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      How to Recruit in a Recession — From Someone Who Knows

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      As some industries make headlines for layoffs or hiring freezes over fears of a slowing economy (and potential recession), talent acquisition teams feeling market shifts firsthand may think their only option is to slow down with it.
      Many may even be looking positively at the opportunity for rest after the frenzied, white-knuckle pace of hiring over the last year has had recruiters burning the candle at both ends. While the space to take a momentary breather is much deserved, waiting out macroeconomic trends is not a safe strategy — for business or for job security as a TA pro.
      Hiring teams that have become too comfortable with a reactive, offer-letter-after-one-interview environment should be wary of waiting for the next shoe to drop. If you drift for too long, you risk being too far behind to catch up when it does.
      In short: The threat of a recession is not a reason to pause executing your talent strategy. Instead, think of it as permission to reset it, by resetting your mindset — from one that is reactive to one that is proactive.
      First, take that long weekend or vacation you’ve been putting off. When you’re back and refreshed, let’s look at what a proactive recruiting mindset can look like.
      10,000-foot view
      There are two important truths that come with a recession and its impact on hiring. Those of us who were here in 2008 can attest:

      No matter what, some companies will panic and eliminate headcount — this is normal.
      Because the market is more vulnerable, candidates will be more hesitant to switch jobs.

      By embracing these two truths, we can determine how a strategy may need to shift. For example, If your organization has removed all job posts, it’s time to refocus energy on bolstering your talent pipeline.
      And knowing that talent is going to be less laissez-faire about making a job switch, recruiters must prioritize creating and nurturing relationships — with confidence and trust — over dangling shiny objects.
      At a high level, this means recruiters will need to kick the habit of endless sourcing and get outside of their comfort zone to stay relevant with candidates. That’s a big change for at least 55% of recruiters, who say they spend the majority of their time sourcing, according to the recent State of Outbound Recruiting in 2022 report by hireEZ.
      3,000-foot view
      Change is tough, and easier said than done. As a former recruiter, I know how busy each day is. When you’re busy, you tend to stick to what you know: LinkedIn, job boards, copying and pasting the same email outreach that worked that one time. It’s hard to be productive when you’re buried under requisitions.
      Fortunately, a slowdown in hiring will provide the opportunity to make some changes — to become more proactive. To make it easier, here are a few ways to get started:
      Be more selective
      You likely now have more time to identify the best candidate — so take it. It will be key to look for opportunities to maximize the value brought to the job level as well as to broader business goals.
      At the job level, work with hiring managers to become familiar with the minutiae of any given role. What are the skills within the skills that are required? What kinds of tasks will the individual need to complete each day, each week, each month, each quarter? What are the strengths and weaknesses of the current team dynamic? What capabilities or traits are desired outside of skills and knowledge? Are there any organizational changes coming that would impact whoever is in the role?
      At the business level, understanding how the best candidate fits can forward strategic objectives. Is the company focused on creating more leaders? Are there goals to improve company diversity by hiring more talent from underrepresented communities? Is the company interested in expanding its global footprint? What benefits or perks do you see competitors offering for similar roles?
      When you are ingrained in the needs for the role, beyond the job description, you can bring a much more nuanced set of requirements to the table when looking for the perfect match. And when you understand how the role will impact the business strategy deeply, you can ensure that the match will help drive the company forward.
      These proactive steps will help you choose candidates with such an increased level of detail that you’ll naturally improve engagement and retention for every hire.
      Nurture with more meaning
      In a recession, recruiters need to keep all candidates engaged so that they are always thinking about their company. Now is the time to get creative with how you nurture.
      Take the time to work on your craft and research your talent: Test new message styles, their length, and timing, and work at making your outreach personal. Ask yourself, what are they into? How do they like to communicate? Try to develop a message that is so customized for that individual that it wouldn’t work for anyone else. Think about how you can stand out from the other recruiters blowing them up.
      Consider adopting new technology that can help you maximize your existing databases. For example, test recruiting software that can clean up and enrich profiles in your ATS, so you can regain attention and interest from previous candidates and build a pipeline that’s prepared for the next busy season.
      Look for recruiting platforms that have engagement features built in, such as email sequencing and scheduling, so that you can reach highly qualified candidates directly, and plan your hyper-personalized outreach in advance.
      Scientists test hypotheses so that they can proactively set up an experiment to succeed. Be a scientist — test and experiment to set yourself up for success.
      Understand what works
      Sometimes data tells a very different story than what we tell ourselves. But it can be hard to find the time to take a look back at the information we have. Now’s the time for recruiters to look at what worked, what didn’t, and what questions you don’t have good answers for.
      Take a deep database dive to review past hires; see what trends surface that can help you reevaluate candidates for the future, and reassess KPIs. Did time to hire improve with candidates who had to go through fewer interviews? What changes to the hiring process impacted retention? Do you have an easier time getting responses when recruiting for more senior roles? What commonalities can you find about candidates who ghosted you?
      A solid talent strategy should also take into account what broader industry and competitive trends can reveal. Certain recruiting platforms now provide the ability to compare your company’s performance against competitors. Having insight into data like average salaries by functional area, popular geos for specific roles, or at what time talent might be more willing to make a change, can help you proactively optimize your approach for the future.
      1,000-foot view
      Breaking habits can be hard, but what better time to make changes in your approach to recruiting — to improve your game — than when the market is changing.
      When it comes to adopting a proactive mindset, the worst-case scenario is you increase your expertise and expand your capabilities. The best-case scenario is you have people ready to join your organization even before you’ve even sent out offer letters. Take it from someone who recruited in the last recession.
      Shannon Pritchett is Head of Community at both hireEZ and Evry1 (which she co-founded in 2021). Prior to joining hireEZ, she served in a variety of recruiting roles and later leveraged her industry experience and expertise to hold leadership positions at Moxy, SourceCon, CareerXroads, and beyond. As a talent acquisition leader, she remains passionate about connecting companies with their most valuable asset — people.
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      Mind the Gap: How Recruiters Can Help to Close the Gender Pay Divide

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      Current headlines are littered with debates on pay in a post-pandemic hybrid world. Strikes in the UK amongst barristers are gaining momentum, professional services sectors are fighting a salary war and eye-watering C-suite bonuses are coming into question. Yet, there is still an audible silence surrounding the UK’s ever-widening gender pay gap.
      According to Major, Lindsey & Africa’s latest In-House Compensation Survey, the UK is falling behind internationally when it comes to remunerating its General Counsel equitably, with a staggering $81,610 difference between base rate salaries for men and women.
      This is just one example of the pay discrepancies that still exist amongst the top talent, but these findings exemplify that there is still a long way to go to bridge the divide. A major overhaul and culture of change in the workplace seems daunting, but small changes at the very start of the hiring process would make a world of difference.
      The affordability gap
      With a talent war raging, hiring women can no longer be seen as a diversity initiative if they are not being paid fairly. Female candidates are increasingly being hired because they are equally good for the job as their male counterparts. At the same time, they are often still considered the more affordable option. Masked by the guise of a diversity initiative, this conversely widens the pay gap. Progress will be limited if we only succeed in having more women in the boardroom but do not equitably remunerate them.
      Lessons from across the pond
      A clear-cut difference in culture is also emerging between the UK and the US when it comes to transparency surrounding pay. It is still true that In American businesses, candidates and employers alike are more willing to talk about money. This more transparent approach in the states has a huge influence on power dynamics, making conversations about salaries and bonuses more of an open discussion than a taboo to shy away from. For instance, we found that last year the difference between male and female GCs and CLOs’ bonuses in the UK stood at $179,825.
      How can candidates expect to negotiate a pay lift if they are not willing to discuss it? Fostering a culture of transparency within a company will not only bring to the fore any glaring inequalities but also encourage women to speak up about their current packages or ask for more money when joining a new company. If we dance around the matter of pay, the stigma will only continue to propagate the pay gap.
      Reversing expectations
      A simple change recruiters and HR departments alike can make when hiring new talent, is to ask a candidate what their salary expectations are, rather than their current package. Valuing the position to be filled rather than the individual conversely may result in more than the standard 10-15% uplift when moving role, but this is exactly what is necessary to close the gap. If women are to truly stand shoulder to shoulder with their male counterparts in the workplace, they must first be considered as such and we need to be ambitious about expectations. When hiring a new candidate, the discussion on salary should focus on the expertise, experience, and skills they can offer.
      If the UK is to truly champion women’s equality in the workplace, systemic and deep-rooted bias and taboo will need to be broken down. The best way to do this? Start from the beginning. Recruiters’ negotiations for a candidate’s new role are the first step to breaking a cycle that has allowed the gender pay gap to become so entrenched and in opening up conversation, the stigma reinforcing the glass ceiling will start to be broken down.
      By Tanja Albers, Partner, In House Counsel Group, Major, Lindsey & Africa.
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      What is DEI? How Does it Improve the Sales & Tech Job Search Process?

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      A survey of tech and sales talent revealed there’s some confusion around the acronym DEI, prompting some respondents to ask, “what is DEI?” In this article we’ll explain it as well as explain how Hired, as a company and a tech and sales career marketplace, helps jobseekers and employers experience more equitable hiring. 

      What is DEI?

      Diversity, equity, and inclusion (DEI), together, are indicators of a progressive and supportive workplace centered around employee wellbeing and sense of belonging. In a field as forward-thinking and transformative as tech, DEI provides the necessary foundation for greater innovation through a range of voices, experiences, and backgrounds. 

      Diversity 

      The first pillar of DEI, diversity, signifies the presence of difference in characteristics including:

      EthnicityRaceGenderAge Sexual orientationDisabilitySocioeconomic statusReligion

      Diversity means everyone is welcome. In a less palpable sense, diversity also exists in the vein of thought. Different people bring different ideas and approaches spurring creativity and efficiency. In these areas, homogeneity can’t compete. 

      Therefore, to be competitive, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.

      Equity 

      Equity helps level the playing field by ensuring impartiality and equal access to opportunity for every individual through recognition of biases and barriers. 

      In the context of gender, data from our 2022 Wage Inequality Report shows despite progress, women are still overall less likely to receive an interview request than men. This situation could be described as an “opportunity gap.”

      Equity means everyone has the opportunity to participate. A robust pipeline of diverse candidates will not have the chance to develop unless there are equitable processes in place to allow a variety of individuals to be considered.  

      It’s important to note that equity and equality are not interchangeable terms. While equality also aims to provide resources for everyone to succeed, it does not consider that people start on a different footing. Equity, on the other hand, accounts for these disparities by providing support, or opportunity, based on imbalances in power and privilege. 

      Inclusion 

      Inclusion, the last pillar of DEI, ensures the workplace is a safe space for every employee to engage and feel they belong. It means empowering employees to bring their most authentic selves forward and feel comfortable contributing their insights, knowing they will be heard. 

      Inclusion means everyone gets to contribute. It upholds diversity by embracing every identity and fostering a workplace for all individuals to thrive. 

      DEI gives everyone a seat at the table, creating opportunities for novel connections, pioneering conversations, and unprecedented insights.

      What does DEI mean to Hired as a company?

      As a leader in diversity recruiting and hiring tools, we have a direct impact on equitable hiring and are committed to building equity in the hiring process. We are on a mission to empower connections between ambitious people and teams, but can’t accomplish it without supporting a diverse workforce. Embracing diversity helps us live out our values and drives our mission forward.

      By putting people first, we prioritize development and wellbeing. Doing so helps people flourish and feel valued, knowing they can bring their best, authentic selves to work.

      At Hired, we find strength through inclusion because what makes each person unique makes us all strong. 

      How Hired embraces DEI as an employer

      As a company, we’re always evolving, but some of the ways Hired demonstrates DEI is following the principles when attracting and hiring talent. 

      For example, when we create job descriptions, we use tools like Textio to identify any language considered counter to our DEI efforts. 

      We support an employee resource group, or ERG, called Unite. They lead internal efforts in partnership with the People Team in the form of professional development, open discussions, and building awareness. 

      This year, one of Unite’s activities has been to host a book club featuring books by diverse authors. They also sponsor philanthropic activities. 

      Interested in working with us? See open roles here.

      5 Specific DEI features and tools on Hired’s platform to help jobseekers and employers 

      One of the reasons leading talent organizations use Hired is to drive diversity in their hiring. Here are some of the features we’ve developed based on data and insights to reduce bias. 

      When employers use them, it creates greater equity for jobseekers and a more DEI-friendly environment. Along with our policy of including salary upfront in interview requests, these help improve gaps in expectations, wages, and opportunities. 

      1. Diversity Goals

      We launched Diversity Goals last year as a new way for employers to prioritize outreach to underrepresented talent, without removing relevant matching candidates. Updated filters easily surface these jobseekers to recruiters and hiring managers. 

      Diversity Goals makes the impact of DEI in hiring clear. Companies with open positions using this feature more than doubled their pipeline of underrepresented candidates. Companies using Diversity Goals also had both a lower wage and expectation gap compared to companies who didn’t use the feature. 

      More good news is the amount of employers using Diversity Goals continues to grow rapidly, meaning companies and jobseekers will continue to see the benefits of DEI in action.

      2. Salary bias alert

      Our data continues to show groups who are paid less also expect lower salaries than their white, male counterparts – even if they have the same experience. In our 2022 Wage Inequality Report, we found race contributes to the expectation gap – with Hispanic women and Black women only expecting $0.91 to every $1 salary of their white male counterparts in 2021 Hired data.

      The Salary Bias Alert feature addresses wage inequality goals by notifying employers if they are offering a lower salary than they typically do for a given job role. This helps eliminate the impact of bias on a job offer and holds employers accountable.

      3. Bias reduction mode

      Bias, even when it’s not conscious, can impact sourcing decisions. Activating this mode removes jobseekers’ profile pictures and names so employers focus evaluations solely on skills and experience. 

      4. Salary Calculator

      Hired’s Salary Calculator determines salary benchmarks based on real interview requests, helping jobseekers know their worth. It is a great tool to compare salaries in some of the top cities worldwide, depending on your years of experience. See what you could be making with a company on Hired!

      Related: Evaluate the Job & Negotiate the Job Offer You Deserve

      5. Assessments

      Hired assessments enforce skills-based hiring by helping employers evaluate applicants’ skills remotely with customizable relevant, valuable, and consistent questions. These assessments help reduce hiring bias by leveling the playing field and standardizing evaluation processes.

      “Technical assessments are a valuable tool for candidates to showcase their skills to employers because it goes beyond explaining what you do on a resume…it shows the employers how skilled you really are!”Lupe Colangelo, Employer Partnerships Manager @ General Assembly

      Jobseeker resources: partners who support DEI

      Numerous Hired partners promote opportunities for underrepresented jobseekers across upskilling, cross training, and community. By supporting and partnering with organizations like these we can help connect employers with a more diverse pipeline of employees: 

      Related Blog: Coding Bootcamps Non-Traditional Education for Tech Talent

      Are you an employer looking to drive DEI in your organization? Hired is here to help. By leveraging our platform’s innovative DEI tools and transparent salary data, build diverse teams and close critical wage gaps—one hire at a time. 

      Want to learn more about how to advocate for DEI and be an ally? Watch the 2022 State of Wage Inequality in Tech: Close the Gap with Advocacy & Allyship Webinar below.

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      Tech Candidate Spotlight – Ricardo Xavier, Software Engineer

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      Thanks for joining us, Ricardo! Can you share a little bit about your educational background?

      I have my Bachelor’s degree in Computer Science and I later pursued a Masters degree in Distributed Systems, which I completed in 2019.

      Which educational opportunities have made the biggest impact on your tech career?

      My Bachelor’s degree was the experience that really shaped my way of thinking when approaching problems. It made me realise building software is more than making something fulfill a basic functionality. It is also about fulfilling non-functional requirements and thinking ahead about possible issues we may encounter during the whole software lifecycle.

      What would you like to learn more about?

      Taking into account my new position in software engineering, I would like to dig into some of the most common databases and how they work internally. Non-tech related, I would like to read more about soft skills like time management.

      What led you to pursue a career in tech?

      My interest in solving problems using software and my natural curiosity about things are the two main reasons behind my pursuit of a tech career. Since I was a child, I knew what I wanted to do when I was older. I was lucky to have a computer at an early age.

      This unlocked my passion for computers and since then, I’ve spent a lot of time in front of a screen. However, I only began coding in high school and by then, I already knew I wanted to study Computer Science at university.

      Related: Hired Releases 2022 State of Software Engineers Data Report

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

      It’s definitely still evolving. I feel like there is a lot to learn. Initially, I felt having knowledge gaps wasn’t okay but with time I’ve realized it is totally fine – I just need to continue working on filling the gaps.

      If you chose to specialize in one area, what was it and why?

      I chose to specialise in Distributed Systems. I am fascinated by the problems that arise when software needs to scale up and how every little detail can make the difference in these systems.

      Is your new role different from previous ones?

      It’s completely different. Previously, I worked for one of the top low code platforms on the market. My role was to ensure that one of the high availability services was fully operational all the time and I was tasked with incrementally adding functionality to it.

      My new position is a data-centric engineering position in which the biggest challenges are connected to ingesting and processing big loads of data.

      Related: Tech Candidate Spotlight – Kyle Mercer

      What are some of the things you’re most excited about in your new role?

      Making software that scales with large volumes of data is something that excites me. Entering this new area that I don’t know a lot about is also a great opportunity for learning.

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

      I’ve only been through the job search once after college. It was the traditional way of finding a job where I created a CV and searched for positions on numerous websites. It was a tiring and frustrating experience.

      What’s your best advice for job seekers registered on the Hired platform? 

      Build a strong profile! Highlight your best achievements, show the impact you had in your previous job experiences, and share the value you can bring to a new company. If you have a hard time assessing your impact, ask for a second opinion from someone who has worked closely with you.

      They will probably be able to identify things you’ve done that impacted the team/company positively. Remember that a team achievement is also your achievement, so I encourage you to share those achievements with the world.

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

      If you’re looking for a job in tech, give it a try. You have high chances of finding a great match for your profile. Hired is new to HRs in my local area so I was unsure of whether I would find something that would match my profile and skills here. However, I was surprised to see Hired got me my best offer after searching for jobs on multiple platforms. It has brought me here so I definitely recommend that you try it out.

      Any general advice you’d like to give other tech professionals?

      The best advice I can give a tech professional was given to me a few years ago at a college conference: Take half an hour each week to learn about and work on yourself. It will bring huge benefits in the long run, and you should focus on learning both hard and soft skills.

      About LandTech

      LandTech is a software company building B2B SaaS Products for the Property Industry, empowering property developers to build the places that communities need to thrive. Founded in 2014, LandTech has between 51-200 employees and is headquartered in London.

      Tech Stack

      Node.js, MongoDB, EC2, JavaScript, Vue.JS, AWS, Kubernetes, Elasticsearch, TypeScript, Test Driven Development (TDD), Continuous Integration (CI), Continuous Delivery (CD), DevOps, PostgreSQL

      Benefits

      Health/dental/vision/life/disability insurance, maternity and paternity benefits, unlimited time off, tuition reimbursement, conferences reimbursement, flexible working hours, and more. More

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      Starting a New Job? 10 Ways to Set Yourself Up for Success

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      The First 30 Days are Critical When Starting a New Job

      Starting a new job is often a mix of emotions: excited, nervous, and frequently, overwhelmed. Regardless of the company and role, the first 30 days are instrumental in setting yourself up for success. Use these 10 tips to help you get the most out of your first interactions, and ensure you’re ready for the inevitable challenges.

      1. Introduce yourself – a lot

      No matter the role or team, it’s important to take the initiative to introduce yourself when starting a new job. You likely won’t know everyone you will end up working with over time. Establishing introductions early will help you connect with more of your colleagues and avoid awkward interactions down the road. Even if you’re not a social butterfly, make an effort to at least say a quick hi – it’ll be worth it.

      2. Ask questions

      No one expects coworkers starting a new job to know everything at first. Even if you’ve performed the exact role somewhere else, there will be things to learn about your new role and company. It might be workflows, policies, or leadership preferences. 

      Approach this time with a beginner’s mind. Demonstrate your curiosity, interest, and enthusiasm. Ask questions when they come up – of leaders, peers, and people across the business. This helps you accelerate your learning, build interpersonal connections, and get a broader understanding of the company, your team, and role.

      Take notes during presentations to ask at the designated time. The goal is to be inquisitive, not disruptive. Listening is equally important to asking so be receptive to answers with eye contact and active feedback. Don’t forget to follow up with a thank you. This not only expresses your gratitude for their time and response, but fosters a positive relationship moving forward. 

      3. Say yes

      Even if you’re not exactly sure what you’re saying yes to, accept new opportunities. Perhaps a different team is looking for help on a project, or your manager has an unexpected request. By diving in you may earn respect, learn more about the business, and explore your potential there.

      Caution: 

      While it might be tempting to say yes in an effort to please colleagues or take it all in, do not overextend yourself. As you establish a good impression at the start of your new job, you don’t want to compromise the quality of your work by spreading yourself too thin. To combat this, ask questions about the project or opportunity, and discuss it with your team lead or manager. Ask for their help prioritizing and setting realistic expectations about these extra tasks. 

      4. Set goals as part of starting a new job

      Starting a new job often comes with (at least) some ambiguity. It’s only natural to want to get your bearings before committing to goals. However, you should have some preliminary targets to help you focus early on. 

      Your goals might change but this will help set you on the right track – or realize you should consider a different path. Many companies have best practices around creating a 30-60-90 day plan to structure priorities and communicate expectations during intro meetings.

      Related: 30/60/90 eBook with free template for employers onboarding tech engineers.

      5. Keep a list of roadblocks/opportunities:

      You have an incredible advantage as a new employee. When you’re onboarding, you have “fresh eyes.” This perspective is often a great value to your team and company. This is not about noting failures or complaints. Use starting a new job as detecting opportunities and potential solutions. 

      Keep a list and review them with others as appropriate. It might be in a 1:1 with your manager, or among team members. Sometimes, it’s helpful to phrase them as questions. 

      For example, “I’ve noticed we refer to X by Y. Is that an internal term? What’s the reason behind that?” Remember, you’re showing curiosity and interest. 

      If, in this example, there’s no good reason or history to support this label, then introduce your suggestion. “I wonder if it confuses customers? Most people refer to X as Z, even if it’s not the technical name. Maybe we should rethink the communication around X to make it easier for our customers to find.”

      6. Ask to be included

      Leverage being new to the team – you don’t know everything yet. Use this to your advantage by asking to be included in anything you are interested in. The worst answer you can get is no – and even then, colleagues and leaders will appreciate your curiosity, a valuable quality in a new team member.

      7. Figure out who you need to know

      Be aware of who to reach out to when you need to accomplish something. Use introductory meetings to understand how your role overlaps with and affects others. This will help you stay organized when seeking assistance with future tasks and provides direction amid what can feel like a sea of people. 

      Approach individuals wisely and don’t make the mistake of discounting support staff. Whether interviewing or working, treat everyone with respect. It’s often administrative staff who become allies or have the ear of key decision makers. 

      Being friendly with an executive’s personal assistant, for example, often helps to keep you in the loop on important conversations and decisions.

      8. Build alliances when starting a new job

      Observe and identify people you’d like to know better. They may be especially sharp, seem to have things figured out, or make a comment on a common interest. Even if you don’t end up working together, it’s important to form friendships in any workplace – for your sanity, professional network, and understanding of the company.

      Make an active effort to connect with a variety of colleagues. This includes team members across a range of levels and with varying tenure. You’ll collect a diverse portfolio of perspectives. Established employees can offer deep institutional knowledge to help reduce your learning curve, while new hires (like you!) can bring fresh ideas and the camaraderie you need to feel settled. 

      9. Get to know your team

      Lastly, and perhaps most importantly, the beginning of a new job is prime time to really get to know your team. You generally get a bit of a pass when it comes to your output in the first few weeks, so take the time to set up one-on-ones, lunches, or whatever it takes to integrate into the larger team. 

      In addition to understanding what each person is responsible for within the business, do what you can to get to know them as people. Building authentic relationships generally leads to more effective collaboration and fewer tensions when resources are constrained.

      10. How to connect when starting a new job remotely

      Working from home, or remote work, for many employees has become the preferred option. In a Hired survey, only 1% of respondents said they preferred an in-office environment 100% of the time. So, if you’re starting a new job remotely, how do you make personal connections with your new co-workers? In a WFH setting, you’ll need to be extra intentional about communicating and making the effort to connect.

      Co-working Spaces

      Dropbox, like many large companies, uses co-working spaces like Studios. Located in many metropolitan areas, Studios provide spaces for co-workers to meet up, conference rooms for meetings, or just to get out of the home office for a while. 

      Dropbox Technical Recruiting Manager Marcus Mackey used one to participate in a Hired webinar event. 

      “I’m in our New York studio today. I’m doing this panel and there’s a number of other folks here as well. I try to get in here once a week to meet with a couple of folks on my team, to build those connections in person, which I think are super important.”

      Virtual Options

      Identify immediately which tools the company uses and familiarize yourself with them. Schedule casual introductory meetings, or “coffee chats,” and attend the company-hosted virtual events. Happy hours or “game nights” via Zoom may be essential to feeling integrated and comfortable with your team. 

      Outside of video, you can also be an active communicator via chat. See if your company has group chats available for employees to connect and discuss topics that may or may not be related to work. At Hired, fun Slack channels are aplenty (“Pupdates,” “Random Coffees,” and “Book Club” to name a few). 

      The “Random Coffees” channel, for instance, randomly pairs two employees each week for a one-on-one virtual meeting “over coffee.” These virtual “watercoolers” humanize our interactions and support socialization among employees across all teams and time zones. Consistently contributing and participating demonstrates your interest in being part of the team and helps you develop bonds in spite of the distance. 

      Starting a new job is easy when you are ready to hit the ground running.

      Implementing these tips will help you confidently establish yourself in a new role and make your first month a little less overwhelming. When you make your presence known, express your interest and enthusiasm in work, and make an effort to connect with team members, you are off to a strong start. 

      Are you looking for a new role in tech or sales? Complete a free profile and let employers come to you!

      Curious how Hired helps jobseekers find great roles in tech and sales? Learn how our platform helps you create meaningful connections with top employers. More

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      “Buckle Up and Ride the Economic Storm” Says Veteran Recruiter 

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      As the UK heads towards yet another recession, the common mistakes business leaders make are the knee-jerk reactions of lowering headcount, freezing hiring, and sticking our heads in the sand when it comes to finances. All of which are a sure way to hinder future business growth and undermine overarching business goals. Of course, human beings’ fight or flight mode exists for survival reasons, but these tactics are a very temporary fix to a very long-term problem.
      While we are all guilty of receding to our safe place in times of trouble, business leaders should be buckling up to ride the economic storm to the best of their abilities, with the ultimate aim of coming out the other side ahead of competitors.
      Protect your assets
      While it may be tempting to knee-jerk into headcount reduction during tough economic times – especially with inflation hitting a 40-year high at 9.1 percent – this may end up being more damaging to businesses in the long run.
      Now more than ever, employers should be doing all they can to protect their most valuable assets – their staff. History has taught us time and time again that those who recognize this will be the ones who benefit later down the line. As the market recovered from the 2008 crash, reports showed employees felt their employers had ‘lost sight’ of the support they needed and subsequently, left en masse once things improved.
      Don’t let your talent pipelines dry out
      Staff retention should be a priority during rocky times but hiring managers should be seizing the opportunity to look for talent while the rest of the competition’s heads are down. Ensure that your job adverts are appealing to the correct audience, put some money behind LinkedIn advertising or use the services of a recruitment partner.
      Anything that you can do to raise the profile of your business, communicate your messages with your networks and demonstrate yourselves as an attractive employment prospect, will be crucial to future-proofing your business. It may seem counterintuitive now, but when your competitors are clutching at straws on the rebound, you’ll be thriving.
      Mind out for salary inflation
      The cost-of-living crisis’ grip is tightening, and as such, it may be tempting to raise pay for your staff to offset costs. Triggering a ‘wage-price spiral’ should be approached with caution, as inflationary pay rises are inflationary in itself – and companies will only raise consumer prices further – becoming a vicious cycle we may never venture out of.
      The recent news of management consultant giant PwC announcing a 9 percent pay rise for thousands of staff to offset the costs of living is setting a dangerous precedent. A popular move with staff, of course, but once other businesses follow suit there’s no sight at the end of the tunnel. PwC may well have the best intentions at heart (although remember they are also fighting in the war for talent), but it is a major player, and where it leads, others are sure to follow.
      Understand your finances
      Ensuring that you fully understand your income and expenditure is crucial to remaining in control. In a recession, remember that cash is king. Watch costs like a hawk and ensure that your business has sufficient liquidity to operate for longer than you would expect in normal times.
      The challenge during a recession is always to balance your costs and revenue to ensure that you can still generate profit as well as nurture and protect your valued clients and staff. This may require looking at different outlets for your products or services or mining existing relationships more intelligently (more likely a combination of both).
      What’s next?
      While it’s difficult to predict what the next six months have in store for us, especially with the ever-unstable government, there are already signs in the US that inflationary pressures are beginning to ease. One might expect a leveling off or even the beginning of a decline in inflation in the last quarter of this year.
      Of course, nothing about this economy and the job market is easy. The financial challenges are completely new to some, and ‘yet another hurdle’ for others, but the strategy remains the same. Be cautious but buckle up for the long term. The last thing you want is to emerge from your bunker in six months’ time to find your business landscape decimated.
      If the last two years have taught us anything it’s that we can be agile in the face of uncertainty but also that risks may be well worth taking. After all, it should be a walk in the park compared to navigating through the uncertainties of the pandemic.
      By: Dominic Wade, co-founder of specialist HR and Finance & Accountancy recruitment firm, Wade Macdonald. He founded the firm in the early 90s and since has weathered three financial crises and a pandemic. 
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      in Talent Acquisition

      How to Handle an Employment Gap on Your Resume (Flip the Script!)

      by

      You’re not your work history

      Addressing an employment gap on a resume is one of the most common worries keeping job seekers up at night. It’s been drilled into our heads that if you’re not working, you’re wasting away. 

      There’s a prevailing, persistent belief out there that if a hiring manager or recruiter sees even a small gap on a resume they’ll automatically assume the applicant is a slacker who can’t hold down a job. 

      This simply isn’t true. Consider these recent stats from a 2021 LinkedIn survey: Just under four in five hiring managers (79%) say they would have no issues hiring a candidate with a gap in their resume.

      The relationship between “job hopping” and DEI 

      “Considering ‘job-hoppers’ for roles is a DEI practice many employers may not realize. In many cases, ‘job-hoppers’ have had more barriers than others in the workforce.” This could mean many things, including health challenges, economic hardships, caregiving responsibilities, or transportation issues.

      “To be frank,” being a serial “job-hopper” is one of the things I credit to my career success. My skills are varied, my familiarity with different industries is comprehensive, and my understanding of organizational culture is robust.”

      Brittany King, Senior Manager, TA-Talent Intelligence & Diversity, and a member of Sista Circle: Black Women in Tech. 

      Employment gap a deal breaker? Not anymore

      Not having a job for a year or longer may have been considered a deal breaker by most decision makers just 10 years ago or so, but the narrative surrounding career gaps has changed considerably since.

      You can probably guess the biggest reason why: COVID-19. The pandemic sparked an absolute tidal wave of layoffs, furloughs, and self-imposed sabbaticals to care for loved ones. 

      In light of everything that’s happened over the past few years, it doesn’t make business or ethical sense to discriminate against otherwise attractive job candidates due to a career break anymore (self-imposed or otherwise).

      That being said, you still absolutely have to touch on and explain your resume gaps. Here’s what Allison Rutledge-Parisi, senior vice president of People at Justworks, recently told Protocol: 

      “I sense in the atmosphere a change from the days earlier in my career. If you see a gap on a resume, it’s no longer a red flag at all. It’s an area of inquiry. But the inquiry is not assessing if it’s OK or not. The inquiry is more like, ‘Wow, what did you do?’”

      Give me a break!

      On a day to day basis, the average working professional has little time to consider the bigger picture of their career. When we’re preoccupied with what our current job needs from us on a particular day, it can be all too easy to forget about what we truly want from our careers.

      Another LinkedIn survey from earlier this year reports 69% of people say taking a career break helped them gain a new perspective and outlook on what they really want from life. 

      Even more revealing: That same survey tells us that just under half of hiring managers (48%) believe most candidates are too negative about their job gaps, undervaluing themselves in the process. Meanwhile, 64% of job seekers wish there were a better way to broach the subject of career gaps on resumes and during interviews.

      What does all of this tell us? Both employers and applicants are ready to put to bed the outdated notion that one must hold down a steady job from the moment they finish school to the time they retire. 

      Yes, your resume is about your career in your chosen field, but to a greater extent it’s about you. Your story isn’t limited to periods of employment. Here are a few ways to flip the script on career breaks, and use gaps in your resume to your advantage.

      There is no success without adversity 

      At Leet Resumes, we always encourage resume writers to emphasize their career wins and accomplishments. Showcasing successes sends a clear message to readers: “I’m good at what I do, and I’m ready for my next career challenge.”

      Well, what’s a success story without a little adversity to overcome? One research project published in the scientific journal Basic and Applied Social Psychology investigated what hiring managers want to hear from applicants during interviews. While achievements are great, the study found interviewers really wanted to hear about the setbacks and problems interviewees encountered on their way to those successes.

      Gaps in your work history can serve this adversarial role on your resume. Yes, taking a break from work for whatever reason isn’t ideal. But, if you frame these gaps in the right light, using the right verbiage, they may work in your favor by showcasing your resilience and commitment.

      Not working doesn’t mean not growing

      You may be wondering how exactly to frame unemployment as a positive, especially on paper. The simple answer comes down to staying busy. You need to address the time period you weren’t working in some other way on your resume.

      The best way to do this is via some type of institutional connection. Maybe you went back to school, or completed a new certification in your field. Volunteering for non-profit work, especially for a good cause, is another great way to show readers that you may not have been working – but you were still learning, growing, and pushing forward. 

      Consulting roles, attending industry conferences and virtual events, and even part-time or one-off freelancing gigs, can work too. 

      The biggest mistake you can make with an employment gap

      The #1 mistake to avoid here is leaving a year plus long gap on your resume totally unaddressed. Doing so virtually guarantees recruiters and hiring managers alike will assume you spent your time off moving exclusively from the couch to the kitchen.  

      Avoid lengthy explanations about an employment gap

      If we put COVID-19 aside for a moment, the three most common reasons people usually take an extended sabbatical from full-time work are:

      semi-retirement (taking a year off for travel, etc), they were fired, or electing to stay home as a full-time parent or caregiver.

      It’s likely that many who fall into one of those three categories did not maintain any type of formal institutional connection during their employment gap years. If this is your situation, don’t waste much room on your resume explaining the finer details of your story.

      At Leet Resumes, we believe brevity is best across all aspects of resume writing. Even when describing your biggest career wins it’s best to keep things short and sweet. This applies even more so when addressing gaps in work history.

      Instead, go with a single sentence addressing the time period in question with a positive spin toward the future.

      If you’ve spent the past couple years caring for your family, write something like:

      “Stay at home parent, family of five, excited to re-enter the workforce. 2020-2022”

      You can keep it even more vague:

      “Energized to return to work after a period of personal growth. 2020-2022” 

      You’ll have an opportunity to better explain your work gaps during the interviewing process. For now, there’s no reason to take up any more valuable space on your resume than needed. 

      Never adopt an apologetic tone about your employment gap

      It’s important to be transparent about your career breaks, but that doesn’t mean you should be apologetic. Again, the hiring handbook from a decade ago just doesn’t apply anymore. 

      Remember the statistic stating 48% of hiring managers believe candidates are too down on themselves over career lulls? If you frame your work gaps as a failure warranting an apology, or immediately sulk when the topic is brought up in an interview, it sends the wrong message. 

      “Do not apologize for doing what you need to do for your professional and personal growth.  Taking time off for whatever reason is sometimes necessary. Be confident in your decision to take time off and be prepared to be confident in your answer to why you did it.”

      Lexi B, Founder of Sista Circle: Black Women in Tech.

      Not all periods of unemployment are our own choice, but you always control the greater narrative of your story. Even if you were unceremoniously fired, turn it into motivation. Use it to propel you forward, not a hindrance holding you back.

      That was then, this is now

      Decision makers are no doubt more open to considering candidates with gaps in their work history nowadays, but they’ll still need to know that you’re serious about seeking employment. 

      Be sure to make it clear that today – in the here and now – you’re absolutely chomping at the bit to pick up where you left off and never look back. No employer wants to hire a new worker only to have them disappear shortly thereafter. It’s essential to frame your employment gaps as temporary siestas.

      Ideally, the message is you made meaningful use of your time off and you’re ready to return as an even better professional version of yourself.

      You’re not just your career

      As we wrap this article up, it may be useful to touch on resumes in general for a moment. Most people tend to think of their resume as a mere description of their careers, but that’s a gross oversimplification.

      “A resume is an art and not a science. As a recruiter I want to get a glimpse of the impact you’ve been able to accomplish and what you’re passionate about. The gaps in your experience are less important to me than the story I’m being told in your resume.” 

      Amal S., Fellowship Recruiter @ Formation

      When recruiters sit down to read your resume, they want to learn about you as a person – not just every job you’ve held since college. If you get the job, it’ll be you reporting for duty on Monday morning, not your resume.

      Addressing an employment gap the right way, and showing you didn’t let a bump in the road derail your journey, will speak to your character and persistence far more than any boring old corporate achievement.

      Need some help with your career?

      Feeling like you could use some assistance with your job search? 

      Consider creating a free profile on Hired and have companies apply to interview you for tech or customer-facing roles! 

      Related: 

      Hired partner Leet Resumes helps jobseekers revise their resumes for free. 

      Hired partner Sista Circle: Black Women in Tech (BWiT) is a solidarity group dedicated to supporting Black Women in technology, including providing community and networking.  More

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      in Talent Acquisition

      Tech Candidate Spotlight – Graham Hensley, Senior Engineering Manager

      by

      Hi Graham! Can you tell us about your educational background?

      I got a traditional degree in Computer Science several years before the introduction of the first iPhone. I taught myself Android application development through reading the books of Reto Meier and attending conferences and meetup groups. I naturally found my way into leadership over the course of my career because I never had a problem explaining tech to non-tech people. 

      Which, if any, educational opportunities, have made the biggest impact on your tech career?

      I have learned the most from meetup groups and gathering with fellow hobbyists and professionals. Passion can be contagious, so hanging out in groups where everyone is motivated to learn and develop a skill will give you the energy to keep going. 

      What would you like to learn more about?

      I’ve been pushing myself to better understand the crypto field and writing smart contracts in Solidity. 

      Related: What’s the Deal with Web 3.0 & How Does it Affect Tech Talent?, Partners for Upskilling

      What led you to pursue a career in tech?

      My parents were both in the field and understood how much it would be a part of the future. They made sure I was always exposed to tech. My first computer was an IBM 386. My parents showed me how I could use code to make the computer play guessing games with me.

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

      I wouldn’t say I’ve chased fads, but as the world has changed from Windows apps to websites, mobile apps, and crypto contracts, I have been following along and trying to adapt to what companies and consumers want. 

      Is your new role different from previous ones?

      This new role is a change of industry. I went from being the manager of a team of Application Developers to being a manager of a team of Hardware and Firmware Engineers. 

      What are some of the things you’re most excited about in your new role and company?

      The opportunity to learn new things. After 3 years at my last gig, I didn’t feel like I was growing and I felt that I was just maintaining the status quo. It’s great to be outside of my comfort zone and learning new processes and acronyms. I was also worried that my skills would not transfer over and that somehow I had plateaued. However, it’s been very reassuring to change companies and still feel like I know how to make an impact.

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

      It was slow. I was searching over the web, looking for job descriptions that felt right. I was constantly writing intro letters and dealing with no or slow responses from companies. 

      What’s your best advice for job seekers registered on the Hired platform?

      Follow the site guides to get your profile in good shape – and then relax. The process works and you will start hearing about really interesting opportunities.

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

      Try it!! 

      About Mason America

      Mason America is a software development company transforming mobile deployments the same way AWS transformed website development, making it easy for anyone to turn an idea into a smart product and ship it to anywhere in the world. Mason has between 51-200 employees and is headquartered in Seattle, Washington.

      Tech Stack

      Android, Node.JS, AWS, Python, AOSP, Git, Terraform, Ansible, Kubernetes, Docker

      Benefits

      Health/dental/vision/life/disability insurance, maternity and paternity benefits, fitness reimbursement, mental health benefits, flexible working hours, matching charitable donations, and more. More