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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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      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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      6 Reasons You Think You Don’t Need Hired

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      Or, Why It Could Be Your Best Recruiting and Hiring Solution

      We meet a lot of people who think they understand what Hired is, and what we do. Truth is, there are a few misconceptions out there. We’re not a recruiting agency, a job board, or a social network. We work for employers, connecting them directly to qualified candidates for tech and sales roles. We focus on talent most in demand by employers, which are generally Software Engineers, DevOps, UX Designers, Product Managers, and Data Scientists. For sales, it’s mostly Candidate Experience and revenue-based roles, such as Sales Managers. 

      It’s free for candidates to submit a profile and interview requests from employers. We also have a dedicated Candidate Experience team to support them. Using sophisticated AI and transparency into compensation expectations and preferences, we surface matching talent to employers, saving both parties loads of time. Despite this, we know hiring managers, recruiters, talent acquisition professionals, and C-Suite executives have questions – even objections.

      So, is Hired the right fit for you and your hiring needs? Let’s see. If we are, super! Let’s continue the conversation. If not, keep visiting and enjoying our content for recruiters, hiring managers, and talent leaders. Maybe we’ll connect down the road. Here are some common reasons you may think you’re not the right fit. 

      1. “We’re under a hiring freeze.”

      If you’re on a hiring freeze, it’s likely attrition is a risk for retaining talent. Recent data from LinkedIn shows the typical attrition rate for tech and sales talent is between 10-12%. This only rises in times of uncertainty. If retention is a concern for you, we can help in several ways. 

      Our research shows that highly-rated aspects of an ideal company culture and work environment for software developers include opportunities for professional development and career growth. We work with several partners, who help our customers upskill and develop their tech and sales teams.

      Hired offers the most efficient solution for sourcing talent when you need it. Plus, our Customer Success team is happy to work with you to improve your hiring processes through an interview guide revamp or company profile page review. Then, once the freeze lifts, you’re ready to go while your competitors are just warming up. 

      2. “We’re in the midst of layoffs.”

      We know that’s a tough experience for everyone involved, and we’d like to support you and your colleagues with free resources during this difficult time. 

      If, however, you want to reduce the cost of vacancy, and you need to backfill crucial roles, but outreach or recruitment marketing is discouraged during layoffs, we can help.

      Working with Hired to discreetly source and screen candidates for immediate roles or to nurture your pipeline avoids the optics of “spray and pray” LinkedIn outreach or job postings on your site. If your hiring managers and sourcers are stretched thin, Hired offers services to act as an extension of your team.

      For individuals seeking a new role, we offer free career resources, including a Jobseeker’s Guide to Bounce Back Better than Ever, which may be useful to share in your networks. 

      If you want to earn new certifications and skills, or even want to attend an immersive bootcamp, we have partners to help. If you’re on the platform, earn badges to broadcast your skills using Hired Assessments. Candidates with badges earn more interview requests. 

      Keep in mind, Hired also has hundreds of companies continuing to interview and extend job offers. They know some pretty amazing talent suddenly becomes available after layoffs and it’s a prime opportunity to connect and establish a relationship with them. 

      If you’re already on the platform and need assistance – reach out to our Candidate Experience team. They’re there to help you be successful!

      3. “We’re focused on other initiatives during the hiring slowdown, like Employer Branding.”

      We understand, and we’re happy to help with that too! We also offer employer branding services such as co-marketing or events to participate in that would allow you to maintain a brand profile while hiring is on pause. 

      Need to rethink your funnel or customize them for specific roles or regions? Our team is available to assist by auditing your messaging and processes before making thoughtful recommendations. 

      Let’s create more productive experiences for your hiring teams in the future and optimize the candidate experience. Now could be an excellent time to tackle some big rocks or strengthen areas deprioritized during hypergrowth modes. Reconsider policies, rethink requirements, and redraw maps of how you attract, hire, and retain employees. 

      Check out these related resources: 

      4. “We’re not a ‘tech company,’” or “We don’t have many tech roles to fill.”

      Are you sure? Your company may have an industry focus on healthcare, consumer goods, or agriculture, but you probably employ tech workers. You may have one, two, or 10, compared to the hundreds employed by global household names like Amazon or Google. 

      Regardless, the tech roles you have may be challenging to fill, especially if your turnover is low, (congrats on your retention!). If you have a lean tech team, odds are the company is pretty dependent on them and needs open roles filled as soon as possible. Whether it’s moving projects forward or ongoing support for the business or its customers, chances are you need a specific skill set and you need it fast. 

      We can empower your internal team to efficiently source the precise subroles you need. Frontend, backend, full stack engineers? We’ve got them. DevOps, data analysts? You bet. UX designers and product managers? We have a lot of them, too. 

      We have a vertically-deep pool of pre-qualified, responsive candidates for a simple pay-per-hire rate with a dedicated Customer Success team at less than the cost of recruiting agencies.

      Eliminate the waiting game and move faster. How? Our candidates’ profiles with salary expectations and wishlists plus our system’s robust filters provide better matches and enable you to personalize your interview requests. This helps you connect with candidates at a deeper level immediately and generates amazing response rates. 

      5. “Hired is too expensive,” or “It won’t work with our current hiring tools budget.”

      Passive sourcing can bury your inbox. But, the candidate pool slows you down because of outdated profiles or the search functions don’t deliver the candidates with the skills you need.  Lockdowns changed the way many people regarded work/life balance and what they wanted from their job or career. The Great Resignation, or Reshuffling, had tech workers flexing their power in a competitive market. 

      A survey of technologists in October of 2022 indicated 74% are actively looking for or open to a new role. Despite the layoffs that thundered through the second half of 2022, the unemployment rate for the tech industry fell to 1.5% in January from 1.8% a month earlier. The national rate fell from 3.5% to 3.4%, for comparison. 

      There is no slowdown in the number of tech professionals who are looking for new opportunities at other companies.  

      So, when you do have open roles, they are more critical than ever and the competition for top-tier candidates is intense. We provide the most efficient solution as our candidates are fully vetted for experience, skills, and salary requirements so we connect you with the people you need quickly. 

       Plans

      We offer various models including a subscription-based scenario with a predictable flat fee and unlimited hiring. This level offers beta access to new features, more compensation data, and premium customer support. Data shows customers often average 50% savings on cost per hire using this model.

      If flexibility is more important for now, go Pay Per Hire. You get access to the same tools and features for DEI to surface more underrepresented candidates and eliminate bias, as well as compensation transparency, completed assessment scores, and third-party integrations like an ATS. Depending on your needs, this allows you to get started quickly and further evaluate before making a commitment. 

      Whichever works best for you, ensure you and your team benefit from the highest value-add tools to meet hiring needs, achieve DEI goals, support your brands through volatility, and deliver the strongest ROI.

      We found a lot of companies could use assistance in working with decision-makers to get support for hiring and recruiting tools. We created this to help – Get Internal Approval for Recruiting Tools: A Step-by-Step Playbook.

      6. “We don’t need Hired – our inbound pipeline is flush with candidates.”

      Perhaps. But who are they? Are they qualified? Are they willing to work in a hybrid environment? What’s their visa eligibility? What’s their preferred working time zone? How much time will you spend screening and are they legitimately a good fit for the open role(s)? 

      Hired brings you the right talent, right away. It’s likely your team is expected to do more with fewer resources. Take advantage of the widest pool of the most active and curated talent on the market and enable them to source in the most efficient way possible. 

      Lean on Hired Assessments and candidate-earned skills badges to quickly filter and vet your full pipeline of candidates. Using this asynchronous tool frees up your team from in-person proctoring, creates a better experience for candidates, and empowers your team to assess a greater volume of candidates across multiple time zones.

      Need temporary or ongoing help to source, screen, and manage communications with candidates? Use Hired Sourcer to shortlist and coordinate the back and forth between candidates and hiring managers. It protects your employer brand by providing a better experience for candidates and allows hiring managers to focus on their daily priorities.

      Want a customized report of time and cost savings estimates? Check out our Savings Calculator. 

      Conclusion: Hiring the right people has never been more important.

      Let’s talk. Let’s explore how Hired can help you with more than quickly attracting and hiring qualified and experienced tech and sales talent. 

      We’re eager to understand your needs today and down the road, so we may support you and your goals. We are happy to show you a demo of the platform and connect you with team members to learn more about sourcing, events, tech assessment tools, and more.  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?

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

      by

      What You’ll Learn

      Why it’s not about hyper-growth anymore

      How to be creative and considerate when structuring and communicating benefits

      Why emphasizing flexibility is key

      About this eBook

      At the beginning of 2022, a common recruitment message to candidates was how rapidly a company was growing, or about the latest round of funding. 

      After companies of all sizes laid off workers in mid through late 2022, those messages needed revisions. Now, there is an unprecedented volume of high-quality, seasoned talent looking for their next role. 

      To make the most of this opportunity to reach previously passive candidates and slingshot your teams forward, use this eBook to proactively address jobseeker priorities or concerns. More

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      How to Onboard Successfully & More: Talk Talent to Me December ’22 Recap

      by

      Catch up on the December 2022 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leaders who share strategies, techniques, and trends shaping the recruitment industry. 

      Respecting history, protecting the future, and maintaining healthy office culture with Hadley Haut, Executive Director at The Atlantic 

      Diversity on a leadership level, career path building, and successful onboarding with Amy Cappellanti-Wolf, CHRO at Cohesity

      Educational standards, the importance of soft skills, and India as a source of talent with Aditya Singh, Director of Talent Acquisition at Informatica

      Working for an agency versus in-house, initiating urgency and speed, and the responsibilities of a TA leader with Jodi Cohen, Director of Talent Acquisition at Tombras

      HR personnel versus recruiters, turning a bad interview into a valuable one, and personal branding with The HR Twins Carla Patton & Camille Tate

      Unconventional career journeys, the pressure to specialize, and why sourcing is often oversimplified with Wesley Gilbert, Global Head of TA at On

      A white glove approach to recruiting, reframing job descriptions, and flexibility in the resume process with Alia Poonawala & Emma O’Rourke-Powell, Recruiting Directors at Johns Hopkins University 

      1. Hadley Haut, Executive Director at The Atlantic

      Candidates should approach the company they want to work for with deliberate ambition, adequate research, and the will to uphold company values. Hadley did exactly that on her way to becoming Executive Director of Talent and Culture at The Atlantic. She shares how, despite the difficulties of the pandemic, her company successfully maintained its office culture. Hadley also explains why working in-office is still extremely valuable for all employees. 

      “When you’re ready for a new job, the best thing you can do is reach out to a company where you really want to work, because that’s the first thing anyone who is hiring you will notice.” 

      Listen to the full episode.

      2. Amy Cappellanti-Wolf, CHRO at Cohesity

      The workplace is rapidly changing and there is an increasing focus on the mental health, wellness, goals, and happiness of employees. Amy discusses her interesting HR philosophies and shares how to find the right way to help onboarding employees integrate successfully. Amy also suggests how to lead onboarding to secure employee retention and engage employees in their work. She even offers an example of how to plan an employee’s onboarding process!

      “There’s a ton of studies that if you don’t get onboarding, right within the first month to 60 days, retention drops drastically after the first year of employment. It’s not only the right thing to do for your employees, but there’s real business value in doing that.” 

      Listen to the full episode.

      3. Aditya Singh, Director of Talent Acquisition at Informatica 

      As educational standards constantly change, is it still necessary to hire talent based solely on the educational background? Or, should recruiters look for something else? Aditya helps answer this and emphasizes the importance of soft skills. He also discusses India as a major source of talent for companies based outside of the country, explaining why India is unique in the talent it produces. Learn about the country’s current surge in technical skills development and why startups remain the focus of many Indian investors.

      “I think we need to get away from role-based positions. The guardrails of education are slowly moving out. I think that we find the person who’s able to deliver, focus on the result and what the individual brings to the table, and then the background of the individual.”

      Listen to the full episode.

      4. Jodi Cohen, Director Talent Acquisition at Tombras

      Jodi dives into her journey as a recruiter and how she ended up working in-house, which she compares to working for an agency. She also dives into how she brought urgency and speed to Tombras, and moves quickly while putting processes in place. Jodi tells us her thoughts on the roles and responsibilities of a Director of Talent Acquisition, and why being hands-on is essential. 

      “I am still very reluctant to pass on any responsibilities through the hiring process. Anything that’s communication with the candidate, I’m still going to take on, because that ensures that the relationship with the candidate is going to be maintained throughout the process.” 

      Listen to the full episode.

      5. Camille Tate & Carla Patton, Head of Talent at Strava and VP of HR at RAPP

      For departments that should work in tandem, many find that HR personnel and recruiters often devalue each other’s roles. This episode’s guest duo rectified this common situation and reveal exactly how HR and TA should join forces. In fact, these two guests are twins and work side-by-side to deliver the hit podcast, The Career Saloon. Carla and Camille offer takes on their least favorite aspects of the opposite department too. As for advice, they tell us how to turn a bad interview into a valuable one, why it’s vital to be self-aware, and why personal branding is inherent in each of us. 

      Related: What Happens When TA & Hiring Managers Unite? Best Practices from One Medical, NBCUniversal & More

      “People are always watching you. It doesn’t matter if you think they aren’t; they are always watching you. If you don’t think you have a personal brand, you do.”

      Listen to the full episode.

      6. Wesley Gilbert, Global Head of TA at On

      Not everyone follows a linear career path, and pursuing a non-traditional route can equip you with useful skills you wouldn’t otherwise have acquired. With a varied and eventful career journey, Wesley is living proof that there’s no correct way to approach your career. He offers a refreshing perspective, sharing how a fortuitous encounter facilitated his first recruitment job and how he realized the inflexibility of a larger organization wasn’t for him. He also discusses the pressure to become more specialized (and the benefits of being a generalist). 

      “It doesn’t matter how senior you are when you come into a company. We’re going to give you some autonomy, we’re going to give you some scope. And we’re going to give you the trust to go and do that. And that means that you just attract a completely different caliber of people.”

      Listen to the full episode.

      7. Alia Poonawala & Emma O’Rourke-Powell, Recruiting Directors at Johns Hopkins University 

      In another episode featuring double the insights, Alia and Emma from Hire Hopkins, the recruiting arm of Johns Hopkins University, discuss university recruitment. They shed light on their white glove approach featuring one-on-one and data-driven work, and share how building an infrastructure streamlines the recruitment process. Alia and Emma also explain how to reframe job descriptions to generate interest from the target market, why flexibility is vital in the resume process, and why you should consider international talent. 

      “The companies that do well are the ones that are teachable and willing to experiment.” 

      Related: Raise the Bar in 2023: Strategies from Top Employers Winning Tech Talent (VIDEO)

      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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      Hiring Tech Talent is Tough. Here’s Why (and What to Do About it)

      by

      Pandemics change things. They are the cultural equivalent of an apocalypse, and while we can rebuild and recover, the process of adapting to a whole new landscape can be labor intensive and painful. 

      We’re still in the midst of the shifts created by Covid-19 and the ensuing lockdowns. Many of them are showing themselves in labor markets, hiring tools, and overall attitudes towards work. Economic uncertainty over the course of 2023 will only continue to shift the ground under our feet. 

      A 98% chance of a global recession in 2023, as reported by Ned Davis Research, has alarmed experts worldwide. Even with continued efforts to control inflation, 90% of CEOs expect to see a significant rise in cost within the next 12 months. Moreover, 50% of HR leaders expect increased talent competition over the next six months.

      These trends present challenges for the tech industry’s recruitment and talent acquisition landscape. Despite this, software engineer and developer roles continue to be in demand. 

      According to Hired, software engineers received twice the amount of interview requests last year than in 2020. However, reduced hiring will probably continue with the anticipated recession, as well as tech hiring freezes and potential layoffs.

      Related: Cost of Vacancy: Making the Case for Hiring During a Downturn

      How did tech recruiting become even more challenging?

      The technology industry is rife with competition, an overwhelming skills gap, and a shortage of seasoned professionals—a true catch-22 situation. Specific skill-set requirements, high demand for developers, and long hiring processes even lead recruiters to lose candidates to competitors.

      In a nutshell, things have become complex. Entirely new challenges, along with others that were idling in the background for years, are shifting rapidly into high gear.

      1. Remote work sparks a tech boom

      With lockdowns and remote work policies, organizations underwent rapid digitization to support work-from-home. Team meetings, organizational development, and everything in between, forced companies to change tech and revamp policies, which increased demand for tech experts as a whole.

      Related eBook: How Smart Companies are Solving Post-Lockdown Working (4 New Trends)

      2. Tech talent crisis: the skills gap

      Technologies like cloud computing, data science, and machine learning—once esoteric and mostly discussed at the university level—are now ubiquitous. The speed with which this tech has delivered results has been geometric, thus creating increased demand. New roles offering great opportunities for people with the right skill-sets are multiplying, but those skills are often in short supply. 

      Meanwhile, industries and roles that were once mainstream are rapidly becoming obsolete. This is leaving the workforce trained for jobs that either no longer exist or look far different than they did just a few years ago.

      Now, as technology evolves to meet these demands, organizations and jobseekers are struggling to keep up, leaving many tech roles vacant and in need of urgent hire.

      3. Shrinking tech talent pools

      The skills gap problem is compounded by a limited pool of tech talent. Datapeople’s Tech Hiring report found that while job posts doubled in 2021, the talent pool shrank by 25%. According to a survey by Gartner, Inc, businesses cited the talent shortage as one of the main barriers to emerging tech adoption and modernization. 

      In addition, 93% of candidates show a preference for remote or hybrid jobs. While companies are more open to interviewing candidates from different markets, Hired data indicates many still limit their search to two time zones, leading to smaller talent pools and causing searches to fall short in a growing market. 

      Navigating the hiring landscape: what’s next?

      It’s true that overcoming these challenges will require consistent time and effort. While various strategies help you efficiently hire tech talent, it’s imperative to start with the fundamentals. 

      Here’s what you need to know.

      Tech talent will prevail

      Economic downturn or not, tech is here to stay. The demand for skilled talent will remain heavy across industries as companies adopt new technologies. Keeping an eye on upcoming market changes allows you to maximize your hiring efforts. 

      Trends to Watch:

      Current skills shortages and in-demand skills

      Popular technologies, tools, and software in use 

      Industry-specific issues like employee turnover and retention

      What employers are doing to meet candidate needs and demands 

      How your competitors attract and retain their talent

      Where to look for tech candidates

      Trends in diversity, equity, and inclusion (DEI)

      Use insights from these trends to develop a robust talent acquisition strategy that allows you to attract your key candidates, stay connected over downtime, and begin onboarding when you are ready.

      Related eBook: 10 Things You Can Do to Reach DEI Goals

      Keep it coming

      Talent sustainability is defined as an organization’s ability to continuously attract, develop, and retain candidates with the skills and qualities required for current and future roles, allowing the company to align business and talent goals as they adapt to a swiftly changing market. 

      A sustainable talent strategy ensures that you hire mindfully by evaluating organizational skill gaps and needs, then building a pipeline of qualified candidates as you rise to meet your long-term goals. 

      In addition, a talent acquisition process that incorporates core values can help strengthen your employer brand. If you need help in this area, we’ve created resources for both startups and larger enterprise companies.

      Always one step ahead

      With the surge in digitization, data science, and artificial intelligence (AI), there is a widespread need for tech experts. However, the skills gap has created a scenario where companies struggle to find skilled talent, and employees struggle to learn new skills. 

      Throwing in an upcoming recession will significantly impact hiring in the tech industry. All these issues will define the forthcoming talent trends and challenges, which will no doubt lead to limited talent pools and labor shortages.

      If you haven’t already adopted a more vigorous and intentional stance to your talent strategy, we can help you get started. Book a demo with Hired today! More