More stories

  • in

    Revolutionizing Recruitment: Walking the Tech Hiring Tightrope (VIDEO)

    How do you future-proof recruiting and talent acquisition in this evolving tech landscape? Watch this on-demand webinar to hear experts discuss key findings and data from Hired’s 2023 State of Tech Salaries report. They’ll discuss insights into the technologies, skills, and preferences shaping the tech industry. From emerging tech roles to the rise of hybrid work models, discover how to align your hiring strategies with the future.
    Hear from:

    Read an excerpt of the conversation here and scroll down to access the full webinar. 
    What are common recruiting challenges teams are facing?
    Katrina Collier
    It’s always quite amazing because you think it’s going to be a technology problem. It’s never a technology problem. It’s always a human problem. I hear other recruiters speaking all around the world and it’s always the same problem. It comes back to the intake or kickoff call and the relationship between recruiters and hiring managers. It always seems to be what’s causing the friction. Maybe it’s different things around it but it’s always that relationship. 
    Related: What Happens When TA & Hiring Managers Unite? Best Practices from One Medical, NBCUniversal & More 
    I would really like to see investment in people because we used to teach that people relationship. We get a lot on the candidate side but there’s not enough on the manager side. I would love to see recruiters being built up in confidence so they can say no. Sometimes these managers have really big job titles. But that doesn’t mean they can recruit. You should be going in and equally partnering. 
    I would also like to see TA leaders allowing their recruiters to be really audacious. If the hiring manager doesn’t show up to the meeting, which happens a lot, the recruiters often just close the requirement… It shouldn’t have to get to that point. There be respect in the partnership from the beginning. I would like recruiters to feel like TA and business leaders have their backs so they can say, “We’re recruiting people for your team. This really matters. I get that you’re busy but the people make this company a success.” 
    Have you experienced a shift in candidate expectations?
    Gary L. Davis
    It’s interesting because in terms of expectations, the same things candidates wanted twenty years ago, I don’t know if we’ve always been in a position to deliver them. To Katrina’s point about setting recruiters up for success, the things we were asking for twenty years ago are not much different. Candidates want to be treated with courtesy and respect when we’re going through the interview process. They want to make sure we’re being evaluated consistently and fairly.
    Candidates also want to make sure we have clarity about the value we’re expected to create in the role. We’re talking about more integration. How do we build our careers around our lives? Now we’re saying, how do we build our lives around our careers? We’re expecting things like wellness to become a major priority.
    Related: 2023 Survey Results: Top 3 Benefits Ranked by Engineers (Besides Salary) 
    We’re also expecting to have the flexibility to drop kids off at school in the morning and be available later in the evening. Then on the flip side, you think about that wellness and flexibility piece and tie it back to DEIB. We’re noticing jobseekers (particularly Gen Z and Millennials) expect DEIB to be something companies care deeply about and are actively doing things to change. LinkedIn did a study a few years back and found about 76% of jobseekers and employees were looking for that level of satisfaction and reassurance about companies caring. 
    The reality is that the world is continuing to change. In a lot of ways, especially in this past year, the tech space has been rock solid. We did massive hiring a few years ago. Only at the start of this year and late last year did we let a lot of folks go. I think we’re all in this moment of wondering how to hire for what’s next. How do we prepare ourselves? How do we think about the future of our companies and how the talent acquisition landscape needs to change to make our companies competitive? 
    Watch the full collaborative panel discussion to discover:

    How candidate preferences are transforming work models, benefits, and career growth
    How small and medium-sized businesses can compete for top tech talent
    How to foster continuous learning and skill development for future demands
    How useful AI is in recruiting  More

  • in

    The Power of Integration: 4 Reasons Why Your ATS and Hired Are Better Together

    Streamline your hiring workflow and increase your placement rate!
    When companies integrate their ATS, they simplify process tracking to maximize efficiency. Keep reading to discover what your company can accomplish by integrating Hired with your ATS. Integrating your systems takes just a few minutes and we highly recommend setting this up prior to reaching out to candidates on Hired.
    1. Efficiently manage job requisitions
    Once your ATS is seamlessly integrated with Hired, you unlock the ability to pull in job requisitions (reqs) directly. This means no more redoing work. Effortlessly link to and search for existing positions in Hired so you don’t have to spend time manually inputting all elements of your open role. These reqs will also be easily recognizable to other team members, ensuring everyone is always on the same page.
    2. Automatically add candidate profiles
    Upon accepting an interview request, candidates from Hired are automatically added to the ATS. This automation saves you the time of uploading individual profiles manually. On top of this, with some ATS integrations, when you pull in a role, you can automatically assign all new candidates a custom stage that fits your funnel.
    3. Synchronize candidate stages
    Once a job is tied to a Hired position, any changes to a candidate’s stage in your ATS will be mirrored on Hired. This real-time synchronization enhances candidate experience by ensuring consistency and allowing a unified view of candidate progression. 
    4. Drive better placements and faster offers
    Beyond just operational efficiencies, integrated companies see tangible results. On average, companies with their ATS integrated with Hired have a 46% better placement rate than those without. What’s more, integrated companies also make offers an average of 10 days sooner than non-integrated companies. Integrating Hired and your ATS could be the difference between securing top talent and losing out.
    Related: Hired CEO Shares Summer 2023 Hiring Trends: Tech Hiring Thaw 
    Applicant tracking systems integrated with Hired
    Have an ATS partner you’d like Hired to integrate with? Let us know at 

    1. Ashby
    Ashby enables talent teams to be exceptional at what they do. Ashby combines your ATS, CRM, Scheduling, and Analytics into a single consolidated solution without compromising on scalability of customizability. The impact is real-time reliable data, a consistently great candidate and recruiter experience, and a single source of truth. 

    Target companies: SMB, MM, ENT
    Target industries: All industries, especially popular among venture-backed technology companies
    Target markets: Global
    Beyond the ATS: Ashby Analytics is bundled into Ashby all-in-one solutions or can be purchased as a standalone product. This is especially useful for companies that need additional analytics support but already have an ATS that they are not looking to change.

    Unlike the mostly static dashboards provided by Excel sheets or BI tools, Ashby lets you interactively explore all your recruiting data. Build your own reports. Filter and segment by any field. Drill down into each data point.
    Related: Hired Partner, Ashby: An ATS to Unlock Hiring Excellence 

    2. Greenhouse
    Greenhouse is the hiring operating system for people-first companies. Their industry-leading software and structured hiring approach enable more fair and equitable hiring. A fast-growing ecosystem of more than 450 hiring worktech partners are seamlessly integrated with Greenhouse. Over 7,500 companies have leveraged Greenhouse to turn talent into their competitive advantage – so they can hire for what’s next.

    Target companies: SMB, MM, ENT
    Target industries: All industries, especially popular among Tech, Marketing/Advertising, Finance, Management Consulting, and Biotech companies
    Target markets: Global
    Beyond the ATS: Greenhouse Onboarding engages new hires as soon as an offer is accepted. This streamlined approach allows companies to integrate new team members faster, keep everyone informed, and automate logistical onboarding tasks.

    By implementing Greenhouse Onboarding companies are leveraging technology so that new hires can be quickly integrated into the company culture and become productive, active members of the organization from the start.

    3. JazzHR
    JazzHR, an Employ Inc. brand, delivers an enterprise-level set of easy-to-use recruiting tools that empower small and mid-sized teams to hire faster at an unmatched price. JazzHR’s best-in-class software replaces time-consuming and manual hiring tasks with intuitive software designed to help recruiters and hiring managers recruit, and hire the right talent, fast. 

    Target companies: SMB
    Target industries: All industries, especially popular among IT and Software companies
    Target markets: North America
    Beyond the ATS: JazzHR’s candidate texting allows you to boost your sourcing streams, battle interview fatigue, and help humanize hiring by leveraging real-time conversations with candidates to keep your company top-of-mind and ahead of the competition.

    Stop playing phone tag – learn how recruitment texting can speed up the hiring process and boost candidate engagement.
    Related: Hired Partner, JazzHR: A Powerful ATS for Small & Medium-Sized Businesses

    4. Lever
    Lever, an Employ Inc. brand, is a cloud-based Talent Relationship Management platform that transforms sourcing, recruiting, and hiring for companies of all sizes and needs. LeverTRM is the only solution with ATS and CRM functionality in one platform, allowing recruiters and hiring managers to focus on building relationships so candidates can find the best fit.

    Target companies: MM, ENT
    Target industries: All industries, especially popular among Tech, Software, Media, and Financials Services companies
    Target markets: North America
    Beyond the ATS: Lever Career Site Builder allows for anyone on your hiring team to craft a compelling career site in minutes — no design or coding experience necessary — saving you time and preventing you from having to rely on web development resources.

    Take it one step further and integrate your org’s Google Analytics account. Through this integration you can measure traffic and engagement with your custom-tailored career site with ease by syncing your Google Analytics instance and ID.
    Related: Hired Partner, Lever: A Leading Talent Acquisition Suite

    5. Teamtailor
    Teamtailor is a leading recruitment (ATS) and employer branding platform that empowers organizations to streamline their hiring processes and attract top talent. With innovative features, customizable workflows, and powerful analytics, Teamtailor offers a user-friendly solution to optimize recruitment efforts, enhance candidate experiences, and build strong employer brands.

    Target companies: SMB, MM, ENT
    Target industries: All industries
    Target markets: Global 
    Beyond the ATS: Teamtailor’s employer branding features equip you with everything you need to give candidates a glimpse into what it’s really like to work at your company, make it easy for everyone at your company refer people in their network to your open positions, add career pages with translated content or create unique experiences for different languages, and more!

    No technical knowledge is needed to take advantage of these features, thanks to pre-built templates.
    Related: Strong Employer Branding Helps Recruiting, TA Teams Win 

    Related: Hired Partner, Teamtailor: The Recruitment & Employer Branding ATS 
    6. Workable
    Workable is the world’s leading hiring and HR management platform. Workable gives in-house recruiters, hiring teams, and HR professionals more ways to find more qualified candidates and help them work together to identify, hire, onboard, and manage the best. Whether you’re hiring Employee #2 or 200 new employees, Workable’s all-in-one recruiting software helps you find the best candidates and turn them into employees.

    Target companies: SMB, MM
    Target industries: All industries
    Target markets: Global 

    Beyond the ATS: Workable goes beyond hiring with their Onboard & Manage tools that help you onboard and manage your employees. With fully customizable profiles, company document management, org charts, and time off management (coming soon), it becomes an end-to-end HR system.

    Related: How Many Candidates Should You Interview for a Job? Hiring Best Practices 
    7. Workday
    Workday is a leading provider of enterprise cloud applications for finance and human resources, helping customers adapt and thrive in a changing world.and a flexible system helping teams comprehensively manage payroll, benefits, HR, and employee data.

    Target companies: ENT
    Target industries: All industries
    Target markets: Global 
    Beyond the ATS: Workday offers a handful of HR solutions in addition to its ATS capabilities. These features allow organizations to create more engaging employee experiences and attract and develop the right skills across your workforce.

    Further, companies looking for financial management, ERP, or professional services automation software should visit Workday.
    Related: Tech Candidate Spotlight – Myron Yao, Software Application Engineer at Workday 

    Integrating your ATS with Hired is so easy
    The best part? Hired joining forces with your ATS takes just a few clicks. Set up your ATS by clicking on “Integrations” in the top right drop-down menu. Get more details on connecting your specific ATS here.  

    Not a Hired customer yet? Sign up for Hired to get instant access to a curated pool of top tech talent actively seeking their next role. More

  • in

    What Tech Skills are Most in Demand in 2023 & Command Top Salaries?

    As 2023 unfolds, changes in the market have led to particular tech skills and roles taking precedence over others (and commanding higher salaries). Hired’s 2023 State of Tech Salaries report uncovered the most sought-after tech skills for the top five in-demand roles and why employers need them. 
    Generative AI’s impact on tech work
    Everyone in tech is no stranger to the explosion of GenAI these days. With the emphasis on artificial intelligence applications, companies are seeking more engineers ready to innovate with it and, in some cases, tame it. 
    As quoted by the Washington Post, Vijay Pande, a general partner at venture capital firm Andreessen Horowitz, said, “There’s a lot of excitement about AI right now. The technology has gone from being cute and interesting to where actually [people] can see it being deployed.”
    Outside of healthcare and technology, finance and science are also seeking machine learning engineers and researchers to apply AI technology to their space.
    This increased funding, technological advancement, and new use cases has led to a 21% year-over-year increase in demand for AI professionals according to Hired’s salary negotiation partner, Rora, and data from the US Bureau of Labor Statistics. Given that the number of AI professionals is not rising anywhere near as quickly – companies are paying premiums to compete for the existing professionals in the space to join their companies.
    When we surveyed employers for the State of Tech Salaries, we found the majority, 59%, believe employees who understand AI are more valuable. 

    This corresponds with national trends where, in August of 2023, 23% of all tech job postings included positions in emerging technologies or required emerging tech skills, such as AI. 
    Of those job descriptions within ‘emerging tech’ 37% listed a preference for AI skills, per the US Bureau of Labor Statistics. 
    GM for Rora Jordan Sale shared “One observation we’ve had amidst the layoffs is companies keep employees whose skills they perceive as valuable to where the company is going – not necessarily where they are today.”
    Employer demand growth for specific engineering and tech roles fueled by these skills
    According to the 2023 State of Tech Salaries report, more employers are seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers than in 2022. 
    The Business Analyst subrole under Data Analytics also broke into the top five roles most in-demand on the Hired tech hiring platform. 
    For the engineering roles showing the most growth in demand from 2022 to mid-2023, the top three skills requested by employers included Python, Java, and AWS.

    Compare the top skills from this State of Tech Salaries report with the hottest skills from Hired’s 2023 State of Software Engineers report from earlier this year. We see a shift in demand from Ruby on Rails to Python. Python is among the most popular programming languages for AI – showing coveted engineering skills change to meet the demands of the market. 

    Tech skills in demand often lead to higher pay

    When we surveyed tech employers for the State of Tech Salaries report, we asked which circumstances drive them to offer more money. 
    Far and away, the answer was 76%, hard-to-find skills, because the more niche a skillset is – the harder it will be for companies to recruit for that skill. 
    However, it’s important to remember that every company will value a different set of skills. At the end of the day, it’s about being able to create impact towards the company’s mission.
    Years of experience with a specific skill was the second-highest response with 57%.
    AI pay continued to rise this year – with a 2022 to 2023 increase of 16% in average total annual compensation (base + bonus + equity) according to Rora. Outliers increased too – Netflix reportedly offered $900K for a product manager role on their internal Machine Learning platform.
    Upskilling tech workers to meet new demands
    It’s fair to say candidates will be expected to leverage AI tools in their workflows to be more effective and efficient. A TalentLMS survey revealed that 49% of workers said they needed training for using AI tools – but only 14% said they received any instruction from their employer.
    Another survey from TalentLMS found that 85% of HR managers say they plan to invest in AI learning and development for employees. It’s likely that soon, more companies will create AI upskilling programs to train engineers – given the rapidly increasing demand for AI skills. This education in relevant AI technologies will also supplement the relatively constrained supply of ‘organic’ AI talent. 
    According to the Wall Street Journal, Accenture is one of the first companies to announce an internal upskilling program. 
    Advance tech skills with Hired partners
    Outside of the workplace, there are services for jobseekers and employees to meet these new demands of employers and the market proactively. 
    Hired has a variety of partners prepared to help tech pros upskill in the latest areas. These organizations can train students on how generative AI tools work, to write prompts to be super-powered in their jobs, and to use AI tools ethically and responsibly. Interested in being in the next generation of AI professionals? Advance your career with these partners: 

    The path forward for a career in AI
    You’ve likely noticed that AI has become a catch-all phrase to describe advanced computing technologies. It’s important to note that this hugely impacts hiring because one company’s need for AI support may mean something very different than another’s. 
    Some companies may be looking for technical talent to develop new products and tooling using AI. Others may want to use AI to analyze data, build new models, or conduct research.

    Source: Latent Space
    Staying up to date with what employers are looking for and what the job market demands is crucial to progressing a career in tech. As we’ve seen with AI, unexpected change can happen – and happen fast.  More

  • in

    Tech Roles on the Rise! What Tech Roles Increased Most in Demand in 2023?

    As technology and modern needs evolve, specific tech roles have risen in demand on the Hired tech recruitment platform. In Hired’s 2023 State of Tech Salaries report we revealed the top five in-demand roles “biggest movers” and why employers need them. 
    They are (in order of growth from 2022 to mid-2023): 

    Security (Cybersecurity) Engineer – Up 28%
    Data Engineer – Up 21%
    Machine Learning Engineer – Up 16%
    Business Analyst – Up 15%
    Backend Engineer – Up 11%

    1. Security or Cybersecurity Engineer
    Average interview request salary* on Hired: $165,003
    As the world continues to digitally transform, so do criminals. All kinds of businesses, in a variety of industries, have learned, some the hard way, how important security and cybersecurity engineers are to them. 
    In one example, patients of a Louisville, KY, hospital network struggled to obtain prescriptions and make appointments after a cyberattack stole personally identifiable information, (PII) and medical records. The ransomware disrupted patient care as well as set off an identity theft nightmare for the victims.  
    Employers generally prefer a degree in cybersecurity, computer science, information systems, or related fields. They may also look for practical experience building test networks or system prototypes. 
    Top skills employers look for in security engineers
    Ranked by priority in positions created on the Hired talent marketplace:


    *Average interview request salary means the average salary offer submitted by employers when they request an interview with a candidate on the Hired technical recruiting marketplace. Disclosing the salary for the role is part of the transparency we require of employers on the tech hiring platform. Jobseekers are required to list their salary expectations in their profiles. Combined, this helps drive better matches and an efficient hiring process for both tech candidates and hiring managers. 
    2. Data Engineer
    Average interview request salary on Hired: $163,782
    Modern companies rely on data about themselves, their customers, and their competitors to stay relevant and ahead. Data engineers are the architects who establish the structure to retrieve, store, and manage vast reservoirs of data. With a blend of software engineering and data-centric skills, they transform raw data into usable systems.
    Employers generally prefer a degree in computer science or related fields. They’ll also look for experiences displaying an aptitude for various programs, languages, and tools. Knowledge may include building data structures, managing databases, using big data, and how proper data infrastructure can affect a business.
    Top skills employers look for in security engineers
    Ranked by priority in positions created on the Hired talent marketplace:


    3. Machine Learning Engineer
    Average interview request salary on Hired: $169,666
    A machine learning engineer is a visionary technologist, harnessing the power of algorithms to teach machines how to learn from and act on data. These engineers are adept at creating technologies embedded with AI. Common examples of what machine learning engineers work on include self-driving cars for Uber and programming tailored search results for Google users.
    Employers generally prefer a Bachelor’s and Master’s or Ph.D. in computer science, an engineering discipline, or mathematics. They will also likely look for experience in working on practical and theoretical models.
    Top skills employers look for in security engineers
    Ranked by priority in positions created on the Hired talent marketplace:

    Natural language processing (NLP)
    Deep Learning
    Computer Vision

    4. Business Analyst
    Average interview request salary on Hired: $123,220
    A business analyst connects business objectives to technical solutions. With a sharp analytical mind and a keen understanding of organizational needs, they delve into business processes, identifying inefficiencies and opportunities for improvement. Business analysts gather and interpret data, translate business requirements into technical specifications, and work closely with stakeholders to implement changes that drive business growth.
    Employers generally prefer a degree in business administration, computer science, or related fields. They will also likely look for experience with business process modeling, data analysis tools, project management, and domain expertise. 
    Top skills employers look for in business analysts

    Data Analysis
    Microsoft Excel
    Data Warehousing
    Financial Modeling

    5. Backend Engineer
    Average interview request salary on Hired: $160,039
    While users interact with the visual elements of an application, it’s the backend engineer who ensures that data flows, servers respond, and business logic executes seamlessly. They design, implement, and manage databases, application servers, and API integrations. Backend engineers enjoy coding and crafting the foundation of successful digital experiences, ensuring performance, security, and scalability.
    Employers generally prefer a degree in computer science, software engineering, computer security, or related fields. They may also look for experience with computer programming, REST-based services, cloud infrastructure, automated integration tests, accessing data on mainframes, and continuous integration.
    Top skills employers look for in backend engineers


    Employers’ demand for specific engineering and tech roles grows
    The Hired tech hiring platform showed the greatest volume of active positions belonged to: 

    Backend Engineer
    Full Stack Engineer
    Frontend Engineer
    Product Manager
    Data Engineer 

    These roles are comprehensive ones and are used by businesses of all sizes in a variety of ways. The 2023 State of Tech Salaries report showed how important specialization has become with the growth of employers seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers. 
    The Business Analyst subrole under Data Analytics also demonstrated a significant rise in demand on the Hired talent marketplace. With the rise of data, businesses need someone to help them interpret it and recommend actions.

    AI Researchers (typically known as Research Scientists and Applied Scientists) continue to be in high demand from tech companies big and small. Rora reports that researchers are one of the few roles that continue to have significant negotiation leverage – where it’s still common for candidates to line up multiple job offers at the same time.
    While AI Research Scientists are their own function at companies, they most closely align with the Machine Learning Engineer category on Hired’s tech hiring platform.
    Roles dropping in demand the most from 2022 to mid-2023 were:

    Product Designer – Down 26% 
    UX Designer – Down 20%
    Visual/U! Designer – Down 18%
    Product Manager – Down 15%
    Mobile Engineer – Down 12%.

    The impact of GenAI on tech roles in demand in 2023
    Unless you’ve been living under a rock, you’re familiar with the onslaught of GenAI in the last year. It was even a major point of the 2023 strikes by writers and actors. With artificial intelligence applications as the tech du jour, more companies want engineers comfortable and ready to lead with it. They want more machine learning researchers and engineers to bring AI technology to their business.
    Hired’s partner, Rora, shared there’s been a 21% year-over-year increase in demand for AI professionals. This is due to more funding, advances in technology, and the development of new use cases. Similar to the appetite for Web3 and blockchain talent in early 2022, in 2023 companies are competitively paying experienced AI technologists to sign offers.

    As part of the State of Tech Salaries, we regularly survey tech employers and workers. We asked employers if employees who understood AI were considered more valuable. The majority, or 59%, said yes. 
    In August of 2023, roles in emerging technologies or emerging tech skills requirements were part of 23% of all tech job postings. 
    In addition, the US Bureau of Labor Statistics shared inside categories like emerging tech, 37% of tech role postings included AI work and skills. 
    Hiring candidates in AI-driven roles
    Like many terms, AI has become a bucket to describe advanced computing technologies. Whether you’re a hiring manager, a CEO, or manage talent acquisition, the need for AI support may vary widely from business to business. 
    Some companies will use AI to analyze data, build new models, or conduct research. Some will develop new products and tooling. Regardless of your need, look for candidates with transferable skills. 
    Look for lifelong learners – people who are genuinely curious and embrace flexibility. Because the space is so new, any involvement in open-source-related projects is also a good indication of the aptitude to “grow with it. 
    Staying up to date with the demands of the ebb and flow of the tech hiring market is critical. As AI has shown, change happens quickly. 

    Need to hire any of these tech roles growing in demand? Request a demo. More

  • in

    Challenging Conventional Practices, Learning As a Transformational Tool, & More: Talk Talent to Me September ’23 Recap

    Catch up on the September 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

    Increasing diversity with Jenn Tardy, Founder & CEO of Jennifer Tardy Consulting 
    Hiring for potential with John Beard, Director of Talent Acquisition at One Medical
    Learning as a transformational tool with Dr. Keith Keating, Chief Learning Officer at Archwell
    Challenging conventional recruitment practices with Amy Sheehan, Director of TA at Hormel Foods

    1. Jenn Tardy, Founder & CEO of Jennifer Tardy Consulting 
    Jenn Tardy returns to the podcast to offer an update on her diversity training experiences, including what harm looks like and initiating change to alleviate harm. She also gives a sneak preview of her Increase Diversity Summit Event. 
    “Harm can look like leaving people tokenized, using ineffective language that causes backlash, having conversations that leave some people feeling like increasing diversity does not include [them].”
    Listen to the full episode.
    2. John Beard, Director of Talent Acquisition at One Medical
    John shares his inspiring journey into talent acquisition, his passion for aligning recruitment with a company’s mission, and his innovative, candidate-centric approach. He discusses the challenges and opportunities in talent acquisition, debunks misconceptions, and emphasizes the importance of hiring for potential, not just negotiation skills.
    “For [One Medical], we want to reward the best candidates, not the best negotiators.”
    Listen to the full episode.
    3. Dr. Keith Keating, Chief Learning Officer at Archwell
    Dr. Keith Keating discusses the value of learning as a transformational tool, regardless of vocation. Dr. Keating describes the key skills that learning and development professionals need to drive value for their organizations and unlock human potential. He shares what it takes to create a “true talent ecosystem,” the importance of “future literacy,” and how talent pros can emerge as strategic business partners. By understanding the concepts of transferrable skills and the power of embracing a lifelong learning mindset, Dr. Keating believes that we can take control of our future.
    “There should always be a strong connection between learning development, talent development, and [recruitment] because we can help define the skills that are needed in the roles.”
    Listen to the full episode.
    4. Amy Sheehan, Director of TA at Hormel Foods
    Amy discusses current gaps and opportunities in the talent acquisition space and how she is shaking up the traditional approach to recruitment. She also discusses the evolving role of recruitment in today’s competitive job market and provides insights into the recruitment and onboarding processes at Hormel Foods. She also explains the value of effective communication, how to create purposeful experiences for new hires, and the role of AI in recruitment.
    “[AI] will allow [recruiters] to spend time creating experiences that matter and get [the company] top talent.” 
    Listen to the full episode.
    Want more insights into recruiting tips and trends?
    Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More

  • in

    Netflix: An Employer Brand Built on Freedom and Responsibility

    When it comes to company culture, Netflix is a force to be reckoned with. Its famous “Freedom & Responsibility Culture” presentation has made waves and introduced ideas that are now commonplace, like unlimited paid time off and a radical approach to employee empowerment.
    But what’s really behind Netflix’s unique approach to company culture? And how do they attract and recruit top talent in both tech and entertainment?
    We sat down with Sergio Ezama, Chief Human Resources Officer at Netflix, to find out.
    Simplicity is Key
    At Netflix, everything is based on five simple principles:

    Encourage decision-making by employees
    Share information openly, broadly, and deliberately
    Communicate candidly and directly
    Keep only your highly effective people
    Avoid rules

    These guidelines inform all sorts of management policies at Netflix, from their unlimited vacation policy to their five-word expense policy: “Act in Netflix’s best interest.”
    This management structure, which Netflix sums up as “highly aligned and loosely coupled,” enables them to grow while still retaining the ability to make big pivots quickly. In short, it’s how they were able to transition from mailing DVDs directly to customers into becoming a video streaming platform, and then make the jump into producing their own high-quality content.
    Working with the Best
    Ezama quickly points out that the Netflix culture memo is an external document, not an internal one. They want it to be the first thing a candidate reads about the company and the first document you receive if you’re applying for a job.
    “We want to strike a balance between being a bit different, being credible, and being aspirational,” Ezama says. That means putting what they stand for front and center and being OK with the fact that it’s not going to appeal to everyone. The work is challenging, and excellence is expected because that’s what it takes to be the best at what you do.
    For Ezama and the candidates he’s looking for, the chance to be on a dream team that comes together to solve very challenging problems makes working at Netflix so rewarding. It’s the central Employer Value Proposition that drives all of their employer branding work.
    “Industries will change over time, and cultures will change over time,” he says, “but working with the best people is something that will remain constant.”
    Measuring Success
    As the CHRO of a large organization, Ezama is passionate about measuring the success of employer branding efforts. When someone comes to him with an idea, the first thing he’s looking for is conviction. Are you passionate about this? Are you really, truly behind this? And secondly, what is the evidence? What output can we measure?
    At Netflix, they rely on the Employer Brand Index to give them the data they need to measure their employer branding efforts. “The work that we do with Link Humans helps us understand if we’re being competitive or not, not only with Netflix but also relative to those we compete against,” Ezama says.
    So, what’s the takeaway?
    Netflix is a company that is committed to simplicity, excellence, and working with the best people. If you’re looking for a challenging and rewarding work environment where you can be part of a dream team that solves big problems, then Netflix might be the place for you.
    But be warned: Netflix is not for everyone. The work is challenging and excellence is expected. If a candidate is not up for the challenge, then it’s probably best to look elsewhere.
    But if they are ready to join a team of the best and brightest minds in the world, then Netflix is the place to be.

    To follow Sergio Ezama’s work, connect with him on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
    Share this post: More

  • in

    Hiring a Data Analyst? What to Look for in Top Candidates Now

    Hiring the right data analyst is crucial for your business. It’s like having a skilled navigator on your journey—it helps you steer your ship through the vast ocean of information. From enhancing marketing strategies to predicting market trends and even advancing healthcare, data analysis plays a central role in decision-making across various sectors.
    But what qualities does a data analyst need to possess? That’s exactly what we’re going to find out in this guide.
    The growing importance of data analysis
    Data analysis isn’t just an optional tool; it’s become a cornerstone of modern operations. 
    The global big data analytics market is worth $307.52 billion and is projected to hit $745.15 billion by 2030—a 13.5% CAGR. But why is data so crucial?

    Data from Fortune Business Insights
    Similar to having a trustworthy GPS system, data directs enterprises toward their objectives. Analytics does this by revealing trends and vital information that allow businesses to make important short and long-term decisions. 
    This is why hiring the right person for your data analytics role is so important.
    The impact of hiring the right data analyst
    Think of hiring the right data analyst as selecting an experienced captain for your expedition. The captain should be capable of providing solutions when you need them the most. 
    For instance, in times of crisis, such as tech layoffs, hiring the right data analyst who aligns with your company’s values is crucial. The analyst will help you determine how the proposed layoffs may affect the organization’s productivity and morale. 
    Here are four key benefits of hiring the right data analyst:

    Improved Decision-Making: A competent data analyst lowers your risk of making ill-informed decisions by offering insightful data analysis.
    Enhanced Efficiency: They are able to streamline procedures and spot opportunities for improvement, ultimately saving time and money.
    Competitive Advantage: With the right data analyst, your organization can gain a competitive edge by staying ahead of market trends and customer preferences.
    Innovation: Data analysts can find opportunities and patterns that are hidden and lead to new ideas within your company.

    The essential qualities of a data analyst: Technical skills
    There are four main areas to concentrate on when it comes to the technical side of being a data analyst. These skills are the nuts and bolts that allow your data analyst to navigate the data landscape effectively. 
    1. Working knowledge of data analysis tools
    Your data analyst should be well-versed in using software and tools specifically designed for data analysis. For instance, your company could be using a Vonage VoIP for small business system that generates a wealth of data on call volumes, call durations, and customer interactions. 
    Familiarity with tools like Excel, Python, R, or specialized software like Tableau is essential to uncovering insights. These insights can go on to drive significant positive results for your business. For example, by adopting Tableau, PepsiCo was able to reduce the time it takes to produce reports by up to 90%. 
    Related: Hired’s 2023 State of Tech Salaries report

    Data from Tableau
    Data analysis tools help in cleaning, processing, and transforming raw data into meaningful insights. For instance, when dealing with sales data, proficiency in tools like Excel can help identify trends and patterns in revenue generation.
    2. Programming skills
    Programming skills are the coding language that data speaks. A competent data analyst should have a working knowledge of programming languages like Python or R. They can perform sophisticated data manipulation and statistical analysis thanks to these languages. 
    For instance, when analyzing customer data for an e-commerce business, programming skills enable the automation of repetitive tasks, such as calculating purchase trends.
    3. Database management
    Databases are like the library of your organization’s data. Data analysts need to be adept at managing and querying data from various databases. Knowledge of SQL (Structured Query Language) is invaluable here, as it helps retrieve specific data from large datasets efficiently. 
    For example, when working with customer databases, a data analyst may use SQL to extract information about customer demographics and preferences.
    4. Data visualization expertise
    Data visualization is the art of turning numbers and statistics into visually appealing and understandable graphics. A proficient data analyst should be skilled in creating charts, graphs, and interactive dashboards. 
    Tools like Tableau, Power BI, or even Python libraries like Matplotlib and Seaborn come in handy here. When presenting quarterly sales reports to a team, data visualization expertise makes it easier for everyone to grasp the key insights at a glance.
    Note that recruitment tech like applicant tracking systems (ATS) can efficiently source and filter candidates based on specific criteria, including data visualization expertise. These systems can help you find data analysts with relevant skills and experience in this specific area, allowing you to narrow down your pool of candidates to the best ones.
    The essential qualities of a data analyst: Soft skills
    Soft skills are the intangible qualities that make a data analyst not just effective but exceptional. They enable the analyst to navigate the human and organizational aspects of data analysis, making a real impact. 
    1. Teamwork
    Because they frequently work in groups, it’s essential for data analysts to have strong collaboration skills. For instance, your marketing team may need to launch a retargeting strategy for e-commerce. 
    Such a strategy would require insights into audience segmentation, ad performance, and customer behavior patterns, which data analysts can provide. A data analyst with poor teamwork skills would hamper the success of the retargeting campaign. 
    2. Adaptability
    Analysts need to stay current with the continuously changing data landscape. Adaptability ensures that analysts can thrive in a dynamic environment. For instance, when working on a project where the data source suddenly changes, an adaptable data analyst can quickly adjust their approach to maintain data integrity.
    3. Communication skills
    Free to use image sourced from Unsplash
    Imagine having an excellent idea but being unable to communicate it; you won’t get very far. Data analysts need to communicate their findings effectively, both to technical and non-technical stakeholders. 
    They should be able to translate complex data into plain language and compelling visuals. This skill is crucial when presenting market insights to a group of executives or explaining data-driven recommendations to a customer.
    4. Analytical skills
    When it comes to finding hidden patterns and insights inside data, a data analyst needs to be a skilled investigator. They ought to be adept at analyzing intricate data sets, identifying patterns, and coming to insightful conclusions. 
    Consider a scenario where a company has implemented call center cloud solutions to handle customer inquiries and complaints. Without skilled data analysts, the wealth of data generated by these interactions remains untapped.
    5. Problem-solving abilities
    Data analysis often involves resolving complex issues. Your data analyst should have a knack for approaching problems methodically. They should be able to break down large, intricate challenges into smaller, manageable parts. 
    When a retail company, for instance, has to determine why its sales have declined in a particular area and how to reverse the trend, this quality is vital.
    6. Attention to detail
    Data analysts should be meticulous in data collection, cleaning, and analysis to ensure accuracy. When, for instance, a financial institution is auditing transactions, attention to detail is essential to spot anomalies that could indicate fraudulent activities.
    Other important factors to consider when hiring a data analyst
    When searching for the right data analyst, their experience and specialization are vital aspects to consider. These factors ensure they can effectively navigate the specific challenges your organization faces. 
    1. Years of experience
    While years of experience alone aren’t the only indicator of a great data analyst, they do matter. 
    More experienced analysts often possess a better understanding of cutting-edge methods and proven problem-solving abilities. 
    For instance, when dealing with historical market data, an analyst with several years of experience may have insights into market cycles that a less experienced analyst might miss.
    2. Industry specialization
    An analyst with industry specialization has an in-depth understanding of specific sectors. For example, a call center utilizing auto-dialing software will benefit from hiring a data analyst with experience in the call center industry. 
    Such an analyst would be skilled at identifying specific call dispositions that lead to successful outcomes and recommending strategies for tailoring auto-dialing scripts to maximize results.
    3. Project portfolio
    Think of a data analyst’s project portfolio as their resume in action. It’s a collection of past projects they’ve tackled, showcasing their ability to deliver results. 
    For instance, a data analyst’s portfolio might include projects where they improved supply chain efficiency, optimized marketing campaigns, identified cost-saving opportunities, or analyzed the traffic of an OnlyDomains website. By looking at their portfolio, you’ll be able to better gauge whether their past expertise is a good fit for your company.
    Hiring a data analyst with confidence
    With the ever-increasing prominence of big data, working with a skilled data analyst is paramount for businesses across all sectors.
    A well-rounded data analyst should demonstrate a special mix of abilities, knowledge, and experience. Use the tips listed above to make the right choice when hiring tech talent for your business. 
    Remember that recruiting the right data analyst is more than just filling a job vacancy; they are a calculated investment in your success in the future. More

  • in

    Why a 30/60/90 Onboarding Plan is Critical for Developer Team Success

    Get a Free 30/60/90 Template
    You need a plan to onboard engineers onto your teams successfully. Why? Onboarding new software developer team members to become full contributors typically takes several months. In order to maintain a positive candidate experience and solidify their place on the team, it’s crucial to spend the time and energy coaching them up to speed on your product, internal processes, and coding standards. Investing in this work helps developers contribute early and often, plus it leads to greater retention down the road.
    During the “The Great Resignation,” the tech industry saw a 4.5% increase in resignations during 2021 alone, and in 2022-2023, software engineers were among the 100,000 tech employees laid off.
    Each developer costs upwards of $20,000 to $35,000 to become a full contributor, not to mention the incalculable amount of time consumed across your team. So, it makes sense to invest in doing it well with a solid onboard plan for engineers.
    How Does Great Developer Onboarding Fit in, and Why Does it Matter?
    In short, developer onboarding is closely related to retention, job satisfaction, productivity, and success. 
    Despite pinpointing all the downstream effects of onboarding, consistently successful onboarding has a long way to go.

    Source: Reddit
    There is no “one-size-fits-all” onboarding solution, but there are best practices worth considering.
    Hired partnered with Educative to craft an eBook to outline detailed steps to create an efficient and successful onboarding framework (along with key tactics to personalize for each employee) and a free downloadable 30/60/90 template.
    Get the eBook for your customizable onboard plan for engineers on your team.
    Use this as your guide to streamline the onboarding process for all your new hires.
    Why a 30/60/90 Onboard Plan Determines an Engineer’s Success
    Onboarding is essential, but many organizations struggle with it, especially in remote or hybrid work environments. 
    Here are three key reasons you need to use a 30/60/90 plan to onboard your tech talent:
    1. Increase Retention
    Only 12% of U.S. employees said their company did a good job onboarding, according to Gallup analytics. One in five employees rated their experience as poor or received no onboarding at all. 
    On the other hand, 70% of the employees with exceptional onboarding experiences highly rated their jobs and were 2.6x more likely to be satisfied with and stay at their workplace.
    Turnover is not a new challenge, but an effective onboarding program will significantly reduce high turnover rates, especially during those all-important first 90 days.
    2. Clear Onboarding Milestones Define Success
    What’s the reason for onboarding failure? Atul Gawande, author of “The Checklist Manifesto,” writes that there’s a clear distinction between errors of ignorance (mistakes we make because we don’t know enough) and errors of ineptitude (mistakes we make because we don’t make proper use of what we know). 
    Failure in developer onboarding results from both “errors of ineptitude” and “errors of ignorance.”Engineering Managers and team leads have a lot on their plates to meet company goals. Despite having access to online resources, documentation, and personal knowledge to create a successful onboarding solution, the implementation often falls short. This is often due to limited bandwidth.
    On the other hand, murky company goals or differing expectations from leadership can result in misaligned onboarding milestones due to errors of ignorance. This happens frequently in newly-created roles or those part of new initiatives. 
    Related: Opening a new role? Check out 5 Tips Where You Should Begin
    Creating a 30/60/90 onboarding plan tackles both types of errors by capturing refined knowledge and documenting clear milestones to align expectations across the company.
    3. A Mentor’s Training Defines the Onboarding Experience
    It’s not entirely up to the new hire for a successful onboarding process — the mentor holds just as much responsibility.

    Source: Reddit
    Training is a multi-stakeholder task; documenting expectations for mentors involved in training keeps all team members on the same page and minimizes confusion from miscommunicated or unspoken expectations. 
    As a mentor, encourage questions and be a helpful resource during the onboarding process by setting clear expectations. It’s natural to want to impress the new team or supervisor, so some new hires may be hesitant to show ignorance or confusion OR bite off more than they can chew within the first couple of weeks.
    Related: How to Foster Psychological Safety in the Workplace, from Interviews to Management
    Top-of-mind Priorities in a Software Engineering 30/60/90 Plan
    Before we dive into the specifics of the onboarding plan, let’s cover 3 top-of-mind priorities for your 30/60/90 plan. Think of this as an outline blueprint for what a new employee will accomplish within 90 days. 
    Prioritize the following elements when developing an engineering 30/60/90 plan:

    Technical Setup and Tool Familiarization
    Personalize the Process
    Team Integration & Culture

    1. Technical Setup and Tool Familiarization
    Set your new hire up with the tools and documentation needed to do their day-to-day tasks. 
    Some considerations include the following:

    Development Environment: Ensure new developers have all necessary tools installed, licenses obtained, and access granted. This includes the IDE (Integrated Development Environment), source control, databases, and other essential tools.
    Codebase Access & Overview: Grant access to the repository and provide an introduction to the codebase. A high-level architectural overview is invaluable for understanding how different components interact.
    Documentation: Point new developers to existing documentation about coding standards, design patterns, and workflows. If possible, assign a reading list for the first few days. Better yet, point your new developer to well-written code.

    Source: How Docs as Code Can Supercharge My Dev Team
    2. Personalize the Process
    How does your onboarding plan for engineers meet your new hire’s specific needs?
    Every developer enters your company at a different starting point. Joseph Gefroh, VP of Engineering at HealthSherpa, manages this by tailoring onboarding to varied learning needs and experience levels.
    “A person can be great at one thing but junior in another. Identifying where your team’s individual strengths and weaknesses lie is, therefore, the key first step in leading them.” – Joseph Gefroh, VP of Engineering at HealthSherpa
    Just because you’re hiring multiple people for similar roles doesn’t mean each of those tech engineers will have the same learning path. One may have completely different qualifications and require additional training modules.
    Need help upskilling or refreshing a new hire’s skills? Try DevPath from Educative.
    3. Team Integration and Culture
    How does your engineering onboarding process include the rest of the team?
    As you build your plan, note the action items required to familiarize your new hire with the team’s processes and culture.
    Include items such as

    Buddy or mentor system
    Intro meetings and meeting purposes
    Company culture
    Team-specific rituals and values
    Team lunches and social events
    Feedback loops

    Following the framework above, let’s dive into building your 30/60/90 onboard plan for engineers with some pre-boarding.
    Pre-boarding (T-7 days)

    Summary: Key Action Items for Pre-boarding Phase

    Send or prep welcome materials
    Send paperwork

    HR documents
    Benefits information
    Tax forms

    Provide company overview

    Company mission, values, goals, history

    Prep equipment

    Laptop, mouse, keyboard, headset, chargers, adapters, monitors, and desk
    Contact IT team

    Before a new hire’s official start date, collaborate with your HR team to ensure a smooth first week. Consider these items as the “pre-boarding” tasks:
    Send or prep welcome materials
    If your company supplies any type of welcome package (company swag, welcome letter, personalized items, etc.), prepare these for arrival or ship to remote employees. Add a quick message with a 1st day schedule.
    Send paperwork
    Are there items you need to send early to acclimate new hires (HR documents, benefits information, etc.)? Give them a heads up of documents or types of IDs they’ll need to bring/send. If they’re completing tax or other government forms remotely, provide a sample of a completed version to guide them.
    Company overview
    Send key company information, such as main mission, values, goals (annual and overall), history, or need-to-know operational details.
    Prep Equipment
    Work with your IT team to set up a workstation or ship all necessary equipment and hardware (laptop, mouse, keyboard, headset, chargers, adapters, etc.). Be sure to complete this well before their first day in case of delays. Nothing’s worse than a new team member without equipment on Day 1.

    Source: DevPath
    You’re Ready to Welcome Your New Developer or Engineer and begin a strong onboard plan!
    Congratulations, you’ve done the work to plan and prepare for a great onboarding experience for developers on your team. 
    Grab actionable steps for the first three months and a professional template (for free) by downloading your free 30/60/90 onboard plan for engineers:

    Originally published Dec. 8, 2021. Updated by Hired Content Team and Educative on September 18, 2023 More