This isn't a call to encourage businesses to cut staff and operating costs. This is a call to businesses that are hiring and been long waiting on great talent to enter the pool of talent they are searching in.
“The obstacle in the path becomes the path. Never forget, within every obstacle is an opportunity to improve our condition.” - Ryan Holiday
It is easy to just see the obstacle, but realize that this is an amazing opportunity for businesses.
Amazon layoffs: 1-2% of workforce laid off (January, 2023)
Carta layoffs: 10% of workforce laid off (January, 2023)
Dell layoffs: 5% of workforce laid off (February, 2023)
Disney layoffs: 3% of workforce laid off (February, 2023)
Goldman Sachs layoffs: 8% of workforce laid off (January, 2023)
Google (Alphabet) layoffs: 6% of workforce laid off (January, 2023)
HubSpot layoffs: 7% of workforce laid off (February, 2023)
IBM layoffs: 1.5% of workforce laid off (January, 2023)
Meta layoffs: 13% of workforce laid off (March, 2023)
Microsoft layoffs: 4-5% of workforce laid off (January, 2023)
PayPal layoffs: 7% of workforce laid off (February, 2023)
Salesforce layoffs: 10% of workforce laid off (January, 2023)
Spotify layoffs: 6% of workforce laid off (January, 2023)
Twitter layoffs: 10% of workforce laid off (February, 2023) 3,700
Zoom layoffs: 15% of workforce laid off (February, 2023)
"This is your Opportunity to accelerate ahead"
For all of those that were complaining about the recruiting market and ability to acquire the talent you needed, this is a huge opportunity for you and your business to get great individuals that fit your organization.
That doesn't come without its challenges and your team needs to have down clear criteria and expectations for the positions you are hiring for. If you need them in the office, great, make sure they understand that as they progress through your interview process. If there are performance goals, fantastic, don't shy away from acknowledging this early.
Recently, I find recruiters working to sell new prospective employees on the position and not setting standards that the role will be held to. This is a HUGE mistake. If there is something that won't work for you or the candidate you are interviewing, then find out quickly. You do not need to be terse or brash about letting them know they are not a good fit, but it is better to find that out in the first interview than the 3rd, 4th, or 5th.
In sales, we have an old saying - "get your ass kicked quick" (Or maybe that is just mine, but the principle is the same). Find out early so you and your team do not spend unnecessary cycles that could help you identify a better candidate quicker.
Photo Credit: Forbes
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