How internal talent teams are evolving with Nathan Fuller

Are you struggling with talent segmentation in your organisation? Ineffective talent segmentation can lead to: - Poor resource allocation - Missed development opportunities - Wasted recruitment efforts Here are some actionable steps to improve your approach: 1. Define your Segments Clearly Focus on specific characteristics: skills, experience, and aspirations. For example, differentiate between leadership potential and technical expertise. 2. Utilise Data Use data analytics to understand your workforce better. Look at performance metrics and employee feedback. 3. Regularly Review Segments need reviewing. Schedule quarterly assessments to adjust to changing business needs. Think about your current segmentation strategy. Is it driving value? What changes could you implement today? What Makes Us Different ✅ Deep Role Understanding We don’t guess—we ask the right questions. We understand your team, culture, and what good looks like. ✅ Passive Candidate Reach We don’t wait for people to apply. We headhunt the ones who aren’t even looking yet. ✅ Speed Without Compromise You need talent fast. We streamline the process without cutting corners. ✅ Post-Placement Support Our job doesn’t end at the offer letter. We check in. We stay close. We make sure they stick. Let’s Talk Book a 15-minute call. No hard sell. Just a chat to see if we can actually help. 📧 grace@sussexstaffingsolutions.co.uk 📞 01273 031509

𝐇𝐢𝐫𝐢𝐧𝐠 𝐬𝐡𝐨𝐮𝐥𝐝 𝐝𝐫𝐢𝐯𝐞 𝐠𝐫𝐨𝐰𝐭𝐡 — 𝐧𝐨𝐭 𝐡𝐨𝐥𝐝 𝐢𝐭 𝐛𝐚𝐜𝐤. Yet many companies still lose top talent because their process is stuck in the past. If you’re facing dragged-out hiring cycles, weak offers, or a shallow candidate pipeline, it’s a clear signal: your approach needs a rethink. These challenges don’t just slow recruitment. They damage your employer brand, drain team resources, and ultimately limit business performance. Here are five critical warning signs that it’s time to update your hiring process, along with practical steps to make it faster, sharper, and more effective. 💡 𝐒𝐦𝐚𝐫𝐭𝐞𝐫 𝐡𝐢𝐫𝐢𝐧𝐠. 𝐒𝐭𝐫𝐨𝐧𝐠𝐞𝐫 𝐭𝐞𝐚𝐦𝐬. 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐠𝐫𝐨𝐰𝐭𝐡. Ready to build a talent strategy that drives your business forward? 𝐆𝐞𝐭 𝐢𝐧 𝐭𝐨𝐮𝐜𝐡 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐇𝐚𝐧𝐭𝐢𝐱 𝐭𝐞𝐚𝐦 — we’ll help you design a recruitment process that grows with your ambitions. 𝐂𝐨𝐧𝐭𝐚𝐜𝐭 𝐮𝐬: 𝐡𝐭𝐭𝐩𝐬://𝐛𝐢𝐭.𝐥𝐲/𝟑𝐋𝐤𝐱𝐝𝟗𝐳

Are recruitment teams truly capitalizing on their “almost hires”? Many candidates who reach the final interview and narrowly miss the offer are often quietly archived — waiting for that six-month “re-application window.” But here’s the question: how many recruitment teams actually re-profile these candidates? These are individuals who have already cleared multiple screening layers. With the right development push, they could turn into future top performers. Yet, most talent acquisition systems start from scratch each time — hunting for that mythical 100% match, when in reality, even a 93% fit is already rare. Imagine instead: 1) An automated tracker that maps a candidate’s growth — certifications, new roles, portfolio updates — since their last interview. 2) A “candidate buy-back” strategy, where you revisit these profiles after measurable improvement. 3) A feedback loop that tells candidates which specific gaps kept them from crossing the line — so they can work on them and re-enter stronger. That’s not just recruitment efficiency; that’s talent lifecycle intelligence. Are organizations ready to build this kind of proactive pipeline — or are we content with letting great potential slip back into the ether of LinkedIn searches?

Talent mapping is one of the biggest money-savers in recruitment, but hardly anyone talks about it. Most companies only start thinking about talent when there’s a gap to fill. That’s when panic sets in. You rush the process, scramble for candidates, and before you know it—costs start to climb. But here’s the thing: talent mapping flips the script. When you map the talent market ahead of time, you know exactly who’s out there, what they’re earning, and who might be ready for a move. You get a clear view of your options before you ever need to hire. This does three things: 1. You avoid the panic premium that comes with last-minute hiring. 2. You get to benchmark salaries, so you’re not overpaying just to close a deal. 3. You build relationships before you need to hire, so offers move faster and candidates know you. In short, talent mapping means you spend less, hire better, and move faster than most of your competitors. It’s not just about filling roles. It’s about building a plan. Most leaders think talent planning is just for big companies. But even the smallest businesses can save thousands each year by making talent mapping part of how they hire. If you want to stop firefighting and start saving, this is the move. Reach out if you are interested in our Talent Mapping service... #talent #hiring #talentmap #recruitment

Talent mapping is one of the biggest money-savers in recruitment, but hardly anyone talks about it. Most companies only start thinking about talent when there’s a gap to fill. That’s when panic sets in. You rush the process, scramble for candidates, and before you know it—costs start to climb. But here’s the thing: talent mapping flips the script. When you map the talent market ahead of time, you know exactly who’s out there, what they’re earning, and who might be ready for a move. You get a clear view of your options before you ever need to hire. This does three things: 1. You avoid the panic premium that comes with last-minute hiring. 2. You get to benchmark salaries, so you’re not overpaying just to close a deal. 3. You build relationships before you need to hire, so offers move faster and candidates know you. In short, talent mapping means you spend less, hire better, and move faster than most of your competitors. It’s not just about filling roles. It’s about building a plan. Most leaders think talent planning is just for big companies. But even the smallest businesses can save thousands each year by making talent mapping part of how they hire. If you want to stop firefighting and start saving, this is the move. Reach out if you are interested in our Talent Mapping service... #talent #hiring #talentmap #recruitment

We were recently approached by a company that had hired and then lost a marketing director. Strong background, impressive results, great interview. Six months later, they resigned. Nothing had gone wrong on paper. The real issue was fit. They thrived in structure, but the role demanded constant change and ambiguity. It was a mismatch between how they worked and what the job required. That story is common. Many companies still hire for skills and experience, but most people leave because of behaviour. So, we showed them how to recruit with The Predictive Index. By defining the behavioural and cognitive demands of the role first, they created a clear benchmark for success. Every candidate was then assessed against that standard early in the process, not as a final check at the end. It helped them spot who would truly thrive in the role before the interviews even began. And for the first time, hiring felt less like a gamble and more like a decision they could stand behind: https://lnkd.in/egzm-eVB How early in your hiring process do you assess for behavioural fit? #RecruitmentOptimisation #Recruitment #TalentOptimization

You want global talent? You HAVE to change your game. You search and search. But finding top talent isn’t a free-for-all. It’s a strategy, not luck. Chasing after candidates based solely on resumes will leave you empty-handed. To attract the best, you need to shift your perspective. Here are three foundational strategies to make it happen: **Strategy No. 1️⃣: Emphasize Your Employer Brand** Your brand is your story. What do you stand for? Showcase your values, mission, and culture in everything you do. Dare to be different. Let candidates see the real you—who you are and what you believe. **Strategy No. 2️⃣: Simplify the Application Process** Still using outdated methods? Narrowed application forms and endless hoops to jump through only drive talent away. Make it easy. Consider one-click applications or straightforward screening questions that respect their time. **Strategy No. 3️⃣: Cultivate an Inclusive Atmosphere** Diversity isn’t a checkbox. It’s about creating a space that welcomes ideas from everywhere and everyone. How do you treat your existing team? Amplify the voices in your workplace and showcase them. Share your successes on social media. Global talent is knocking at your door. It’s time to open up and let them in. Attracting them isn’t about throwing money; it’s about crafting an environment they want to be part of. All it takes is intention and action. What’s your strategy for attracting talent? Let’s swap insights!

Stop asking for unicorns. Start hiring real talent faster. Recruiting works best when we stop chasing the “perfect” candidate and start focusing on what really matters: speed, quality, and business fit. Here’s how recruiters can help hiring managers hire better-starting now: 1️⃣ Educate on Expectations → Don’t accept a wish list that’s out of reach → Show the trade-offs: cost, speed, and quality → Offer clear options (ex: 80% fit in 2 weeks vs. 100% fit in 3 months) 2️⃣ Use Data, Not Guesswork → Bring real numbers to the intake meeting → Show where the process slows down → Guide decisions with facts, not hope 3️⃣ Know the Business → Shadow the roles you hire for → Read the business plan → Align recruiting strategy to business needs A great recruiter isn’t a resume-sender-they’re a true talent advisor. When recruiters and hiring managers work together, hiring gets faster, smarter, and more successful. Tools like Zektav make this even easier-streamlining the process and helping everyone stay on track. 🚀 What’s your top tip for building a strong recruiter-hiring manager partnership?

As we enter 2024, the talent shortage continues to loom large over many industries. With record-low unemployment rates, it's more critical than ever for employers to rethink their recruitment strategies and innovate to attract top talent. Here are some effective tactics: 1. **Employer Branding**: Showcase your company culture and values. Highlight what makes your organization unique and a great place to work. Engaging content and storytelling can resonate highly with potential candidates. 2. **Leverage Social Media**: Use social platforms to reach out directly to candidates. Join relevant groups, share job openings, and engage with your audience. Building an online presence can significantly broaden your outreach to top talent. 3. **Utilize Data Analytics**: Analyze recruitment metrics to identify trends in candidate behavior. By understanding what attracts candidates and tailoring your approach, you can engage them more effectively. By implementing these strategies, you can enhance your ability to attract and retain the skilled talent necessary for success in 2024 and beyond! How is your company adapting to the talent shortage? Share your thoughts and strategies in the comments!

Why Talent Mapping is the Secret Weapon in Recruitment Most companies only start searching after a hiring need arises. But by then, the best people are already taken. That’s where Talent Mapping makes the difference. It’s not just about filling roles — it’s about anticipating them. By continuously identifying, segmenting, and engaging top talent in your target market, companies can shorten time-to-hire, improve candidate quality, strengthen employer brand, and gain valuable market intelligence on compensation, talent movement, and competitors. At Smart SP, we view talent mapping as an ongoing strategic partnership, not a one-time project. It allows our clients to make data-driven hiring decisions and stay ahead in a competitive talent market. If your organization plans to expand, build new teams, or simply wants to understand the talent landscape in your industry — it’s time to start mapping. #TalentMapping #Headhunting #RecruitmentStrategy #SmartSP #ExecutiveSearch #TalentIntelligence