recruitment Archives - SourceMatch

4 Hiring Trends 2019

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In the Infographic below, we’re highlighting 4 hiring trends that you should consider when making a hire in 2019.

Let’s talk about the first one: Artificial Intelligence.
AI, as we already noticed, has an impact on the recruiting processes, making them easier to handle. According to studies, 52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool. Katrina Kibben, Randstad argues that “Any area of recruiting where distinct inputs and outputs occur – like screening, sourcing, and assessments – will largely become automated”.

However, AI requires abilities from a recruiter in order to use the new technologies, so the question remains: are the HR/ talent acquisition department/ recruiters ready for it?

Hiring for potential.
Although experience is not to be neglected, it does not equal performance. So why focus your attention on hiring for potential instead of experience? Besides the reduced costs, there are many benefits to what a less experienced but driven candidate might bring to the table, such as adaptability, creative thinking, communication skills, or flexibility.
Let’s keep in mind the fact that what used to work in the past, might not work in the future, and hence why adaptability is a key trait.

Work flexibility
Why offer flexible hours? Because you want happy and productive employees. Let’s put it this way: If an employee has problems in their personal life, it affects their professional one, and vice-versa. Work-life balance is a direct result of employees’ ability to have a say in how they use their time for work. Needless to say that with flexibility comes great responsibility and openness to staying accountable.

Candidate experience
Why is the candidate experience important, you may ask? Monster’s CandE report found that of the candidates who had a positive hiring experience:
1. 62% will increase their relationship with brands products and networks;
2. 78% would refer someone in the future;
3. 62% would apply again.

These trends help us understand how to best adapt to the future of work. They impact the way companies relate to the labor market, what candidates expect from new jobs, and how organizations can create an environment that encourages professionals to attain their full potential. Despite a heavy emphasis on autonomous technology, at SourceMatch we believe that human interaction is by far the one that candidates will remember best from the whole hiring process. So what are you doing to make sure that whether they are selected or not for a job, candidate’s will have a lasting positive impression of your organization, brand, and employees?



Recruiting – candidates and hiring managers

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The dynamic between candidates and hiring managers
Hiring someone is just like a dance. In a firm, out of necessity, someone requests a new position to be filled at which point a recruiter steps in and starts the hiring process. A team is formed and the one in need is appointed as the hiring manager, meaning that he is the ultimate decision maker, the one who must give the stamp of approval about who is hired. This is the moment the dance begins. Because the hiring manager is the key member of the recruitment team, the recruitment choreography is structured according to his needs and wants. He is the initiator of the position and he becomes the center point of the employee selection team. The human resources team will cater to his needs with every step of the hiring process.

What hiring managers look at
Hiring managers are involved in every aspect of the employment process and they are the visionaries who set the tone (hopefully!) for the ideal candidate profile. It is an art to come up with the ideal candidate’s profile because one needs to know the ins and outs of the job. When a job order is created, the hiring manager gathers all the insight he has on a particular job and conveys that into specific details on not only what the job is like, but also what the ideal candidate would be like. At this moment, the recruiting team opens up for applications process. They select a group of well-suited candidates and give them the chance to show how they would synchronize their own combination of qualities and experience with the job’s requirements. The spotlight is on them and the hiring manager watches them perform with a scrutinizing eye.

First impression. The candidates put forth the best they have
The candidates step on the stage. Some are shy and some are bold and usually, all of them are prepared as they know that their future depends on their performance. They showcase their talents on that stage, but little do they know that their performance is watched before they start dancing. You see, the hiring manager is smart and wants to know how the candidate moves in his natural environment, in his day to day life. So, he does a background check. This involves every single digital record he can find from Facebook to public information. He might even ask the receptionist what kind of a first impression the candidate gave. You might find this to be quite sneaky but in the end, it’s the smart move to make. The hiring manager always acts in the best interest of the company.

An in-depth look – interviewing
At this point, the candidates made their first move before the hiring manager had the chance to demonstrate who they are and what they can do. And if the way they danced so far screamed “likable” they are validated for the next step in the hiring process: the interview. Up to this point, nonverbal communication was key. But from now on words are gold. At this stage, the candidates move forward with their words. If they master small talk, they are hired. You might be tempted to think that their technical skills are the most important, but, no. You see, they wouldn’t have gotten the chance to perform in front of the hiring manager if they wouldn’t have had the technical skills beforehand. By this point, the focus is on the interaction. The hiring manager wants to see if the candidate would be a fit for the job. By this, we mean that he needs to get the feeling that if he would make the hire, the new employee would not disrupt the job workflow. He will step in and through well-orchestrated questions, he himself will “dance” with the candidate in order to understand the candidate’s skills, attitudes, and perseverance.

The role that intuition plays after an interview
Now the stage is empty, but emotions run high. The candidates try to figure out what they did wrong and the hiring manager is left alone with his most trusted friend, his gut instinct. If he makes a good hiring decision, he will be fine with it but he wants to make the best choice so he will sleep on it. The hiring manager uses the knowledge he gathered along his years of working in a certain field and decides based on the way he feels about each candidate. Although his decision will be based on more of an implicit thinking pattern it will be a well-motivated one. He will assign the role to the best candidate from a technical perspective, as well as from the way he performed regarding his interpersonal skills.

Why SourceMatch?
Being in the recruiting business for more than twenty years, SourceMatch has an in-depth knowledge of the hiring process. We know every single building block pertaining to recruiting. We can assist with identifying the hiring needs, how to create job descriptions and how to post and promote these jobs. When it comes to screening candidates, SourceMatch has the best compliment ever: clients keep coming back for more. If it’s challenging to find and reach candidates at the right time and place to go through your hiring process, you are not alone! Most companies have difficulty in filling jobs, especially because of the skills gap. SourceMatch has a hiring choreography tailored to your needs. Let’s dance!

Artificial Intelligence in Recruitment

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Artificial intelligence, known as AI, is progressing rapidly and we see it in many forms today.
Before thinking about implementing AI or machine learning in your organization’s processes, you have to make sure you understand completely the new technologies.

What is Artificial Intelligence (AI)?
As there are many definitions out there, we list 3 of them below.

1. According to Merriam Webster:
a: = a branch of computer science dealing with the simulation of intelligent behavior in computers
b: = the capability of a machine to imitate intelligent human behavior

2. According to Britannica:
= the ability of a digital computer or computer-controlled robot to perform tasks commonly associated with intelligent beings.

3. According to English Oxford Living Dictionary
= the theory and development of computer systems able to perform tasks normally requiring human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages.

How about machine learning?

SAS defines machine learning as “a method of data analysis that automates analytical model building. It is a branch of artificial intelligence based on the idea that systems can learn from data, identify patterns and make decisions with minimal human intervention”.

So how do these change the future of recruitment?

One of the greatest challenges businesses face today is recruiting in a market where suitable talent is scarce. It’s also critical for a business’ success to find and retain the best talent.

AI can make onboarding easier, and a first impression many times leads to a positive first impression of an organization’s processes. New hires are provided with helpful information in order to make their work lives easier right on the first day of work, and then timed based on the various stages of integrating into the work environment.
According to Jill Hauwiller (Leadership Refinery), AI will revolutionize how companies screen resumes and candidates in their databases; also, building and maintaining authentic, professional relationships will help people stand out and land the interview.
Korn Ferry Global Survey’s results on nearly 800 talent acquisition professionals, show us that 63 percent of respondents say AI has changed the way recruiting is done in their organization, with 69 percent saying using AI as a sourcing tool garners higher-quality candidates.
Machine learning technology can automate processes like programmatic advertising (the process of purchasing ad space through a software, and relying on complex algorithms to deliver advertisements contextually).

One question still remains: are organizations ready for AI and machine learning? Does the labor force have the right skill sets in order to use new technologies and tools?

Let us know your experience by leaving a comment below.


Recruiters and hiring managers. Connection and disruption in the recruiting process

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Recruitment: a plus or a minus
One of the important functions of a solid business is the Human Resources department. It deals with aspects such as compensation, benefits, new employees, recruiting, training, organizational development, and culture. It is also meant to act as an adviser to senior staff, providing clarity regarding the impact of their operational, financial and performance planning on people. However, the topic of recruitment attracts considerable attention in most organizations. It is estimated that U.S employers spent in recent years no less than an average of $140 billion annually on recruitment activities. The recruiting process has a direct impact on an organization’s bottom line. Those organizations that excel at it, experience 3.5 times more revenue growth and twice the profit margin as opposed to all other employers who will rather see recruitment as an expense due to the lack of return on investment.

Recruitment is about one common objective
We know that hiring the right employee for the right job isn’t easy and hiring them at the right time can be even more challenging. Employers have the power to decide which type of people they want to hire and what strategic message they’re sending to reach the targeted professionals. Done poorly, an organization’s recruitment efforts will generate job applicants that are unqualified and will miss the highly qualified ones because they were unaware of a job opening. Whether we talk about an organization’s senior management, hiring managers, or recruiters, they all have different expectations when they think about recruiting. Senior management thinks in terms of strategy, growth, and bottom line. Hiring managers will focus on tactics and short to mid-term projects goals. Recruiters will think in terms of identifying possible candidates, assessing their skills, behavioral and cultural fit, as well as making the tight deadlines that come with growth. Despite their apparently different expectations, all stakeholders active in their organization’s recruitment process have one objective: getting the right people on board.

Do your homework
Among the most important factors influencing the recruiting process is the hiring manager’s perception of the candidates that are being presented by the recruiter. Even within the same organization, the hiring managers are the recruiter’s clients. This is why an evaluation of how well recruiters serve the hiring managers’ interests and needs is required.

Here are a few reasons that will lead to the failure of the recruiting process:
a) Recruiters don’t have a good understanding of the type of candidate that hiring managers require;
b) The recruitment process takes too long;
c) Recruiters forget to keep hiring managers updated on the status of the recruitment process;
d) The intense use of the e-mail by the recruiter;
e) No interaction with the hiring manager and lack of proactivity.

Some of these might be the result of poor communications between hiring managers and recruiters. Others may be caused by the fact that hiring managers are unclear about what they need in a new hire. A slow process can be caused by not acting quickly when it comes to reviewing job applications and scheduling interviews. To avoid all these obstacles, recruiters must work directly and closely with the hiring managers to develop a list with realistic expectations for each job opening. The recruiter should take time to understand what the hiring manager appreciates most about the people who are currently doing well in their team. Looking at the current team members and what made them a good fit is useful to determine both tangible and intangible factors influencing the recruitment and hiring processes.

Communication is key
It’s estimated that 80% of recruiters think they understand the requirements of the jobs for which they recruit, and only 39% of hiring managers agree with it. Such a disconnect is detrimental to all parties involved in the recruitment process and can lead to a loss of time and money.
Recruiters are responsible to educate the hiring managers on whether expectations are realistic when correlated with the labor market.
Recruiters should always keep the hiring manager updated about how things are progressing throughout the process and ask for information rather than wait for the hiring manager to contact them. On the contrary, recruiters ought to focus on creating a collaborative process in which all parties are aware of the hiring status, and can at any time connect to the company’s applicant tracking system for most recent updates. Technology has made communication much more accessible and streamlined through smart recruiting software applications that are synchronized across all available platforms.

Recruitment strategies and processes
By communicating the right values ​​in your job advertisements to properly on-board candidates, the recruitment strategies you use can make or break the hiring process. Here are some that you should try.

Your brand is important
Probably the most important element in attracting, hiring and retaining talent is Branding, and it’s the most difficult. In fact, 72% of recruiting leaders around the world agree that branding has a significant impact on employment.
Having a strong employer brand is a great way to attract great applicants. However, it is not easy, it requires a significant investment of time and money.

Introducing an employee recommendation system
Unlike employer branding, starting a program that helps identify potential new hires does not cost you much and can get you results pretty quickly. Here are some benefits that come with this kind of initiative: lower recruitment costs, reach professionals that otherwise might not have applied for your openings, shorter timeframes to fill positions, and in essence less money spent on hiring.

Don’t neglect the passive candidates
Passive candidates can be a real treasure if you take the right approach to reach out to them. Note that most of them don’t have an updated resume or aren’t motivated to apply. The good news is that an estimated 85% of the workforce would gladly change their job for better opportunities. It’s all about portraying them in a way that’s transparent and detailed enough to determine a response.

Focus on publishing an accurate job description
Make sure your job ads are proofread, double-checked and accurate. If you are trying to find the right candidates for your job offer, It’s important that their first impression of your organization and digital presence is a good one.

Improve your job interview
According to LinkedIn research, 83% of candidates had a negative experience during an interview and most wouldn’t have applied for the job had they known. To avoid bad interview experiences ensure that your candidates receive all the information they need about the role, that they’re asked meaningful questions, and that interviewers show genuine interest in understanding their career.

We all are aware of the fact that the world of recruiting is growing rapidly, and while these strategies are helpful this year, it’s very probable that in the years to come these might not be trending anymore. Keep learning, researching and adopting new ways to attract the best talent in the market, since people are key to a company’s ability to thrive among competitors! At the same time, not all these recruitment strategies will work the same for all companies. Our advice, in order to advance your hiring process, try, improve and customize them, and adjust them to your organization’s needs.

US Employment Statistics by Industry

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What are the top industries where employment numbers have increased?
Whether we are talking about the private or the public sector, the following industries continued the upward trend in 2018: construction, manufacturing, retail trade, education, health services, professional and business services.

From one year to another (December 2017 to December 2018), payroll employment (referring to the number of U.S. workers in the economy that excludes proprietors, private household employees, unpaid volunteers, farm employees, and the unincorporated self-employed) rose by 2.6 million (1.8 percent), compared with a gain of 2.2 million for the previous 12 months.


The employment growth has a positive effect on the economy. For instance, it affects large, multinational as well as small, regional organizations’ demand for talent and their ability to recruit the best candidates. In order to have an advantage in a competitive struggle for talent, organizations need to be aware of the current economic trends and the effect they have on the labor market.

High employment makes attracting and retaining the very best employees a little more difficult.
Organizations should think proactively and integrate workforce planning into their business planning process in order to stay ahead of talent shortages (if the case) and increased competition for talent.

Workforce planning can actually help organizations analyze their current workforce, and more importantly, determine future workforce needs, to identify the gaps between the current and future workforce.

Organizations are reaching out to recruitment solutions specialists, who are experts in recruiting and retaining people with the benefit of a consultative partnership. In that scenario, the provider acts as an extension of an organization’s HR department, helping to streamline the recruiting process (sourcing, assessments, in-depth interviews, and selection).

Total employment is projected to grow by 11.5 million jobs over the 2016–26 decade, reaching 167.6 million jobs in 2026 and industry employment is projected to grow at a rate of 0.7 percent per year until 2026 (projections before 2016), faster than the 0.5 percent annual rate from 2006 to 2016 but much slower than rates seen during the decades leading up to the 2007–09 recession.



Future of jobs Infographic – Series Industry – Chemistry, Advanced Materials & Biotechnology

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We are now living in a time where we can see the Fourth Industrial Revolution with our own eyes. One of the things we are going to notice is that major changes are being made in the business environment. These occur due to the impact of the Fourth Industrial Revolution on other socio-economic and demographic factors. This combination creates significant disruptions in the labor market. As a result, you’ll notice the emergence of new job categories. That means some of the legacy jobs are being replaced by new ones. People must be ready for this kind of change as it transforms the way people work.

There are four drivers of change that have a strong say in the market today. Here are the ones that we must take into account: the ubiquitous high-speed mobile internet, artificial intelligence, widespread adoption of big data analytics and, last but not least, cloud technology. These are set to dominate the 2018-2022 period because these drivers of change will most definitely affect in a positive way the way businesses grow.
Another important change comes with the increasing transition towards automation as nearly 50% of companies surveyed expect that their full-time workforce will decrease as a consequence.

This finding is based on the job profiles of their employee base today. Even with this happening, we must take into account the fact that 38% of businesses surveyed expect to extend their workforce to new productivity-enhancing roles, and more than a quarter expects automation to lead to the creation of new roles in their enterprise.
There is a range of roles that will experience increases in the period up to 2022: Data Analysts and Scientists, Software and Applications Developers, and E-commerce and Social Media Specialists. We can tell that these roles that are significantly dependable on the use of technology. Another important aspect is that there is obvious evidence of accelerating demand for the latest technologies such as AI and Machine Learning Specialists, Process Automation Experts, Big Data Specialists, User Experience and Human-Machine Interaction Designers, Information Security Analysts, Robotics Engineers, and Blockchain Specialists.

Everyone must be ready for what’s coming by preparing ahead of time instead of adapting to change that’s already happened.

The first graphic presents the technology adoption by Automotive, Aerospace, Supply Chain & Transport industry. A huge share of survey respondents from the industry indicated that, by 2022, their company was “likely” or “very likely” (on a 5-point scale) to have adopted new technology as part of its growth strategy.

In the second graphic, we can see the five biggest perceived barriers to the implementation of new technologies across the industry, as ranked by the share of survey respondents. The following graphic will show you which were the obstacles that were selected by the surveyed people that were perceived as impediments to successful new technology adoption faced by their company.

The following graphic shows the expected impact of new technologies adoption on workforce. Here you can see the percentages representing the share of survey respondents from the industry who expect their company to have adopted the stated measure(s) over the 2018–2022 period as part of their current growth strategy.

Technological advancements are very likely to present real challenges to existing business models and practices. But hopefully in the next years, these dynamic changes, whether they are disruptive or constructive will be the exact reason why new opportunities of growth appear.

Source: Report

Are You Listening?

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We’re all familiar with the fact that communication has two dimensions which are: speaking (expression) and listening (reception). Furthermore, there are four ways we communicate: speaking, listening, reading, and writing. But, what does it takes to become an excellent communicator? It is not just about speaking but also about listening. Speakers have the power to share their opinion and influence, but in the end, listeners will be the ones to who validate a message or not.
One of the greatest lessons in life is to listen with the intent to understand what is being said, instead of just listening to respond. However, listening is essential to those who want to be successful in their professional or personal life. And the best way to start listening effectively is by not talking.

There are a few questions out there, that many of you may be wondering: How many of us are really good listeners? Can we learn something by listening? The fact is, that real listeners are hard to find, but when you come across one, it is like a breath of fresh air and it gives one the satisfaction of real communication. People spend 70 to 80% of their time engaged in many different forms of communication but only 55% of them, are really listening.
Nowadays, it is easier to connect with others than before. But the question is: “Are we becoming bad at communicating?”. You might also wonder, what does this have to do with recruiting? It has everything to do with recruiting. Becoming a better listener is not as hard as it seems, but it requires commitment and effort. Still, before you go in this direction of learning how to become a better listener, remember that nobody is perfect, but being persistent and dedicated leads to improvement. There are two types of listeners: Active listeners and passive listeners.

Active listeners
The person who pays attention and listens to understand what the speaker has to say and also provides feedback when it’s required is an active listener. It is also the person who has the careful attention to non-verbal forms of communication such as eye contact, expressions and also hand gestures. The truth is that this skill requires a lot of practice, it is not as easy as it sounds. During an interview with a candidate or a typical conversation, the most important thing to do is be present at the moment. Allow that person/ candidate to speak, stay focused on his words instead of planning your response. Active listeners are also open-minded. They absorb what other people are saying without interruption and accepting new ideas or perspectives instead of interjecting their own opinion. Instead of jumping into conclusions, let the other person express his or her view.

Passive listeners
Passive listeners don’t make an effort to understand what the speaker has to say. However, they can be physically present and they can hear the conversation but may be completely distracted. Their job is to sit quietly and not respond to what the speaker has to say. Picture yourself listening to music when you are doing something. Although the music is playing, you pay attention to other work. Students are constantly dealing with this type of listening. They hear the teacher, but are not attentive, therefore they do not retain the information. The former Senior VP and General manager of Nordstrom company, Betsy Sanders, said: “To learn through listening, practice it naively and actively. Naively means that you listen openly, ready to learn something, as opposed to listening defensively, ready to rebut. Listening actively means you acknowledge what you heard and act accordingly.”

How can we improve our listening skills?

Don’t look for the next thing to say, hear what the other person has to say, without planning your response. Our team of recruiters has many interviews every day and sometimes it can be challenging. If you’re a recruiter, it might be that you’ve had the perfect interview with a candidate. Therefore you are convinced that she will be the right fit for the job and you quickly screen her up by running through your checklist of questions. Scheduling the interview with the hiring manager would be the next step to take, but later you might find out that you have missed a few things which are important, and you’ll need to go back to talking with the candidate. Being engaged in the conversation and not looking for the next thing to say, will actually save you time in the long term.

Less talking more listening
People who talk too much don’t always have much to say. That doesn’t mean that they know everything. This can lead to problems. You need to know when to stop talking and start listening. In our business, meetings and interviews are very important, they give you the opportunity to learn more and improve your knowledge. “A person who’s talking is giving away information–often more than he or she intended. A person who’s listening is receiving information”.(The Medium). A few things you can avoid doing are: giving out wrong information, making wrong assumptions, and also making use of the same resources. These can make you look less intelligent than you actually are.

Stop multitasking
For recruiters as for many others, time is very valuable. Reports, emails, scheduled interviews, training other employees and many other tasks can be difficult. If you miss doing them at the right time, your projects and even your job might be at risk. But still, multitasking isn’t a superpower. Many are convinced that it helps them be more efficient and productive. Instead, it reduces your efficiency and performance. It is also slowing down your productivity and decreases the quality of your work. Let’s not forget that multitasking is affecting the quality of the conversation and also make people feel uncomfortable and unimportant, and some even angry. Instead of multitasking focus on being more organized, you will be amazed to see how many things you will do.

Always maintain eye contact with the speaker
You don’t have to stare at the speaker, you can look away now and then acting normal, but still be attentive. Picture yourself in a meeting, when your project manager has a presentation and you are distracted by your phone, or computer. Are you consciously taking that information in? You might create an uncomfortable situation. When you allow your mind to be distracted, those around you will notice it. Always maintain eye contact during a conversation, it is the most essential aspect of effective communication. Also, making eye contact with your listeners establishes a connection with them and conveys confidence and honesty.

Interrupting and imposing solutions
We all know how that interrupting someone during a conversation is rude. If one of your clients is presenting their problem, refrain talking about your solution until the end. Try to listen before you talk. If they need your help or advice, they’ll ask. Keep your ideas until the end and ask the speaker’s permission if he would like to hear about them. More than often, this is just basic communication courtesy, and most will not refuse. Although it is important if you are often interrupted during your speech, something might be wrong with it. Did you get the listeners attention, did you miss anything? Try figure it out, what didn’t work? Dealing with this kind of situation is challenging and requires a lot of practice, interruptions are not exceptions.

Ask questions
One of the simplest ways to become a better listener is to ask more questions than you can answer. You can also create a safe space for others to be honest with you. Questions not only make you look smarter but also show that you are interested. It is also helpful when you are in doubt, to clear up misunderstandings. Wait for the speaker to pause, though, then ask the clarifying questions.

Be empathic
Being empathic allows you to feel the same as the speaker does. You also give others permission to be relatable. Don’t forget to express joy when your speaker expresses happiness, and sadness when the other person is sad. To experience empathy, you need to put yourself in the other person’s place. It takes determination and concentration. But in the end, it is the best thing you can do in communication.

One great way to become a good listener is to summarize what the other person just said. This can help you understand what really happened. You can avoid any misunderstanding that could lead to frustration. Instead of making assumptions, summarizing helps you add your perspective, thoughts or even questions about what’s being said or not. We all have meetings, important conversations, and informal chats. Regardless of the person in front of you, wanting to understand what they’re really saying will go a long way. Listen carefully and write down only the essential words without adding any personal opinions.

According to the great psychotherapist, Carl Rogers, the major barrier in communication is our very natural inclination to judge, to approve or disapprove and to evaluate the disclosure of the other person or the other group. However, this evaluative tendency can be avoided when we listen to understand. “It means to see the expressed idea and attitude from the other person’s point of view, to sense how it feels to him, to achieve his frame of reference in regard to the thing he is talking about.”

A good listener is patient, attentive, responsive, curious, provides constructive feedback, is empathic, shows interest to the speaker as a person, is open-minded, doesn’t criticize and is nonjudgmental. Mastering the art of listening is a tremendous ability! Nonetheless, becoming a good listener takes time and practice, and it won’t happen in a flash. It requires willingness and commitment. By learning, we develop our virtues of patience and humbleness. It also teaches us to resolve conflicts by avoiding them. “Listening actually changes the person to whom you are listening”(Carl Rogers).
We encourage you to listen and actually wait for your turn to talk. Listen attentively, you can always learn new things from another person’s experience. Once you are aware of that you won’t jump into “Ok, it’s my turn”, you’ll have the ability to appreciate someone’s story or advice.

We strongly believe that a recruiter’s most powerful skill is being an active listener. Our advice is to take time to listen to your candidates and try to find what is really important to them. Recruiters have the responsibility to match the best candidates with the right positions. When it comes to our client’s organizations, it’s important we understand their requirements, get familiar with their business and culture before we can think about what candidates would be a good fit.

Our team is valuable, therefore keeping them motivated and happy is important. Trust your employees and encourage them to speak their minds. When they talk, it’s your turn to listen. Concerns or complaints are inevitable, and our mission is to solve them properly without rushing to judgments. Sometimes communication becomes a problem when we need to confront someone about their mistakes. Do it wisely without assuming that you have people figured out. Ask questions, listen and do your best to understand the whole picture. “Make sure that good listening techniques are a part of training at all levels of management, leadership, and HR so all your employees can feel comfortable addressing and reacting to complaints in the proper manner”(Cathy Siska, Chief Operating Officer).

Future of jobs Infographic Series – Industry Profile – Energy Utilities & Technologies

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Companies expect a good improvement by implementing the technologies below by changing the frontier between humans and machines when it comes to existing tasks between 2018 and 2022. Until last year, 2018, 71% of tasks were performed by humans, compared to 29%, by machines. By 2022, this standard is expected to change to 58% task hours for humans and 42% by machines. However, last year no work task was yet estimated to be performed, most of all by algorithms or machines. At the same time, the expectation for 2022 is different, by increasing the contribution of machines and algorithms to 57%.
For instance, by 2022, 62% of the organization’s information and data processing, searching reports and transmission tasks will be completed by machines, compared to 46% today. Even the ordinary tasks that are not so overwhelming for humans such as communicating and interacting (23%), developing, managing and advising (20%); likewise decision-making and reasoning (18%) will start to be automated ( 30%, 29%, and 27%).

So what do these numbers tell us?

The large firms in the global (non-agricultural) workforce indicate that 75 million jobs may be displaced by a shift in the division of activity between machines and humans, while 133 million new roles may arise that are suitable to the new division of work between humans, algorithms, and machines. At the same time, these estimates and hypothesis behind them should be treated with caution, because they represent a subdivision of employment globally, they are useful in highlighting the types of adaptation strategies that must be installed to assist the progress of the transition of the workforce to the new world.

Here are three aspects tackled for you. They will show you how Energy Utilities & Technologies are influenced by the adoption of new technologies, they will also illustrate the existing barriers created, and they will summarize the impact on the workforce.

Let’s start with a look at the following infographic. A huge share of analysis of the respondents from the industry indicated that, by 2022, their company was “likely” or “very likely” (on a 5-point scale) to have adopted new technology as part of its growth strategy.

Secondly, if we check out the barriers to adoption of new technologies, we can discover that the five biggest perceived barriers to the implementation of new technologies across the industry, as ranked by the share of survey respondents. The following graphic will inform you which were the major obstacles, that were chosen by the surveyed people, perceived as impediments to successful new technology adoption faced by their company.

Thirdly, we would like to share this information related to the expected impact of new technology adoption on the workforce. In this last graphic, you can see the percentages representing the share of survey respondents from the industry who expect their company to have adopted the stated measure(s) over the 2018–2022 period as part of their current growth strategy.

The expectation of this technological progress presents a real challenge to the existing business models and practices. At the same time, we hope for the next years that these dynamic changes, whether they are causing confusion or will be constructive will be the exact reason why new opportunities of growth appear.

Source: Report

Diversity inclusion Infographic

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Creating a diverse workplace definitely pays off. These recruitment statistics show that the top reasons companies focus on creating a diverse workplace are statistically connected to the benefits that come with it. Firstly, diversity improves company culture as reported by 78% of respondents. Secondly, it improves company performance at least according to 62% of the surveyed lot. And thirdly, a percentage of 49 of respondents said they incorporate diversity in their business so they can be more relatable to their clients.

Business leaders might want to better relate to customers because of the benefits it brings. McKinsey’s research on the link between company financial performance and ethnic, cultural, and gender diversity finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. In this case, some might want to look into ways of integrating into their organization people with different cultural backgrounds that would match the cultural dimensions of the business clientele. With regards to improving company performance, the same study pointed out that diversity is a competitive differentiator that is shifting market share toward more diverse companies. The analysis of the data revealed a positive relationship between financial performance and greater diversity in leadership. The reason for this might be because the more diverse a company is the better it is to improve employee satisfaction and thus decision making.

In conclusion, although improving organizational culture through variety might be difficult, it is well worth it. It might be hard to achieve a cohesive one direction oriented group with people from different cultural and ethnic backgrounds because of unconscious bias, but companies that manage to do it are also able to achieve a global mindset and cultural fluency which in turn translates into higher profit.

Source: https://www.talentnow.com/recruitment-statistics-2018-trends-insights-hiring-talented-candidates/

Recruitment statistics 2018

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Why are recruitment statistics important? Besides the fact that they keep us informed and help us guide our recruiting efforts, they can be powerful tools to improve.

In this statistics representation, we showed in numbers how easy/ hard it is to fill a position in the year 2018. Do you know what passive job seekers are? The following data will be of much help if you do a little research on how to direct your efforts when searching for talent. And the last item in our figures is related to the number of companies that promotes talent within the organization.

U.S. employers encounter difficulties when they want to fill new job openings. The statistics tell us that 50% of U.S. Employers reported that it is taking them longer to fill jobs today compared to any other period of time. This trend in human resource speaks about who has the upper hand when it comes to recruiting.

Job seekers hold the strongest influence on the job market. Some decide to pursue jobs based on long-term personal objectives and other will hop from one job to another based on salary alone.
In their search of the best talent, recruiters also need to consider candidates who are not actively searching for a job. According to the statistics, 73% of candidates are passive job seekers.

This turns out to be difficult for recruiters because passive candidates are not looking for new job opportunities since there’s typically a good reason: they are competent workers and they are happy with their current role. Convincing them to hop jobs might be difficult.
But there are also more optimistic statistics. For example, 79% of organizations are focusing their efforts towards building and promoting their own talent from within, meanwhile only half are recruiting from the external labor pools. Hiring from within their own organizations comes with numerous benefits for employers because it saves up on time and not to mention money. This is an ideal way for organizations to retain talent and to grow organically.

Source: https://www.talentnow.com/recruitment-statistics-2018-trends-insights-hiring-talented-candidates