Why retention is the real crisis in hiring

Why do people look out for change? 🤔 Why do professionals switch jobs? 1️⃣ Better Salary 2️⃣ Growth in Role 3️⃣ Work Environment 4️⃣ Layoffs Right? But here’s a thought — When a candidate approaches you only for growth in their current role, and not for money or titles — does that make them a bad fit for the organization? Today, many hiring decisions seem to revolve around finding a “perfect match” to the Job Description, rather than recognizing potential. As a result, recruiters often end up with Matching CVs instead of Capable Candidates. The candidate might get hired, but later the team realizes — yes, they have experience, but not the potential to grow. And honestly, can that potential really be assessed by just a few standard questions? “Tell me about yourself.” “Tell me about your family background.” “What are your salary expectations?” Shouldn’t hiring be about giving people the opportunity to grow, learn, and expand their capabilities — not just checking boxes on a JD? Would love to hear what others think — are we hiring for experience or potential today? #Hiring #Recruitment #TalentAcquisition #CareerGrowth #JobChange #HR #WorkCulture #EmployeeEngagement #HiringTrends #Leadership #PeopleAndCulture #FutureOfWork

⚠️ Why Good Candidates Slip Through the Cracks Ever wonder why some great candidates never make it to your team? It’s rarely about skills. The real reasons are often: 📍 Slow response times from recruiters or hiring managers 📍 Unclear job expectations 📍 Lack of engagement during the process 📍 Cultural misalignment discovered too late Even top talent will move on if the process feels slow, confusing, or impersonal. Hiring isn’t just about posting a role — it’s about managing the experience from start to finish. ✅ Clear communication ✅ Timely updates ✅ Transparency on expectations ✅ Understanding candidates’ motivations When you get these right, you not only hire faster, you hire smarter — and build teams that last. #Recruitment #Hiring #HR #TalentAcquisition #RecruitmentPartner #ConnectResources #Emiratization #UAEJobs #GCCHiring #HiringSolutions #RecruitmentExperts

🚀 How to Lure Top Talent (Without Being Pushy!) In today’s competitive tech landscape, companies are always looking for ways to lure skilled professionals to their teams. It’s not just about high salaries — perks, growth opportunities, and a strong culture play a huge role too. 💡 Pro Tip: Think like a candidate: What would make you excited to join a company? How can your offer stand out without being overwhelming? A thoughtful strategy to attract talent isn’t just good for hiring — it builds long-term loyalty. #Recruitment #TalentAcquisition #Hiring #CareerGrowth #EmployerBranding #TechRecruitment

Hiring for jobs is short-sighted. Hiring for careers is strategic. In Humanizing Human Capital, Stela Lupushor and I argue that organizations need to move beyond transactional hiring. Principle #5, "Hire for a Career, Not a Job," argues that top talent today is not only evaluating pay, title, and perks. They are asking: ✔️ Will this organization support my growth? ✔️ Is there a path to mobility, advancement, and learning? ✔️ Will I belong to a community that values my professional aspirations? When leaders fail to answer “yes” to these questions, even competitive offers lose their appeal. Workers want more than a task-oriented role. They want to know that there is a purpose and a trajectory behind the work they're doing. Plus, from an enterprise perspective, hiring for careers strengthens retention, reduces early turnover, improves cultural assimilation, and enhances brand reputation. In other words, a career-centric hiring strategy is not just a win for employees; it's a business imperative. 💡 What do careers look like in your organization? Is there a clear structure that allows for upward movement? Or, are you still hiring for a job? #HumanizingHumanCapital #CareerTrajectory #HumanCentricWorkforce 

💡 Hiring the Right Talent Takes More Than Just Posting a Job In today’s market, the challenge isn’t just finding candidates — it’s finding the right ones. You can receive hundreds of applications, but only a handful truly match the role, the culture, and the long-term vision of the company. That’s why great hiring isn’t about speed — it’s about strategy, understanding, and alignment. ✅ Clear job descriptions ✅ Defined expectations ✅ Consistent communication with candidates ✅ A focus on cultural fit, not just technical skills When these elements come together, hiring becomes less about filling positions and more about building teams that last. Because behind every successful organization, there’s a group of people who were hired right. #Recruitment #Hiring #HR #TalentAcquisition #RecruitmentPartner #ConnectResources #Emiratization #UAEJobs #GCCHiring #HiringSolutions #RecruitmentExperts

Recruiters, don’t overlook the “overqualified”! Many talented, experienced professionals are being turned away, not for lack of skill, but because they’re too qualified. Here’s the truth 👇 ✔️ Senior roles are limited, and the market’s saturated. ✔️ Many are open to taking on smaller roles, they just want to work. ✔️ They bring experience, stability, and immediate value. It’s time to shift the mindset. Hiring an “overqualified” candidate might be the smartest move you make. 💼 #myjob #recruitmenttips #hiringsmart #employerbranding #talentacquisition

💭 The Myth of the Perfect Candidate📢 📢 📢 Let’s be honest the “perfect” candidate doesn’t exist. But every day, job descriptions still read like wish lists for superheroes. 🦸♀️ 10 years of experience. ⛓️💥 5 certifications. 📜 Leadership skills. 💼 Fresh ideas. ✒️ Low salary expectation. 💶 And can start immediately. ❗ Reality check ✅ You can’t find innovation if you only hire for perfection. The best hires often come with curiosity, adaptability, and a hunger to grow 📈 not a flawless checklist. So instead of asking: ❌ “Do they meet every requirement?” Ask: ✅ “Do they have the drive to learn and make an impact?” Because potential builds longevity. And perfection? 🪖 That’s just a filter that screens out real talent.📢 #WednesdayWisdom #Recruitment #HR #TalentAcquisition #Hiring #CareerGrowth #FutureOfWork

“Even in a quieter market, great people still move — and great companies still hire.” Statistically, Permanent hiring has definitely steadied this quarter, but what’s interesting is who’s still landing the best talent. It’s not just the biggest names — it’s the businesses that stay proactive, interview fast, and keep an open mind about transferable skills. I am seeing more employers take a skills-first approach — looking beyond job titles and focusing on attitude, adaptability, and fit. That’s where I come in: matching the right person to the right opportunity before the competition even starts. If you’re hiring, or thinking about your next move, I’d love to help. #MajorRecruitment #Recruitment #Hiring #PermanentRecruitment #SkillsFirst #TalentAcquisition #UKJobs #NorthWestJobs #RecruitWithMajor #WeAreMajor

🌟 A Thought for Recruiters, Management & Employees 🌟 In hiring, we often notice a familiar pattern: A candidate with a few years of experience joins an organisation at a certain level. After just a couple of years, the same person switches jobs and receives a significantly higher offer from the market. Meanwhile, employees with even more experience within the same organisation may not see similar growth, despite their loyalty and continued contribution. This brings up an important question 👇 👉 Where is the gap? Are recruiters missing alignment with market trends? Is management operating without a clear and consistent salary structure? Or are employees placing trust in a system that does not support their growth? Compensation and career progression should reward both skill development and loyalty — not only job changes. 💬 If you have thoughts or experiences to share, feel free to DM or comment below! #Recruitment #HRInsights #CareerGrowth #EmployeeRetention #HiringTrends #HRCommunity

🟧 𝐓𝐡𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐂𝐫𝐢𝐬𝐢𝐬 & 𝐌𝐚𝐫𝐤𝐞𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 🟧 🔸 Why Your Open Position Is Bleeding Money ? 🔸How to Fix It ? The average corporate position stays open for 93 days in 2025. That's not just an inconvenience. It's a financial crisis. Here's the math most CHROs aren't calculating: → Lost productivity: $67,500 → Recruiter fees: $25,000  → Team overtime covering gaps: $18,000 → Delayed project revenue: $50,000+ Total cost per unfilled role: $160,500 📊 𝐓𝐇𝐄 𝐇𝐈𝐑𝐈𝐍𝐆 𝐏𝐀𝐑𝐀𝐃𝐎𝐗 • 74% of companies can't find "qualified" candidates • Yet 247 people apply to each posting on average • 38 of those applicants can actually do the work • They're all filtered out by ATS looking for "5+ years experience" And that's assuming you eventually fill it. We analyzed hiring data from 2,000+ companies. 𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞 𝐟𝐨𝐮𝐧𝐝: THE PROBLEM ISN'T TALENT SCARCITY. It's talent discovery. Traditional hiring optimizes for credentials, not capability. It filters by job titles, not actual skills. It measures years of experience, not ability to execute. Result? The best candidates get rejected before a human ever sees them. 𝐌𝐞𝐚𝐧𝐰𝐡𝐢𝐥𝐞, 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐨𝐫𝐬 𝐰𝐡𝐨'𝐯𝐞 𝐚𝐝𝐨𝐩𝐭𝐞𝐝 𝐬𝐤𝐢𝐥𝐥𝐬-𝐟𝐢𝐫𝐬𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐚𝐫𝐞: → Reducing time-to-hire by 47% → Seeing 36% higher retention rates → Cutting recruiting costs by 40% → Building more diverse, innovative teams The talent war isn't won by those who pay the most. 𝐈𝐭'𝐬 𝐰𝐨𝐧 𝐛𝐲 𝐭𝐡𝐨𝐬𝐞 𝐰𝐡𝐨 𝐜𝐚𝐧 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐭𝐚𝐥𝐞𝐧𝐭 𝐨𝐭𝐡𝐞𝐫𝐬 𝐜𝐚𝐧'𝐭 𝐬𝐞𝐞. At Udao, we're solving this with AI-powered skills verification and matching. Every candidate's abilities are proven through real projects, not claimed on resumes. 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐮𝐬𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬-𝐟𝐢𝐫𝐬𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐟𝐢𝐥𝐥 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐬 3𝐱 𝐟𝐚𝐬𝐭𝐞𝐫 𝐰𝐢𝐭𝐡 𝐛𝐞𝐭𝐭𝐞𝐫 𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬. The question isn't whether to change your hiring process. 𝐈𝐭'𝐬 𝐰𝐡𝐞𝐭𝐡𝐞𝐫 𝐲𝐨𝐮'𝐥𝐥 𝐝𝐨 𝐢𝐭 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐨𝐫𝐬 𝐝𝐨. 🟧 Curious about skills-first hiring? Drop "𝐃𝐄𝐌𝐎" in the comments and discover 𝐔𝐝𝐚𝐨 𝐓𝐚𝐥𝐞𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫. 👉 What's your biggest hiring challenge right now? Let's discuss in the comments. 👇 #TalentAcquisition #FutureOfWork #HRLeadership #Recruiting #SkillsFirst