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    Investing in Early Talent, Relearning, & More: Talk Talent to Me April ’23 Recap

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    Catch up on the April 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

    Putting people first with Kelly Minella, Head of Recruiting at Calendly

    Investing in early talent with Krishna Kumar, Co-Founder and Managing Director of Quintrix 

    Relearning and eliminating biases with Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

    Creating a thriving company culture with Maryjo Charbonnier, CHRO at Kyndryl 

    1. Kelly Minella, Head of Recruiting at Calendly

    Put people first. You’ll be more likely to make quality hires and maintain a cohesive work environment, according to Kelly. In this episode, she shares how she knew her CEO cared about prioritizing people and the importance of a talent team having a shared understanding. Plus, Kelly tells how the introduction of interview training has made Calendly better and why you should always be asking for and reviewing candidate feedback.

    “I applied [to Calendly], and my first conversation was with our CEO, Tope Awotona, and it was fabulous. I remember calling my mom afterward and being like, ‘Mom, that was special’. And the reason why, and why it has remained special, is how much priority he puts on people.”

    Listen to the full episode.

    2. Krishna Kumar, Co-Founder and Managing Director of Quintrix 

    Investing in early talent is becoming more popular. Krishna discusses why businesses need to think more about this talent in the long term and how companies can better support their new recruits. He also dives into his game-changing post-deployment framework and why many candidates are falling short of the mark. 

    “Career development, or lack thereof, is the number one reason for people to leave their jobs and explore other opportunities. So, you want to make sure that the candidates are constantly receiving the support, feedback, and career development to be successful.” 

    Listen to the full episode.

    3. Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

    Sometimes the best approach to a challenge is to start from scratch. When Jenny lost most of her memories as a result of a head injury, she underwent a process of extreme relearning. Though the experience came with hardships and frustrations, it was hugely beneficial to her professional life. In this inspiring episode, Jenny shares how learning to explain things in their simplest form, eliminating biases and blindspots, and employing reverse engineering strategies leads to true organizational change.

    “When you storytell something in a way that makes sense to a 10-year-old – all of a sudden everybody can understand it. Not just the top 10% or the most experienced in your organization, but everybody can. And when you’re trying to actually make change happen, your goal is to hit everybody, not just the top 10%.”

    Listen to the full episode.

    4. Maryjo Charbonnier, CHRO at Kyndryl 

    Maryjo isn’t afraid of a challenge. In fact, she has sought out difficult problems to be part of a solution. Her passion for change-making led her to be Chief HR Officer at the world’s largest startup with over 90,000 employees and $19 billion in revenue. As an expert on cultural processes, Maryjo explains what it takes to cultivate and maintain a thriving company culture. 

    “One of the most important things HR people do is listen to what isn’t said.” 

    Listen to the full episode. 

    Want more insights into recruiting tips and trends?

    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. More

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      Diversity & Inclusion Recruitment, Retaining Talent, & More: Talk Talent to Me March ’23 Recap

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      Catch up on the March 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      Diversity and inclusion recruitment with Jacob Rivas, Sr Global Technical Talent Sourcer, Diversity and Inclusion (D&I) at WW/WeightWatchers

      Recruiting and retaining with Nancy Connery, Co-Founder of OpenComp

      1. Jacob Rivas, Sr Global Technical Talent Sourcer, Diversity and Inclusion (D&I) at WW/WeightWatchers

      Jacob shares his recruitment knowledge, including how he communicates with candidates and best practices for approaching subject lines. He also explains how he got into D&I and how things have changed for him since leaving Vox. Jacob wraps up the conversation by sharing the most impactful career advice he has ever received!

      “Diversity is really the new area to go and if you’re intentional, you can make a big impact.”

      Listen to the full episode.

      2. Nancy Connery, Co-Founder of OpenComp 

      Fun fact: Nancy was the very first VP of HR at Salesforce. She spearheaded strategic investments in human capital and fueled the company’s remarkable growth by building its industry-leading HR infrastructure. Her latest venture is co-founding the compensational intelligence company, OpenComp. Nancy also co-hosts the OpenComp podcast, High Growth Matters. In this episode, Nancy sheds light on her days at Salesforce and her critical role in recruiting (and retaining) the best talent as the company grew. She explains her decision to leave a comfortable position as VP to pursue her own path in the industry. You’ll also gain insight into her belief that talent retention and upskilling are as important as hiring.

      “You need to think about employees [in the same manner as customers] as you grow the company, not only recruiting them but also, how do you develop them? How do you retain them? Can they grow with the life cycles and stages of the company?”

      Listen to the full episode.

      Want more insights into recruiting tips and trends?

      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. More

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      Re-engineering Your 2023 Tech Hiring Strategy (Watch VIDEO on Demand)

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      If you are in the market to hire qualified software engineers, you need to modify your 2023 hiring strategy. But how exactly do your recruitment and hiring strategies need to evolve? Watch this on-demand webinar to hear experts discuss key findings and data from Hired’s 2023 State of Software Engineers report. They share advice for re-engineering your strategy and getting top tech positions filled quickly with skilled, high-value talent. 

      Moderated by Founder of Marketing by Maya, Maya Avitan, hear from:

      CTO, Hired, Dave Walters

      VP of Engineering, Greenhouse, Andy Lister

      CEO & Co-Founder, SheTO, Nidhi Gupta

      Read an excerpt of the conversation and access the full webinar video on demand. 

      Maya Avitan, Founder, Marketing by Maya

      Though Hired’s culture is remote-first, there are still major companies placing a heavy focus on bringing talent back into physical locations. However, based on the findings of the report there is a higher demand for remote work options from talent in all major cities including New York, the Bay Area, Los Angeles, and Washington, DC. 

      There is a disconnect between organizations that are searching for location-specific top tech talent that is seeking remote-first roles.

      What do you think about this disconnect and how are companies managing this demand from a hiring perspective?

      Dave Walters, CTO, Hired

      We are seeing a growing percentage of employers pushing for return to office, although the demand for remote engineering talent still remains very high. Remote roles command higher salaries than local roles especially in smaller markets. Enterprise companies are shifting fast in their demand for in-office employees, although a majority of the total positions do remain open to remote. 

      Meanwhile, we’ve continued to see the proportion of jobseekers only seeking remote roles versus in-person or hybrid grow. This shouldn’t be surprising as this demand for remote work started well before the pandemic and the pandemic only further fueled that in recent years. As a tech leader, I know the challenge we’ve all been facing in finding top talent with the right skill sets in past years. That challenge isn’t going to go away anytime soon. 

      Ultimately, despite the high-profile layoffs we’ve heard about in the news, unemployment for tech talent remains low. You have to cast a wider net in your search to be as competitive as possible and an opportune way to do that is by remaining flexible for remote talent around the country. 

      The bottom line is that remote work and flexibility continue to be some of the highest priorities for jobseekers. Promoting remote policies or benefits that allow for flexibility are going to be key strategies for attracting qualified, top tech talent.

      Watch the full collaborative panel discussion to discover: 

      More on how companies are managing the demand for remote-first work 

      Why talent leaders should take candidates from non-traditional educational backgrounds seriously

      The most in-demand software engineering skills are and how they’ve impacted the job market More

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      Top 3 Strategies to Nurture Your Tech & Sales Candidate Pipeline

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      In the wake of the economic downturn and slow labor market, companies are focusing on talent engagement and outreach by developing talent pipelines and employer branding. According to Gem’s survey, anticipating the challenge of ‘uncompetitive offers,’ 71% of talent leaders plan to invest in employer brands. A strong brand can make up for a less competitive compensation or benefits package. 

      Engaging candidates in your talent pipeline must be strategic. Nurturing candidates in your talent pool is the litmus test of your overall talent acquisition strategy. Because candidates’ chances of dropping out are high at this stage, organizations must develop reliable methods to engage and nurture their candidates.

      How to engage and nurture your talent pipeline

      Remember the strategies should be relevant to the present market and the candidate’s wants and needs. While talking to candidates, take time to understand their expectations and needs, so you can incorporate those into your strategy. Also, talent acquisition is sometimes a long process, so identifying sustainable, adaptable, and efficient methods will go a long way. 

      1. Optimize your employer brand 

      It’s the candidate’s market, and how they perceive you impacts your overall employer brand and brand awareness profoundly. Despite that, there’s still a lot you can do to boost your employer brand. 

      Companies across the globe use employer branding to highlight their vision, values, company culture, and benefits. By highlighting in-demand policies and perks, companies place themselves as employers of choice, in turn attracting quality talent. It also helps convey authenticity and purpose, creating shared meaning and promoting employee engagement. So, how should you promote your employer brand?

      Tell a story 

      At the heart of great employer branding is the simplistic and authentic way of conveying your organizational story to your target audience. Keep it simple – with an influx of information from all channels, complicated messaging will leave your audience confused. Use your values as the north star to guide you in your storytelling journey. 

      Personalize your message

      Employer branding borrows its concepts from the world of marketing. Marketing campaigns use audience segmentation to personalize content and identify and segment target groups. Customize your messaging and content based on each group to deliver quality content that resonates. 

      Highlight your leaders 

      In organizations, change often trickles down from the top. For your messaging to be truly effective, it has to be owned and shared from the top. Having company leaders convey important messages is a great exercise in cultivating accountability and trust. 

      Related: 3 Ways You Should Use C-Suite to Recruit Tech Talent (+ Free Templates)

      Update your website

      The candidate experience begins at the first interaction, usually through your website. Emphasize creating a meaningful and easy-to-navigate website and careers page to tell the story about your organization. 

      Related: Learn what talent leaders have to say about strengthening the employer brand: 8 Ways to Hire Faster & Build a Better Employer Brand.

      2. Upgrade your tech stack

      It is impossible to imagine recruitment and talent acquisition without technology or data insights. With the emergence of recruiting tools, talent management platforms, and communication software, talent acquisition has become extremely data-driven.

      This is a welcome change, as the data-driven approach tackles bias, keeps the process objective, and predicts returns in advance. Simultaneously, tools like ATS, CRM, and more can automate administrative tasks, customize candidate communication, and provide real-time insights. 

      If you are planning your talent acquisition strategy, don’t forget to upgrade your tech stack. Here are some essential technologies you should include in your talent acquisition ecosystem. 

      AI-powered and Machine Learning tools 

      Artificial intelligence and machine learning are a powerful part of talent acquisition technology. Tools supported by AI and machine learning undertake a variety of functions including:

      Screening and shortlisting candidates

      Parsing through resumes

      Matching candidates to roles based on skills and keywords

      Removing identifying information to ensure fair screenings

      Evaluating candidate assessments

      Simulating conversations through chatbots

      Providing analytics, metrics, and trends about the recruiting process

      AI-powered tools perform manually cumbersome tasks like resume screenings and candidate assessments within a fraction of time, helping to reduce time-to-hire. 

      ATS or CRM tools

      An Applicant Tracking System allows you to monitor a candidate throughout the hiring process from a centralized application. It also provides information about candidate dropouts and problems in the hiring process. An ATS can perform additional tasks like resume screening or assessments, interviewing, scheduling, and shortlisting candidates.

      Candidate Relationship Management (CRM) tools allow you to navigate candidate relationships by automating personalization and scheduling content. 

      Candidate assessments 

      For tech candidates, technical skills assessments are central to the hiring process, but they are also time-consuming as engineers have to design, conduct, and evaluate them. With technical assessment tools, AI will create, distribute, and even score the evaluation as well as shortlist candidates to move them ahead in the pipeline. 

      You can also conduct screening measures to identify relevant candidates from within the pipeline. 

      3. Ramp up remote hiring 

      According to Hired, 93% of candidates indicated a preference for remote work. In another survey, Gartner found 52% of employees said flexible work policies will affect their decision to stay at their organizations in 2023.

      These trends point to the obvious: a digital hiring process is essential. The ability to publish jobs online, interview candidates remotely, and exchange digital documents safely will keep your organization and processes modernized. 

      When onboarding new talent, it is essential to provide a smooth experience. Ensuring you have the right technology to support employee onboarding should be a top priority when implementing a remote hiring process. 

      Related: How to Onboard Tech Engineers onto Your Team (Free 30/60/90 Template) 

      In addition, investing in technologies and programs to enable remote learning and training help to manage larger-scale remote teams. They’re also useful in aiding in the skill development process for your talent pipeline.

      Beyond hiring, your remote teams should be able to collaborate and work together regularly. You might consider teaming up with companies like Microsoft, Zoom, or Cisco to support video interviewing and remote teamwork. 

      Want to keep your talent pipeline engaged? 

      Overlooking your talent pipeline may lead to dropouts and a poor employer brand, while consistent engagement will improve hiring performance and help you meet your hiring goals. Highlight organizational values to tell your brand story, involve your leaders, and leverage social media to get your message out there. Lastly, updating your tech stack to promote efficiency and collaboration as well as focusing on remote hiring can help keep candidates engaged. 

      Hired’s range of features and services enables you to drive brand awareness and expand your talent pipeline. Get in touch with our team about hosting custom events to target relevant candidates. More

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      In it to Win It: How to Measure Recruitment ROI

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      About this eBook

      With job roles to fill, employers continue talent acquisition efforts to onboard the best talent. Because of the market, though, recruiting costs are a more significant concern than usual, when long hiring times can drive them up. Building sustainable hiring practices means lowering costs while maximizing returns. Look at what return on investment (ROI) means for recruitment and how organizations may leverage and measure it.

      What You’ll Learn

      How to develop recruiting as a business strategy

      Why you should calculate recruitment return on investment and how to do it (formulas included!)

      Steps to optimize the hiring process and ensure maximum returns More

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      Talent Acquisition Week Edition: Talk Talent to Me February ’23 Recap

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      Catch up on the February 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. In this special edition, we’re featuring 4 episodes recorded live at Talent Acquisition (TA) Week, a leading event educating talent acquisition pros!

      AI tools in recruiting and values-based versus skills-based with April Venables, VP of TA at Moderna 

      TA challenges in healthcare and implementing high-level strategies with Matt Rimer,  Director of TA at Trinity Health

      Leveraging online chat forums to recruit with Brian Fink, Talent Partner at McAfee

      Embedding DEI into TA practices with Tara Turk-Haynes, VP of Diversity, Equity, and Inclusion (DEI) and Talent Management at Leaf Group

      The power of authenticity and human nature related to TA with Mike Cohen, Founder and Sourcer at Wayne Technologies 

      1. April Venables, VP of TA at Moderna 

      Historically, talent acquisition and recruiting have relied heavily on networking but how has the influence of technology, AI tools, and systems changed these roles? April discusses today’s recruiter and how the role and required skillset have changed over the course of her career. April also talks about the different AI tools she implements to help the recruiting process, values-based versus skills-based, and what makes for a bad (or good) hire.

      “The traditional TA model, or strategy, that has worked historically, and what has worked for us here at Moderna to grow so quickly in a short period of time, is not the same strategy that is going to make us successful, long-term.”

      Listen to the full episode.

      More on TA Week

      We recorded the episodes below in person at TA Week, which spotlights critical topics from recruiting, sourcing, and employer branding to talent data analytics and DEI.

      Each day highlighted a different talent attraction event: 

      Social Recruiting Strategies Conference 

      Employer Branding Strategies Conference

      Talent Sourcing Strategies Summit

      Attendees learned to leverage emerging recruiting practices with a look into the latest global recruiting trends, recruitment marketing, candidate engagement, tools, and technology. Thanks to expert best practices and panel discussions, they left with no shortage of insights. 

      Among other impressive exhibitors, Hired joined the floor to engage attendees with an inside look into its innovative talent acquisition and sourcing solution.

      Related: Hired helps Unite Us connect with & source high-quality tech talent

      2. Matt Rimer, Director of TA at Trinity Health

      Kicking off coverage from the floor of TA Week, Matt shares some of the biggest hiring challenges currently facing healthcare and why it’s an exciting time to be involved with healthcare talent acquisition. Matt discusses the strategies Trinity Health is implementing to attract more healthcare talent, particularly nurses. He also offers insight into the involvement of C-Suite in these initiatives and the launch of Trinity’s employee referral program (find out the percent of total hires that should come from referrals!). 

      “I think it’s a good opportunity for talent acquisition professionals: To not only put up the strategy but then show that they’ve got the delivery muscle to actually meet the objectives that they’re setting out to do.” 

      Listen to the full episode.

      3. Brian Fink, TA Partner at McAfee

      Brian discusses why conversations must be taken offline and delves into why he offers practice interviews and resume reviews. In addition to sharing how he “hacks Slack,” Brian shares a few tips and tricks. This includes how he recruits on Discord, why you should use your personal email address when joining those communities, how you can find them, and what mistakes to avoid. 

      He also mentions why professionals should not miss out on TA Week (be sure to attend next year!) and why he loves Hired.

      “I like to think of recruitment as tuning into the channel, WIIFM: what’s in it for me? When you tune into WIIFM, we’re able to have a genuine conversation not built around what we’re trying to serve and the interests that we’re trying to perpetuate but instead the mission that that candidate or that individual is trying to serve.”

      Listen to the full episode.

      4. Tara Turk-Haynes, VP of Diversity, Equity, and Inclusion (DEI) and Talent Management at Leaf Group

      During her third appearance on TT2M, Tara shares how she embedded DEI into Leaf Group’s talent management strategy and why she’s more likely to recruit ‘career changers.’ She explains why the industry should pay more attention to how they market to emerging talent and how she recruited Leaf Group’s new Director of Recruiting Operations on a platform that might surprise you. 

      Tara concludes the chat with an overview of the current state of DEI and urges companies to better tailor their DEI targets according to their own needs, instead of setting them based on law and societal pressures. 

      “My mission, and my own personal goal, is to talk about how we [can] embed diversity, equity, and inclusion into our practices, and not making them this separate thing that we talk about alongside talent.”

      Listen to the full episode.

      5. Mike Cohen, Founder and Sourcer at Wayne Technologies

      Mike starts off by sharing why he loves TA Week and how it provides authenticity, vulnerability, and acceptance in the talent world. He goes on to explain what DEI hiring is, why it is so important, and how people in talent acquisition need to take the safety of their employees seriously. 

      Looking deeper at safety, Mike explains that it is more complex than fire drills. It is about using vulnerability to go beyond the surface level. Finally, hear Mike’s thoughts on why there is no right way to do recruiting and what it means to be human.

      “There is no right way to do recruiting. There are a ton of wrong ways, but you’re never going to ‘get it’.”

      Listen to the full episode.

      Want more insights into recruiting tips and trends?

      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. More

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      Want High-Performing Pipelines & Sustainable Talent Acquisition? Here are 5 Steps

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      Talent acquisition isn’t easy in the current job market. Companies cannot afford to post a job and simply hope for the best. For companies with slowed hiring, it is even more imperative to mindfully establish a quality candidate pipeline if they want to hit the ground running when hiring picks up again. 

      A talent pipeline is a pool of qualified, suitable candidates who could fill the open roles within the organization, either now or in the future. Usually, talent pipelines include both internal and external candidates that companies intend to promote or hire, respectively. 

      Establishing a network of professionals:

      Allows for a steady flow of candidates even when the market is down

      Reduces time and hiring cost

      Minimizes workflow and productivity disruptions

      Increases interview success rates

      Helps match talent more effectively

      How to build a robust talent pipeline 

      However, developing a talent pipeline is easier said than done. Companies need to find candidates and consistently engage with them to keep talent pipelines warm. Employee referrals, social media, and engaging with past candidates are great ways to add more people into your pipeline. Forward-thinking talent acquisition leaders and teams may also collaborate with companies who are sourcing and training early-career talent. 

      So, how do you develop a high-performing tech and sales talent pipeline?

      1. Plan: Identify your hiring goals and needs

      Like any other business decision, your talent acquisition strategy must align with your needs and goals. In terms of recruitment, this is where many organizations fall short. Without adopting a strategy for hiring, you’ll have more costs than benefits. 

      Spend time developing a complete understanding of your talent needs, including current positions needing to be filled, future positions or growth, and changes that might impact hiring. 

      This is known as talent mapping. It is a proactive approach to bridging the gap between business strategy and hiring to predict long-term hiring needs and cultivate support for the new roles. 

      Since talent acquisition is a long-term strategy, talent mapping can be a crucial exercise and helps put your best foot forward. While it looks simple, talent mapping is an extensive process and involves brainstorming and collaboration across departments, stakeholders, and leaders. To get started, begin with these questions: 

      Are you planning to expand your organization within the next year, two, or even five years? 

      Is your company anticipating any potential mergers, acquisitions, or other major changes?

      Do you plan to change locations, add one or more offices, or go remote/hybrid? 

      Where do you think the company needs the most support?

      Are there any departments that lack skills, structure, or support the most? 

      Is there a specific department that you plan to expand or restructure?

      What skill sets do you need to meet business goals and objectives? How do you plan to achieve that?

      How do you see the company (or a department) changing/growing to support new roles? 

      2. Source: Find quality candidates

      After brainstorming the above questions, you will have a fair idea of the type of roles you are (or will be) hiring for. By understanding the type of talent and skills required for your company, you will be able to identify the right candidates to fill up your pipeline. 

      Candidate sourcing to fill your pipeline means actively searching for candidates instead of waiting for them to apply to your organization. Here are some of the most essential sourcing methods for attracting top candidates: 

      Employee Referrals

      Organizations often ask their current employees to refer candidates and offer a reward in return. These popular programs are often successful in finding qualified candidates who are the right fit for the organization.  

      Job Fairs and Networking Events

      What better way to approach candidates than in-person events? Compared to typical online outreach methods like emails, offline networking is an opportunity to develop strong and fruitful connections. This is also a great option for engaging with passive candidates. In addition, campus events are effective for fostering early-career talent. 

      Recruitment Databases

      Applications like an Applicant Tracking System (ATS), Candidate Relationship Management (CRM), or other tools provide relevant data for talent acquisition. Partner with a data provider or talent sourcing company if you don’t have a candidate database. But, if you are planning to incorporate a talent strategy into your upcoming plans, it is an ideal time to embrace a data-driven policy. 

      Related: Browse Hired’s ATS partners

      Sourcing from Social Channels

      Job boards and applicant portals allow you to identify candidates based on skills and keyword searches related to your needs. While LinkedIn is one of the most popular sources, people also use social media platforms like Twitter, Facebook, and Instagram to attract candidates. You might also target niche sources like Hired for tech candidates like developers and engineers. 

      3. Connect: Build relationships

      Once you’ve identified the candidates, it’s time to reach out and connect with them. Now, this is where it can get tricky. At this point, you are not offering a job or asking them to apply for an open role. Instead, your intention is to develop an authentic relationship over time. If done right, these relationships will be beneficial. However, candidates may lose interest if you appear overbearing and irrelevant. 

      Focus the initial conversation on understanding their goals, interests, experiences, and future plans. This will help you cultivate trust and build better relationships with passive candidates. 

      Remember that honest and consistent communication is fundamental to a candidate relationship. Inform the candidates if there are no open roles and engage with them about other valuable and relevant topics. Let them know about new projects, developments, and suitable roles, as they arise. 

      Related: 7 Ways to Message UVPs to Tech Candidates Now: Recruitment Marketing in 2023

      4. Assess: Align skills and goals

      As you connect with your candidates, assess if their skills and goals are in alignment with your company’s needs and goals. Identify appropriate candidates from your talent pipeline based on the need for specific skill sets. You can also tweak your sourcing strategy to bring in more specific talent. For instance, if your goal is to have more diverse candidates, you might target diversity job boards that have proven successful based on your talent pool assessment. 

      Related: Hired platform diversity features

      Consider these questions while assessing your talent pool: 

      Does the candidate possess the skills necessary to fulfill your business needs? Is there scope to develop those (and other) skills within the organization?

      How is the candidate adding value to your organization?

      Are the candidates’ past experiences applicable to any roles at your company?

      How can you support the candidate in fulfilling their goals?

      What opportunities for learning and development do you plan to provide? 

      Are your diversity goals reflected in your talent pool? If not, how do you plan to achieve those? What initiatives do you have in place to support diverse candidates? 

      Tip: Use Hired Asessments to evaluate talent and get insight into how you can improve your talent pipeline. 

      5. Nurture: Keep your candidates engaged

      Congratulations, you successfully built a talent pipeline! But your work doesn’t end there. Nurturing candidates in your pipeline is vital to maintaining their interest. In addition, passive candidates who might not be looking to switch jobs might require more time and effort.

      Nurturing candidates requires a delicate balance between building a solid relationship and not overdoing it and driving them away. Sending them a barrage of irrelevant job listings will likely irritate them and give them a bad impression of you and your company. 

      Focus on sharing relevant and interesting content tailored to their needs. Leverage your previous interactions to deliver personalized content to them. 

      Another way to engage candidates is to invest in their training and development. Research suggests that 26% of jobseekers want learning and development opportunities at their current workplace. This is true not only for your talent pipeline but also those hired from your channel. While training and development initiatives seem expensive, they are investments in the candidate’s and the company’s future.

      Related: How to Nurture Innovation, Strengthen Retention (Use Professional Development) 

      Start building your tech and sales talent pipeline

      Organizations can focus on curating a network of talented candidates to develop a sustainable talent acquisition strategy. Aligning your business goals with hiring needs to source and nurture relevant candidates ensures you have plenty of interested candidates when you are ready to hire.

      Ready to build your talent pipeline? Book a demo with Hired to get instant access to a curated pool of responsive top tech and sales talent actively seeking their next role. More

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      First 3 Questions to Ask Tech Talent (& What to Listen For)

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      About this Infographic

      Make the most of technical phone screens by starting off strong with these 3 initial questions. Equally important to knowing what to ask is knowing what to listen for in answers (we share that too!). Use this infographic to make phone screens productive for both yourself and candidates. More

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      Navigating Layoffs, Leveraging Strengths, & More: Talk Talent to Me January ’23 Recap

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      Catch up on the January 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      Layoffs and the importance of networking with Jason Walker & Rey Ramirez, Co-Founders of Thrive HR Consulting 

      Individuals’ greatest strengths with Dr. Scott Whiteford, Director of Leadership Analytics at Talent Plus 

      The value of talent acquisition with Rahul Yodh, VP of TA at New Western

      1. Jason Walker & Rey Ramirez, Co-Founders of Thrive HR Consulting 

      Given the current economic climate, employers and employees around the world are becoming better acquainted with the reality of layoffs each day. Guests discuss the ins and outs of layoffs, including the factors affecting them, the typical process, who’s most at risk, and how to mitigate that risk. They also provide insight into the current hiring (and firing) landscape and the push and pull of navigating remote work post-pandemic. 

      Related: How to Improve Job Security During an Economic Downturn: Career Advice for Recruiters

      “You’ve got to treat employees respectfully because the same people you’re laying off today are the ones you’re going to be trying to re-recruit in nine months.”

      Listen to the full episode.

      2. Dr. Scott Whiteford, Director of Leadership Analytics at Talent Plus 

      Dr. Whiteford delves into what it means to focus on strengths over weaknesses, the importance of self-reflection, and how to become increasingly specialized throughout your career. He also shares advice for young people on how to discover their strengths, the importance of looking at the whole person when you want to hire successfully, and how to form a constructive partnership with a hiring manager.

      “Understand what parts of your job you like, what parts you don’t like, where you’re good, where you’re not so good. The better prepared you are to have that conversation with your leader, the more likely you’re going to see a strong outcome.” 

      Listen to the full episode.

      3. Rahul Yodh, VP of TA at New Western

      Without a specific revenue amount associated with it, talent acquisition is often viewed as a cost center. However, Rahul explains there is a direct positive revenue impact to each hire a business makes and how important it is for TA leaders to make others aware of this. He also shares advice on how to change the way talent acquisition is viewed in organizations, his philosophy on interviews, and the importance of building cross-departmental relationships.

      “As a TA leader, you’ve got to think like a revenue org leader, like a COO, like a chief marketing officer, chief sales officer. You’ve got to really sharpen your business IQ and be able to demonstrate quantifiable terms that your team is providing.”

      Listen to the full episode.

      Want more insights into recruiting tips and trends?

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