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    5 Automation Habits of Highly Effective Recruiting Teams 

    In a talent-short market, having a consistently engaged talent pool sets recruitment firms apart from their competitors. Thankfully, cutting-edge automation tools are helping recruiters to engage, nurture, and, ultimately, place top-level talent into new roles at the pace and scale demanded by their clients. In fact, according to Bullhorn’s aggregated data, agencies that use automation have a 64% higher fill rate and submit 33% more candidates per recruiter than those completing tasks manually. How are firms making the most of automation to see these incredible results?
    Here are five habits of Bullhorn customers who leverage automation to create an engaged talent community that is excited to work with them in the short and long term.
    1. Engage regularly with talent
    According to our recent survey of 2,000 candidates, the number one reason talent becomes frustrated with recruiters is poor communication. Automation enables recruiters to manage communications more effectively and to keep candidates informed at every stage of the process.
    Many firms already use automated emails, surveys, and text messaging in the recruitment process. However, recruiters need a tightly integrated tech stack to guarantee that they’re able to gather handy information across every channel, as this is essential for personalization and for generating reliable talent insights.
    Recruiters can send occasional feedback requests through automated messages to new hires, those nearing the end of their contracts, or people that have been in a job for a while. These timely interactions will ensure recruiters stay top of mind and will pay dividends once candidates start looking for new jobs – without the burden of conducting manual ‘busywork’.
    Furthermore, AI-based automation can significantly improve the matching process by intelligently recommending candidates for jobs and jobs for candidates. This is particularly useful for temp or contingent workers, whom recruiters can quickly redeploy into newly available positions as soon as their contracts end.
    It’s also important to note that most recruitment firms have numerous candidates in their databases with whom they don’t engage regularly. Using AI, you can stay in touch with them over time and give them content by suggesting jobs, articles, and tips. It’s also a way to notify them that you want to keep their personal data in your database. However, under GDPR, you need to delete their data if they request it since candidates have the “right to be forgotten”.
    2. Improve data health
    Recruitment teams will always have to collect, store, and analyze data in order to succeed – and it’s something to avoid doing manually, especially on a large scale, as siloed, error-filled data can create just as many problems as unified, clean data can solve.
    With the right automation, recruiters can streamline data management and compliance tasks. These include anonymizing candidate records and updating job, company, and contract status for all the records within the applicant tracking system (ATS).
    Declutter your ATS by using automation to identify outdated records, people with no contact information, or records without activity to speed up searches. To make sure you are GDPR-compliant, your ATS must have all its processing activities governed by a contract under EU legislation.
    Don’t forget that internal reminders are an integral part of data collection – remind recruitment teams to send an early message to new contract starters to get feedback on their well-being and work conditions. Unlike traditional recruitment methods, automation simplifies mass communication with candidates.
    3. Stay organized
    Automating simple tasks within the ATS like notes and alerts gives recruiters back valuable time to spend on building candidate and client relationships. With so many candidates competing for so many vacancies, this solution is invaluable for staying organized.
    It also helps recruiters to set interview reminders and let applicants know whether they’ve been accepted or rejected. Importantly, if a candidate has been offered a position and it falls through for whatever reason, you can contact other suitable job seekers and fill the job quickly if your database is up to date.
    4. Streamline onboarding
    The ability to automate paperwork eases the process of onboarding talent. This is especially relevant for recruitment firms working across different locations and industries, where there might be different laws on taxes and compliance. Companies also have different policies on harassment, pay, benefits, company culture, and other aspects they want extra documentation on.
    A well-defined, automated onboarding system tailors processes to different types of hires and mitigates hiring risks. Back-office mistakes not only distract from an employee’s productivity, but mistakes like worker misclassification also carry the potential risk of fines and penalties.
    5. Scale up marketing
    Automating marketing campaigns to candidates and clients across channels like web, mobile, email, and social media is extremely helpful. Equally helpful is the ability to automatically personalize your content to better communicate with specific groups and ensure everyone receives relevant and interesting offers.
    Determine the segmentations you want to use in your marketing workflows and create lists. This will help to target specific contacts with relevant content. The workflow doesn’t just engage prospects initially but is critical to establishing a sustained interaction with them. As a result, you can expect better engagement scores (and closing ratios) from clients or candidates who are actively being nurtured, instead of those who aren’t.
    Nurturing sales prospects with valuable content enables a recruitment agency’s sales team to focus on engaged leads while automatically engaging with not-ready-to-buy prospects. Some of the metrics to track include engagement score (points are added to prospective candidates’ profiles on the database each time they engage with content), pipeline revenue (income generated through lead conversions), and new lead close rate (the percentage of leads that turn into conversions).
    By Jason Heilman, Senior Vice President, Automation, AI, and Talent Experience, Bullhorn.
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    How to Amplify Your DEI Initiatives in 2022

    Talent acquisition teams are no stranger to the importance of creating a diverse, equitable, and inclusive (DEI) workplace for all employees. According to the newly-released 2022 Job Seeker Nation Report, 38% of workers would turn down a job offer if the company lacked diversity in its workforce or had no clear goals for improving diversity in hiring. Below are ways companies can amplify DEI initiatives in 2022.
    Take Meaningful First Steps
    Many talent teams are dedicating considerable time and resources to DEI, including increasing investing budget resources to expand their efforts. In fact, 68% of recruiters reported that they believe improving DEI in their organization will be a top priority in the next year.
    Teams can take small steps by measuring key recruiting metrics in the process and continuing to analyze areas of improvement as changes are made. Here’s how:

    Understand the current workforce: This is a crucial step to help measure diversity of representation among an existing employee base. Evaluate the demographics across the organization, and within departments.
    Create a more diverse candidate pool: You’ve got to start somewhere, and there are several free tools and resources that can help you make sure you, and your company, are putting your best foot forward. Make small improvements to be more inclusive in recruiting practices by using free tools to help write more inclusive job descriptions and attract a wider variety of candidates.
    Develop inclusive content: Use existing social media channels and the company’s career website to tell employee stories within the organization. By leveraging this original content, your team can further convey how employees of differing backgrounds, ethnicities, races, genders, and abilities feel a sense of belonging. This is also a great medium to share current efforts and commitments for improving DEI. Think like a marketer – track the data related to interactions with your posts, understand what messages perform well, and determine what messages your audience wants to hear more about.

    Align Hiring Teams on Candidate Requirements
    Hiring team members can get stuck on the notion of the “ideal candidate.” This mindset can limit the diversity of talent pools by having too many requirements listed when they may not all be necessary. In today’s competitive labor market, this will cost your organization time, which inevitably will cost you top candidates.
    Grow a Diverse Talent Pipeline
    Today’s labor market is incredibly tight, and candidates expect a culture that embraces diversity, equity, and inclusion. Avoid limiting the talent pool by requiring specific skills and experience that are not dealbreakers. Build programs to attract, engage, and hire historically marginalized communities through strategic audience planning and develop programs to make everyone feel welcome.
    Talent teams must work hard to expand their talent networks and source diverse candidates, which can be done in the following ways:

    Interact on social media: Keep in touch with potential applicants, passive talent, and past candidates on social media. Share what’s going on in the company, tell employee stories, answer questions, post job openings, and give info on referral programs to the network.
    Attend recruiting events: Virtual and in-person recruiting events can be great places to help you build your talent network. Focus on hiring events that bring together a niche audience that is centered around diversity. These events are a great way to connect with job seekers and broadcast the message that the company is hiring.
    Work with local organizations: Find local diversity groups and work with them to source candidates for open positions. Building a relationship with these organizations can help long-term network growth.

    Leverage tools needed to enhance DEI initiatives
    Automation and AI tools can help further supplement DEI initiatives, streamline hiring  processes, and eliminate manual tasks in the following ways:

    Automated intelligent sourcing: Sourcing candidates can be the most time-consuming process in recruiting. Automated intelligent sourcing can help find candidates that fit open roles and invite them to apply. It can also reach top candidates while keeping the pool diverse.
    AI candidate skill-matching: Skill matching automatically screens applicants for role requirements, which is helpful for specialized roles that benefit from diverse candidates, such as engineers, healthcare workers, or machine operators. Integrating automated skill-matching tools with applicant tracking systems (ATS) eliminates the strain of managing multiple candidate databases in different places and helps find qualified talent more quickly. Leveraging technology to screen for skills can also help reduce bias in your hiring processes.

    Start Investing in DEI Today
    The time to prioritize DEI is now. In today’s challenging labor market, those who prioritize diversity, equity, and inclusion will find more qualified candidates, which can turn into new hires. Talent teams can improve the diversity of their candidate slates by taking charge and applying the right strategies throughout the hiring process, including sourcing, relationship management, workforce planning, and audience planning.
    The investment in DEI goes far beyond cash – employers can invest time in telling the organization’s story, setting expectations, and aligning teams, which often yields the highest return on investment. It’s critical to lead DEI initiatives with empathy, compassion, and dedication, and to be relentless in driving change.
    By: Corey Berkey, Senior Vice President, People & Talent, Employ Inc. 
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    Why AI Recruiting is Key to Growth in 2022

    Business priorities in 2022 have all shifted to center around talent. Primarily, finding it. The Great Resignation, or the Great Reshuffle, or the Big Quit — whatever you want to call it — continues to dominate headlines and highlight the ongoing shortage of labor. But companies need to understand that the skewed supply and demand ratio for talent is here to stay. One study even predicts a global human talent shortage of 85 million workers by 2030.
    Despite this trend seeming to look like old news at this point, many organizations’ hiring programs were still completely caught off guard over the last year. In a report by Hiretual, 61% of recruiters said sourcing talent was their biggest challenge in 2021. At the end of 2020, when asked about their biggest anticipated concern, sourcing talent didn’t even make it to the top three.
    That same report found the second and third biggest challenges for recruiters surveyed went to candidate engagement and employer competition, respectively. Again, when recruiters were asked the same question the year before, neither of these obstacles was high on the list.
    What these responses signal is a shift in priority from inbound to outbound recruiting. That is, rather than relying on workers to go out and find jobs, companies are now having to sell available jobs to workers — and doing so at scale is proving difficult. While companies and recruiters may be beginning to understand this, the amount of LinkedIn posts we’re still seeing from leaders exclaiming, “We’re Hiring!” — expecting qualified prospects to go out of their way and click through to a boring careers page — shows not many have adapted to compete.
    As organizations around the world refine strategies for the future, now is the time to commit to growth, and adapt to achieve it. Companies that do will stand to benefit from a final post-pandemic jolt to productivity, setting themselves up for a more sustainable future. But with more jobs available than there are workers to do them, those that fail to change their recruiting strategy will see their workforce — and success — atrophy.
    Getting More Human With AI
    The pressure is on for talent acquisition, but changing priorities brought on by the pandemic will require recruiters to do more than fill jobs. Going forward, recruiters must offer opportunities that meet heightened needs from talent (such as more inclusive cultures and more flexible work schedules) and align with refined company objectives (like scaling skill sets and leading product innovation).
    To do that effectively, recruiters need to be able to spend more time doing the more human aspects of the job, to provide a better experience to candidates, and better qualify talent for the needs of the business — now and for the future.
    If 2021 investment data is any indication, talent acquisition tech stacks are getting reevaluated. In fact, 62% of companies increased their investment in talent acquisition technology last year, according to Aptitude Research. Because something has to give, more companies than ever before will look to AI recruitment technologies to give themselves a competitive advantage. Here are a few ways AI will help companies address key recruiting challenges in 2022.
    Revealing Blind Spots
    Not all talent is accessible in the same places, and many recruiters are looking for candidates with too narrow of a view into the available talent pool. Usually limited by a handful of disparate job boards, with limited search functionality or candidate profile visibility, talent acquisition pros end up missing access to a large share of qualified talent.
    AI recruiting tools will broaden the scope of available talent. By pulling candidate profile data from multiple talent pools, hiring teams can access significantly more of the total talent population and search from a single source. Some platforms are approaching access to almost a billion candidates. Companies that need to scale growth will have more options, and more opportunities to hire.
    In addition, AI will help recruiting teams remove limitations to how they find talent by mitigating unconscious bias from the process to make more equitable hiring decisions. This works by automatically matching candidates based on the skills relevancy of what a recruiter is looking for, rather than focusing on any other candidate’s features. For example, blind searches can be conducted to remove attributes like gender or race, or even education, to help remove bias and lack of diversity in the hiring process.
    By managing diversity in the outbound phase of the recruiting process — as opposed to scrubbing data in ATSs or CRMs — organizations can take a more proactive approach to make equitable hiring decisions.
    Meeting the Need for Speed
    To reach goals for scale, hiring teams need to shorten the time it takes to bring the right jobs to the right people. With AI, organizations will begin to automate more of the transactional and respective aspects of the hiring process. This will give recruiters more time to focus on building relationships by engaging prospective talent in meaningful ways.
    Without the right technology, recruiters will spend less time adding value to the process. Automation will free up the time it takes for recruiters to facilitate communication by removing manual tasks like bulk outreach, scheduling, and managing candidate pipeline data, so they can spend more time consulting with talent to place them in roles that best fit their interests, ambitions, and experience.
    Teams leveraging AI will encounter fewer obstacles with potential candidates in misaligned job expectations and broken feedback loops, resulting in faster time to hire and smoother onboarding experiences.
    Establishing a Foundation for Growth
    For many candidates, contact with a recruiter is the first moment of exposure they have with an organization. That first impression has the potential to create interest by offering the candidate valuable and relevant experience. It also has the potential to diminish the brand in the eye of prospects and their peers.
    With the help of AI, organizations will set up hiring teams to showcase their brand to candidates in the best light and build a workforce that better supports company objectives for the long run. By engaging talent with a more inclusive approach, increasing the speed and ease of the hiring process, and broadening the scope of talent they see and consider, only organizations leaning on AI will overcome today’s hiring challenges to build workforces that grow.
    Shannon Pritchett is Head of Community at both Hiretual and Evry1 (which she co-founded in 2021). 
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    Can You Help People and Be Successful in 2020?

    Is it possible to be a successful recruiter because you want to “help people” rather than being money motivated? Let me start by setting the scene of when I first became aware that this wasn’t necessarily the norm and that by admitting you are doing it for more altruistic reasons can be perceived as a […] More