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    How to Use Your Employer Brand to Reduce Hiring Costs

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    The success of every company hinges on its people. But attracting the best talent isn’t always an easy feat. Companies often invest significant amounts of money into the bottom of the recruitment process — job boards and recruiters. But at Flexa, we’ve found that a great employer brand can reduce hiring costs whilst attracting the high-quality candidates your company needs to grow.
    At its simplest, employer branding is a combination of:

    Your employee value proposition (EVP), which will probably centre around your working environment and flexible working policies

    Your company culture

    Your employees’ voices.

    And then, importantly, knowing exactly how and where to shout about all this hard work!
    Here’s how it’s done.
    1. Identify your Employee Value Proposition
    A strong employer brand is built on authenticity, transparency, and a positive reputation. Start by working out what you want to be known for, what you represent, and what you can offer employees that other companies can’t (this is your EVP). This is the perfect time to identify any areas for improvement that don’t reflect positively on your brand. It’s never too late to shake up company culture to attract and retain a happy team.
    When setting out your EVP, make sure to be authentic. There’s no point in making promises you can’t keep, as this only leads to disgruntled new hires later on.
    Once you’ve identified your EVP and what makes you unique, you can start shouting about it.
    2. Leverage social media
    Social media is an indispensable tool for employer branding. Create a strong presence on relevant platforms (at Flexa we love LinkedIn) and consistently share content that reflects your company’s culture, values, and employee achievements. Engage with potential candidates through relevant hashtags and participate in industry discussions (hosting your webinars can be a great way to draw people in). By utilizing these platforms effectively, you can reach a broader talent pool and reduce reliance on expensive recruitment agencies or job boards by having talent excited to be part of your company when you are ready to hire.
    3. Encourage employee advocacy
    There are no better advocates for your company than those who already work for you. They’re your biggest ambassadors and the most authentic marketing tool. Encourage employees to share their positive experiences and wins on social media; and amplify their stories through company channels and website testimonials. At Flexa, our team often posts about how they’re making the most of flexible work.
    By leveraging employee voices, you can tap into the networks of trusted employees whilst giving potential candidates an invaluable window into your world, so they can make an educated decision about whether you’re the right fit for them.
    Remember though, this needs to be authentic: people are smart; they can tell when someone has been told to post something nice about a company. The real stories from real employees will have a much more significant impact!
    4. Shake up your success metrics
    Many companies will measure their employer brand’s success using applications and hires alone. But your employer brand is far more extensive than that, so you need to evolve the marketing metrics you use to measure it.
    Employer brand is a strategic marketing effort. Therefore, when starting out, consider measuring the success of your efforts using metrics like reach (impressions/profile views on company and employee pages), engagement (company saves/likes/subscribes/ speculative interest), and audience relevance (diversity/geography/ skills of candidates coming through the pipeline).
    Lower down the funnel, you need to measure applications and hires, as well as things like alignment and diversity. If you focus on getting maximum relevant reach to start with, you will drive down your ultimate cost to hire.
    5. Foster positive candidate experiences
    Treating candidates with respect and providing them with a positive experience during the hiring process can significantly impact your employer brand. Maintain clear communication throughout the process, provide timely feedback, and offer a smooth and efficient application process. Even if a candidate is not selected, leaving them with a positive impression can lead to recommendations or future applications. This approach helps build a strong employer brand and reduces the need for extensive and costly recruitment efforts in the future.
    6. Don’t just focus on employer brand when you’re hiring
    An employer brand doesn’t just need your attention when you’ve got roles to fill. If you want to build a strong talent pipeline, you need to have a true focus on your employer brand all year round.
    Rather than forcing applications reactively when you have vacancies, focus on proactively nurturing relationships with potential candidates and engaging with passive candidates online, on platforms like Flexa, and at networking events and conferences all year round. Maintain regular communication with these individuals using the free channels at your disposal. Being consistent in these efforts will pay dividends when it comes to bringing great talent through the pipeline and reducing your cost to hire.
    Employer branding should be an essential part of your talent attraction and marketing strategy. If you’re not doing it, take a few steps to get started. It’s easy once you know how.
    By Beth Carter, Head of Growth at Flexa.
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      How to Build a Sustainable Tech Talent Acquisition Strategy: A Comprehensive Guide

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      About this eBook

      Do you know anyone who’s used “talent acquisition” and “recruiting” interchangeably? Maybe you’ve done it, yourself! While organizations are moving towards a more sustainable talent acquisition strategy, they often confuse talent acquisition with recruitment. This misunderstanding may hamper your process and disrupt progress.

      A sustainable talent acquisition strategy encourages you to maintain a balance between acquiring external and promoting internal talent. A lack of career advancement opportunities is one of the main reasons people quit their jobs. Sometimes, current employees even feel neglected when companies enter the hiring phase.

      Although hiring new talent is important, doing so at the cost of current employees is detrimental to organizational growth and morale. Moreover, if you delegate all resources and money towards recruitment, there’s none left to invest in and retain your employees.

      Hence, a sustainable strategy is a win for all – companies can divide time and resources between current employees and new hiring with proper planning and implementation. While recruiting is essential for gaining employees, it can become a time-intensive and expensive endeavor without a TA strategy.

      Amidst a dynamic labor market, many organizations are exploring talent acquisition avenues to prepare for hiring surges and talent management. To help, we created an eBook to demystify talent sustainability and help organizations incorporate it into talent acquisition strategy.

      What You’ll Learn

      What constitutes a sustainable talent acquisition strategy in both candidate and employer-driven markets

      Actionable steps to take on the daunting task of building a robust talent pipeline, including 5 questions to answer before making a plan

      Strategies to nurture and engage candidates in the talent pipeline

      A look into the future of tech talent acquisition

      Plus, Why Core Values are Important to Talent Acquisition Strategies

      By integrating your organization’s core values into your talent acquisition strategy, it strengthens your employer brand. This pays dividends in multiple areas including candidate and employee experience. If you need help in this area, we’ve also created resources for both startups and larger enterprise companies. More

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      in Talent Acquisition

      Meet Hired’s Candidate Experience Team: Supporting Jobseekers Every Step of the Way

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      A top resource for jobseekers looking for Tech & Sales roles  

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

      Get to know the Candidate Experience Team

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

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

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

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

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

      Here to help every candidate have a great experience

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

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

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

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

      Mykola Y., Hired User

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

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

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

      Why the Candidate Experience Team loves what they do

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

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

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

      Get personalized job search support

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

      The Hired Summit

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

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

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      in Talent Acquisition

      Recruiting Technology is the Lynchpin to Solving Talent Shortages

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      Recruiting has a long reputation for being a tedious process: posting jobs individually to multiple job boards, sifting through LinkedIn profiles, sorting through stacks of resumes, and reaching out to candidates one by one to schedule interviews. But it doesn’t have to be.
      Recruiting technology can help companies find higher-quality talent faster and with less upfront investment. But many recruiters are too overwhelmed keeping up with the onslaught of hiring to take steps to get ahead.
      How We Got Here
      Companies are in a hiring crisis—but they didn’t get there overnight. Many corporate recruiting teams were first on the chopping block when economic uncertainty loomed at the start of the pandemic. With those layoffs, conversations with talent already in the recruiting pipeline went dark.
      Flash forward nine months: Business is booming in many industries, turnover is reaching record highs as the Great Resignation takes hold, and what recruiting resources do remain are stretched thin with redundant and manual tasks. That unsustainable balance has held true ever since.
      But what if the economic tides turn and the rumored recession comes to fruition? Employment experts say that high-skill fields like tech and healthcare will continue to face labor shortages, even if demand in other fields tapers off.
      Efficiency is the Answer
      Businesses won’t be the same in a post-pandemic world—and neither will recruiting. The solution is to use the current inflection point to revamp outdated recruiting processes and be better stewards of the time and resources that your organization does have.
      Investments in recruiting technology are about hiring efficiency. Nothing will ever replace a human voice extending congratulations and a verbal job offer to a selected candidate. But what recruiting technology can do is apply data intelligence to repetitive tasks—like job posting and candidate filtering—so that recruiters can focus their time and effort on connecting with high-quality candidates.
      On average, Robert Walters – the largest global staffing company – states that recruiting technology has enabled its consultants to be 68% faster at managing candidate applications. That’s a huge windfall as recruiting teams struggle to keep up with the torrid pace of hiring in today’s business environment.
      Find Better Candidates Faster With Refined Filtering
      Speed is critical to winning high-quality candidates in a tight labor market. Delays in the hiring process can mean missing out on talent that has secured other job offers in the meantime.
      Instead of manually filtering through applications—and introducing human bias into the process—recruiting technology can automatically sort candidates based on customized criteria using machine learning and data intelligence. That means that an all-star application can be at the top of the digital pile from the moment it’s submitted, and recruiters can follow up on the lead before it grows cold.
      Get More From the Data You Already Have
      Data is the modern business’s most valuable asset—and that adage applies to recruiting data, too. Yet 46% of recruiters say that they don’t have enough data to make smarter hiring decisions.
      With recruiting software solutions, recruiters aren’t left guessing if broadly focused job boards like Indeed attract higher quality candidates than association-based or industry-specific job boards. Rather than relying on self-reported data from job candidates (did they see that post on LinkedIn or was it on Monster.com?), recruiting technology can automatically pull in that data and correlate it with the applicant quality score.
      Recruiting technology can also offer real-time insights into which job postings are attracting top-quality candidates. This kind of actionable data lets recruiters adjust course in the middle of recruiting efforts and direct time and resources away from job boards that aren’t yielding results before a failed search occurs.
      Better yet, gathering and analyzing recruiting and hiring data doesn’t require adding yet another dashboard to your organization’s fleet of measurement tools. By integrating into existing business dashboards (e.g., Tableau) recruiters can not only show their value in terms of return on investment for their hiring budget, but also how recruiting efforts can ultimately contribute to the business’s bottom line.
      Redesigning the Candidate Experience
      Recruiting software doesn’t just benefit HR professionals; it can also improve the candidate experience. By automating simple tasks like follow-up communication, candidates aren’t left wondering if their applications went into a digital black hole. Moreover, accelerating the hiring process means candidates can make informed decisions when accepting offers and aren’t left wondering about what could have been.
      Tackling today’s talent shortage will require multifaceted solutions—but recruiting technology is the lynchpin. By automating administrative tasks, focusing resources on the job boards that are attracting high-quality candidates, and accelerating hiring processes, everyone wins.
      By Alex Fourlis, President at Broadbean. 
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      2022 UK State of Tech Salaries

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      New Data on Salary Trends in the UK Following a Season of Hiring Contradictions

      While the Great Resignation defined 2021, 2022 is to be determined. Earlier this year we saw aggressive hiring in response to attrition and ambitious goals. More recently, we’ve witnessed uncertainty, volatility, and contradiction. Currently, we face an energy crisis in the UK, a new prime minister’s economic policy, living in a post-Brexit world, along with significant tech hiring freezes and layoffs. Yet despite these events, the hiring market remains cautiously optimistic. So what do we know about the status of 2022 UK tech salaries and the hiring climate?

      What the data tells us about 2022 UK tech salaries and employment

      In the US, for example, the unemployment rate is at a pre-pandemic low, inflation is cooling, there is a steady stream of job openings, and many companies need help finding top talent. Salaries continue to climb in the UK and Canada post-pandemic as well. In fact, Toronto and London had higher salary increases YoY, respectively, between 2021 and 2022 – than Boston, New York, SF Bay Area, and Seattle.

      As of this writing, the most recent release (13 September, 2022), from the Office of National Statistics, reported the total number of workforce jobs in the UK in June rose by 290K, on the quarter to a record 35.8 million. For the first time, this exceeds the preCOVID-19 level of December 2019. The employment rate decreased on the quarter but increased on the year and is still below pre-pandemic rates. So while there’s been some turmoil, there’s reason to be encouraged.

      Remote expands pipelines; gives employers an edge

      Employers continue to hire remote employees and enter new talent markets, although the UK has generally been more hesitant to do so than Canada and the US. Meanwhile, some high-profile companies in the US and elsewhere have announced return-to office policies, despite resistance from the majority of workers.

      Survey data in the 2022 State of UK Tech Salaries

      So as the winds shift towards an economic slowdown, will the pendulum swing more in favor of employer demands? Hired’s survey data tells us that while there is some sentiment of a power shift to employers in the next six months, the majority of candidates are considering leaving their current roles. They’re driven by the potential for more lucrative opportunities and an overall better fit.

      Expectations on salary, pay raises, and work flexibility remain sky high, placing the onus on employers to execute the right strategies to attract, hire, and retain top talent. In the 2022 State of Tech Salaries report, Hired provides one of the most in-depth analyses of the hiring environment today. Based on extensive proprietary marketplace data and a talent survey, it spans the US, Canada, and the UK. Ideally, these valuable insights will inspire meaningful conversations within organisations on hiring strategies, including the structure of compensation packages, flexible work models, and other talent initiatives.

      So what’s next for tech hiring?

      If there’s a North star in this tumultuous time, it’s that companies must be nimble when it comes to hiring. Explore new ideas, continue to rethink strategies, and revise hypergrowth models into ones for efficient growth. It’s the best way to cultivate a steady route to recruiting and retaining top employees. We stand by ready to help jobseekers and employers alike.

      In the 2022 State of UK Tech Salaries, we dive into Hired’s marketplace data to uncover insights specific to UK-based companies.

      With data and insights from more than 907,000 interview requests and survey responses from more than 2,000 technologists, we offer guidance to recruiters and talent acquisition leaders eager to stay competitive. With this eBook, companies can adapt hiring strategies and retain top talent, thriving despite an uncertain market.

      Key takeaways from the 2022 State of UK Tech Salaries eBook

      UK compensation trends based on role, industry, company size, and years of experienceThe impact of remote or work-from-home trends on tech salaries4 steps to increase hiring efficiencies and strengthen your employer brand, and more! More

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      8 Ways to Hire Faster & Build a Better Employer Brand

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      What You’ll Learn

      How to fill positions more efficiently through tools, templates, and moreThe partnership making hires an average of 11 days fasterThe strategy that took an offer acceptance rate from 60% to 88%

      About this eBook, 8 Ways to Hire Faster & Build a Better Employer Brand

      In a panel discussion led by Hired CTO Dave Walters, talent leaders from Gem, Tanium, NBCUniversal, and One Medical shared their thoughts on trends and best practices for optimizing the candidate experience.

      They reviewed how to improve the hiring process by strengthening the experience and by extension, the employer brand. Now, we are covering eight of their strategies to consistently help their teams fill tech and sales jobs efficiently. Use them to take action with your recruiting goals! More

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      How to Onboard Remote Employees Really Well: Free Checklist Template

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      What You’ll Learn

      Things you should do before a new employee’s first day (beyond shipping equipment)Ways to create alignment across time zones from the top downWhich tool we discourage for remote employees, as it damages your employer brand

      About this eBook

      To stay competitive for top candidates and to advance DEI goals, tech companies continue to embrace remote working environments. Hired survey data indicated nearly 90% of candidates wanted a remote-first or fully remote job. However, as companies evaluate the employee experience, it presents a suite of new challenges. Onboarding is chief among them.  More

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      How to Support Internal Candidates When They Don’t Get the Job

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      Internal Mobility and Professional Growth are Key Retention Tools

      Good companies strive to support internal candidates and employee growth. But when push comes to shove, many organizations fall short in seeing this mission through. 

      In a recent Deloitte survey, almost 60% of employees polled said it’s easier to find a new role at another company than it is to change roles at their current employer. 

      According to Randstad’s 2021 career mobility report, “Employees aren’t optimistic about getting promoted within their company, with 43.2% saying they don’t have enough opportunities for internal mobility.” 

      Even when there are opportunities for internal mobility, talent teams still face inevitable challenges. A few of the hardest questions for HR leaders to grapple with are: 

      How should we respond when internal candidates are turned down for another role within our organization? Is there any chance of retaining them after that—and if so, what does that process look like?What’s the experience like for employees? Do they feel they’ve broadcast their desire to leave their current role? 

      To answer these questions, Hired’s Rob Stevenson sat down with Comcast’s Director of Talent Acquisition, Keith Friant, on the Talk Talent to Me podcast. Read on to learn the top insights from their conversation. Finally, we’ll explore an innovative approach to retention and internal mobility that went viral on LinkedIn.

      How Comcast Supports Engagement in Internal Candidates

      Expert: Comcast Director of Talent Acquisition, Keith Friant

      Focus on providing clear feedback

      A cookie-cutter rejection email is the last thing internal candidates want to see after applying for an open role. 

      Rather, they want clear and actionable feedback that sets them on a path of continuous improvement.

      “What’s the next step in your process, outside of candidates just getting a standard disposition email?” asked Friant. “It can really feel a little deflating if that’s the only type of communication they’re getting after investing time into the interview process.” 

      That’s why Comcast prioritizes providing internal candidates with personalized feedback when they aren’t chosen for a job. 

      “Feedback is really valuable,” said Friant. “That population is looking to grow and move into something different. We all clearly want to care for them, which is why it’s so important that they get timely and meaningful feedback.”

      Offer learning and development opportunities

      As a next step, Friant suggests asking questions like:

      What were the candidate’s skill gaps?How can we help them grow in these key areas? Can we put them on any stretch assignments?

      Stretch assignments have been especially instrumental to driving employee growth and engagement at Comcast. 

      “We’ve adopted this gig concept where employees participate in short-term or longer-term projects when another team needs help, someone is going out on paternity leave, or anything along those lines,” explained Friant. 

      Actions like this go a long way in making employees feel seen and supported. By offering learning and development opportunities, companies can encourage ongoing employee growth—and keep engagement high even after someone isn’t selected for the job they wanted. 

      Related: Survey data from the 2022 State of Software Engineers report revealed the number one reason software developers enter the field is for the opportunity to continuously learn and tackle new challenges. More than half said it’s important to them that their employer provide professional development opportunities. 

      In the 2021 State of Tech Salaries, tech talent listed benefits such as tuition reimbursement in their top 10 of compelling company benefits. Younger, more junior employees ranked this higher than senior talent. 

      Manage employee expectations

      Picture this: your company posts an open marketing manager role. Someone on the sales team sees the job post and submits an application, excited by the prospect of pursuing horizontal growth within your organization. 

      However, the job post disappears only days later—and the role goes to a marketing associate who had already been on a promotion track. The interested internal candidate never even got a chance to interview for the role, and got their hopes up for nothing.

      Disappointing, right?

      To avoid scenarios like this, Comcast takes a careful approach to sharing job posts. “We really only try to post jobs that are viable and open,” said Friant. 

      “If someone left the team and we know we just want to inline promote another team member into that role, we can do that without having to post the job and put everyone else through a process that wastes a lot of people’s time and energy.” 

      Listen to the full episode

      Why Transparency is Important to Support Internal Candidates

      Does your process call for roles to be posted internally or externally for a certain period of time? If a manager intends to hire or promote a specific candidate, is the rule still applied? 

      If candidates see a non-viable role, or worse, go through the interview process for the sake of checkboxes, it often leads to distrust in the organization. This ultimately damages the employer brand. 

      What If We Did Something Completely Off the Wall?

      It’s often jarring to lose employees with only the standard two weeks notice. It can take weeks or months to fill the role and onboard new hires. According to SHRM, the cost of a vacancy is reportedly three to four times the position’s salary.

      In the spring of 2022, a member of the recruiting team at Zapier had an epiphany after losing several teammates. Her LinkedIn post about it drew more than 16K reactions. 

      Bonnie Dilber asked the question, what if “we normalized letting our managers know we wanted to explore new roles? What if managers helped team members with resumes and interview prep, beside them, helping land the next role? It’s a win-win,” Dilber wrote. “The employee has a better experience, is more set up for success, and the manager and company have a better opportunity to prepare for departures.”

      Dilber originally posed her question internally in a Slack group. Then a few weeks later, she commented in a public forum that she wanted the recruiting team to provide this support for anyone needing it for internal or external opportunities. 

      What Happened Next to Support Internal Candidates

      A few people stepped forward. 

      Employee A was considering leaving, but the recruiting team identified roles opening in a few months that would be perfect. Instead of working on a resume for an external search, Employee A and the recruiting team collaborated on colleagues to speak to and experiences to gain to be competitive for the role when it opened. 

      Dissatisfied, Employee B worked with the recruiting team to identify why and map out a strategy to resolve their issues. Employee B is now on a path to greater contentment with their current role.

      Employee C worked with the team to upgrade their resume with clear metrics displaying their impact. “I don’t know if or when they’ll start looking,” said Dilber. “But I’m glad they felt supported even though it might take them away in the future.”

      Dilber goes on to extol the virtues of retention and professional growth. “Recruiting teams shouldn’t be used solely to fill roles. We can and should be true partners in retaining and growing our talent.” 

      After formally launching the program, Dilber admits, this may mean they help people plan an exit strategy but is okay with that.

      “I think it:

      makes our recruiting team better partners to the departments we support. will help us to retain our people in the long-run. opens the door to more honest conversations across teams to plan for attrition and support our people to go farther faster. makes Zapier a better place to work.” 

      Historically, dissatisfied employees lived a “double life,” working on resumes at night, checking personal emails or LinkedIn messages on the sly. What would it mean to retention efforts to have the psychologically safe environment to explore new roles – internally or externally? 

      Internal Mobility is a Smart Retention Tool

      More companies are exploring Web 3.0 initiatives but finding there are few engineers with specific Web 3.0 experience. Hired CTO Dave Walters offers this advice for companies planning these or any emerging technology projects: 

      “Rather than exclusively looking for candidates with Web 3.0 experience [for example], why not support internal candidates and potential new hires with the requisite foundational skills to make the transition.” 

      “Invest in a strong training and mentorship program. Find engineers with transferable skills such as security principles, peer-to-peer networks/distributed systems, and understanding of smart contracts. Source engineers with these Web 3.0 relevant skills for a significant competitive advantage.”

      Upskilling and new projects are great ways to retain talent, support internal candidates, inspire loyalty, and provide professional growth. 

      Related: Help current employees upskill with Hired partners like General Assembly, Educative, Blockchain Training Alliance, 2U, Sales Impact Academy, and more.

      What Would Greater Transparency Mean for Your Employer Brand?

      In Hired’s 2021 List of Top Employers Winning Tech Talent, takeaways included ‘strengthening the post-employee experience.’

      In summary, when an employee is ready to leave, or recently departed, don’t write them off. Invest in your employer brand and:

      Coach managers and teams to support them and respond positively. You helped them grow and they’re graduating to something new. They may even be taking a position of influence to use your product or service. Build and engage an active employee alumni network.Turn former employees into brand ambassadors by celebrating their wins and supporting them. They’ll tell others about their amazing experiences, share your open positions, and recommend your company as a great place to work. 

      Want More Talent Insights to Support Internal Candidates and other Topics?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves.

      Need Help with Employer Branding? 

      We cover several examples of how to do this in recent eBooks for enterprise-level businesses and for SMBs and Mid-market companies. 

      One way is to host an event, virtual or in-person. Hired helps companies with a variety of events designed to help recruit talent with specific skills, like coding challenges. 

      Panel or “fireside chat” type events showcase members of your team discussing a certain industry topic or simply what it’s like to work for your company. These foster general brand awareness, of course, as well as boost recruitment marketing efforts.  More

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      in Talent Acquisition

      What Does Your Recruitment Process Say About You?

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      With the easing of lockdown kickstarting the economy and more employers seeking new staff, candidates have become far more selective about the jobs they decide to take. And where does a candidate gain their first impression of your business? During the recruitment process.
      If you still think your ideal recruit will jump through hoops for the chance of an interview, think again. Candidates have far greater expectations when it comes to recruitment in 2022, and there are around 36% fewer applicants across industries in the first place. So, you cannot afford to let the ideal candidate slip through your fingers.
      Where businesses go wrong with recruitment
      Two key reasons why candidates decline a position include:

      However, 52% of job seekers place lack of response from employers (or recruiters!) as the number one frustration during the job search — which explains why 89% of potential candidates drop out of the hiring process due to a drawn-out timeline.
      During this new age of remote and hybrid working, company culture is also more important than ever. Failure to display a progressive attitude to work-life balance could be the ultimate turn-off for a potential candidate. According to Glassdoor, 77% of people consider company culture before applying for a job — and even believe it is more important than salary when it comes to job satisfaction.
      What’s more, since the pandemic necessitated the widespread adoption of remote working, many people are reluctant to accept roles involving a long commute. Only one in seven workers expect to commute into their place of work five days a week — so, if your business cannot offer a flexible approach to work, your top candidates will likely seek it elsewhere.
      How to improve the recruitment process
      A candidate will gain their first impression of your business by checking it out online before even thinking about applying. So, if your online presence is inconsistent, incomplete, or out of date, people are unlikely to view your organization as a suitable match.
      Ensuring everything — from your website and social channels to the job ad itself — is well written, accurate, and demonstrates a positive company culture will go a long way to reassuring a potential employee that your business is a legitimate and appealing prospect.
      A business’ reputation also speaks volumes about its culture and values. Quality online reviews and feedback from current or past employees are crucial, so it is essential to build a positive working environment and reputation to prove how great your business is to work for.
      Clear communication and timeliness from the start are also critical elements of the recruitment process. It takes a lot of time and resources for HR departments to keep up with multiple ongoing applications; by embracing technology and integrating digital processes, you can automate responses and streamline applications.
      Once you have refined your software and remote onboarding processes, your pool of available candidates will expand significantly — especially since 43% of graduates have had to turn down interviews due to the cost of getting there. Plus, as the average cost of replacing an employee is 150% of their salary, it is well worth investing in the correct processes to get recruitment right the first time.
      By Julie Mott, Managing Director, Howett Thorpe.
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