{"id":15956,"date":"2024-06-25T20:27:55","date_gmt":"2024-06-25T10:27:55","guid":{"rendered":"https:\/\/www.talentforge.com.au\/?p=15956"},"modified":"2024-06-25T20:37:07","modified_gmt":"2024-06-25T10:37:07","slug":"sams-top-tips-for-fy-2025","status":"publish","type":"post","link":"https:\/\/www.talentforge.com.au\/sams-top-tips-for-fy-2025\/","title":{"rendered":"Sam&#8217;s Top Tips for FY 2025"},"content":{"rendered":"<h3>Ive been talking to thousands of decision makers in the past 12 Months and it&#8217;s been great to get the low-down on what the movers and shakers have been seeing in the marketplace.<\/h3>\n<p>&nbsp;<\/p>\n<p>I&#8217;ve condensed my analysis into 5 key insights which I hope you&#8217;ll find useful. Read on and let me know what you think.<\/p>\n<ol>\n<li><strong>There are more candidates on the market<\/strong> \u2013 However, the best candidates are harder than ever to tempt away from their current employer.<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ul>\n<li>So, you want that perfect \u2018unicorn\u2019 candidate? Of course, these people are rarely \u2018active\u2019 on the market. Why \u2013 Because the heady days of 2021 and early 2022 are long gone and candidates know that c30-50% pay rises are not on the table. \u00a0If they have a stable job and they\u2019re doing well, they\u2019ll need a real incentive to leave. In a climate of redundancy, the best performers are rarely at risk; they\u2019ll often stay put until an amazing job offer comes to them.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Sam\u2019s top tip<\/strong>: Really get to know what your perfect applicant\u2019s drivers are and personalise the candidate experience. Show them you know them and invest time and energy in helping them to buy into your values and vision.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"2\">\n<li><strong>Tech Firms are mandating 4-5 days in the office<\/strong><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ul>\n<li>A lot of my contacts, especially sales leaders are telling me that getting the team back in the office <strong>at least<\/strong> 3 days a week has been instrumental in their success this year. The market has turned and there\u2019s masses of pressure on teams.\u00a0 Having your team together more often going to yield results, especially in a tight market.\u00a0 Maybe not a <strong>popular decision<\/strong> but one that is being made more and more frequently.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Sam\u2019s top tip<\/strong>: Mandating 5 days in the office isn\u2019t going to go down well. Plan \u2018surge\u2019 days where everyone is together and make them count with coaching, workshops and a team exercise.\u00a0 Be available for your team on those days and invite questions and interaction.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"3\">\n<li><strong>Offshore Talent Is Driving Growth <\/strong><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ul>\n<li>There\u2019s no doubt that budgets are tight, and funding is harder to come by. Investors, Boards and the C-Suite are driving for profitable growth.\u00a0 High calibre local talent will always be the key to success and many forward-thinking early-stage firms are looking to move non-core and support roles offshore.\u00a0 TFG has saved clients on average 70% through Outsourcing SDRs, Sales Support, MDR, Accounting and many other roles.\u00a0 I tip this to be a massive growth area for SaaS in 2025.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Sam\u2019s top tip<\/strong>: Plan for success \u2013 Offshore teams are awesome, and you need to invest time and energy to make them work. Document the roles and design clear workflows.\u00a0 Engage your offshore team and embed them in your culture \u2013 Here\u2019s how : <a href=\"https:\/\/www.talentforge.com.au\/how-to-manage-your-offshore-virtual-assistant-team\/\">How to Manage your Offshore team<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"4\">\n<li><strong>Hands on Coaching is back, baby! <\/strong><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ul>\n<li>In the post covid \u2018jobs boom\u2019 filling seats took priority over almost everything. Companies scrambled to secure candidates and quite often plugged them into a virtual learning platform with very little hands on leadership.\u00a0 In 2025, the most effective sales leaders will be giving real time feedback, jumping on client zooms and helping their teams to get to the number.\u00a0 No more hiding behind a spreadsheet and waiting for a weekly 1-2-1<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Sam\u2019s Top Tip<\/strong>: During Covid we all got used to virtual training and some companies really nailed it. However, there will never be a substitute for sitting with your team and helping them in real time.\u00a0 As a young professional I\u2019ve really benefitted from my bosses giving me the right feedback in real time. \u00a0Even if it hurts sometimes!<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"5\">\n<li><strong>Finally \u2013 Time is the killer of all things recruitment <\/strong><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ul>\n<li>After really sharpening their processes in 2021, companies have gone back to protracted processes, hiring for experience rather than potential and generally making the candidates\u2019 life a misery. The battle for talent is about too hot-up again and you\u2019ll need to be switched on if you want the best talent. We are already chatting to clients who are looking to ramp their teams in the second half of 2024.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>Sam\u2019s Top Tip<\/strong>: If you want the best candidate, you need to move fast and make them feel good. Don\u2019t waste the candidates (and your own) time with countless interviews.\u00a0 If you like the candidate, focus on them and sell! Simple!<\/li>\n<\/ul>\n<p>What do you think? You can share your thoughts with me directly at Sam@talentforge.com.au<\/p>\n<p>Follow the business on Linked to keep up with our latest news and views<\/p>\n<p><a href=\"https:\/\/www.linkedin.com\/company\/talentforgegroupptyltd\">Talent Forge LinkedIn Page<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ive been talking to thousands of decision makers in the past 12 Months and it&#8217;s been great to get the low-down on what the movers and shakers have been seeing in the marketplace. &nbsp; I&#8217;ve condensed my analysis into 5 key insights which I hope you&#8217;ll find useful. Read on and let me know what&hellip;<\/p>\n","protected":false},"author":18,"featured_media":15075,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[1],"tags":[],"class_list":["post-15956","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/posts\/15956","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/users\/18"}],"replies":[{"embeddable":true,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/comments?post=15956"}],"version-history":[{"count":11,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/posts\/15956\/revisions"}],"predecessor-version":[{"id":15969,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/posts\/15956\/revisions\/15969"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/media\/15075"}],"wp:attachment":[{"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/media?parent=15956"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/categories?post=15956"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.talentforge.com.au\/af-api\/wp\/v2\/tags?post=15956"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}