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      Why Successful Recruiting Has Become Harder in the Past Five Years

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      The debate on labor market changes and transformation has been ongoing globally for years. Yet, most organizations are still suffering from a lack of good quality candidates in the recruitment pipelines.
      In a recent study of over 200 HR professionals, most organizations are suffering from a lack of good quality candidates, even if 43% of companies are investing more into recruitment than previously. Despite increased resources, 55% of the interviewees said that recruitment has become more difficult in the past five years. Less than 20% of the companies have been able to increase the number of quality candidates.
      The effectiveness and costs of different recruitment channels are not monitored
      Recruiters are largely unaware of which advertising channels work best. This is due to the rapid growth in the importance of marketing in recruitment and the lack of attention paid to measuring the effectiveness of these channels. In general, there is a shift in recruitment advertising from traditional advertising channels to digital channels. Digital recruitment marketing allows the effectiveness of channels to be measured so that decision-making and recruitment development can be based on data with confidence.
      The direct cost of recruitment campaigns in terms of capital invested into visibility and reach varies from less than a hundred euros to over 1,000 euros. The most surprising finding in the study was that a whopping 28% of the respondents didn’t know how much money was spent on their recruitment campaigns.
      Digital tools and channels make it possible for much more detailed data gathering than traditional channels, like newspaper ads. Even so, almost 40% of the organizations couldn’t name their most effective recruitment channels. In the worst-case scenario, this leads to more investments into ineffective channels, making recruitments unnecessarily expensive and heavy for the companies.
      Of those who buy social media publications, 46% report that most of their leads come from social media. Less than one-fifth of those who buy paid job boards said that job boards are the largest source of job seekers. The vast majority of service providers direct candidates from social media ads to their own employer job board, which partly skews the estimate. A third of organizations use direct search services for recruitment.
      The importance of marketing in recruitment is highlighted, but the effectiveness of marketing is not measured. This leads to an increase in costs because it is not known which measures are working. In the worst case, this leads to organizations investing in ineffective measures, resulting in higher costs.
      Challenges vary between industries
      One of the hardest industries for recruitment is the healthcare industry, with a crippling 93% of organizations feeling that recruitment has become more difficult. Another hard-hit industry is IT, with 83% of the organizations finding it hard to recruit suitable candidates.
      Internal vs external recruitment factors
      Based on the responses, the factors influencing recruitments can be divided into two main categories: internal and external factors. The internal factors describe the organization’s own activities, while the external factors are external influences.
      Around 69% of those who experienced a negative development attributed the cause exclusively to external factors. The most common external factors influencing recruitment are industry attractiveness, the influence of Covid-19, and political and economic factors.
      External factors can have both a positive and a negative impact on organizations in the sector at the same time.
      Communicating with candidates
      The survey shows that less than 58% of respondents reported that their organization managed recruitment through a recruitment system.
      Candidate communication plays an important role in the success of recruitment. It is the candidate’s first contact with a new potential employer and has a strong influence on the candidate’s perception of the new employer. The main purpose of candidate communication is to inform the candidate about the recruitment process and to guide the candidate through the different stages of the recruitment process.
      From the candidate’s point of view, the best processes provide candidates with interim information on the progress of the recruitment process and any delays. In addition to this, candidates who are not selected for the post will be informed in person.
      Bottlenecks in the application process hinder hiring top talent
      Employer brand development is often sparked by a lack of quality or quantity of candidates, but the main bottleneck is often in the application process. Application processes have been built over time to attract active job seekers, so that today, when sectors are suffering from labor shortages, it is not possible to attract talent already in employment elsewhere.
      Less than half of organizations have optimized their application process for modern times. Recruitment processes are often designed from an employer’s perspective, which means that the fast pace of modern life and the value of effortlessness are not sufficiently taken into account for candidates.
      Approximately one-third of the interviewees in the study said that they had developed their recruitment processes. However, most of these had developed their process to be organization-driven, meaning that organizations are trusting their brand to be strong enough to get the best candidates into their pipeline instead of smooth application processes and modern recruitment marketing strategies.
      Companies that emphasize the candidate’s experience and develop their company brand to support that are more successful in getting qualified candidates.
      To receive applications, companies should emphasize a smooth application experience, and ensure that it can be done with all mobile devices. The use of mobile devices has exploded as a tool to access various services and applications. Making the experience nice and effortless for the candidate usually demands a complete restructuring of the current process.
      Challenges with applications being made on mobile phones include open text fields and the requirement of attaching a full CV into the application, for example.
      Almost a third of respondents indicated that the application process requires separate registration in order to submit an application. From the candidate’s perspective, separate registration makes the application process more challenging and discourages in particular passive applicants. The requirement to register was particularly prevalent in the public sector.
      To sum up
      Companies that are not ready to radically change their ways of working will face major challenges in their recruitment efforts. Those that have been willing to evolve their practices to respond to market changes have been able to turn the situation around.
      With efficient candidate marketing tactics, following metrics and cost-structures of different channels, and fixing the broken process, many organizations can fix the issues in their recruitment.
      By Henri Nordström – CEO, Jobilla.
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      Top 10 Tips to Avoid Ghosting Your Candidates

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      A bad candidate experience can have a detrimental effect on both brands and those applying to work with them. During the pandemic, we saw a huge increase in volume of applicants for different positions. Rumors ran rife about being ghosted deep into the recruitment process. We wanted to investigate the scale of the problem and the damage being done, so we commissioned some research.
      The findings were shocking. 65% of people have been ghosted, according to our research of 2000 UK adults. 86% said their experience of being ghosted left them feeling down and 43% said it took weeks, or even months, to rebuild and move on. The damage to brands also became clear, with 94% saying it left them with negative thoughts or feelings towards the company they applied to.
      Most small companies manage with spreadsheets and simple trackers while large companies and recruitment agencies invest in technology, customized to their needs. Here are some tips to ensure your company can confidently avoid ghosting candidates.

      Get everyone on board. Recruitment is an area that most department managers get involved in as well as HR teams. Step one is to take the facts about the impacts of ghosting and educate everyone internally. Once you have company-wide support to ensure this doesn’t happen in your organization it’s time to make a plan on how you’re going to tackle ghosting head-on.
      Put yourself in the candidate’s shoes. What sort of communication would you want at each stage? A quick email takes seconds and can really help a candidate.
      Set up automated emails. If you have one, use your applicant tracking system (ATS) to set up automated emails to candidates at each stage of the application process. This means they will always be kept informed of the stage of their application.
      Send updates promptly. No news is good news, except for when you’re waiting to hear about an application. As soon as you’ve made a decision, positive or negative, then let the candidate know.
      Make notes straight after a call or interview. ‘Don’t put off to tomorrow what you can do today’ as the old adage goes. Take thorough notes each time you speak to a candidate, this will make it easier to make a decision and also give you plenty of information to use when you go back to them.
      Use bulk email or SMS. Communicating with multiple candidates quickly and simply, a standardized message is better than no contact at all.
      Use your ATS reporting feature or keep a log. This helps to ensure that no candidate gets forgotten, know how many candidates have applied to each role, what stage they’re at, and when you last contacted them, save all that inbox searching time.
      Close down the role. When you hire someone make sure to go back and check you have processed and responded to all of the other applicants.
      Get feedback from your applicants. They’re the ones that have been through your process so can offer some valuable insight. Make sure you speak to both successful and unsuccessful candidates for a well-rounded view.
      Review and improve your process. There’s always room for improvement, ensure you revisit your plan and the tactics you’re using every few months to make sure they’re still impactful and to implement any new ideas.

      Telling candidates they haven’t been selected is a tough call to make, especially when you’ve been positive up until that point. But doing so quickly and kindly provides closure and allows them to move on with their career elsewhere.
      No one ever intends to ghost a candidate part-way through the recruitment process, but it’s important to acknowledge that it does sometimes happen. We need to tackle this problem together. By supporting this campaign and following the best practice guidelines, employers can show that they care about each applicant as an individual. We invite readers to join the campaign or share their stories at www.end-ghosting.com.
      By Neil Armstrong of Tribepad.
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      Why Organizations Need to Show an Empathetic Approach to Recruiting Post-pandemic

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      Many industries were forced to halt their recruitment initiatives at the start of the pandemic and have since had to place existing employees on furlough or make redundancies. But as the UK economy is beginning to bounce back, so is employment, with record vacancies continuing to be reported in the UK. At Cognizant, for example, we are looking to hire more than 2,000 new recruits in the UK&I in 2021 alone.
      One of the key conversations to have come out of the pandemic is how it has fundamentally changed the workplace and the way we work – in many cases, for the better. The rise of remote working is the most obvious trend many of us have been talking about. Recent research shows that flexible working is now a basic expectation, with 66% of employees backing a hybrid approach to remote working.
      But this isn’t the only trend to have been sparked by the crisis. Businesses’ approaches to hiring are also changing – and if they’re not, then they need to if they are to reflect the changing attitudes towards work and culture. This needs to start by placing empathy at the core of the process.
      A new recruitment landscape:  Why we need a high level of candidate empathy
      The remote working boom enabled a private, digital window to open in employees’ and colleagues’ lives – as a result, we’re now all used to family members and pets making brief appearances on video calls. The psychology behind this is powerful, humanizing personnel in a way that has never been experienced before. This has created a drive to emphasize and improve the fickle work/life balance, highlighting the need for businesses to conform to employee and candidate needs, instead of expecting individuals to conform to the organization.
      At the same time, the pandemic brought with it a lot of anxiety and stress for individuals whose jobs were put at risk or lost altogether. It has left many wondering what the future of work will look like and reimagining their careers, making it even more crucial for companies to make a conscious effort every day to create the appropriate environment for everyone to thrive. So, while competitive salaries, benefits, and perks can be attractive, it’s also important that organizations consider a more empathetic approach to their recruitment processes to fall in line with this new landscape.
      This starts by demonstrating a clear effort to understand what each individual’s values and interests are right from the beginning of the interview process. Companies should also be making a proactive effort to involve employees in their culture as well as any extracurricular initiatives that are in place, to help create a more fulfilling and satisfying work experience.
      This will help organizations to take a step back and understand more about the individual and their circumstances and values, instead of just their qualifications, which will lead to better long-term results for staff retention.
      How to make the recruitment process more empathetic
      Business leaders need to demonstrate themselves to be inclusive leaders. This means being deeply aware of and empathetic towards others, with the courage to harness the power of diversity in everything they and their company does. Embracing this approach helps to elevate our work and create a powerful ripple effect on our teams, clients, and communities.
      In fact, empathy should be a key attribute in all organizations’ wider diversity and inclusion initiatives as well as their recruitment processes. There are a number of steps and considerations businesses can make to improve their recruitment processes and put empathy at their heart, including:

      A humble point of view: Interview assessors need to demonstrate throughout the recruitment process a humble point of view. If organizations seek to set a perfect environment, they won’t come across as authentic, but instead misleading – no company is perfect.
      Retrospect: It’s important to retrospectively refer to how organizations have supported people through the pandemic to demonstrate a company’s value for their employees. It’s a good litmus test to show where an organization has shown resilience and compassion.
      Never underestimate the value of listening: Understanding what a candidate’s career aspirations are can be achieved by having an open dialogue with them in the interview. This will help a business understand how they can support that individual with the right training to help them achieve their goals, which is incredibly important.
      Involve the candidate in the journey: Most successful organizations today know they must continuously evolve to maintain their success. Demonstrating how a business is doing this, for example implementing new digital tools or adopting updated ESG goals, in an interview can help build a picture for the candidate of the journey that they can be a part of, which aligns with their values.
      Demonstrate trust: Ultimately, people want to contribute to driving change and influence. It demonstrates cultural and social empathy. It also allows people to feel as if they can be a true representation of their authentic selves. With this in mind, candidates should be given the opportunity during the interview process to express their values and opinions.

      A new approach to recruitment strategy post-pandemic
      Empathy is and should be considered by all a crucial attribute in today’s business leaders. This includes being proactive and persistent in working towards creating an environment where each and every employee feels welcome, heard, and equal. And this must start with the first step of an employee’s experience: the recruitment process.
      Organizations need talent to build themselves back up and make a success of the future. To do this, they must demonstrate themselves as a collaborative and supportive workforce – one that individuals want to be a part of. Putting empathy at the core of any recruitment process will not only help businesses attract the right talent, but it will help them to build honest and open relationships with new employees right from the start and ultimately improve retention.
      With remote working here to stay, it’s vital that recruiters and businesses as a whole find new ways to engage with their remote workforce. Adopting an empathetic approach shouldn’t just be applied to recruitment, but to all areas of business. It helps to ensure candidates and staff feels cared for, which keeps them engaged in their roles.
      By Rob Walker, Managing Director UK&I of Cognizant.
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      A Renewed Focus on Candidates in the Ever-Changing Market 

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      Change is afoot in the world of work. We are in the midst of a concentrated shift from a client-driven job market to a candidate-driven one, meaning recruiters and HR teams need to adopt a new stance when it comes to sourcing talent.
      The enormous upheaval of the coronavirus pandemic means candidates are in high demand. However, many companies are struggling to find the right people as the pool of suitable candidates is scarce. To add to the challenge, prospective employees also have a refreshed set of expectations around a more hybrid approach to working in this ultra-digital age.
      As such, striking a balance between recruiting the best talent for the job while quickly fulfilling businesses’ urgent need for staff is becoming a challenge, particularly when looking to maintain desirable levels of staff retention. Perhaps recruitment strategies need a rethink as the world changes?
      A striking set of statistics
      The latest figures from Reed and the ‘UK Report on Jobs’ survey by KPMG and REC lay out how the most recent lockdown developments and further reopening of the UK economy have impacted recruitment:

      Permanent placements have hit record growth
      An upturn in temp billings is the fastest it has been for six years
      May 2021 was Reed’s best month for job postings since before the 2008 financial crash
      The demand for workers has increased at the fastest rate for over 23 years
      The supply of permanent and temporary staff fell at the quickest rates on record.

      However, although these results may be good news for job seekers, they present new challenges to recruiters looking to help businesses hire, as the spike in demand brings the labor and skills shortages that already existed in the UK into sharper focus.
      With overall candidate availability declining at the quickest rate since May 2017, recruiters and HR teams must now pick out top talent from a rapidly shrinking pool. Plus, both starting salaries and temp pay are expanding at a sharp rate. Coupled with a growing desire for flexibility and a more hybrid approach to working, companies are under more pressure than ever to match up to candidates’ increasing expectations if they want to attract and retain the best staff.
      Leveraging the opportunity
      The shift from a client-driven market to a candidate-driven market means recruiters must adapt their approach to finding new talent by targeting passive candidates. When the demand outstrips supply, speed is of the essence, and consultants must move quickly if they want to snap up the best candidates for their clients.
      As a recruiter, top talent will rarely fall into your lap — particularly in a highly competitive job market. Plus, just because someone is not actively looking for a new role does not mean they are not open to discussing and learning more about new opportunities. So, it is essential to proactively search for candidates already in employment and reach out to them to capture their interest in vacant positions.
      Sourcing passive candidates, rather than waiting for them to come to you, has consistently garnered highly effective hiring success rates, with candidates sourced in this way proving to be more than twice as efficient as independent applicants.
      For this strategy to be effective, recruiters and HR teams must make the best use of the digital resources at their disposal — as well as their professional network. For example, there are a wealth of finance and accounting candidates on social media, and platforms like LinkedIn are ideal for ‘headhunting’ skilled and high-level talent.
      Step into the digital era
      Recruitment is more competitive than ever before. And now that the market has become increasingly driven by candidates and their desires, it is the employer (and, in turn, their recruitment specialist) that needs to stand out and impress.
      Candidates have come to expect more from prospective employers, and not just in terms of substantial pay packets and training programs — although these are also important to consider. After over a year of home working, many have come to enjoy a more flexible way of working and expect companies to offer it as a benefit. In fact, a recent survey by Barnett Waddingham found 34% of UK workers said they would resign from their current position if their employer failed to offer flexible working options.
      In a climate where unsatisfied staff may be approached for — or seek out — alternative employment, employee retention is also more crucial than ever. Benefits such as flexible working can greatly improve productivity and job satisfaction, meaning staff is more likely to stay at a company.
      Retaining new hires starts with the hiring process. The process must be tailored to employees’ new drive for a more remote and digitized experience while ensuring clear and consistent communication. To do this, recruiters need to make the most of the abundance of digital platforms available, using them in conjunction with more conventional hiring practices to provide the smoothest recruitment and onboarding experience possible.
      By Julie Mott, Managing Director at Howett Thorpe. Julie is a highly respected and well-connected recruitment individual with over 20 years of experience working in the ever-changing industry.
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      How Has the Recruitment Process Changed in the New ‘Virtual’ World?

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      It is fair to say that 2020 shook recruitment (along with most other sectors) to its core. Accelerated by the COVID-19 pandemic, changes to the recruitment industry that were expected to take years have happened in mere months.
      But now that we are almost halfway through 2021, are these changes likely to stick around?
      Out of necessity, many employees were forced to work from home for the majority of last year. But this necessity has created new opportunity, with many companies realizing business can carry on, as usual, no matter where their teams are based. Now, many organizations are adopting an increasingly hybrid approach to the workplace.
      As such, the definition of ‘workplace’ has changed dramatically — a lasting change that will undoubtedly continue long after the pandemic is over.
      But what does this momentous shift mean for financial and accountancy recruitment going forward? In short — digitization.
      The rise of hybrid working
      Thanks to the pandemic, the traditional hiring process has been flipped on its head, with many recruiters (and clients and candidates) scrambling to adapt to a fully remote experience. But remote work has become the new norm for many, meaning virtual recruiting is not going anywhere.
      The past year has seen many companies take a haphazard approach to recruitment, attempting to hastily fill talent gaps in a panic. However, digital hiring solutions such as online assessments and video interviewing should not be seen as a short-term patch for the COVID-19 era. Instead, they should form part of a long-term hiring strategy. Virtual recruitment requires just as much care and attention as traditional hiring options, and retention should always be a top priority. The cost of a bad hire is monumental, so it is essential to get recruitment right the first time.
      With hybrid working on the rise, many firms are now also casting the net wider when recruiting new hires. As a result, recruiters must adopt hiring technologies such as artificial intelligence (AI) and automation to enhance the recruitment process and improve efficiency when sifting through a larger candidate pool. For instance, algorithms and AI can automate the CV screening process to ensure all candidates are replied to and even schedule interviews. Candidates expect a smoother experience when applying online, and in 2021, there are no excuses for clunky application processes or not getting back to candidates.
      However, despite advances in technology, it is vital to keep recruitment personal. Attention to candidates makes for a lasting workforce, which is why an effective hiring process should still include people at both ends. Rather than replacing human connection, intelligent automation should supplement the recruitment process by filtering through data quickly, transparently, and without error.
      On-screen talent assessment and selection
      Although the recruitment world has changed dramatically over the past year, the hiring process itself still follows the same steps — albeit with some adjustments to ensure the caliber of hires when recruiting virtually.
      Social media and online job sites have long played a crucial role in sourcing candidates and will be instrumental in remote recruiting, opening up an entirely new world of finance and accounting candidates to consider. For senior positions which may not be advertised due to sensitivity, recruiters can also use social media platforms like LinkedIn to ‘headhunt’ talent, combining their connections and expertise to source the best candidates for the role.
      Given that new hires are now less likely than ever to engage with recruiters face-to-face before onboarding, post-2020 recruitment must also be able to assess and select talent effectively from a distance. As a result, there is a growing demand for online psychometric and aptitude assessments as recruitment tools. When recruiting remotely, it is also important to translate the organization’s culture and values into tests or surveys to determine whether a candidate is a good ‘fit’ and will stay with the company.
      Even with advancements in technology, this screening process can take a long time and requires close attention to detail to ensure only the best candidates with the relevant qualifications and skills for the role are put forward to the client.
      The final hurdle
      With remote hiring becoming the norm, we can expect to see in-person job interviews become a later stage of the recruitment process when both the recruiter and the candidate are sure the role is a good fit.
      It is, therefore, vital for recruiters to maximize new assessment tools available to facilitate virtual recruitment. Unlike email or telephone interviews, video interviews give the recruiter a more comprehensive perspective of potential candidates. With video conferencing now widely accepted, the interaction can still be personalized and used to establish a connection. As there is no travel involved with digital interviews, they are also easier to schedule and can be recorded and shared amongst relevant stakeholders (with the candidate’s permission) to enhance the selection process.
      Plus, everyone’s time is precious. From a candidate’s perspective, it is much easier to find the time for a virtual interview, meaning they can accommodate availability sooner than in person. With the traditional recruitment process, many hybrid candidates would discount themselves due to availability and having to come up with a plausible reason as to why they were not present at work. With virtual recruitment, this is no longer a problem.
      Taking the recruitment process further
      To ensure the quality of new hires, it is imperative that organizations take the time to adapt the traditional hiring process to the new, more digital way of working.
      But why stop once new hires have accepted the job offer? In order to retain these recruits, equal efforts should be put into post-hire talent acquisition as the pre-hire onboarding process.
      When done right, remote recruiting can not only save time, free up resources, lower hiring costs, and provide opportunities to broaden the pool of candidates — but it can also ensure companies RETAIN staff.
      After all, is that not what good recruitment is all about?
      With over 50 years of experience, Howett Thorpe has evolved to become one of the South East’s premier accounting and finance recruitment agencies — offering workforce solutions across multiple specialisms. The agency also has a strong foothold in practice and business support roles, such as office admin and HR.
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      5 Ways to Prepare Yourself for a Job Market Bounce-back 

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      Despite a lull in business for some agency recruiters over the past 12 months, the UK job market is expected to take off towards the middle of 2021, thanks to the vaccine rollout and easing COVID-19 restrictions. This means we can look forward to better, busier times ahead in recruitment! Here are a few actions you can take to ensure you’re fully prepared.
      Familiarize yourself with industry changes
      If you haven’t worked with clients within a particular industry over the past 12 months due to low hiring activity, now is the time to make sure you’re up-to-date on any industry-specific changes or new legislation. By reading up on sector publications and subscribing to newsletters from companies who work in that space, you’ll soon get up to speed on areas such as the sector’s unemployment rate, the impact of Brexit and competitor performance. It will also give you clarification on government policies, like furlough or other COVID-related schemes.
      Take advantage of the talent pool
      As we’re all aware, there has been an influx of fantastic candidates over the past 12 months. If you’re not as busy with live roles, it’s a great idea to register as many of these candidates as possible.  This will ensure you have access to a strong talent pool from which you can quickly pull candidates when jobs are called in. You can also take advantage of the people who are on your radar by communicating regularly with them. They can tell you how they’re finding their job search and where else they’re interviewing, giving you a better understanding of the market. It will help you to develop a relationship and a degree of loyalty among your candidates, which will be extremely important when the market improves.
      Showcase your expertise
      If you’ve always wanted to invest your time in developing your personal brand, take advantage of this opportunity and put yourself out there! As recruiters, we have a unique insight into the market, and our conversations with our clients mean we are well informed on workplace trends such as diversity and inclusion, wellbeing, and remote working. So, use your expertise and start producing your own content. Whether you want to try your hand at writing articles and publishing them via LinkedIn, or you want to start your own podcast or video series, the possibilities are endless.
      Prepare your candidates
      When talking to your candidates, it’s a good idea to give them an indication of when you expect the market to pick up, so they can prepare for it. Help them by working through their CV to ensure it’s up-to-date with no errors, and by practicing common interview questions. It’s also a good idea to go through any gaps on their CV, so they know how to explain them to an employer during the interview process.
      While we’re expecting an influx of new roles over the coming months, the competition for jobseekers is also likely to be fierce. As a result, you should prepare your candidates so they’re as responsive as possible. Let them know you will likely be moving very quickly from receiving a job spec to sending over a shortlist, so they need to jump on any opportunity they’re interested in.
      Keep your clients informed
      When reconnecting with your clients, remember that they may not have prioritized hiring lately. They’ll likely be interested in hiring trends in their industry, so prepare a handful of key points you can share. As many companies are likely to retain more flexible working practices moving forward, your clients may also have questions around remote hiring and onboarding processes. By preparing your best-practice tips, they will feel encouraged and supported as they tackle a new way of hiring while positioning you as a thought leader in your space.
      As recruiters, we can take advantage of quieter periods in hiring, allowing us to prepare ourselves for when activity picks up in our sector. If you know how to spend your time wisely, it will put you in good stead for the hiring boom to come.
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      [Webinar] “State of Software Engineers: Using Data Insights to Meet Your 2021 Recruiting Goals”

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      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.
      Discussion Topics
      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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