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

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      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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      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

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      What Should Your Facebook Budget Be When Targeting Your Next Candidate?

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      As one of the ‘original’ social media platforms, Facebook broke the mold when it came to market in 2004. Initially, a place for friends and family to connect – while that’s still the case – many businesses are noticing how effective it can be when engaging a relevant audience.
      And for organizations and HR teams that are wanting to attract candidates and grow their teams, social media is proving to be a highly proactive, and cost-effective talent acquisition tool.
      While many employers might head straight to Indeed or LinkedIn to set their job ad live and wait for responses, that’s fine – and several brands will see success via this route – however, they also shouldn’t write off Facebook completely.
      Nearly two decades since the platform went live, today it’s the third most-visited website in the world. Millions of business owners still swear by it when raising their brand credibility and selling their products and services successfully. And many are doing it all extremely efficiently without bursting their marketing budget in the process.
      So, for the organizations that have a recruitment drive being managed from start to finish by the HR team – and there’s some cash to spend in order to engage and nurture the right candidate through to the application stage – how much should be set aside for promoted posts on social media that ensure their latest vacancy is being seen by the right person, at the right time?
      In truth, it comes back to how much the organization can afford. And while that might sound a bit, ‘how long is a piece of string?’, here’s the good part – brands can get a better message out via social media compared to using a costly third-party platform.
      Saying more via social media
      For example, an organization can roll out a Facebook Ads campaign that’s focused purely on recruitment – including ads that cover more detail about their company culture, information on what the vacancy entails, and Corporate Social Responsibility commitments that set the business apart from competitors, and exactly how a talented individual can positively impact their growth ambitions.
      And none of this has to cost a fortune.
      If HR teams are still unsure as to how much they should spend, firstly compare the rate that it’d cost to engage a recruitment firm and divide it by half. So say, for example, there’s $2,500 to spend in total – firstly, that’s a lot of money which will go very far with Facebook Ads.
      Of course, it’s dependent on the industry and also who is managing the engagement throughout the campaign roll-out.
      But, sticking with the example of a $2,500 budget to play with, HR teams can break this down even further. By putting in $550 per month, the daily spend can be around $40 to not only create a top-of-the-funnel ad to draw people in but also leave enough room to interact with candidates without worrying it’ll go over budget.
      For example, from the $40 a-day spend, $25 of it could be specifically used to target a relevant demographic of jobseekers. The remaining £15 may then be purely dedicated to nurturing those individuals who have engaged with the ad – perhaps asking them to input their details or upload their CV.
      Quick tips – dos and don’ts
      Do…
      Use image-led ads, as well as some other content formats such as:

      Videos: these could cover existing employees talking about the company culture or showcasing a ‘day in the life’ of a specific role.
      Carousels: maximizing as much content about the vacancy as possible in a digestible way – from testimonials to client logos showing who the employer works with, the employee perks, and salary. Different CTA links per slide should encourage applications – such as ‘Apply Now’, ‘See Job Description’, ‘Find Out About Our Culture’, and so on.

      If the company’s tone of voice is quite quirky or chatty, think about newsjacking opportunities – everyone’s seen the Lionel Richie (‘Hello, is it me you’re recruiting for?’) meme for example.
      Could this creative be in keeping with the brand as the main image and therefore be more engaging for the target audience?
      Finally, make sure the copy used is accessible and to the point:

      Join Our Team
      We’re Hiring
      Could This Be You?

      If employers are beginning their Facebook Ads journey and need something straightforward and quick – tap into the platform’s simple-to-use form.
      Don’t…
      Use a landing page. While that might be the first choice for many organizations when requesting candidate information, unfortunately when users are sent ‘away’ from Facebook, the platform can’t see the analytics and so it’s difficult for recruiters and HR teams to understand engagement rates.
      Another benefit of the Facebook form is that it’s pre-populated, so when a candidate clicks on an ad, that information is far quicker to retrieve than someone manually sending a CV or covering letter.
      And a quick note for recruiters when using Facebook Ads during talent acquisition too is to make the content relatable. Use real people who can tell a story to the audience, build brand credibility through testimonials, and create a sense of authenticity with the comms that are designed to make job seekers ‘stop the scroll’.
      Overall, the advice is to almost work out the budget by reverse engineering what the organization wants to achieve and where they want to be seen. Facebook has many benefits compared to third-party platforms and can often be a more cost-effective option, so don’t write it off when the next recruitment campaign is ready to be rolled out.
      By James Urquhart, Managing Director and Co-founder of Let’s Run Marketing
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      Evaluate the Job & Negotiate the Job Offer You Deserve

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      Editor’s note: this is Part 3 in our series with our partner, Makers, “Build Confidence and Take Control of your Job Search Series.”

      After a successful interview, a job offer often comes next. The offer stage sometimes creates discomfort and uncertainty for job seekers. When do you bring up compensation? How do you negotiate a salary? What should you ask for? Is the offer a good fit for you?

      These are all questions Hired and Makers answer in this chapter. Learn how to check offers and negotiate the salary you deserve! If an interview ends in rejection, learn how to tackle that, too.

      Get Started with Salary Negotiations

      Most of the time, the sourcer or recruiter will ask what you’re looking for in base salary or total compensation. Don’t feel put on the spot! Instead, if a screener asks for your expected salary range, ask about the salary band, or budget for the role.

      Pro Tip: It’s illegal in a growing list of areas to ask candidates for a salary history, or about their current compensation. Doing so promotes bias. These laws are known as a salary ban, not to be confused with a salary band, as mentioned above.

      If this doesn’t come up in initial phone screens, you can start the salary conversation early in the interview process. Be polite, don’t make it your first question, but don’t wait for an offer, either. Waiting to bring up salary until the end of the process doesn’t do you any favors. The early discussion helps you get in front of salary negotiations. 

      You could choose to say, “I’m sure you value alignment as much as I do. Can you share the salary band budgeted for the role?” You may have follow up questions to qualify that number. Is it base plus bonus? Is that a total compensation number, including benefits? Nobody wants to make a false assumption.

      Make sure you are clear about your personal priorities during the interview process. Determine your value in the marketplace before setting foot in an interview. This is very important for women. Female job seekers sometimes undervalue their contributions to the marketplace. This is known as an expectation gap.

      Hired’s salary calculator helps you with this task. We  recommend a starting point for you using data from the marketplace. The Hired platform alerts you to the discrepancy so you are able to make changes if you set expectations too high or too low.

      Remember, this number is just a starting point. Keep your priorities in mind as you negotiate. Some job seekers choose flexibility in exchange for entering a high-demand industry. Don’t share minimum expectations as they can result in low offers. Think about the salary offer that makes you excited to take the job and pursue this number.

      How to Negotiate Your Salary & Benefits

      Ask if you and the company are on the same page regarding salary after stating your expectations. The salary offer isn’t always what you expect or a number that satisfies your needs, and that’s ok. Communicate your desire to negotiate salary quickly so the company can respond.

      State your passion and motivation to join the company. Then, explain that the current offer doesn’t work for you. Be direct and be very clear if you intend to give a counteroffer for your salary. Let the company know that you plan to accept the role if they meet that number. Companies ready to move forward quickly respond when candidates are ready to start.

      Tech jobs and sales jobs have differing salary components. Base salary, target bonus, and equity are common for tech role offers. Fixed compensation and variable compensation or base salary plus commission are components of a sales job salary offer. Benefits and perks are usually included in both.

      Consider negotiating other benefits beyond salary. Getting creative can help you get what you want when there is no wiggle room in the base salary. Some possibilities include:

      Sign-on bonusGuaranteed annual bonusExpedited raiseMoving stipendStocks or RSUsPaid time offHealth benefitsLearning stipends

      Examine the Offer

      Once you lock in salary negotiations, it’s time to take a hard look at the offer. Look at all elements and decide which are the most important in your eyes. Write down your priorities – this trick helps you hold yourself to them.

      Consider these areas when checking your job offer:

      People element – your manager, team culture, and company culturePlace element – location of the office, company size, industryThings element – compensation, benefits, perksTiming element – do you need to find a new job right away, or is there time to be choosy?

      Rejection is Just Redirection

      Sometimes it just doesn’t work out, despite a great interview. Don’t take this personally! Rejection doesn’t always mean you did something wrong or weren’t qualified.

      Stay solution-oriented to keep future doors open. The way you handle rejection can make or break this relationship. Ask the company for feedback. Learn what you can to improve your future interviews. You never know when another position will open. Be civil and respectful despite rejection.  It often leads to new opportunities on different teams or at other offices. Besides, there’s no guarantee the person they hire will work out. It happens more than you think.

      Do you feel like you need to upskill to be more competitive? Makers offers opportunities to increase your technical skills!

      Land the Job Offer You Deserve on Hired

      Master the job search process from start to finish with these easy to follow steps. Hired.com helps you every step of the way! Our Customer Experience managers help candidates achieve success throughout the hiring process. Complete your free profile on Hired’s job marketplace. Be sure to optimize it with these tips, and let employers search for you!

      Related:

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      Ageism in Recruitment: Why We Need to Change the Way We Think

      by

      While both older and younger generations have suffered the effects of ageism in the workplace, those that sit within older age groups seem to have borne the brunt of this harmful way of thinking in recent years.
      The ageism trend has only been accelerated by the repercussions of Covid-19. After the pandemic, Baby Boomers and a significant portion of Gen X took early retirement, deciding against returning to full-time work due to the shortage of opportunities available to them.
      With individuals over 50 leaving work due to lack of support having been identified as the biggest cause for labour shortage across the UK, ageism has the potential to have a detrimental impact that extends far beyond the damage to individuals and businesses.
      The issues with recruitment in the UK
      Hiring managers’ bias towards employing older individuals has been known to be one of the main causes of ageism within recruitment, and with only 24% of HR leaders between the ages of 25 and 30 saying they felt motivated to recruit workers in the 55 to 75 age category, younger generations’ preconceptions seem to be one of the main problems.
      The new generations’ bias is causing them to miss out on the plethora of benefits that working hand-in-hand with people of different ages can have, but also contributing to existing issues within the recruitment industry.
      The recruitment crisis is still rampant in the UK, as the number of unfilled positions has risen to a new record of 1,300,000 between March and May 2022, up from 1.295,000 in the February and April quarter.
      And retention is a problem too, with figures revealing that around 994,000 individuals moved jobs between January and March 2022 in the UK. This shows that businesses are not putting enough effort into retaining their workforce, making them feel valued and presenting them with a path for future progression.
      Additionally, if we are only willing to offer employment to the younger generations, older age groups will naturally feel there are no longer any opportunities available to them, opting for early retirement instead, which is likely to cause the recruitment crisis to become worse in the next few years.
      Why are current recruitment practices not working?
      The implications of ageist hiring practices are multi-faceted, but their effects have undoubtedly been felt by many job seekers within older age groups.
      A research project investigating ageism in recruitment in the UK revealed that around 30% of individuals between the ages of 50 and 69 felt the application process itself put them at a disadvantage because of their age, while around 23% of those who participated said that it is the way that job adverts are written and marketed that is particularly problematic.
      These findings provide interesting food for thought for recruiters: biased screening processes and job descriptions could easily put off certain individuals from applying for a job, causing businesses to lose a potentially perfect candidate. For instance, hiring processes that are entirely digital or that require the use technology older individuals may not be familiar with would naturally penalise older applicants.
      Evaluating the efficacy of their recruitment practices should be the first step for hiring managers and talent acquisition teams, particularly establishing whether these include any elements or processes that would ostracise certain individuals.
      What’s the answer?
      If an organisation has built teams predominantly comprising younger individuals, they should consider asking themselves whether they have – consciously or subconsciously – avoided hiring those within older age groups, and why.
      While having three or four different generations within the workplace may potentially lead to some minor generational clashes, it also has the potential to be beneficial for all age groups, which is why businesses should empower individuals of different ages to work together.
      This should involve utilising behavioural science to identify key traits in individuals to establish whether they will be able to work well together, regardless of age. Knowing exactly how workers collaborate with other individuals, manage stress or react to change are all factors that can help hiring managers make the right decisions and avoid age bias.
      Hiring managers should first and foremost establish what individuals’ abilities are, how they behave in different situations and what sets them in motion. While there is no one answer for every business, our focus should be on making hiring practices as inclusive as possible, which starts with making decisions based on data and focusing on skills and qualities that truly matter.
      Ultimately, biased hiring practices are exacerbating the labour shortage and causing businesses to miss out on a huge portion of talented workers capable of really making a difference.
      By David Bernard, founder and CEO of behavioural assessment firm AssessFirst.
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      How to Become a Machine Learning Engineer

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      Hired & Exponent Partner for Engineering Career Advice Video Series

      Hired recently completed a video series with our partner Exponent, featuring three of our talented engineers: Nico Thiebaut, Prakash Patel, and Dan Baker. They discussed topics such as:

      How to Become a Machine Learning EngineerEngineering Manager vs. Individual Contributor PathTop Programming Languages to Land a Job (in 2022).

      Here’s a quick summary of the first one! To watch the full interview, scroll down to the bottom of the article.

      How has the Machine Learning and AI career path changed over time and what’s behind that evolution?

      It’s constantly evolving. There’s a clear shift from machine learning and pure data science to a more holistic approach to roles. As companies collect more and more data, it’s inevitable to try to build predictive models. I think it’s a natural result of the age of data collection.

      What kind of education, technical knowledge, and soft skills are necessary for machine learning engineers?

      Success is achieved as a machine learning engineer from various backgrounds. Even though the role has been around for some time, it still feels new. While we look for diversity on our team, we try to hire people whose strengths will combine well with existing team members.

      Educationally, solid understanding of computer science and math is standard. In addition, I’d say:

      experience with software developmenta sense for businessstatistical modeling skillsunderstanding probabilitiesgreat at managing dataunderstanding DevOps is helpfulhow to develop and deploy models to production smoothly.

      No one person is skilled at all of these equally. It’s incredibly difficult to find someone who would check all of these boxes immediately, but I suggest spending the time to develop these skills in a basic way, at a minimum. Then, figure out which areas really drive you and find a team that needs that energy. Because machine learning is changing all the time, it’s likely you’ll find a time that’s a fit for your skillset.

      Are there computer science degrees and certifications for Data Science and Machine Learning?

      It’s a common mistake for companies to require machine learning degrees. Why? They’re relatively new, so there are few people with those specific credentials. Frankly, the demand for engineers with an ML degree doesn’t match the supply.

      A lot of folks, myself included, come to machine learning engineering from quantitative fields. I have a PhD in physics. On our team, we have people with computer science, traditional software engineering, and mathematics backgrounds. They’ve all moved into an ML role well. You don’t need a specific degree to be successful, it seems very open to various experiences.

      How can you pivot from different engineering fields? Which roles might be easiest?

      While pretty flexible, I’d say traditional software engineers who remember math concepts well probably have the easiest time and quickest path to success. Another extremely useful and valuable transferrable skill is the craft of software engineering. It can take a long time to develop that.

      So, if you’re someone who has, you’ve got a big headstart. More ML engineer practitioners strengthen software development skills as they become more experienced, obviously. So, if you’re a software engineer, the pivot is a natural one.

      What do machine learning interviews typically look like?

      Generally, they resemble interviews for software engineering roles. It commonly starts with a couple of technical interviews. You may meet with a cross-functional stakeholder, someone you’d likely work with on a project. This person might be from a department like Revenue, or Product Marketing and less technical.

      The interview with the hiring manager may be toward the end. As for the technical portions, they’re commonly divided into software development and algorithms. The direct machine learning portion may use math concepts more directly.

      What are the biggest career growth opportunities in the machine learning AI space?

      There’s so many! Regarding modeling, dealing with textual data and natural language processing (NLP) are big. If you haven’t heard of the transformers revolution, it’s a new collection models incredibly efficient at comprehending language.

      As for machine learning, MLOps is one to watch. At the crossroads of machine learning and DevOps, we’re seeing more and more roles in companies. Teams need someone who knows how to plan and execute deployment efficiently.

      There’s also room for generalists. Machine learning skills are highly transferrable.

      Related: In a survey of software engineers on Hired’s platform, they identified the hottest trend in tech as AI, Machine Learning, and Big Data, with 55.1% of respondents ranking it first. (Hired’s 2022 State of Software Engineers.)

      What are the most important skills to develop as your machine learning career grows?

      Versatility and curiosity! Because the field is changing and growing quickly, keep learning! Learn the new techniques for modeling, technologies, the foundations – all of it. Don’t box yourself in by investing too much time in any one technology.

      Watch the complete interview here:

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      in Talent Acquisition

      Wayfair Invests in Technology Teams Across North America

      by

      Online Retailer Opens Four New Tech Hubs in Seattle, Austin, Toronto, and the Bay Area

      In order to continue to recruit the best technical talent from across North America, Wayfair announced in 2021 plans to invest in technology teams with four new locations in key cities. These Technology Development Centers (TDCs) in Seattle, Austin, San Francisco Bay Area and Toronto, Canada have dramatically opened up their technical pool to a wider and more diverse audience. They’ve already resulted in hundreds of new employees in these regions. 

      Roles include infrastructure engineers, software engineers, experience designers, data scientists, analysts, and product managers. These roles play a huge part in a variety of solutions, from emerging machine learning and data science techniques that help Wayfair customers find the perfect product within their 22 million+ item inventory.

      Initiatives also include innovative merchandising powering brilliant, inspiring product imagery, to platforms helping suppliers to grow their business by reaching customers more effectively. 

      Related: Wayfair scored so well on equitable, efficient, and transparent hiring processes, they ranked in the Top 10 Enterprise companies (US) on Hired’s 2021 List of Top Employers Winning Tech Talent.

      Why Wayfair is Great Place to Grow Your Tech Career

      Austin TDC Project Manager Kanya McCann says, “Wayfair is full of opportunities and growth in the tech space. With so many different orgs across the enterprise, you could venture to learn something new in every space.

      In my time here, I have worked in several organizations that I have never been able to before (i.e. Supply Chain and Legal, just to name a couple).”

      Wayfair Culture

      Leopoldo Hernandez Oliva, a software engineer at the Austin TDC agrees. “Wayfair is a magnificent place for anyone that is new or well-seasoned in the tech industry. You’ll find Wayfair’s culture is inclusive, fun, and super supportive. 

      This is my first tech job. Before joining Wayfair I had held different roles in teaching, customer service and even providing applied behavioral therapy. The interviewing process was pretty straightforward and I was helped by recruitment along the way. I relocated from Boston to Texas and I was given plenty of time to do so.

      Once at Wayfair, you’ll find the vibe pretty relaxed and the org structure super cohesive. We work in small teams composed of highly tenured to the new talent, like me.

      Ramp up was individually tailored and I was made to feel like my work contributed to the overall success of the team at large.

      Wayfair’s main office is located at the heart of Boston, MA., right inside Copley Square Mall. There are tons of things to do around the area. Wayfair also has offices in California and Texas, and is expanding soon to Seattle and Toronto.  Wonderful cities that are vibrant and at the vanguard of tech advancement.”

      “Wayfair Tech is a great place for talented and smart individuals to work and have fun while doing it,” adds Jill Tonelli, Waybassador Program Manager. “We are constantly solving fast paced challenges and working together as a team across many different functions and skill sets. 

      More Than an Onboarding Buddy, the Waybassador Program is Integral to Wayfair Culture Within Technology Teams

      Jill Tonelli explains, “the Waybassador program was created to ensure the Wayfair culture is instilled in the new Tech Development Centers opening up across the US. It is exciting and different than a traditional buddy program because it is likely the Waybassador’s first time living in the new location too; as many Waybassdors moved.” 

      “My situation is unique in that I was hired in the beginning of the pandemic, so I interviewed remotely, was hired remotely and have been remote since my onboarding,” says Kanya McCann. “For me, the Waybassador Program differs in that someone is “dedicated” to you. 

      It’s an unbiased person to get you ingrained in the Wayfair culture and welcome you. That person is someone specific that you can build a relationship with and really get to know.” 

      Leopoldo Hernandez Oliva says,”the Waybassador program aims to pair tenured Wayfairians with new hires at the newly aforementioned locations. New Wayfarians continue onboarding procedures according to their individual team but Waybassadors review with them culture expectations, in and outs about the company as a whole and provide moral support to them along their journey. Think of it as a supporting hand and personal cheerleader for their tenure at Wayfair.”

      Typical Waybassador Activities

      As the TDC’s fully opened, Waybassadors connected with new hires in the offices in many ways. These include coffee chats, office happy hours, and networking events. Toronto TDC Site Lead Silvia Fernandes notes they also plan location-specific events to help create and foster relationships.

      How Wayfair Chooses Waybassadors

      Silvia Fernandes explains. “The Waybassasors are existing employees who voluntarily relocate to the TDCs to support the development of Wayfair’s culture, values, People Principles, and working norms into our new offices.

      “They are selected based on their proven track record of upholding our People Principles and helping make Wayfair the top destination for technical talent,” adds Jill Tonelli. 

      Wayfair’s People Principles

      On an episode of Hired’s popular podcast, Talk Talent to Me, Wayfair Chief People Officer Kate Gulliver describes some of the nine principles. 

      “One of my favorites is to collaborate effectively. We believe collaboration is core to our success, our teams are very matrixed, and so to work effectively, and [cross-functionally], get the alignment you need, and also be transparent in the information you’re sharing, so a team in another group can actually help support and provide value to you.” 

      “Another one of our ‘People Principles’ is to respect others. We think it’s important how you interact with each other daily and show up with the expectation that the person across from you is doing their best. We describe it as assuming good intent. 

      Assume the person across from you is approaching the problem differently and you need to collaborate effectively to deliver results with agility. But overall, you’re both trying to do the right thing for Wayfair.”

      Editor’s note: since the podcast episode aired, Wayfair appointed Kate Gulliver as incoming Chief Financial Officer (CFO) and Chief Administrative Officer (CAO) as CFO Michael Fleisher plans his retirement.

      People Principles in Action

      In a recent webinar, “Behind the Scenes at Wayfair: Team Culture & Engineering Insights,” Head of Product & Design Mark Schmitz also spoke of the People Principles.

      “One of the most exciting ones for me is a relentless focus on the customer and the outcome. Secondly, we’ve, like a lot of businesses, have had a lot of macro influences, requiring us to adjust our approach, and especially at our scale, it’s been pretty amazing. 

      So, our principle to ‘adapt and grow’ is super critical for us to be successful, especially in supply chain. This culture supporting a willingness to iterate is, I think, unique to Wayfair, based on the amount of ‘boomerangs,’ on my team specifically. People who’ve left come back telling me, [we] ‘just need more of the fast pace we get at Wayfair.” 

      Empower Teams

      Director of Supply Chain Visibility & Planning Anurag Rohatgi added how important it is to empower teams to make decisions and be flexible.

       “As they’re going down the path they have defined OKRs, objectives, and key results, but we learn a lot through the journey.

      We often have to pivot, iterate, and with our culture of flexibility, teams can recalibrate the targets. We’re a data-driven company, so we certainly use data to our advantage. 

      Collaborate Effectively

      Associate Director of Product Management Carmen Valdivia was quick to weigh in on effective collaboration.

      “I would say it’s rare we’re not working on a cross-functional initiative, based on where we are in supply chain and fulfillment. Aligning on objectives is key, probably number one. Plus, we understand the dependencies across the different teams. Everyone is empathetic when issues and challenges happen because they’re going to happen.” 

      Learn more about the People Principles at Wayfair.

      The Difference Waybassadors Make for New Employees

      “Working at Wayfair is very gratifying,” says Vick Castillo. “Since I started as a Salesforce Developer, I have had the support of a mentor and my team, who have helped me to do my work better. 

      They have also helped me understand the impact and value of the effort we do as a team for the company. I belong to a fantastic team constantly giving ideas, opportunities and challenges. This makes me grow professionally.”

      Wayfair Connects Employees and Communities

      One example is with one of Wayfair’s longest standing nonprofit partners, Habitat for Humanity International. The organization focuses on helping lower income families build strength, stability and self-reliance through affordable homeownership. 

      Wayfair employees will have the opportunity to sign up for Habitat for Humanity builds in our Austin and Toronto markets. A Habitat “build” day is a one-day volunteer event, where employees gather together and work on a home. Work might include construction, framing, painting, cleaning, landscaping etc. The organization collaborates with a family in need of a home; working together on the “sweat equity.” 

      These events allow employees to get together and bond with their teams. It also connects back to Wayfair’s larger mission of helping anyone, anywhere create their feeling of home. For people new to the area, possibly relocated, it’s a great opportunity to make connections in their new city.

      Professional Development is Integral to Wayfair Employee Success

      In Hired’s 2021 State of Tech Salaries report, tech talent surveyed ranked ‘professional development/tuition reimbursement’ high on their list of desired benefits. At Wayfair, they offer a variety of development opportunities whether you’re an individual contributor or a people manager. 

      Developing Leaders

      Wayfair offers development programs tailored to leaders at various levels starting with those aspiring to lead others. Designed to be the first step in an individual management development training journey, the Aspire program is available to all employees. 

      Emerge is for first-time people managers, or managers new to the organization. There’s also Emerge for Senior leaders, as well as the RISE program focused on development for senior leaders.

      Individuals Making a Difference

      “I haven’t seen any limitations on professional development within my group,” says Kanya. “We use DEAL (drop everything and learn) on a weekly basis. Plus, we have access to almost any platform of training you can imagine ( ie. Linkedin Learning, Pluralsight, Learn@Work). In addition to the CBT classes, leadership encourages me to attend at least one conference a year, of my choice. The opportunity to grow my professional career is endless and welcomed.”

      ”We are committed to Adapt & Grow through continuous self-development as an organization,” agrees Silvia Fernandes. “In addition to the e-learning platforms, we have virtual/in person training sessions and a tuition reimbursement.” 

      Leopoldo has also been pleased with the professional development options. “Wayfair provides many ways to upskill and stay sharp. I personally take advantage of their tuition reimbursement policy.  We also have access to PluralSight, LinkedIn learning and our hub with guided tutorials called “learn@work.”

      Eager to Learn More about Wayfair’s investment in technology teams and culture? Listen to this on-demand webinar “Behind the Scenes at Wayfair; Team Culture & Engineering.”

      Then complete your profile on Hired to be eligible for interview requests from great companies like Wayfair.

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      About Wayfair

      Wayfair is the destination for all things home: helping everyone, anywhere create their feeling of home. From expert customer service, to the development of tools that make the shopping process easier, to carrying one of the widest and deepest selections of items for every space, style, and budget, Wayfair gives everyone the power to create spaces that are just right for them.

      The Wayfair family of brands includes:

      Wayfair: Everything home – for a space that’s all you.Joss & Main: The ultimate style edit for home.AllModern: All of modern, made simple.Birch Lane: A fresh take on the classics.Perigold: An undiscovered world of luxury design.Wayfair Professional: Just right for Pros.

      Wayfair generated $13.2 billion for the twelve months ended March 31, 2022. Headquartered in Boston, Massachusetts with operations throughout North America and Europe, Wayfair employs approximately 18,000 people.

      Editor’s note: Thank you to Wayfair for inaugurating our new Employer Spotlight series! More