issues, these setbacks can disrupt your plans and negatively impact your Q1 objectives.

Impact on Business Goals: Q1 often sets the tone for the entire year. If you delay your talent search and end up with staffing gaps or suboptimal hires, it can hinder your ability to achieve critical business goals, such as meeting revenue targets or launching new projects successfully.

The first of November should serve as a reminder to start your talent search now. The risks associated with waiting until the start of Q1 are significant and can jeopardize your company's success. Don't be caught unprepared in the competitive talent landscape—begin your recruitment efforts today and position your organization for a successful and productive Q1.

Are You Ready to Grow in 2024?

Due North is here to help,?click here?to schedule a meeting.

Yes, I Find Clowns Terrifying

One thing I always felt terrifying about clowns was that I never knew who they were.

Were they a kindly grandfatherly-type that just wanted to bring joy to children?

Or, were they the malevolent monster like Pennywise that used a disguise to gain trust and then caused great harm?

Or are they a clown who will cause substantial harm to your business?

To help our clients navigate this terrifying terrain, we put together tips to use during the interview process to help suss out the Clowns versus the Pros.

In honor of Halloween week, I am going to Treat you all to a free copy. Click on the following link (honestly no trick here):

https://lnkd.in/gYNe-Smw

Autumn Fires by Robert Louis Stevenson

In the other gardens

And all up the vale,

From the autumn bonfires

See the smoke trail!

Pleasant summer over

And all the summer flowers,

The red fire blazes,

The grey smoke towers.

Sing a song of seasons!

Something bright in all!

Flowers in the summer,

Fires in the fall

Chris Gustanski – Founder and Lead Talent Guide

Chris is a classically trained marketer with over a decade of executive search experience. He moved into recruiting because he was someone that was frequently recruited and was tired of recruiters hounding him to consider roles they didn’t understand, and he wasn’t interested in pursuing. He was determined to disrupt Executive Search to deliver a better result and experience for companies and the commercial talent they need.?After over a decade seeing the dysfunction in executive search firms large and small, he formed Due North Executive Search in collaboration with his wife Amie.

To learn more about how Due North can help you build World Class Commercial teams?click here?to schedule a meeting.