Hiring Needs to be a Core Competency for your Company

In our latest episode of Twinning Strategy,  talent acquisition expert  Nan Isenberg provided insightful perspectives on the challenges surrounding talent acquisition and the overall candidate experience in today's job market. The dialogue began with a warm introduction, establishing the significance of finding great talent, which has become a central concern for many industries. As they delved deeper, Nan emphasized the complexity of identifying quality candidates and ensuring that both job seekers and hiring managers connect effectively throughout the selection process.

A critical issue highlighted during the discussion was the deterioration of the candidate experience during the hiring process over the past 12 to 18 months. Nan shared personal anecdotes about the frustration of being "ghosted" after multiple interviews, underscoring the emotional investment candidates make during job applications. She advised candidates to maintain a professional demeanor, even in disappointment, and encouraged them to express their continued interest in the companies they engage with, as future opportunities might arise.

Nan also pointed out common pitfalls for both candidates and employers in today’s hiring landscape. For candidates, she stressed the necessity of developing a tough skin, given the unpredictable nature of hiring dynamics. Meanwhile, she urged companies to be proactive by properly engaging candidates and fostering connections for future roles rather than merely searching for the elusive "unicorn" candidates—those who fit every mold and requirement perfectly.

As the conversation progressed, Nan addressed the growing focus on technology in recruiting processes. While acknowledging the advantages of employing new tools, she warned about over-reliance on automation that can detract from genuine human interactions in interviews. Additionally, she noted that smaller companies often struggle to market themselves effectively, making it difficult for potential candidates to discover them.

The discussion also touched on the necessity for companies, especially startups, to think strategically about their talent pipeline, advocating for an adaptable mindset when evaluating candidates. Rather than searching for perfectly trained individuals, she encouraged hiring managers to consider the potential and willingness to learn and grow within the organization. 

In closing, Nan left listeners with an empowering message about proactive career development and the importance of recognizing that candidates are dynamic individuals who can evolve into ideal fits for companies. She encouraged audience members to be bold disruptors, shaping their futures actively.

Through this enlightening dialogue, it became increasingly clear that the future of talent acquisition relies heavily on open communication, strategic planning, and a strong human-centric approach in the hiring process.

#TalentAcquisition #Hiring #CandidateExperience #JobMarket #Recruitment #CareerDevelopment #HumanResources #WorkplaceCulture #EmployerBranding #Networking #ProfessionalGrowth #Leadership #InterviewTips