The post pandemic job market has left employers and job applicants in uncharted territory with both job hunting and recruiting procedures changing substantially. Both sides have identified frustrations with the process. A U.S. employer survey conducted by Indeed found that more than 43% of employers have lamented the increase in time it takes to hire applicants with another 41% of employers saying it is only getting harder to find quality candidates to interview. On the other side, over 60% of job seekers have reported having negative experiences with potential employers.

Today’s Hiring Process Falls Short

The hiring process has long failed to keep up with the rapid shifts we’ve seen in the job market. Many recruitment sites, including Indeed, started by implementing a pay per click model with job applications. This template made no guarantees of companies acquiring quality candidates, despite the volume of clicks their listings garnered. Companies could spend a hefty penny before seeing results. Indeed’s new options are in direct response to this sizable concern.

If hiring speed is your company’s concern, Indeed designed their Pay Per Application (PPA) model to help secure complete and quality applications in a timely and efficient manner. Under this model, an application cost is determined at the time a job is listed. The price is based on market conditions for that specific job. If the job listing is unique to the area it is being posted to and there are many candidates seeking that type of employment, a job sponsor can expect a lower application cost. However, if there are multiple listings that match the same job description and only a few candidates seeking that type of career, job sponsors can expect a higher application cost to correlate with the demand.

Indeed Offers New Options To Meet Your Company’s Priorities

With PPA, several tools are implemented on the backend to ensure that only qualified applications are getting through, including deal breaker screening questions, which recruiters can set up to automatically reject submissions that do not meet a job’s mandatory criteria. To make sure there are no surprises when it comes to costs, job sponsors can choose to receive a specific amount of applications. Alternatively, they can choose to receive an undefined number of applications until a job is manually paused or closed by the job sponsor. Indeed will allow recruiters to reject an application that does not fill a job’s criteria for up to 72 hours before getting charged for receiving that submission.

Indeed will also offer a Pay Per Started Application (PPSA) option that is aimed to provide a job sponsor with started applications on an accelerated timeline. Job sponsors will be charged each time a job seeker clicks a button to initiate the application process. In this instance, instead of spacing a listing’s budget across a formulated timeline, dynamic price setting can lead to  getting budgets being spent faster or slower than before.

It’s Time To Adapt to Market Demands

According to a survey conducted by Indeed, more than 96% of employers desire a site that can help match them with quality candidates. With millions of companies still hiring, Indeed’s Pay for Results option provides employers resources to skillfully reach those applicants. The timing could not be better as shifting demographics in the U.S. threaten to further impede the job market. A shrinking labor force will only increase the need for competitive job recruitment tools.

Recruiting candidates can also be laborious, taking more than a month to fill a position in some cases. PPA and PPSA options were designed to save employers time and money with crafted tools built for bringing you more quality applications while making sure that qualified candidates see and find your company’s job listing. Today, the market is as competitive for organizations as it is for candidates. Unequipped companies risk losing talent if they are not utilizing algorithms to drive their listings to qualified candidates.

The post Indeed Launches New Pay for Results Option to Help U.S. Employers Navigate Changing Job Market appeared first on RecruitingDaily.

At this time, it’s important to balance hype with caution. While the temptation to embrace tools of this nature will be strong, using generative AI in recruitment is not something that can be recommended right now. There’s no doubt that the versions of generative AI tools we’re seeing today will improve. But as it stands today, these platforms often provide inaccurate information, the process by which they produce output is opaque (which can make a company vulnerable to legal and regulatory challenges), and they’re prone to making biased judgments.

However, this doesn’t mean HR teams should dismiss AI altogether. By using the technology with rigorous controls and oversight in place – in conjunction with other proven inputs – they will be able to develop more efficient and data-driven hiring processes.

Efficient, Sure… but Worth the Risk?

The efficiency capabilities of generative AI make it tempting to use in the hiring process. One way to think about generative AI is that it saves you the trouble of consulting the Internet and instead produces a neat summary of what the internet says, or is likely to say, for you. The information provided by Generative AI tools can sometimes be used directly, or as inspiration for your own content. However at this time, there are several issues that could arise when using these tools to create content for HR purposes.

Let’s start with a less risky use case and see how it stacks up. Generative AI can be used to generate content such as job advertisements. This use case poses less concern, mostly because the internet is awash in job ads and this means that there’s lots of content for the model to draw on. Writing jobs ads can be pretty tedious for humans, so it seems like a great use case for generative AI. Even in this case, though, it’s not without risk. If existing jobs ads use language that is biased according to age, race, or gender, then these biases will also be present in jobs ads produced by the tool. It could produce content that misrepresents your job or which is factually incorrect. And you could inadvertently breach another party’s copyright if the tool reproduces existing text exactly.

Another use case is using Generative AI to create a formal job description. This is riskier because a document such as a job description can have important legal consequences in the event that a selection decision is disputed – the job description, and what’s in it – is often relied upon as the source of truth for job duties and required knowledge, skills, abilities and other characteristics.

Using a Generative AI tool to help develop a job description means that the content of that description is based in part on information about the job (i.e., the prompt that was supplied to the tool) as well as information that effectively boils down to “words that tended to co-occur with the prompt text on the internet”. Using Generative AI in the process of creating documents like this could seriously undermine the utility and legal defensibility of those documents.

Similar issues apply when using Generative AI to develop interview questions. Interview questions need to be relevant to the job to be legally defensible. There is always the risk that interview questions generated through Generative AI will be related to typical descriptions of the job that were part of the training dataset but that do not match the actual specific job being recruited for.

A Lack of Guard Rails

Experience with Generative AI to date suggests that there are few guard rails that prevent the language model from producing content that is nonsensical or incorrect. If the training data does not provide sufficient information for a meaningful response, the Generative AI tool will rely on the probabilistic nature of the language model to produce a response that is “likely” given its data. This may especially be a risk when generating interview questions for jobs that are highly specific and unusual.

A language model is purely based on the likelihood of text appearing in the context of other text. While the nature of AI chatbots can lead users to believe that the tool understands issues of intent and applicability or is guided by some kind of knowledge-based process, the systems have no understanding of what the user is trying to achieve, or how the produced content may be used. This can result in content, in interview questions for example, that may be illegal or discriminatory in some jurisdictions.

Consistency (And Lack of Bias) Not Guaranteed

There is a much higher level of risk when Generative AI is used to process or draw conclusions from applicant data. For example, using a Generative AI tool to summarize a candidate’s resume, or using the tool to compare two candidate’s resumes. Doing this may violate a host of data privacy and data processing regulations, depending on your legal jurisdiction. Additionally, when used in their off-the-shelf on-line services, Generative AI tools do not guarantee that the same input data will result in the same response. A baseline requirement for using AI and automation to evaluate candidates is that identical input should produce identical output. The probabilistic nature of the language models used means that this will not occur without special modifications or settings being applied. Tools such as ChatGPT have not been validated for use in employee selection contexts – there’s no evidence that they produce judgements which aid in the selection of high performing employees. The results that they produce can reflect the same kinds of biases that are seen in online text that was used in their training data, including bias based on protected classes such as race, gender and age.

Given that the Generative AI tools are trained on the basis of internet text, perhaps a good analogy is whether it would be reasonable to post a summary of an applicant’s resume on Reddit and ask users to comment on how suited the applicant would be to the job. If that strikes you as inappropriate, then using a Generative AI language model to do the work is essentially the same.

Developing a Reliable and Holistic Hiring Process

Considering the growing interest in developing AI-powered hiring processes, HR professionals need to figure out how these processes can be implemented productively and with minimal risk. SHRM’s 2022 survey found that 85 percent of HR professionals who use automation and AI for hiring do so to save time and increase efficiency. But just 18 percent believe these technologies improve their “ability to identify more diverse candidates,” while 46 percent want resources that will help them “identify potential bias when utilizing automation or AI tools.”

These findings indicate that HR professionals are rightly circumspect about using AI for hiring, and should extend this caution to the question of Chat GPT. There are many ways employers can address concerns about inaccuracy and bias – for example, they can develop a hiring process that incorporates multiple inputs to generate a strong talent signal and filter out information that isn’t job-relevant. Trained hiring professionals can use AI to retrieve basic information about candidates, but they should also use objective assessments, structured interviews, and other resources to fairly evaluate potential hires.

There’s no doubt that generative AI is an extremely powerful tool that will only become more useful in the coming years. But we’re also learning more about the limitations of these models every day, as well as the difficult task of improving them. This is why HR professionals should use AI with care and remember that there are many other ways to make the hiring process as fair and predictive as possible.

The post How Hiring Managers Can Avoid Dangerous Misuses of Generative AI appeared first on RecruitingDaily.

The past twelve months have been volatile for the labor market. From the COVID hiring boom to the gradual rationalization of labor demand across industries, you wouldn’t be wrong to assume that we’re amid a recession.

However, the latest Bureau of Labor Statistics data paints a vastly different picture. The US economy added a whopping 517,000 jobs in January 2023, beating market estimates. The unemployment rate fell to the lowest level since May 1969.

While we witnessed massive layoffs across tech, industries like hospitality and leisure, government, business services, and healthcare, amongst others, added a significant number of jobs.

At a time when organizations are exploring new ways to unlock growth, talent acquisition (TA) can play a pivotal role in enabling businesses to navigate an increasingly unpredictable economic environment.

Focusing on the strategic side of talent acquisition brings enormous benefits to businesses, especially when talent teams are not consumed with tactical hiring activities. With the new talent available for hire, organizations can access a larger pool of qualified candidates. In addition, prioritizing TA during this time can help organizations develop their competitive advantage when it comes to improving the hiring experience – for both candidates and recruiters.

As TA takes on a more strategic role within organizations, it’s a great time to assess your recruiting technology stack to determine if your technology, processes, and people are ready to meet your organization’s near-future and longer-term talent needs.

From the technology demos and success stories that have been shared with me, here are my takeaways on some of the solutions making an impact in 2023.

The Modern Recruitment Technology Ecosystem

Today’s recruiting technology ecosystem is much more diverse, and with good reason. A decade back, it wouldn’t be surprising to see an organization relying on a single-suite solution to orchestrate its entire hiring process. Your typical HRIS or HCM would tackle everything from sourcing to offer management, albeit with limited functionalities and customizability.

Fast forward a few years, and we see an explosion of best-of-breed solutions designed to address specific needs at different stages of the recruitment funnel. There has been a massive shift in how organizations think about leveraging and managing such solutions.

So, top-of-the-funnel (TOFU) activities go beyond the capabilities of a traditional ATS. For instance, there’s programmatic job advertising, with players like Joveo bringing data science and behavioral advertising to enable organizations to reach a much larger pool of qualified candidates. Similarly, we see players like Qualifi, GoodTime, and Metaview delivering better interview experiences (mid-funnel) for both candidates and recruiters.

The thought of developing a future-proof recruitment stack can be daunting but it doesn’t have to be. Despite the large vendor ecosystem out there, identifying a good fit comes down to clarity in what you seek to achieve with your point solutions.

We’ve deconstructed the hiring funnel to examine how some vendors in 2023 are addressing a number of the biggest challenges in talent acquisition.

Top-of-the-Funnel (TOFU)

As the skills landscape continues to evolve, sourcing and recruitment marketing remain key priorities for organizations. A new study by Mercer found that 98% of companies still report significant skills gaps. While HR and TA look at new ways to address the growing skills divide, a large section (37%)  believe skills acquisition through hiring is the best way forward.

Here are some of the companies you should have on your radar if you’re looking to bolster your TOFU capabilities:

• PitchMe: The solution offers a great way to supercharge your candidate database, automatically updating candidate profiles in your existing database, allowing you to operationalize your candidate data like never before. Pitchme scans over 35 digital sources to update work experience, contact information, and enrich candidate profiles with verified skills missing from their resumes. It also suggests new candidates from outside of your current database.
  Why consider it? Save on valuable time by automating database enrichment and saving the hiring budget purchasing new candidates.
• Fetcher: A platform that addresses both – top and mid funnel recruiting needs by delivering candidates right to recruiters’ inboxes and offering a host of candidate relationship management (CRM) features to help you improve engagement with sourced candidates. Fetcher takes a unique approach to identifying great-fit candidates by steering away from traditional databases and using talent intelligence and matching to curate batches of qualified candidates based on requisition criteria. You can also use it to automate email follow-ups and interview scheduling.
  Why consider it? A fresh approach to sourcing and focus on DEI metrics makes it a powerful tool for organizations looking to match with candidates in high-competition industries.
• Datapeople: Simplifies job posting by automating compliance requirements for pay transparency by location and offering real time recommendations for job descriptions using language analytics. Datapeople also features an intuitive recruiting dashboard that offers insight into your job description language and content. The solution “humanizes” candidate outreach and supports your DEI efforts right from the start, i.e., job descriptions.
  Why consider it? The easiest way to audit recruiting content for job descriptions and outreach for better DEI and conversions. Also offers integrations with all major ATS.
• Brazen: A virtual career events platform for organizations hiring from both college and non-college alternatives. Brazen also offers a host of candidate engagement features and microsites designed to provide experiential/interactive communication to drive candidates down the recruiting funnel.
  Why consider it? Brazen provides a seamless engagement experience – allowing recruiters to transition from text-based chat to voice and video, all in a branded environment. The platform also offers comprehensive event tools – covering everything from event promotions to an analytics dashboard for measuring event performance.
• Retrain: Match the right people to the right roles with Retain’s intelligent candidate profiling. The solution helps you discover candidates’ skills and aptitudes and connect them to suitable roles in your organization while reducing bias. Retrain’s responsible AI supports your DEI goals by breaking down candidate profiles into skills while masking titles, degrees, or other factors that can introduce potential bias.
  Why consider it? Leverage talent intelligence to bridge your skills gap and support your DEI efforts.
• Paradox: A mobile-first, conversational recruiting platform that automates screening and scheduling. Paradox’s AI assistant, Olivia, is an intuitive conversational interface that reduces application drop-off rates by making applications as easy as texting.
  Why consider it? Job application flow has remained virtually unchanged since the early job boards. Olivia makes applying to jobs a lot more engaging and easy.
• JobSync: A platform for recruitment marketing that automates the integration of ATS’s and job sites. The solution helps connect all parts of a TA tech stack. It also removes friction by simplifying the application process to create a better candidate experience.
  Why consider it? Integrate the application process from the job site to ATS to save time and increase ROI.
• PandoLogic: A recruiting marketing and conversational AI platform that does everything from job advertising to candidate experience and analysis. It simplifies the hiring process by automatically posting jobs to recruitment sites, search engines, and social media. Its AI-enabled talent acquisition platform helps get job postings in front of more qualified candidates.
  Why consider it? Save time leveraging candidate data while reducing bias, and continuously redefine hiring strategy based on your needs

Mid-Funnel (MOFU)

Candidate engagement and interviews typically dominate mid-funnel recruitment efforts. Over the past two years, this segment has witnessed a massive transformation in the way MOFU activities are carried out. The pandemic accelerated the shift to a digital-first interviewing experience and the rise of communication automation. Vendors have been adding intelligent layers to their candidate engagement and CRM platforms to drive personalized messaging. However, CX as a whole is still evolving and many organizations are yet to begin thinking about engagement as a strategic candidate acquisition enabler. A 2022 report found that nearly 53% of candidates abandoned the recruiting process because of poor communication from the employer.

On the interviews and assessment front, there have been interesting developments since the move to digital. Overall, organizations reported a 44% increase in the number of interviews from 2018 to 2021. A part of this spike could be attributed to the fact that organizations added custom interview stages to their recruitment processes (for technical and leadership positions). On the other hand, the total time spent with prospective hires in the interview process fell 14% during the same time period. While organizations are able to operationalize their interview feedback faster, the candidate journey is a lot more non-linear. This signals an ongoing evolution in the way talent teams interact with candidates through the hiring funnel.

Vendors making moves in 2023 include (but are not limited to):

• Shine Interview: The platform offers one-way and live interviewing capabilities in addition to video introductions. It can facilitate candidate attraction and interview scheduling as well. Shine Interview helps you seamlessly add highlights and notes to interviews, making cross-team and cross-organizational collaboration seamless.
  Why consider it? Create a single unified view of the candidate from the initial attraction phase to interviewing in a shareable digital profile.
• Pillar: An interview intelligence platform, Pillar helps you speed up the hiring process by transcribing interviews for easy collaboration. The platform also offers interviewer coaching and question recommendations based on job profiles. However, the standout feature is the platform’s ability to let interviewers curate highlights, post-interview recaps to responses, cutting the failure rate in half. In addition, the offering allows for side-by-side candidate comparison to combat regency bias.
  Why consider it? Pillar’s AI-generated skills based highlight reels make hiring more objective and the question guidance feature helps you weed out any bias from the interviewing process to improve your DEI outcomes.
• Fama: The company takes a novel approach to helping organizations build a more productive and tolerant workforce by helping them identify problematic behavior before it becomes a problem. Fama offers background screening focused on uncovering intolerant behavior on social media. Its compliant and consent-based screening empowers organizations and hiring teams to make a more informed decision when hiring. With a marked increase in the use of social media post COVID-19, and an associated increase in participation online on topics such as racial justice, politics, and gender equity, Fama can help you mitigate risks associated with incivility, ostracism, bullying, and harassment in the workplace. The product also takes out the possibility of introducing bias that comes with manual screening.
  Why consider it? Discrimination is expensive. In addition to potential legal costs, the cost to replace employees can be anywhere from one-half to two times their salary. For organizations looking to build a healthy and productive culture, identifying and addressing intolerance at the hiring stage could save hundreds of thousands of dollars.
• Glider: The skills intelligence platform helps organizations assess talent quality across multiple stages – screening, assessments, and interviews, via AI chatbots and proctoring. It offers both technical and non-technical skill assessment features making it a potent tool for businesses across industries.
  Why consider it? Save valuable SME time by automating phone screening with Glider’s AI-guided phone conversations.
• SourceWhale: A solution that brings consumer-grade personalization to talent acquisition, SourceWhale offers hyper-personalization to engage and drive candidates down the recruiting funnel. Its handy chrome extension allows you to pull in personalized content mid-sequence and edit variables on the fly, allowing recruiters to create a white-glove experience for candidates. SourceWhale also features reporting and automation along with ATS integrations, making it one of the easiest “bolt-on” candidate experience solutions out there.
  Why consider it? Drive personalization at scale with content. Leverage A/B testing, gamification, and DEI analytics to improve your recruiting outcomes.
• Calendly: A scheduling automation tool that helps reduce time to hire and improve employee productivity. The solution can help teams coordinate multi-step interviews with various formats in a singular location. It also manages interviewer workload, attributes and time-zone to build balanced schedules.
  Why consider it? Increase your candidate pipeline while reducing the time it takes to fill a position. Also decreases interviewer burnout by managing the work across an entire team.
• Metaview: Makes interviewing more engaging for both interviewers and candidates. Metaview automates notetaking so interviewers can focus on high-quality conversations with candidates. It also offers AI-generated summaries of interviews. Solutions like these put the spotlight back on human interactions in an increasingly automated world. It enriches itself from other data sources like ATS to synthesize the highlights of the interview – making life easier for recruiters and hiring managers.
  Why consider it? Improve the quality and speed of your hiring process by uncovering insights into the rigor and consistency of your interviews.
• GoodTime: Simplify interview scheduling and bring down your time to hire with smart automation. GoodTime’s meeting optimization engine ensures candidates get matching times on their interviewers’ calendars as soon as they give their availability. It addresses common scheduling problems like manual emails and panel interview slot matching. It’s a great solution for companies with high-volume hiring needs as well as organizations with multiple interview stages for white-collar roles.
  Why consider it? Scale your interviewer pool with shadow training and develop new subject matter experts within your organization.
• Qualifi: Reduce candidate ghosting and scheduling conflicts with on-demand interviewing. Qualifi allows you to pre-record your interview questions that candidates can respond to and complete within 20 hours, making phone screening a breeze. In addition, a transcript is created which identifies keywords that match the role requirements. Pre-recorded interviews significantly bring down your time-to-hire.
  Why consider it? Qualifi’s interviewing platform allows you to bulk-send interviews to candidates, avoiding the back-and-forth burden of scheduling. Interviews are just a link or QR code away and can be reviewed like a podcast in 1.5 or 2x speed.
• HireMojo: A new product category within CRM, MojoHire offers a wide range of functionalities, from sourcing to hiring. The platform features a database of job descriptions and interview questions that are further matched to your requisition via AI to help you find the top candidates. MojoHire also identifies the best job posting channels for your open roles using predictive analytics and real-time behavioral data. Finally, automated screening allows recruiters to focus on high-value tasks rather than resume screening.
  Why consider it? Achieve more with your ATS by tapping into intelligent layers and talent rediscovery.

Bottom-of-the-Funnel (BOFU)

As the organizations continue to scrutinize their quality-of-hire, skill assessment platforms have become a staple in the selection stage for organizations. Post pandemic, technical assessments have become more immersive thanks to interactive experiences via problem-solving simulations and conversational intelligence. Vendors in this space are now expanding their capabilities to support more of the recruitment process from sourcing to selection, similar to what we’ve observed over the last two years in the video interviewing segment.

In addition to skills, behavioral assessment and psychological profiling remain relevant today despite scepticism from a scientific validation standpoint. However, we’ve observed a marked departure from game-based psychometric assessments to more holistic job simulation assessments that measure both behavioral and domain skills.

Some assessment solutions to watch out for in 2023:

• Filtered: A unique approach to technical assessments that does not rely on coding tests or screening. You can instead evaluate candidates with short, comprehensive job simulations that objectively assess the skills you are hiring for. Filtered can help you create real-world simulations tailored to a role and seniority level, while empowering candidates to explain their work.
  Why consider it? Make assessments more impactful and objective to predict candidate performance on the job.
• Highmatch: Mobile-first assessments that measure the success factors for on-the-job performance. Highmatch offers domain, personality, cognitive aptitude, and situational judgment assessments, making it a 360-degree assessment platform for organizations in all industries and of all sizes.
  Why consider it? Personalize assessment to the candidate and their experiences to get a complete view of their ability to succeed in a role.

Conclusion

Slowing growth and a highly competitive labor market make for an interesting paradox. And the recruiting technology ecosystem is rising to the occasion by developing solutions based on deep-domain expertise and leaning on talent intelligence. With more recruiting tools becoming ATS and HCM agnostic, TA teams have an opportunity to tap into a much larger solutions ecosystem with bespoke capabilities for each stage of the hiring funnel.

Going forward, TA teams will need even more education, support, and consulting expertise to navigate candidate expectations and achieve business goals in 2023. As all these challenges take form, we will be here to guide you.

We hope this resource helps you get started re-envisioning how you address your most pressing challenges with technology.

The post Spotlight: Succeeding with Recruiting Solutions in 2023 appeared first on RecruitingDaily.

In this post, we will explore the different ways in which video technology is transforming recruitment and the benefits it offers to both employers and candidates. From virtual interviews and video resumes to employer branding and candidate engagement, we’ll examine how video technology is revolutionizing the way we approach recruitment and what it means for the future of hiring. 

The use of video technology in recruitment offers a number of advantages for both employers and candidates.

Time-Saving for Both Employers and Candidates

Employers can review video resumes and conduct video interviews at their own convenience without the need for scheduling in-person meetings. 

Similarly, candidates can submit video resumes and participate in video interviews without having to take time off from work or travel to the employer’s location.

Cost-Effective

Traditional recruitment methods often require employers to pay for advertising, travel expenses for candidates, and even the cost of renting a conference room for in-person interviews. 

With video technology, these costs are eliminated, as employers can conduct video interviews remotely and review video resumes online.

Allows for Remote Interviews

Video technology allows for remote interviews, which is particularly beneficial in today’s world, where remote working has become a norm due to the pandemic. 

Employers can conduct interviews with candidates from anywhere, regardless of their physical location, which expands the pool of potential candidates and increases diversity.

Facilitates Better Communication and a More Personal Connection

Through video interviews, employers can observe candidates’ body language, facial expressions, and communication skills in action, which provides a more accurate assessment of their qualifications and fit for the role.

There are several types of video technology used in recruitment, each with its own unique purpose and function.

Video Resumes

Video resumes are a modern twist on traditional written resumes. They allow candidates to create a clip that showcases their qualifications, skills, and work experience in a dynamic and engaging way. 

This can be done using a simple smartphone or a more advanced camera and editing software.

Video Interviewing Platforms

Video interviewing platforms are online tools that allow employers to conduct video interviews with candidates remotely.

These platforms often include features such as scheduling, recording, and playback functionality, as well as the ability to share the interview with other members of the hiring team.

Virtual Reality for Job Simulations

Virtual reality technology can be used to create job simulations that allow candidates to experience what it would be like to work in a specific role or at a specific company. 

This technology can be used to create a realistic and immersive experience, giving candidates a better understanding of the job requirements and company culture.

AI-Assisted Video Analysis

AI-assisted video analysis is a form of technology that uses artificial intelligence to analyze video footage of candidates during interviews. 

This can include analyzing facial expressions, body language, and speech patterns to identify patterns and make predictions about a candidate’s qualifications and fit for the role.

Final Thoughts

In conclusion, video technology is transforming the recruitment process by providing a more efficient and effective way to screen candidates. By embracing video technology and keeping up with the latest trends, companies can gain a competitive advantage in the hiring process and find the best candidates for their organizations.

The post How Video Technology is Transforming the Recruitment Process appeared first on RecruitingDaily.

Skills intelligence platform Glider AI closed $10 million in Series A funding from Primera Capital and other industry leaders. The company said it will use the funds to continue its expansion in contingent programs and permanent hiring, further development of proprietary technology and grow its global team.

Hireology rolled out a new integration with Indeed, further expanding the companies’ partnership. The integration will allow Hireology customers to drive more relevant job applicants from Indeed, the company said. With it, all new or updated external jobs created in Hireology will be sent directly to Indeed via an XML feed, ensuring that an employer’s up-to-date job content is automatically available in Indeed’s free search results.

Interview company Karat acquired Triplebyte’s technical assessment product and its team. The acquisition adds a top-of-funnel, skills-based assessment to Karat’s suite of Interviewing Cloud offerings, helping organizations identify and hire technology professionals more quickly, more accurately and fairly. Triplebyte’s sourcing business, Magnet, and its candidate talent network will wind down effective March 31. Karat will anonymize the underlying data for analytics purposes.

Tundra, a direct source curation provider, and integrated workforce management platform provider Magnit said they’re to create what they say will be the world’s most scalable direct sourcing solution. Through their partnership, Tundra and Magnit will provide a total talent solution that streamlines the contractor experience, without the need for alternative channels.

Recruiting still holds promise for 2023 despite layoffs and cost-cutting by companies, according to a recent report by Gem. The 2023 Recruiting Trends report found that 24% of recruiting organizations saw reductions in force in the last half of 2022—but 33% of smaller organizations and 54% of larger organizations saw recruiting team growth. In fact, 75% of talent acquisition professionals at smaller organizations and 70% at larger organizations said that they expect the headcount at their companies to increase in 2023.

The post HCM Talent Technology Roundup March 17, 2023 appeared first on RecruitingDaily.

To that end, I’d like to share with you some of the things you can use ChatGPT for today to help you become a more efficient TA professional. First, it is important to understand what exactly ChatGPT is.

In its own words: “ChatGPT is a language model developed by OpenAI. It is a type of machine learning model that has been trained on a large dataset of human-generated text, and is able to generate text in a similar style. It can be used for a variety of natural language processing tasks, such as language translation, text summarization, and text generation. ChatGPT can be fine-tuned to specific tasks or domains, and can also be integrated into other applications, such as chatbots or virtual assistants.”

It is important to note that while it is free for individual users, the tool itself is not free. However, only businesses using the API to make a large volume of calls will pay, and even then the cost is nominal, but it is important to note that it is not a free tool.

Because you have a million things going on you probably missed that Microsoft has recently announced 10 billion additional investments into the company. Microsoft CEO Satya Nadella was recently interviewed by Wall Street Journal Editor-in-Chief, Matt Murray at the World Economic Forum and indicated that Open AI would be included in all Microsoft products going forward. He had a lot to say about the future of knowledge work as well. If you haven’t seen it, it’s worth a view.

If you have yet to check it out, you can start here. Log in with your Google account or create a new one. I’ve always believed more in show than tell, so without further ado, here are some of the ways to use ChatGPT in your work today.

1. Write an Outreach Email

Now that didn’t seem too… impressive to me. It seems like this is a standard outreach email, and that is the beauty and trick of using ChatGPT effectively. As a best practice, I recommend including three things when you ask ChatGPT-3 to write for you.

One specific, what you want to write, in this case, an outreach email to a python developer. There are two other things that you can ask the AI to do when you get it to write for you. You can also specify the length and “voice.”  While the above email seems generic and plain one extra command can make a difference. Interestingly it can remember what you asked previously, so I added the following command next.

You can tweak and change the email as you want. The interesting thing is that ChatGPT understands things like making it shorter, making it lighthearted, in the voice of Einstein, etc. The only limit is your imagination. I’ve even asked it to write emails in iambic pentameter.

2. Develop a Resume Summary

I put the entire text of my resume in the system, but I will not include the entire text here, within three seconds I had the following from ChatGPT-3:

3. Write Up a Candidate Pitch

The chat also remembers the last thing you asked, so once you have the candidate summary you can use the AI to write the candidate pitch.

4. Write a Job Description

In the first prompt, I asked the system to write a job description for an Oncology RN,  then I asked the AI to modify it and make it shorter, and in the voice of Yoda, this was the outcome.

5. Write and Answer Interview Questions

Yeah, it’s that simple. See just how with this video tutorial.

6. Write a Boolean Search String

While not yet perfect it potentially saves time and requires only a few minor tweaks to be used. I for one am not going to miss out on creating extremely long search strings. The AI took about three seconds to generate this list.

The more specific you are in your request, the better the output will be. You can be prescriptive in what is produced. Some examples of phrases to use include:

• Use strong, persuasive language
• Ask questions between paragraphs
• Speak directly to the reader and make it personal
• Include a call-to-action
• Define the length (In 3 paragraphs, 256 words, shorter, etc.)
• As types of poetry (Sonnet, haiku, iambic pentameter)
• In the voice of, (Steve Jobs, a professional recruiter with 20 years of experience, Yoda)
• Set the tone (Make it funny, light-hearted, sarcastic, foreboding)
• Include or mention (“This specific thing”)

There are a number of good videos being produced on YouTube as well that share additional insights and use cases I strongly encourage you to spend 30 minutes in the next week looking at some of the material available.

Bonus Tip!

Sometimes ChatGPT refuses to cooperate and sometimes it is busy. The system will give you a clever message that the servers are busy and to check back later. When that happens, you can actually go directly to open AI’s playground. It doesn’t have the same restrictions and is much less likely to be unavailable due to traffic. It also allows you to make changes to the parameters that the system answers with.

Final Thoughts

ChatGPT is here to stay, and it is the first in what promises to be a host of AI and large language model tools. As many times in the past, I believe this new technology will change our industry. If you have been in this industry for more than two years, this has become a familiar cadence.

Like tools in the past, the best approach is to learn how to use them rather than to resist them. Undoubtedly we are at the beginning of a new age of AI-powered tools and as years of SCUBA diving have taught me, you can swim in the ocean, but you can’t change it. My advice for anyone reading this article is that it’s time to learn how to swim in the ocean, which is AI. We can’t change what is coming, all we can do is position ourselves as expert users.

The post 6 Ways to Use ChatGPT for Recruiting Today appeared first on RecruitingDaily.

Get part 1 of what you could and should be doing during your downtime.

What’s that, you say? My applicant tracking system (ATS) is fine the way it is! If that is the case, then you are definitely one in a million. As a contractor, consultant, and in-house sourcing leader, I can’t think of one organization of the twenty-plus I’ve done projects with that had a perfectly set up, well-organized and accurate ATS. And therefore providing every benefit it could perform.

According to Josh Bersin, “HR Tech spending is going to slow… [This] include[s] software for recruiting and ongoing systems for wellbeing.” So getting the most value out of current technology is a must. And I promise you, big or small, fortune 50 or start-up, your ATS can always use an occasional tune-up. 

Benefits of Applicant Tracking Systems

When an ATS is set up correctly, it can do miracles:

• Manage candidate flow
• Perform automatic candidate engagement and outreach to talent communities
• Set up interview scheduling for you
• Provide metrics that can show snags in your recruiting process
• Report actual activity needed to fill different kinds of jobs

Some ATS’ such as Loxo, have built-in resume parsing, outreach tools, sourcing tools, and automated candidate response capabilities that can boost candidate flow, improve candidate experience and automatically source past applicants – but only if they are set up. 

I was in awe when I was consulting for a unicorn tech company that had reached a staggering 1,200 employees to discover their recruiting activity was still being tracked on a gigantic spreadsheet. It was so interlinked to other sheets that daily updates took over five minutes to disseminate through all the pages. Not only was it clunky, but mining the information of past candidates, interview results, rejection reasons, and possible “keepers” was nearly impossible. 

ATS: It’s More Than You May Think

Many organizations simply see an ATS as a centralized location for all recruitment-related information. With all resumes, applications, and candidate information stored in one place, recruiters can easily access and review all relevant data, which can help make more informed decisions about which candidates to interview and hire. However, an ATS setup in alignment with an organization’s needs can also provide valuable insights into recruitment metrics such as time-to-hire and cost-per-hire, which can help companies better understand and optimize their recruitment process.

During a slow job market, I can think of no better (though mundane) task that will have big payoffs than a thorough ATS overhaul. The TA leader, sourcers, recruiters, and coordinators alike can all participate in the fun.

In fact, this is a project that should be a true team effort. In smaller organizations, the entire department should participate. In larger ones, there should be representatives from all the TA departments to provide input on the candidate journey, interview process, presentations and projects that are part of the interview process, and the offer process for different departments. 

Other Aspects of ATS and Beyond

Other items that should be looked at by the team include reformatting job postings in alignment with DEI, updating the old postings with this new verbiage in case they are reused, removing duplicate resumes, and ensuring that candidate information is accurate and up-to-date. Take a good, hard look at the recruitment process and find a way to standardize it between business verticals so that metrics are consistent and more meaningful. Examine sourcing activity tracking and make sure there is a CRM capability set up that seamlessly moves a candidate from prospect to being an active applicant.

Now, would also be the perfect time to add new features, such as a parsing engine or outreach tools to your ATS if you can swing the budget. Training on new technologies and sourcing tools, integrating them into the ATS, and the processes as you build them, will be a huge game changer when the market picks up.

Once all are set up, if so equipped, your ATS could deliver better results by automating many of the manual tasks associated with recruitment. For example, setting up a “drop box” or automatic parsing engine will allow your ATS to automatically search for keywords and qualifications that match the requirements of a particular job, and even schedule prescreens with the most promising candidates. This significantly reduces the time and effort required to find and hire the right people while ensuring that the recruitment process is more efficient and effective.

Some other benefits of making your ATS a well-oiled machine include:

• Improving the candidate experience. With the ability to easily apply for jobs online and receive automated updates about the status of their application, candidates can be kept informed and engaged throughout the recruitment process.
• Provide a platform for online assessments, which can help to identify the best candidates based on their qualifications and skills.
• Improve the overall performance of an organization by providing a more diverse and qualified candidate pool. With the ability to search resumes and applications by keywords and qualifications, you can identify candidates who may have been overlooked in the past.

Final Thoughts

An applicant tracking system can deliver a wide range of benefits to organizations looking to streamline their recruitment process and identify the best candidates for open positions if they are organized, set up correctly, and old, duplicate data is consolidated. Whether it’s through automating manual tasks, providing valuable insights into recruitment metrics, or improving the candidate experience, an ATS can help companies to make more informed decisions. This can reduce the time and effort required to find and hire the right people, and ultimately improve the overall performance of the organization. 

So take a few weeks, grab your cleaning gloves, and dig in. When the job market fires back up – and it will soon – you will be amazed at the boost to productivity and results.

The post What Recruiting and Sourcing Teams Can be Doing During Slow Times: Part 2 appeared first on RecruitingDaily.

So, as a recruiter, how can you reach the top talent out there? What do you do if you don’t speak the same language? Is it wise to continue to work within what we know for lack of means to access what is outside of it? Not taking advantage of the skills and expertise of someone whose mother tongue is different than your own is short-sighted at best and can be detrimental to a company in the long term.

In walks machine translation (MT). Advances in MT technology have made communicating with and recruiting employees easier. Using MT at various stages of the hiring process, such as posting job listings, conducting interviews, and onboarding new employees, can help streamline the recruitment process, bringing in top-tier candidates. Furthermore, it can improve the candidate experience, an essential element of workplace well-being, and has long been neglected by even the most astute business leaders. 

So, do you want to make your job as a recruiter easier? Discover how MT can help you every step of the way.

Benefits of Using Machine Translation Throughout the Recruitment Process

How can you use MT to make your recruitment process a breeze? Here are some tips for leveraging MT to bring in top talent and streamline your workflow:

• Use MT to translate job listings and post them on local job boards or social media platforms where your ideal candidates are likely to look. This will help you tap into a wider talent pool and show candidates that you value their language and culture, and allow you to create a diverse workforce that can enrich your business in various ways.
• Utilize MT and natural language processing tools to filter resumes and narrow down the most qualified candidates. It’s instrumental when you’re receiving a large volume of resumes from advertising positions globally.
• Incorporate MT and chatbots to provide real-time feedback to candidates, keeping them informed about the recruitment process. This can be a valuable replacement for initial phone screenings and can improve the job seeker experience.
• Consider using asynchronous video interviews (AVI) with MT to evaluate candidates who speak a foreign language. MT can provide translated subtitles or transcripts to make the evaluation process more efficient.

Even though machine translation is an excellent tool for recruiters who do not speak the language of the talent pool they hope to target, it is not the end-all. Human collaborators are necessary to ensure the language is accurate, culturally appropriate, and applicable to the intent.

Challenges and Limitations of Using Machine Translation in Recruitment

As helpful as MT can be in recruitment, it’s not without its challenges and limitations. One of the main drawbacks of MT is that it’s not as accurate as human translation, especially when it comes to idioms, jargon, and cultural references. The sole dependence on MT could lead to miscommunications and misunderstandings, harming the process and damaging your brand.

Another issue to consider is the personal touch. When using MT, candidates may feel like they are communicating with a machine rather than a real person, which can be off-putting. Think about it. Robots and machines aren’t taking over anytime soon within this process. We need a a real voice. And in the later stages of an interview, it’s essential to have someone who speaks the candidate’s language to evaluate their communication, language, and other soft skills.

So, while MT can undoubtedly be a valuable tool for recruiting global candidates, it’s important to be aware of its limitations and use it judiciously.

Best Practices for Using Machine Translation in The Recruitment Process

If you’re thinking about using MT to help with your recruitment process, here are some best practices to keep in mind:

• MT is not a replacement for human translators. While it can help get the general meaning of text, it’s crucial to have a human linguist review and edit the translation to ensure accuracy and clarity.
• To get the most accurate translations, choose an MT tool that’s trained for your industry and in the languages you need to translate. 
• Make sure your original text is as clear and grammatically correct as possible. Jokes or pop culture references may not translate well and could be edited out. Add the human in afterward.

Final Thoughts

Machine translation technology has made it easier for companies to tap into a global pool of top talent. By leveraging this emerging technology, you can expand and expedite your hiring processes. While there are challenges and limitations to using machine translation in recruitment, by following best practices, you can make the most of this innovative tool to attract the best for your company.

The post Maximizing Global Talent: How Machine Translation Can Help in Recruitment appeared first on RecruitingDaily.

Together, the companies believe their collaboration will help organizations “leverage the right tools to succeed in the evolving world of work.” The collaboration will include integrations, according to the companies, as well as co-innovation on solutions to enhance employee experience.

Microsoft India President Anant Maheshwari said, the collaboration with Darwinbox “builds on our focus of co-innovating with our customers to empower organizations across India to do more with less.”

The companies said the goal of the new partnership is to help organizations better utilize their workforce through Microsoft’s solutions with Darwinbox’s HR technology.

Integrations, Wide and Deep

Deep integrations and multiple lines of co-innovation between the companies will allow Darwinbox to deliver a “unique and differentiated value proposition” to customers worldwide. As part of the collaboration, Darwinbox will adopt Microsoft Azure in order to enhance its Human Capital Management SaaS platform.

Darwinbox said its mobile-first platform will enhance and personalize employee experience by bringing HR transactions and experiences into the flow of work with Dynamics 365 and Microsoft 365 platforms like Teams, Viva and Azure Active Directory. The company has taken advantage of Microsoft’s Power BI to augment its AI-based predictive analytics engine so it can build visual analytics dashboards to help employees use data more effectively and enable faster business decisions.

In addition, strategic product and engineering collaborations between the two companies will improve innovation around workforce management, payroll management, benefits, talent management and acquisition, they said.

Meanwhile, Microsoft made an equity investment in Darwinbox to facilitate their joint mission of helping organizations unify their employee lifecycle, according to media reports.

The post Microsoft Partners With Darwinbox appeared first on RecruitingDaily.

Swindlers are using fake job opportunities to pursue laid-off tech workers, reports The Wall Street Journal. The newspaper said their plots can include having accomplices pose as recruiters and fake onboarding processes designed to get hold of a job seeker’s money or identity. The practice spread during the pandemic. Currently, the thieves are focused on workers who’ve recently been laid off, the Journal said.

While the impact of potential recession and rising inflation dampens the hiring outlook, U.S. employers continue to report upbeat hiring plans, says ManpowerGroup. IT remains the strongest sector, despite headlines about tech hiring and layoffs. Employers predicted the weakest outlooks would be communication services (18%), goods & services (15%), transport and logistics & automotive (5%).

Some 88% of companies worldwide are already using some form of AI to streamline their hiring, onboarding and upskilling processes. However, the talent platform Clapself said the level of automation in HR continues to lag other business functions such as sales and marketing. “Overall candidate experience, hiring costs and time it takes to fill a position continue to be major worries for hiring managers,” said CEO Anuj Kanish. 

Barely a month after it hit unicorn status, Beamery said it’s laying off “around 12%” of its workforce. According to media reports, UK-based Beamery informed its staff about the cut backs during an all-hands call on Tuesday. The call was followed by a company-wide email that said it intended to let go of more than 10% of its staff. 

The post HCM Talent Technology Roundup January 13, 2023 appeared first on RecruitingDaily.

In other words, hiring managers face a series of structural challenges that will make recruitment and retention difficult for the foreseeable future. This is why HR teams are increasingly using innovative strategies to reduce hiring costs and identify more promising candidates. Talent rediscovery is among the most effective of these strategies, as it allows hiring managers to narrow their candidate search to potential employees who have applied previously, which means they’re choosing from talent pools that are more likely to be aligned with their needs. 

Companies are now using AI to dramatically improve cumbersome applicant tracking systems (ATS) – a process which filters candidates much more efficiently, improves time-to-hire, and helps companies find the right people for open positions. Let’s take a closer look at how AI-powered talent rediscovery is changing hiring, as well as several strategies for using this approach to build a stronger workforce as cost-effectively as possible. 

New Technologies Can Facilitate Talent Rediscovery

One of the most difficult aspects of talent rediscovery is gathering and processing the full range of data that exists on all former applicants. Even if that information is technically available, hiring managers aren’t capable of manually analyzing it quickly and thoroughly. Considering the fact that just 55% of HR leaders say they “effectively surface past applicants to fill open roles,” it’s clear that the methods of talent rediscovery could use an update. 

Hiring managers can use tools based on artificial intelligence (AI) technologies to rapidly review all relevant applicant information: resumes, cover letters, references, previous interactions with the company and so on. AI-powered talent rediscovery can also enable personalized engagement with candidates on the basis of their unique backgrounds and professional aspirations. Over three-quarters of senior candidates say the recruitment process affects their perception of a company, while 62% of these candidates report that they’ve abandoned this process because it was taking too long. 

AI-powered talent rediscovery attempts to address all these issues concurrently by making the hiring process more data-driven and predictive, creating a candidate-focused hiring experience and improving efficiency for companies and future employees. 

How Companies Can Fully Leverage Technology to Rediscover Talent

Companies can use AI-powered talent rediscovery software in conjunction with their existing ATS, which will provide the raw data necessary to assess candidates and communicate with them productively. These tools make it possible to evaluate whether candidates have the skills, experience and even personal characteristics for a specific role.

If a company used a pre-employment assessment when the candidate applied, this will provide even more data to analyze such as cognitive aptitude, emotional intelligence and other relevant traits. 

One of the main reasons many companies are failing to rediscover talent with their existing ATS is the fact that these systems are incapable of providing qualitative data about candidates. They warehouse basic information, but can’t use that information to generate actionable insights.

When HR teams use AI to rediscover talent, they won’t just search a much wider array of candidates than they could with manual ATS solutions, they’ll also determine which candidates are suited for which roles, overall cultural fit and the likelihood of successful outreach. 

AI-Powered Talent Rediscovery Offers a Critical Competitive Edge

A crucial aspect of any hiring process is its ability to predict which candidates will perform well on the job. Traditional hiring methods such as resumes and unstructured interviews have a poor record of predicting job performance when compared to objective measures such as general cognitive ability. These methods are also prone to bias, which leads some candidates to conceal certain aspects of their identities (such as race) when they apply.  

By reevaluating former candidates and applicants with more advanced, less bias-prone tools, it’s possible to surface overlooked talent. While AI is limited to existing data about candidates, it can make connections and predictions that other forms of analysis cannot.

AI-powered talent rediscovery can mitigate bias by impartially evaluating candidates on the basis of their suitability for each job, a process that will simultaneously make more predictive decisions by focusing on the abilities and traits that actually matter. Even if the candidate in question applied for a position that’s no longer available, the same approach will work in novel situations. 

At a time when the competition for talent is intense and candidate experience matters more than ever, AI-powered talent rediscovery can help companies reduce hiring and onboarding costs, take full advantage of their existing talent networks and hire exceptional employees. 

The post How AI-Powered Talent Rediscovery is Transforming Hiring appeared first on RecruitingDaily.

Nearly half of employees worldwide — including one-third of C-level leaders in the U.S. — would not recommend their company or their profession to their children or a young person they care about. Worse, said the Workforce Institute at UKG, a startling 38% of employees globally “wouldn’t wish my job on my worst enemy,” which rises to 45% in the U.S.  

While the impact of a potential recession and rising inflation dampens the hiring outlook, U.S. employers continue to report upbeat hiring plans, says ManpowerGroup. IT remains the strongest sector (+52%), despite headlines about tech hiring and layoffs. The weakest outlooks were predicted by employers in communication services (18%), goods & services (15%), transport, and logistics & automotive (5%).

Most enterprises are cautiously optimistic about conditions in 2023 and anticipate tapping outsourcing resources to control costs and meet the demand for talent, according to Everest Group’s annual Key Issues survey. More than 80% of respondents expect their investments in outsourcing for IT services and business process services to remain the same or increase in 2023 compared to 2022. Enterprises cited price and cost pressures as their number one concern this year, moving into the top position from second place during 2022. Talent/skills shortage dropped from first position to third, while adapting to evolving customer needs and business models occupied the second position.

Some 88% of companies worldwide are already using AI in some form to streamline their hiring, onboarding and upskilling processes. However, the talent platform Clapself said the level of automation in HR continues to lag other business functions such as sales and marketing. “Overall candidate experience, hiring costs and time it takes to fill a position continue to be major worries for hiring managers,” said CEO Anuj Kanish. 

Workday appointed Carl Eschenbach as co-CEO, where he will serve alongside Aneel Bhusri. He will remain on the Workday board of directors, of which he’s been a member since 2018.

Hourly work marketplace Snagajob said that Keith Forshew has been appointed chief executive officer.  

The post HCM Talent Technology Roundup January 6, 2023 appeared first on RecruitingDaily.

“As data is increasingly embraced by existing and emerging industries, the demand on the labor pool is daunting,” said Adastra Chief Technology Strategy Officer Rahim Hajee. “It goes far beyond data scientists, especially for larger corporations who often depend on teams of programmers, data visualization experts, project-specific coordinators” and others.

According to the U.S. Bureau of Labor Statistics, by 2026 the number of jobs requiring data science skills will increase nearly 28%. However, the number of STEM graduates every year isn’t meeting the demand of companies in need of people with those sets of skills.

According to Adastra, 89% of the survey participants said their organizations in 2023 will spend the same amount or more on data estate modernization compared to 2022. This is indicative of a greater reliance by organizations on data and data professionals— with the goal of improving profitability and operational efficiencies, the company said.

Standing Out

While nearly four in five — around 88% of IT decision makers agree that data utilization can distinguish an organization from its competition, almost 60% admitted their executive teams are too old to understand the benefits of data. Meanwhile, 65% agreed their company is falling behind its competition in using data analytics.

On top of that, 56% of CEOs are worried their competitors will move ahead with data estate modernization more quickly than their own organizations. At the same time, nearly half (47%) of respondents believe their company is doing as well as their competitors when it comes to using data and analytics.

“The challenge in attracting new talent to a legacy business will become increasingly more difficult with each passing year,” said Hajee. “Innovative organizations will continue investing in data and analytics to leverage more value against accelerating costs in talent acquisition.”

The post Talent Shortage Pauses Use of Data and Analytics appeared first on RecruitingDaily.

In November 2022, Amazon announced 10,000 job cuts. In the same month, Meta announced 11,000 layoffs. And then, making major headlines across the U.S., Twitter announced an almost 50% workforce reduction.

But these significant layoff numbers didn’t just start in the fourth quarter of 2022; other companies were cutting employees throughout the year, including:

• Peloton laid off 20% of its employees in February 2022 (with another 12% in October 2022)
• MasterClass laid off 20% of its employees in June 2022
• Snapchat laid off 20% of its employees in September 2022.

However, it’s not all terminations.  Employees are still quitting their jobs in high numbers, giving rise to the thought that the Great Resignation isn’t quite over. According to Business Insider, in September 2022, 4.1 million Americans quit their jobs, just under the 4.2 million that quit in August. At the Great Resignation’s peak, 4.5 million Americans quit their jobs in late 2021.

The highest industries with employees quitting? According to the most recent U.S. Bureau of Labor Statistics report, accommodation and food services, retail and professional and business services take home the highest number of quits per industry.

Keep reading to learn more about the continued Great Resignation, the growing Great Layoffs and what to expect as we move ahead.

The Continuing Great Resignation

Today, employers are retaining workers for longer periods of time, no longer offering “crazy” compensation packages to attract workers. Because of this, “the Great Resignation is far from over, but it is clearly winding down,” according to Julia Pollak, the chief economist at ZipRecruiter.

However, there were 10.3 million U.S. jobs available in October 2022, proving that this “wind down” is slow, as industries such as healthcare and social assistance spike a record number of job openings.

Enter the Federal Reserve, which as of late has been attempting to curb inflation and reduce the gap between the number of available jobs and those seeking a job (or a different job). But, according to Mark Hamrick, Bankrate.com’s senior economic analyst, “[t]he high number of openings continues to underscore the huge divide between supply and demand for labor, contrary to what the Federal Reserve wants to see as it battles inflation.”

McKinsey says “[i]t’s the quitting trend that just won’t quit.”  Even today, workers are still switching jobs, industries, and locations – starting their own businesses, changing industries or roles, or just taking time out to care for their families.

But are workers making the right decisions by changing jobs (or even industries) in such unpredictable times?

In a RecruitingDaily.com discussion with Amazon’s Marc Hamel, Principal Sourcer, Hamel noted that the decision to change jobs during these turbulent times wasn’t the “wrong” decision as several competing interests played into these choices – from family responsibilities to wanting higher salary packages or better benefits.

Hamel notes, however, that even if these decisions to find new employment weren’t “wrong,” many workers have felt buyer’s remorse in doing so.  According to a recent Joblist study, 26% of workers surveyed said they regretted leaving their previous jobs, leading to new phrases such as “The Great Regret” or “boomerang employees” (of which Hamel himself is one, moving from Amazon to Meta and back to Amazon).

One of the main reasons for this regret?  Forty-two percent of employees who found a new job after quitting said that the new job hasn’t lived up to their expectations.

The Reasons Behind High 2022 Layoff Numbers 

With so many workers leaving their jobs during The Great Resignation, employers were forced to hire en masse to fill open positions. Or did companies overestimate how many workers were needed to fill these positions?  After all, it was a crazy time.

But, this hiring en masse has led to mass layoffs, primarily in the tech industry, such as Meta, Amazon, Salesforce, Doordash and Twitter, to name a few. Hamel stated that employers saw these layoffs coming, especially with the exceedingly high number of hires in the previous years.

However, even though these layoffs are confined to a specific industry, the problem is that they are “loud.” They are front-page news.  They are public.  They are talked about on numerous social media platforms.

So, even though these layoffs are primarily contained within the tech industry, these layoffs have earned the nickname “loud layoffs” – negatively impacting how workers outside of the tech industry feel about their current jobs.

Moving Ahead

Looking forward, McKinsey predicts that with voluntary quit rates 25% higher than in pre-pandemic times, job openings won’t return to normal for some time as we continue to move through the Great Resignation and the Great Layoffs – or is it the Great Attrition or the Great Renegotiation? (So many “Greats.”)

Hamel agrees.  In our RecruitingDaily.com interview, he says that it’s not all doom and gloom. Instead, this too shall pass – a welcome thought for professional recruiters out there trying to fill roles.

However, Hamel said not to be surprised if we see still more layoffs. For example, within the large tech industry, companies tie compensation to equity and restricted stock units (RSUs). As a result, when companies lose value – and sometimes significant value – employees’ compensation is negatively impacted.  This can easily cause more employee upset, more attrition and more need to backfill and hire. And round and round we go.

Additionally, Hamel suggested that we’ll see more consumer spending over the next year, necessitating more hires for new positions, not just attrition hires.  And this is a positive for employers and employers alike.

Cumulatively, lessons have been and will continue to be learned.  In 2023 and beyond, recruitment professionals will be able to better manage these significant workplace ups and downs – better positioning themselves for whatever the job market throws their way.

The post From the Great Resignation to the Great Layoffs: What to Expect in 2023 appeared first on RecruitingDaily.

If you’re a company trying to hire a high-quality recruiter, you want someone experienced and knowledgeable. If you are a recruiter, you want a way to demonstrate that expertise to separate yourself from others. And you might think that certifications are the way to do this. 

However, most of what’s available is more in line with training for human relations teams. HR certification may touch on recruiting, but it’s not going to provide the depth of knowledge to master recruiting. There are plenty of training courses online, but the quality can vary significantly. 

Unlike other industries, such as a CPA for accountants, there’s no formalized standard for earning a certification or even an industry association that is accepted by the industry as a whole and sets standards for certifications. 

So, Are Certifications Worth It? 

Maybe. 

If you can get the training and coaching you need to be a better recruiter, then they are worth the investment. If they can help you learn new skills and strategies to improve the way you perform, then definitely. 

For example, the online learning center from Jobvite Academy provides a more structured approach to developing recruiting skills and core competencies for recruiters. It goes beyond talent acquisition and TA certification. There are also training courses and modules from AIRS by ADP, LinkedIn, Coursera and online certificate programs from some Universities. 

The right skills and training can help you better serve your customers, whether that’s your employer or a company that contracts with you, and that’s the most important thing. 

Saying you are a certified recruiting specialist can help you stand out from others. That may get you in the door with a company, but it’s what you do after you land the job that will determine your success. Just as a college degree is beneficial to separate a job candidate from someone without one, it doesn’t guarantee success. It’s what you do with the training and education that makes the difference. 

Can You Be a Successful Recruiter Without Certification? 

You can. Much of the skills needed to work effectively as a recruiter or sourcer can be learned from experience, especially if you have the right mentor or team to teach and coach. 

It may be a little tougher for someone looking for that first job without certification, but most companies would value someone with a track record of sourcing, recruiting and landing top-caliber candidates over someone with a pedigree that doesn’t have such a history. 

The Best Recruiters Are Lifelong Learners 

As the job market changes, it’s important to stay on top of evolving trends and stay up-to-date on best practices. Fortunately, that’s what we do. 

Regardless of whether you seek certifications, the best recruiters and sourcers are inquisitive and lifelong learners — always looking for ways to polish their skills and gain an edge when it comes to attracting, nurturing and closing top performers. 

The post Are Certifications Worth It for Recruiters and Sourcers? appeared first on RecruitingDaily.