Knock.. Knock..! Actionable tips inside!

Warning: This newsletter may contain highly effective recruiting strategies. Side effects may include increased candidate engagement, improved hiring decisions, and envious colleagues.

In this edition, you will read about?

1. Three Action Based HR Metrics
2. Skill based hiring playbook
3. Recruiting in the age of AI?
4. The Hybrid Work Conundrum: Flexibility vs. Collaboration
5. Investing in Candidates during the interview process

Alright enough with the teaser!

Lets get started.

Tired of HR Metrics that leave you saying "So what?"?

Its time we say bye to old metrics. There are a few gold mines to make your team really tick. These action-oriented metrics are like having a crystal ball - see performance trends, identify problems before they erupt, and take decisive steps to recruit your dream team.

• Index Metrics: Think "HR Report Cliff Notes." One number tells you exactly which HR areas need immediate attention. No more data overload!
• Prescriptive Metrics: Stuck in problem mode? These metrics don't just point out issues, they prescribe specific actions to fix them! Like a built-in HR consultant.
• Predictive Metrics: See the future (well, kind of). These metrics flag potential problems and opportunities way ahead of time, giving you time to take action.

Learn more about the next generation of talent metrics here

Fix your Hiring Skills with This Playbook

(It's Not Another Distraction)

Feeling overwhelmed by the hiring overhaul? We've all been there.

Revamping your talent acquisition strategy can feel like untangling a spaghetti (delicious, but chaotic).

This Skills-Based Sourcing and Hiring Playbook is your roadmap to a more efficient, effective hiring process.

Think of it as a step-by-step GPS for recruiting success. ?

This comprehensive guide unpacks the secrets of skills-based hiring, complete with real-world case studies and expert tips from industry leaders.

No more spaghetti monster - get ready to build a dream team, one relevant skill at a time!

Check the link to get your hands on this eternal playbook here

Here’s what the experts have to say:

Recruiters Can? Now Thrive in the Age of AI- This is how!

The rise of AI in recruiting has many wondering: are recruiters doomed? Not at all! While automation might handle some tasks, the future of recruiting lies in a powerful human-machine partnership.

Here’s a outline on how automation will impact recruiting and what roles and skills are needed for the recruiters to adopt:?

This article explores how the recruiting landscape is evolving and equips you with the skills to stay ahead of the curve:

• Emerging Roles: Get a glimpse of potential future roles for recruiters, like Talent Architects and AI Copilots.
• Upskilling for Success: Discover the essential skills recruiters need to thrive in the AI era, such as strategic thinking and fostering strong candidate relationships.
• Adding Value, Not Just Data: Learn how to shift your focus from volume to high-impact recruiting, ensuring a strong ROI for your company.

This article empowers you to navigate the changing landscape and become an indispensable asset in the age of AI-powered recruitment.?

The Hybrid Work Conundrum: Flexibility vs. Collaboration

The concept of remote and hybrid work has become a double-edged sword. Here's a breakdown of the current landscape:

The Rise of Remote: Employees embraced the newfound flexibility (since Covid), with Gallup reporting that 90% of remote-capable workers desire some level of work-from-home options.

The Return Pushback: Despite this positive response, some organizations are pushing for a full return to the office. This has been met with significant resistance from employees. This pushback has seen success - KPMG's 2024 CEO Outlook reveals a drop from 62% to only a third of CEOs expecting a full return to the office.

The Future of Work: The future of work likely lies in a hybrid model, catered to individual needs and team dynamics. Organizations will need to carefully consider the benefits of remote work (employee satisfaction, reduced overhead) alongside the value of in-person interaction (collaboration, team building).

But these threats and mandates continue to remain! How does this impact talent acquisition? Read more about it here

Investing in Candidates!!

How Paying for Interviews Can Boost Your Hiring Strategy

Let's face it, interviewing is a two-way street. You're sizing up the company, but guess what? They should be showing YOU some love too!

Here's the thing: candidates spend a ton of time and resources prepping for interviews. Time off work (unpaid, anyone?), childcare costs, interview outfits...it adds up!

What if companies actually paid candidates for their time during interviews, especially for mid-career and entry-level roles? Talk about standing out from the crowd!

Bonus points! Ever had to do a crazy sample project for a job...for free? Yeah, not cool. Companies that compensate candidates for sample work can not only show respect for their skills, but? also ensure they legally own the work product (win-win!).

The bottom line? Treating candidates well goes a long way. By valuing their time and effort, companies can attract top talent, build a positive employer brand, and ditch the interview struggle bus for everyone.

What do you think?

Yaay or Nay!!

Check this amazing article by Tim Sackett here.

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