Overview and Market Insight
Its been a fascinating time after starting Nexus Spark in mid September . 😊
Lots of readers will know exactly what it is I/We do from the revised content over the last 4/5 weeks or so. Never actually sure who sees it, but it seems the right people are from the feedback which is great!
But some won’t..
So super quickly, Nexus Spark was set up to support companies and senior managers with 3 areas of specialist talent.
One is senior hiring – people with a leadership/management and a people/capability remit. From Seniors to Head of and all the titles in between.
Two is team builds – working directly with HR/Talent/Hiring Managers on creating multiple interconnected teams across domains. For example full data teams from scratch or division expansion.
Three is niche hires – these remits are normally driven from aging remits, or something out of scope or maybe contractors for immediate impact.
These 3 areas if I look back cover most of my previous project work. Not to say I wouldn’t support with a more generic role, just showcasing my expertise.
All underpinned by market insight, talent strategy and of course results.
Right, enough of what I/we do and now for what you want to read.
Whats happening in today’s current market?
Shakespeare I am not so be prepared for raw, unedited insight all to help both senior managers and candidates alike.
AI – now could right a full newsletter on this, but I wont.. Its here to stay and will continue to grow at a pace similar to that of the internet at the start of the century. Actually a lot faster..
52% ish of content is now AI created, says it all really but a huge advantage for those who can utilise it efficiently.
Agents – this could be the game changing thing ‘after’ AI as we know it ie LLMs. A2A or Agents to Agents as companies look to build their own. Could change recruitment too..
Roles in general – still upto hundreds of applications per role with CVs. People are using AI to find exacting roles now, not pulling lists from Linkedin. But CVs are starting to look and sound the same..
Feedback – candidates still report a mixed bag of feedback from some full cycle loops to complete silence. Companies with full feedback loops are creating an advantage as its a place people to want to be, and candidates talk to to each other.
Senior senior roles – now these are changing rapidly. The exact reasoning differs depending on who you ask or which groups you are part of. I have posted frequently about the increasing commercialisation of the data function, and value / ROI being the most important thing as C suite ramp up the scrutiny of outcomes. There are a lot of candidates looking for roles but the amount of roles doesn’t equal. Some remits are off book now.. Also hierarchy or org charts are now interesting.
Time to hire – Still a metric or feeling used by many. The cost of not hiring in a timely manner can have impact on the previous point of commercialisation. Having a role unhired for 3 months, whats the true cost of that? So remits are being qualified more, timescales set and talent pools being understood.
What can you do?
Candidates
Document where you are applying, simple excel, do you know who the role sits with? that’s your follow up point. Make it easier for people to come back to you, tailor CV and definitely showcase metrics from your impact. Implemented Power BI which created X return or saving etc.
Try and use AI to find exacting roles, ‘BI roles in Liverpool on a hybrid basis with a min salary of 60k’. See what happens, Linkedin gives you the whole menu, you need to find what you want to eat, quicker..
Network like you never have before, get your LinkedIn working for you. Start by visibility, write articles, comment and connect. Build up a network that could help you find that next best role. Lots of people looking for work off the back of restructures etc, its time to get tactical.
Those that are hiring
Understand today’s talent pool, are you looking for the impossible, does your company know the right people already, is there someone in the team that can do this role? Start to eliminate or include factors that will impact.
The role discovery / scope has never been more crucial. What happens if you don’t find the right people, what does the person need to achieve, metric stages and align to objectives where possible.
Set timelines to find people, I find that putting an end date on a process book ends it. I talk to hiring managers that have had roles out for 3,4 and 6 months. When is the cut off point?
I hope the above helps just one person with either a job search or taking a role to market.
There are so many variables but I’m open to talk to about anything on this newsletter and more.
Thanks for reading.
Next one in December for Christmas!
Charlie
Original post here: Nexus Spark – Overview and Market Insight | LinkedIn