During the recessions of 1980, 1990, 2000, and the Great Recession, lots of businesses struggled. As you’d expect. What you might not expect is that 9% of companies flourished, outperforming competitors by 10% in sales and profitability.
Let’s not beat about the bush: these are difficult times. The costs of doing business are soaring, and practically every organisation faces major margin pressure.
But being one of the 9% means protecting business-critical functions like recruitment. And not just protecting – optimising.
Today’s biggest recruitment challenges aren’t going away anytime soon. Skills shortages are as big an issue as ever. Turnover is as much a frustration as ever. Great people are as critical to performance as ever.
If you ask the 9% who achieved lasting gains over their competitors, recession is not just a challenge but an opportunity. While other organisations are freezing investment and making do with ‘good enough’ technology, there’s space for forward-looking organisations to sweep in and create a competitive edge.
But, especially now, securing investment for new talent tech can be tough. You need to create a compelling business case that makes investment a no-brainer.
Download our guide and read how in just seven steps, you can build a business case for new talent acquisition software