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.

Are you a recruiter or sourcer feeling like you’re stuck in a “case of the Mondays” every day? Are you struggling to balance your workload and take care of yourself? Burnout can be a real problem in the high-pressure world of talent acquisition, but there are strategies to prevent it and achieve sustainable success.

It doesn’t have to be like this…

Join us for our upcoming webinar on April 25th at 2 pm ET. Led by Junius Currier, Director of Talent Acquisition at Maximus, we’ll explore the causes and consequences of burnout in recruiting and sourcing, and learn some practical strategies to manage workloads effectively, prioritize self-care, and avoid burnout.

During this session, you’ll learn how to:

• Understand the causes and consequences of recruiter and sourcer burnout.
• Discover strategies to manage workloads effectively and prioritize self-care.
• Learn to set boundaries around work hours and communication, and the importance of taking regular breaks.
• Explore how employers can help prevent burnout by offering mental health resources, promoting work-life balance, and fostering a supportive work culture.

This webinar is perfect for recruiters, sourcers, and talent acquisition professionals at all levels who are feeling overwhelmed or burnt out and want to improve their well-being and achieve sustainable success in their careers.

Don’t let burnout keep you in a TPS report nightmare.

Register now to secure your spot and get practical tools to avoid burnout and achieve sustainable success. It’s time to take care of yourself and your career.

We’ll see you there.

Can’t attend the live session? No problem! Register now and we’ll provide you with all the materials and the recording afterward.

The post Preventing Burnout for Recruiters and Sourcers: Strategies for Sustainable Success appeared first on RecruitingDaily.

Looking for ways to optimize your recruitment efforts? Discover the power of strategic benchmarking in recruitment with our insightful webinar, led by industry expert Shally Steckerl.

Learn how to enhance your talent acquisition strategies by establishing effective benchmarks, aligning recruitment with organizational goals, and identifying key performance indicators (KPIs) for success.

Session Highlights:

• Master the art of strategic benchmarking in recruitment
• Understand the importance of aligning recruitment efforts with organizational goals
• Learn to identify and monitor progress using KPIs
• Gain insights into key metrics, such as process effectiveness, quality of hire, funnel metrics, time to fill, and productivity
• Explore the shift from reactive to proactive recruitment and the eight stages of growth
• Develop techniques to connect recruitment with executive leadership and focus on measuring outcomes over actions
• Get valuable insights on questions to ask when considering outsourcing recruitment processes, both internally and externally

Watch this essential learning session and elevate your talent acquisition skills with strategic benchmarking.

The post Sourcing Effectiveness: Benchmark Your Process for Strategic Recruiting appeared first on RecruitingDaily.

Learn about Your Industry, and Network With Talent in the Process!

A few years back I decided to join associations such as ASCE (American Society of Civil Engineers) and WTS (Women’s Transportation Seminar) where I was able to meet with a wide array of professionals. I learned more about the industry I recruited for while learning about new projects and business-related items.  I would attend events free and paid. It helped build my personal brand as well as get my company’s name out there.  Going to these events was extremely valuable to learn more about the industry for which I recruited.

Another benefit of going to events is that it shows your hiring team and other stakeholders that you are deeply interested in what they do.  For example, I recently went to a Geotechnical event in Washington D.C. and learned more about slope stability.  Prior to attending this event, I informed one of the Senior Principal Engineers of my plan to attend, and he was thrilled that I would take the time to learn more about his industry.  Doing something like this can really help when talking to prospective candidates, as you are speaking their “language.”

It is important that you do NOT recruit at these events.  Your name tag will mostly likely include your company name, but not your title. If anyone asks, be truthful and tell them that you are a recruiter for XYZ company.  Sometimes the person who you are talking with might take a step back, but assure them that you’re not there for recruiting purposes.  However, more often than not they will give me a business card (I have stacks of them) or send me a LinkedIn connection request shortly after.  Hence, it just continues to build my pipeline.

Socializing is the Spice of Life

As a recruiter, it’s important to socialize with professionals that you consistently communicate with.  It shouldn’t matter what line of business you are recruiting for. Each industry has some type of professional organization, association or society that you can be a part of. Sometime these cost money, but your company might be willing to cover the cost if it means engaging with passive talent.

So, if you are a recruiter and want to separate yourself from the pack, look around and find out what groups or associations you can join. It will help increase your knowledge of the industry, while building your network and future pipeline.  Many organizations have happy hours, lunch and learns, community events, and more. So, “get out there!” It’s important to be seen and heard not only within your own company, but within the industry as a whole.  

The post Get Out There; Effectively Networking With Talent appeared first on RecruitingDaily.

Reconsider Your Benefits

Your normal benefits package is likely less exciting to new graduates than to your more seasoned employees. If you want to successfully recruit fresh graduates, rethink the benefits you’re offering.

They’re often more interested in flexibility, values and giving back than they are in salaries or great health insurance. It doesn’t take much, but a few benefits specific to the younger generation will go a long way.

Logan Mallory
Vice President of Marketing, Motivosity

Make Relationships With Universities

Recruiters interested in recruiting recent graduates should create relationships with universities. Many universities have career departments that can help connect companies with recent graduates.

Partnering with universities can help recruiters reach a pool of qualified candidates. The relationships that recruiters build with universities can lead to participating in on-campus recruiting events, such as career fairs.

Bryor Mosley
Career Coach, Southern New Hampshire University

Emphasize Mentorship, Advancement and Development

Fresh graduates understand they’re going to be entering the workforce at the entry-level, but they don’t want to stay there forever. If you make it known that you’re a company where they can learn new skills, take on more responsibility and grow their career, you’re not only going to attract more recent graduates for your team, but you’ll also better target the top talent among them.

The graduates who will find advancement, mentorship and other ongoing development most enticing are the exact people you want to hire: those who are passionate about their careers and invested in ongoing learning and growth.

In many cases, these kinds of benefits will be more enticing for recent graduates than a role with a slightly higher salary or other workplace perks, because smart job seekers see how mentorship and skill building will lead to roles with a higher salary range in the future.

Matt Erhard
Managing Partner, Summit Search Group

Don’t Be Exploitive

Businesses have a bad habit of preying on those new to the field. We’ve all heard stories of terrible internships, paid or unpaid, and entry-level jobs that count on a person’s desperation to begin work in their field. Do not be a source of these practices.

New graduates, especially in current times, don’t have nearly as much luxury for gaining experience versus necessary compensation. Expecting someone to take a mediocre job with terrible benefits because they’re fresh to the field will be viewed poorly by graduates.

Even if they do take your job, you can be certain that they will split their attention due to needing to find other methods to make ends meet. If you want to attract recent graduates, offer opportunities that any worker would be interested in taking. When graduates are treated with respect rather than as opportunities for companies, they’ll be much more receptive to recruiting efforts.

Max Ade
CEO, Pickleheads

Use the Academic Calendar

Most senior college students are not likely to be job-hunting during midterms‌! To maximize the effectiveness of your recruitment campaigns, you must time them well.

Using firm funds to recruit recent graduates during test time is probably not a wise investment. Consider starting your recruitment campaign as the school year nears its conclusion. Not too late that all the other major businesses have beaten you to the top fresh graduates, and not too early that students have not yet considered their post-university employment options.

Strive for the sweet spot that will provide you access to recent graduates at the optimal time. If you are unsure of when to target recent graduates, your network of university and college career services departments can be helpful.

Alexandru Contes
Co-Founder, ReviewGrower

Participate in Career Fairs and Campus Events

Participate in career fairs and campus events to connect with potential candidates and build relationships with universities. This could include discussing the company culture and values, offering internships or entry-level positions and highlighting opportunities for growth and development within the company.

It’s important to be authentic and genuine in your interactions to build trust and a positive impression of the company. Additionally, utilizing social media and online job boards can help reach a wider pool of candidates.

Sam Chan
Founder, PiPiADS

Take a Holistic Look at Each Candidate

No matter the role, it is important to take a holistic look at each candidate to find out if they have the drive to excel and the soft skills to fit within the culture.

Recruiters should consider a few elements key to their strategy:

Identify opportunities to engage. Many campuses organize job fairs or on-campus recruiting. These events are great opportunities to connect with many candidates at once before they graduate.

Consider an internship program. A robust internship program is an ideal avenue to pre-train candidates, plus interns learn if the company culture is the right fit before they become a full-time hire.

Prioritize candidates who want to learn. New grads need to be brought up to speed quickly, and enthusiasm for learning helps them succeed.

Understand core competencies. The necessary skills for a new hire depend on a business’s talent needs. In some industries, candidates may need to have completed specific courses to succeed. In others, soft skills may be more important.

Jill Chapman
Director, Early Talent Programs, Insperity

Showcase Your Company Culture and Values

Recent graduates are often looking for a company that aligns with their values and offers opportunities for growth and development. By showcasing your company culture and values, you can attract fresh graduates who are looking for a company that aligns with their own beliefs and aspirations.

Brendan Bray
Team Manager at EC1 Partners

The post How Do You Recruit New Graduates? appeared first on RecruitingDaily.

Sometimes hiring leaders aren’t on the same ship deck as recruiters. How are we supposed to pull them into our dimension if they’re cruising in the Death Star while we’re rockin’ the Millennium Falcon?

Well, friend…let me tell you about the force of predictive analytics and big data.

As recruiters, we are experts in the talent field, but being a consultant to hiring teams isn’t easy. We’re often tasked with guiding our leaders without any gravity in the company. But the right data and trends will give you the power you need to make changes.

Data Feels Like Force Powers

UPDATE: Due to an unforeseen conflict, Marc cannot make this session. Instead, we will be joined by PJ LeDorze. You may know him from shows like The Recruiting Animal Podcast, Dueling Sourcers, and SourceCon events. PJ has 14+ years of Corporate Recruiting and 8 years of Agency experience, and his superpowers are sourcing and closing.

He’ll help you understand the massive power of predictive analytics and big data. Let’s learn how to use this information to Strike up your hiring process and educate your hiring leaders!

In this session, you will learn:

• The benefits of merging predictive analytics into your hiring process.
• Examples of how predictive analytics has improved recruitment outcomes.
• Use data to create a solid recruitment strategy and ensure hiring success.
• Identify high-potential candidates with predictive analytics.

May the power of data (and The Force) be with you.

If you’re unable to attend the live session, that’s okay! Just register and we’ll provide you with all the materials and the recording afterward.

The post The New World Order: How Predictive Analytics and Big Data Impact Hiring Practices 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.

The post The 6 Best Tips for Recruiters to Achieve Win-Win Candidate Negotiations appeared first on RecruitingDaily.

A Criminal Record Does Not Automatically Equal Dangerous

Let’s clear the air. It’s crucial not to assume the worst in someone simply because they hold a criminal record, but rather to keep well away from any discrimination and give them a second chance. A criminal record doesn’t automatically mean someone has a murder or theft conviction. They may have been charged with possession of marijuana, which is now legalized. They may have been part of a protest and ended up on the wrong side of the law.

There’s a strong wave of opinion promoting upping our efforts in second-chance hiring. We should be open to employing those with criminal records who find it tough to obtain gainful employment due to their criminal record status. However, the issue bothering many employers is the stigma associated with employing someone with a criminal record. Are we putting our current staff in danger? Are they trustworthy and reliable? Of course, much of this sentiment is a narrative playing out in the employer’s mind rather than the actual reality of the situation.

Why Pursue a Second-Chance Hiring Strategy?

Let’s divide this into two thought directions. One direction is more altruistically concerned, while the other deals with the positives of the second-chance workforce.

The Altruistic Mindset

Altruism is defined as a selfless concern for the well-being of others, even at risk or cost to ourselves. With the stigma around hiring those with a criminal record so prevalent, it does seem like there are risks to second-chance hiring. As humans, we do, however, like to give people a second chance and provide opportunities for those who find it challenging to find employment due to their circumstances.

It is important to point out that much research and gathered statistics point to the fact that most US citizens who are the not-so-proud owners of a rap sheet have yet to actually be convicted of a serious crime. They are perpetrators of misdemeanors, possibly even once-off moments many of us without criminal records have been through often but have managed to get away with.

Offering candidates a second chance because they deserve it is good enough. Of course, rigorous interview processes and screening, as you would for any potential employee, are essential.

A Potentially Motivated Workforce

Obtaining gainful employment is not easy for those with a criminal record. They have to work far harder to gain employment, and often, the job they get is below their skill level.

When you employ someone in this situation, they are more likely to be more motivated to keep their job, making sure they are an asset to the company. Previously incarcerated citizens or those with a bad track record tend to want to alienate themselves from their past. They are eager to build their careers and write a new, more positive chapter in their lives. As the employer, you will have an employee who is highly motivated and eager to learn and develop.

Just a quick online search, and you’ll find many success stories of second-chance employment candidates who have thrived and moved up through the ranks in a company. Let’s not be naive, though. There are, of course, many for who it has yet to work out, but isn’t this the case with any other potential employee?

Industries that Could Benefit from Second-Chance Hiring

It’s important that don’t see second-chance hiring as only trade and labor based. As recruiters, we should screen potential candidates based on their expertise, skills, and motivation. Many candidates with a criminal record have incredible intellectual knowledge and skills to add to the workplace.

However, there is still a deficit and many opportunities available in the labor sector. According to Federal Reserve Chairman Jerome Powell, about 3.5 million workers are “missing” from the workforce, nearly three years after the pandemic took hold of the world. There are opportunities aplenty, and embarking on a second-chance employment strategy could help alleviate the huge labor force deficit.

You know, the typical movie scenario. We’ve all seen it; the notorious hacker turns good and helps the government unearth the devious plots of the enemy with a few swift clicks of the computer keyboard. While this is part of the cinematic world, it could be a reality for many, taking skills used for ill gain and turning them into positives, adding value to businesses and, yes, governments too. Data capturing, research and many remote work opportunities could be an excellent fit for those who might not fair so well in a person-to-person office environment.

Second-Chance Hiring, Looking Ahead

The positives far outweigh any perceived negatives around second-chance hiring. With rigorous screening systems and interview processes in place and stigmas about criminal record holders put aside, there is an untapped workforce of just over 77 million eager to fill positions and grow in their careers. Second-chance hiring should be given the chance it deserves.

The post The Benefits of Second-Chance Hiring 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.

Regardless of the subtle differences, recruiting strategies should be designed to attract candidates where they are in life and tailored to their unique preferences for job hunting. Employers who want to maintain, build and attract a multigenerational workforce need to understand their audience, the best messaging and medium for recruiting.

Organizations eager to learn how to recruit across generations and attract top candidates should take the following topic tactic for each generation into account. 

Recruiting Gen Z 

Gen Z includes individuals born between 1997 and 2012, and though many are just beginning to enter the workforce, this segment will balloon over the next few years. Therefore, recruiting Gen Z has quickly become a priority for recruiters.

To successfully recruit and attract GenZ, recruiters should consider: 

• Content marketing – Leverage social media channels to boost the company’s presence. Developing helpful content about core values, the company’s mission, non-traditional benefits, retreats and social events for the potential candidates will pique this generation’s interest and allow recruiters to connect organically. However, once engaged, recruiters should personalize communication through email, social and text. For many in this generation, candidates need to visualize how their personal and professional lives can blend. Through content marketing, recruiters can intentionally showcase the company and how candidates can add value with their unique perspectives and experiences.

Recruiting Millennials 

Millennials are candidates born between 1981 and 1996. As technology continues to evolve, this generation of tech natives and early adopters of the newest tech trends are assets to today’s workplace. 

To attract Millennial candidates, recruiters should consider: 

• Hiring timelines – Millennials tend to value communication and feedback, especially during the interview process. Many within this generation value faster interview processes and frequent check-ins. Recruiters should communicate with this generation during each stage of the hiring process to keep candidates engaged. Engagement steps might include creating communications triggered by each recruitment step and being clear about the next steps and expectations. This generation values personalized communication and engagement through text messages, emails or direct messages from social sites like LinkedIn to build rapport quickly. With immediate and constant communication, talent acquisition teams can build rapport among millennial candidates, garner interest and attract top talent.

Recruiting Gen X 

Generation X includes individuals born between 1965 and 1980. As more boomers retire, candidates within this generation are starting to take on more senior-level roles and fill top leadership positions, making Gen X recruiting key to business succession. 

To add more Gen X candidates to the talent pipeline: 

• Clearly define career paths – Collaborate with human resource personnel and research the career path of past candidates who are still with the organization. As a generation that values transparency, Gen X wants to know what it takes to succeed in the role and how others progressed before them. Although some within this generation can be skeptical about opportunities through social media, recruiters can build credibility with direct, one-on-one communication through these channels. 

Recruiting Boomers  

Baby Boomer candidates were born between 1946 and 1964, making them some of the most experienced talent, particularly in leadership positions. 

To find more Baby Boomer candidates, recruiters should consider: 

• Direct communication – Individuals within this segment care about the day-to-day aspects of the position and generally less about company culture, therefore when communicating with candidates, recruiters should explain why a candidate’s experience makes them an ideal candidate for the job, what they stand to gain from the opportunity and present a comprehensive job description. Through direct phone or email conversations, recruiters and candidates within this generational pool can further discuss opportunities for leadership positioning, mentorship and relationship building.

Recruiting for a multigenerational workforce cannot be taken with a “one-size-fits-all” approach. Before recruiters deploy their strategies, they should identify the talent they need and want. Then, develop and target the messaging to the audiences based on their unique needs, how they communicate and what they want from a job. By considering and prioritizing a candidate’s generational nuances, recruiters can successfully build a multigenerational workforce to withstand the future.

The post Generational Recruiting: Know Your Audience  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 growing trend is for recruiters and career coaches to collaborate. These collaborations allow recruiters to access expertise from experienced professionals in the field. This relationship is beneficial for both parties, as the recruiter obtains a qualified lead and the career coach receives exposure for their services.

There are a few key benefits both sides receive when collaborating.

Help Candidates Prepare for Interviews

When a candidate contacts a career coach to learn how to prepare for an interview, the coach will sometimes offer tips and tricks to make the process more enjoyable or helpful. By partnering with recruiters, career coaches can connect the candidate to a recruiter who may be able to provide additional interview preparation resources. This helps the candidate better prepare and increases the chance of them being hired while providing the recruiter with a highly qualified lead.

In return, when a recruiter comes across a candidate that might not be prepared enough to face employers but could improve, the recruiter could farm out the work to career coaches. The candidate will likely return in a better position to be connected.

Help Lost Candidates Find Their Focus

Many recruiters face the grind of dealing with candidates who don’t know what they want yet. Candidates regularly expect recruiters to have all the answers to their career questions, but recruiters know that’s not always the case. By partnering with experienced career coaches, recruiters can offer candidates a place to find focused advice and guidance on going about their career change.

These partnerships also help increase the chances of referrals being sent back to the recruiter if they are able to send clients over with greater confidence and preparedness.

Increase Chances of Hiring Qualified Candidates

Recruiting firms are often tasked with finding highly qualified candidates for a company. It can be difficult to find top talent, so many recruiters look to career coaches who specialize in helping candidates land the perfect job. By partnering up with these professionals, recruiters gain access to an experienced network of professionals who are connected to the latest trends in the job market and can offer insight into what employers are looking for. This helps recruiters find qualified, motivated candidates more quickly and reduces the time and effort it takes to fill a position with a great candidate.

Provide Continuing Support After the Job Has Been Secured

This can be an added benefit of the referral partnership or a new feature that recruiters will need to work with their clients on. Once a candidate has been placed in the position, it is important to make sure they are properly retained and supported.

By working with career coaches, recruiters can provide continuing support for the successful candidate during their transition into the new job. This can help ensure they remain engaged in their work and grow within the company while reducing turnover rates.

Work with Multiple Career Coaches to Maximize Results

There are many career coaches out there, so it can be beneficial for recruiters to work with multiple professionals. This will give them a broader reach and access to more experienced resources who can offer advice and guidance in different industries. Working with multiple career coaches also offers the potential to get greater value from referrals as they come from different sources.

Recruiters and career coaches have much to gain by partnering together. When recruiters tap into the services of career coaches, they increase their chances of finding qualified candidates and help improve the quality of referrals sent back to them.

You’ll need to work smarter by integrating your new career coach partners into your tracking system and outbound workflow to ensure you attribute referrals correctly, but the extra workload is more than worth the new qualified leads you’ll receive.

By leveraging experienced career coaches, recruiters can provide greater support for successful job seekers during the transition. Ultimately, these partnerships can help both sides achieve their goals while providing better results for clients.

The post How To Gain Qualified Leads From Career Coach Partnerships appeared first on RecruitingDaily.

How Can Small Businesses Successfully Implement Outbound Recruitment Approaches?

Small firms can use outbound recruitment successfully by using a tailored strategy to draw candidates that match their unique needs and vision. By specifically contacting people who meet their requirements, small firms can recruit and retain talent by using the advantages of employment stability, salary, and work-life balance.

To contact and engage potential prospects, recruiters might leverage the networks of their staff members, work in tandem with hiring managers, and make use of social media.

A study showed that job security, compensation, and work-life balance impact an employee’s satisfaction. This is an advantage small businesses can leverage. While other prominent enterprises go out of their way to provide desirable perks, small firms can provide competitive salaries and a healthier work environment. As a result, they get to keep the employees and maintain the stability of the business. 

The way to create and implement successful outbound recruitment methods is to know the type of person you need for the job, understand the specific qualities you are after, and approach individuals intentionally to ensure they fit your needs. The differences between inbound and outbound recruiting include:

• How the message goes out
• The art of pursuing
• Traditional versus digital methods
• The level of engagement

Recruiters must also design these basic points to attract the right talent. For example, the recruiter can use their employees’ networks or align with hiring managers to find top talent. They then initiate contact, even if the person is not seeking a job, or take advantage of other platforms like social media to engage them. 

Are you a small business trying to improve your outbound recruiting process? Here is the breakdown of what you must do to achieve that successfully.

Step 1: Create a Plan

The first step in outbound recruiting is to have a well-structured plan in place. Instead of adopting a passive approach to recruitment, small businesses should be actively involved in the process. By treating the recruitment process as a project, small businesses can create a roadmap to reach the right audience and find the right talent for their organization.

Step 2: Build a Team

Small businesses can benefit from having a team involved in the recruitment process. The team should consist of individuals with different perspectives and opinions to help sift through the pool of unqualified candidates. Identifying the capacity and value of each team member is essential in determining their involvement in the process.

Step 3: Identify the Key Points

Before starting the recruitment process, small businesses need to thoroughly review the job requirements to determine the competencies and skills needed for the role. These key points should then be ranked and ordered according to priority to guide the team in the pursuit of the perfect candidate.

Step 4: Search Widely But Narrow your Options Quickly

A searchable database can be a great starting point for small businesses, as it minimizes effort while providing a range of options. However, using the key points identified in step 3 can help narrow down the options and find the right fit faster.

Step 5: Personalize Your Messaging

Once potential matches are found, small businesses should reach out directly to gauge their interest and learn more about them. Personalizing the messaging to include their areas of interest and why the role would be a good fit can prompt a response from the candidate. Making an offer can also increase the chances of getting a positive response.

Step 6: Keep in Touch

Even if a candidate is not interested in the role, small businesses should keep them in mind for future opportunities. A ‘no’ response does not necessarily mean that the candidate is not interested in working for the company, but rather not interested in the current role. Keeping in touch with these candidates can lead to better engagement levels and opportunities in the future.  

Final Thoughts

It’s extremely important to help small businesses navigate the recruitment scene. During recruitment, most small businesses run for the inbound approach; they stand to gain more from the outbound approach as it allows for better engagement levels and opens the business up to endless opportunities. 

The steps outlined above are meant to give small business recruiters an effective blueprint without demanding the use of resources they may not have. The stages use what is within their reach to make the most of personalized recruitment approaches. 

The post Small Business Guide to Outbound Recruiting 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.

Implementing hiring techniques built on diversity and inclusivity will shape the way your team functions for the better.

Period.

This session is not about teaching you why. It’s about teaching you how.

Say Hello to Your Best Team Ever

Building diversity and inclusivity into your hiring ethics is more than meeting a quota or blindly following hiring trends to stay competitive. It should be woven into the core of everything you do. 

But our unconscious bias might be getting in the way of some seriously badass talent. 

Sophie Okonkwo, Global Talent Acquisition- Engineering EMEA at Microsoft, will teach you how to dig into the grit and implement diversity and inclusivity into your hiring practice to create resourcefulness, productivity, and an overall better workforce. Not just talk it up.

Watch and learn as Sophie shows us how to utilize the countless identifiers that make this world such a unique place to live in and turn them into a thriving workforce.

Some key takeaways:

• What’s different about hiring with a diversity perspective.
• Where to source for diversity and attract these talents.
• How you can set them up for success during the recruitment process.
• The role leadership plays in creating and enabling a truly diverse and inclusive workforce.

As much as we’d all like to fight for diversity and inclusivity just for the sake of equality, there are so many business benefits to building a team of multi-background individuals that adopting this hiring mindset is a win for everyone.

Why survive apart when we can flourish together?

The post Diversity and Inclusivity to Attract Resourceful Candidates appeared first on RecruitingDaily.