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      How to Cultivate Top Talent While Navigating a Volatile Job Market

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      The current employment landscape is complex and punctuated by uncertainty. Buzzwords like the ‘great resignation’ and ‘great layoffs’ are sparking a shift in hiring strategies among employers, especially as a potential recession is looming. The unemployment rate is at its lowest in 50 years at just 3.5%, yet there remains a strong demand for workers as there are currently 1.7 job vacancies for every unemployed American. In this unusual labor market, recruiters and hiring managers must be prepared to attract the best talent for open positions while anticipating the needs of current and future employees.
      Companies can attract and retain top talent in today’s shifting job market with streamlined candidate communication, a renewed focus on employee mobility, and proactive recruitment strategies.
      Streamline communication tactics.
      The methods used to connect with job seekers and current employees must evolve with rapidly changing technology. Simplified and personalized communication allows recruiters and HR leaders to expedite their entire recruiting process, and in turn, make it easier for potential employees to learn about open positions.
      Text recruiting increases the pace of candidate communication which improves the overall recruiting process for all parties. Sourcing, interviewing, hiring, and more can be bolstered by texting, especially when open rates for this method are near 100%. A study by Gartner found that the average text open rate is 98%, while email has only a 20% open rate. Texting allows recruiters to build rapport and trust with candidates while strengthening the employer brand and improving the candidate experience.
      According to new data from Employ Inc., the largest provider of recruiting and talent acquisition solutions, more than 70% of recruiters know candidates who have received multiple offers at the same time in the last six months alone. When candidates are juggling competing job offers, recruiter timeliness becomes increasingly important. Forty percent of job candidates reject offers because another organization made an offer quicker, according to Top Echelon Network research. Text messaging is one way to get in front of candidates even sooner.
      Focus on referrals and employee mobility.
      Employers can benefit from empowering team members to grow within the organization. Regularly revisiting employee mobility plans and performance management systems can encourage employees to explore more internal opportunities. However, 29% of workers say their employer does not offer a platform or software to make it easy to apply for open internal roles. Optimizing employee talent cycles, offering professional development opportunities, and focusing on internal mobility can ensure roles do not become stagnant.
      Employee referral programs can also be efficient ways for recruiters to discover qualified candidates, while also lowering the average cost-per-hire. The 2021 Job Seeker Nation Report found that more than 80% of workers are likely to click on a job opportunity that someone in their network posted on social media. The same study also found that more than 70% of employees are willing to share job openings at their companies via social media. Platforms like LinkedIn, Facebook, and Twitter can be powerful tools in a company’s talent acquisition strategy and lead to organic employee referrals. Instagram and TikTok should also be considered, especially when recruiting younger candidates.
      Proactively recruit passive candidates.
      Passive candidates are not actively looking for a new job opportunity, but may be open to opportunities that fit their personal and professional goals and needs. According to LinkedIn, passive candidates make up 70% of the talent market.
      Organizations that are active on social media are more likely to be seen by passive candidates. Being active on LinkedIn, Glassdoor, and other social media outlets can help showcase the employer brand and give an inside look at its culture to attract potential employees with similar values. Utilizing social media channels to promote the employer brand can impact the perception of the company for current employees and the overall workforce.
      Nearly 80% of job applicants use social media during their job search, according to Glassdoor. An active LinkedIn profile is especially important for networking with passive candidates and sharing stories of employee growth, exciting client projects, and other company news that may appeal to active job seekers.
      When an employer brand stands out to employees who share similar values, organizations are more likely to attract talent who will root for the company, be passionate about their roles, and show a long-term commitment. Within a job market that is in constant flux, organizations that stay ahead of hiring need to engage candidates proactively will have an advantage. This often involves sourcing, engaging, and attracting candidates ahead of a need to fill a specific position and finding new ways to reach passive candidates.
      These are just some of the strategies recruiters and HR executives can consider in attracting a new pool of candidates. When labor market shifts are difficult to predict, today’s HR leaders must find new ways to attract top talent and retain current employees to benefit companies now and in the long term.
      Written by: Kelly Cruse, vice president of human resources and chief diversity officer of Atlas World Group.
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      Meet Hired’s Candidate Experience Team: Supporting Jobseekers Every Step of the Way

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      A top resource for jobseekers looking for Tech & Sales roles  

      A positive candidate experience is an essential part of a successful hiring process, so we have a team dedicated to supporting jobseekers on the Hired platform. 

      Get to know the Candidate Experience Team

      The Candidate Experience (CX) Team currently consists of six members whose responsibilities include: 

      Profile polishing at the onboarding stageCareer coaching and providing resources for navigating the job searchInterview check-ins and interview requests (IVRs) helpGeneral support using the Hired platform

      While the CX team is available to Hired jobseekers at any stage, we typically assign a dedicated CX team member after a jobseeker accepts their first IVR to ensure smooth sailing during the interview process. 

      CX helps bridge the gap between candidates and employers to create a streamlined process. For instance, if a candidate has not heard back from a company, CX can work with the organization’s account manager to get them back in touch with the candidate. The team advocates for transparency on both ends and encourages jobseekers to maintain clear communication with potential employers too.

      If candidates receive an offer, CX checks in again to congratulate them of course, and see if they can provide further support. This could be advice for an offer negotiation or to act as a sounding board to weigh opportunities. From coaching to even some much-needed encouragement (the job search is tough!), CX is here for candidates. 

      Here to help every candidate have a great experience

      First, the Candidate Experience Team is a resource for you. They’re here to help and they work hard behind the scenes too, constantly collaborating with every team across Hired to find ways to improve the candidate experience and help you land your dream job. 

      Second, are you subscribed to The Hired Download email newsletter? They’re the folks sending it! Third, have you attended a How Hired Helps: Ask Me Anything Webinar to get your job search questions answered? They help make those events happen too! 

      Speaking of Hired resources for candidates, we asked team members to share their favorite items to support jobseekers. Here’s what they recommend: 

      “My experience with Hired was great! I landed a job interview offer almost immediately and at the end of the day managed to land a new job via Hired! I also had some great assistance in both the form of website popups as well as regular emails from the team. I would be happy to use Hired again if I need to change my job.”

      Mykola Y., Hired User

      5 of the CX Team’s top tips to find new tech & sales roles on Hired

      Respond to interview requests quickly! Even if you aren’t available to interview for several weeks, you can always accept the interview request and schedule the interview in advance. Being responsive shows you’re interested and proactive. Employers respond well to quick communication.Be courteous when interviewing. Likewise, send thank you notes after interviews and follow up if you haven’t heard back from a company. Displaying a genuine interest in the opportunity and putting your best foot forward in the interview process is as important as any other skill you bring to the table!Be transparent and keep your profile and resume up-to-date. Include all relevant experience and make sure the information on your resume aligns with your profile and LinkedIn – employers check for consistency.Make sure to polish your profile so employers have all the information they need – any extra information is always a bonus! Use the “Must-Have,” “Nice To Have,” & “Do not Want” sections of your profile. Employers also love it when they’re able to get a glimpse of your personality through your profile. It helps them understand if you like working in specific environments, like pair programming. It also helps them personalize their IVRs to you if something in your profile (even interests and hobbies!) aligns with their team. Another reason is if they feel certain benefits or projects would resonate with you.Focus on hard skills when completing the “Primary Area of Expertise” section. Using skills as keywords helps us match you for available roles. Plus, most recruiters search this way using keywords as filters.

      Related: Get more guidance in this blog featuring a video presentation: Want More Interviews and Better Matches? 5 Key Tips! 

      Why the Candidate Experience Team loves what they do

      We’ve shared lots of reasons for you to love the CX Team so let’s wrap up with what the team loves about working with jobseekers: 

      “The CX role is a rewarding one. Navigating a candidate to a destination ‘dream job’ is what we do best!”“It’s an extremely rewarding experience helping people get jobs they’re excited about! A lot goes into the interview process and it can be tiring, so seeing candidates overcome that tall task to get a role they love makes it all worth it!”“It’s brilliant speaking to candidates daily to ensure they’re doing well on the platform and helping them where they need it. I think it really helps to have someone on the platform solely to support them and to assist where needed! It’s a great moment (and truly rewarding) when they secure a role and are thrilled about their new venture. That’s what Hired is all about: connecting great candidates to great employers!”

      A note from the team: We welcome feedback about our candidates’ experiences using Hired. That includes what works and what doesn’t. We encourage you to share your experience with us! We appreciate it and use it to continuously improve the platform.

      Get personalized job search support

      To conclude, the CX Team is ready to partner with you, so use them to navigate the job search process. In addition, Hired partners with organizations to support jobseekers with resume enhancement, technical interview prep, upskilling, and more. Discover organizations to fit your career advancement needs. Plus, many offer discounts on their services to Hired platform candidates!

      The Hired Summit

      Lastly, mark your calendar for April 26th, 2023, for Hired’s Summit. It’s a free one-day virtual event to share job search tips and tricks and connect top talent to companies. The Summit offers tech and sales talent a variety of workshops, panel discussions, networking rooms, and so much more. 

      Discover upcoming events to get job search guidance and connect with top employers. More

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      Thinking About a Career Transition? General Assembly’s 4 Immersive Tech Programs to Help You Pivot

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      Have you ever considered a career change? Perhaps, you’ve daydreamed about making a transition into a field entirely different from what you do now. 

      The idea is not so far out of reach and making a bold shift in profession is more common than you may think. Last year, nearly 53% of employed Americans who quit their job switched to a different occupation or field of work. 

      If you are ready to take a leap into tech but feel unprepared, General Assembly specializes in equipping professionals with the in-demand skills they need to pursue a job they truly love. Your career transformation starts here. Keep reading for insights into programs to help you pivot into Software Engineering, Data Science/Analytics, or UI/UX Design. 

      What is General Assembly?

      General Assembly (GA) is a reskilling provider helping professionals at any experience level transition to or upskill in technical roles, enabling them to pursue a path toward higher paying salaries and more engaging work. 

      GA is a sister company of Hired, meaning both companies fall under The Adecco Group – the world’s leading HR solutions company. General Assembly and Hired partnered to create a mutually beneficial relationship supporting graduates of the Immersive Programs and the clients looking to hire them. Since the start of GA and Hired’s partnership, employers on Hired have sent more than 800 interview requests to GA grads.

      GA offers courses to suit the needs of any schedule. The full-time courses, referred to as the “Immersive Programs” or “bootcamps,” are 10-13 week learning experiences. Think of these as a comprehensive career transformation. For part-time professionals looking to learn in-demand skills in their spare time, GA provides evening, weekend, and 1-week accelerated courses. Remote individuals can participate in GA’s full-time and part-time online classes. 

      In this blog, we will take a deeper dive into GA’s Immersive Programs. Since 2011, the digital education pioneer has helped more than 670,000 learners gain the skills they need to be successful in today’s digital economy. It’s safe to say you’d be in good company!

      About GA Immersive Programs 

      General Assembly’s 12-week Immersive programs, built and taught by industry experts, are designed to equip students with job-ready tech skills in UX Design, Software Engineering, and Data. All Immersive programs include career coaching for extra guidance and support. Participants also have access to the expansive alumni network for opportunities to build and grow their own professional networking circles.  

      Now, let’s dig into why thousands of students trust General Assembly and Hired to help them make their next big career move. We’ll explore what students can expect from the different Immersive programs and how Hired supports students in finding their dream job.

      Why should jobseekers participate in a GA program?

      Immersive Programs are a great way to show employers you’ve got what it takes. These programs condense comprehensive learning into 12 to 24 weeks of study. Each course costs $15,950 USD with financing options available. 

      While they are a bigger investment, they take less time than traditional degree programs and come at a lesser cost. They are more hands-on than what you would have access to in school and have the outcomes and career support to help career changers land their first jobs in tech. 

      To ensure job-readiness, GA has systems in place to enroll students who are 100% committed to the challenge of transitioning their careers into the tech sector. The admissions process is thorough as GA produces the most graduates that go to household name tech companies. Although somewhat competitive, GA encourages applicants from non-traditional backgrounds and experiences. The admissions process includes:

      Phone Interview: Once your application is reviewed, the admissions team will interview you to understand your career goals and motivations, and assess course fit.Technical Assessment: You will complete a technical task-based assessment to ensure aptitude. Behavioral Interview: The admissions producer will review your technical project and interview you to further assess your motivation, commitment, and willingness to practice. Pre-Work Assignment: You will receive a pre-work assignment to ensure you are prepared for the Immersive course you choose. 

      All Immersives include:

      Exploration into new concepts and tools through expert-led lectures and discussions.A deep dive into topics and techniques via independent, pair, and group projectsIndividualized feedback and support from your expert instructional team.The opportunity to apply what you’ve learned to homework assignments and unit projects, building out a professional portfolio to show off job-ready skills.

      Let’s review General Assembly’s four Immersive Programs: Software Engineering, Data Analytics, Data Science, and UI/UX Design. 

      The Software Engineering Immersive

      Get a solid base of fundamental programming and computer science knowledge, as well as experience with languages, frameworks, and libraries employers demand.

      Throughout the course you’ll learn to: 

      Explore programming and computer science fundamentals, as well as software engineering best practices.  Create a front-end web application with modern JavaScript frameworks such as Angular or React. Develop and deploy full-stack applications with in-demand technologies such as Ruby on Rails, Python with Django, and Express with Node.js. Build secure full-stack applications by leveraging common design and architectural patterns like model–view–controller (MVC) and Representational State Transfer (REST). Practice version control and collaborative software development with Git and GitHub.Safely model and store data in SQL and NoSQL databases. Consume and integrate third-party application programming interfaces (APIs) in an application. 

      Curious about the student experience? Hear from a General Assembly grad who soon landed a role using Hired after completing the Software Engineering Immersive: 

      “GA was a chance to make a career change. Although [the course] was a lot to take on, it allowed me to learn so much in a short time frame. [GA] really helped prepare me for my current position, giving me the confidence to learn quickly and efficiently.” 

      As for the job search, “Hired was very easy to navigate and use. I particularly enjoyed how it alleviated the grind of sending out many applications. I could see my profile getting views and soon I was invited to interview for several companies… Hired gave us the platform to communicate and made the experience so simple. This process was also relatively quick for me — I got a job offer within two months of finishing the course!”

      The Data Science & Data Analytics Immersives

      Be poised to succeed in a variety of data science and advanced analytics roles, creating predictive models that drive decision-making and strategy throughout organizations of all kinds.

      Throughout the courses you’ll learn to: 

      Collect, extract, query, clean, and aggregate data for analysis. Gather, store and organize data using SQL and Git. Perform visual and statistical analysis on data using Python and its associated libraries and tools. Craft and share compelling narratives through data visualization. Build and implement appropriate machine learning models and algorithms to evaluate data science problems spanning finance, public policy, and more.Compile clear stakeholder reports to communicate the nuances of your analyses. Apply question, modeling, and validation problem-solving processes to data sets from various industries to provide insight into real-world problems and solutions. 

      The UI/UX Design Immersive

      Learn to approach problems with creative and technical acumen and design the next generation of successful apps, websites, and digital products.

      Throughout the course you’ll learn to: 

      Identify and implement the most effective methods of user research to gain a deeper understanding of what users want and need. Use interaction and visual design techniques to craft a dynamic digital product that brings delight and function to users. Conduct usability testing to make product experiences more accessible for diverse user populations and environments. Learn best practices for working within a product team, employing product management techniques and evaluating technical constraints to better collaborate with developers. Produce polished design documentation, including wireframes and prototypes, to articulate design decisions to clients and stakeholders. Touch on the basics of hot topics like service design, design operations, and design leadership. Engage in real client work to execute the UX design process from start to finish with sketches, user research, and prototypes.

      Where does Hired come in? 

      Simplifying the sourcing process

      When a graduate finishes the program, Hired and General Assembly have a specific process to connect companies with talent in the respective Immersive sectors. Here is insight from Outcomes Partnerships Manager, Lupe Colangelo, on the process:

      “When a student is close to graduating, their Career Coach outlines the Hired platform to the class and shares the signup process using materials GA and Hired have collaborated on to make the process easy!

      GA and Hired have created onboarding materials to make the signup process seamless for students. We communicate closely when students have questions and have held quarterly Ask Me Anythings where we walk through the Hired platform and have the Hired team join to answer student questions live.

      We recommend that all of our graduates sign up for Hired so they can take advantage of the platform and showcase their skills in this way.”

      Connecting employers to non-traditional talent

      At Hired, we encourage organizations on our platform to search for and connect with General Assembly graduates. Employers can do this easily by searching, “General Assembly Immersive” in the keyword search. GA students get interview requests from top organizations and these employers take advantage of focusing on skills-based hiring and diversifying their teams with non-traditional talent.

      Caroline Sequeira, HR Coordinator from OpenAsset was impressed by high-quality candidates with unconventional backgrounds:

      “I was blown away by how prepared Nell was overall. Because she comes from a non-traditional background as a former nurse, I was very impressed with her ability to walk me through some of her projects she worked on at GA, the way she talked about different technical skills that she learned at GA and how she used them in her projects. Overall I was impressed by her ability to incorporate her skills and experience in the healthcare industry into being a successful Support Engineer on our team at OpenAsset.

      She came prepared to discuss her background and did a great job talking about her experience as a nurse and her experience at GA, and how both of those experiences have led her to where she is today.

      Nell has been an absolute pleasure to work with and we are very happy to have her. For future opportunities, it is a no brainer I will be reaching out to GA grads on Hired. I really enjoy using the Hired platform – it’s straightforward, organized, and sends reminders for scheduling interviews. Plus, there are definitely a lot of highly intentional candidates on the platform – just like Nell!”

      Empowering companies to build their teams

      Marc Fischer, CEO of Dogtown Media, and General Assembly go way back. He considers access to General Assembly grads on Hired a fundamental part of building his business: 

      “General Assembly has been a fantastic partner since the early days of founding our mobile tech studio, Dogtown Media. In fact our first UX design hire was a graduate of GA’s first ever UX Immersive cohort. We’ve found GA’s emphasis on training UX designers, product, and engineering talent to address real world problems via user-centric technology has been a huge contributor to our team’s success in the mobile app development space. Whenever we have talent needs, our partners at Hired and GA have been there to support us and I’d recommend them to any company looking to supercharge their growth.”  

      Ready to make your career transition?

      As an Immersive student, you’ll receive dedicated support from career coaches who will help you set goals, make a roadmap for success, and stay on track with your job search.

      With a GA course, you’ll:

      Get an inside look at the industry through day-in-the-life talks, hiring panel discussions, guest speakers, and more.Cultivate a competitive candidate mindset, learning to assess your skill set against job descriptions, track progress, and recognize opportunities.Develop your professional brand: Polish your online and in-person presence, and build confidence to set yourself apart in interviews.Tap into an exclusive global network of experts, influencers, and peers, plus learn strategies for leveraging your existing connections, in person and online.Become an active contributor to the General Assembly alumni community.After graduation, you’ll also gain access to resources to help fuel a lifetime of learning. Dive into new topics or continue honing your new skills with discounts on a suite of tools, passes, and packages to premier events, and more.

      Regardless of where you are in your career right now, this is your reminder that it’s not too late to make a change to do the work you love. The Hired and General Assembly partnership was designed to guide professionals like you toward their dream job.

      See a GA Immersive Program you’re interested in? Get more information and see if you’re eligible for a discount. More

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      Tech Candidate Spotlight – Phillip Chan, Senior Software Engineer

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      Can you share a little bit about your educational background and what has made the biggest impact on your tech career?

      I have a traditional degree from UC-Berkeley. However, it’s not in Computer Science, but Applied Mathematics and Statistics. Later, I got an online Master’s degree in Computer Science to support my career from Georgia Tech.

      I don’t think my educational opportunities made as measurable of an impact on my career compared to industry experience. That is what has been really valuable for launching my tech career.

      What would you like to learn more about?

      I want to learn more about tech-related topics to enhance my career and understand industry trends. For non-tech topics, I’m interested in topics related to general career growth.

      Related: Check our blog for insights into tech career growth.

      What led you to pursue a career in tech?

      Compensation! Compared to any high compensation jobs, Software Engineering was easier for me to get into. [I think] there is no [better] way to make a good compensation than Software Engineering.

      Related: Use our Salary Calculator to see how companies value your experience.

      How has your skillset evolved over the course of your career?

      I studied a lot of different Software Engineering courses for my Master’s Computer Science degree. I don’t think the knowledge from those  courses evolved my skillset by very much but it laid a foundation for my understanding of the basic concepts.

      What is the one area you would specialize in?

      I would pick Machine Learning. It’s something I am interested in and should polish my skills in more!

      Related: How to Become a Machine Learning Engineer: Tech Career Guide (Video) 

      Is your new role different from previous ones? 

      Yes, I’m now in an entirely different industry. I went from a banking and ATM services company to an advertisement technology company.

      What excites you about this new role?

      I feel most excited about the new team I get to work with. It’s a great workplace atmosphere and the projects they are working on are top-notch in the industry! Also, the employee benefits they have are great perks.

      What was your job search experience like before you joined Hired?

      Before joining Hired, I got LinkedIn messages or emails from different recruiters. I think the difference between joining Hired and messages from different recruiters, Hired has a central place for me to schedule everything.

      So it was more efficient and organized for you – great! What’s your best advice for jobseekers registered on the Hired platform? 

      Get ready for interview requests from recruiters in advance. I recommend starting to prepare on the first day you register on the Hired platform. I received at least four interview requests within just a few hours. However, I was not well prepared for them [yet]. Don’t make that same mistake!

      Related: Resources for interview preparation: 

      What would you tell someone who’s curious about Hired?

      It’s easy to use, and it’s REAL. I got many interview requests and ultimately a job offer using Hired.

      Congrats on the job, Phillip! Interested in landing a great Engineering role like Phillip did? Complete your free profile on Hired today!

      About LiveRamp

      LiveRamp is data enablement platform helping companies and their partners better connect, control, and activate data to transform customer experiences. Founded in 2012, LiveRamp has between 1,001-1,500 employees and is headquartered in San Francisco.

      Tech Stack

      Java, Go, Ruby, Hadoop, Kafka, Kubernetes, Google Cloud Platform, React, Ruby on Rails, Scala

      Benefits

      Life/health/dental/vision/disability insurance, 401k matching, work-from-home flexibility, unlimited time off, remote first, tuition reimbursement, management training, and more. More

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      Recruiting Technology is the Lynchpin to Solving Talent Shortages

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      Recruiting has a long reputation for being a tedious process: posting jobs individually to multiple job boards, sifting through LinkedIn profiles, sorting through stacks of resumes, and reaching out to candidates one by one to schedule interviews. But it doesn’t have to be.
      Recruiting technology can help companies find higher-quality talent faster and with less upfront investment. But many recruiters are too overwhelmed keeping up with the onslaught of hiring to take steps to get ahead.
      How We Got Here
      Companies are in a hiring crisis—but they didn’t get there overnight. Many corporate recruiting teams were first on the chopping block when economic uncertainty loomed at the start of the pandemic. With those layoffs, conversations with talent already in the recruiting pipeline went dark.
      Flash forward nine months: Business is booming in many industries, turnover is reaching record highs as the Great Resignation takes hold, and what recruiting resources do remain are stretched thin with redundant and manual tasks. That unsustainable balance has held true ever since.
      But what if the economic tides turn and the rumored recession comes to fruition? Employment experts say that high-skill fields like tech and healthcare will continue to face labor shortages, even if demand in other fields tapers off.
      Efficiency is the Answer
      Businesses won’t be the same in a post-pandemic world—and neither will recruiting. The solution is to use the current inflection point to revamp outdated recruiting processes and be better stewards of the time and resources that your organization does have.
      Investments in recruiting technology are about hiring efficiency. Nothing will ever replace a human voice extending congratulations and a verbal job offer to a selected candidate. But what recruiting technology can do is apply data intelligence to repetitive tasks—like job posting and candidate filtering—so that recruiters can focus their time and effort on connecting with high-quality candidates.
      On average, Robert Walters – the largest global staffing company – states that recruiting technology has enabled its consultants to be 68% faster at managing candidate applications. That’s a huge windfall as recruiting teams struggle to keep up with the torrid pace of hiring in today’s business environment.
      Find Better Candidates Faster With Refined Filtering
      Speed is critical to winning high-quality candidates in a tight labor market. Delays in the hiring process can mean missing out on talent that has secured other job offers in the meantime.
      Instead of manually filtering through applications—and introducing human bias into the process—recruiting technology can automatically sort candidates based on customized criteria using machine learning and data intelligence. That means that an all-star application can be at the top of the digital pile from the moment it’s submitted, and recruiters can follow up on the lead before it grows cold.
      Get More From the Data You Already Have
      Data is the modern business’s most valuable asset—and that adage applies to recruiting data, too. Yet 46% of recruiters say that they don’t have enough data to make smarter hiring decisions.
      With recruiting software solutions, recruiters aren’t left guessing if broadly focused job boards like Indeed attract higher quality candidates than association-based or industry-specific job boards. Rather than relying on self-reported data from job candidates (did they see that post on LinkedIn or was it on Monster.com?), recruiting technology can automatically pull in that data and correlate it with the applicant quality score.
      Recruiting technology can also offer real-time insights into which job postings are attracting top-quality candidates. This kind of actionable data lets recruiters adjust course in the middle of recruiting efforts and direct time and resources away from job boards that aren’t yielding results before a failed search occurs.
      Better yet, gathering and analyzing recruiting and hiring data doesn’t require adding yet another dashboard to your organization’s fleet of measurement tools. By integrating into existing business dashboards (e.g., Tableau) recruiters can not only show their value in terms of return on investment for their hiring budget, but also how recruiting efforts can ultimately contribute to the business’s bottom line.
      Redesigning the Candidate Experience
      Recruiting software doesn’t just benefit HR professionals; it can also improve the candidate experience. By automating simple tasks like follow-up communication, candidates aren’t left wondering if their applications went into a digital black hole. Moreover, accelerating the hiring process means candidates can make informed decisions when accepting offers and aren’t left wondering about what could have been.
      Tackling today’s talent shortage will require multifaceted solutions—but recruiting technology is the lynchpin. By automating administrative tasks, focusing resources on the job boards that are attracting high-quality candidates, and accelerating hiring processes, everyone wins.
      By Alex Fourlis, President at Broadbean. 
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      Common FAQs from Jobseekers: Answers to Help You Craft a Professional Resume (VIDEO)

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      Have questions about building your resume as you navigate the job search? We shared the answers in our AMA-style discussion (now on-demand!) to address FAQs about resume optimization for the job search. Keep reading for an inside look into what the experts had to say. 

      You’ll hear from these Hired team members:

      Sophia Koehl, PartnershipsJules Grondin, RecruitingNate Becker, Candidate Experience

      Read the beginning of the conversation here and scroll down to access the full webinar. 

      Do recruiters look at resumes?

      Jules

      Simple answer for me – we absolutely look at resumes. A resume is what’s going to get you to an interview and you really want it to pop. We’ll definitely talk more about that in the next few slides but overall keeping your resume concise and straight to the point. Recruiters don’t want to read through something lengthy, but a resume really is what’s going to make you stand out and move on to the interview process. We see what your job background is in your career and if you’re going to be qualified for a role.

      Nate

      I would say absolutely as well. When you create a Hired profile we encourage you to upload your resume the moment you sign up so companies have a full picture of your professional background. The employers on our platform want to see your resume in addition to your profile. They love to go check out that resume and corroborate your experience. We find that candidates who do upload a resume get more attention on the platform and see more interview requests. It’s really great to note that recruiters and employers are looking at the resume. This leads me to wonder how long they look at it. I’d be curious about what our attendees think about that. 

      Sophia

      Nate, I think you are right on par. Let’s go ahead and start a poll. How long is it that the average recruiter spends looking at a resume? Is it less than 10 seconds, 30 seconds, one minute, or two minutes?

      Looks like the winner of the poll is 30 seconds. Well, we’ve got an answer for you on how long it really is. On average, employers and recruiters look at resumes for just 6 to 7 seconds. However, the amount of time varies from company to company. A lot of times, these are humans looking at resumes but there is a consistency to call out. The study, done by Ladders, points out resumes with a simple layout and clear sections and titles performed better mostly every time. That’s an important takeaway.

      Other key topics from the conversation include: 

      Explaining resume gapsMaking a resume stand out for a remote jobHighlighting transferable and technical skillsHow to know if an ATS can read your resumeAnd more!  More

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      in Talent Acquisition

      How to Build Leverage in a Volatile Job Market (VIDEO)

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      Check out a sneak peek of our recent webinar (now on-demand!) to learn how to feel confident entering the job search in an uncertain market. Based on Hired’s 2022 State of Tech Salaries data report, expert panelists discuss salary trends and the impacts of remote work and a volatile economy, share strategies to build confidence and leverage in a salary negotiation, and offer an inside look at the employer side of compensation packages.

      You’ll hear from:

      Talk Talent to Me Host, Rob StevensonFounder & CEO of Ladies Get Paid, Claire WassermanCareer Expert, CPCC, & CPRW at TopResume, Amanda AugustineDirector of Global Talent Acquisition at Glassdoor, Amy Farrar 

      Read the beginning of the conversation here and scroll down to access the full webinar. 

      Hello, everyone out there in Webinar Land. My name is Rob Stevenson. Welcome to the 2022 State of Tech Salaries Webinar, How to Build Leverage in a Volatile Job Market. We’ve assembled a fantastic panel to help you out and to discuss the report to send you off into the world with some great advice for how you can adjust your resume, position yourself, and understand more about what’s going on on the other side of the interview table. 

      I’m going to give you a quick background on this report in a minute but at a very high level: all you need to know is every year Hired releases this report based on the data we have on the Hired platform of hundreds of thousands of job offers made and accepted. It includes everything from the time it takes to salary and title information. We have an understanding on what candidates are ranking really highly in their own job search, and how companies are balancing that and making sure they can remain competitive. 

      We’re going to go through the report and key takeaways. Then, we’ll have our panel unpack the report and put it into terms that you can use in your own career hunt. 

      Now, let’s meet our awesome panel. Again, I’m Rob Stevenson, your humble host. Under normal circumstances, I host and produce Hired’s podcast, Talk Talent to Me, but desperate content calls from desperate measures. Today I am helping this webinar along its merry way and I couldn’t be happier to do so. Also here on the panel with us is the Co-Founder of Ladies Get Paid, Claire Wasserman. Claire, welcome to the webinar and would you mind sharing a little bit about your background and company?

      Claire Wasserman

      I started Ladies Get Paid in 2016 out of extreme frustration and anger around the wage gap and the leadership gap. Before I started Ladies Get Paid, I wasn’t a recruiter but I worked in the recruitment space. I was Director of Marketing for a company that connected talent in advertising, tech, and design. Ladies Get Paid is all about education so we do webinars, conferences, and summits – anything to bring women the tools to make more money and live better. 

      We also have a global community because there’s a lot of power in peer-to-peer sharing, just as much as there are experts sharing. I’m deeply motivated to get women, specifically, into positions of power and I think it begins with asking for more. Negotiating is a way we can at least have agency over our own wage gaps. 

      It really can change not only your life and this year’s paycheck, but generations to come, families, and communities. There’s so much power in speaking up, standing up, and asking for more…  More