In this preview episode, William Tincup is joined by Donald Knight, Chief People Officer of Greenhouse Software, to discuss what to expect from the coming series.

They see the conversation on DEI has shifted towards allyship and championing all people, as the root word of allyship is “all.” Donald emphasizes the need to engage in these conversations all the time and for all people.

This series is a must-listen for anyone interested in DEI. If you want to learn how to create meaningful change in your workplace, then check out the series. Join us for lessons learned, progress and pitfalls, and candid conversations about growth and transformation.

We have the full list of episodes right here for you.

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Melissa Fischer, CEO of NurseRegistry, was a guest on the Recruiting Daily Podcast to discuss best practices for nursing retention and keeping them happy.

Nurse Registry is based in the San Francisco Bay Area and focuses on finding opportunities for nurses within California. Fischer emphasized that there are many opportunities available for nurses beyond working in hospitals or glamorous roles such as ER or labor and delivery nurses. She believes it’s important to get these opportunities in front of nurses so they can find their perfect fit.

Before discussing happiness in the workplace, Fischer and William Tincup talked about the demand for nurses. Pre-COVID, Tincup believed there weren’t enough nurses to fill open positions, let alone future positions. While this may not be entirely true, the demand for nurses is still high.

Fischer stated that Nurse Registry has seen an increase in demand for home health and private duty nursing due to the pandemic. She believes the key to meeting the demand for nurses is to promote nursing as a career choice and create more opportunities for nurses to advance their careers. This article targets the phrase “nursing retention” to highlight the importance of keeping nurses happy to retain them in the field.

Listening Time: 28 minutes

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The post Nursing Retention and Happiness With Melissa Fischer of NurseRegistry appeared first on RecruitingDaily.

In this episode of the Use Case podcast, William Tincup interviews Mark Simpson, CEO of Pillar, about interviewer best practices.

Pillar is an interview intelligence platform that provides data on best practices for interviews. Simpson discusses how Pillar helps companies improve their hiring process and build better teams by evaluating and selecting the right people for the job. The conversation also touches on the importance of standardization and technology in the hiring process to reduce bias and promote fairness.

The discussion highlights the need for interviewer best practices to combat biases during the hiring process. Simpson emphasizes the importance of using technology to standardize the interview process and make it more objective. He notes that standardization can help reduce biases and improve the quality of hires, as well as reduce first six-month attrition rates.

The conversation provides valuable insights into how companies can leverage technology to create a fair and efficient hiring process. Overall, the podcast offers useful tips and strategies for companies looking to improve their hiring process and build better teams.

Listening Time: 28 minutes

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In this episode of the Recruiting Daily Podcast, Ivori Johnson, who leads diversity, equity, inclusion, and belonging at ChartHop. She discusses how performance reviews can help combat workplace bias.

Johnson explains that biases can lead managers to favor certain employees over others, which can ultimately affect their performance evaluations. She suggests creating a process to eliminate biases as much as possible and introducing mechanisms to make managers aware of their workplace biases and be more objective in their evaluations. The conversation also touches on the importance of standardized interviews in reducing bias during the recruitment process.

Workplace bias is a prevalent issue that can affect employee performance evaluations. In this podcast, Ivory Johnson shares insights on how performance reviews can be used to combat workplace bias. She suggests creating a process that eliminates biases as much as possible and introducing mechanisms to make managers aware of their biases and be more objective in their evaluations. Additionally, the conversation highlights the importance of standardized interviews in reducing bias during the recruitment process. By taking people through similar interview processes and asking similar questions, companies can reduce bias and promote fairness.

Listening Time: 33 minutes

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Clovers and TalVista are two companies that recently merged, and the CEOs of each, Doug Leonard and Scot Sessions, share their experience with William Tincup in this episode of the Recruiting Daily Podcast. The discussion focuses on the mechanics and outputs of mergers and acquisitions. The TalVista merger is important for practitioners to understand, as it sets an example for how to do it right.

Clovers was founded during the coronavirus pandemic and recognized the potential for virtual interviews to accelerate. The company’s mission statement was to create a virtual interviewing platform that could be used by companies of all sizes. The TalVista merger was an opportunity for both companies to combine their expertise and offer a more comprehensive suite of products to their customers.

They aim to revolutionize the recruiting industry by providing a complete suite of products that enable companies to find, hire, and retain talent. The merger has allowed them to expand their offerings beyond just virtual interviewing.

Clovers and TalVista include tools for diversity and inclusion, candidate experience, and analytics. Clear communication and transparency during the merger process has been key. Practitioners can now focus on creating value for their customers rather than just increasing revenue.

Quotes on the TalVista Merger from Our Guests

“Do you know that TalVista last year processed nearly a hundred thousand resumes for our clients? We often hear resumes are dead. Well, you know what they’re not. People are using ’em. It’s an an easy entry point, but people need to be more consciously aware and focus on their skills, abilities, and experience…rather than the school, their name, their location.” -Scot Sessions

“We’re here to put [our services] together into a comprehensive solution that really moves the needle, that is the goal. To really leverage our research, and be thought leaders in this space because we have a lot of data.” -Doug Leonard

Listening Time: [45] minutes

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The post Inside The TalVista Merger with Doug Leonard And Scot Sessions of Clovers appeared first on RecruitingDaily.

Snyder explains that ChatGPT can conduct interviews and provide automated responses to job applicants but can also be biased towards certain groups of people. Unfortunately, ChatGPT may not be able to handle sensitive conversations. Snyder suggests that HR professionals should use ChatGPT as a tool rather than a solution to their hiring problems.

Kieran Snyder on the future of HR Tech

“We’ve seen people try to write job posts with ChatGPT. It’s really tempting. We’ve seen people try to write sourcing emails. ‘Hey, William, met you at this conference. Got a great role for you,’ That kind of thing. We’ve even seen people try to write higher stakes sort of feedback or performance management content. Everything”

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Hiring has evolved so much in the past few years, and 2023 is no different. Art has unique insight into what to expect in this current environment, and what tech hiring trends are important to keep in mind.  From large tech firm hiring behaviors to valuing soft skills, we’re going through the entire list.  Be prepared, 2023 is a hiring battlefield and we need all the tools we can get to survive this melee.

Art Zeile on Tech Hiring Trends:

“One of the famous statistics that came out over the last couple weeks is that Meta actually hired three times as many people last year as they laid off in the last quarter of the year.”

“You want somebody empathetic, it says something about your culture. By adding to the soft skills and adding dimensions to your culture, you are telling the candidate what kind of a company you are and what kind of values are important to you.”

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Adoption accelerators are tools and support techniques that help facilitate change enablement programs to drive employee adoption in organizations.

Company needs often change, and your workforce needs will also change in turn. But, with certain adoption styles and support programs you can make these transitions more seamless for your workers.

Nancy Estell-Zoder on Adoption Accelerators:

“We’ve seen great opportunity with our adoption accelerators. The intent is to simplify that process. Recognize that there are easy ways to gain value, and focus on the critical problem that you’re trying to solve.”

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On today’s episode of the RecruitingDaily Podcast, William Tincup talks to Gal Almog, Sr Vice President of Paycor about the power of AI, and how their new platform is shaping the way we filter and find new potential hires.

In this strange world of machine learning, we now have the ability to find oceans of candidates across multiple pools through social media filtration and competent AI development.  With huge strides in sourcing AI made by platforms like Talenya, the gap between a recruiter’s intuition and a computer’s best guess is narrowing.

It’s only a matter of time before these machines redefine the standard for how we source candidates. With how these technologies are looking, we might even already be there.

Check out Talenya and see if it’s a platform that your company could take advantage of!

The post AI For Sourcing With Gal Almog of Talenya appeared first on RecruitingDaily.

On this episode of the RecruitingDaily Podcast, William Tincup is joined by Robert Boersma of Talent.com. They discuss the good, bad and ugly on the recent cultural shift towards pay transparency.  Now that the way we talk about pay has changed, is your company up to date on how to optimize job descriptions and resumes?

Pay range availability is sometimes seen as an additional recruiting challenge, but it also eases some burdens. Consider how you handle your interview questions, job description, and even the timeliness in which you discuss pay with your applicants. Let’s get to the root cause of how pay transparency affects hiring metrics, and what you can do to stay on top of it.

Conversation Highlights on Pay Transparency:

Listening time: 27 minutes

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Some Conversation Highlights:

Listening time: 23 minutes

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The post Credly – Hiring Individuals With Career Gaps is a Culture and Skills Add With Brittany Storie appeared first on RecruitingDaily.

Some Conversation Highlights:

Listening time: 27 minutes

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Some Conversation Highlights:

Listening time: 26 minutes

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Some Conversation Highlights:

Listening time: 27 minutes

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You’ve likely heard of Kahoot! for their fun quizzes and yet, these days the platform has become much more. Kahoot! at work can be used for trainings, presentations, meeting and events to boost employee engagement.

What is “Quiet Constraint?”

In a recent study for the company’s annual Workplace Culture Report, what was expected was a high level of employee disengagement. (Especially with all the recent talk of quiet quitting.)

Rather, what was uncovered is what they aptly named “Quiet Constraint,” where over half of respondents reported that they actually hold back knowledge that they believe others would benefit from–rather than sharing with their peers.

Why would they do this? Tune in to learn more.

Listening time: 27 minutes

The Kahoot! Annual Workplace Culture Report can be downloaded here.

Some Conversation Highlights:

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The post Kahoot – The New Workplace Villain is Quiet Constraint with James Micklethwait appeared first on RecruitingDaily.