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NO!

Are candidates saying no to your offer? Half, 49%, of candidates say they would turn down an offer if they thought the hiring process was fragmented and complicated.

After all that hard work of interviewing, checking background, gathering internal feedback, negotiating salary and then having the candidate turns you down! It’s sad to say, but we’ve seen it all too often.

When our client’s partner with GSP Baltimore, they have the benefit of knowing that our experienced team will smooth the process, maintain active communication and be responsive to candidates. That’s why they turn to us time and time again. In this hiring environment, it is essential that every possible challenge be removed so the best candidates don’t say no.

If you are not convinced that your hiring process is right, it’s time we had a conversation.

The new person in your company may be a ‘quiet hire’.

Savvy employers are turning the 2022 concept of ‘quiet quitting’ on its head and embracing ‘quiet hiring’ as a way to acquire new skills and capabilities without adding new full-time employees. Specifically, they are deploying, or redeploying, talented employees where the organization most needs them, offering added perks for flexibility and offering specific upskilling opportunities to the best people. And that is not just to current employees, it is also with alumni, contract and gig workers.

GSP Baltimore’s clients have been expanding their creative programs to meet their workforce demands and we can help your company do the same thing. Let’s discuss how we can help you in 2023.

Data savvy candidates are asking for your Data Bill-of-Rights! Are you prepared?

According to a recent article from HBR, there is a growing risk that companies need to face related to their employee data. Companies are collecting an increasing amount of data about their employees, their whereabouts, their activities and personal information such as living conditions, mental health and family situations. Ultimately this data can assist both the company and the employee, but transparency around how your company collects, uses and stores employee data is essential. Also, employees need the ability to opt-out when they are not comfortable.

If your organization has not put a bill-of-rights into place, or are unsure how to start, let GSP Baltimore show you how we have helped other companies.

Employers need to find and keep their high performers in 2023, more than ever before.

Since 2023 is going to continue the candidate driven employment market trend, employers are going to find it increasingly difficult to find and keep high performers if they don’t do a few simple things. Among them is the implementation of skills-based hiring strategies, according to a Deloitte survey.

That means that each recruiting opportunity needs to focus more on the requisite skills needed to succeed in the position, and less on the non-skills related qualifications of an individual’s background. From the first day a new employee is on board, skill assessments will be a much better predictor of employee success. Additionally, candidates who are focused on their skill development are far more likely to engage in upskilling and reskilling programs within the company, making them even more valuable over time.

GSP Baltimore ensures candidate searches focus on the skills that drive success, but this can be a bit more complicated to put into practice than you think. Let us show you how.

Once thought to be a prerequisite by employers, industry experience is giving way to transferable skills.

One method savvy employers are using to expand their candidate pipeline is by re-evaluating qualifications which were once thought to be essential, and replacing them with skills that demonstrate a candidate will be an excellent fit with the mission, team and culture.

Our clients have been seeing this for a while and recent Gartner research shows that over 55% of candidates actively apply for jobs outside their current area of expertise. The adjustment to the traditional view is expanding the talent pipeline and is one all companies should be considering.

GSP Baltimore often works with clients and candidates who are striving to strike the balance at the individual job opening level. We can help. That’s part of what makes us unique and allows us to ensure that our clients, our candidates, and our firm all win!

Sustainable employee performance requires employers to understand pandemic trauma.

Many companies look at 2023 as a year where the impact of the pandemic will be continually lessened, but information from Gartner shows that employers must still be vigilant about helping their current and new employees heal. Many employees still experience pervasive mental health challenges from the turbulence of current times.

82% of employees now say it’s important that their organizations see them as a whole person, rather than simply an employee. 2023 will require employers to be proactive with programs that bolster emotional resilience and opportunities to communicate. Our clients have found that training programs for managers and supervisors make a huge difference.

Is your workplace ready to support today’s workers? Not sure? GSP Baltimore is more than happy to assist your business with an assessment and development of the right programs.