When Layoffs Create Opportunities

Big Tech is in a weird place.

Although Big Tech experienced tremendous growth over the last few years, it was only a matter of time before that growth bubble burst. Now, lately, it seems that every other week there is a mass layoff. It’s hard not to think of the thousands of professionals who invested their time and efforts into a company that released them in order to save their bottom line. One can only imagine the fear and hurt these former employees must feel when they’re left with a few month’s severance and well wishes.

The interesting part of this unfortunate and unexpected situation though, is that it seems that those who have been laid off from Big Tech are finding new employment rather quickly. This is due in part to opportunities in sectors apart from tech; many of which include Small and Medium Businesses (SMBs). These industries include, but are not limited to, healthcare, finance, nonprofit, government, education, and hospitality. While Big Tech is downsizing, it appears every other industry is hiring aggressively; akin to how Big Tech was hiring through 2021 and 2022. Big Tech taking a step back opens the door for companies in other industries to have their chance at top talent.

There are some things to consider, however, before going after this new talent.

Be ready to innovate

The professionals that have lost their roles in Big Tech still have the sharp and innovative minds that create change and lay the foundation for businesses to grow. At one point, these Big Tech companies were SMBs, employing the same minds that may have been laid off in these last several weeks. These folks likely aren’t looking to remain stagnant, so if your company is not ready to work with forward-thinking, driven, and passionate individuals ready to make a difference, don’t go looking for them

Improve your offerings

Ensure that you have paths for growth and a way for your team members to make a real impact on something meaningful. The talent coming from Big Tech is used to top tier benefits, compensation, and offerings in general. Although there may be slightly less competition, you will likely have to improve your offerings in order to land these professionals. Evaluate what you can bring to the table, and request assistance if you think there is an opportunity to really innovate with the technology at your organization.

Don’t overdo it

Yes, hiring may become slightly easier with an influx of available quality talent, but do ensure that every position you hire for is absolutely needed. It is likely that you’re in an industry that’s experienced more stability than the tech sector, and that may be what’s attracting these newly available candidates to you. But overhiring will undoubtedly backfire, put those same candidates right back where they started, and set you in a weird place just like Big Tech.

The job market has been a roller coaster over the past three years since the pandemic. The Big Tech layoffs are just another wild twist. Perhaps it is the nature of the job market to be unpredictable. With that in mind, it pays to find ways to thrive amidst the chaos. Companies outside the tech sector, and SMBs used to living in the shadow of Big Tech, are having their moment in the sun while they reap the benefit of available talent. It may not always be your turn to thrive, as Big Tech has now shown, but, just like the path of a roller coaster, it will all come back around.

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Talent Tap Trends & Insights | Lancaster, PA

Bad Hires - When It's You, Not Them

By Bernadette Hill • February 12, 2025

You’ve read the first two blog posts about bad hires, think you have things locked down, made the hire of your dreams and then everything begins to go wrong. Employees aren’t motivated, the work is beginning to suffer and what was once a well-oiled machine becomes something akin to the Titanic. Time to follow up on my second post about what to do with a bad hire? Maybe. It could be the new person that you introduced into your tightly controlled world or, and I say this with all due respect: It could be you. It shouldn’t come as a surprise to anyone that a toxic environment can be created from the top down in an organization. Here are just a few things that you should be aware of; consider them warning signs: You’re sending out emails in all caps Staff turnover is at an all-time high Everyone shuts up when you walk into the room Enjoying the job has become just surviving the job A few of those get your heart racing a bit? It’s ok, I promise. Just take a step back and realize that everything is correctable if you catch it in time. As HR professionals we recognize that even the greatest of hires can be tainted by a work environment that is, for lack of a better word, hostile. If you find yourself inadvertently breeding one of those types of places, here are a few things that will help pull your hind parts out of the fire. Perform A Cultural Audit Translation: Now is the time to step back and evaluate the culture that you are creating. Are you aiming for professional? Competent but relaxed? Open? Closed door, hush hush and all that? You need to know what you want and be objective in reviewing what you see before you. Ask Your Employees This one is a bit tricky because you’re putting yourself on the line and your employees on the spot. Ensure that this can be done anonymously if they so choose. Find out why they work there, what makes them tick, what they like and what they detest…leave nothing in the shadows. Hire An Outside HR Rep For A Consultation (Hi!) An objective third party is likely going to have an easier time looking at your organization and recognizing challenges that need to be addressed than you are. Don’t be offended, it’s just the way of things. More often than not, employees will actually relish the chance contribute to change and respect you even more for recognizing the need for it. Be genuine in your actions and reasons and you’ll be that much closer to creating a workplace where people want to perform to the best of their ability.

Dealing With A Bad Hire

By Bernadette Hill • January 20, 2025

Let’s imagine a world where you missed out on Talent Tap’s last blog post, “Avoiding a Bad Hire”. Such a place would be truly scary, but let’s just say that it happened and well, you’ve ended up with a less than desirable employee. Fear not! We’re here to help. The light at the end of the tunnel isn’t really an on-coming train. There is good news to be had: a bad hire is just one dimension of a business. Look at it this way, there are a myriad of business decisions that can take a nose-dive and people still stuck it out. Look at “New Coke”. That stuff was terrible and while Coke took a little heat for it, they soldiered on. You’ll do the same. Like many disaster recovery plans, the first step is to admit that you have a problem. Fall on the grenade and get it over with. Why? Numerous studies have shown that sweeping the issue under the rug is only going to result in more pain later down the line. Once you are ok with saying “I hired incorrectly” out loud, you can figure out what kind of bad hire you’re dealing with: The “No Momentum” Hire: 1) The new person starts of strong and makes an immediate positive impact…for about six months. After that, you’ll start to have an “ok” employee who falls short of initial expectations. The “Immediate Disaster” Hire: 2) The newbie proves to be a disaster from the get go for any number of reasons – personal baggage, rude, no respect for deadlines or time, or is just flat out dangerously incompetent. The “Wrong Seat On The Bus” Hire: 3) The new hire is pretty much in the wrong position in terms of competencies, experience or cultural fit. This one can be realized by both the hire and the company. Now what? Well, that’s up to you. Let’s skip over #1 for now and move right to #2. Typical wisdom is going to tell you to sever the relationship ASAP. And typical wisdom is right. Don’t let a bad hire ruin what you’ve worked to build. Harsh, but true. As for #3, this one is a bit interesting. It may very well not be the employee’s fault here. Sometimes things are just mismatched from day one. Take the time to sit down with him or her and work out if there is a better position, in terms of fit, within the company. These folks can turn into valuable employees if you take the time to align competencies with your needs. Also review your recruiting, onboarding and training processes. Do you need a more defined job description, screening/interviewing process and/or position scorecard? Onto #1 we go. This can have one of two outcomes, really. First, a conversation about expectations and goals could correct the slipping and everyone will be happy. Second, it can turn out they really just don’t want to work there anymore and in that case, it’s time for you to end it and recover what you can. How have you all handled bad hires in the past? Any techniques that have worked out for you better than others? Please, share with us in the comments below. Up next: What if it’s you and not them?