Brilliant women of all races, sexual orientations, and disabilities navigate bias and question unfair treatment in the workplace daily. They’re keen to lean into their strengths, gain leadership positions, and are fueled with the ambition to succeed. But there are still pipeline challenges and workplace environments holding them back.

According to LeanIn.Org CEO, Rachel Thomas, “Women leaders are not only underrepresented. They’re more likely to be investing in good people management, fostering inclusion on their team, and showing up as allies.” She says that from their research, they’ve seen that “business results are better when there are more women and more diverse leadership.”

This article will examine the state of the pipeline for women and answer questions about the current situation. We also look at the call to action for recruiters and businesses to address the root cause and the reaction, known as the “Great Breakup.”

Cracks in the Leadership Pipeline: Gender and Hiring

The ‘leadership pipeline’ that we’re referring to is the steps taken to “get to the top.” The broken rung on the ladder to the top makes up the foundational issue in the state of the pipeline.

A Women in the Workplace report from McKinsey, in partnership with LeanIn.Org, surveyed and interviewed 33 participating organizations and more than 40,000 employees. The 2022 report concluded the following stats that continue to see men outweigh women at management levels:

• For every 100 promoted men from entry-level roles to manager positions, only 87 women are promoted
• 40% of the women surveyed said it was commonplace for other people to take credit for their ideas
• There was a 2% drop from 2018-2022 in female employees in technical roles, with only 16% of the position share going to women
• Women are repeatedly “stretched thinner” than men in leadership, with 43% of women leaders burned out, compared with only 31% of men at their level
• 40% of women leaders say their diversity, equity, and inclusion (DEI) work isn’t acknowledged

Understanding the “Great Breakup” in the Workplace

The Great Breakup in the workplace is a reaction to the state of the pipeline and the “broken rung.” It refers to a trend of women, particularly those in leadership positions (but also young, ambitious women), leaving their places of employment and seeking new opportunities. Ten percent of women leaders quit their jobs in 2021, with only around 8% of male leaders.

A range of factors affecting women drive this “Great Breakup”:

• The desire for greater work-life balance (flexibility, well-being)
• Underrepresentation of females in leadership
• Dissatisfaction with pay gaps
• Career advancement opportunities elsewhere
• Prevalence of gender discrimination
• Bias in the workplace limits their ability to advance
• Lack of DEI

The Bad News of the Great Breakup

The result of the Great Breakup is a significant loss of female talent and expertise in the corporate world, which can have negative consequences for both individual women and the organizations they leave behind.

Can The Great Breakup Have a Positive Impact?

Certainly! When people stand together to say “enough is enough,” eventually, they’re heard. And women have been chanting this phrase for decades. The Great Breakup allows women an opportunity to pursue careers that better align with their values and goals and to create more inclusive and equitable work environments.

Enough is Enough! What is a Recruiter’s Call to Action?

The Great Breakup in the workplace will hopefully see attitudes and expectations shift when it comes to promoting or hiring female leaders or young women in leadership. It calls for employees to repair the “broken rung” as the root cause of inequality and create a more supportive, unbiased, and empowering workplace for everyone. Companies need to recognize, incentivize, and reward the valuable contributions of their leading ladies. It’s in their interest to foster an environment that gives credit where it’s due. Without change, companies risk losing the future generation of woman leaders too.

As a recruiter, it’s vital to learn how to build a more inclusive candidate pipeline and represent companies that desire to build diverse teams, no matter the field. When you find these businesses, build solid relationships so that you can direct young, ambitious women to the environments they want without compromising their work-life balance.

As a recruiter, you’ll come across many influential female leaders. They are the ones who are willing to drive the shift. Learn from them, present them to employers when they’re suited to the job, and stand behind the trends that push for diversity, equity, and inclusion.

The post “It’s Not Me, It’s You”: Understanding the Great Breakup in the Workplace appeared first on RecruitingDaily.

Numerous talent acquisition (TA) individuals have been confronted with job layoffs over the past year and potentially even this year. This situation has caused a significant amount of anxiety not only for those who have managed to hold onto their positions but also for those who are seeking new career opportunities or have just secured a new role. 

6 Ways to Cope with Layoff Anxiety

With predicted shortages of human talent by 2030, it’s crucial to stay at the top of your game and take active steps to feel confident and like you have a worthy skill to offer your current or future employer. 

Here are some ideas on how to cope with layoff anxiety and keep doom-and-gloom uncertainty at bay. 

1. Know Your Worth

A Korn Ferry study concluded that by 2030, the world would see a human talent shortage of more than 85 million people, resulting in about $8.5 trillion in unrealized revenues. As a talent acquisition coordinator, your skills are vital in recruiting new talent, preparing companies for future positions by hiring staff with potential, and proactively hiring faster than competitors who do not have a TA expert in their business arsenal. 

Step up to the plate and shine as you proactively go about your job, making yourself indispensable.

2. Find Other Ways to Generate an income

Finding yourself without a job doesn’t mean you need to move into your mom’s basement and become nocturnal. Why not embrace the opportunity to shift gears in your career? There are recession-proof industries to consider if you’d like a change, or you can invest time and effort into a side-hustle business that includes your most-loved hobby. It could turn into a booming business or ease stress as a gap-filler until something permanent comes along. 

3. Upskill and Step Up

Even if you’re safe in your current job, upskilling sets you apart from other vulnerable employees. Staff interested in developing their skill show improved morale, productivity, efficiency, and more. If your current employer offers development opportunities, now is the time to put your hand up to take extra courses and show your desire to grow. 

If you’re between jobs, plenty of accessible or affordable courses will keep your mind sharp and motivated. You may even stumble across a new passion that leads to fresh career possibilities.

4. Have a Plan B in Place

Rather than wallow in layoff anxiety, take control of the situation and spend time planning what you’d do if you were laid off. Updating your resume, being diligent with savings, networking with industry professionals, and upskilling are all things that can have an impact on D-Day (if it comes). 

5. Seek Help 

Studies have shown that uncertainty can have a crippling impact on our ability to function. Visiting a therapist can help you deal with stress or that annoying imposter syndrome that tells you to panic. Adopting tools to deal with your anxiety is a lifelong skill. Beyond professional assistance, stay connected with people who can provide emotional support. 

6. Take Care of Your Physical Health

Exercise, eat well, and get enough sleep to protect your overall well-being against long-term stress.

Empower Yourself for the Future!

While coping with job loss may seem overwhelming, focusing on your health and creating a plan for the future empowers you to find new opportunities for growth and success. You can overcome the challenges of layoff anxiety and emerge more resilient and skilled than ever.

The post When Your Job is on Thin Ice: 6 Tips for Managing Layoff Anxiety appeared first on RecruitingDaily.

A 2021 Workforce study surveyed over 18,000 frontline workers across 150 companies, stating their number one reason for leaving their job. Guess what came out top? Lack of career growth opportunities. So if you still need to give upskilling due praise, now’s the time to shift gears and equip candidates and current staff with tools for career development.

We discuss upskilling and how it’s the pathway to happiness, as well as the key to employees feeling like they’re winning at life.

How Upskilling Fosters a Happier Workplace

Upskilling involves providing current employees with training and development opportunities to help them gain new skills and knowledge. This can be beneficial when in-demand trends arise/advance and skill gaps present themselves. It can provide an opportunity for companies to invest in their current workforce by offering tools and educational courses that help individuals to advance in the business pipeline. By doing this, companies save themselves the effort of recruiting and introducing new talent to the team.

ClearCompany research shows that “across mentally healthy organizations, 69% of employees were offered professional development opportunities.”

Gold Stars for Employers

 Employers benefit from investing in their in-house workforce in the following ways:

• Staff retention rates are 30-50% more for companies with strong learning cultures.
• Engagement is 15% more in employees with access to career development, benefitting the business by efficiently reaching goals.
• Happier company culture is another outcome of upskilling, with 76% of millennials confirming that professional upskilling at work plays a role in their company culture – a huge motivation for Gen Z too.
• Up to 58% of employees report being more satisfied in their jobs when upskilling is part of company culture. Employee happiness leads to 41% reduced absenteeism and higher customer satisfaction too.
• Studies have even shown that a business’s total revenue can be affected by up to 34% when employers are discontent and miserable.

When fighting a war on talent, the key is to invest in the talent available to you! It’s clear – ensure employees are happy by offering a leg-up in knowledge and opportunity. Show empathy in the workplace by caring about employee potential.

The Real Winners in Upskilling are Lower & Middle-Class Workers

Yes, you read the correctly. Lower-class workers are plentiful. Plus, the American middle class is struggling more than ever, with more and more households falling into the ‘lower-class’ sector, anxiously rubbing shoulders with poverty.

Pew Research had the following findings in their 2021 government data analysis:

• The share of the lower class has increased from 25% to 29% from 1971 to 2021.
• Household incomes since 1971 have increased, but the percentage increase is highest in upper-income households. For the middle-class, gains over the past 50 years are up by only 50%, and in low-income homes by 45%.
• Regression in earnings over the past 50 years saw more people entering the lower-income tier, especially those without degrees, even if they had college experience. In 1971 only 8% of those with bachelor’s degrees were in the lower-income level, but today 13% of people with a qualification find themselves stuck in low-income sectors.
• In the same category, those with less than a high school graduation made up 41% of the lower-income group in 1971. Today this demographic makes up 57% of the low-earners.

Wages are down, part-time jobs are plentiful, debt is crippling, and saving margins are slim or non-existent. It’s far from an exaggeration to describe the situation as desperate.

But this is where upskilling can have a real and lasting impact.

Upskilling Can Change the Future

Boosting education levels and upskilling allows middle- and lower-class workers a chance to realize gains and move further away from poverty…and closer to empowerment.

Here are the benefits of upskilling and what it can do for low- or middle-income workers:

• Learning empowers workers and boosts self-determination.
• Higher earning potential.
• Opportunities for career advancement, sometimes in new job markets and industries.
• Enhanced job security and employability.
• Education and skill-mastering foster self-actualization (feeling of fulfillment, self-image, and pride). One study showed that 80% of employees attributed upskilling/reskilling training to a boost in their confidence.
• Increased job satisfaction and sense of accomplishment.
• Higher education has a long-term impact on a person’s health by affecting their happiness.
• Positive impact on mental health and well-being.
• Increased motivation and engagement in work.
• Learning broadens one’s perspective —of others, the world, circumstances, and possibilities— and is linked to greater happiness.
• Formal educational programs equip people to make better decisions, especially concerning economic assessments.

The Gift of Elevating Income Class and World Effectiveness

Top talent needs to be retained and future-proofed. With trends of resignations and sudden job shifts, upskilling or reskilling is vital for staff retention, business success, and overall work culture. But more importantly, by upskilling your workforce, you offer a helping hand to the many outrunning poverty.

By investing in their skills and knowledge, eager-to-learn employees can improve their job security, earning potential, and career opportunities. Moreover, upskilling provides a sense of personal growth, fulfillment, and empowerment, which can have a positive impact on mental health and well-being.

As recruiters and businesses recognize the benefits of upskilling, we can expect to see an empowered and motivated workforce better able to meet the demands of a rapidly changing job market. By supporting upskilling initiatives and encouraging employees to take advantage of training opportunities, we can help create a happier future for all.

The post Escaping the Cycle of Low Wages: The Benefits of Upskilling for Workers and Employers appeared first on RecruitingDaily.

As CFOs faced the ‘worst case scenario’ ever imaginable, they were forced to fine-tune skills, stay calm, manage debt, and plan like they’d never planned before. Brilliant CFOs became a matter of survival. But the pressure to meet expectations for these liquidity professionals meant that many CFOs took early retirement, a career break, or an adjustment in their career direction. An increase of 27.6% of CFOs resigned from S&P 500 companies from 2019 to 2020. As a result, we’re seeing a big focus on filling CFO roles. And what big shoes those are.

Why have these bean counters become so vital, and what does it mean for recruiters and talent acquisition teams?

Why are CFOs Essential for Survival?

Financial expert Paul Ainsworth wrote for Toptal Finance about the evolution of CFOs. He talks about how “older” record-keeping tasks are a critical but minimum requirement. Today’s new CFO applicants need to “drive the direction and success of the organizations they work in using their knowledge and understanding of the financial position of the company.”

The shinier and more evolved role for CFOs is now positioned in top seats as their voices hold volume regarding strategy and decision-making in a business. Plus, they must adjust their plans when environments change or ‘worst-case scenarios’ become a reality. Ainsworth rephrases the job description of CFOs as “business partners to the CEO, who help guide and influence decision making using the financial context as an integral driver of such choices.”

Tips for Recruiting CFOs in Today’s Climate

Recruiting C-level positions requires the most excellent grasp of the role as these “must have” positions come with elevated responsibility for the survival and success of a company.

Know The Updated Desirable Skills in Today’s CFOs

When recruiting for C-level positions, it’s vital to understand what businesses need. With a 6% growth rate in CFO jobs for 2021-2030, we are guaranteed to see fresh, young talent entering the CFO arena. Many of these applicants may have worked at VP finance levels and are seeking to advance to CFOs.

Here are some qualities and skills to seek when sourcing applicants for C-level CFO positions:

• An understanding and fluency of digital transformation and automation trends and practices
• Investment knowledge
• Scenario planning and ability to plan ahead
• Calm during crisis, and ability to offer examples of how they’ve managed in a high-stress situation
• Strong financial modeling skills
• Communication and interpersonal skills for addressing c-suite coworkers
• Adaptable and a keenness to adopt innovative solutions (future-proofing)
• Creative problem-solving skills with examples from experience
• An understanding of talent costs, as well as retaining and acquiring new talent
• They come with a network of relevant connections in banking, auditors, lawyers, etc

According to Deloitte’s CFO Signals survey, 63% of CFOs mention Financial planning and analysis (FP&A) and 46% of management reporting as their wish list areas for improvement.

Understand Which Questions to Ask

During the interview, gather their stories about how they’ve managed crises and come up with solutions to tricky challenges. How did they lead the team? Offer opportunities for the applicant to talk about how they manage investments, how they determine when credit versus fundraising is essential, and more. Assess their attitude and grasp on innovation that is trending.

CFOs hold leadership positions. It’s vital that they have what it takes to serve as strong business partners.

Do Your Research to Provide a Good Recruitment Process

Recruiting C-level positions can take time, months even. When recruiting, make an effort to research the top candidates and provide a personalized approach. Building relationships benefit agencies. Do this by taking your time and focusing on candidates, communicating where they are in the hiring process. Networking is key when it comes to filling C-level positions.

Hiring CFO Heroes

During extreme inflation and recession prospects, brilliant, forward-thinking CFOs can be the heroes that help a business survive and thrive. Situating yourself as an approachable, invested, and interested recruiter will bring more C-level posts your way. Businesses can then rely on you to bring them “hero” candidates.

The post Liquidity Oracles: Why CFOs are Essential When Recruiting C-level Positions appeared first on RecruitingDaily.

How should recruiters respond to the influx of hot-headed applications? This article examines the pros and cons of rage applying and how recruiters should respond.

Rage Applying – The Pros, the Power, the Purpose

Rage applying is the reaction to dissatisfaction, annoyance, burnout, or boredom in a current job. It’s the practice of applying to several positions to compare salaries and possibilities for a better-suited one, usually in a moment of frustration. The trend highlights the power of taking control of one’s career and seeking a position that values them.

Doesn’t sound new (or terrible), right? People have impulsively applied for jobs during a moment of frustration for years. However, the trending hashtag resonates with Gen Zs and millennials who have had enough of resolving themselves to jobs that make them desperate for the weekend. A Deloitte Global 2022 Gen Z and millennial survey shows that insufficient pay and toxic work environments contribute to a desire to leave a job for both age groups. These employees seek to advocate for change.

Does Rage Applying Work?

Rage applying can be empowering as many TikTokers have reported a substantial raise and better job when they applied to openings in a moment of resentment. Rage applying can be effective. It opens applicants to new opportunities when they feel stagnant, unheard and frustrated with their current position.

Is Rage Applying Reactive? Here are the Cons of this Job Trend

Rage applying can come with a cost, though. Pattie Lovett-Reid, financial commentator and public speaker, recently highlighted that rage applying could become a red flag to future employers when they realize applicants are serial job hoppers.

As with most trends, it’s easier to hop on than to reflect and consider the implications of rage-applying. The trend may encourage avoidant behavior rather than endorse constructive conversations with one’s boss or HR department.

Rage applying can also lead applicants to apply for jobs at random without fully being invested in the opportunity. They may speed-read the posting, put little effort into knowing the business, and even apply for jobs that they’re unqualified for with an attitude of “I just want out!” As a result, rejection emails or ignored applications can wear down their confidence and lead to deeper dissatisfaction.

How Should Recruiters Respond to Rage Applying?

While reviewing applications, or even during an interview process, it may become clear that the interviewee succumbed to rage applying. So what do you do?

Uncover the Reason for Their Application

Applicants have a right to advocate for change and find a position to suit their needs. Have an honest conversation about the work environment they desire and uncover any dissatisfaction they may be experiencing in their current role. Listening to applicants can help you determine if their application is genuine or simply coming from a place of spite.

Educate Businesses You’re Recruiting For

According to a Glassdoor study, Gen Z job seekers value high salaries, flexible work hours, and work environments with a culture that resonates with their own. They also seek trust in their leadership. Recruiting for businesses that tick these boxes will appeal to this new working generation. Be prepared to answer questions relating to these ‘must-haves’ when interviewing young applicants.

Sensitivity to Rage Applying

Rage applying can bring talented applicants to the surface, allowing them to rise in a workplace that values them and pays them their worth. It can also highlight flaws in a business environment and urge employers to reconsider inadequate pay and toxic practices. Ultimately, you want employers and young employees who are happy with their pairing. Learn how to engage and attract the next generation of workers so that rage applying becomes less trendy and more thoughtful.

The post Rage Applying: What Recruiters Need to Know appeared first on RecruitingDaily.

Virtual people are a hybrid of animation, AI, sound tech, and machine learning, resulting in digitized “staff” who can interact with the public based on their unique programming. Virtual people projects and their role in businesses are on the rise. This fascinating addition and development in the Metaverse have piqued the interest of recruiters and employers.

The Latest Buzz on Virtual People

China’s pioneers in AI technology have made some impactful additions to the recruitment world. Here’s the latest on virtual people and their increasing presence in the workplace:

• Beijing plans to grow the municipal virtual people industry to more than 50 billion yuan by 2025.
• Over 280 000 enterprises in China use services related to digital humans and have a growth rate of nearly 60%.
• The revenue accrued by digital humans in entertainment is anticipated to reach 175 billion yuan in China by 2023, while the service-orientated virtual staff is expected to exceed 95 billion yuan, according to an industry report released by QbitAI, an industry services platform focusing on AI and cutting-edge technology.

Why is Digital Staffing an Attractive Choice?

For the most part, digital “staff” have a low-drama appeal for employees and advertising agencies. A virtual personality will not encounter negative criticism for their personal actions and scandals. This is beneficial for Chinese brands looking to use virtual people as spokespeople and hosts for their brand events and customer-interactive positions.

Anonymity is another appeal to using virtual staff. A U.S.-based study that used virtual humans to assess mental health patients found that people find it easier to disclose their information when there is anonymity, an attribute that is more easily found when talking to a digital personality.

The costs of virtual personalities are also expected to drop as technology improves. In the past year, Baidu’s virtual people and robotics business has seen costs drop by 80%. Expenses are around $14,300 per year for a three-dimensional virtual person and $3,000 (¥20,000) for a two-dimensional one.

Where are Virtual People Most Used?

China’s cyberspace is becoming densely populated with digital humans, and we will soon see similar merges in other developed countries. Popular spaces that have hired digital employees include:

• Financial services companies
• Local tourism boards
• Broadcasting spaces
• Healthcare
• Education
• Manufacturing and retail
• Marketing — social media influencers, mascots, corporate speakers, etc.
• Entertainment media

From animated to realistic-looking, AI personnel can be used for most interactive simulations. The use of virtual staff will only spread as technology advances.

The Pros of Virtual Hiring

For companies looking to hire virtual people, here are the perks of using a tech company’s virtual creation for you:

• Reduces burnout and burden on staff
• 24/7 response time
• Consistent communication that’s always on-script
• Product and brand experts
• Multi-lingual capabilities

Recruiting virtual staff requires an in-depth look at tech companies that offer digital human creation. The brain of a virtual person is then tailored for the job based on product database and knowledge. Virtual humans can also provide face-to-face interaction and communicate based on non-verbal facial cues and voice tones. You get to design your candidate as you please.

Digital humans can provide a helpful layer to the workforce and streamline many positions. Their success is measurable. But at this point, many customers still prefer human interaction over artificial virtual interactions.

The Future of Recruiting – Mind Versus Machine

The shift of working side-by-side with virtual humans may seem intimidating, but recruiters and companies hold the role of deciding when and where these digital humans can serve them. The quality and initial input for well-executed virtual staff members cost companies time, effort, and trial periods. This investment is worth the effort for some roles in a company.

Ultimately, we can imagine and expect a future where we see digital people paralleled with humans. Staffing a business requires keeping your finger on the pulse of tech advancements and finding creative ways to source candidates. Look at what your competitors are doing, assess your goals, and determine whether a virtual person may have a future in your company or the business you’re staffing.

The post Staffing your Workforce with Virtual, Digital People – A Closer Look appeared first on RecruitingDaily.

In this article, we uncover the truth about pre-employment testing and assess when and if they should play a role in the recruiting process. 

Are Pre-Employment Tests Worth It?

Firstly, are creating tests worth your company’s time and resources? To create a robust and comprehensive examination, you need staff to design well-constructed, unbiased and relevant evaluations. Are the team assigned to develop these tests including questions that reach the scope of expertise required? Unfortunately, this is only sometimes the case. 

Finding an online solution with pre-designed tests can also take time, and you risk dispatching tests that do not suit your hiring needs and goals. 

Are They Genuine Reflections of The Applicant?

Pre-employment assessment can help in testing some skills. But they are in no way capable of providing details. Skill tests will never compare to a face-to-face interview and conversation where instinctive feelings and sociability play a role. 

Sure, you want someone who has job-specific knowledge. But when the first step in the recruiting process is to automate a compulsory assessment, you can sideline someone who shows initiative, wants to improve their skill and technical expertise, shows grit, responds to constructive feedback and is genuinely personable. A skills-based assessment risks neglecting these desirable soft skills and personality traits.

A conversation with an applicant can more honestly judge personal and genuine representation.

Is Pre-employment Testing Inclusive?

Do assessments consider the capable expert with years of experience but scoring poorly in your test because they have dyslexia? 

Neurodivergent individuals use their brains differently from others who do not have these differences. It’s estimated that 15-20 percent of the world’s population displays some form of neurodivergence. 

While neurodivergent individuals may encounter some challenges socially and in the workplace, they possess strengths that can make them highly apt at specific job roles. Some strengths include incomparable memory and information retention, the ability to mentally picture objects easily, impressive problem-solving skills and other highly specialized skills. 

Conditions most common among neurodivergent applicants include:

• Autism Spectrum Disorders (ASD) 
• Attention-deficit hyperactivity disorder (ADHD)
• Tourette’s Syndrome
• Sensory processing disorders
• Dysgraphia (difficulty with writing)
• Down Syndrome
• Williams Syndrome
• Mental health conditions like bipolar disorder, obsessive-compulsive disorder and anxiety disorders

Level the playing field and debias your recruitment process by deciding whether pre-employment assessments are fair for everyone – neurodivergent individuals and bad test-takers included. 

Can Pre-Employment Assessments Help?

Dean Kulaweera, an IT and Tech Recruiter in Canada, suggests a few ways pre-employment testing can aid in searching for the perfect match. His advice is to those who insist that pre-employment assessments need to be a part of their recruitment process. 

• Prioritize interviews. When you meet applicants as a first step, they can sell themselves in a conversation and ask questions about the role.
• How long is the test? Lengthy pre-employment assessments can deter top-tier candidates. Or ambiguous and rushed answers can cause them to fail.
• Tests can come later once the candidate has more knowledge about your business. An interview can motivate them and help them realize whether they’d be a good fit or not. This can make them more inclined to put effort into a test that assesses their skill within a reasonable amount of time. 
• Consider your complete recruitment process. If potential candidates have to jump through multiple hoops, this can delay hiring a great person for the job. Exercise efficient and quick recruitments and improve the candidate experience by considering whether pre-assessment tests are a worthy use of your and their time. 

Should Tests be Vital to Your Hiring Decisions?

Finding the right person for your team who will work hard, possess the required skill and fit into the culture of your workspace is a challenge. We get it. Pre-employment testing might have its place when it’s not the main determining factor between a hire or no hire. Along with personality tests, you can roll out skill testing after hiring someone to assess gaps for learning opportunities or to understand their character traits. But when these skill tests are more valuable than an interview, you risk excluding capable and brilliant candidates for various reasons. 

Practicing unbiased, inclusive recruitment processes that consider the candidate’s experience is in your hands. This will make for more successful hires and happier applicants from day one. 

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