In the world of Talent Acquisition, collaboration is key. At Oakstone International, history has clearly shown that internal TA teams and external recruiters can achieve remarkable results when they work together.

If you have considered leaving your current position, you would have already analysed why you want to change jobs. During this analysis, you would have identified and worked to resolve issues within your or your manager's control.

Steven Bartlett, founder of Social Chain Group and host of Diary of a CEO, publicly announced he allocates a substantial amount of time—25 to 30 hours per week—towards internal recruitment. While this level of dedication showcases his commitment to building a strong team, it's not always feasible or practical for everyone. For most leaders, a strategic approach is necessary to manage recruitment effectively without neglecting other pivotal responsibilities.

Ghosting candidates or abruptly cutting off communication with them without any explanation or follow-up can have several negative impacts on a company's brand; however, research suggests that this doesn’t stop hiring managers from continuing to ghost candidates.

While quiet hiring offers several advantages, including cost savings, a potential downside is the risk of employee burnout. Here's how organisations can navigate this delicate balance: