Of course the process of finding the right contractors and collaborating with them can be difficult to navigate, so let’s discuss the core principles involved, and the obstacles to be aware of as well.

Why Hiring Independent Contractors Makes Sense for Your Workforce Needs

Hiring independent contractors (ICs) is a great way to access skilled workers quickly and cost-effectively. ICs provide the flexibility of short-term or project-based work, allowing you to meet your workforce needs with greater agility than traditional employees.

Moreover, with an IC you may not have to worry about hiring costs such as training or benefits, as you can just pay for what’s needed on demand. Plus, bringing in specialized skills from outside sources can open up new opportunities within your organization that would otherwise be unattainable.

In today’s competitive landscape, having highly experienced professionals on tap makes all the difference when it comes to delivering results fast and efficiently.

What Types of Jobs Can Be Handled By Independent Contractors?

Independent contractors can provide a variety of services, ranging from IT programming and web development to writing, graphic design, marketing strategy consulting, and more.

Not only are ICs an ideal solution for short-term projects or dealing with deficits in your team’s skill set, but they can also be hired on a recurring basis for ongoing work that requires specialized expertise. From virtual assistants and copywriters to financial analysts and software engineers, the possibilities are endless when it comes to finding the perfect fit for your organization’s needs.

How to Find and Recruit Qualified Candidates for the Job

Finding qualified independent contractors can be a challenge, but there are a few strategies you can use to find the best candidates.

Start by asking your current team members if they know anyone who might be interested in working as an IC. Word of mouth referrals are often key when it comes to finding top talent.

You could also post on freelance job boards, or create targeted ads on social media platforms such as LinkedIn. Additionally, networking events and industry associations may be great places to meet potential candidates face-to-face.

Once you’ve identified some promising prospects, make sure to thoroughly vet them. Conducting interviews and reference checks is essential before bringing any new ICs onboard.

Best Practices for Onboarding a New Independent Contractor

Speaking of onboarding, it’s important to consider this carefully in order to forge successful relationships with independent contractors from the get-go.

Make sure that you have all the necessary paperwork in place, and provide your ICs with clear instructions on what’s expected of them. Communicate regularly and set expectations upfront, such as deadlines or any special skills they need to complete the job successfully.

Furthermore, you should establish trust by providing feedback throughout their contract period. This will help ensure that everyone remains on the same page while working together.

Finally, make sure you’re paying your ICs fairly and promptly so that they remain motivated to do great work for you. Given that the standard late fee for an overdue invoice is typically 1-1.5% monthly, you have a responsibility to take this into account and do your best to stick to your side of the bargain to keep them happy.

Crafting an Agile Working Agreement with Your ICs

When it comes to working with independent contractors, having a clear and mutually agreed-upon agreement is essential. Make sure that the document clearly outlines all expectations, as this will help ensure everyone understands their roles and responsibilities.

Also, consider setting up milestones or deadlines so you can track progress in real time. Be sure to include provisions for payment terms, as mentioned, and also cover dispute resolution procedures and termination clauses if needed, as well as data security measures if applicable.

Tips on Managing Performance & Output from Remote Workers

Managing performance and output from remote workers can be a headache, especially if they are not permanent team members. Thankfully there are strategies you can use to ensure successful outcomes.

First and foremost, ICs need an unambiguous understanding of what role they are to play in a given project. Without this, they could be unable to bring their full expertise to bear on the goals you are working towards.

As discussed, you also need to be liberal with feedback from start to finish so they always know how their work is progressing and are also on point when it comes to deadlines or deliverables.

Lastly, consider utilizing collaboration tools such as online project management systems, which will enable real-time communication between all stakeholders involved in the project. The less manual intervention that’s required to keep up the momentum, the better the eventual outcome.

The Benefits and Challenges of Building an All-IC Team

Building an all-independent contractor team can have its advantages, such as greater flexibility and cost savings compared to traditional employees. What’s more, you’ll be able to access top talent quickly without having to invest in long onboarding processes or extensive training sessions.

However, it’s also important that you consider the potential challenges, such as managing remote workers from different locations and a lack of team bonding due to the physical distance between members.

To ensure success when building an IC team, be proactive in providing them with the tools and feedback they need to thrive, and of course, listen to any issues or concerns that they raise rather than brushing them under the carpet.

Final Thoughts

Cajoling contractors into coming onboard for particular projects you want to complete without hiring full-time team members is a duty that recruiters are often faced with, and one which takes time and experience to master.

That said, if you know where to find the right talent, and you are comprehensive and conscientious about how you bring them into the fold, then the benefits will be obvious, and the potential pitfalls will get filled in.

The post The Ins and Outs of Working with Independent Contractors appeared first on RecruitingDaily.

Failing to implement appropriate workplace safety measures and security procedures can lead to injuries among employees. This can also result in decreased morale, a negative atmosphere, and challenges in attracting and retaining new staff members.

It is essential to foster a sense of safety and inclusion during the recruitment and hiring process to entice potential employees to join your organization. Neglecting their safety is far from welcoming and could signal that their welfare is not a priority for you.

Here are some potential consequences to consider in relation to workplace safety.

Impacts On Hiring, Recruitment, and Staff Retention Regarding Safety

Safety is important for your current workers, but also for prospect employees. When new applicants see that you care about their safety they are more likely to be interested in working for your company.

Proper Safety Practices Will Encourage People To Apply

Implementing safety practices encourages people to apply to companies, as it reflects the organization’s commitment to employee well-being and a secure work environment.

By emphasizing safety, a company showcases its dedication to safeguarding its workforce from potential hazards.

Employing safety guidelines and procedures helps maintain smooth business operations. Straightforward measures, such as providing machine manuals, offering clear instructions, using floor markers, reminding employees about safety gear, and keeping protocols up-to-date, contribute to a safer and more efficient workplace.

Potential applicants are more likely to be drawn to a company that demonstrates concern for their safety. In the absence of such measures, candidates may be deterred from applying, fearing the risk of harm to themselves within the work setting.

Fewer Injuries Show the Trustworthiness of the Business

Regular occurrences of injuries are undoubtedly detrimental to any business. Regrettably, accidents can still occur despite addressing all safety concerns, as they are sometimes unavoidable. In 2021, US workplaces experienced 2,607,900 non-fatal injuries and 5,190 fatalities.

However, these accidents imply that some businesses lack safety protocols and don’t provide proper training for employees.

In addition to dealing with unhappy and injured employees, potential safety breaches may prompt the Occupational Safety and Health Administration (OSHA) to inspect your workplace. If violations are discovered, the company may face fines of $15,625 per infraction and suffer damage to its reputation.

The objective should be to achieve zero injuries. A decrease in incidents demonstrates to potential employees that the workplace is secure, fostering trust in the organization. Moreover, when injury rates are minimal or ideally nonexistent, employees will feel confident in the company’s ability to ensure their safety throughout the workday.

Safety Measures Lead To Higher Morale and Engagement

Implementing safety precautions contributes to maintaining a positive atmosphere for both management and employees. A sense of security fosters a more relaxed and content environment, reducing stress related to potential uncertainties.

Alongside improved morale, heightened employee engagement and productivity are likely to result from reduced concerns about potential injuries. Employees can concentrate on their tasks and perform confidently, knowing they are following proper procedures. Prospective applicants will be attracted to a dynamic and efficient work environment.

When employees feel safe and happy in the workplace, you can expect the business to do well. Job satisfaction is vital in every sized business, otherwise, you’ll have people quitting left and right, leaving the company scrambling to find new employees.

Prioritizing Safety Can Create an Inviting Work Environment

Approximately 68% of employees worldwide feel insecure in their work settings. Implementing safety guidelines and protocols, however, can help enhance this statistic. By taking these steps, companies demonstrate that they view employees as more than just workers and genuinely care about their well-being.

When employees feel unsafe, the work atmosphere can become tense and confrontational. This often results in a lack of trust between management and employees, potentially leading to the following consequences:

• Pent-up anger and passive aggressiveness
• Stress and anxiety
• Fighting
• General unhappiness

When adequate safety measures are in place, the workplace atmosphere generally becomes more amicable. Employees perceive that their supervisors value their well-being, fostering a harmonious environment. As hostility dissipates, opportunities arise for cultivating deeper and more supportive work relationships.

A positive and content atmosphere is far more appealing to prospective applicants than one rife with tension and dissatisfied employees. Observing people who genuinely enjoy their work experience is likely to pique their interest.

Providing Safety Training and Technology Will Encourage People To Apply and Keep Current Employees

If your organization lacks adequate safety protocols and employees appear discontent, you can reverse this situation by introducing safety training and technology.

Safety training may seem bothersome to some, but it ensures everyone has a consistent understanding and awareness of safety practices. This is vital for minimizing the risk of injury to oneself and others while carrying out job tasks.

With proper safety training, employees and prospective hires will feel equipped for their roles. Experiencing a sense of insecurity and unpreparedness can negatively impact job performance and overall business success.

Safety technology, such as alarms, machine sensors, and other devices, also contributes to a secure environment. These tools serve as additional safeguards should any aspect of a safety protocol be overlooked.

Implementing these measures will enhance the sense of security among current employees, encouraging retention, and make new applicants feel more confident during the hiring process and subsequent employment.

Concluding Thoughts

In conclusion, the importance of workplace safety and security procedures cannot be overstated.

Establishing and maintaining a safe environment is crucial for business success, employee well-being, and overall job satisfaction. Implementing appropriate safety measures, providing training, and leveraging technology can help to foster a positive atmosphere that attracts and retains top talent.

By prioritizing safety, organizations can create an inviting work environment where employees feel secure, valued, and empowered to contribute their best efforts.

Investing in workplace safety not only prevents injuries and costly legal consequences but also paves the way for a more productive, efficient, and harmonious work environment that ultimately leads to greater success for the entire organization.

The post How Workplace Safety Impacts Hiring and Recruitment appeared first on RecruitingDaily.

Because Americans spend 40 or more hours every week on the job, it’s natural for them to get frustrated and rethink work relationships, including if they want to continue their employment. Rather than joining in on the Great Resignation, some workers chose quiet thriving, where they found ways to get more engaged and less miserable at work.

The State of Quiet Quitting

Gallup estimates around 50% of the U.S. workforce are “quiet quitters.” They do the bare minimum to meet the job description and avoid getting fired. These workers aren’t passionate about what they do nor do they go above and beyond.

Quiet quitters are burned out and often feel overlooked and underappreciated. The epidemic might be due to low pay, poor company culture or lack of feedback from leadership.

Recruiters have two opportunities to improve this situation. First, they can offer insight to the companies they recruit for better onboarding. Second, they can tap into the talent pool of disenchanted workers and find them positions they’re better suited for.

Tips to Help Your Job Candidates with Quiet Thriving

The opposite of quiet quitting could be quiet thriving. Most brands want their staff to excel at what they do and feel great doing it. If you consistently deliver workers who solve their own problems and continue to excel during high-stress moments, you’ll be the go-to headhunter for your clients or company.

Here are some ideas for ensuring your applicants quietly thrive, starting at the recruiting stage.

1.    Be Transparent

Before recruiting a job candidate, be upfront about the company’s goals and what the job entails. If the person needs to work weekends, don’t tell them most weekends are free. A big part of dissatisfaction with a job is discovering the recruiter wasn’t honest about the requirements.

2.    Design Career Paths

Know the promotional structure and career path people must take to get from entry-level to management positions. One study showed around 30% of current jobs need re-leveling to include additional job levels and clearly define progression for existing employees.

The only way to design clear career paths is to understand the stages in learning necessary to fill each role effectively. If you run a recruiting firm rather than working directly under the umbrella of a corporation, you can train your clients and work with them to ensure the structure makes sense for their organization.

Set up the training, mentors and benchmarks to move up the career ladder. You’ll also be able to share the progression path with potential job candidates to encourage them to come on board.

3.    Define the Purpose of Work

The same Gallup poll showed many younger employees are uncertain of what’s expected of them and see no point in the tasks they complete. One way to counteract this and keep your employees focused on the importance of what they do is to discuss how what they do contributes to their department and the company as a whole.

When training management, encourage at least one conversation a week with each staff member and ensure it is deep and meaningful about what the workers see as their contributions and how well they are doing in their positions.

4.    Automate Menial Tasks

No one enjoys doing repetitive and boring things almost anyone could handle. They’ll feel undervalued and easily replaced. Around 57% of organizations have already adopted artificial intelligence (AI) to help with various business processes.

Encourage companies to take on the AI processes that give workers the freedom to dream, brainstorm and create new ideas. You should also encourage them to take risks without fear of repercussions. If they don’t feel safe throwing fresh ideas into the mix, they’ll start to keep the best ideas for themselves rather than share them with management.

Keep in touch with the job candidates who were hired. Are they happy in their new role? When recruiters show they care about the company and the employee’s needs, they’ll keep a study pool of clients and job applicants.

5.    Teach New Skills

Most people understand they must complete specific tasks to fill their workday. However, developing new skills and completing training is how employees grow and thrive in any environment.

Most workers are smart enough to understand when a recruiter invests in them, they see potential for the future. Not only are you putting money into the person, but you’re adding knowledge to your company and your staff’s skills.

Employees feel much more engaged and comfortable when they’re equipped to do their jobs to the best of their ability. Send staff to conferences, host in-house workshops and pay for courses. Invest in your workers and they’ll be more likely to give back in knowledge and better work routines.

When studying a job applicant’s resume, be honest about any skills necessary to land the role they desire. More schooling, training or experience can benefit their future careers.

A Word of Caution About Fake Work Cultures

Companies that don’t have their employees’ best interests at heart set the entire organization up for failure on a worker level. Many critics of quiet thriving point to the fact that if you are thriving at work, the last thing you should do is be quiet about it.

If you consistently put people in roles where they feel overworked and lack work/life balance, they will no longer trust you to look out for their best interests.

Some fear “quiet thriving” is another buzzword to pressure people to do more for less money and work longer hours. Brands must create a positive work culture and insist employees prioritize mental health. Recruiters can encourage quiet thriving or any other term and still lose them to a brand or recruitment company that will put their well-being first.

Open Communication and Encouragement

Take the time to serve as the gatekeeper and open the lines of communication between management and staff members. The better a company understands staff needs, the easier it will be to help them quietly thrive and find the tools to self-motivate. You’ll have a stockpile of workers willing to quietly thrive and a list of companies looking to invest in people long-term.

The post Encourage ‘Quiet Thriving’ Starting At the Recruitment Level appeared first on RecruitingDaily.

Lack of Tech Savvy

One of the biggest issues that Generation Z recruiters face is a lack of connection with prospective candidates. Gen Zers are more tech-savvy, so they prefer digital communication over face-to-face interaction. That can make it difficult to create an authentic connection and build rapport with potential recruits.

If a recruiter doesn’t take the time to build a relationship with the candidate, they may be perceived as a “ghost recruiter”—someone who quickly contacts a candidate and then disappears.

To avoid this problem, recruiters should try to stay connected with prospective candidates over longer periods of time through multiple channels, such as email, social media, and text messaging.

Aviad Faruz
CEO, FARUZO

A Counter-offer From Their Current Employer

I’ve recently learned how many professionals, especially Gen Zers, look for job offers while already employed to negotiate their salary in their present workplace. Since they aren’t serious from the beginning and only need an offer in hand to prove their worth where they’re already working, they end up ghosting the recruiter involved.

With the looming recession forcing businesses to save costs, getting a raise isn’t as straightforward as it once was. Proving you have an offer ready if you’re denied a raise can sometimes help you get that much-needed salary jump without switching jobs.

While a few applicants are moral enough to excuse themselves, most don’t bother notifying the recruiter that they’ve accepted their company’s counteroffer and are, therefore, turning down the new opportunity.

Anjela Mangrum
President, Mangrum Career Solutions

Misrepresentation of the Position

If a candidate feels like they have been lied to or misled about the requirements, responsibilities or work environment of the role, that will cause a major loss of trust in the company. Lying about or misrepresenting a role is a good way to lose candidates from any generation.

The younger the candidate, the less patience they tend to have for this kind of behavior, and Gen Z in particular is likely to drop out of the application process without feeling the need to explain why. This is especially common with “remote-washed” positions, which seem to be fully remote from the job posting but in reality use a hybrid model, or are even mostly in-person.

That said, any change to the role’s responsibilities, compensation, benefits or work environment from what was originally described to the candidate is at risk of prompting them to ghost, especially if they feel the deception was intentional.

Archie Payne
CEO, CalTek Staffing

Taking Too Long to Respond 

As a recruiter in the tech niche, I am increasingly hiring Gen Z candidates. A key concern that comes up is how long it takes to hear from the recruiter/hiring manager/employer.

Gen Z grew up in an era of instant feedback, a phenomenon mostly driven by social media and they are not used to long waiting periods. Some have said that they deem it rude when they do not hear after as little as five days and will not hesitate to cut all communication and move on if this happens.

You might come back to them a few weeks later with a job offer, only to find that they will not respond to your messages or calls. Even if they haven’t accepted another job offer, they’ve definitely grown disinterested in yours.

Adding a disclaimer in the job posting on how long candidates might have to wait to hear from you can keep them engaged. And engaging them throughout the waiting period, for example, by sharing helpful content and updates, will keep top talent in your pipeline.

Joe Coletta
Founder and CEO, 180 Engineering

Unclear Job Descriptions

A lot of us have endured agonizing silence while waiting to hear from a potential employer, only to hear nothing at all. In actuality, though, it’s not only the recruiters who are ghosting the candidates—now it’s the candidates themselves. Some job seekers are quitting contact and responding to companies giving no notice. What is the cause, though?

The reason candidates are ghosting is that most of them reconsidered during the interview process or had done more research on your business after the fact. Although Gen Z isn’t afraid to turn down an offer if the job or benefits aren’t what they expect them to be, they usually know how to be polite. Gen Z already has the power to demand things like high pay or flexible work.

However, the candidates will ghost recruiters back if recruiters are unclear about the entire recruiting process and they feel ghosted. Always be upfront about the details of the offer and the expected hiring schedule.

Andre Oentoro
Founder and CEO, Breadnbeyond

Bias in the Recruitment Process

Gen Z candidates are among the most awakened and knowledgeable about workplace diversity, equality and inclusion. For recruiters interviewing candidates for a company with a flawed recruitment process, this becomes a sign of further problems down the line and in the organization in question.

Owing to their inclination to work for inclusive companies, Gen Z candidates will “ghost” recruiters from companies that they sense have bias, which may be clear in the language they use to advertise open roles in the company or in the requirements they mention.

Liam Liu
Co-Founder and CMO, Parcel Panel

Poor Communication

Gen Z is used to immediacy and fast-moving environments. Poor communication about the hiring timeline can lead Gen Z candidates to believe they’re no longer in the process if they haven’t heard from recruiters in just a couple of days.

When hiring managers and recruiters fail to keep candidates in the loop and cannot establish clear expectations for them regarding the steps and duration of the hiring process, candidates may choose to forget about the application and move on to other job opportunities.

Andrei Kurtuy
Co-Founder and CCO, Novoresume

Using a One-Size-Fits-All Approach

I was guilty of approaching hiring in a one-size-fits-all manner when I first started out as a CEO. But as I grew in experience, I came to see that this wasn’t the ideal strategy, particularly for Gen Z. People want to know that their unique skills and interests are considered and that they are more than just a resume. Gen Z prospects can see that you regard them as people and are interested in what they offer by personalizing the hiring process.

One strategy I’ve found to be effective is to provide each Gen Z prospect with a tailored message in an email or phone call. I spend a few minutes looking over their website or LinkedIn page, and I say anything I found intriguing about their educational background or professional experience. This shows my interest in them as a candidate and that I have taken an effort to get to know them.

Percy Grunwald
Co-Founder, Compare Banks

The post What Makes Gen Z Ghost Recruiters? appeared first on RecruitingDaily.

Building an employer brand that attracts Gen Z talent is critical for companies, especially in the constantly evolving business world of today. Generation Z — the generation born between 1997 and 2012 — is a significant part of the current workforce, and their expectations, values, and needs are different from baby boomers, Generation X, or even millennials. Therefore, if you want to attract the best talent for your clients, you must understand the unique preferences and the most important standards of this generation.

What is Important to Gen Z Workers?

What is Gen Z talent looking for in a potential employer? Here are a few things that are important:

• Equitable pay as well as benefits;
• Honesty and transparency regarding the potential salary and benefits;
• A brand that participates in social justice;
• A good work/life balance;
• The ability to learn, grow, and develop — particularly for the long term.

Although most other generations desire these working conditions, Generation Z is becoming unique in that they won’t tolerate a job without these equitable working conditions.

Create and Highlight Your Strong Company Culture

One of the most critical aspects of building a strong employer brand is company culture. Generation Z wants to be employed by companies that share their beliefs and values. Therefore, businesses have to showcase their culture on their website, social media, and also other channels used to recruit new employees,

One way to help a candidate learn more about company culture is to share employee stories, testimonials, and also experiences. This can be extremely helpful when it comes to candidates having a better understanding of company culture.

It’s also important for companies to emphasize their dedication to employee well-being as well as work-life balance. Offering perks like flexible work hours, remote or hybrid work options, and health and wellness programs can illustrate how committed a company is to its employees.

Use Social Media Effectively

In this day and age, social media is an important part of our lives. Generation Z, especially, is extremely active on social media platforms like Instagram and TikTok. It is, therefore, a good idea for organizations to leverage social media to promote their employer brand.

Utilizing social media platforms like Instagram, Twitter, and TikTok can help a brand reach a broader audience and show its culture and values. Businesses should also encourage employees to share the work experiences they have had on social media. They can also increase visibility by using relevant hashtags.

Recruiters can also use social media marketing to participate in the trends that will allow them to attract new talent. Some of these trends can include ephemeral content, live streaming, and avatars.

Encourage Social Justice

When compared to previous generations, Generation Z is much more socially aware. They need to work for companies that are dedicated to social responsibility. This is why it’s a good idea for businesses to highlight their efforts to give back to the community.

Promoting sustainability initiatives, taking part in volunteering opportunities, and also donating to nonprofits and charities that are doing socially responsible work are a few ways organizations can demonstrate their commitment to social justice. Additionally, companies can show examples of their social responsibility efforts on their social media and website.

Equitable Pay and Transparency Related to Salary

No matter what generation you are a part of, salary and benefits are typically the most important considerations when seeking a new job. Generation Z is not different in this way. However, they do value fairness as well as transparency regarding compensation.

For this reason, a business should be upfront about the pay structure and benefits package that accompanies an available position. Organizations should also make sure their salaries and benefits are fair for all employees. Providing benefits like paid time off, healthcare, and also retirement plans can do a lot to attract and retain talent.

Efforts in Diversity, Equity, and Inclusion (DEI)

Generation Z is also very much concerned with DEI. They want to be employed by an organization dedicated to ensuring an inclusive and diverse workplace.

This is why companies need to display their DEI efforts. A few ways this can be done are to hire candidates that are diverse, implement DEI training programs, and encourage an inclusive company culture. It’s also a good idea for a business to include a DEI statement on its website or social media.

Emphasize the Availability of Development Opportunities

Another thing that is extremely important to Gen Z is having opportunities to grow and develop in their careers. They want to work for organizations that offer these sorts of opportunities so that they are encouraged to grow personally and professionally.

It’s, therefore, a good idea to highlight your learning and development programs. You can demonstrate your company’s commitment to employee growth by offering training/development opportunities as well as mentoring programs.

The post Building an Employer Brand That Attracts Gen Z appeared first on RecruitingDaily.

The tech industry is booming, but DE&I falling short remains a problem. Black and Hispanic workers remain underrepresented in STEM professions, while women are particularly underrepresented in engineering and computer science. Despite the proven benefits, many companies struggle to foster a culture of diversity, equity, and inclusion.

CodeSignal‘s eBook, “Building Diversity: A Recruiter’s Guide to Improving DE&I Outcomes in Tech Companies,” provides valuable insights into how to create a more diverse and inclusive tech workforce. From understanding tech hiring channels to conducting effective technical assessments, their guide covers everything you need to know to make a positive change in your organization.

A Look Inside

• How to Advance DE&I in Tech Recruiting: Creating a culture of equity and inclusion starts with understanding the challenges that diverse candidates face in the tech industry. Our eBook provides tips on how to create a more inclusive hiring process and improve diversity outcomes.
• Understanding Tech Hiring Channels: Tech hiring channels can present a significant barrier to diversity. Our eBook covers the different hiring channels and provides tips on how to overcome common impediments to diversity.
• Tech Sourcing: Impediments to Overcome: Sourcing diverse tech candidates requires a different approach. Our eBook provides practical tips for sourcing candidates from diverse backgrounds and creating a more diverse candidate pool.
• Assessments: A Stepping Stone: Technical assessments can be a powerful tool for identifying top talent and improving diversity outcomes. Our eBook provides tips on how to create effective technical assessments that take into account diverse backgrounds and experiences.
• Conducting Effective Technical Assessments: Assessments are only effective if they are conducted correctly. Our eBook provides guidance on how to conduct effective technical assessments that accurately evaluate candidates’ skills and potential.
• Moving Forward: How to Create a Replicable Process for Success: Creating a more diverse and inclusive tech workforce requires a long-term commitment. Our eBook provides tips on how to create a replicable process for success and ensure that diversity remains a priority in the years to come.

“Building Diversity: A Recruiter’s Guide to Improving DE&I Outcomes in Tech Companies,” will help you gain valuable insights into how to create a more diverse and inclusive tech workforce.

Ready to make a positive change in your organization? Grab the guide, and let us know what you think.

The post Building Diversity: A Recruiter’s Guide to Improving DE&I Outcomes in Tech Companies appeared first on RecruitingDaily.

As demand for tech talent increases, recruiters and hiring managers need to find new ways to stand out and attract qualified candidates. CodeSignal’s comprehensive eBook provides an in-depth look at the fundamentals of incorporating technical assessments into your hiring process, from moving toward skill-based hiring to choosing the right assessment tool.

What’s Inside?

• Reimagining Your Tech Hiring Strategy: The first step to improving your tech hiring strategy is to reimagine the way you approach hiring. Our eBook provides valuable insights into what it takes to succeed in today’s competitive job market and attract top talent.
• Moving Towards Skill-Based Hiring: Traditional hiring practices often focus on education and experience, but in the tech industry, skills are what matter most. Our eBook shows you how to identify and assess the skills that are critical for success in your tech roles.
• Adopting Technical Assessments to Hire Better Tech Talent: Technical assessments are a valuable tool for identifying top tech talent and streamlining the hiring process. Our eBook provides an overview of how technical assessments work and how to incorporate them into your hiring strategy.
• Choosing the Right Tech Assessment Tool: Not all assessment tools are created equal. Our eBook helps you understand the differences between various assessment tools and how to choose the right one for your organization’s needs.
• Nurturing Candidate Relationships: A successful hiring process doesn’t end with making an offer. Our eBook provides tips for building and nurturing candidate relationships to improve your employer brand and attract top talent in the future.

Gain the knowledge and tools you need to take your tech recruiting efforts to the next level. Download the guide and let us know what you think!

The post A Complete Guide to Conducting Technical Screening & Assessments appeared first on RecruitingDaily.

All’s not lost though. Here are four tips you can leverage to achieve win-win outcomes. 

Be Well Prepared

You’re selling your company to the candidate as much as they are selling themselves to you. So be well-prepared so you can make a dazzling impression. Being well-prepared also helps to build trust and create a healthy interviewing atmosphere.

So, once you lock in a time and date for your meeting, do your homework. Refresh your memory of the candidate’s background and skills. Showing that you remember the details of their career history can create a feeling of admiration and respect.

Also, develop a list of targeted questions to ask during the interview. This can ensure the conversation is meaningful and productive. It will also let the candidate know that you are invested in understanding their needs and wants.

Break the Ice

Before jumping into a negotiation, help the candidate feel at ease. You can begin with a casual chat. According to Recruiter, small talk can be a powerful tool to build rapport, connect and foster trust.

According to SHRM, casual talk can also help you gain insight into a candidate’s feelings towards you, personality, and social skills. Here are some examples of questions that can help lighten the mood.

• How was the traffic on your way here?
• Was it hard to find the office?
• What are your hobbies?
• How long have you lived in the area?

Avoid Dominating the Conversation

When recruiting, you can gain more traction by giving the interviewee the floor. By giving them free rein to express their thoughts, values, and goals, you’ll gain an idea of their needs, motives, and desires. Then, you can use that insight to craft an attractive offer. 

Also, by listening attentively, you show you value their contribution to the conversation, which helps build goodwill and rapport. However, beware of the discussion going off track. Balance the conversation with your insights and point of view to steer it in the right direction.

Give One, Take One

Refusing to budge on an unsuitable offer is a surefire way to get handed a rejection. So, be open to making some concessions. However, for every request you receive and are willing to grant, be sure to ask for one in return. 

For instance, if you are open to bumping up the salary, ask for a longer notice period. Trading concessions ensures that the agreement arrived at is mutually beneficial. 

To avoid making rush decisions, identify what you can offer ahead of time. Also, make sure that the concessions being traded are of similar value. 

Be Transparent

Transparency is a key skill for recruiters, say negotiation trainers. Being hazy can create feelings of mistrust and misunderstanding. Not only can this cost you a great hire, but you run the risk of damaging your reputation and making it difficult to attract talented individuals in the future. 

So, be crystal clear about what a role entails and the attached benefits. Do your best to provide answers to all questions. Circle back to the hiring manager or HR team if there are any questions you’re unable to answer. 

Be Patient

The recruitment process can be a long and drawn-out affair. The more complex the role, the more discussion is involved. According to Workable, the average time to hire ranges roughly between 20 and 30 days. 

Leaving positions unfilled can create a few hiccups in the business. However, rushing to fill roles can create an ill-fit all around. Plus, it can lead to an abrupt resignation shortly after the hire.

So, to create a win-win hire, allow sufficient time to dissect the offer’s pros and cons. Being patient also gives recruiters the opportunity to catch any red flags that pop up along the way. Remember, successful negotiating is a two-way street, so taking the extra time can go a long way.

Recruiters usher in talent and skills to the organization. As such, they’re an integral part of any company’s success. These are a few tips using negotiation skills training that can help carve out win-win outcomes.

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Don’t Recruit Just Based on School

Strictly hiring based on background or school is a usual way recruiters show bias. One way we can identify this is with what schools a company focuses on for job fairs. Making sure as a company you focus on recruiting from all levels of schools is a good way to give equal opportunity across the board.

Maegan Griffin
Founder, CEO and Nurse Practitioner, Skin Pharm

Check Your Wording

Double-check the wording of your job postings in order to identify and remove any potentially biased wording. While such wording is often unintentional, it can still disrupt your hiring initiative if it drives away potential applicants before they even think about trying.

You’ll be able to find online guidelines for writing bias-free job postings that will be easy to follow and highly effective. Once you’ve removed any unintended bias, then you’re free to spruce up your posting and inject your personal style into it.

With ‌extra care, you can avoid accidentally putting off potential applicants who might otherwise be an excellent fit for your roles. It may add a few minutes of time to creating your listings, but it will be well worth it for your business if it helps you land quality hires.

Max Schwartzapfel
CMO, Schwartzapfel Lawyers

Conduct Blind Reviews

One thing I have done to identify recruitment bias is to conduct blind reviews of job candidates. Blind reviews involve removing any identifying information, such as names, genders, dates of birth, and even universities attended, so that decisions can be made on the merits of a candidate’s qualifications alone.

This process removes potential sources of bias by preventing hiring managers from making assumptions based on demographic or other non-essential factors. Additionally, I have conducted surveys among my recruiting team to understand their own personal biases and experiences before developing an interview rubric for screening applicants.

Employers can also use data analytics on the impact of different recruiting strategies. For example, you could analyze whether certain recruitment channels are leading to more success in terms of applicant quality or diversifying your talent pool, versus looking at individuals who applied through less effective channels.

Travis Lindemoen
Managing Director, nexus IT group

Use a Standardized Interview Process

Companies should judge people on their credentials and achievements. If a company judges candidates during recruitment on their race, gender, beauty, or any other illogical thing, it’s highly unethical.

You can identify recruitment bias by using a standardized interview process. In this type of interview, an employer asks candidates the same set of questions for the designated position. It strongly minimizes biases in recruitment. We can fairly judge candidates based on their performance in the interview and the quality of their answers.

Don’t forget to set the questions according to the skills and abilities required for the particular job. This way, you can easily identify whether the interviewer is trying to discriminate. It is now a highly prevalent method of interviewing to avoid any unnecessary issues during the interview.

Saikat Ghosh
Associate Director, HR and Business, Technource

Do a Thorough Job Analysis

An effective approach to uncovering recruitment bias is to conduct a comprehensive examination of our job requirements and responsibilities. By gaining a clear understanding of what our positions entail and how performance is measured, we can pinpoint any potential biases in our hiring procedures. This vigilance enables us to eliminate discrimination and ensure that all applicants are evaluated fairly, regardless of factors such as their race or gender.

Kimberley Tyler-Smith
VP, Strategy and Growth, Resume Worded

Look for Patterns

This might sound bad, so please hear me out: but diversity isn’t just about goodness; it also is an incredible strategic advantage. For example, we actively review our recruiting practices nonstop, intentionally looking for patterns of new recruits.

If our engineers seem to reflect too many males, we go back over applications looking for females who might have been overlooked. This tactic has improved our skill sets and functional capabilities within the first year.

The old days of using “it’s just business” to rationalize building a company of people, all from one demographic, are over. Diversity is here to stay because it’s more than just good—it’s good business.

Shaun Connell
Founder and CEO, Credit Building Tips

The post 6 Ways to Identify Recruitment Bias appeared first on RecruitingDaily.

Today, the best employees are looking for businesses that advertise themselves as employee-centric and supportive. Most people want to work for businesses that can improve their work-life balance and value social well-being. 

As a recruiter, you can take advantage of this trend by focusing on social well-being and balance during the recruiting process. 

Benefits of Social Well-Being

Employees around the globe have had enough toxic work environments that undervalue their efforts or disparage their identity. Employees are jumping ship, and are looking for businesses that value social well-being. 

Meeting the demands of today’s employees can be tricky. However, creating a supportive work environment can help your business land more talented applicants and find your dream candidates. Better social well-being can also improve your business’s brand, too, as everyone wants to buy from a business that values its people. 

Companies that cherish their people are also more open and honest. This can help employees discuss workplace health concerns and improve the lives of all employees. Employees that feel supported will willingly come forward with issues like workplace safety concerns and won’t feel intimidated by managers or HR. This can help business leaders run a safer, healthier business and minimize the risk of lawsuits or high staff turnover. 

Survey Your Current Benefits

You can’t authentically advertise your business as employee-friendly if you don’t have robust benefits and programs that improve social well-being in the workplace. However, that doesn’t mean you need to convince the finance department to spend a fortune on new employee wellness programs. Instead, audit your current programs to ensure you’re making the most of your current offering. 

If, after surveying your current benefits, you find that your business is behind competitors, you can pitch low-cost benefit programs that target younger employees and have a high ROI. Consider initiatives like: 

• Fully/partial gym membership funding
• Subscription to apps for meditation/mindfulness
• Flexible working hours
• Resource/affinity groups at work

Most of these programs only cost a few dollars per employee but make a major impact on your recruiting efforts. Paying for wellness apps or offering flexi-time shows that you care about employee wellbeing, even if you’re working on a limited budget. 

Advertising Yourself

Advertising yourself as an employee-centric employer is about more than listing a few perks and benefits at the bottom of a job listing. Your entire listing should prove that your business cares about the health and well-being of your staff. 

Start by writing more inclusive job descriptions. Using language that promotes diversity and inclusion ensures that you gather applications from all demographics. It also shows that you are aware of how a person’s background might impact their experience at work. 

Avoid using personal pronouns and reconsider your “values” subheading. Instead, focus on performance-based descriptors and role-specific language. If in doubt, reach out to the department you’re hiring for to gather more research so you can write a comprehensive, inclusive advert. 

You should try to publish your job adverts in non-traditional venues, too. Job forum sites like LinkedIn and Indeed will yield hundreds of applicants, but you need to go above and beyond the normal sites if you want to find the right employees. Consider posting to forums like Black Jobs or your state-wide autism society website. These sites help you find employees who are traditionally underrepresented in some fields and can help you exceed your DEI targets. 

Mental Health-Friendly Application Processes 

Applying for a job is a time-consuming, taxing process. Prospective applicants are looking for employers who value their time and will turn away if faced with unnecessarily convoluted forms and questionnaires. 

Revise your recruiting process to become more mental-health-friendly. Start with the basics, and ensure that applicants do not have to re-write any information that is already included on their CV or resume. Make it clear that you are willing to make reasonable accommodations before the applicant begins the process and try to minimize the rounds of interviews that applicants must go through. 

These steps show that you value applicants’ time and well-being. A robust, mental-health-friendly process may also save you time, as you won’t have to dig through forms or discard unnecessary information every time you open a new application packet. 

Final Thoughts

Businesses that value social well-being appeal to today’s applicants and will draw the most talented prospective employees. As a recruiter, you can take advantage of this trend by writing inclusive adverts and highlighting perks like flexible work hours, wellness programs, and affinity groups in your workplace. Try to make the application as straightforward as possible, as your application is a reflection of your entire business. Make sure applicants don’t have to repeat information and try to cut down on the number of interview rounds you plan on holding.

The post The Benefits of Focusing on Social Well-Being in the Recruiting Process appeared first on RecruitingDaily.

Finding top tech talent is tough.

This eBook from CodeSignal provides insights from experts in the field, covering everything you need to know to create a successful tech recruiting strategy.

From the basics of understanding the industry to preparing for scale, this comprehensive guide will help you attract the best tech talent and stay competitive.

What’s Inside

• Bringing Skills-based Recruitment to Life: Discover the importance of skills-based recruitment and how it can help you identify the best candidates for your tech roles.
• How Recruiting for Tech is Different: Understand the unique challenges of recruiting for the tech industry, including the need for niche skills and the importance of cultural fit.
• Market Trends in Tech Recruiting: Stay up-to-date with the latest trends in tech recruiting, including the rise of remote work and the use of AI and automation.
• Key Talent Goals For Tech Companies And How To Achieve Those: Learn how to prioritize talent acquisition, retention, and development, and discover the strategies that successful tech companies use to achieve these goals.
• Preparing for Scale: As your company grows, you’ll need to scale your recruitment efforts. Our eBook covers the best practices for preparing for this growth and creating a scalable recruitment process.
• Benchmarking and Measuring What Matters: Find out how to measure the success of your recruitment strategy using key metrics like time-to-hire, quality-of-hire, and cost-per-hire.
• Aligning People, Processes, and Technology: Discover how to align people, processes, and technology to create a successful tech recruiting strategy. Our eBook provides practical tips for training and empowering recruiters, streamlining recruitment processes, and utilizing technology to improve efficiency and accuracy.

Gain the knowledge and tools you need to attract top tech talent and stay competitive in the ever-changing tech industry.

Download your copy today and start building your winning tech recruiting strategy!

The post Succeeding With Technical Recruiting: The Beginner’s Guide appeared first on RecruitingDaily.

Creates More Person-Job Misfits

During a recession, most companies try to cut costs by laying off several employees at once. Of course, a job market with few jobs and many job seekers can often result in more person-job misfits.

A person-job misfit happens when an applicant is hired for a position for which they do not fit. It can be because of over-qualification or irrelevant skills and experience. Basically, this leads to a mismatch between job seekers and available jobs.

During a recession, companies may focus on hiring individuals with more experience, regardless of their skills and values. This is because companies are less willing to put time and money into training new talent. They would rather have someone who can start off strong.

Additionally, job seekers would be more eager to secure employment, so they would accept jobs that are not a good fit for their skills and experience. This means that they could settle for jobs that do not use their full potential.

Paw Vej
Chief Operating Officer, Financer.com

Transforms Entry-level Applicants from More Experienced Careers

Recessions can wreak havoc on entire industries, and the employees in those industries are going to transition to other spaces that aren’t as affected by economic downturns, even if it means starting over. Someone with ten years of retail experience is going to move on to something in the digital realm because that is where the jobs are going.

If you’re in an industry that is attractive to those leaving a floundering industry, you’re going to have more applications to wade through, and a higher percentage of those applications are going to be filled out by people with little-to-no experience in your sector. You also have to decide whether to take a chance on one or more of those candidates, which can be a big thing to consider.

Brittany Dolin
Co-Founder, Pocketbook Agency

Lowers Overall Likelihood of Hiring

One significant effect is that organizations are less likely to hire new workers due to cost-cutting measures. This means that employers are more selective in choosing candidates and may even place a moratorium on certain types of positions.

Additionally, job seekers may be more cautious during a recession since they may not be sure if their job is secure or not. This can lead to more competition for fewer positions and longer hiring times. Companies are also likely to offer lower salaries than during periods of economic stability, which can lead to job seekers feeling less motivated to apply for jobs.

Brenton Thomas
CEO, Twibi Digital Marketing Agency

Places More Obstacles in Front of Recruiters

In the short term, businesses may lay off existing employees or stop hiring new ones altogether. Additionally, businesses may freeze pay increases or salaries may be reduced because of less demand for products or services by customers and clients.

Recruiters will have a harder time convincing potential candidates that this is an ideal time to join the business when there are no benefits, like increased pay or job security. On the other hand, in the long term, recessions often lead well-positioned organizations to target new markets with innovative solutions by newly hired personnel during economic upturns as they prepare for future growth prospects.

In addition, during times of economic uncertainty, there is less competition among applicants, making it easier for recruiters to select top talent from a larger pool of applicants compared with previous years when the competition was fierce. Astute recruiters can look past general resumes and focus on what makes each applicant unique.

Travis Lindemoen
Managing Director, nexus IT group

Limits an Employer’s Ability to Give Raises

A recession can have a notable effect on recruiting efforts, as businesses struggle to maintain multiple departments with limited financial resources.

An example of this is the inability of many employers to give raises; although it is likely that workers will continue to be recruited, it may be at the same salary as before or even lower sometimes, which reduces the overall money available. This lack of growth potential could further limit the pool of qualified applicants who are willing and able to take on new job opportunities.

Grace He
People and Culture Director, TeamBuilding

Changes Recruiting from One Phase to Another

Although the number of job opportunities may decrease during a recession, the recruiting function remains robust. It alters from trying to find qualified applicants who are looking to change building a talent pipeline for future needs.

Many more talented people who are currently employed are open to a dialogue in an uncertain economy, so if you concentrate your efforts on talent acquisition, you can create a pool of fantastic candidates that you otherwise might not have been able to reach if the economy was strong.

Dave Haney
CEO, Surety Systems, Inc.

Generates a More Helpful Situation

Contrary to what many companies believe, as a veteran recruiter, I contend that one of the best times to recruit is during a recession. Here’s why—during a recession, most companies halt their hiring. By continuing to interview, and possibly hire, during slow economic times sends a clear message to those talking to you that your company is resilient.

In addition, with fewer companies interviewing, you are less likely to get into a bidding war against another firm vying for the same candidate. Also, your chosen candidate will probably not be receiving a counteroffer from their current company.

Obviously, you don’t want to offer them a lower compensation package, but you definitely will not get into a bidding war and have to overpay. Finally, during a recession, many external recruiters may discount their fees in order to get your business. All good reasons to continue recruiting regardless of the economic climate.

Jamie McCann
Executive Recruiter, 3AM Marketing Services

Shifts to Working With Limited Resources

Business owners and leaders are feeling pressure to reduce costs and overhead, leaving recruiters to work with very limited resources, especially as costs continue to increase. As such, the cost of recruiting has gone up significantly, and resources available to recruiters will continue to decrease.

It’s no secret that economic uncertainty impacts recruiting. 2022 was a year of increasing inflation, leaving many companies actively contemplating cutting recruiting resources in order to save costs. This not only slows hiring in different industries, but it also can negatively impact the company’s bottom line.

Yes, recruiting is expensive, but it’s also necessary. The recruiting process sets the tone for a new employee’s entire experience. As a company, you want to present yourself as strong, inclusive and encouraging. Cutting recruiting resources will make your company seem essentially cheap and uninviting, and this deters quality talent from walking through your doors.

David Lewis
CEO and Founder, Monegenix

Increases Talent Quantity, but not Necessarily Quality

The reality is that yes, there’s more talent on the market, but that doesn’t mean there’s more exceptional talent on the market.

The last few years were a candidate’s market, where they were demanding high salaries and expected certain lifestyle accommodations. Many companies had to make hires based on tight budgets and where the market was, which was extraordinarily competitive.

This is a time to really dive in and assess your team’s skills against the business outcomes you seek. If you do not feel you have the best-in-class talent to achieve those outcomes, it’s a good time to network and up-level your talent or invest in upskilling your current team.

Kristine Shine
Founder and CEO, Shine Talent

The post How Does a Recession Affect Recruiting? appeared first on RecruitingDaily.

If you aren’t familiar with the term, “ghosting” is when someone ends a relationship by ceasing all communication without explanation or warning. It’s happening more in today’s competitive hiring climate because candidates hold the power — 84% of job seekers admit to ghosting an employer or potential employer within the last year and a half. Companies need a way to keep their potential employees engaged from application to onboarding and beyond.

Hiring managers should consider these three points to prevent candidates from disengaging and ghosting.

Forget the Ways of the Past, Serve the Modern Workforce 

The U.S. Bureau of Labor Statistics reports that there are more than 10 million open jobs and less than six million people looking for work. The surplus of open positions is causing fierce competition for top talent. It starts with the job application. Most job seekers won’t endure overwhelming paperwork or jump through hoops to apply. According to Greenhouse, 70% of online job seekers won’t complete an application if the process takes too long. Eliminating the traditional application process altogether could bring candidates in the door.

Technology is smarter than you think. Conversational AI can manage incoming applications and free up hiring managers’ time. Asynchronous chatbots take just minutes to see if a candidate is qualified to move on to the interview phase, and the conversation can happen anytime, day or night. With this improvement, the opportunity for candidate drop-off decreases dramatically. 

If You Don’t Move Quickly, the Candidate Will Move On

Employers must move quickly to schedule an interview with a promising candidate. When candidates submit their applications, they are more engaged than they will be at any other point. To remain competitive, employers need to jump to respond, no matter what time of day it is. Hiring managers can’t be available 24 hours a day, but they can rely on conversational AI to set up an interview within minutes of screening an application, any time, any day.

The automation eliminates sending back-and-forth emails, playing phone tag, navigating calendar conflicts and waiting for responses. A significant candidate frustration is a lack of response from a hiring manager. No wait time means no opportunity for a candidate to ghost. If the candidate needs to reschedule an interview or ask questions, conversational AI is always available with an immediate response. Companies implementing the tech are experiencing success. 

Respect Their Hustle, Meet Candidates Halfway

Committed as candidates may be, they are still human. The job search is difficult, and everyone can use some additional support. Conversational AI sends reminders throughout the hiring process, ensuring candidates know interview times, application status, onboarding tasks and start date. Maintaining communication eases anxiety and keeps both parties on track. Companies using these automatic prompts report a significant reduction in candidate ghosting. 

Communication remains vital after the interview. Most job seekers expect to hear back from interviewers within a week, or they lose interest. Hiring managers should follow up with candidates as soon as possible to avoid candidate drop-off.

After a hiring manager extends a job offer, communication with the new employee can fall off as they move on to the next round of applicants and interviews. Correspondence is imperative at this stage to prevent important details like onboarding materials, directions to the office, dress code or even start dates from slipping through the cracks. For new hires, a lack of information can lead to feeling confused and forgotten, which can bring on more ghosting. Once again, modern technology provides a solution to breakdowns in communication.

Conversational AI guides the onboarding process. Keeping the lines of communication open between the offer and the start date makes new hires feel more connected to the company and less likely to disappear without explanation. And if they do have second thoughts about the job, conversational AI gives them a way to alert the employer.

Inevitably, some candidates will drop out of the hiring process, regardless of what a company does to prevent it. But providing an unrivaled candidate experience is an employer’s most powerful way to fend off ghosting. In addition, using AI for hiring requires less effort and reduces wait times for potential employees and employers. Stop spending unnecessary time and effort to keep candidates engaged. Leverage available technology to simplify the process. 

The post Reinvent the Hiring Process to Prevent Candidate Ghosting appeared first on RecruitingDaily.

As of late, generative AI – especially GPT-3 and Chat-GPT– has been creating discussions in the industry for its variety of uses and promises of timesaving. As defined by the World Economic Forum, Generative AI uses algorithms to generate new and original content including text, audio, images and code.

hireEZ said that its GPT3-powered functionality will allow recruiters to generate candidate emails based on job descriptions. Thus, automating the laborious and time-consuming task of composing individual messages for recruiters.

“We see the use of generative AI as a massive opportunity to improve how businesses engage and communicate with talent,” said hireEZ CEO Steven Jiang. “Our goal is to make sure the technology works efficiently, and ethically, for both companies and job candidates. Any recruiter today will tell you they feel like they are doing the job of five people. We envision a future where AI can help one recruiter easily do the job of 10.”

The product release is set for March 9.

Machine Learning for Tailored Messages

To maximize the utility of each AI-generated message, the hireEZ platform will use proprietary machine learning data to automatically produce language tailored for recruitment. hireEZ is aiming to make it easier for recruiters to engage with job applicants and increase their ability to personalize candidate outreach at scale.

Initially, the new capability will be available to a limited group of customers, followed by others who have registered on a waitlist. After that, the product will be released to the public.

Artificial intelligence has been at the core of the hireEZ platform since it launched what it calls the world’s first AI candidate sourcing technology in 2017. The company is committed to the responsible development of technology and adheres to a formal set of principles for building AI systems. Last year, hireEZ launched two services, EZ Rediscovery and EZ Insights. EZ Rediscovery helps employers update information in their ATS, such as an individual’s work history, skills, email addresses and phone numbers. EZ Insights helps talent acquisition leaders develop strategic workforce plans by tapping into industry and competitor-specific benchmarking data.

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There is no official definition of candidate engagement: no Wikipedia page to scour or analyst missive to ponder. Most of the search results you will find point to a series of vendors throwing around ideas that all ultimately tie back to their products. Read enough of what’s out there, and you’ll realize that everyone is saying the same thing: candidate engagement is about building and maintaining relationships. Candidate engagement rates seek to quantify those relationships by measuring how responsive candidates are, how quickly they follow up, and, ultimately, how they feel they were treated throughout the process. Candidate engagement varies from person to person and organization to organization. It is subjective and corresponds directly with another critical concept, candidate experience.  

So, where does the gap come into play? Earlier than you might expect. 

Finding the Source

Candidate engagement can take many different forms depending on the job type, organization, recruiting strategy, and so on. Just like digital marketers have worked to identify categories of customer engagement, sourcers have taken a similar approach to reach prospective candidates because they know that hiring hinges on engagement. Industry analyst Madeline Laurano shared a slide recently that detailed four sourcing tactics – speed, research, batch and tailored – and the associated causes and success of each. With regard to engagement, this helps to illustrate that from the get-go, there are any number of ways candidate interactions can go off the rails – and fast. Even with tools that provide contact data and automate follow-ups, it doesn’t matter which tactic we use; if the candidates you want to hire don’t engage at the outset, the process stalls. 

And stalled engagement isn’t limited to any one source. In fact, it isn’t even limited to just passive candidates. Even active, seemingly interested candidates might ignore an InMail or avoid their personal email, and I’m sure they have their reasons. But without interaction, without the opportunity to forge a relationship, the recruiting process will move on to someone else, someone who may be less suited for the role or organization, leaving those in-demand candidates behind. 

Minding the Gap 

Knowing that the gap can start with sourcing (and spread from there), we have the opportunity to rethink how we engage candidates. You’ve likely heard people say that you have to meet candidates where they are, which, while solid advice, is easier said than done. With thousands of potential sources spread across the physical world and the online one, how do you determine which platforms your candidates are most interested in? How do you know when they will be available? How do you craft a message that will capture their attention? These are big questions that most of the conversations about candidate engagement seem to overlook in favor of talking around the problem – and any potential solutions. 

One such answer is social media, but even that isn’t limited to only one source or strategy. If you are keen to find Gen Z talent, you might want to consider TikTok. For Millennials, maybe Instagram, and for Gen X, try LinkedIn. You get the picture. Narrowing the focus is a step in the right direction, though it still doesn’t guarantee that candidates will engage. Instead, we need to drill down further and identify which platform, when to reach out, and what to say, which is no easy feat without the help of technology. 

Problem Meet Solution 

Going back to digital marketers for a moment, these folks are pros at maximizing engagement. They work to understand customer emotions, behaviors, ethics, and actions to deliver content that will hit at just the right moment. Digital marketers know that each of these categories requires different tactics to trigger engagement. They are consistent, compelling and contextual at every turn. In this example, an engagement could be as simple as interacting with an ad or conversion to a sale. Likewise, for recruiting, by taking a digital marketing-driven approach, we can look to improve targeting to encourage connection, closing the candidate engagement gap by improving the process. And it all begins with who, how, and when we source. 

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