Here’s a look at the hiring trends for 2020. These will help talent acquisition leaders shape their next moves and build better hiring strategies.
1. Companies increasingly use AI-powered tools & HR automation Artificial Intelligence comes as a very practical solution to help identify and hire the best talent with apps like automated meeting schedulers, customer support chatbots, that make recruiters more productive. According to Career Builder, 93 percent of employers that have automated parts of their talent acquisition and management processes, say the switch has saved them time and increased efficiency, and 67 percent say they’ve saved money and resources.
2. Employer branding continues to be vital in 2020 75% of job seekers research a company’s reputation and employer brand before applying, according to LinkedIn research. Companies will research how their employees feel about the jobs they’re in, the thoughts they have on the employers, their work, so they can think long term and build a stronger employer branding.
3. Employers will further prioritize diversity and inclusion jobs A Glassdoor survey reveals that 64 percent of workers say their company is investing more in diversity and inclusion than it has in years past. Also, Glassdoor’s Economic Research team found that job openings for roles related to diversity and inclusion in the U.S. have increased 30 percent since last year, with approximately 810 jobs open across the country.
4. More candidates will embrace the mobile job search We see a decline in the use of the traditional desktop PC that has an impact on candidate experience, and so, employers will be looking to adapt in 2020 and streamline the mobile job application experience. It is expected that by 2025, nearly three-quarters of the world will use just their smartphones to access the internet (CNBC).
5. Employers will put more focus on candidate experience A good candidate experience during recruiting can be defined by transparency, respect, communication, efficient application process, offering a fair opportunity, timely feedback and so on. Negative candidate experience has a negative effect on a company, as according to statistics, 54.1% of job seekers who had a poor candidate experience stated it would have a negative influence on their decision to purchase a company’s products or services or on their brand perception.
Is your 2020 recruiting strategy aware of these trends? Schedule a complimentary session with us, let’s talk about recruiting and take your business to the next level!
Modern recruiters and HR managers find it essential to stay up to date with the changes in a candidate-driven market and they need to reevaluate their hiring techniques because of the challenges they are facing.
In order to get a clear picture of how to solve the top 5 challenges that companies face when recruiting, let’s first identify them:
1. The need for a new hire “Yesterday”
One of the biggest challenges that recruiters face nowadays is having to hire quickly. And we all know that vacant positions cost time and money. Hiring fast can have its advantages but it can also come with a cost. Hiring quickly to fill a role, can save a bit of money, but what if the candidate is not the correct fit? What if that candidate leaves, does not fit into the work culture, or does not match the skill set required? Candidates also prefer a quick application process. According to statistics, 60% of candidates have quit the application process because it took too long.
41% said automated decision-making would speed up their time to hire.
Solution: Build talent pools proactively. Having a nurtured talent pool can make all of the difference. It will come in handy when you need to fill a role fast. Using the right recruitment automation tools can ease up the HR workload, using time in an efficient way and improve the quality of results. In this process, don’t forget to be human. Candidates are people and they expect so see genuine care. Think about their plans, their aspirations, where they are in their career, as you would for yourself. This will have an impact in the long-term.
2. High Competition in the Market
The competition for talent at a global level is fierce. With outsourcing services and remote working, the entire workforce landscape has changed. A recruiter’s role (area of expertise) gets wider as challenges grow, and they need to go the extra mile to hire the best talent. The Bureau of Labor Statistics confirms that in September 2019, there were 7.0 million job openings and only 5.9 million hires.
Solution: With many offers on the table, candidates get picky and look for more than just a paycheck. Actually, the first interaction they have with the company could be with the product/ service it offers. Employer branding is no longer an option. It can cut the time to fill in half and a positive reputation can lead to 50% more qualified job applicants. As a result, 59% of recruiting leaders worldwide are investing more in employer brand (Source: LinkedIn).
3. Finding Skilled, Qualified Talent
92% of business leaders think American workers aren’t as skilled as they need to be. There is a real skills gap in the workforce that keeps growing. Depending on the role, there could be barriers from lower levels to higher levels. Time constraints and the need for specific skills sets can cause a skills gap, that can impact your company.
Solution: Fill the knowledge gaps by upskilling the team. There are different ways to accomplish this: current employees should have the opportunity to attend conferences, workshops, in-house training. Another approach would be to consider “virtual mobility” (an alternative or complement to physical mobility programs) – a relatively new concept defined by elearningeuropa.info portal as: “The use of information and communication technologies (ICT) to obtain the same benefits as one would have with physical mobility but without the need to travel”.
Bridge the skills gap by working with a recruiting company like SourceMatch.
4. Retaining Millennials Millennials are the generation born between 1980 and 2000 and there are 75 million in just the US. It’s no secret that millennials want something else in the workplace. And by something else we talk about how they want their job to mean something, to have a purpose.
Solution: In an article published by Forbes, Nathan Peart argues that millennials are efficient, driven and focused and the Millennial workforce will show passion and dedication—giving workplaces the opportunity to offer Millennials a real trajectory and a chance to grow and stay. At SourceMatch we implement personal development sessions and each individual’s growth is very important to us. These sessions give us a clear understanding of where the person is, how they evolved, and the direction they’re heading.
5. Relationship with Hiring Managers
Is the relationship between the recruiter and the hiring manager a smooth and effective one? It should be, right? But the truth is that recruiting has a lot of expectations from various stakeholders and managers. From these expectations and the quality of candidates, you can sense the need for goal alignment and proper communication.
“51% of recruiters said hiring managers “should do a better job communicating what they are looking for in a candidate” and “provide relatable examples.” (iCIMS)
Solution: Effective recruiting starts with a healthy relationship between the recruiter and the hiring manager, that needs to be built on trust. A 20-minute meeting in which they look over the job description together, the new position to be filled, the mandatory requirements; can make a difference. In the hiring process, there are different perspectives but the same goals. Communication can change the perspective when you communicate about the goals required to meet those needs.
In this article, we pointed out the top 5 challenges faced by recruiters and how they can overcome each of them. Whether we talk about the need to hire fast, the competition when looking for talent, finding the right one with all the skills required, retaining the biggest generation active on the market, or the relationship between the recruiters and the hiring managers, one thing is certain: these challenges helped us grow and save precious time and money.
How can we further assist you in developing your organization’s competitive advantage? By finding the right people. The SourceMatch team works in a close partnership with our clients and makes sure that by the end of every project everyone in the recruiting process has won: the hiring manager, the candidate, and the recruiter. Get in touch with us to discuss your recruiting priorities as you take your business to the next level.
When you find your company in a hiring bind, what should you do? What about when you have an abrupt reorganization demand? How does your company handle such issues? Do you have a plan for the short and long term? Companies who have a plan are better prepared to deal with changes or restructures in their organizations. Even if you do not have a plan now, working with a recruiting company such as SourceMatch, will better prepare you for any possible changes or employee gaps that may need to be filled. Just plug into our Engaged Recruiting process and run with it!
Recruiting Support. Due to the booming economy, especially in the IT and healthcare fields, companies find that they need the right talent, immediately. While some companies invest in internal talent acquisition and recruiting teams, they still have a hard time filling their workforce gaps. Recruiting with SourceMatch effectively sources candidates and matches candidates that fit our clients’ needs and their workplace culture. Even if your company has an internal recruiting firm, you may need the help of an outside resource to better handle reorganization or restructuring issues.
Engaged Recruiting Process. Recruiting with SourceMatch starts with an engaged recruiting process. We have developed this system to empower organizations to strengthen their hiring efforts. By joining forces with SourceMatch, your company will get a better grasp of new and up & coming concepts in the workforce. Things such as generational gaps and strengths, employee strengths, managerial skills, empowering employees, assessing behaviors, skills, situational behaviors, and language, are just some of the ways SourceMatch empowers our clients and their staff.
We first begin with a foundational discussion about your company’s hiring needs and workforce culture. Where do you see and envision your company going? What areas do you see for improvement? And, how does the job opening fit in that overall picture? What makes a candidate successful in your organization? We then offer suggestions and a follow-up meeting to discuss any questions that may have arisen. After coming up with a plan, we then coordinate an appropriate contract, in accordance with our client’s needs.
Recruiting Candidates. SourceMatch has served hundreds of clients by successfully navigating the current trends in recruiting. We have a step by step process for the candidate(s) search. By recruiting with SourceMatch, you not only gain access to the top talent, but you also gain access to trends, business plans, restructuring concerns, and you also gain a problem.solving, up to date, recruiting team SourceMatch Recruitment Information – “We take this important responsibility very seriously. Our clients come to us with a variety of different projects and needs. We will not accept any requests that we believe will not be successful in sourcing the appropriate talent that is qualified, interested and available.”
Reach out to us and let us assist you in finding the best talent for your organization.
There is a thin line between good recruiting and great recruiting. Nevertheless, both of them will have a strong impact on your company’s outcome. A top challenge for different companies is identifying quality hires.
The Aptitude Research 2019 Quality of Hire survey shows that these are the top talent acquisition challenges: 64% of companies say that identifying quality of hire is a huge challenge, 57% go for retaining top talent, 33% goes for communicating with candidates, 18% go for assessing the organizational fit and 22% for improving the candidate experience.
Talent acquisition leaders are being held responsible for what happens past when a candidate acknowledges an offer.
An important aspect to take into consideration is that 1 in 3 companies mentioned that they would like to track the quality of hire, however, they don’t have the experience from where to begin. We need to have a good understanding of what makes an incredible onboarding and the characteristics to consider both the registration of a candidate and the creation of an unused on-boarding. Quality of hire at a fundamental level can be measured throughout an employee’s first year.
62% of businesses that decided to improve the quality of hire started to have a strong talent acquisition strategy in place.
As a result, the HR team must identify the characteristics which influence the quality of hire. Moreover, we should enable better communication between contract managers and professionals through shared knowledge, better channels of feedback and data collection. Last but not least, they must communicate the definition of the recruiting process all through the organization.
When measuring the quality of hire these are the main topics that companies vouch for (based on the same report above): hiring manager satisfaction – 54%, first-year retention – 42%, organizational fit – 38%, performance data – 38% and first-year productivity 26%.
Companies that aim to improve the quality of hire have three common characteristics: they use wisely technology tools, utilize information to form enrolment decisions, and accumulate continuous input. The best ranges of salary where organizations want to see advancement and are increasing presupposition are mostly strategies with an effect on quality at the top of the funnel.
Attracting talent is basic to competing for ability. Organizations must have interview solutions, evaluations, foundation screening, online reference checking, and onboarding arrangements. Companies that utilize innovation amid these afterward stages have a way better understanding of a candidate and accumulate more important data past what is found on a profile or in a resume.
To effectively outsource, companies must see the value of outsourcing. Outsourcing saves companies money, time, and labor expenses. By cutting costs, companies can better prepare for organizational restructures and their allotment of resources. This creates an increased efficiency within your workforce. By opening up internal resources, your company can work more effectively. In regards to HR outsourcing, companies can stay competitive by outsourcing HR tasks as this allows for a cost-effective solution. Some companies outsource HR because of benefits such as software as a service, payroll, applicant tracking, and employee training. The outsourcing provider is responsible for the upgrades and marketplace demands that may arise. After you join a partnership with SourceMatch, your company can refocus on in-house resources that make you profitable, without sacrificing quality or service. You will also receive staffing flexibility and continuity within risk management.
Benefits of HR Outsourcing
Businesses with effective HR strategies typically have better working environments and higher morale, which can increase employee retention and lower turnover costs (The Balance). Doing this, gives businesses an edge over competitors while keeping employees happy. Other benefits of outsourcing HR services include: handling the recruitment of new employees or contract workers, advertising, interviewing, background checks, dealing with disciplinary issues, managing employee safety, providing counseling to employees, limiting your business liability, keeping you on top of compliance and regulations, and arranging benefits to employees.
Outsourcing Company Expectations
To find the best outsourcing company for your needs, you need to have access to a results-driven and reliable company, with proven skills in HR. SourceMatch offers over 25 years of experience helping clients discover new areas for growth, effective project management, and recruiting. As times change and the workforce does as well, you will need to adjust company expectations as well as your HR department; to keep up with current and future trends. SourceMatch can handle your HR outsourcing needs by keeping up with regulatory compliance, employee payroll, applicant tracking, interviews, in-depth assessments, and employee training.
Types of HR Outsourcing
You will want to find an outsourcing company that can offer benefit services, consulting, renewal management, and HR administration. You are signing on with an experienced company or partner, who will handle the HR responsibilities and your talent. You will need to connect with SourceMatch to balance what you can obtain and what your company needs currently are.
When to Outsource HR?
When you notice any red flags or a series of events that can disrupt your company’s daily functions, then it is a good idea to invest in outsourcing HR services. Has your company been through several changes in its payroll system? Is your company’s management team finding HR too complex? Are you up to date on all legal changes? With the savings your company receives from outsourcing HR, you can better manage current staff and growth. Outsourcing HR allows for SourceMatch to focus on HR related information that your company may not have the time for. Your company can focus on the larger picture, rather than areas of maintenance. This creates time and money to focus more on your staff and company growth.
Talent Mapping Company
Talent mapping has become a vital resource to use in talent acquisition and retention. This method assesses current employees’ performance and matches that with the organization’s needs. It helps with future recruitment and future job needs. The main goal of talent mapping is planning for the future. Some benefits include: reducing the time of hiring, strategic talent development, inclusive employee engagement, and boosting employee morale. By partnering with SourceMatch, your company gains access to our specialized team of talent mappers and project managers. We specialize in HR talent mapping, to support our clients and their employees’ best interests.
RPO (Recruitment Process Outsourcing)
Recruitment process outsourcing is a form of process outsourcing, where an employer transfers all or part of its recruitment processes to an external service provider. By utilizing the resources of an RPO partner, companies discover more effective ways to gain and retain employees. RPO’s specialize in recruiting and retention along with an up to date knowledge of this ever-changing, competitive field. SourceMatch stays up to date and is a valuable asset for a company’s RPO challenges.
Business Process Outsourcing
BPO (Business Process Outsourcing) is a subset of outsourcing that involves the contracting of the operations and responsibilities of a specific business process to a third-party service provider. This includes internal business functions such as human resources or finance, marketing, social media, accounting, front office, customer relations, and call center services. Due to SourceMatch’s locations (Europe and USA), we can provide our clients BPO successfully, and at a reduced cost. This allows our clients to save on expenses, concentrate on key functions, achieve results in noncore functions, expand their global presence, flexibility, and efficiency.
Positive Changes to the HR Department
How is your company culture? Have you noticed a benevolent attitude or does it seem to be going down a toxic route? A toxic work culture can lead to high turnover and poor employee motivation. The HR department can learn how to be a positive influence on your work culture by partnering with SourceMatch and letting us guide your team into positive work experience. SourceMatch can provide HR consulting services and find the right talent for a positive cultural match. We do this by training your HR team to develop the skills necessary that can identify employee norms and key behaviors for the management team to recognize. By creating a positive company culture, the results are higher productivity, increased employee engagement, and lower attrition rates.
Contact us to find out more about our HR outsourcing strategies, we would be happy to successfully identify areas that your company can excel in.
Why It’s Important Talent mapping is a helpful strategy for companies to use, to better align short and long term goals. By using talent mapping, companies assess, evaluate, and review their current staff, to better prepare for the future. This technique, charts individuals’ skills, and abilities, vets their performance and potential and matches them with workforce planning strategies to balance an organization’s talent and needs. Talent mapping can enable an organization to determine strategies for future hiring, including internal promotions, short- and long-term hiring needs, and development of existing talent to meet future staffing needs. It is a proactive approach for employee planning, both in the short and long term.
Planning Ahead By planning ahead, companies create a culture of security for employees as well as stakeholders. If plan A doesn’t pan out, then plan B might be the better choice. This gives employees and management a safety net, in regards to future options. As the quote says “if you don’t know where you are going, any path will get you there.” Having a plan better prepares everyone for special circumstances that may arise, creating a more secure stance towards problem-solving.
Important Goals and Input From Employees Companies must communicate short and long term goals with employees. These goals include specific, measurable, attainable, relevant, and timely; or S.M.A.R.T goals. Employees need to know how to stay on track and achieve milestones, which increases motivation. Company goals should be realistic and attainable. To reinforce goals, companies must allow and give all employees a voice for input. Gaining employee input can increase the sense of ownership and satisfaction in their roles in the company
Short Term Employee Goals Training staff in the short term requires knowing your staff’s strengths and areas for growth. It’s highly recommended to focus on their strengths and allow employee input, into areas for their training and how they would like to obtain their short term goals. Short term could be a week or a month but would focus on what goals he or she would like to accomplish during that time, and in what capacity the employer can offer assistance.
Short Term Company Goals What are your company’s short term goals? Are there any special projects coming up? Where will your company’s needs be, in order to fill in any gaps for short term projects? Are you set up for success with short term projects? Where does your company need assistance or shifting of roles for any of these projects? This could be in regards to a new client. You will need a plan and employee assistance with any new projects.
Medium Term Where do your employees see themselves in the medium term? What strengths and goals do they have or how do they want to learn and grow? Are you utilizing all of your talent accordingly? By discussing goals with employees, and mapping a plan, you can create a culture of growth. You can also assess any gaps that may arise. If employee A wants to learn more about accounting, and employee B wants to learn more about marketing, you may notice a gap, that they leave behind. Do you have employees who want to fill those gaps? You will need assistance in filling in those gaps; SourceMatch specializes in talent mapping and consulting.
Long Term What are your company’s long term goals? What do you foresee in regards to upcoming projects in the next 6 months to a year or beyond? What do your stakeholders expect to see during that time? You will need to plan and to fill any gaps in jobs, either using current employees or recruiting new ones. Discussing long term goals with employees, better prepares your company for any future vacancies or promotions. With this discussion of personal and professional goals, you motivate employees and provide positive reinforcement to the company’s value system or culture. By having a company-wide discussion and allowing employee input, this will boost confidence and allow for employees and employers to stay continuously up to date with any corporate changes.
Finding the Gaps To find the short and long term gaps, companies need to create or have a plan. You can reach out to consultants such as SourceMatch, to better assist in this process. We have refined the talent mapping approach, to better serve our clients. The benefits of this are many. Companies who utilize this plan find that they save money, time, and resources. When an employee changes a position or gets promoted, you will have a new spot to fill. This happens quite often and causes a disturbance in daily operations. You can decrease the impact this may have, by consulting with our staff for solutions.
Benefits To find and fill in the gaps, we plan accordingly. Using talent mapping, we find and fill in the present and future open positions. By consulting with employees, companies can verify gaps using a map-based system, based on employee strengths and goals. This requires input from your staff and managers, as well as constant feedback and open communication. Some employees may discover they prefer a certain job duty over others or might be more skilled in one area vs. another.
Attainable Company Goals Companies need to have and share attainable goals, with employees. Companies make goals with management and operations, but they should also create goals with entry-level employees as well. This allows for employee retention and motivates employees to achieve goals within the company as well as achieve their own personal and professional goals. By setting your company goals to be attainable, you inform and inspire your staff to stay on board. This takes engaging your employees to help reach the company’s destination, where employees will take appropriate risks and act in the best interest of the organization. You will need to clearly define the company goals, measure those, and provide metrics that are relatable. For example, you can share goals for improving customer service or satisfaction, retention, response time, new product ideas, or allow time for improvement ideas that employees may have. You will also want to set your employees up for success, based on these goals. You will do this by providing clarity, appropriate resources, information, skills, motivation, and training. Managers will also need to give plenty of feedback and recognition. Things like this can get lost in the day to day workings, but if you acknowledge efforts, you will have a motivated employee. Take and listen to what your employees say, monitor it, and adhere to the organization’s values for performance. You can create a level of trust and support, which can guide and grow your company. Utilizing this style of engagement and talent mapping, will create a successful atmosphere and work culture, for your organization.
Conclusion Today’s workplace is continuously changing. By utilizing and staying up to date with your talent map, your workplace can obtain goals, both professional and personal, to guide and prepare for the next steps.
Is the talent acquisition organization’s mindset shifting? Yes, it is!
A recent report from Beamery reveals that 90% of respondents state that talent engagement is a priority of their organization in 2019; and recruiters are relying more on building and nurturing relationships with talent, as opposed to reacting to explicit needs.
Along with the rise of candidates’ expectations, teams became more specialized and 86% of them already have or planned to build out at least one new specialized unit this year. 39% of them use a CRM, a recruitment marketing tool, or a talent engagement platform. This is up from 26% in 2018. This, in turn, helps nurture and build relationships with candidates.
“Innovation in Talent is becoming a core strategic priority for companies looking to create and retain a competitive advantage. The talent acquisition function has been maturing to become more proactive, with businesses seeking to build meaningful relationships with potential candidates and treat them like valued customers,” agrees Abakar Saidov, the Co-Founder and CEO of Beamery.
Why does your company prioritize talent engagement?
72% of respondents from the same report said that it creates a pipeline of high-quality talent
50% believe that it helps improve the employer brand
49% of respondents say that it enables the talent acquisition team to be more strategic
46% – It improves the candidate experience
25% – It’s part of a board-level or business-wide initiative
Candidates now have higher expectations: 72% of candidates who have had a bad experience have shared it (Workplace Trends), and 85% of candidates say they won’t consider a company again after a bad experience (Jobvite). Therefore, the recruiting function of organizations and talent teams’ responsibilities changed: 73% of recruiters state that the Talent Acquisition organization has gained a place in business executive decisions in the past 5 years.
The proactive approach to recruiting
This year, 84% of talent acquisition teams source proactively, only slightly higher compared to 83% last year. And for good reason: 94% of recruiters are convinced that engaged candidates are more likely to apply, and 80% of them see that the quality of their hires has increased as a result of having pipelines in place.
The first step in this new era of recruiting is to have a deeper understanding of what talent engagement is and find ways to create a solid and meaningful relationship with the candidate.
A study from Jobvite, with 800 recruiters as participants, revealed that the majority of respondents (67 percent) said their biggest challenge in hiring is the lack of skilled, high-quality candidates.
“With more open jobs than people to fill them and the market at near full employment, recruiters are finding new ways to reach candidates where they are—whether that’s on Instagram or via text. They’re re-evaluating what success looks like, with quality hires and retention rates becoming a higher priority than time- and cost-per-hire.”, according to the same study.
This is when recruiters get creative using social media to reach out to candidates rather than traditional websites like job boards. The most used channel for recruitment efforts is LinkedIn— with 77% taking advantage — followed by Facebook with (63%). However, the number decreased in the last few years: for example in 2017, 92% of recruiters have used LinkedIn, compared to this year.
What about Instagram? Its popularity with job seekers has caused an increased use among recruiters — now, a quarter of recruiters are investing in recruiting efforts on Instagram, especially millennial recruiters (35%) and those working at technology companies (63%) — double the number than in 2017. Social media recruiting can save time and money by targeting people who are qualified for the position. Using social media when hiring, creates a better position to accommodate clients’ urgent requests.
Different generation needs
While the number of smartphones grows, mobile-optimized job adverts and career pages matter even more and become a factor when job seekers pursue an active search. Companies respond with digital marketing strategies, create content that is mobile-friendly, work with streamlined user experience, and shorten application processes, which all translates into extensive mobile-recruiting efforts. A study from the Aberdeen Group showed that 73 percent of millennials (18-34 age group) found their last position through a social media platform.
To use social media when hiring, in an effective way, you can do the following:
Use industry-specific hashtags to help identify top talent in the field.
Involve employees in the recruitment process but make sure you have a corporate social media policy beforehand.
Use video content. Video content on social media gets 1200% more shares than text and image content, and 87% of mobile traffic will be video by 2021
Connect with the Right People. Keep your profiles industry-specific and establish connections with industry leaders, experts in the field and people who have a niche specialization. This requires personalized messages and a lot of time and effort; however, chances grow to connect with potentially employable, experienced professionals.
There is a better way to recruiting. Reach out to us to learn more!
A recent report from Google on diversity in hiring states that hiring has increased among workforce segments such as women, Black+ and Latinx+ groups (The report uses the “plus system” because multiracial people are “plus-ed in” to each racial category they identify with). The hiring of women rose to 33.2% globally and to 34.9% in the U.S., Black+ and Latinx+ hires increased to 4.8% and 6.8%, respectively, in the U.S.
In 2018, global hires of women in the tech sector increased to 25.7%, continuing the positive trend we’ve seen since 2015. In this four-year period, the hiring of women in tech has increased from 22.1% to 25.7%. In the United States, hiring of women increased to 51.6%—”the single biggest year-over-year shift for any underrepresented group within this data set”. The proportion of women leadership hires decreased, according to the same report. In the United States, women leadership hires decreased to 26.0% and to 25.9% globally. Latinx+ leadership hires increased to 5.1%, while Black+ leadership hires decreased to 3.6%.
The first report from Google of its kind was released in 2014 and an updated version has been published every year since. Although there is a lot of progress to be made, Google’s commitment is to increase diversity in the tech industry. Many other tech companies are following its example: Ada Developers Academy (an intensive software developer training school for anyone who identifies as female; the program is tuition-free and targeted at those who have a strong passion for technology but no formal programming training), Other Machine Co. (its tech staff is split 50-50 between men and women), ZestFinance (two of the company’s 10 principles center on diversity). Senior Vice President Hiroshi Lockheimer at Google argues that diversity is a business solution.
Statistics say that 57% of recruiters have strategies to attract diverse candidates.
Diversity in hiring can make a difference in the long-term vision of a company, and among the benefits, we can name: multicultural employees bring a unique perspective to the workplace, competitive and healthy environment, learning opportunities and improved customer service.
What is YOUR approach towards diversity in hiring? Reach out to us to learn more!
Technology offers many helpful tools that recruiters can utilize. It can improve the recruiting process by making it more efficient, organized, and productive. Technology can also help recruiters stay up to date with the latest skills and trends in the recruiting world.
Helpful Websites for Sourcing
The many available websites that make recruiting more efficient give recruiters access to candidates and clients as well. LinkedIn offers a recruiting portal (fee) or free access for browsing current subscribers. Here, you can browse for potential candidates by searching for particular skills and education. You can also browse current job openings, and reach out to potential clients. Linkedin has become a great resource for employers to network with others and to help in their recruitment needs. The potential for LinkedIn — and other social networking sites — to play a major role in your employee recruiting strategy increases as more job seekers post their profiles each year.
Indeed and Glassdoor are some other helpful websites for recruiters. These sites are job boards where recruiters can access current job openings and potential candidates who are interested in a career change. By posting a job on these sites or researching candidates, recruiters improve efficiency and create awareness in the job market among candidates about their openings.
Indeed Resume hosts millions of resumes from job seekers across nearly any industry and location. Employers can quickly find candidates by entering a job title or skill and geographical area. You can narrow down results by criteria – such as years of experience, education level, and more. Also, by setting up a Resume Alert, you can receive daily emails with links to new resumes that match the criteria for the positions you’re looking to fill. (Recruiting Strategies)
Glassdoor has more than 64 Million monthly unique users looking for a job. Glassdoor claims “Using numerous customization options to create targeted search capabilities, you can reach candidates on and off-site by occupation, location (country, city, state) and on competitor pages. As well, you can support your diversity and inclusion initiatives with laser-like focused data.”
By narrowing down skill sets, assessment software offers recruiters an avenue to improve candidate matching. Analyzing behavior, skills, and language assessments; allows recruiters to better match a candidate to a particular position. This saves time for recruiters, clients, and candidates. SourceMatch combines assessment software and candidate analysis for our clients. We develop 360-degree profiles for candidates that allow the Hiring Manager to have a deeper understanding of each candidate while saving them the time of having to browse or review hundreds of resumes.
There are quite a few ways to organize recruiting tasks and goals. Asana is a powerful tool for organizing your team’s workload as well as your own by projects, or simply individual tasks. You can assign tasks, deadlines, and comment on what needs to get accomplished in a very structured way that eliminates some of the conundrum of doing the same via email threads. Gmail is also a great tool to use for staying organized. You can set up reminders, invitations to meetings, and times that you will not be available for meetings. By far the ability to connect multiple software solutions creates the ability to integrate a clear workflow with specialized software for every step of the way.
Agave.com is a great option for recruiters. They offer free or low cost recruiting Customer Relationship Management software (CRM) or Applicant Tracking System (ATS), rich API support, nurture campaigns and follow-ups, transparent offers, detailed reports, scheduling, and candidate sourcing. Some of these features are automated saving time as well as keeping everyone in the process up to date with the status or action items.
Skype is a free tool to use for conferencing with teammates, clients, or candidates. You can stay connected to your team and update them with questions or answers, as needed. You can Skype to interview potential candidates for open roles, to see which one matches your clients’ needs. Customization can be added through a project or interest-based groups making it easy to unify specific topics/discussion as well as separate the top priority ones from non-urgent chats.
Zoom is also a popular option to use for conferencing. Zoom is popular for meetings, webinars, conferencing, and business IM. Some other popular options include Google Meet (conferencing app), Webex (web conferencing), Blue Jean (conferencing, online meetings), Join.me (conferencing, online meetings), or even Slack (team collaboration).
Intelligent and Automated Screening Software
Using AI to screen applicants is a powerful tool. AI can recognize keywords, skills, education, and background knowledge. Using this, AI “filters” potential candidates from the larger group of applicants. SourceMatch uses 360-degrees AI as well as holistic screening, to find the top talent.
Using AI to simplify and shorten the time it takes to process various sets of information can lead to significantly faster decision making. At SourceMatch, the speed on some of the automated stages of recruiting reduced lead time by 2-3 days. It starts with simple workflows that keep candidates updated as to where they are in the recruiting process, as well as to remind them via email and text messages of their next steps (i.e. provide additional information, take assessments, complete their application, etc.). This is especially helpful to keep candidates interested in a job they’ve applied for when they also have a job, and multiple other personal priorities The advanced workflow stages rely on Artificial Intelligence and Machine Learning to evaluate statements of interest and writing samples submitted by candidates.
Organizing Social Media Accounts
Buffer allows the user to create one post for multiple social media accounts. You can even set up a specific day and time to share the post. This is great for social media marketing and posting job openings.
Hootsuite also analyzes and executes social media data and marketing. You can pay for these services and choose the right plan for your needs.
In conclusion, technology improves the recruiting process in many ways and it helps recruiters be more efficient, productive, and organized. What are your top technology “go to’s” when it comes to recruiting?