🧩 Before You Hire Externally, Look Internally Most organizations don’t have a talent shortage — they have a visibility problem. By connecting Talent Management and Talent Acquisition through a shared skills framework, you can: 📊 Map internal capabilities 🔍 Identify genuine skills gaps 🎯 Target external hiring strategically This isn’t about hiring more people. It’s about hiring smarter. Purepost.co

Why does slow decision making put your company in a bad spotlight? In the CDMO world, reputation is everything. This isn’t a big industry - everyone knows each other, and candidates talk. When a hiring process drags on: 🔹 Top candidates lose interest and join your competitors 🔹 Word spreads that your company can’t make decisions 🔹 Future talent becomes harder to attract What might feel like a “careful process” internally can actually look like indecision externally. And once that reputation sticks, it’s tough to shake. The best companies act with clarity and pace. They know that how you hire is just as important as who you hire. In a small, connected industry, every candidate interaction leaves a mark.

I’ve interviewed hundreds of business owners who made their worst hire because they “had a good feeling” about someone. Here’s the problem: gut instinct doesn’t scale. It can’t be trained. It can’t be replicated. It breaks the moment your company grows beyond your direct line of sight. Hiring shouldn’t be a founder’s magic trick. It should be a system anchored in structured interviews, real data, and measurable alignment with both the role and the culture. We’ve helped hundreds of entrepreneurial companies turn their hit-or-miss hiring into a repeatable, strategic advantage. If you want a business that can grow without you in every interview, you need more than intuition. You need a system. Start here: https://lnkd.in/gaV47fwQ #HiringSystems #VisionSpark #LeadershipHiring #ScalableGrowth

Recruiting is also a revenue amplifier 💰 Every hire you make has the power to unlock real growth in your business. Jody Underhill, founding partner of Talent on Tap shares how rethinking the hiring process can change the way you see recruiting forever.

Hiring executives is high stakes—and the cost of getting it wrong is huge. In this interview, Brandon Jordan, CEO of ForPsyte Talent Assessments, breaks down how to use executive assessments to hire smarter: ✅ What an assessment should really tell you ✅ How to separate potential from performance ✅ When to use assessments in the hiring process ✅ How HR can explain the value to every stakeholder If you’re on a board, in HR, or a recruiter making leadership hires, you’ll want to watch this. Watch the full conversation here: https://lnkd.in/gCmZh39p #ExecutiveHiring #TalentStrategy #LeadershipDevelopment #PeopleAnalytics #HRTech #ExecutiveSearch #HiringSmart #ForPsyte

I recently had the opportunity to attend the RecruitPhilly event where Kara Yarnot shared insights from her book "The Talent Trifecta." One key takeaway resonated with me: More resumes do not necessarily lead to better hires. In reality, more resumes to review often mean more noise, slower feedback, and less focus on what truly matters: the right fit. If we prioritize listening and understanding our clients needs, then the real impact will come from quality, not quantity. 

The job market is weird. Candidates are frustrated. Hiring managers are overwhelmed. So what now? “This isn’t the moment to take anything personally—leaders and candidates both need grace right now.” That’s the kind of wisdom Kevin Bryant drops in our newest episode of At This Time. We dig into how good search firms actually work, why community still matters, and how to make better hires in uncertain times. Watch or listen in if you're anywhere near the talent game. 🎧 https://lnkd.in/gZeWjkEb

Apart from recruiting, hiring delays stall everything downstream: production, coverage, morale. And most of the time, the problem is clarity. From inconsistent job scopes to interview chaos, here are 4 silent blockers we’ve seen across teams. 📌 Want the fix? DM or comment “SOP”. For more tips like these, subscribe to our newsletter: https://lnkd.in/eu3g3iVh

The Hiring Trap Most hiring mistakes aren’t bad decisions — they’re bad data. Too many leaders rely on gut instinct, charisma in an interview, or a résumé that “feels right.” But instincts can only take you so far. We use science and technology to help leaders: 🔹 Identify the right people for the right roles 🔹 Predict alignment before the first interview 🔹 Build teams that perform under pressure Because when you hire based on instinct, you get lucky. When you hire based on analysis, you get results. It’s time to stop guessing and start leading with clarity. #TeamDiagnostic #LeadershipClarity #ExecutiveStrategy #HiringStrategy #TrustedAdvisor #TeamCohesion #DataDrivenLeadership #ScienceOfTeamExcellence #PeoplePerformance

“𝗗𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝘀𝗲𝗲 𝘁𝗵𝗲 𝘁𝗼𝗽 𝟯 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀. 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗲𝗻𝘁𝗶𝗿𝗲 𝘁𝗮𝗹𝗲𝗻𝘁 𝗹𝗮𝗻𝗱𝘀𝗰𝗮𝗽𝗲.” – Andrea Frelka, VP of Business Development at Velocity Resource Group In this week’s Q&A, Andrea shares how Velocity’s sourcing model goes beyond the short list. Unlike search firms or RPOs, we show you the full talent pool — including those who were unresponsive or declined — so your hiring team has real visibility. We don’t just deliver Qualified, Available, and Interested candidates; We show you everyone we touched along the way, giving you full transparency and better hiring intelligence. ✅ Real-time insight ✅ Smarter decisions ✅ Better hires #Sourcing #Recruitment #TA #RecruitSmarterNotHarder #SourcingExperts #HiringTrends #Insights