Wilson

Project RPO doesn’t end when the hires are made. It ends when you’ve captured every insight. This blog post walks through how to review performance, learn from successes (and missteps), and build a stronger talent strategy going forward. 💡 Dive in: https://whcg.co/4oKhQ8L. #RPO #ProjectRPO #Recruitment #TalentStrategy

Looking to attract the next generation of talent? 🌟 We want to hear from you — what’s the most effective strategy for engaging early career talent? Vote below and share your thoughts! 👇

What sets great leaders apart in a shifting market? Wilson’s Ryan Moore shares why lifelong learning and agility are essential for guiding teams through constant change. 🚀 Watch the full video: https://whcg.co/4piTiEK. Or learn more about our executive search solutions: https://whcg.co/4pqJHvR. #ExecutiveSearch #ContinuousLearning #Agility

How is your TA team overcoming today’s biggest strategic hurdles? This report shares practical insights to strengthen performance and drive lasting impact in shifting markets. 🎯 Download it now: https://whcg.co/3KIVZAt. #TalentAcquisition #TalentStrategy #WorkforceStrategy

What is going on with the job market? I have been intimately involved in hiring markets for over 20 years, and I have been called on as a so-called expert by Fortune 500 companies more times than I can count. What we are experiencing right now is not new. Anything you read in the media talks about the lack of jobs and the layoffs — and of course, how AI is taking all the jobs (more on that in a later post). One week it’s Apple and UPS; the next it’s Intel and Microsoft. While these layoffs are real, they are not happening for the reasons layoffs usually occur. These companies are not struggling, nor are they necessarily downsizing — they are changing. In most cases, they are firing to hire. If you don’t believe me, go to any of the aforementioned companies’ job sites and you will see hundreds if not thousands of open roles. So why the layoffs? There are two main drivers. 1. 2021–2022 salaries were artificially inflated. If you were hired in 2021 or 2022, you were most likely brought in above market rates. For example, if I hired a software engineer in 2022, I would have been paying that person 30–40% more than I would pay someone hired today. Most positions don’t have that large of a gap, but there was a premium paid on most jobs during those two years. How long do you think a CFO will be comfortable paying 20%+ more for a role when they could hire someone with similar skills at today’s market rates? 2. We’ve seen this before — during the post-GFC “digital transformation.” Those of us old enough to remember the post-GFC (Global Financial Crisis) job market remember the term “digital transformation.” It was a reshuffling of the workforce. Companies were doing layoffs very similar to what we’re seeing today — just replace “digital transformation” with “AI optimization.” Like the early 2010s, companies are now hiring for roles they have never hired for before. No one was hiring an AI Architect three years ago, for example. Please don’t believe the hype: for every job AI eliminates, it is adding another — at least at this point. With that said, is the overall job market strong? No — but it hasn’t been strong since 2023. We are in a major period of transformation and change. Will the job market stay soft forever, no.  Could it heat up just as fast as it cooled? Absolutely! There are many other factors affecting the overall job market beyond the inflated 2021–2022 market and the workforce reshuffle. The next three most impactful, in my opinion (and topics for another day), are: - Confusion around AI — specifically anticipation vs. realization - Inaccurate and antiquated government job data - Corporate focus on cost savings vs. growth #layoffs #hiring #talent #AI #jobmarket

Are you tapping into the next generation of talent? Wilson’s Kelly Scarpenter explains how investing in early careers brings fresh ideas, energy, and growth opportunities. 💫 Check it out: https://whcg.co/4aBUzCa. #EarlyCareers #WorkforcePlanning #TalentStrategy

It was great hosting the Bridgestone Retail Operations, LLC team this week! It’s always energizing to connect in person and strengthen our partnership. Faith Walker Amy Brookshire Ryan Bastien Brad P.

Want to stay ahead in hiring and recruitment? This blog post identifies the top 5 talent acquisition trends to watch in 2026. 🔍 It dives into AI, data storytelling, skills-based hiring, and more. Read it here: https://whcg.co/3Y8SjuO. #FutureOfWork #TalentAcquisition #Recruitment

Planning for rapid growth but need flexible hiring support? Project RPO could be the answer! Our 5-step guide breaks down how to choose a partner, prepare your organization, and measure success when you go live. 💯 Start here: https://whcg.co/48CtUDW. #RPO #ProjectRPO #HiringStrategy

Closing the skills gap is one of the biggest challenges organizations face today. 🎯 Which strategy does your organization rely on most — early-career programs, skills-based hiring, internal upskilling, or AI and tech tools? Cast your vote and share your experience in the comments! ⬇️ #SkillsBasedHiring #WorkforcePlanning #TalentAcquisition