Lynda Slattery’s Post

Some companies aren’t struggling to find talent. They’re struggling to recognise it. I’ve seen businesses reject candidates for things like: missing one software tool not having industry-specific experience taking longer to ramp up not interviewing perfectly Then the role stays open for months. At some point, it stops being a talent issue. And becomes a decision-making issue. The best hiring teams don’t look for perfection. They look for: capability adaptability communication potential Because skills can be trained. Mindset usually can’t. A lot of companies say they want high-potential people. Very few actually hire that way. What causes more hiring problems today: a shortage of talent or unrealistic expectations? #Recruitment #Hiring #TalentAcquisition #Leadership #CandidateExperience

The market has shifted… but not in the way you might think. If you’ve been hiring recently, you’ll have felt it. There are more candidates. Processes are a little slower. On paper, it feels like things should be easier. But the reality? The right candidates are still selective — and they’re still being snapped up quickly. At the same time: • Application volumes are up • Entry-level competition is increasing • Skill gaps in specialist roles haven’t gone anywhere So this isn’t an “easy” market. It’s a more balanced one. And in a market like this, how you hire matters just as much as who you hire. The businesses getting it right right now are: * Clear on what they actually need * Hiring for culture, not just capability * Moving at a sensible pace * Communicating well throughout Because even now, hiring the wrong person still costs time, money and team energy. We’ve shared our full thoughts in our latest blog: https://ow.ly/gPXp50YV6UB #HiringStrategy #TalentAcquisition #RecruitmentTips #HiringTrends #JobMarket #HiringChallenges #RecruitmentStrategy #HiringRight #WorkCulture #HiringProcess

The market has shifted… but not in the way you might think. If you’ve been hiring recently, you’ll have felt it. There are more candidates. Processes are a little slower. On paper, it feels like things should be easier. But the reality? The right candidates are still selective — and they’re still being snapped up quickly. At the same time: • Application volumes are up • Entry-level competition is increasing • Skill gaps in specialist roles haven’t gone anywhere So this isn’t an “easy” market. It’s a more balanced one. And in a market like this, how you hire matters just as much as who you hire. The businesses getting it right right now are: * Clear on what they actually need * Hiring for culture, not just capability * Moving at a sensible pace * Communicating well throughout Because even now, hiring the wrong person still costs time, money and team energy. We’ve shared our full thoughts in our latest blog: https://ow.ly/KycW50YV6UI #HiringStrategy #TalentAcquisition #RecruitmentTips #HiringTrends #JobMarket #HiringChallenges #RecruitmentStrategy #HiringRight #WorkCulture #HiringProcess

The market has shifted… but not in the way you might think. If you’ve been hiring recently, you’ll have felt it. There are more candidates. Processes are a little slower. On paper, it feels like things should be easier. But the reality? The right candidates are still selective — and they’re still being snapped up quickly. At the same time: • Application volumes are up • Entry-level competition is increasing • Skill gaps in specialist roles haven’t gone anywhere So this isn’t an “easy” market. It’s a more balanced one. And in a market like this, how you hire matters just as much as who you hire. The businesses getting it right right now are: * Clear on what they actually need * Hiring for culture, not just capability * Moving at a sensible pace * Communicating well throughout Because even now, hiring the wrong person still costs time, money and team energy. We’ve shared our full thoughts in our latest blog: https://ow.ly/Muu850YV6UC #HiringStrategy #TalentAcquisition #RecruitmentTips #HiringTrends #JobMarket #HiringChallenges #RecruitmentStrategy #HiringRight #WorkCulture #HiringProcess

The market has shifted… but not in the way you might think. If you’ve been hiring recently, you’ll have felt it. There are more candidates. Processes are a little slower. On paper, it feels like things should be easier. But the reality? The right candidates are still selective — and they’re still being snapped up quickly. At the same time: • Application volumes are up • Entry-level competition is increasing • Skill gaps in specialist roles haven’t gone anywhere So this isn’t an “easy” market. It’s a more balanced one. And in a market like this, how you hire matters just as much as who you hire. The businesses getting it right right now are: * Clear on what they actually need * Hiring for culture, not just capability * Moving at a sensible pace * Communicating well throughout Because even now, hiring the wrong person still costs time, money and team energy. We’ve shared our full thoughts in our latest blog: https://ow.ly/6L0250YV6UE #HiringStrategy #TalentAcquisition #RecruitmentTips #HiringTrends #JobMarket #HiringChallenges #RecruitmentStrategy #HiringRight #WorkCulture #HiringProcess

💭 Tuesday’s Thoughts 💭 Fun recruiting fact: Top candidates are often off the market within 10 days… yet the average hiring process can take weeks. ⏳ The best talent usually isn’t actively applying — they’re busy succeeding where they are. That’s why building relationships, moving quickly, and creating a great candidate experience matters more than ever in recruiting. 🤝✨ Great hires don’t just fill roles… they elevate teams. 🚀 #TuesdayThoughts #SBSDifference #Recruiting #Hiring #TopTalent

Hiring doesn’t feel broken because there’s a lack of talent. It feels broken because communication, speed, and expectations are no longer aligned. Candidates expect transparency. Employers expect efficiency. Recruiters are expected to bridge both worlds faster than ever before. The companies winning today aren’t just offering jobs, they’re creating better hiring experiences. The future of recruiting isn’t just about filling roles. It’s about building trust throughout the process. #Recruitment #Hiring #TalentAcquisition #CandidateExperience #FutureOfWork #WorkplaceCulture #Leadership #Recruiting #EmployerBrand #HiringTrends #PeopleFirst #StaffingIndustry #HumanResources #TalentStrategy #WorkforceDevelopment

Don’t hire more. Hire smarter. That's what we are doing !! Most companies don’t have a hiring problem. They have a focus problem. We chase volume: more resumes, more interviews, more roles and end up managing the trivial many instead of investing in the vital few. Here’s the reality: A small fraction of hires creates a disproportionate impact. The ones who take ownership without being asked. The ones who solve, not escalate. The ones who raise the bar for everyone around them. Yet, our hiring processes treat every role and every candidate the same. ➡️ Same urgency ➡️ Same filters ➡️ Same bandwidth And that’s where we lose. Smart hiring is not about speed or scale. It’s about precision. It means: Identifying roles that truly move the needle Spending disproportionate time on high-potential candidates Hiring for mindset over just skillset Being okay with waiting for the right fit instead of filling seats Because one high-ownership individual can outperform multiple average hires—and change the trajectory of a team. The best teams aren’t built by adding more people. They’re built by choosing the right ones. 👉 Stop managing the trivial many. 👉 Start investing in the vital few. #Hiring #Leadership #StartupHiring #TalentStrategy #HRInsights Ishmeet KaurNeha VashishthaTanishka Dhar

𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗮𝗿𝗲𝗻’𝘁 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘁𝗼 𝗳𝗶𝗻𝗱 𝘁𝗮𝗹𝗲𝗻𝘁. 𝗧𝗵𝗲𝘆’𝗿𝗲 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘁𝗼 𝗿𝗲𝗱𝗲𝗳𝗶𝗻𝗲 𝘄𝗵𝗮𝘁 "𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱" 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗲𝗮𝗻𝘀. I say this as someone working in recruitment and currently navigating the job market myself. I keep seeing roles stay open for months… while candidates with strong, relevant experience are filtered out early because they don’t match every single requirement. Not due to lack of ability but due to how we’ve chosen to define “qualified”. And I understand the intention behind it. Hiring is a risk. But in practice, a pattern keeps repeating itself: 🔹 strong candidates never make it to conversation 🔹 hiring cycles stretch longer than necessary 🔹 teams absorb the pressure of those gaps All while companies wait for the “perfect” match. 💡 𝗔𝗻𝗱 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗲𝗿𝗲 𝗜 𝘁𝗵𝗶𝗻𝗸 𝘄𝗲’𝗿𝗲 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝗶𝘁 𝘄𝗿𝗼𝗻𝗴: We talk about 𝘁𝗿𝗮𝗻𝘀𝗳𝗲𝗿𝗮𝗯𝗹𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 but often don’t hire for them. Because hiring someone with potential means: → investing time → providing onboarding → trusting the learning curve So instead, many organisations choose the safer route: They wait, reopen the role, and start the search again. But that choice has a cost too, it’s just less visible: 𝗪𝗮𝗶𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗿𝗲𝗺𝗼𝘃𝗲 𝘁𝗵𝗲 𝗰𝗼𝘀𝘁, 𝗶𝘁 𝗷𝘂𝘀𝘁 𝗺𝗼𝘃𝗲𝘀 𝗶𝘁 𝗼𝗻𝘁𝗼 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺. → Repeated hiring cycles → Slower growth → Teams quietly burning out So the question I keep coming back to is: 𝗔𝗿𝗲 𝘄𝗲 𝗿𝗲𝗮𝗹𝗹𝘆 𝘀𝗮𝘃𝗶𝗻𝗴 𝘁𝗶𝗺𝗲 𝗯𝘆 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗼𝗿 𝗷𝘂𝘀𝘁 𝘀𝗵𝗶𝗳𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝘀𝘁 𝗲𝗹𝘀𝗲𝘄𝗵𝗲𝗿𝗲? From where I stand, the companies that win long-term are not the ones that avoid risk but the ones that know how to invest in potential. Curious how others in recruitment and hiring are seeing this play out today 🤔 #Recruitment #TalentAcquisition #Hiring #HRStrategy #FutureOfWork

Good hiring decisions rarely come from rushing. But they also don’t come from overcomplicating the process. Somewhere in between—that’s where the right hires happen. In most cases, it’s not about finding more candidates. It’s about having clarity on what actually matters: • What problem is this role solving? • What kind of experience is truly relevant? • What level of ownership is expected? When these are clear, hiring becomes simpler—and faster. When they’re not, even strong candidates don’t move forward. Over time, I’ve realized that the best outcomes don’t come from volume. They come from alignment, timing, and trust. And that’s what makes the difference between a role staying open… and a role getting closed. #PerseviaTalent #Hiring #Recruitment #HiringStrategy #TechHiring #Leadership #FutureOfWork #Talent #QualityHiring #BusinessGrowth #Workforce