Jesse Tinsley’s Post

🖼️The Recruiter Renaissance: 2024 and Beyond🖼️ Remember the market struggle? Forget it. This year is all about preparation for a recruitment boom in 2025. Industry leaders are buzzing. Retained contracts are surging. Teams are scaling up. The smart money is on getting ready now. Don't be caught flat-footed. Recruitment leaders are already strategising for new roles and upskilling their teams. Be the leader, not the follower. It's time to embrace the market and put your strategy into action. 🌅Here's how to get ahead🌅 ✅Develop a proactive talent acquisition plan. ✅Invest in your team's skills. ✅Craft a winning employer brand. Don't miss the wave. 2025 is coming. Are you ready to ride it? #recruitmentmarketing #talentsolutions #markeitngyouragency #techtalent

I have been thinking about this phenomenon a lot as I work through my third time being laid off. I think Jesse Tinsley has it right with the cycles. But why do they happen? I have a theory: We, as a species, are TERRIBLE at managing our consumption in times of plenty. Cash is flowing and we’re growing? Hire more people and grow it even more! There’s no consideration given to the future time when the cash won’t be flowing so freely. In my opinion, this behavior is rooted DEEP in our evolutionary history, probably back before we were hominids. We expand the tribe the moment we hit a great food source so we can exploit the food source the fastest without thinking about how we’re going to feed the bigger tribe when the food source runs out. When times get lean, some tribe members get booted from the tribe so the rest can eat. How do we break this cycle? The simple answer is that those of us in management need to be conservative and VERY strategic when growing headcount. If we truly value our employees, we need to plan to feed them not just in times of plenty but also in times of scarcity. Do I think this latest cycle will change the way many people think? I do not. But hopefully we can start having the conversations that will bring us out from the shadows of our simian heritage.

I’ve always found these trends to be so interesting, given the career I am in. In fact, Recruiting Ops as a career path is a result of these cycles. Around 2018, as Applicant Tracking Systems became more complex, dynamic, and data driven, ATS and process management became a job in itself in order to free up Recruiters to thoughtfully hire. Oddly enough though, these sorts of roles really began to boom when companies started to staff back up after COVID layoffs and remote work. Structured systems were the response to unstructured and massive labor market changes. Companies rightfully prioritized systems and efficiency, in addition to hiring recruiters, to manage the need to compete for talent and allow recruiters to avoid manual and redundant work. Which is great! What wasn’t so great, however, was that most companies missed a step in 2021 as they prepared for hiring sprees. And now in 2024, early signs point to that lesson being learned. This time around companies seem to be taking things an additional step back, and preparing for hiring initiatives by first focusing on roles in broader HR Operations and specifically, Workforce Planning and Employee Development. They are doing this as a needed precursor to diving into Recruiting. It marks what I hope will be a huge step forward for the ways in which companies approach hiring. It demonstrates a desire to approach recruitment in a more holistic and strategic way. It gives a potential exit ramp (or atleast an emergency break!) allowing companies to find ways to break the expensive and labor intensive cycle that comes with mass layoff and hiring events. And of course, does nothing but benefit employees with added stability and career growth. As I search for my next role, I am also naturally looking closely at the labor market as a whole. And I am excited about the ways in which strategic operations (not to mention incredible new technologies) are coming more and more into focus within People Teams. If we stay focused and creative, I think the next decade could mark incredible advancements in the overall employee lifecycle with benefits for both businesses and the individuals who comprise them.

At InCommon, I've seen this cycle play out firsthand. The key to navigating these shifts is to build resilient, globally distributed teams that can adapt to changing market conditions. With the right strategies in place, companies can thrive in any economic environment. At InCommon, we're helping growing companies build and manage teams worldwide, ensuring they have the talent and resources needed to succeed, no matter what the future holds. The war for talent is always on, but with a global mindset and the right partners, you can stay ahead of the curve.

1st: It's layoffs. 2nd: It's rehiring Recruiters 3rd: As Recruiters get hired so does everyone else 4th: Multi year hiring sprint This cycle repeats every 5 to 10 years. We're in step 2 and we're not as far off from 3 and 4.

1st: It's layoffs. 2nd: It's rehiring Recruiters 3rd: As Recruiters get hired so does everyone else 4th: Multi year hiring sprint This cycle repeats every 5 to 10 years. We're in step 2 and we're not as far off from 3 and 4. 2024: The Return of the Recruiter 😎

1st: It's layoffs. 2nd: It's rehiring Recruiters 3rd: As Recruiters get hired so does everyone else 4th: Multi year hiring sprint This cycle repeats every 5 to 10 years. We're in step 2 and we're not as far off from 3 and 4. 2024: The Return of the Recruiter 😎

As we step into the cycle of recovery, the resurgence of recruiters signals a broader economic upswing. From layoffs to rehiring, this journey unfolds in phases. With recruiters leading the way, we're gearing up for a multi-year hiring sprint that promises growth and opportunities for everyone. So contact Concierge 4 B2B today! We're here to navigate and support your business through the evolving hiring landscape. Let's embrace the momentum and seize the possibilities together! 💼✨ #recruitment #recruiter #hr #hiring #businessgrowth

I share your thoughts Jesse Tinsley. I feel like I’ve been through roughly 4 of these economic cycles myself over 27 years in recruiting. The rapid Covid and the post Covid rebound, fueled by the already evolving remote working option, added an unusual dynamic to these cycles though. The rush for recovery in late 2020, 2021 and beyond was too quick. Pent up anxiety in the talent pool, coupled with the tease of remote work, led to a lot of confusion and turnover in the past few years. When competition in the talent pool is so brutal, companies… including many of our clients, tend to over-promise and under deliver on the future potential of a position, growth potential and money in the interview process. This isn’t entirely intentional. It’s simply a dynamic of the high pressure on needing to attract talent and fill jobs. Because of these dynamics in the talent pool and with companies over the past 3 years, I predict you’re going to see another significant wave of turnover in the talent pool over the next 2 years for those who jumped quickly, but not likely wisely. It’s why you see a lot of movement on resumes post recovery. It will just happen on a larger scale this time. #careermanagement #talentmanagement #talentmarketplace #hrbestpractices #employmenttrends