It's always hard to find great talent but as you know it's even more challenging than ever now.

I hear candidates tell me how their excitement wains during the long silences between interviews and that is hard to recoup.

Keeping the momentum going in the search process is SO critical to getting the candidates of your dreams to say YES! to your job offer.

In today's vlog we talk about a simple tip on how to empower your recruiters, streamline the process and give the candidate a great impression and experience!

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

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Hey there. This is Cindy Lu, and I want to share with you one of my favorite tips to keep the momentum going when you're doing a search for a top candidate. First of all, why is it important to keep that momentum going? There is something about a company that is decisive that has smooth processes that is so attractive to candidates. So when there are...

The 80/20 rule in recruiting says that typically 20% of your positions will take 80% of your internal recruiters time. 

In today's vlog post we talk about when it makes sense to use a search firm right away to decrease time to hire.

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

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Hi there. This is Cindy Lu, and we are in our third video on talent acquisition. I know it's a tough space to be in these days. So as a CEO, as a hiring leader, perhaps a C H R O one of the things to really consider is when to outsource a position versus when to keep it in house. All right. So you probably have a pretty good feel for those positions that take up a ton of time for your recruiters. Many firms have rules like, you know, we're not going to send it to a search firm until it's been opened for 90 days. And so here's my advice to you. If the position is one of these positions that takes up a ton of time for...

With over 40% of the workforce quitting to start their own business or take a sabbatical, your recruiters and HR teams need to be able to "sell" the opportunity at your organization.

In today's vlog, we discuss what hiring leaders can do to give the talent acquisition team what they need to attract the best talent.

Take time to sell your recruiter on the role. You are not only competing against other companies but also for the recruiters time internally.  When recruiters love their hiring leaders and the opportunity, they excited to recruit and that energy is passed along to the candidates!

Also help them understand why this is a great job! 

Let me know what you are doing to make your positions standout?

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

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Hi there. This is Cindy Lu again, and we are back to talk about talent acquisition tips. As I mentioned in my first video, about 40% of the folks out...

Finding top talent with everything you are looking for is tough. And quite frankly, if they have everything you are looking for why would they take a lateral position? They are going to be ready for a promotion.

The more flexible you are on your requirements, the better chance you will have of finding employees with what I call an "AAA" (Attitude, Aptitude and Appreciation) charm . They have a great attitude, they have aptitude or "runway" and they are so appreciative of the opportunity!

In my experience, those with "AAA" charm are the ones that out perform those with just a "great resume".

In today's vlog we share an example of how to broaden your pipeline of candidates by reducing the "must have" hard skills.

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

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If you're a CEO or hiring leader, and you're frustrated with being able to get talent on board. You're not alone. In fact, I did a poll on...

Here is a summary of HBR’s paper: 11 Trends That Will Shape The Work in 2022 and Beyond

“We’ve been living through the greatest workplace disruption in generations and the level of volatility will not slow down in 2022. New Covid variants will continue to emerge and may cause workplaces to temporarily go remote again. Hybrid work will create more unevenness around where, when, and how much different employees are working. Many employees will be greeted with real wage cuts as annual compensation increases fall behind inflation. These realities will be layered on top of longer-term technological transformation, continued DE&I journeys, and ongoing political disruption and uncertainty.”

1. Fairness and Equity (issues around flexible work, location/comp, comp for new vs existing, yees with no kids) 
2. Employers not adopting vaccine mandate (employers feel it’s not their role, fears of turn-over and court challenges)
3. War for knowledge...

Has the BIG QUIT got you worried about business growth?  Is increasing compensation really the answer long-term?

When people leave it’s not always because they have a bad boss but more often for the promise of more career opportunities.

Being part of a winning team means an abundance of career paths, high-caliber peers, and feeling of making and impact…

Fast growth organizations are like magnets to talented employees. 

Nothing provides better opportunities than a company that is growing rapidly. 

And when HR leaders switch their mindset that “HR is a cost center'' to “HR is a business driver”, employees, shareholders and customers benefit.

What are the behaviors of companies that have rapid growth?

Check out this weeks Vlog* post when Pramukh Jeyathilak, Head of Human Resources at LSEG (London Stock Exchange Group) and prior head of HR for Fidelity Investments share his personal observations of the behaviors and mindset of rapid growth...

I don't have to tell you that retaining talent is critical to your organizations livelihood and all the programs we put in place will be on shaky ground without proper job leveling or job architecture. 

Job leveling provides the organization a foundation for equity, a framework for performance and pay while giving leaders of people the clarity and tools for meaningful career discussions with their staff.

It's challenging to design effective rewards, performance management, DE&I and career paths without this foundational step.

In today's vlog, we are proud to share the discussion our HR Mastermind group had with Tonya Bradford, West Region Talent Business Leader from Willis Towers Watson  on job leveling (architecture).  Job leveling is a critical enabler of consistent and fair total rewards programs, organization effectiveness and helping employees navigate their careers.

Members please find her PowerPoint presentation and machine generated transcript in the...