How to Recruit Talent in Innovation-Driven Industries

Top talent will NEVER join a company with a mediocre recruiting process. They assume the rest of your company matches that experience. Yet most leaders treat their recruiters like transactional rubber stampers — then wonder why they can't hire A-players. The reality: how you treat your recruiters gets reflected in your recruiting process. Treat them like cogs in a machine? That's EXACTLY how they'll treat your candidates. Here are 8 ways treating recruiters as strategic partners transforms your hiring: 1. Give them a seat at leadership meetings A biz recruiter pitched "we need an implementation specialist" for months. Candidates weren’t biting. Then she learned this hire would unlock a $2M contract. Changed her pitch to "we need this role to hit Q3 revenue." Filled in 2 weeks. 2. Make recruiting metrics visible company-wide When engineering managers check recruiting dashboards daily, magic happens. One team went from "where's my hire?" to "I see 3 strong candidates entering final rounds." Transparency turns recruiting from blame game to team sport. 3. Let them push back on unrealistic demands A recruiter shared w/ me why she quit her last role: "I was tired of smiling when they wanted senior engineers for junior salaries." Smart companies empower recruiters to say, "that's unrealistic." The rest lose their best recruiters. 4. Include them in offer strategy, not delivery Watched a startup land their dream candidate in 48 hours — beating higher cash offers — because their recruiter could negotiate on the spot. Most make recruiters deliver pre-baked offers like pizza. 5. Invest in their tools like engineering Teams tracking candidates in Google Sheets wonder why they can't compete. Companies investing in real recruiting tools see 4x productivity gains. Your engineers get the latest MacBooks. Why make recruiters work in spreadsheets? 6. Give them time to build relationships One Gem customer filled 70% of roles in 3 weeks. How? They maintained relationships with past candidates for YEARS. Most measure recruiters on this month’s roles they need to fill. So they spam everyone and start from zero next quarter. 7. Empower them with data "Trust me, the market's tough" doesn't move executives. "Your salary range is 25th percentile — here's the data" does. Give recruiters access to data and industry benchmarks. Watch them become business partners overnight. 8. Celebrate their wins like revenue That top 1% engineer who chose you over FAANG only happened thanks to your recruiter — celebrate them like AEs winning deals. Ring the gong. Most companies only notice recruiters when hiring stops. TAKEAWAY In this market — 2.7x more applications, 90% unqualified — the difference isn't headcount. It's whether you treat recruiters as strategic partners or paper pushers. Your recruiters are interviewing for new jobs right now. Still think they're just order-takers?

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐟𝐨𝐫 𝐈𝐨𝐓 𝐢𝐧 𝐌𝐚𝐧𝐮𝐟𝐚𝐜𝐭𝐮𝐫𝐢𝐧𝐠 As the manufacturing industry increasingly embraces the Internet of Things (IoT), the demand for skilled professionals capable of integrating and managing IoT solutions has surged. From my experience as a recruiter specializing in cutting-edge technology roles, I’ve recognized the critical need for creating a sustainable talent pipeline to support this transformative shift. IoT technology is revolutionizing manufacturing, enabling enhanced data-driven decision-making, increased operational efficiency, and the development of new business models. Strategies for Developing a Sustainable Talent Pipeline: ➡️ Partnerships with Educational Institutions: Collaborating with universities and technical schools to develop curricula that include IoT technologies, applied data analytics, and cybersecurity can prepare students with the skills needed for modern manufacturing roles. ➡️ Apprenticeships and Internships: Offering hands-on learning opportunities for students and recent graduates can help bridge the gap between theoretical knowledge and practical application, while also allowing companies to train potential employees in specific skill sets. ➡️ Professional Development and Continuous Learning: Investing in continuous education and certification programs for current employees not only helps keep skills up-to-date but also aids in retaining top talent by showing a commitment to their professional growth. ➡️ Cross-Functional Training: Encouraging existing employees to develop skills in IoT applications through cross-training can help diversify the skills within the workforce, promoting a more adaptable and versatile team. ➡️ Recruitment Campaigns Targeting IoT Skills: Tailoring recruitment efforts to highlight the exciting opportunities in IoT within the manufacturing sector can attract professionals from different technological backgrounds who may not have previously considered manufacturing as a career path. ➡️ Leveraging Online Platforms for Global Reach: Utilizing online learning and recruitment platforms can extend the reach of talent acquisition efforts globally, bringing in fresh perspectives and diverse skills that are crucial for innovation. The integration of IoT within manufacturing is not just a passing trend; it's a pivotal part of the industry’s future. By establishing a robust pipeline of skilled professionals, companies can ensure they remain competitive in an increasingly technology-driven market. If you’re a professional specializing in IoT, or a manufacturing firm looking to develop your workforce capabilities, let’s connect. Together, we can explore how to effectively build and utilize a talent pipeline that not only meets the current demands but also anticipates future technological advancements.

Are industry outsiders an advantage? In every industry, there's and obvious tendency to hire more of what has already worked. Same schools. Same titles. Same companies. Copy paste, copy paste, and it's done because it's predictable. But innovation doesn’t come from sameness. It comes from cross-pollination. The most interesting ideas in spaces such as surgical robotics right now? Many are coming from people who started in aerospace, automotive, or precision manufacturing AKA fields where speed, systems thinking, and failure tolerance look a little different. Those types of people are really good at asking uncomfortable questions because they see old problems through a new lens. Diverse experience prevents groupthink. We see it all the time. Teams that mix backgrounds outperform those that mirror each other. The talent pool is shrinking. If you’re only hiring from inside your vertical, you’re fishing in a smaller and smaller pond. It sends a signal. When you hire on potential, mindset, and adaptability, you tell the market you build talent, you don’t just buy it. Do you want to make it real? Broaden your sourcing. Pull from control systems, micromechanics, aerospace, industrial automation. Score for adaptability. Ask: how have they thrived in the unfamiliar? Bias-proof your process. Weight scorecards toward learning agility. Create on-ramps, rotations, mentoring, and exposure. Let them grow into the industry. Share the wins. Those stories build your brand faster than any marketing campaign. It's an unpopular opinion in MedTech, but hiring from the outside isn't always risky. It's strategic. We are seeing more and more companies lean into that mindset. When more companies stop hiring for predictability and start hiring for possibility, that’s when the industry actually moves forward. That’s when innovation accelerates, cultures evolve, and people finally get the freedom to build what’s next. The future of MedTech won’t be led by the people who’ve done it the same way for 40 years. It will be led by the brave ones who take chances and see it differently. #medtech #healthtech #robotics #executivesearch #leadership #innovation #hiring #startups #careers #talentacquisition

The days of recruiters simply waiting for a hiring manager to submit a requisition are long gone. Your TA team should be providing proactive intelligence to the executive team. ‣ 𝘿𝙞𝙩𝙘𝙝 𝙏𝙞𝙢𝙚-𝙩𝙤-𝙃𝙞𝙧𝙚: Stop obsessing over how fast you fill a role. Start focusing on predictive data. Your TA team should tell you which skills will be critical for revenue growth six months from now, where your competition is secretly sourcing that talent, and the real financial risk of leaving a key role open. ‣ 𝙒𝙞𝙙𝙚𝙣 𝙩𝙝𝙚 𝙉𝙚𝙩 𝙬𝙞𝙩𝙝 𝙎𝙠𝙞𝙡𝙡𝙨: Don't get stuck on old job titles or rigid credentials. Shift your focus to transferable skills and raw potential. This is the only practical way to attack the skills gap and dramatically expand the pool of candidates available to you. ‣ 𝙏𝙝𝙚 𝙋𝙤𝙬𝙚𝙧 𝙤𝙛 𝙄𝙣𝙩𝙚𝙧𝙣𝙖𝙡 𝙏𝙖𝙡𝙚𝙣𝙩: The most efficient hire is often the employee you already have. Your TA team needs to partner closely with L&D to build a visible, robust internal talent marketplace. Treating internal candidates as seriously as external ones is the fastest way to boost retention and signal that your company invests in its people. Your job isn't to just approve a headcount. It's to ensure your TA function is engineering the workforce that can achieve the company's long-term vision. Give them the data and the voice to lead that conversation.

Expanding the U.S. workforce in emerging technology is a pressing challenge. How can we build new talent pipelines for critical industries like biotechnology and AI? CSET’s recent report, "Biotech Manufacturing Apprenticeships: A Case Study in Workforce Innovation," by Luke Koslosky, Steph Batalis, and Veronica Jade Kinoshita, explores a promising solution. By examining the North Carolina Life Sciences Apprenticeship Consortium (NCLSAC), the report offers a practical guide for organizations looking to develop their own programs. A few policy takeaways from the report that caught my eye included: 1️⃣ Provide sustainable funding for the infrastructure that apprenticeship programs rely on, such as regional workforce hubs, technical education programs, and pre-apprenticeship training. 2️⃣ Support regular, regional labor market studies and ensure timely access to data on skills gaps and hiring needs to help target training efforts effectively. 3️⃣ Increase federal and state funding for the startup and long-term costs of apprenticeship programs, including support services for apprentices like stipends and child care — flexible funding is helpful! 4️⃣ Support recruitment initiatives that build awareness and reduce barriers to entry, especially for engaging new and historically underserved communities in the industry. 5️⃣ Create or strengthen regional groups that bring together employers, education providers, and government partners to align their efforts and goals. For organizations in any emerging tech field considering this model, our new report provides guiding questions to start the process: ❓What are your current workforce gaps in terms of roles and numbers, and what specific skills are most in demand? ❓What type of apprenticeship model—employer-sponsored, an intermediary partnership, or a consortium—best suits your organization's needs and resources? Learn more and see how this model could apply to your industry: ➡️ Read the full report: https://lnkd.in/ekcTD7GY ➡️ For industry & workforce developers, see our guiding questions: https://lnkd.in/e3rAhtQV ➡️ For policymakers, check out the "Policy Takeaways": https://lnkd.in/eiNx2qfD

Startups keep making the same hiring mistake. They recruit in waves—hiring when they need someone, then stopping until it’s an emergency. Suddenly, they need a key hire yesterday and scramble to find the perfect person in a tiny, competitive talent pool. This approach doesn’t work. If you want to attract top talent, recruiting has to be a constant priority. Here’s how: 1️⃣ Build relationships before you need them Make connections now, not when you’re desperate. Send messages, ask for intros, and check in with people regularly. Play the long game. The moment a great candidate is open, you should already be top of mind. 2️⃣ Create a culture people rave about Your best hires will come from your team’s network. If your employees love where they work, they’ll bring their best people with them. Make it easy for them to refer others by building a culture worth talking about. 3️⃣ Refine your pitch Why should someone choose you over the 10 other opportunities they have? Your messaging needs to be clear, compelling, and aligned with what your ideal candidate actually wants. If it’s not landing, tweak it until it does. 4️⃣ Be loud about your wins People want to join teams that are going places. Share your milestones, showcase your team’s work, and let people see the momentum. The best candidates aren’t just job hunting—they’re looking for the right story to join. Great companies are always recruiting. If you’re waiting until you need someone, you’re already behind.

🚀 Smarter Talent Acquisition for Startups & Mid-Sized IT Companies In today’s tech-driven economy, startups and mid-sized IT firms face a unique hiring dilemma: they need top talent fast — without the big budgets or brand pull of enterprise players. Having spent over 15 years in global Talent Acquisition, I’ve seen firsthand that hiring success in growing companies comes down to one thing: strategy over scale. 🔑 Key Shifts for Smarter Hiring Think Beyond Just Filling Roles: TA should be a growth driver, not a support function. Align hiring with product and business goals early. Build In-House Capability: Invest in a lean, skilled TA team who understands your culture, not just resumes. Be Candidate-Centric: Fast feedback, transparent conversations, and a great hiring experience go a long way in a competitive market. Use Data to Drive Decisions: Go beyond time-to-fill — track quality of hire, source effectiveness, and pipeline health. Tell Your Story: Employer branding doesn’t need a big budget — just consistent storytelling from founders and teams. Startups don’t need more recruiters, they need strategic talent partners who can build a scalable, brand-driven hiring engine from the ground up. If your company is building that future, I’d love to connect. #TalentAcquisition #StartupHiring #HiringStrategy #TALeadership #EmployerBranding #ScalableRecruiting #TechRecruiting #MidSizeCompanies #RecruitmentStrategy #GrowthMindset #HiringTips #USJobs #TalentStrategy #HRLeadership #HiringInTech

🎯 “Industry Experience Only” — Are We Still Doing This? One of the most frustrating and limiting dynamics in today’s job market is the rigid requirement for “industry-related” experience. Yes — understanding category nuances matters. But when that becomes a gatekeeping wall that excludes exceptional talent from adjacent industries (think Beauty, CPG, Beverage, Lifestyle), we have a bigger problem. Here’s the truth: 📌 Talent is not confined to one vertical. 📌 Skills are transferable — leadership, storytelling, innovation, digital transformation, brand building. 📌 The freshest ideas often come from people who weren’t raised inside your category’s echo chamber. The smartest companies get this. They recognize that the pool of “perfect fit” candidates is finite. And if you want breakthrough thinking, it might come from someone who’s solved the same problem… just somewhere else. So, if you're hiring: ✅ Stop looking for a clone. ✅ Start looking for someone who can connect dots others don’t even see. ✅ Ask yourself: Are we hiring for growth or comfort? Because the best candidates aren’t always the ones with your industry’s logo on their resume — they’re often the ones you almost overlooked. Let’s shift the lens. #HiringStrategy #TalentAcquisition #TransferableSkills #Leadership #CareerSwitch #DiversityOfThought #ExecutiveSearch #PersonalBranding #RecruiterPerspective

Solutions for Smarter Hiring – How to Avoid the Experience-Only Trap It’s time to rethink the recruitment process. If organisations want to stay competitive, they need to broaden their search criteria and focus on hiring for potential, not just past experience. Here are a few actionable steps to ensure you’re not missing out on top talent: Define key skills over specific experiences Instead of requiring candidates to have done the same job at a competitor, focus on the skills and qualities that will make them successful in the role – problem-solving, creativity, leadership, adaptability, etc. Use blind recruitment practices This means removing any indicators of past experience or industry from resumes during initial screenings to focus solely on skills and potential. It forces you to consider candidates for what they can bring to the role, rather than their history. Invest in mentorship and training Hiring for potential means investing in training and mentorship. Yes, it requires more effort upfront, but the long-term rewards are worth it. You’ll have a team that’s adaptable, innovative, and ready for future challenges. Revamp job descriptions Job ads shouldn’t be a checklist of duties and years of experience. Instead, focus on the outcomes you expect from the role. For example, “drive growth through creative problem-solving” rather than “5 years of experience in X industry.” Collaborate with internal teams Work closely with your talent acquisition teams to ensure they’re not overwhelmed by application volumes. They need the tools and training to evaluate candidates based on potential, rather than just experience. By implementing these steps, your organisation can stop filtering out great candidates and start building a team that’s poised for long-term success. For help ensuring your recruitment process is set up for long-term success, get in touch today.

CXOs, attracting top talent is a challenge. Use this strategy to attract them: Build your Authority Brand. And link it with your Employer Brand. Why does this work? - Become a thought leader, and talent will come to you. - Top talent seeks leaders they respect & places they can grow. That’s their Nirvana. Serve it up on a platter. Here's how you club them together. Start with 3 authority-branding techniques: 1. Share Your Vision - Post regularly on industry trends. - Align your leadership philosophy with this vision. - Show how your team is shaping the future. But: Skip vague predictions—be specific, or it’ll seem fluffy. 2. Showcase Industry Contributions - Highlight keynotes, panels, and articles where you’ve led. - Share lessons from your leadership journey. - Illustrate your decisions’ impact on the industry. But: Don’t brag. Focus on value, not ego. 3. Engage with High-Value Content - Comment thoughtfully on posts from industry leaders. - Share updates with your insights on their impact. - Build relationships with thought leaders. But: Skip shallow Likes. Add real value with your engagement. Now, let’s move to Employer Branding: Attract talent by showing them what it's like to grow with you. Use 3 culture-attraction techniques: 4. Promote Employee Success Stories - Share team achievements and career growth. - Let employees tell their own success stories. - Use video or spotlight content for engagement. But: Skip generic 'thank you' posts. Be specific and meaningful. 5. Show Behind-the-Scenes Culture - Post authentic team moments—collaboration, celebration. - Highlight your company’s values in action. - Showcase real, everyday interactions. But: Don’t over-stage it. Keep it genuine. 6. Offer Value Before They Join - Host virtual events or Q&A sessions for potential hires. - Provide resources or micro-internships to build early relationships. - Show what it’s like to work with your company. But: Avoid turning this into a sales pitch. Focus on connection, not recruitment. -- Start implementing these now, and watch how building both your personal and company brand pulls in top talent — without the chase. Caution: This may make your recruiting team look like superheroes. :) Feeling overwhelmed by all this? It’s actually simpler than it feels at one go — with the right system, you can implement it seamlessly. If you need help, DM me for a custom strategy. ✌️ PS: What’s your go-to strategy for attracting talent? ♻️ Share if you found this helpful. ____________________________________ Future-proof Yourself. Start Today. 👋 Hello, I'm Shiv. Tap 🔔 on my profile to learn how to earn Authority as an Expert in your field, leverage it to grow, and monetize your expertise.