Over the last several weeks, I’ve heard from a number of people who are less than six months into working at a new company and think they may have made the wrong decision. Surprisingly, the majority of these were Talent/Recruiting leaders. This seems counterintuitive—you would think we would be better at evaluating new opportunities as subject matter experts in all things hiring! Let’s talk about why this happens, and what you can do about it.
There are a lot of resources out there on how to perform a layoff with intention and empathy, but not many focused on how to support and lead the team that remains. Here are our suggestions:
So much of what we’ve built at GBD reflects needs that we had when we were running recruiting in-house, and that’s especially true with our Advisory services.
We can’t predict how markets and the economy will change in the future. But, we do know that downturns are ALWAYS followed by expansion and growth. 2021 was an extreme example of how quickly things can change. Here are five things to prioritize during a market downturn
. Sure — leading recruiting teams is always challenging, but in uncertain times like the present, how you lead through ambiguity and headwinds will be where you grow most as a leader.
What we believe should be the north star that guides any interview process from beginning to end.
While compensation shouldn’t be the sole factor when evaluating opportunities, we understand that it’s an important consideration when making such a big life decision. We ran a compensation benchmarking survey focused on recruiting leaders at high growth companies.
