Trish Ellis

🎢 Recruiting in Today’s Wild Market: Buckle Up! Recruiting in today’s job market feels a bit like riding a rollercoaster—thrilling, unpredictable, and occasionally leaving you wondering why you got on in the first place. One moment, you’ve got an open role and a client ready to hire. The next? Poof! The position is closed due to budget restrictions, and you’re back to square one. Talk about whiplash. Then, there’s the candidate side of things. Many professionals are hesitant to leave their current jobs, while others aren’t exactly excited about contract work as they search for something “perfect.” Add in the mystery of the poorly written resume (or worse, the invisible “open to work” setting), and recruiters are left wondering if great talent is hiding in plain sight. Spoiler: they often are! And let’s not forget the magic of keywords. Without them, even the most qualified candidates slip through the cracks of search filters. Recruiters have to put on their detective hats, get creative, and sometimes even channel their inner fortune teller just to uncover the right match. So what’s the takeaway? Today’s recruiting world is unpredictable, messy, and… oddly fun. It challenges recruiters to be adaptable, resourceful, and endlessly curious. We’re not just matching resumes to job descriptions—we’re piecing together puzzles in real time, all while balancing shifting markets, cautious candidates, and clients navigating tight budgets. At the end of the day, recruiting is still about connecting people to opportunities. It may not always be smooth sailing, but it’s never boring—and that’s what makes it worth the ride. #Recruiting #TalentAcquisition #Hiring #JobMarket #CareerOpportunities #CandidateExperience #FutureOfWork #RecruitersLife #HiringChallenges #CareerMatchmaking

11

1 Comment

I hadn’t worked in an Embedded Talent company before joining Bond Global. Honestly, I’d been a bit dismissive of the model (Probably because my experience was limited to traditional “RPO” setups, and my agency background). Now? I can’t imagine working any other way. Hiring a Talent partner through BOND is tapping into a global hive-mind of 50+ experts, sharing insight, experience, and ideas across markets behind the scenes. All working together to solve problems and bring the very best talent into some of the coolest companies in the world. That access is the real power. Embedded Talent isn’t a trend. It’s becoming the dominant way businesses hire. 🚀 Robert Hussey Ben Rutter Ryan O’Hara Lauren Peake Bond Global Short video below explains it far better than I can 👇

24

1 Comment

The Real Bottleneck in Aerospace Isn’t Talent — It’s Alignment In aerospace & defense hiring, I’m noticing a consistent pattern: It’s not that strong engineers don’t exist. It’s that: • Job descriptions don’t match actual project needs • Hiring timelines don’t align with program urgency • Budget expectations don’t match experience level • Clearance requirements shrink the candidate pool dramatically By the time alignment happens, the strongest candidates are already gone. In regulated industries like aerospace, delays are expensive: Program milestones slip. Integration timelines move. Supplier schedules tighten. The companies that are winning right now are doing three things well: ⭐ Clearly defining technical must-haves vs nice-to-haves ⭐ Moving fast once the right profile is identified ⭐ Being realistic about market compensation Speed + clarity = competitive advantage. Curious to hear from engineering leaders: What slows down your hiring process the most — compliance, budget approvals, or internal alignment? #AerospaceEngineering | #DefenseIndustry | #EngineeringCareers | #HiringStrategy | #AviationIndustry | #STEMCareers | #Leadership

20

1 Comment

The Aerospace and Defense industry doesn’t have a talent shortage. It has an access shortage. ✈️ The strongest engineering leaders, program managers, and executives are not applying to job postings. They are employed, delivering results, and being relied on to execute mission-critical objectives. That’s where true headhunting matters. At Journey Search Partners, we specialize in identifying and securing aerospace and defense professionals across executive leadership, engineering, operations, supply chain, and strategic sales. We don’t just send resumes. We take the time to understand your business strategy and hiring objectives, allowing us to target, engage, and close the individuals best positioned to support your long-term growth. If you are actively hiring and need recruiting partners who are experts in aerospace manufacturing, precision engineering, and highly regulated environments, you are reading the right post- DM me. #Aerospace #Defense #ExecutiveSearch #EngineeringLeadership #Manufacturing #Headhunting

11

A more human, more strategic TA function? 74% of talent professionals are optimistic about AI’s impact on recruitment, according to LinkedIn data. Exceptional TA professionals aren't replaced by AI; they're supercharged by it. In this blog, we share insights on: - AI literacy as a strategic skill - The AI Maturity Curve - Emerging skills for AI-enabled TA professionals - Actions talent leader should be taking - Procurement with purpose - Responsible AI: From Ethics to Governance Don’t miss these expert insights: https://lnkd.in/dKqz-gXM #Hiring #Recruitment #TalentAcquisition #Leadership #ArtificiaIIntelligence #Technology

2

The importance of "Hiring Manager Alignment" From my experience, most hiring slowdowns aren’t caused by candidates. They’re caused by unclear decision ownership. When “everyone weighs in,” no one really decides. Strong hiring teams: • Define success before resumes show up ✅ • Agree on trade-offs upfront 🤝 • Trust TA to surface signal—not just volume 📢 When alignment happens early, speed follows naturally. TA doesn’t accelerate hiring by pushing harder. It accelerates hiring by making decisions easier. Curious to hear what tools others are using to enable more decisive hiring? #hiringtips #decisivehiring

44

4 Comments

🤔 Your top candidate goes quiet… and the business needs them NOW. You’re not getting the reassurance you need to move forward. Do you? ⏹️ Discuss backup candidates? ⏹️ Pressure to force a decision? ⏹️ Remind them about transparency going both ways? ⏹️ Push value proposition one more time? 👉 The answer? You can do all four — but only if the conversation is intentional, respectful, and never a bluff. Try this: “All of us on the team are really excited about you and would love to move forward together. As we discovered, our mission represents your values too. Because this is a critical role, we need to make sure we’re aligned and confident in your intent before finalizing things. We are continuing conversations with other candidates to protect the timeline, so it would really help to understand where you’re leaning and any concerns you may have.” ✅ Encourages urgency, transparency and honesty from the candidate. ✅ Doesn’t put too much pressure on them. ✅ Delicately reminds them the company has options, but they are the best fit. Some recruiters avoid mentioning backup candidates — I believe transparency builds trust. Agree or disagree?

5

3 Comments