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    How to Foster Psychological Safety in the Workplace, from Interviews to Management

    Why it’s Important to Create an Environment for Employees and Candidates that Welcomes Feedback

    The workplace hasn’t always felt like a safe space to speak up or out. Because of that, issues can go unaddressed and ideas can go unmentioned. Savvy organizations know an environment strong in psychological safety is more conducive to innovation and employee satisfaction. Haven’t heard of psychological safety before or don’t know what it is? Learn why it’s important in the workplace from interviewing to managing teams. Find out how to establish and nurture it within your company.

    What Is Psychological Safety?

    According to Harvard leadership professor Amy Edmondson, “psychological safety is a belief that it’s absolutely ok, in fact, it’s expected, to speak up with concerns, with questions, with ideas, with mistakes.” Everyone feels comfortable being themselves at work. There’s no fear of punishment or humiliation for one’s thoughts or ideas.

    This doesn’t mean work is sunshine and rainbows all the time. Conflict will happen. The difference is people are willing to speak up. There’s mutual support with psychological safety.

    Psychological safety lays the groundwork for innovation and adaptive performance. This can occur at all levels of an organization. It establishes an environment where team members feel comfortable expressing concerns. They ask tough questions because everyone’s input counts. They’re not afraid to throw out ideas for fear of rejection. When team members feel safe, they’re more likely to take risks, share new ideas, and challenge the status quo.

    Anabel Morales, VP of Talent Acquisition at Worksome describes psychological safety in a nutshell as “really just having the ability to speak your mind and being open to candor.”

    Tyler Parson, Head of Talent at Chili Piper explains how creating this space stems back to the organization taking initiative. “If you create a culture where it’s okay to say those things, then it takes all the fear out of it, or at least most of the fear out of it.” 

    Company Values & Culture Foster Psychological Safety

    Reinforce and promote psychological safety through the company’s values. Doing so allows you to set the tone for its development throughout the organization.

    Worksome’s company values are “Speak data, be brave, and have fun.” Anabel Morales explains how these values work to build an environment of psychological safety. 

    “Being brave really connects to letting people be authentic, speak their minds, and have fun. I think it’s not just about social events and team building, but it’s also about actually having a passion for your work and having fun at your job because of what you’re doing.” 

    “Our cultural framework is made up of trust, transparency, and inclusion. We try to approach everyday interactions with our colleagues in this way and also throughout the candidate journey.

    Culture promotes psychological safety for internal employees seeking changes too. Tyler Parson shares how this works.

    “What we’re trying to build at Chili Piper and have been successful in doing so far is creating a culture where if you want something new, you always ask for it internally first. If it’s in the realm of possibility and our growth plan, then we try it.”

    With clear values and a positive culture, employees can feel comfortable expressing themselves in the workplace and building trust with the company.

    Psychological Safety in Interviewing

    For far too long, an interview hasn’t always felt like an opportunity to speak up without fear of backlash. Or worse, getting the boot from the recruitment process. Building psychological safety in interviewing will change that.

    Anabel explains why Worksome makes an effort to provide psychological safety in the interview process. “We want to ensure people feel free to speak up and share failures as well as successes because we know that’s really where the learning happens and that’s just important to share.” 

    This welcomes the opportunity for candidates to share the adversity they overcame to achieve success!

    So, how do you set a precedent of psychological safety for a candidate in an interview? It starts with the interviewer.

    Tyler shares that Chilli Piper ensures during “interview trainings, hiring managers are equipped with how to create a basic positive candidate experience. Part of that is understanding how to make candidates feel comfortable, welcomed, and [empowered] to talk about their experiences in a way that doesn’t shy away from talking about their failures.

    Gauge a candidate’s ability to foster psychological safety in the workplace. Ask questions focusing on empathy and respect. Assess if this person will be a good fit in a culture of psychological safety.

    How do you go about building trust with your team?Provide an example of how you showed empathy in your current role.How would you help someone progress after a failure?Share how would you respond if someone else’s view on a task or project differed from yours.

    Psychological Safety for Management

    Creating a psychologically safe workplace starts with strong leadership. Leaders need to model the behavior they want to see in their team members. They need to encourage open communication. Give employees the space to voice their opinions.

    Anabel believes “top leadership” setting a precedent has a ripple effect throughout the organization. “I think if they are living out their values then it will naturally trickle down to the rest of the company.” 

    “You can always use the values when you are trying to make tough decisions and when you reflect on the values, it’s [even] helpful in navigating your day-to-day.”

    “When we hire managers or if we promote somebody into a management role, right away we introduce them to our leadership principle, educating them on just how to live up to those values.”

    Tips to Build Psychological Safety

    Here are 3 important tips from Amy Edmondson to create psychological safety as a leader: 

    Frame the work as a learning problem, instead of an execution problem. Needing everyone’s involvement creates a rationale for speaking up.

    Ask more questions to invite sharingActively request opinions from those who tend to stay quiet

    Acknowledge your own fallibility to create more safety for speaking up. Tyler Parson supports this saying, “It starts with… you as a leader practicing vulnerability”

    Apologize when you make a mistakeAsk for help when you need it

    Model curiosity and ask a lot of questions to create a necessity for voice.

    Promote equal speaking time for everyone involvedEncourage feedback sharing and use it to build on ideas

    Psychological Safety Is the Foundation for Innovation

    Psychological safety establishes a baseline. Everyone can feel safe to speak up and feel heard when they do. In this sort of environment, innovation comes easily with the free flow of ideas. 

    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.

    Finally, want to listen to the full episodes featured in this article?

    Editor’s note: at the time of the podcast recording, Tyler was Head of Talent, in June of 2022, she was promoted to VP, People. Congrats, Tyler! Likewise, when her episode was recorded, Anabel was VP of Talent Acquisition, in August of 2022, she became VP, People and Culture. Congrats, Anabel! More

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    Less Competition, More Talent: Here’s How to Recruit in an Economic Downturn

    What You’ll Learn

    How a ‘down’ economy affects hiring strategiesWhat companies should avoid doing in rough economies (it’s probably not what you think)Advantages of recruiting in an economic downturn12 best practices to help gain a competitive advantage when the economy slows

    About this eBook

    If you’re in the hiring space, you’re probably no stranger to this shifting landscape of talent acquisition. Now, we’re facing the newest challenge in the labor market: rising inflation, fears of recession, and labor shortages. But no matter the economic climate, it’s your job to find and retain top tech talent. Discover how can you adapt your hiring strategy to successfully recruit, keep pipelines warm (and strengthen your own career) during an economic downturn. More

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    Get Internal Approval for Recruiting Tools: A Step-by-Step Playbook

    What You’ll Learn

    How to articulate the problem the tool will solve (with examples!)How to prepare a solid rebuttal (just in case)The communication structure to follow when you request the tool

    About this eBook

    Your team has big goals and you’ve identified a new recruiting tool to help. So what’s the best strategy to get it approved internally? Securing approval may feel like a tremendous challenge but this playbook will outline, step by step, how to get your recruitment tool budget approved so you can better automate and streamline your hiring process. More

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    Why You Should be Recruiting Laid Off Talent (+ 3 Key Strategies) 

    Between shrinking labor force participation due to the pandemic and the “Great Resignation,” in which almost 50 million workers left their jobs, we’ve faced a whirlwind of a labor market. Now, amid increasing inflation and labor shortages, the job market remains uncertain. Whether it’s business as usual or you’re under a hiring freeze, it’s important to think about nurturing your pipeline and recruiting laid off talent. 

    This year, numerous layoffs came as a tough blow to many tech workers thrust back into the job market. In September of this year, job cuts surged 46% with US-based employers announcing over 29,000 layoffs. 

    Surprisingly, mass layoffs are a relatively recent occurrence dating just back to the 1970s. Since then, many Americans have come to accept layoffs as an inevitable outcome of economic downturns. Workers could no longer rely on the same company to employ them for the majority of their professional careers. 

    So, let’s review key strategies for talent acquisition teams and recruiters to grow their talent pool and find top candidates despite an economic downturn. Here’s how you should approach recruiting laid off talent and stand out in this market. 

    1. Don’t let stigma influence you

    Let’s get one thing straight. Firing is typically performance-based. About 74% of US workers are considered at-will employees. This means an employer may fire them for any reason (if not illegal), or no reason, without warning, and no just cause. 

    Layoffs, on the other hand, are typically unrelated to an employee’s ability to perform a job and the quality at which they do it. Let go of biases traditionally attached to hearing someone was “let go.” Do not assume a laid off worker is ‘less than’ someone a company continued to employ. Perhaps the individual who was laid off was great at their job but the company shifted direction or the economy took an unexpected turn. 

    These days, layoffs aren’t frowned upon as they were in the past. We see an open dialogue about the state of the hiring market and people’s experiences with layoffs. An explosion of  LinkedIn posts in which people share their stories helps prove we are overcoming a taboo. 

    Rethink the connotation of a “job hopper”

    In one LinkedIn post, Rowena Millward reflected on the days in which 10 years of tenure was the average. Then, a changing world of work prompted reinvention. From the shock of having to “adapt or die,” she found success and growth in “dabbling” and making multiple career transitions. Rowena garnered over 1,000 reactions on this post — her statements resonated. We should embrace reinvention. 

    Brittany King, Senior Manager of TA-Talent Intelligence & Diversity, encourages employers and jobseekers to reject negativity around “job-hopping.” In fact, she encourages employers to see past it as a DEI practice. 

    She says, “In many cases, ‘job-hoppers’ have had more barriers than others in the workforce.” This could include health challenges, economic hardships, or transportation issues. Brittany even credits job-hopping to her own career success. “My skills are varied, my familiarity with different industries is comprehensive, and my understanding of organizational culture is robust.”

    Many of the challenges laid off talent face stem from an occurrence simply out of their control. Empathize with them and recognize how much strength it takes to bounce back and re-enter the job search post-layoff. 

    2. Be open to diverse talent 

    Reframing your mindset around particular talent opens up your recruiting to a world of hiring opportunities in places you may not have expected. 

    Layoffs trigger a mix of emotions but also present the opportunity to pivot and explore careers in areas of passion and genuine interest. As people reassess their professional lives after a layoff, many decide to pivot into new fields or industries. In the spirit of Rowena Millward, they embrace reinvention.  

    At Hired, we’ve had the pleasure of meeting numerous jobseekers who broke into the tech sector from wildly unrelated fields — such as music.

    Paula Muldoon used Hired to land a role as a Senior Software Engineer. When we asked her to share her story with us, Paula explained she made a transition into tech from a classical music career. Paula said, “I turned 30 and wanted to earn more money and have a better quality of life. I knew a few developers and they seemed to be really happy and since I could retrain quickly, software seemed like a good option. And turns out I love it!” 

    A successful Makers Academy bootcamp grad, Paula took a bold leap and an unconventional route to make her big career move. Her story serves as a reminder to be open-minded about non-traditional talent or those with second careers.

    Read more stories about candidates who successfully pivoted their careers: 

    In Hired’s panel discussion, “An Insider’s Guide to Hiring in Tech,” our CTO Dave Walters joined TA leaders to discuss improving the recruiting experience for jobseekers and better practices for sourcing talent.

    Panelist John Beard, Director of Corporate & Technical Recruiting at One Medical, made notable points on expanding candidate pipelines with non-traditional talent. 

    “Look for those non-traditional avenues to become a Software Engineer. Look at the bootcamps and at earlier-in-career talent…If you’re an organization specifically looking for the traditional pedigree of Software Engineers from a traditional college education and program, you’re going to miss out on a lot of great Engineers. There are a lot of great self-taught Engineers. There are a lot of great bootcamp Engineers. I’ve hired a lot of great Engineers in their second careers. You can attract them and leverage them on your team, but you have to be open to it.”

    Related: Partner Roundup: Coding Bootcamps & Non-Traditional Tech Education 

    Defining talent based on pedigree is a disservice to your team and puts unnecessary limitations on your recruiting, so look beyond labels and hire for skills.

    Urging companies to prioritize equitable hiring, Hired’s CEO Josh Brenner, explained in the 2022 State of Wage Inequality report, “When competition is high, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.”

    Pro Tip: You can add bootcamps to your search criteria on the Hired platform. Or you can work with our events team to create a coding challenge. They’ll help you connect with one or more of our bootcamp partners to co-host and co-promote a challenge or other event. 

    3. Offer what’s important to jobseekers

    To attract the right talent, provide what jobseekers want. In our 2022 State of Tech Salaries report, we explored what tech professionals seek in their roles and job offers. The top perks tech workers would trade for a higher salary/offer are:

    Flexible work schedulePhysical health benefits Paid time off   

    To be successful in recruiting laid off talent amid such volatile economic times, offer flexibility and practical benefits, such as health insurance and 401K retirement matching. These trade-offs are a sharp contrast to findings from the 2021 report, in which more candidates would accept a lower salary for company stock or equity. 

    Perhaps, this reflected a desire for stability as employees assessed what their careers meant in the midst of a pandemic. Employees likely wanted to feel connected to the business and its future growth.  

    Beyond what employers can tangibly offer, tech professionals weigh company values as important too. Again, referencing John Beard, we realize the importance of attracting tech workers who want work aligned with their values:

    “What a company does is increasingly important for engineers who can take their talent to just about any industry. The mission and what the company does really matters. This means concentrating on finding those missionaries as opposed to the mercenaries, who are just looking to maximize their earning potential.”

    Presenting what your company has to offer in values helps you identify the candidates who share your organization’s vision. 

    Is your culture represented well in your employer brand?

    For guidance, download our eBook written for scaling startups, Want to Boost Responses from Candidates? Add Your UVP in Strategic Recruitment Messaging. Work for a large enterprise corporation? Here’s Losing Top Candidates to Unicorns and FAANG Companies? How to Stop It.

    Don’t get us wrong — a competitive salary is essential! However, it loses some of its charm when the fear of getting laid off down the line is present. 

    Perhaps the candidates’ desire to join companies who do meaningful work and the candidates’ willingness to trade salary for benefits enhancing quality of life ultimately reflects their search for security and trust in their jobs. Make candidates feel safe. 

    When recruiting laid off talent, be transparent  

    Does your company offer professional development opportunities? Do they offer tuition reimbursement? What about PTO and family planning/maternity/paternity benefits? Be prepared to tell candidates all about it. Openly share them early in the process. Let them know you want to be supportive by investing in their future — not making them uncertain about it.

    Be sure to keep candidates informed throughout the process. Be upfront about what you’re looking for too as you build trust. Candidates want stability more than ever. Your honest communication about where the company was, is, and will go can help provide that. Share numbers and details to paint a clear picture of your organization. Sell them on why the candidate should begin the next chapter of their career with your team. 

    Go find new talent for your pipeline by recruiting laid off talent

    Do you need better alignment with your hiring teams? Check out our research on What Happens when TA & Hiring Managers Unite. Or if you’re simply spread thin these days, Hired Technical Sourcer offers short or long-term help shortlisting, communicating, and screening technical talent. 

    We also offer opportunities for candidates to showcase their engineering skills and for employers to asynchronously evaluate them using Hired Assessments. 

    Ready to learn more about how Hired supports talent acquisition and recruitment? See how it works for employers with a demo and set up a trial.  More

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    5 Tips for Managers to Maximize Interviews and Secure the Best Talent 

    Businesses are currently battling a candidate-driven jobs market when searching for talent. There are more jobs than job seekers, so it’s more important than ever for managers and HR professionals to ensure they’re maximizing interviews to secure the best talent.  And with unemployment rates lowering to 3.7% in Q1 2022, the lowest rate since 1974, but a recession on the horizon now, is the time for businesses to ensure they’re streamlining their hiring processes to ensure they secure the best talent going into unfavorable economic conditions. Below, we outline five top tips for businesses to make the most out of the hiring process.
    1. Don’t get stuck on the must-haves
    It is highly unlikely jobseekers will have every skill and level of experience desired for a job role, so it’s important to remain flexible when reviewing candidates. Having two different lists of candidate requirements on the job advert, one for ‘essential skills’ and another for ‘desirable skills’, ensures the best talent isn’t intimidated out of applying due to a lengthy job requirement list where they may not meet every criterion. It’s important to remember although a professional may not have the level of experience desired, their key skills may be useful within their role and will allow them to be trained to the level required – so keep an open mind.
    2. Take time to prepare
    As much as the candidate needs to prepare for an interview, it’s also important when hiring to go into the conversation with all the facts. Ensure before the interview you have reviewed the candidate’s CV and any other documentation they may have provided to get a well-rounded view of their experience before you meet them in person. It’s also a good idea to look at their LinkedIn profile to see if they have been active in any recent discussions that you may wish to bring up in the interview. This will allow you to really get a feel for their personality and how they will integrate into the culture of your business.
    3. Plan out the interview
    It’s a good idea to plan questions prior to the interview. This ensures the right questions are being asked, allowing you to find out everything essential you need to know about the candidate. To make things fair, it’s important you use the same questions for each person you interview.
    Additionally, planning the interview in advance will help get the information you need quickly, saving time and resources, and reducing the need for second interviews and follow-up calls. Being as efficient as possible and cutting out unnecessary stages in the recruitment process can be a make or break when securing talent in the current market. It’s also important to factor in a relevant task that a professional may be required to complete to ensure the interview process gets a well-rounded view of the candidate and their suitability for the role – this may need to be done at a second interview, and similarly to the questions, to keep things fair the same task should be given to all candidates. Also, think about your interview panel – having a diverse panel can help to ensure you are limiting unconscious biases from the process.
    4. Allow time for questions
    Once you’ve asked all the questions you want to be answered, it may feel as though the interview is now complete. However, not allowing the interviewee to ask questions can mean essential pieces of information slip through the cracks. Not only will the questions asked by the interviewee give you a feel for their level of interest in the role and business, but it will also allow you to gain an understanding from the candidate’s point of view, meaning you can streamline your hiring process by providing the correct information and asking the right questions in the future.
    5. Don’t hang around
    Because of the candidate-driven market, it’s important to act quickly if you are interested in a candidate! While you need to take the time and consider if someone is the best match for your business, as the market is moving so quickly, talent is being snapped up fast, so consider if there are ways your hiring process can be streamlined to reduce the time taken to offer a job. If you’re taking the time to discuss a potential hire with every member of your team, the candidate may have already taken another offer, so always communicate your interest in a timely fashion. This could involve setting a transparent timeframe that you will give the candidate feedback, as this may make them more likely to wait before accepting another offer.
    By Claire Harvey, Managing Director of UK Network, Reed.
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    Future Workplace Trends and Hashtags

    I won’t ask you if you’ve heard of “quiet quitting.” I refuse. In the last half of 2022, the trending hashtag started a movement on TikTok that mysteriously went on and on like a bad case of food poisoning. Long after the topic had passed its expiration date, employment bloggers (including this one) continued writing about it, while the rest of the workforce debated whether quiet quitters were valiantly setting work/life boundaries or justifying their poor work ethic.
    A few months later, “quiet firing” began trending, and we learned how the term had been applied to employers who intentionally mistreat or neglect employees in order to prompt them to quit. Now, even “quick quitting” has replaced “job hopping” in the online workplace vernacular. For all the drivel TikTok has churned out, suddenly the platform has become a powerful tool for employees, giving them a voice they’re using to let employers know the tables have turned.
    As we head into the fourth year the world has lived with the coronavirus, the workforce shows no signs of returning to its pre-pandemic state. Regardless of how much some employers would like it to, the job market is too strong, and qualified candidates are in too high demand. But if the past year is any indication, we may very well see more catchy hashtags in the near future. After all, if we can’t control workplace trends, we can at least watch them go viral. Let’s look at a few possibilities.
    In 2021, 47 million people quit their jobs in what we now know as the Great Resignation (one of the few trending terms that bores us even more than quiet quitting). Many expected these employees to come rushing back to the workforce in 2022, but it hasn’t happened. Instead, the resignations have continued, and though the pace has slowed, it’s done little to help employers who have faced an uphill battle restaffing their businesses in order to stay productive and profitable over the past two years.
    Many employers are now faced with a difficult decision – hire fast or close up shop. For some businesses, this means relaxing their hiring requirements to accommodate a dwindling candidate pool. For others, it means not being able to provide the level of customer service they have in the past. And for nearly all, it means increased turnover rates as employees job hop their way to a higher income or better incentives offered by other employers desperate to fill roles.
    More exiting and more hiring require more recruiting. But there are now nearly twice as many job openings in the U.S. as there are unemployed people, and the old “help wanted” sign doesn’t generate applications like it used to. This is where experienced recruiters and candidate sourcers will continue to prove their value to employers. As the strength of the current job market makes active recruiting (i.e., posting on job boards) less effective, employers will turn to the experts to passively recruit candidates who are currently employed in order to fill roles that once filled themselves.
    More and more employers are now realizing what GM recently learned the hard way – try to get employees to return to a pre-pandemic work model and they’ll object…loudly. Insist that they return and watch them run for the door. Employees have been working remotely or hybrid for almost three years now. During that time, they have stayed productive, enjoyed the perks of a commute-free lifestyle, and prioritized work/life balance. Employers are awakening to the fact that the “new norm” is now the old routine, and those who disregard employees’ needs will soon find them working for competitors.
    None of these trends are new (at least not since the pandemic), but then neither is quiet quitting, which was known for years as employee disengagement. Regardless of what happens to the job market in the near future, two facts remain: people will continue to consume news through social media, and catchy, memorable hashtags make it a little more palatable and easier to follow and share. Will the next few months bring an #UnemploymentExodus, a #JobSeekerSurge, a #GreatRestaffing? Keep an eye on trending topics to find out!
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    2022 UK State of Tech Salaries

    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

    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