With the sudden jolt of the global pandemic to the launch of ChatGPT, it seems as if we’re in a more mature Industry 4.0 – with every trade impacted, including human resources.

But what is at the core of Industry 4.0?  Data.  Big Data. Quantitative data. Nominal data. Qualitative data. Discrete data. Continuous data.

Data is extraordinarily helpful in understanding where we are and what needs to be done to get to where we’re going.

However, not all data is clear even with all the Industry 4.0 tools we now have.  Some data is, well, fuzzy. So, how do recruiters and HR professionals plan with data when it’s fuzzy? After all, what are the numbers telling us if they’re not crystal clear?

What Is Fuzzy Data?

Fuzzy data is essentially “[i]mprecise data with uncertainties which indicates that the observed values cannot be considered as the true unique values.” In other words, the data you may be using does not include “precise numbers, or vectors, or categories.”

However, most “real” data is not precise – or fuzzy.

Let’s look at HR and recruiters specifically.  According to a recent study, when examining Big Data, professionals gather insights around a “wide range of tasks solved by the personnel, both organizational, economic and technological.” However, with such large amounts of data – often surrounding people and their tasks and characteristics – we can’t always determine “true and false.” So instead, we look at multiple possible truths (or in other words, degrees of truth for each interaction, resulting in various possible (and reasonable) conclusions.)

How Can We Plan with Fuzzy Data?

Industry 4.0 has directly impacted HR – with some now calling this impact HR 4.0 – allowing the industry to become more automated and focused on high-level strategic strategies as opposed to manual, repetitive activities.

Through the Internet of Things, artificial intelligence, Big Data, technology stacks, and data analytics, recruiters and HR professionals can now build “more efficient and lean teams,” through attracting, retaining, and mobilizing top talent in this continually evolving industrial revolution.

However, not everyone understands how to pull insights from fuzzy data.  For example, if a manager asks specifically about productivity – but the number of successful key performance indicators (KPIs) don’t match up, then the data may not make sense.

That doesn’t mean the data is bad. It just may be fuzzy.  Someone who understands how to read HR data can specifically pull valuable insights from that data as opposed to someone who is only skilled in reading data while making true or false conclusions.

Here are some best practices to keep in mind when analyzing often fuzzy HR data:

• Data often has to be read in “real time,” as the needs of HR change on a seemingly daily basis. So, knowing when to read this data is critical to garner insights that aren’t stale.
• HR is often behind other departments in having the best (and the right) data analytical tools. Leaders need to reprioritize HR when analyzing Big Data, ensuring that organizational budgets align with needs and strategies.
• Leaders must also prioritize reskilling and upskilling recruiters and HR teams, allowing them to garner the necessary skills for a strategic and insightful analysis of fuzzy data.

It’s time for HR to embrace fuzzy data with the right tools and support.  After all, what benefits HR benefits the organization as a whole – and it’s time to recognize that.

The post How to Plan With Fuzzy Data appeared first on RecruitingDaily.

If Hiring at Scale, Advertise on Job Search Sites

The answer largely depends on the scale of the hiring and the skill set the employer wants the interns to have. You can quickly and inexpensively hire one intern with widely shared skills by advertising your job through the schools closest to where the job is located. The larger the number of hires, the more unusual the skill set and the greater the number of candidates you’ll need to enter the hiring funnel.

This typically means investing hundreds of hours of staffing time over 12-15 months to identify target schools, plan with them to interview on-campus, and then travel to and conduct the interviews. Or, you can do all of that within a few weeks and at about 10 percent of the cost by reaching students as you would almost any other candidate: through relevant, niche, and general job search sites.

Steven Rothberg
Founder and Chief Visionary Officer, College Recruiter

Host a Booth at a Career Fair

Host a booth at a career fair to recruit student interns. Many universities offer a career fair once or twice a year to introduce students to the working world and help them land an internship or a job. When hosting, you can establish a working relationship with students and tell them about your brand, mission and values, and make them aware of any open internships you have for the upcoming season. It increases brand awareness while recruiting students.

Ann McFerran
CEO, Glamnetic

Maintain Alumni Connections

Assuming you liked your alma mater, there is no better place to recruit. Fellow soon-to-be alumni most likely have a lot in common with your thought process and rigor.

Although this could create a monoculture, I have often found it’s a smart place to start because you have to jump over fewer barriers to develop credibility. The ecosystem of the university aligns alumni with business success, so it’s useful to align business goals with secondary benefits like media attention or class credit for the interns.

Trevor Ewen
COO, QBench

Employ a Multifaceted Approach

With our institutes and NGOs, we employ a multifaceted approach that addresses the unique needs and motivations of the student population. This approach should leverage a mix of traditional and modern recruitment methods, including social media campaigns, campus events and targeted outreach to career centers and academic departments.

Businesses must prioritize their internship programs by offering meaningful work experiences, professional development opportunities and mentorship programs that align with students’ career aspirations. By doing so, businesses can attract and retain top talent while bolstering their brand and reputation in the marketplace.

James Scott
Founder, Embassy Row Project

Make It Worth Their While

If you want to recruit high-quality interns, see them as an integral part of your organization. There is always this misconception in the corporate world that companies do interns a favor by giving them a chance to earn important work experience. While this is true, let’s also not forget that interns represent a unique type of raw talent that you can use for the organization’s best interests.

So, instead of just offering internship programs for the sake of it, make your program worth it. Create a budget for it and make sure your interns get some stipend to cover their expenses. Make sure you also offer credible career growth opportunities for these emerging professionals.

Do not pick someone just to assign them to coffee duty or somewhere in the mailroom. Let them get up close and personal with the core operations of the business, where they can learn and appreciate the work.

Logan Nguyen
Co-Founder, MIDSS

Develop an Appealing Internship Program

An attractive internship program will draw the attention of potential student interns. Take the time to create a well-structured program that outlines tasks, provides learning opportunities and offers flexible hours. You should also consider what perks you can provide that would entice students, such as a stipend or transportation help.

Matt Teifke
CEO, Teifke Real Estate

Use Your Greek Organization’s Local Chapters

I’ve had outstanding success in recruiting students by utilizing the local university chapters of the Greek organizations that I and my network are members of. The students and sorority/fraternity members must motivate themselves to provide a great impression and work output for their organizations’ alumni to maintain top grades.

They also have experience working in a group, working on multiple projects of various kinds and understanding that their work will be scrutinized from a variety of perspectives. They can make incredible interns.

Jeanne Eury
Owner, 8 Arms Group

Look for Those that Exhibit a Passion for the Field

You can most effectively recruit student interns if you look for individuals who are passionate about the field. When recruiting, look for individuals who have a genuine interest in the field—this will guarantee their dedication and eagerness to learn.

When I was in the recruiting field, I found that the best interns were those who had previous experience in similar fields, such as volunteering at a charity or doing research on a particular topic.

I also actively sought interns who showed initiative and had the desire to learn more about the industry. Interns who truly love their work will undoubtedly do better than those who take the job for other reasons.

Pete Evering
Business Development Manager, Utopia Management

Reach Out to University Career Centers

Many universities have dedicated career centers that connect students with internships and job opportunities. By reaching out to these career centers and establishing a relationship, you can tap into a pool of highly motivated and qualified candidates who are actively seeking internships.

The second step is to look beyond candidates’ resumes and grades when hiring student interns. Instead, search for applicants who exhibit originality, zeal and a will to meet challenges.

For instance, I’ve previously hired interns who had launched their businesses or assumed leadership positions in extracurricular activities. These encounters can show traits that are helpful in a startup environment, such as problem-solving, teamwork and resilience.

Percy Grunwald
Co-Founder, Compare Banks

The post How Do I Recruit Student Interns? appeared first on RecruitingDaily.

IT departments in all industries are concerned about hackers dialing into company records and targeting employees, driving new pushes to secure data. Recruiters may be particularly vulnerable. It makes sense for cybercriminals to target businesses that rely on their cloud-based systems, which means protecting recruiters is more important than ever.

Who Is Most Targeted by Cyberattacks? 

A recent Cisco study found that 86% of companies had at least one user attempt to connect to a phishing site and 48% found information-stealing malware on their systems. It makes sense that industries that store a lot of sensitive information for their users are highly coveted by cybercriminals. 

If you want people to entrust you with their personal details, they must believe you’ll protect their sensitive data. Knowing what the common threats are can help you avoid an incident and subsequent crisis control measures.

1. Phishing

Phishing is one of the most common ways companies get hacked — an employee clicks on a link and is sent to a site with keystroke tracking or downloads malware. Train your workers to never click on links in emails, even if the message looks official. They should always go directly to the website address. 

If an employee is uncertain, they should contact the person who supposedly sent the email via another form of communication, such as a phone call or text message. While some links are okay and sent by legitimate contacts, many are unsafe — especially those sent to recruiters, who often work with new or unfamiliar people. 

2. Connected Devices

The world is more connected than ever before, with billions of devices tapping into the Internet of Things (IoT). Every device connected to a network via IoT creates another potential vulnerability. 

Ask workers to download the latest virus protection and put security policies in place to avoid opening your data up to hackers. Even simple apps that workers may have downloaded on work devices can create havoc. One example is WhatsApp, which compromised the information of 1.5 billion users when hackers installed software and accessed personal data. 

Be aware of how your staff taps into the IoT and how it might impact your network if they access your databases on the same device. 

3. Surroundings

A lack of awareness can create a situation where passwords and other sensitive data fall into the wrong hands. For example, imagine a remote employee goes to a nearby coffee shop and logs into the system. If they aren’t careful to protect their login credentials, someone could learn how to easily hack into the system. 

By the same token, users should only access the system on secure networks. Accessing sensitive information on a public network at a hotel or public library Wi-Fi will require more safeguards than the average person utilizes.  

4. Camera Hacking

With more people working from home, virtual meetings have become more commonplace. Unfortunately, a new threat to security is camera hacking. 

The hacker gets access to the computer’s camera when the user downloads a virus via phishing or unsecured networks. The cybercriminal now can listen in on video conferencing, learn insider secrets and gain valuable data. Users may not even realize they’re being spied on.

The best way to protect yourself from this threat is to ensure antivirus software is kept updated and run regular scans on the system. 

5. Ransomware

You’ve likely heard of ransomware and big corporations paying millions of dollars to stop the attack and get back to business. The issue with paying cyberterrorists a ransom is that it breeds more of them and encourages criminals to attack other brands — big and small. 

The number of cyberattacks has increased since the pandemic. It’s tempting to just pay the ransom to regain access to your network, but there’s no guarantee you’ll actually get your data back. Hackers can also keep customers’ private data or dox them. 

Before you face a situation where hackers demand payment, establish a policy for how you’ll handle ransomware. If you’re regularly backing up your site, you might choose to shut things down and restore it back to normal. The best policy is to prevent the attack in the first place, so spend time shoring up your firewalls and security policies. 

6. Disgruntled Employees

Unfortunately, you might run into a situation where a former employee put in backdoor access to your system or still has login credentials. If they were fired or left on bad terms, they might want to do maximum damage to your company’s reputation.

They might sell the login information to hackers or steal information and form their own recruiting agency. Make it a policy to shut down access before letting an employee go. If they give notice, immediately turn off their access to databases and other sensitive details. Regularly change passwords for systems. Review who accesses your systems each day. 

Create a Cybersecurity Policy

The threat of hackers grows every year as more people work remotely and companies do business increasingly online. Your first step to ensuring you keep user data safe is to create a cybersecurity policy.

When your employees understand the best way to protect sensitive information, it’s much less likely data will fall into the wrong hands. Protect your customers and employees from cybercriminals by shoring up your policies before cyberthieves slip through any holes in your security.

The post 6 Cybersecurity Threats Targeting Recruiters 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.

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.

There are no shortage of challenges for women in the workplace. Those challenges multiply as you consider intersectional realities. My personal belief, however, remains steadfast:  challenges provide opportunities for people of all backgrounds to demonstrate the resolve, faith, and empathy that empathetic leadership requires.

As a neurodiverse woman with physical disabilities, my personal journey to “find the silver lining” through a traumatic health event was not easy. It took time, mentoring, soul-searching, and an open mind to realize the gift of the moment. Making friends with the problems in your life, repositioning the “difficult” to be seen instead as a once-in-a-lifetime catalyst changed my perspective. I’d like to share with you some of the tools I’ve cultivated along the way as well as some really great advice from some impressive leaders.

Respectfully Bold, Boldly Fearless

My mentor Brian Fink wrote a sentence that I’m stuck on – The Plight (an unfortunate, difficult, or precarious situation) of Women – The fact that we must act a certain way to be considered or perceived as professional. Leadership advice is often provided from the male point of view – to be seen as a strategic councilor, you must speak up. To be seen as credible, you must speak loudly. To be seen as influential, you must leverage your power to influence the room… unless you’re a young female. I am not the first to tell a group of women the rules are different for us. If we act like women, we are lacking “leadership traits”. If we act like men, we are “abrasive”.

My first job out of college I was fired for unprofessional behavior. I remember it well. I just landed my first big-ticket sale as the newest hire on the Sales team, (A big deal for a new intern turned Account Manager!). My team was comprised largely of men who had 10 years more experience than me, and one sole woman – (shoutout Simone Goga for her mentorship very early on in my career).

I was so excited – until the senior leadership team decided to take my win from me and give it to one of my male teammates who had more experience. The customer inked the service agreement with me face-to-face, and the lead source was the President who had reached out to me directly on LinkedIn (and signed the agreement because he wanted to work with me). I couldn’t understand the reasoning behind this decision. And as a person of integrity and one who seeks to learn, I took a risk. I respectfully challenged the decision and was fired for unprofessional behavior. That early lesson taught me that being a person of integrity, and surrounding yourself with honest leaders who want to grow the business, not uphold the status quo deeply matters to me. I learned early on to be selective with whom I learn from, and where I choose to offer my time, perspective and energy.

As I work to create more equitable spaces through my leadership and mentorship, I have leaned on some really impressive mentors to help shape my ability to turn the worst days into fuel for the best days: conviction, authenticity, and trust.

Kateryna Keretsman, Vice President Global Business Development, Rossum.

As an embedded Global Talent Partner for Elements Talent Consultancy, I had the pleasure of meeting Kateryna Vice President of Global Business Development at Rossum. Kateryna was super challenged with having to hire her team across brand new markets in US and EU but despite my lack of experience in some of the key cities, she saw the potential in me. I had a clear strategy for how to win talent. She believed in me and helped me believe in myself. 

Fast forward to June 2022, I was invited to spend a few days in Prague to see the office and meet the team. I got to work with her, the Business Development Managers (BDMs), and the Business Development Representatives (BDRs). I was invited to Prague to meet the complete department I was brought in to help grow. It was an unforgettable experience and accomplishment for me to say the least.

Most of the best things I have in my life started off as fears I forced myself to face. Kateryna is bold, driven, respected, and a woman of her word. She is an inspiration I look up to, and I hope to one day rise to her level. I look forward to the next chance I get to see her again. She taught me many things, but mostly that gender and experience aside, badass bold women can get to leadership seats  – not as pretending to be men, but by being our badass female selves. If you have a moment, I encourage you to read her recent article.

Annalisa Esposito Bluhm – Vice President, CEO and Leadership Communications, Northrop Grumman.

Growing up in a large, first-generation Italian household has many benefits. One is the closeness you enjoy with your family. Annalisa is not only just a cousin, but also a close mentor. Her ability to leverage her intersectionality as a neurodivergent, first-generation American, first-generation college graduate and single mom is powerful and fueled by her unfailing ability to be her authentic self.

From the kitchen to the board room, she never flinches when it comes time to give an honest opinion, a respectful counter-point of view or a big hug. It’s what moved her from intern to C-Suite before 40, and continues to motivate her to be a mentor to others.

Above all, Annalisa believes firmly in meeting people where they are with empathy, respect, honesty and humor. She can speak to anyone, at any time, on any topic, and leave you feeling like the best version of yourself.

Jenny Cotie Kangas  Director Talent Acquisition, Employer Branding and Awareness, PandoLogic.

Man, I could write pages on why Jenny is my idol. I’m going to try my best to be concise, but this lady right here deserves her own talk show. She is my Oprah Winfrey.

If you take a look at her LinkedIn profile or go listen to her podcast, she summarizes her brain injury in a cataclysmically professional and concise way.

Jenny changed my life at the Talent Acquisition Week conference in Coronado, California February 1st and empowered me to look at my circumstances through the most positive lens.

Jenny and I don’t have the time or experience together that typical relationship-building requires, but that’s what makes her so special.  She has quickly shown me and told me “Trust is transitive.” Experience, excuses, and masking who you are to appease others is the exact opposite of Jenny’s mantra.

Her bravery to share her journey – that of always having been a catalyst and then surviving a freak accident that made her into an even better catalyst than she already was, is perfectly aligned with my own desired outcome. Jenny told me the other day, “See, amazing things happen when you quiet the voice telling yourself you aren’t worthy. You are 100% worthy of great things, Cristina.”

Another tip she shared and I believe you all deserve to hear, “Lesson: figure out the thing you desire, and reverse engineer outside-the-box ways to get it. There is almost always a path.”

I’m following her lead and taking the steps to share my superheroes’ journey with you all soon.

Jenny says self-care isn’t a nice to have, it’s a need to have. That is the same for me. Women’s health, mental health, neurodiversity, and DE&I matter. We all matter.

Side note – for a shameless plug – Huge thank you to Amy, Luke, Daniel, and my whole tribe over at Elements Talent Consultancy for sending me to represent us at such an incredible event like Talent Acquisition Week.

Closing

If you are or have ever questioned your self-worth as a woman or a human being, or your professional brilliance, or your problems resulting from being a super hero then you are not alone. We are with you.

I encourage and empower you all to make friends with the problems in your life. Connect with women and shoot for Leadership yourself as your goal. We are Leadership Worthy, just as we are.

Keep going. Keep pushing, keep striving, and keep believing in yourself. Never underestimate yourself and look for those other women who will help provide a steady hand on your back to push you forward

Thank you for listening to my story, and happy International Women’s Day.

The post Empowering Women: Reflections on Leadership Journeys appeared first on RecruitingDaily.

Conduct Regular One-on-One Meetings

There are several reasons conducting regular one-on-one meetings is a good practice for encouraging employees to apply for internal positions.

First, one-on-one meetings are an effective way of spotting exceptional talents within your workforce. It also allows you to focus on analyzing and providing feedback on their performance and prevents external blockers from impeding doing that. Hence, if an employee is performing great on a project, you can readily discuss internal mobility opportunities with him or her during these meetings. That way, you’ll make sure that opportunities are given to the right people.

Additionally, one-on-one meetings provide you with an easier way of gauging your employees’ needs. During these meetings, employees are more open to talking about their morale and productivity issues regarding certain tasks or projects. Hence, once an employee becomes unhappy with his or her position, you can discuss internal opportunities with him or her.

Paw Vej
Chief Operating Officer, Financer.com

Recognize Your Workforce

One powerful way to encourage employees to apply for internal positions is to create a culture of recognition and reward. This can be done by recognizing employees who have applied for and been successful in internal positions and rewarding them with bonuses, promotions or other incentives.

Providing your employees with access to resources such as career development programs, mentorship opportunities and job postings can help them feel more confident in their ability to apply for internal positions.

Ultimately, creating a culture of open communication between management and employees ensures that they can feel comfortable asking questions and expressing their interest in internal positions.

Ryan Rottman
Co-Founder and CEO, OSDB Sports

Send a Personal Invite 

We send a personal invite to key individuals we think would be a great fit for the role to build their courage to apply. We detail the email with why we think they should apply, how we would support them in the role and additional role details.

Even if the employee doesn’t get the offer, they know we selected them to apply, and that their team thinks highly of them. If an employee doesn’t get the offer, we share feedback and create a plan to build certain skills and gain experience.

Nicole Serres
President, Star Staffing

Encourage Individuals to Switch Jobs

Show your employees from the beginning that your company has many paths to advancement. Allow your A-listers to take center stage during employee orientation. Has anyone, say, moved from payroll to marketing to management? How did she plan out her career?

Tell tales that show why your staff members shouldn’t limit themselves to a single function. Solicit their interest in other available positions. Maintain this upbeat attitude even after training has ended.

For instance, if a new position opens up, you could notify the entire company via email. Or, you could make an internal board and publish a notice on the company intranet. Employees frequently misjudge the availability of opportunities because they are unaware of what is out there. And keep an open mind if an employee approaches you about leaving to pursue another opportunity. Don’t automatically label someone as a “technical engineer.” They might have unseen strengths in business development.

Samantha Odo
Real Estate Expert and Chief Operating Officer, Precondo

Get the Positions in Front of Them

At an organization with a lot of moving parts and constantly changing hiring needs, your employees may not have the time to go in and check the internal career site regularly.

We use multiple channels to ensure our people know about our current openings, and we pin a link to our career site to our internal communications hub. Our weekly newsletter calls out the opportunities in a section specifically for hiring. We also often spotlight open positions on our social media channels.

The benefit of this strategy goes beyond internal applicants, as it can also promote awareness that can drive additional employee referrals!

Patrick Ward
Manager, Talent Acquisition, Halloran Consulting Group, Inc.

Provide Mentorship Opportunities

I best encourage and support my employees to apply for internal positions by offering mentorship opportunities.

As you know, most times, employees may not apply for internal positions because of a lack of experience or uncertainty about the position’s duties. But for us, mentorship programs have been extremely effective in helping employees feel more confident in applying for internal positions and taking the next step in their careers.

With those programs, we provide a support system that not only helps employees understand what we expect of them in different roles, but also helps them to develop the skills and knowledge required to succeed in those positions.

Plus, our mentorship programs also provide a valuable opportunity for employees to network and build relationships with other professionals within the organization, which opens up extra opportunities for growth and advancement.

So, it’s an exciting chance to take on new roles with confidence.

Maria Harutyunyan
Co-Founder, Loopex Digital

Socialize Internal Positions With Slack

If you want to encourage employees to apply for internal positions, consider socializing the opening via Slack. It’s a simple and easy way to create more awareness of new career opportunities for current employees.

By sharing the opening in one or more Slack channels, you’re spreading the word internally much quicker than asking your team, “Who do you know?” Doing this early in your search will give you a clear sign of whether the right candidate exists internally or if you’ll need to pursue external candidates.

Tim Butler
Manager, Talent Acquisition, Sourcing Team, New Relic

Stretch Initiatives for Your Staff

In the growth of employees, pacing is crucial. Employees can gradually broaden their skill sets by taking on challenging new tasks as part of stretch initiatives. Tell your team members why they were chosen to work on these projects to avoid any confusion.

Employees become much more invested and engaged when allowed to voice their opinions, since they are aware of the potential effects on both their personal lives and the success of the company.

As the year progresses, have follow-up discussions regarding these stretch goals. This allows your staff a chance to communicate with you about what’s working and any difficulties they are experiencing. Your staff should gradually feel more comfortable with their abilities and be prepared to assume even greater responsibility.

Michael Koh
Senior IT Director, PropNex

Link the Opening to their Career Development Plan

Employees like to know what their next role will be. What skills do they need to reach that next promotion or lateral move? With well-organized career development plans and a skills inventory in each employee’s profile, I can easily see which employees are the best qualified for open positions.

Once the position is advertised internally, employees can see right away if they meet the requirements and if the position is on their development plan. I can then work with employees’ current managers and hiring managers (if different) to schedule interviews. It’s important that these impactful conversations occur directly between employees and managers, so that team members feel valued.

Susan Snipes
Chief People and Culture Consultant, GoCo

Streamline Internal Recommendations

One way to encourage employees to apply for internal positions is to emphasize company loyalty by streamlining internal recommendations. This method is a way to show employees they have an advantage over outside candidates. Having an internal recommendation for a job opening within the company will encourage employees to see a long future within the company.

Lionel Mora
CEO, Neoplants

Promote Growth and Development Programs

Employees who know their company cares about their growth and development are more likely to stay. That’s a fact. Create a program that allows your employees to share their desires and simultaneously help your leaders develop their teams. It can be that simple.

Irma Parone, ODCP
President, Parone Group

Be Transparent About Career Paths and Discuss Goals

One way to encourage employees to apply for internal positions is by facilitating open and honest conversations about career paths. By allowing time in the workday to discuss personal goals and ambitions, employees can determine if an internal position is a good fit for their professional development.

Additionally, providing resources that help explain job expectations, qualifications, roles and duties may help make applying for an internal position more transparent and inviting. Offering incentives such as monetary rewards or extra vacation days can further reward employees to pursue opportunities within the company.

The most important factor in retaining talented employees is recognizing their hard work and investing in their growth. Providing mentorship programs, special projects or additional training can show employees that their efforts are valued and appreciated.

Darren Shafae
Founder, ResumeBlaze

Cultivate High Employee Satisfaction

Studies show that companies with high employee satisfaction rates often have the highest internal application rates. This is because a happy employee will want to learn and grow within their current space, whereas an unhappy employee will seek opportunities elsewhere.

So, how do I keep my employees happy? Open communication. Talk to people with whom you work. Find out what their biggest frustrations with their current position are and what they wish the company would do differently. I promise the insights will pleasantly surprise you.

McKay Simmons
Account Executive, Ignite Recruitment

The post How Do You Encourage Employees to Apply for Internal Positions? appeared first on RecruitingDaily.

Most hiring starts online, where it’s easy to impersonate someone else or create an entirely fake profile. While it’s common to see fake profiles on social media platforms like Facebook or dating apps like Tinder, it’s now becoming a serious issue for HR professionals.

Why Fake Job Applicant Scams are on the Rise

One reason why fake applicant scams are becoming more common is because of the remote work environment many companies have in the post-pandemic era. Hiring managers and other HR experts prioritize remote interviews and phone calls, allowing flexibility for job applicants. Scam artists are essentially exploiting the remote work trend by applying to jobs with ill intentions. 

When a scammer is hired, they can wreak havoc on the company they’re “working” for. They can launch cyber attacks or steal sensitive data, such as personally identifiable information (PII). 

Research suggests that breaches caused by remote workers averaged $1.07 million higher than those that did not occur on remote devices.

The number of fake job applicants is increasing, making your recruiting efforts much more labor-intensive than they already are. In addition to sifting through hundreds or thousands of candidates for open roles, you now have to beware of fake profiles applying to those jobs.

How to Spot a Fake Job Applicant

The scams are increasing so much that the FBI released a public service announcement with information and tips on spotting these fake applicants. Scammers are going as far as using deepfake technology. 

The FBI’s PSA defines deepfakes as any altered video, image or recording manipulated to misrepresent someone saying or doing something they don’t actually say or do. A popular example of deepfake technology is the viral videos of “fake” Tom Cruise acting silly on the widely used app TikTok.

As a professional in the HR and recruitment industry, you must be aware of the rise in fake job applicants and how to identify them. This way, you can save your company time, effort and money by preventing potential cyber-attacks. 

1. Resume Reads Like a Manual

If a candidate’s resume reads more like a manual or states the job description word for word, it could be a scammer. While many candidates, including those who are who they say they are, understand that resumes must pass through new applicant tracking systems (ATSs), scammers will try to oversell themselves on their resumes. 

Having a few buzzwords or keywords in a resume is never bad, but having too many could be a sign that the candidate is fake. Be sure to check resumes thoroughly and trust your gut.

2. LinkedIn Profile is Empty or Says “Self-Employed” Without Details

If there’s little to no information on the candidate’s LinkedIn profile, it could be a scammer. Most real, true candidates looking for open roles will fill in their LinkedIn profiles to ensure they include all of their educational achievements and professional experience. 

Additionally, if a profile says the individual is “self-employed,” with no other context, they could be fake. Freelancing is common, so it’s fair to say freelancers could be applying to your jobs. However, take some time to dig a bit deeper — see if the individual has their own company, has any prior experience or if they have connections on their LinkedIn profile.

3. Sends Long Emails or Messages with Errors

Another sign that an applicant is a scammer is if they send long emails or messages with grammatical or spelling errors. If you have an email, you’ve probably received a spam email telling you you’ve won a prize or need to send money to a specific address. 

These fake emails are similar to the messages you receive on LinkedIn or other online job boards. Give all correspondence a spelling and grammar check before replying, as this is a clear sign that the applicant is fake. One or two typos might not seem like a big deal, but most qualified candidates will check their spelling and grammar before sending messages to a hiring manager or recruiter.

4. Incorrect Dates for Graduation or Work History

Fake candidates may put in years of education or professional experience that never really happened to try and trick recruiters. They may claim to have a university degree or have worked for a company for years. While double-checking the dates and years on someone’s resume might take a long time, it’s crucial to spot a fake applicant. 

Consider checking the dates of employment or time spent at a university to see if the candidate is telling the truth. You can also try contacting the college or university your candidate claims to have earned a degree from with a quick phone call. 

Protect Your Company From Potential Scams

There is no question that recruiting high-performing candidates is a struggle in today’s labor market. In addition to finding the perfect candidate for your open roles, you now have to be vigilant and protect your company’s integrity by weeding out fake job applicants. Consider the tips above to identify phony job candidates so you can keep your recruiting efforts focused on real individuals.

The post How to Identify a Fake Job Applicant appeared first on RecruitingDaily.

Hiring mistakes aren’t the only reason startups fail to succeed, but they play a significant role. Here are eight of the most common errors companies make when hiring for startups and how to overcome them.

1. Hiring by Resume, Not Experience

Experience will be a determining factor in success, but it requires the right kind of experience. While interviewers will want to examine a resume and a candidate’s background, it’s more important that they have the experience startups need. Just because someone has a degree or worked somewhere else, it doesn’t mean they can hit the ground running.

Another hiring mistake startups often make is hiring for a particular skill. While that skill may be essential, they must have a depth of experience beyond that skill as well. Employees must be able to juggle multiple roles and responsibilities within startups.

2. Ignoring Red Flags

It’s also easy to ignore the red flags that emerge when talking to candidates, especially if they have the skills the startup needs. It can be tempting to ignore the warning signs that come up and figure it won’t matter if they can get the job done. It does matter.

While companies need to make sure they are treating candidates fairly and without bias, hiring the wrong person can undermine a startup, especially in the early-growth stages.

3. Hiring Within Your Network

When starting a business, it is common for a founder to recruit a few people they know and trust. As companies expand, however, they need to go beyond their personal networks to find qualified workers. Hiring friends and family members can make it difficult when it comes to managing them, especially if it’s not working out.

4. Going Too Big, Too Fast

Many startups want to come out of the gate strong, so they go on hiring sprees even before they are ready. Often, startups are looking to grow in size to show investors that they are serious. Other times, ego proceeds profits.

Hiring for startups should be methodical and aligned with strategic goals. Lean and agile teams have guided some of the world’s best startups.

5. Mismanaging High-Volume Hiring

When it is time to grow, startup hiring often includes bringing on board a large number of employees at the same time. High-volume hiring can be a challenge and hiring mistakes are common.

Prioritize the essential, non-negotiable skills, then look for the right cultural fit. Even when companies need to hire people quickly, they must meet the startup ethos to be successful.

6. Ignoring Cultural Fit

Cultural fit is critical for all hires. Startups often have limited resources when they’re growing, so anyone startups hire has to be willing to do whatever it takes to get the job done. Employees must be OK with having to clean the workplace, go buy supplies, take out the trash, run to the post office, or do anything else that comes up.

Hiring for startups also needs to focus on agile and flexible workers. It’s not uncommon for startups to pivot or change priorities as the company evolves. Startups can’t afford to hire workers who can’t adapt quickly when situations change.

7. Hiding Negative Information

Employees want to work for startup founders that are passionate and driven. However, it’s easy to let passion obscure potential roadblocks. During the interview process, make sure to talk about the upside but also discuss any potential negatives about the job.

Employees need to know the reality of the job. They’ll find out soon enough. If a company hasn’t been honest or neglected to tell them negative information, they may not stick around.

If they need a “perfect environment” to thrive, they aren’t suited for a startup.

8. Waiting for Unicorns

While startups need to find key individuals that will drive the company forward, waiting for that unicorn to walk in the door is not a good idea. If unicorns do exist, they’re exceptionally rare. Don’t postpone hiring for key positions hoping to find this mythical individual that may never emerge.

Hiring for Startups

Finding the right employees is challenging in any environment. For startups, it’s essential. Large companies can overcome hiring mistakes, but hiring the wrong people can slow down or cripple startups before they start to gain momentum.

Avoid these common hiring mistakes and improve the odds of startup success.

The post 8 Common Hiring Mistakes Startups Make and How to Avoid Them appeared first on RecruitingDaily.

Incentivizing Existing Employees Instead of Recruiting

Hiring during a recession is certainly more difficult, as employers search for capable and available candidates who often overlook such opportunities while they wait for the economy to pick up again.

An uncommon approach to recruiting in 2023 could be to focus less on job seekers and more on talent retention—by providing better incentives than the competition for current employees, organizations could ensure a steady pool of talent ready for new responsibilities, regardless of the economic climate.

Tasia Duske
CEO, Museum Hack

Focusing on Entry-level

Typically, it is a lot easier to hire people during a recession. Since a lot of businesses want to minimize their costs by cutting down their workforce, it means that there are a lot more candidates than there are open positions. Hence, even if you simply stick with your current recruiting approach, you should be able to pool a significantly greater number of applicants compared to normal.

However, while recruiting talent is easier during a recession, retaining talent is much harder. During this time, there is a lot of movement since people are constantly seeking companies that offer better pay or a better work environment.

To address this, our recruiting strategy for 2023 would be to hire more fresh graduates or candidates with minimal experience. Since not a lot of companies are willing to hire these types of candidates during a recession, we’ll face no shortage of applicants, and we can make sure that they will stick with our company in the long term.

Paw Vej
Chief Operating Officer, Financer.com

Proving Your Company Is Recession-proof

People often transition from one industry to another during economic downturns. They see that certain industries suffer the most during recessions, and on top of that, never bounce back. Lots of people have left print journalism because of declining revenues and resources. Lots of people left the real estate and retail industries during the Great Recession. Many others left the food-and-beverage industry during the throes of the COVID-19 pandemic.

As one industry diminishes in terms of manpower, others show signs of growth. Consumer habits also change a lot during a recession—and many of those changes become permanent, often bolstering entire industries. If you’re in a space that shows signs of being recession-proof, the public is going to notice. Job seekers, in particular, are going to notice—and they’re going to want to apply for jobs at your company. You can use that to your advantage.

Brittany Dolin
Co-Founder, Pocketbook Agency

Viewing Recessions as Opportunities

While some companies are starting layoffs and hiring freezes, others see it as an opportunity to bring in skilled staff members. On the verge of an impending recession, a large number of Silicon Valley businesses are suspending hiring and implementing mass layoffs.

For instance, in a note, Andy Jassy, CEO of Amazon, stated that the layoffs would continue throughout 2023. Tech behemoths like Apple, meanwhile, see the economic downturn as an opportunity. For instance, Apple hired top engineering talent during the economic downturn following 9/11, which allowed the company to introduce the iPhone and iPod in the following years. Business executives must therefore see the recession as an opportunity for long-term growth and act accordingly.

Brian Clark
Founder, United Medical Education

Increasing Digital Marketing and Virtual Tool Usage

It is not necessarily easier to hire during a recession, as there is likely to be more competition for fewer jobs. During a recession, it is important to focus on recruiting the right talent who are driven and have the skills to help your business succeed.

My recruiting strategy in 2023 is to focus more on digital marketing to reach out to a broader candidate pool, and use targeted outreach to find the best talent. Additionally, I will be utilizing virtual recruitment tools to streamline the interview process and enable more efficient decision-making. I will also be leveraging data-driven insights to ensure that my recruiting strategy is aligned with my business goals.

Tawanda Johnson
HR & DEI Consultant, Sporting Smiles

Optimizing the Candidate Experience

The candidate experience will continue to be a deciding factor in competitive hiring. Over the past year, we saw that candidate experience was a critical, deciding factor in the overall success of the recruitment process.

From recruiting to screening to interviewing, providing constant communication, and building a positive candidate experience can make a significant difference in the candidate’s perception of a company and their decision to accept a position.

As the labor market continues to be in turmoil in the coming year, hiring teams will need to build brand-rich candidate experiences that include opportunities to demonstrate their skills through ethical, science-based job previews and/or simulation assessments and offer personalized feedback—as close to real-time as possible—while also providing an opportunity for the candidates to experience what the job is really like.

Eric Sydell
EVP of Innovation, Modern Hire

Leaning into Remote Hires With Diversity and Inclusion

It can be easier to hire during a recession, as there may be a larger pool of unemployed or underemployed individuals looking for work. When there’s a recession, people are more likely to take whatever job they can get—even if it’s not perfect for them or their needs—because they need the money.

This means that companies can find great talent at a lower price point than usual. However, it also depends on the specific industry and job market conditions. Recruiting strategies are constantly evolving and can change depending on economic conditions. We are focusing more on virtual recruiting and remote hiring due to the shift towards remote work. Additionally, we aim to build a diverse and inclusive workforce as part of our recruitment strategy.

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

Involving the Extended Team in the Process

During a recession, the job candidate pool gets bigger, which is both good and more challenging. An attractive job opening will generate more interest, more candidates and a bigger pile of resumes and cover letters to wade through. You will probably need more people to sift through all of the applicants.

Finding the standouts becomes more labor-intensive, so you will need to devote more resources and personnel to assist you in compiling the best group of candidates. Sometimes, you may need to ask non-managers to help you with that. Call on your top producers to help you, as they know better than anyone else what skills are required to excel at your company. Seek feedback and assistance from them. Hiring during a recession typically calls for more manpower.

Juan Pablo Cappello
Co-Founder & CEO, Nue Life

Finding the Pros and Cons

Yes, it’s a great time for individuals who have taken the plunge to explore something new, such as freelancing or side hustles. This is how startups are born.

Right now, we are seeing Microsoft investing $10 billion in OpenAI but laying off 10,000 staff at the same time. Freelancing opportunities work well during recession times for those who take the brave decision because it pays well and, for the employer, it’s a low-risk strategy.

On the employment side, hiring during a recession can be tricky, and it really depends on the situation. Companies may have limited resources and budgets, so they may have to be more selective in whom they hire. On the other hand, there could be a large pool of qualified applicants, which gives employers plenty of options to choose from. Ultimately, it’s important for companies to carefully assess their needs and figure out what hiring approach works best for them.

Harman Singh
Director, Cyphere

The post Is It Easier to Hire During a Recession? appeared first on RecruitingDaily.

Start With Identifying Standards

The biggest misconception we have about identifying bias within a recruiting process is that we can easily spot it while we are in it. We usually spot bias in hindsight—or at the very least, after it’s too late to do something about it.

Identify bias by identifying standards for recruiting questions and evaluation metrics. Have hiring partners give anecdotal and quantitative scores and hold them up against predetermined standards and metrics.

Joey Price
Owner & Podcast Host, Jumpstart:HR

Look at the Outcomes

If your headcount is diverse, you are likely doing something correctly. If you continue to hire a homogeneous group of people despite interviewing diverse candidates, then no matter what process you are using, you’ll see your approach is off.

This is obviously a lagging indicator since the hiring has to be completed in order to reveal bias, but after a round or two of hires, you should be able to see whether your process supports a diverse team. It’s also important to be aware of unconscious biases in the recruiting process in order to avoid them, such as confirmation bias, affect heuristic, the halo or horn effect, affinity bias, conformity bias and gender bias.

In a competitive talent landscape, we can be quick to hire for fear of losing a great candidate, but snap decisions can lead to bias—even if it isn’t intentional! We need to take time to ensure the best fit and commitment to DEI.

Amy Spurling
CEO & Founder, Compt

Create a Clear and Structured Process

It is inevitable to be influenced by bias during the hiring process; however, if you begin by assessing the required skills and values your company looks for, it will help to strengthen the process.

Refrain from using excuses such as “the individual appears more motivated” or “the applicant will work well with the team” as a justification for hiring. If the groundwork is done and you remain consistent, that should be enough.

Carlota Montoro
International Talent Consultant, Independant Consultant

Use a Multi-modal Approach

Bias can easily infiltrate any recruitment process, as all people inherently have biases. To counteract this, a multi-modal approach is crucial in order to create an unbiased hiring process.

One option is to use structured interviews, where all candidates are asked the same questions and evaluated based on predetermined criteria. This can help to reduce the influence of unconscious bias and ensure that you evaluate all candidates fairly. Having a diverse hiring panel can also help to reduce bias in the recruitment process.

Even with structured interviews and a diverse hiring panel, there may still be instances of bias. Another way to address this is to use objective measures, such as skills tests or work samples, to evaluate candidates besides interviews. You can also use blind resume reviews, where names, addresses and other personal information are removed from resumes to prevent bias based on factors such as race, gender or socioeconomic background.

Cristina Imre
Executive Coach & Mentor for Founders, Quantum Wins

Examine the Beliefs that Shape Your Company

As an anthropologist, I recommend examining the power dynamics and the cultural values and beliefs that shape the organization. These dynamics and values often result in implicit biases in the recruitment process.

To identify bias, it’s crucial to regularly review and analyze the data and metrics related to the recruitment process, including demographic information and hiring outcomes. This analysis can reveal disparities and provide insights into where biases may exist.

Once bias has been identified, it’s essential to address it proactively through training, education and implementing strategies to increase diversity and inclusiveness in the recruitment process. This can include creating more diverse interview panels, using objective and standardized evaluations and promoting a culture of open communication and inclusiveness.

Matt Artz
Business Anthropologist, Matt Artz (Consultant)

Be Mindful of the Screening Process

One way to mitigate bias in the recruitment process is to be mindful of the language and criteria used to screen and select candidates. Automated screening tools can help to identify issues such as gender-specific language, that may cause discriminatory practices.

Once any biases have been identified, it is important to develop a plan of action to address them. This could include implementing fair recruitment policies, training hiring managers on unconscious bias and introducing diversity goals and initiatives. When communicating with hiring managers about candidates, be as gender-neutral as possible. Refer to the candidate as “the candidate” rather than saying “she” or “he.”

Tawanda Johnson
HR & DEI Consultant, Sporting Smiles

Employ AI Judiciously

Unconscious bias often happens in the recruiting process as teams innately gravitate toward candidates with similar characteristics and backgrounds, rather than focusing specifically on more objective information, like job-relevant skill sets and potential for success.

Because of the powerful nature of AI algorithms, hiring teams can mitigate bias during the interview and assessment process by matching candidate skills to job-specific roles to identify the best fit. Additionally, algorithms trained with protected class data can identify previously undetected biases, and once they are identified, they can be removed from the decision-making process. This is the case, of course, as long as the AI recruiting system does not introduce its own biases; we must employ AI judiciously and sparingly to mitigate and identify bias.

Eric Sydell
EVP of Innovation, Modern Hire

Review Percentages

I’ve been fortunate to have had a lot of candid conversations over the years with a lot of employers, recruitment process outsourcing companies and recruitment advertising agencies. Many of those conversations have centered on the efforts by some employers to reduce bias in their recruitment process in order to be more inclusive and increase the diversity of their workforces. However, many of the conversations have also centered on how to increase bias in order to be more inclusive and increase the diversity of their workforces.

Bias isn’t necessarily good or bad. Bias can mean increasing your outreach to under-represented groups in order to be more inclusive. If the employer believes that the existence of bias is leading them to be less inclusive and so they want to identify and then eliminate that bias, one of the best approaches is to first identify and measure the total addressable market and then compare that to your marketing funnel at each stage from top to bottom.

Steven Rothberg
Founder & Chief Visionary Officer, College Recruiter

Introduce Multiple Perspectives

Many candidates who have interviewed with large companies such as Amazon report they had to go through “rounds” of interviews with various managers across the company. This process reduces chances of favoritism, preferential treatment or other forms of bias, so I recommend considering introducing multiple managers from different areas to do “short-round” interviews with a potential new candidate.

Amri Celeste
Interview Coach, A Celeste Coaching

Educate on How to Recognize Biases

Unconscious bias is prejudice or stereotyping that can influence decisions without conscious awareness. Several types of unconscious bias may be present during recruitment processes, such as:

• affinity bias (the tendency to favor people similar to oneself)
• confirmation bias (the tendency to see information that confirms one’s beliefs while ignoring evidence that contradicts them)
• in-group bias (the tendency that people have to favor their own group above others).

To prevent unconscious bias from influencing recruitment decisions, organizations must take proactive steps. Companies should create a comprehensive hiring policy with concrete guidelines for DEI in recruitment, implement measures such as blind screening and standardized interviews during the selection process, provide DEI training on how to recognize unconscious biases and consider using outside recruiters who specialize in diversity recruiting.

Vivian Acquah
Inclusive Workplace Wellness Advocate, Amplify DEI

Identify Patterns and Develop a Bias Reduction Plan

Use blind recruitment techniques such as removing all Personally Identifiable Information (PII) from the resume screening process. Consistently use structured asynchronous video interviews with Whitebox Artificial Intelligence (AI) that is trained to be blind towards age, gender, ethnicity for a fair and objective assessment approach.

Also, use diverse interview panels and train your recruitment teams on the importance of diversity and inclusion. Once you have the data to identify any patterns or disparities in the recruitment process, develop a bias reduction plan, monitor progress and continuously review and update your recruitment process.

Sunny Saurabh
Co-Founder & CEO, Interviewer.AI

The post How to Identify and Address Bias in the Recruitment Process appeared first on RecruitingDaily.

Around 50% of candidates feel that job descriptions provide a clear picture of the job and the company. The other half should know what awaits them and what they’re applying for! AKA: A complicated job description could be the reason your hiring process isn’t going as well as planned. 

To help avoid this, you have to write a compelling and accurate job description. The job description is the first step in attracting the best candidates and their first impression of the role and company overall. Keep in mind that those first impressions are often lasting impressions. So, how and what do you need to ensure your job descriptions foster an excellent first impression?

Display a Relevant Job Title

Candidates know exactly what they’re looking for when job hunting. And the first thing they notice while scrolling through job posts is the title. If it doesn’t match their search intent, they’ll just keep scrolling.

So before you think it looks professional and select a fancy job title, ask yourself and the hiring manager(s) whether it’s truly necessary. The truth is that most of these titles aren’t helping candidates at all. They know their skillset, abilities and the exact titles they’re searching for, so don’t leave them confused or completely disengaged. Make sure it’s something relevant to them.

On the other hand, being too general may not be the best idea either. For example, if the job title is “seller” all kinds of candidates may apply, making it more difficult for you to make the right choice. What type of sales position is this? Be straightforward and relevant. 

Also, pro-tip: If the role is part-time include that information in the title. It may surprise you just how much a job title can explain the position before ever reading the description. It’s all in the keywords.

Explain the Day-to-Day Responsibilities

Once past the title, an interested candidate wants to get familiar with their future responsibilities. You wouldn’t want a candidate to start down the daily duties list and immediately think, “well, this isn’t what I applied for.”

You don’t need to explain everything in detail, but be sure to include an overview of their day-to-day responsibilities. This makes it easier for candidates to understand what they’re applying for and know what to expect in advance. 

Make sure the responsibilities match up with the title provided. Those daily duties set up candidates and new hires’ expectations of the role. If it doesn’t match, those newly hired employees quickly become dissatisfied, which results in decreased work performance.

Include the Salary Range

Let’s be real; salary is the first thing job seekers want to know. Including salary in the job description is a must. Concealing this from candidates isn’t a smart move since they’ll find out anyway. 

If the offer is captivating (as it should be), why not include it in the job description? Candidates will be grateful and your honesty will be much appreciated. That’s why it’s always better to be realistic. Also, it’ll save you additional resumes to review if the salary is not what candidates may be looking for.

Transparency has become very important amongst businesses nowadays. Not including compensation in the job description could lead to a lack of trust in employees.

Mention Benefits and Rewards

Job seekers are most definitely interested in the company’s benefits. Including this is a way for you to boost the hiring process. And if the reward management ensures strategies for providing bonuses to all employees in a fair and consistent way, they should also be included in the job description.

Every candidate would want to be a part of a company where they’d feel appreciated. Who doesn’t like to be rewarded for their hard work?! This addition and including the types of insurance you’re offering, vacation and sick time, leave policies and flexible work capabilities, among other items, easily ups the ante for any job description. 

List the Necessary Experience

DUH, right? But, you’d be surprised to know how many job postings don’t include the needed experience. How can a candidate know if they’re right for the job if the exrequired experience isn’t listed? So, include it! 

When it comes to experience, pay attention to detail. Explain precisely what requirements are needed to be successful in this role. Differentiating the must-haves from the ‘nice-to-haves’ is crucial as well. Unicorns are tough to find, so be prescriptive of what’s necessary experience. Keep in mind that the longer the list, the harder it may be to attract quality candidates.

Try Creating Urgency

Creating urgency is a marketing strategy used in almost every business. A good salesperson knows what I’m talking about. For example, telling someone that there are only two items left due to huge demand creates urgency.

Now think about implementing this same concept in the hiring process. Even if a person has a job, seeing an attractive job post with an emphasis on the deadline may increase the chances of them applying. However, not every job description should be urgent, so be certain and strategize directly with your hiring manager(s) to determine whether a deadline may be something to include.

Include Positive Elements About the Company

Every company has its advantages, so when it comes to the job description, make sure you mention yours. While it may seem obvious or thought that it isn’t a priority for candidates, it could actually be a big plus to attracting top talent. 

For example, if the office has an amazing view, a gym stipend, or volunteer days, try emphasizing that. It helps to set you apart from competitors. But, don’t get caught up in the perks; explaining the role is the most important thing.

Improving the Job Description

The job description obviously plays a huge part in attracting top talents. It takes time and practice, but an improved job description makes your life easier. With the right job description, only the right candidates will be attracted. 

The post 7 Points a Recruiter Should Include in Job Descriptions to Attract Top Talent appeared first on RecruitingDaily.

Plus, who better to lead this session than Shally Steckerl, the master of finding and engaging hard-to-find talent?

Watch this on demand session of our one-hour deep dive into advanced sourcing techniques that will help you uncover hidden talent.

Shally shares tips and strategies for finding top candidates, including:

• How to find “offline” prospects online through archives, libraries, google scholar, and more
• New natural language techniques
• New SOCMINT techniques
• A new Start.me page for all your sourcing needs

Don’t miss out on the opportunity to level up your sourcing skills. Watch it here.

The post Advanced Sourcing Techniques to Uncover Hidden Talent appeared first on RecruitingDaily.

Did you know that the majority of a recruiter’s time is spent on admin activities and repetitive tasks that usually don’t add much value to the core work of a recruiter? 

So why is this happening? Why are recruiters not able to focus their time on important tasks? 

It is probably because of poor planning, intense workload, mismanagement and a lack of productivity measures and tools. 

So, to help you out of this situation, we are here with seven tips that will help you manage your time better and boost your productivity.

Create a To-Do List and Focus on Important Activities

Overarching deadlines and hovering tasks are some of the reasons for feeling stressed and burnt out at work. However, making a list of tasks you need to do each day would help you plan your day better and allow you to make more room for important tasks. 

Having a target list of long-term targets and then breaking them down into different short-term goals helps in focusing your efforts in one direction. To keep track of your to-do lists, tasks, projects and deadlines effectively, you can use task and project management applications.

These tools allow you to keep all your projects and tasks related to them in one place and remind you about your tasks as the deadline approaches. You can also use them to automate mundane tasks, take feedback, keep a check on your team and share daily updates among many other things.  

Invest in Right Technology and Tools

Scaling, workflow management, process improvement and other issues are standard as a company grows. Managing an organization’s human capital becomes more difficult as the number of employees grows.

Especially if your organization is growing, it is more likely that the increasing size of the organization will exhaust the company’s recruiters at some point.

Investing in HR software and platforms will assist the HR department in meeting its goals and objectives by streamlining administrative operations across areas such as hiring, training, and workforce management. Employing the right tools makes things easier, saves time and cost, provides better insights and ultimately boosts the productivity and efficiency of recruiters. 

Automate As Much As You Can

Previously, the human resources department required manual operations such as clocking in and out, managing leave and calculating payrolls. But as of today, things have taken a 360-degree turn and are heading rapidly toward automation.

Automation technology continues to revolutionize businesses across industries, and the recruitment market is no exception. Not only does it save you time by allowing you to focus on important responsibilities, but also results in better hires and streamlines the candidate experience.

Some of the processes that take up a lot of time and can be automated are:

• • Payroll Administration – One of the most important tasks of human resources is to appropriately calculate and pay salaries on time. This computation takes into account the number of hours worked, the number of leaves taken, bonuses and any other incentives.
  • Leave Administration – Manually managing leave necessitates keeping separate payroll records. Companies, on the other hand, can utilize a proper leave management system to apply, authorize and check to leave requests without any fuss.
  • Employee Onboarding – The recruiter is responsible for several duties that must be completed regularly and might be time-consuming. Some of these include gathering and sorting resumes, creating employee handbooks, providing new hires with access to tools, clarifying business rules and much more. Nowadays recruiters can automate employee onboarding activities as well.
  • Timesheets for Employees – Again, manually tracking employees’ time and attendance is not an option. The process can be time-consuming and exhausting. You can use an automatic timesheet app or attendance management software to track the number of hours worked, the amount of commission received, leaves taken and other information.

Leverage the Existing Talent Pool

You’re wasting your time if you have to hunt for fresh candidates every time a new requirement pops up. An effective and proactive recruiter requires maintaining and using a strong talent pool rather than searching every single time.

A talent pool is a database of people who have previously shown an interest in working for your organization or those you’ve identified as being well-suited through social media, employee referrals, networking events and other channels.

You need to keep a database of these eligible candidates and contact them whenever a relevant post comes up. 

This proactive strategy will save you both time and money, as well as increase the quality of your hiring.

Utilize Email Templates

A large part of a recruiter’s day-to-day tasks involves communicating and sending a whole lot of emails. 

Rather than writing each email from scratch, it’s better to keep email templates ready for each situation, whether it is a cold recruiting email, interview request, job offer, rejection email or even an internal crisis communication email.

This way, you won’t have to start over with an email every single time and waste time in the process. The use of templates also helps to standardize the process and ensures a uniform experience.

Remember to tailor the emails to each candidate’s profile and needs before sending them. Also, make sure you sound both professional and natural.

Stop Multitasking

Multitasking is romanticized much beyond its necessity. Multitasking is an interesting talent to have, but doing so at the expense of your interest, productivity and health is not something you want. Working long hours and on numerous things at once will lead to burnout, lack of focus and decreased productivity.

So don’t be proud of your ability to multitask. Instead, consider strategies to arrange your day, stay focused and work smarter rather than harder.

The first place to start is to prioritize your work, assign proper time slabs for each task, and spend time focusing solely on a particular task at a time. This means, you have to master the art of managing time effectively, which brings us to our last but not tiniest tip – utilizing time management techniques.

Use Time Management Techniques

Among the multiple time management techniques, we have picked out four techniques that can assist recruiters to distribute their time efficiently across their activities throughout the day.

Inbox Zero Method

Recruiters communicate with candidates primarily via email. And emailing, especially when done on a large scale, can be extremely daunting and time-consuming if not well structured.

Using the Inbox Zero Method, you can allocate all your email activities to a specific part of the day and declutter your inbox while replying to important emails. 

• • Designate a specific time each day to manage your inbox, and stick to it.
  • Prioritize your emails, label them, reply to important emails, delegate less important emails and archive or delete unwanted old emails.  
  • Turn off email notifications and close your browser’s email tab for the rest of the day.

Pomodoro Technique

The Pomodoro Technique is a popular, simple self-management strategy that enhances focus and productivity by dividing time into short, 25-minute work sessions separated by frequent breaks. 

The purpose of this strategy is to keep the individual focused while inspiring them to complete a task within a set time frame. It is great for people who struggle with task completion, overcoming distractions and procrastination.

• • Make a to-do list and set a timer for 25 minutes. Make sure you focus on one task until the timer goes off.
  • When your session is over, mark off one Pomodoro and write down what you accomplished.
  • After that, take a five-minute pause.
  • After four Pomodoros, take a longer, 15-30 minute breather.

Time Blocking Method

The time-blocking technique requires you to break your day into time blocks. Each block is dedicated to completing a single task, or a series of tasks and only those chores. Instead of keeping an open-ended to-do list of things to complete as you have time, you’ll begin each day with a specific timetable that outlines what you’ll work on and when.

• • The key to this strategy is to prioritize your to-do list ahead of time (with the help of a task management tool like SmartTask or Todoist). 
  • Take stock of the upcoming week’s events and sketch out your time slots for each day. 
  • Review any tasks you haven’t completed and any new tasks you’ve received at the end of every day to adjust your time blocks accordingly.

All you have to do is stick to your timetable. If you become sidetracked or off-task, simply refer to your calendar and return to the task for which you set aside time.

The Eisenhower Technique

This approach was invented by US President Dwight D. Eisenhower. Its primary goal is to assist recruiters with task prioritization.

You will be able to learn the following using this technique:

• • DO: Which tasks should be completed right away?
  • Delegate: Which tasks can be delegated?
  • Decide: Which tasks can be postponed?
  • Delete: And which ones should be excluded?

Final Words

Remember that the key to better productivity is efficient prioritizing. When you know what is more important and what is not, you will be able to manage things effectively. 

Always try to spend as little time as possible on non-important and mundane activities and focus that energy and time on the things that add value.

And by implementing these 7 productivity tips, you’ll surely be able to make room for critical tasks like monitoring your recruitment activities, promoting employee engagement, creating connections and identifying new sources for attracting talent.

The post 7 Productivity Tips to Become a Better Recruiter appeared first on RecruitingDaily.

Then this webinar is for you!

Plus, who better to lead this session than Shally Steckerl, the master of finding and engaging hard-to-find talent?

Join us on January 10, 2023, at 2:00 pm ET for a one-hour deep dive into advanced sourcing techniques that will help you uncover hidden talent. Shally will share tips and strategies for finding top candidates.

What’ You’ll Learn

• Find “offline” prospects online through archives, libraries, google scholar, and more
• New natural language techniques
• New SOCMINT techniques

Don’t miss out on the opportunity to level up your sourcing skills. Sign up now to reserve your spot!

The post Advanced Sourcing Techniques to Uncover Hidden Talent appeared first on RecruitingDaily.