If you’re like most businesses, you’re struggling to fill jobs. While there are factors outside your control that are no doubt contributing to this — we’re still in the middle of a global pandemic, after all — there are some levers you can pull to improve and accelerate the hiring process. Hiring talent becomes exceptionally […] More
Change was the only constant in 2020. For some companies (think: telehealth, food delivery, or streaming services), the COVID-19 outbreak meant rapidly increasing headcount to meet market demands. For countless others, it meant putting hiring on pause. To see how executives across the country navigated the challenges of COVID-19, Hired launched The Great Rehiring mini-series on our Talk Talent to Me podcast. In these episodes, host Rob Stevenson sits down with talent leaders from Hired, Dropbox, Oatly, HubSpot, GitLab, Battery Ventures, DoorDash, and SeatGeek—learning what each organization did to evolve during the pandemic.Here, we’ve taken the most actionable insights from these conversations and transformed them into a step-by-step playbook for hiring teams. The following pages will help your company not only survive, but thrive, in a changed climate.Ready to embark on your own great rehiring journey?Download the playbook More
In our recent panel-style webinar, “State of Software Engineers: Using Data Insights to Meet Your 2021 Recruiting Goals,” we featured industry leaders from Amazon and General Assembly, and Hired. During the webinar, Rob Stevenson, Head of Hired’s podcast Talk Talent to Me, spoke with Erin Ford, Sr. Manager, Student Experience & Career Services at General Assembly, about the importance of hiring for skills, not labels, and how this broadens your talent pool and promotes diversity in your pipeline. The webinar also featured exclusive advice and recruiting tips from Jonathan Kidder, Technical Recruiter II at Amazon (and creator of Wizard Sourcer) as well as insights from the hiring manager perspective from Dave Walters, Hired’s very own CTO. The panelists shared valuable strategies on how to use data from our 2021 State of Software Engineers Report to define and attract the most in-demand tech talent in 2021.
Industry trends and insights from our SoSE Report
What engineers want in their next role
The power of skills-based hiring
How to leverage data in your hiring processes
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Recently, Hired partnered with Lever to host a webinar featuring Atlassian on “Going Digital with Your Employer Brand: How to Revamp Your Recruiting Messaging for 2021.” Our co-hosted webinar featured Devin Rogozinski, Head of Talent Marketing at Atlassian, and Rob Stevenson, Head of Hired’s podcast Talk Talent to Me, who explored strategies on how to shift to a digital-first hiring strategy. Specifically, Devin Rogozinski addresses his experience on how talent marketing has shifted from conferences to the digital world and offers solutions on how to create and measure campaigns that will expand your talent pipeline.
How to approach creative and messaging
Resources for supporting a digital-first strategy
How to measure the success of your campaigns
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Pedigree bias has long plagued the recruiting landscape.
All too often, hiring teams seek sameness: targeting candidates with Ivy League degrees and Fortune 500 work experience. In doing so, they perpetuate stereotypes and overlook talent that has taken the path less traveled.
Not only does this process punish job-seekers who don’t fit a predetermined mold—it also blocks them from an industry they are eager to enter. That needs to change.
In recent years, leading tech companies like Apple, Google, Netflix, and Tesla have taken bold actions to reduce pedigree bias in recruiting practices. Now, it’s time we all joined the movement.
In this ebook, we’ll break down pedigree bias page by page: covering what it is, where it lurks, who it hurts, and—most importantly—how recruiters can combat it head-on.
Ready to retire biases and hire for what matters most?
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While improving corporate diversity and inclusion has been an important topic for some time, widespread social injustice and civil unrest, coupled with the impact of the global pandemic, emphasized the importance of DEI. The headlines were seared into our collective consciousness.
But just talking about diversity and inclusion won’t move the needle. Progress requires action. And the time for action is now. Particularly for the tech sector, one that, by most reports, has made few gains. We’re here to shine a light on the path forward, exploring actionable ways that you can source and attract tech talent.
Ready to lead the change?
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Without strong communication skills, recruiters, especially those in tech, don’t stand a chance when it comes to capturing the attention of in-demand candidates. The tech industry remains highly competitive, making recruiters’ job of attracting top tech talent all the more complicated and communication all the more critical.
When it comes to connecting with top tech talent, sometimes you only get one shot to shoot – and it better be a good one. To help it stick, we’ve put together a list of what you should – and shouldn’t do – when communicating with these candidates.
Want to learn the top messaging mistakes tech recruiters make and how to prevent them?
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One of the big lessons learned in 2020 was to be prepared for the unprepared. With so much uncertainty still in the market, employers should proceed the recruiting landscape in 2021 with caution. Doing so means learning how to enhance and improve relationships with tech talent – prospective candidates and current employees alike. Tech talent is always in-demand, and as such, attraction and retention will be more important than ever before.
With that in mind, we’re here to offer strategies that will position you as the employer of choice for top tech talent, from your initial interaction through to the final offer.
Want to find out how to source and attract top tech talent and edge out the competition?
Download the guide More