Talent Acquisition

Subterms

    Latest story

    150 Shares109 Views

    Unlocking Creative Talent: A Recruiter’s Guide to Hiring in the Game Industry

    by

    The hunt for top creative specialists is fierce. The market is overflowing, demands are constantly shifting, and truly unique skill sets are rare. But don’t worry! This guide offers recruiters actionable strategies to attract and retain exceptional creative talent.
    Think Beyond the Traditional
    Sometimes, the best hires come from unexpected places. Instead of fixating on rigid criteria like years of experience or formal education, prioritize passion, potential, and cultural fit.

    Embrace unconventional backgrounds: A D&D Dungeon Master might possess the imaginative thinking and leadership skills needed to excel as a game designer.
    Look beyond the resume: Give candidates opportunities to showcase their unique qualities through diverse interview stages and assessments.

    Essential Skills for Creative Specialists
    In the dynamic world of game development, creative specialists need a blend of specialized knowledge, core game design principles, and essential soft skills.

    Adaptability: The ability to embrace new technologies and trends is crucial in the ever-evolving GameDev landscape.
    Out-of-the-box thinking: Generating innovative ideas within technical limitations and genre constraints is a must.
    Teamwork: Collaborative spirit and effective communication are vital for bringing creative visions to life.
    Hard skills: A deep understanding of game mechanics, trends, and player psychology is essential, along with the ability to apply and reimagine popular mechanics (like the A4 mechanic) in engaging ways.

    Prioritize Culture Fit and Soft Skills
    Technical prowess is important, but it’s only one piece of the puzzle.

    Cultural alignment: Observe how candidates interact with potential colleagues to assess their compatibility with your team’s values and working style.
    Strong communication: Seek individuals who can effectively share, pitch, and negotiate ideas.
    Adaptability and collaboration: Prioritize candidates who are receptive to feedback, embrace constructive criticism, and foster collaboration.
    Empathy and emotional intelligence: Understanding player motivations and emotions is key to crafting compelling game experiences.

    Experience Trumps Education
    In GameDev, a strong portfolio often outweighs a formal degree.

    Real-world evidence: Prioritize candidates with a portfolio demonstrating practical skills and experience through personal projects, indie games, or concept art.
    Relevant experience: When faced with a choice, favor candidates whose experience aligns with your project’s specific needs and style.

    Evaluating Creativity: A Multi-faceted Approach
    Go beyond traditional interviews to assess a candidate’s creative potential.

    Test assignments: Gauge their ability to adapt to new challenges and problem-solve.
    Brainstorming sessions: Observe their ideation process, collaboration skills, and ability to bring ideas to life.
    Real-life case studies: Evaluate their problem-solving approach and creative thinking in practical scenarios.
    Portfolio reviews: Assess the diversity, originality, and depth of their work.

    Unconventional Hiring Strategies
    Think outside the box when hiring creative specialists.

    Indie game festivals and hackathons: Connect with passionate junior developers and observe their teamwork and problem-solving skills under pressure.
    Workshops and lectures: Engage with aspiring professionals seeking opportunities in established studios.
    Social media: Follow industry experts and engage with potential candidates sharing their knowledge and projects on platforms like LinkedIn, Telegram, and Medium.

    Key Takeaways for Recruiters

    Focus on potential: Go beyond resumes and standardized evaluations to uncover hidden talents and assess a candidate’s true potential.
    Build a strong employer brand: Cultivate a reputation for creativity and innovation by actively participating in industry events and sharing your company’s success stories.
    Invest in development: Attract and retain top talent by offering opportunities for growth through mentorship programs and training initiatives.

    By embracing these strategies, recruiters can navigate the competitive landscape of GameDev and secure the creative talent needed to build exceptional games.
    Inessa Baianova is a recruiter at Nexters with over four years of experience in HR, specializing in IT and game development. She leads teams, builds processes from scratch, and mentors young professionals.
    Share this post: More

    More stories

    • 175 Shares199 Views

      in Workplace

      The Reskilling Revolution: How Asia-Pacific is Leading the Charge in the Future of Work

      by

      The landscape of work is undergoing a dramatic transformation across the globe. But in the Asia-Pacific (APAC) region, something truly remarkable is brewing. Here, innovation, flexibility, and a willingness to embrace change are shaping the future of work in exciting ways. This article explores five key trends that will define the APAC workplace and how talent acquisition, recruitment, HR, and employer branding professionals can navigate this evolving landscape.
      1. From Routine to Revolution: The Rise of the Innovation-Driven Workforce
      Gone are the days of rote memorization and repetitive tasks. APAC is experiencing a rapid shift towards a workforce that values creativity, problem-solving, and critical thinking. A McKinsey & Company report predicts that by 2040, China and India will contribute a staggering 50% of global GDP. This economic boom is pushing APAC companies to automate routine tasks at an unprecedented rate.
      The focus is now on upskilling employees for roles that require a different skillset – one that prioritizes digital fluency, analytical thinking, and the ability to solve complex problems. Singapore’s ambitious goal of achieving a 50% job transformation rate by 2025 (as highlighted by LinkedIn’s Jobs on the Rise Report) underscores the urgency for innovation-driven skill development. Leading companies like Alibaba, Tencent, and Huawei are at the forefront of this movement, heavily investing in R&D and fostering dynamic cultures of innovation.
      Actionable Insights:

      Conduct skills gap analyses to identify areas where your workforce needs upskilling or reskilling.
      Partner with training providers to offer relevant courses and workshops on topics like data analysis, problem-solving, and digital communication.
      Encourage a culture of continuous learning by providing employees with opportunities to attend conferences, workshops, and online courses.

      2. Bridging the Gap: The Rise of the Hybrid Workforce Model
      Remote work isn’t a perk anymore; it’s a reality for a significant portion of the APAC workforce. A recent M Moser Associates survey reveals that a staggering 45% of Asian employees prefer a hybrid work model, significantly higher than the global average of 37%. Companies like Fujitsu, with their “smart work” policy, and Grab, with their “flexible work” program, are recognizing this shift and proactively responding to employee preferences.
      This flexibility allows them to attract top talent in a competitive market while catering to the evolving needs of their existing workforce. However, creating a seamless integration between remote and on-site teams, fostering employee engagement in a hybrid environment, and navigating legal and logistical hurdles remain crucial challenges that HR professionals need to address.
      Actionable Insights:

      Develop clear policies and guidelines for remote work arrangements, including communication protocols, expectations around performance, and data security measures.
      Invest in collaboration tools and technologies that facilitate seamless communication and teamwork between remote and on-site employees.
      Organize regular virtual and in-person team-building activities to maintain employee engagement and company culture in a hybrid environment.

      3. The Human Touch in the Age of Automation: The Skills of the Future
      As automation and artificial intelligence (AI) redefine job roles, the need for a blended skillset becomes paramount. While technical expertise is important, the World Economic Forum emphasizes the growing importance of “soft skills” in the APAC region, particularly analytical thinking and design/user experience.
      AgileHRO predicts a rise in demand for skills like data analysis, problem-solving, and digital communication, coupled with empathy, emotional intelligence, and the ability to build strong human connections. This focus on “soft skills” positions Asian workforces to excel in an environment where building rapport and adapting to change are key differentiators.
      Actionable Insights:

      Integrate soft skills training into your employee development programs, focusing on areas like communication, collaboration, and emotional intelligence.
      Encourage teamwork and cross-functional collaboration to promote idea exchange and the development of essential soft skills.
      Recognize and reward employees who demonstrate valuable soft skills such as leadership, problem-solving, and adaptability.

      4. Beyond Borders: The Rise of Borderless Talent Acquisition
      The intense competition for talent in Asia is pushing companies to think beyond national borders. With a whopping 90% of the APAC workforce open to remote or hybrid work arrangements (as per PWC Asia Pacific’s Time report), the talent pool is expanding exponentially.
      Singapore, for instance, with its diverse talent pool and thriving startup ecosystem, attracts tech talent from across the region. Companies like Sea Group and Razer leverage this advantage effectively. AgileHRO predicts a rise in “borderless talent acquisition” strategies, where companies utilize remote work flexibility and invest in reskilling and upskilling programs to attract and retain top talent from a global pool. This not only bridges the skills gap but also future-proofs the workforce.
      5. Well-being at the Forefront: Prioritizing Mental Health in the Evolving Workplace
      Compared to other regions, Asia grapples with significantly higher rates of low work productivity, anxiety, and depression. A TELUS Health report highlights this as a “growing concern” for workplace well-being in the region. With a work productivity score of just 47.2 compared to the global average of 58.2 (and significantly lower than the US and Europe), prioritizing mental health is no longer optional for APAC organizations.
      Companies that create supportive work environments that prioritize employee well-being will have a significant competitive edge. Implementing flexible work arrangements, offering comprehensive mental health resources, and fostering a culture of open communication are key to achieving this. Certis’ 2022 Employee Assistant Programme, which provides mental health resources and support to all employees and their families, serves as a commendable example.
      Actionable Insights:

      Implement flexible work arrangements that cater to individual needs and help employees achieve a healthy work-life balance.
      Offer comprehensive mental health resources, including access to employee assistance programs (EAPs) and confidential counseling services.
      Foster a culture of open communication where employees feel comfortable discussing mental health challenges without fear of stigma.
      Promote healthy habits and well-being initiatives, such as mindfulness training and stress management workshops.

      Conclusion
      The future of work in Asia-Pacific is brimming with exciting possibilities. By embracing innovation, agility, and a human-centric approach, talent acquisition, recruitment, HR, and employer branding professionals can navigate this transformative landscape and build a future-proof workforce that thrives in the years to come.
      AgileHRO is a leading provider of innovative HR solutions, empowering organizations to build, manage, and engage a global workforce.
      Share this post: More

    • 188 Shares109 Views

      in Talent Acquisition

      The Metrics That Matter: What HR Leaders Need to Know to Track Progress in 2024

      by

      Though promises of efficiency, productivity, and experience boosts may have served as initial motivators for HR leaders’ investments in connected technology, there’s another benefit that is slowly but surely stepping into the spotlight: objectivity. As digital toolsets expand and their capabilities grow, talent acquisition (TA) teams are increasingly recognizing the value that comes with quantifying outcomes—especially in a field in which “success” often feels like a moving target.
      That said, not all data is created equal. Some metrics prove more valuable to teams than others, and knowing which ones speak to your organization’s goals is critical to benchmarking performance and making progress. As recruiting’s digital transformation journey continues, learning about the metrics that digital suites can provide—and which matter in the context of your optimization journey—is critical to improving outcomes.
      Seeking success with statistics
      Employ’s recent Recruiter Nation study aimed to get to the heart of the matter, asking participating practitioners to rank key TA performance metrics by their value. Here’s what they said…

      Quality of hire: Quality of hire was overwhelmingly cited as the most valuable metric TA teams use to evaluate success, with nearly one-third (31%) of respondents putting it at the top of their lists and 73% ranked it in their top five. This metric takes into account employee productivity, engagement, culture fit, and other performance feedback to try to add color to recruiter and TA team performance. It also helps teams correlate skills and qualities with successful hires to build more precise profiles for different roles.
      Time to fill: Time to fill reflects the timeline of the average hire, from the day the listing posts to the day a candidate accepts the offer. More than half (59%) of practitioners put time to fill in their top five metrics of value, with 14% saying it is the most valuable metric they use. This information can help highlight opportunities to improve sourcing and interview processes by department, role, or sector.

      At present, the average time to fill across industries, business size, and roles is 47.5 days, but it can vary wildly across industries. At one end of the spectrum are things like media roles, which take an average of 62.21 days to fill in today’s market. Healthcare roles, which are on the other end, take just 38.23 days on average. Knowing the timeframe for your industry critical to planning, as is seeing how your company compares to others.

      Cost per hire: Cost per hire uses operational data to estimate how much it costs to fill a given role. This metric ranks just behind time to fill, with 12% of respondents ranking it in the top spot and 57% putting it among their top five. Knowing the cost of each hire helps teams contextualize recruitment spending and find opportunities to cut waste by adjusting processes to avoid superfluous costs.
      Retention rate: It’s no secret that retention is a top priority in modern businesses, and retention rate data was an easy choice for respondents’ top five lists. Despite only 11% of respondents saying it’s the most valuable metric in their operations, 62% put it in their top five and 14% cited it as their second-most valuable data point.

      To determine retention rates, teams calculate the percentage of employees meeting specific criteria that remain employed over a set period. This exercise can help reveal the characteristics that may lead to employees staying at your company for the long haul and signs that someone might be gearing up to leave.

      Hiring manager satisfaction: Hiring manager satisfaction rounded out respondents’ top five metrics of value, with 53% of practitioners citing it among their top choices (7% said it was their most valuable). This measures managers’ overall satisfaction with the hires made on their behalf using data from qualitative and quantitative surveys. With this information, acquisition teams visualize performance, evaluate progress, and learn from feedback about areas they could improve.

      Of course, all of the above metrics can function at various levels of the business to provide different types of insights and speak to different opportunities for improvement. For example, one company may look at retention rates by department while another may look at this measure through the lens of the recruiter that conducted the search. The former can give insight into ways to improve department-level management practices, while the other may speak to the performance of the TA team member.
      The same is true for any of the metrics noted above—and others. As teams filter results down by various criteria, they are able to find patterns, identify correlations, and identify and test possible solutions.
      What matters to you
      Perhaps the most notable insight is the lack of alignment on the issue overall. Yes, some metrics—like quality of hire—stood out as clear frontrunners. Still, though, none of the options presented were seen as unanimously without value. Even those that scored lower overall were at the top of someone’s list, which speaks to a truth about measuring progress: The perceived value in any metric is directly linked to organizational goals. In short, the difference isn’t between having data and not having it; it’s how you use the data that makes the real difference within an organization.
      Candidate relationship management (CRM) platforms, applicant tracking systems (ATSs), and recruitment marketing software (RMS) all serve as records of past successes and failures. For companies that are used to having “lifers” among their ranks, a metric like retention rate may not be important. But for someone else, finally putting retention performance into tangible, quantifiable terms may yield the insight they’ve been missing.
      Because the possible variations, combinations, and applications of data made available by CRM, ATS, RMS, and other connected platforms are near infinite, it’s up to each company to identify what matters to them. That’s the beauty of connected operations; if you can capture it, you can track it and measure against it. That’s what allows you to experiment with new approaches and find solutions that move the needle for your business, whatever they may be.
      By Josh Jones, talent acquisition manager at Employ Inc.
      Share this post: More

    • 113 Shares159 Views

      in Talent Acquisition

      10 Ways to Mitigate the Risks of AI-assisted CVs

      by

      In the rapidly evolving landscape of job recruitment, a groundbreaking study by Oriel Partners, a London-based PA and administrative recruitment agency, has shed light on a significant shift: the rising influence of AI in enhancing CVs.
      Our agency embarked on a research project to delve into the capabilities of ChatGPT, an AI tool increasingly used in CV creation. By modifying 100 real CVs for a specific job listing and comparing them with their original versions, we aimed to uncover the extent of AI’s role in this domain.
      The results were eye-opening. ChatGPT made an average of 14 embellishments per CV, with changes ranging from slight rewordings to substantial additions in skills and experiences. This finding raises critical questions about the authenticity of AI-assisted CVs.
      We categorised these modifications into three main areas:

      Embellishments to CVs
      Avg. Number of Embellishments

      “Embellishments” to Profile section
      7

      “Embellishments” to Key Skills & Attributes
      4

      “Embellishments” to Professional Experience
      3

      Total
      14

      This led to a noticeable discrepancy in scoring between the AI-enhanced and original CVs when using an AI-powered screening tool. The embellished versions scored an average of 9.4 out of 10, contrasting 8.3 for the unaltered ones, suggesting a potentially unfair advantage for candidates using AI tools to “improve” their CVs.

      Type of CV
      Agv. Scores

      Embellished CVs Avg. Score
      9.4

      Normal CVs Avg. Score
      8.3

      The implications are profound, especially considering a recent Kaspersky survey that found 42% of workers would consider using AI like ChatGPT for their job applications. This trend marks a significant shift in recruitment dynamics and highlights the need for new strategies to maintain fairness and authenticity in the hiring process.
      As Co-Founder of a recruitment agency, I find these developments concerning. The ability of AI to fabricate details on CVs challenges the traditional methods of screening candidates. This necessitates more rigorous measures in the interview process to distinguish genuine applicants.
      Therefore, we advocate for a balanced approach to using AI in recruitment. Employers should develop methods to detect AI-enhanced CVs, potentially integrating more thorough interviews and skill assessments. For job seekers, this serves as a cautionary tale about the importance of authenticity in their applications.
      Our study marks a crucial step in understanding and managing AI’s role in recruitment. We call for responsible and ethical AI practices that safeguard the interests of both employers and job seekers.
      Here’s how to mitigate the risks of AI-assisted CVs:
      1. Enhancing Awareness Among Employers
      Employers need to be educated about the capabilities and limitations of AI-assisted CVs. Understanding how AI can embellish or alter CV information is crucial in developing a discerning eye when reviewing applications. Workshops, webinars, and training sessions can be instrumental in raising awareness.
      2. Implementing Advanced Screening Technologies
      As AI evolves, so must the technologies used to screen CVs. Employers can invest in advanced software differentiating between human-generated and AI-assisted content. These tools could look for patterns typical of AI, such as overly polished language or skills that seem incongruent with the applicant’s experience level.
      3. Encouraging Transparency from Job Seekers
      Organisations can encourage applicants to disclose if they have used AI tools in their CV preparation. This transparency allows employers to view the CV in the proper context and appreciate the candidate’s honesty. A statement or a checkbox during the application process could facilitate this transparency.
      4. Incorporating In-depth Interviews and Assessments
      To counterbalance the potential inaccuracies in AI-enhanced CVs, employers should place greater emphasis on interviews and practical assessments. Behavioural interviews, case studies, and skill-based tasks can provide more accurate insights into a candidate’s true capabilities and fit for the role.
      5. Building AI-Proof Job Descriptions
      Refining job descriptions to be more specific and detailed can help in attracting the right candidates. By clearly outlining the required skills, experiences, and qualifications, employers can reduce the effectiveness of AI in overfitting CVs to job descriptions.
      6. Fostering an Ethical AI Culture
      Companies should advocate for ethical AI use in job applications. This involves setting industry standards and best practices for AI tools in CV preparation, ensuring they enhance rather than fabricate an applicant’s qualifications.
      7. Regularly Updating Recruitment Policies
      As AI technology evolves, so should recruitment policies. Regularly reviewing and updating these policies will help employers stay ahead of the curve in managing AI-assisted applications effectively.
      8. Collaborating with AI Developers
      Engaging in dialogue with AI developers can provide insights into how these tools operate. This collaboration can lead to the development of AI that supports the recruitment process more transparently and ethically.
      9. Promoting a Culture of Authenticity
      Organisations should promote a culture where authenticity and genuine skills are valued over polished, potentially misleading resumes. This cultural shift can discourage candidates from overly relying on AI for CV enhancement.
      10. Legal and Ethical Compliance
      Finally, ensuring compliance with legal and ethical standards is paramount. Organisations should be aware of the legal implications of AI in recruitment, including potential biases and discrimination, and take steps to ensure their recruitment processes are fair and compliant.
      Bottom Line
      In conclusion, integrating AI into the recruitment process, particularly in CV creation, is a trend that cannot be ignored. The challenges it presents, such as potential inaccuracies and fairness issues, require a multifaceted response. Employers need to become more adept at identifying AI-assisted CVs, ensuring their hiring processes remain grounded in authenticity and fairness.
      Simultaneously, job seekers must be aware of the importance of maintaining integrity in their applications. This balanced approach, commitment to ethical practices, and ongoing adaptation to technological advancements are key to successfully navigating this new era of AI-assisted recruitment. By taking these proactive steps, we can harness the benefits of AI while mitigating its risks, ensuring a recruitment landscape that is equitable, efficient, and true to the values of both employers and job seekers.
      By Olivia Coughtrie, Co-Founder, Oriel Partners.
      Share this post: More

    • 125 Shares139 Views

      in Talent Acquisition

      New Research Exposes the Dog-Eat-Dog World of Big Tech Recruiting

      by

      A recent study from Switch On Business delved into the dynamics of talent recruitment and retention in the competitive tech industry.
      It provided detailed insights into the transfer of talent among rival tech giants like Google, Meta, IBM, Amazon, and Apple. For instance, it showed that 26.51% of Meta’s workforce has previously worked at another tech giant. At the same time, the study highlighted how Apple’s recruitment policy is driven by poaching staff from Intel, Microsoft, and Google.
      The main takeaway for tech recruiters is straightforward: There are so many opportunities to bring in talent from rival firms. However, recruiters must take a proactive and creative approach to capturing and holding the attention of highly skilled professionals who know they are in high demand.
      You can find the full details of the study in the charts below, as well as some tips and advice on becoming a more successful tech recruiter.
      The challenge of being a big tech recruiter
      Recruiting top talent for big tech roles presents many challenges.
      Firstly, the demand for tech talent far exceeds the supply, creating a severe talent shortage. The competition is fierce, with tech giants and startups vying for the same pool of candidates. This scarcity forces recruiters to think creatively and proactively reach out to passive candidates who may not actively seek new opportunities.
      The rapid pace of technological innovation means that the skills required for these roles are constantly evolving. Keeping up with these changes and accurately assessing a candidate’s proficiency in emerging technologies is now an essential part of any big-tech recruiter’s job.
      Then there’s the critical issue of diversity and inclusion. To satisfy big tech’s commitment to diversity, recruiters must actively seek out underrepresented talent and ensure their hiring processes are inclusive and unbiased.
      Why big tech recruiters should be headhunting from rivals
      Recruiters for big tech companies target talent from rival big tech firms for several reasons, including:

      Industry-Specific Expertise: Employees from rival firms come with relevant industry knowledge and technical expertise, reducing training time and allowing for a smoother transition into new roles.
      Proven Track Record: Professionals from other big tech firms have a proven track record of success in high-pressure, innovative environments. They’re the kind of people who can hit the ground running.
      Cultural fit: Having worked in similar corporate environments, these individuals are more likely to adapt quickly to the culture of another big tech firm. They’re also more likely to stay long-term, which is good for them, the company, and a recruiter’s bonus structure.

      How to entice big tech talent away from rival firms
      Software engineers, coders, and data analysts are never short of offers. As any recruiter will tell you, big tech recruitment is the epitome of a buyer’s market.
      So, if recruiters want to poach the best talent for their clients, they need to understand what that talent is looking for.
      Here’s a list of top tips for recruiters on the hunt for big tech talent:

      Understand the Candidate’s Motivations: Research what motivates candidates. Ask about career advancement, better work-life balance, exciting projects, or a more attractive compensation package.
      Personalize Outreach: Customize communications to show that you’ve done your homework about the candidate.
      Highlight Unique Opportunities: Emphasize unique opportunities that the candidate might not have in their current role, like working on cutting-edge projects or a more relaxed corporate culture.
      Offer Competitive Compensation Packages: Be prepared to offer add-ons to compensation packages, including benefits, bonuses, stock options, and relocation expenses.
      Stress Cultural Fit: Show how the candidate’s values and work style align with your company’s culture. This is often as important as a big salary.
      Prepare for Counteroffers: Be ready to negotiate if the candidate receives a counteroffer from their current employer because this will happen.
      Be Patient and Persistent: High-caliber candidates often require a more extended courting period. Be patient, keep the lines of communication open, and regularly check-in.

      Recruiting for big tech roles is a complex process defined by talent shortages, evolving skill requirements, and intense competition.
      Recruiters must adapt and employ innovative strategies to identify and attract the best candidates in this ever-evolving landscape. It’s not an easy job. But those who master the process will smash their targets and make some very nice monthly commission payments.
      Ashley Murphy graduated with a BA (Hons) in English Literature and Creative Writing from the University of Manchester. He began working as a freelance content writer in 2015. He covers technology, business and careers for Switch on Business. 
      Share this post: More

    • 100 Shares129 Views

      in Talent Acquisition

      Using Data-driven Hiring to Edge out the Competition

      by

      When times are good, and business is booming, companies can afford to make a few mistakes and sweep a few imperfections “under the rug.” And that’s okay. No process is perfect. However, when business slows down and it’s time for spring cleaning, what was swept under the rug comes to light.
      In other words, during periods of quick growth, companies tend to sacrifice quality of hire for speed. The effects of these decisions surface most clearly when the pace slows down. That can be a sobering moment for companies that stop and take stock of the decisions that worked for them and the ones that worked against them. Recruiting efficiency is an area that is quickly and clearly exposed when this happens. The inefficiencies and the lack — or absence — of sound hiring practices can be seen in cost per hire, turnover, and retraining costs.
      To find improvements in any process, businesses look at data.
      Data, data, everywhere
      We’re not talking about boiling the ocean, but there is meaningful information that can be gathered and put to use everywhere in the recruiting process. Hiring leaders who do not operate with this mindset leave money on the table, which again, is easy to measure in terms of increased cost per hire, decreasing retention, or unsustainable retraining costs.
      Without data measurement, organizations cannot optimize for “all-weather” efficiency.
      Smashfly CMO Lori Sylvia goes all in on the importance of measuring talent data when she says, “If you can’t measure it, it didn’t happen.”
      This is not a call to recruiters to build sophisticated data models, but rather to critically think about how data can help determine who they should be hiring for and how they can best appeal to them.
      Knowing that data is all around us, the question needed to make use of it is: “What data points are the most meaningful to me for this process?” Here are a few tips for recruiters — of all levels — to make leveraging data easy, impactful, and second nature.
      Ask yourself who fits into the talent pool for your business
      The last part is important here. Someone may check all the boxes for the job description and still not succeed at your organization. It can come down to various factors, like culture, level of training, the ability to multitask, or teamwork. Whatever the reason is, hiring success depends on going a level deeper into the candidate profile than the resume.
      Let’s go over an example where the goal was to reduce the number of conversations and increase the quality of conversations with candidates. Brendan Browne, VP of Global Talent Acquisition at LinkedIn, was looking for candidates to fill an engineering role. They took a quality-affinity approach that measured the candidate’s qualifications (their quality) and how highly they thought of the company (their affinity). The criteria for affinity included asking three yes/no questions:

      Do they follow the company?
      Do they share relevant content on their profile?
      Do they have a meaningful first-degree connection?

      Upon reaching out to candidates who ranked higher in affinity, the team experienced a 57% increase in the response rate.
      There was nothing highly technical about the process. It just came down to the team figuring out what data points from each candidate were meaningful to collect. It’s an easy exercise that can be applied across companies and roles.
      Take a microscope to your outreach
      Keep track of your messages. Recruiters shouldn’t shy away from testing new copy, subject lines, and time of day for their candidate outreach. It’s the most obvious yet overlooked metric to gauge the effectiveness of your outreach. Doing this enough will give you a sense of what tone is resonating most with your candidate pool.
      To have reliable data, one cardinal rule is to test one thing at a time. For example, measure how two different groups react to a different subject line or call-to-action alone rather than changing both at the same time.
      If your message has reached a point where you feel it is well and truly optimized and it’s still not meeting your goals, shift your focus to identify weak spots in the candidate journey. There may be moments where engagement is dropping off for enough candidates, signaling a trend to address with an alternative approach — and then measure the success of.
      Think about who else is talking to your dream candidate
      Chances are, the competition is also talking to the same candidates as you. Keeping tabs on competitor hiring activity can help inform your hiring strategy. Think about what the hiring experience is like for the candidate when they talk to you, versus the competition. Check out competitors’ job descriptions and ask yourself:

      How do they communicate the employer value proposition to prospective candidates?
      How candid are they about the salary and benefits they’re offering?
      How much of the company culture and company values shine through in the description?
      How easy or intuitive is the application process?
      Do they show the prospect genuine gratitude for their consideration?
      What would I look to improve in this experience?

      Doing this, even once in a while, helps make sure you’re not falling behind the competition and gives you an opportunity to raise the bar by brainstorming and implementing improvements to your candidate experience.
      Being data-savvy is simply knowing how to answer your biggest questions
      For recruiters, useful information is everywhere. The easiest way to benefit from a data-driven mindset is not to overthink it. Simply start asking questions about any aspect of your recruiting process, and then take measurements to uncover answers.
      The more confident you are about the data you have on talent, their affinity for your company, and your competition’s practices, the better your process will be in finding and appealing to the best candidates.
      Shannon Pritchett is Head of Community at both hireEZ and Evry1 (which she co-founded in 2021). As a talent acquisition leader, she remains passionate about connecting companies with their most valuable asset — people.
      Share this post: More

    • 188 Shares139 Views

      in Employer

      Learning & Development, Soft Skills, Cybersecurity & More: Talk Talent to Me July ’23 Recap

      by

      Catch up on the July 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. 

      Learning and development with Christina Pinheiro, VP of People at Sibros
      Soft skills with Stephane Rivard, CEO & Co-Founder of HiringBranch
      Why cybersecurity is so important for individuals and companies with Jane Frankland, Cybersecurity Expert and Founder of The Source
      The difference between talent attraction and talent acquisition with Victoria Myers, Global Lead for Talent Attraction at Amdocs

      1. Christina Pinheiro, VP of People at Sibros
      In this episode, Christina discusses what sparked her passion for helping people and creating a positive employee experience, which ultimately led to a career in HR. She shares her thoughts and views on the impact of learning and development, and what that looks like at Sibros through their Lunch and Learn sessions. She tells listeners about her favorite session on Interview Bias, and what she thinks about anonymizing parts of the interviewing process. 
      “I really emphasize on the benefits of continuous learning and [how] attending these sessions contributes to personal and professional growth.” 
      Listen to the full episode.

      2. Stephane Rivard, CEO & Co-Founder of HiringBranch
      Stephane shares how his company HiringBranch is revolutionizing hiring by creating a platform where candidates can showcase their abilities in real-time simulated scenarios. He highlights the importance of soft skills and explains how HiringBranch’s assessment works, breaking down the types of skills they assess in candidates. Plus, hear his insights into the AI recruitment revolution, which may just be paving the way for a more accurate and effective way of finding the right talent.
      Related: ChatGPT in Recruitment: How to Unlock its Power & Increase Efficiency
      “What [the HiringBranch platform] does, especially for high volume jobs, [is give] you a standardized way to evaluate everyone.”
      Listen to the full episode.
      3. Jane Frankland, Cybersecurity Expert and Founder of The Source
      Jane is a tech entrepreneur, author, speaker, advisor, and founder. She has identified several discrepancies in the hiring process and in this episode, she shares her advice for ensuring a diverse and inclusive workplace from the get-go.
      “We have a real problem with wellbeing [in the cybersecurity industry]; with mental health, with brain health, with stress and burnout. It’s absolutely horrific. It’s at a higher level than healthcare workers at the moment.”
      Listen to the full episode.
      4. Victoria Myers, Global Lead for Talent Attraction at Amdocs
      In this episode, we dive into the fascinating field of segmented recruiting marketing. Victoria explains Amdocs’ forward-thinking, long-term approach to talent attraction and acquisition and how they are bringing it to life through their newly-developed AI-driven talent marketplace. After listening, you’ll understand the difference between talent attraction and talent acquisition, what a successful proactive sourcing model looks like, and why you should always try to do work you love!
      “At the end of the day, the best experience in the world is giving someone an offer and them saying, ‘Yes, I accept.’ That is rewarding work right there!”
      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

    • 150 Shares199 Views

      in Talent Acquisition

      Getting Ghosted by Talent? The Four Jobseeker Personas Recruiters Need to Know

      by

      In today’s competitive market, finding the best candidate for the role is no easy feat. While we generally find more available talent in the pool, ensuring a high-quality candidate with a strong fit for the position compounds the complexity of recruiting. Recruiters have to embark on candidate conversations while unsure what’s driving each candidate to seek a new position and how that motivation affects their outlook during the search process.
      Defining a persona framework can help recruiters get to the heart of what’s driving each applicant, what they’re looking for in a new opportunity, and which tactics will keep them the most engaged throughout the process.
      Recent data from Employ shows that today’s jobseekers can be divided into four groups based on a combination of two key traits:

      How consistently they search.
      The number of positions to which they apply.

      These two traits interact in the following way to create four primary persona categories:

      When recruiting teams understand these four personas—and how to spot them—they are more prepared to understand candidates and empowered to customize the candidate experience in a way that resonates with each person they speak with. This often results in better placements, shorter time-to-fill, and more successful hires.
      All About Diligent/High-Volume Applicants
      Diligent/High-Volume applicants make up about 10% of the current market, and they are driven by economic and employment market conditions. These applicants are primarily triggered by job posting alerts and will apply to a wide range of positions with various responsibilities and job functions.
      Traits
      Diligent/High-Volume job seekers tend to be optimistic, believing it will take less than a month for them to find a job, and they apply for jobs with large salary ranges. Additionally, this type of job seeker tends to gravitate toward roles at companies with strong leadership, room to advance, and resources for career development.
      Approach
      Diligent/High-Volume job seekers will use social media and subscribe to job advertisements and will likely mention their research during the interview process. As frequent resume updaters, these candidates tend to begin their job search within their current organizations and will apply for jobs at other companies even if there isn’t an opening.
      Engagement tactics
      These workers tend to appreciate simple, straightforward interview processes. These candidates are likely to abandon opportunities if they find them too time-consuming, so streamlining the interview and scheduling process is likely to impress.
      All About Sporadic/High-Volume Applicants
      About 25% of applicants in the current labor market are considered Sporadic/High-Volume applicants. These are the people who turn to LinkedIn or other job boards after a particularly bad or frustrating day at their current position.
      Traits
      These applicants are usually satisfied in their current roles. They may be seeking out organizations that tout career advancement opportunities. As a result, they tend to apply to multiple jobs that they have no intention of accepting. They tend to be just beginning their career, have taken a new job in the past year, and apply for jobs with large salary ranges. Like their Diligent/High-Volume counterparts, these job seekers frequently update their resumes, and keep an eye on their current companies’ financial positions.
      Approach
      Recruiters can identify Sporadic/High-Volume job seekers by their application method. They regularly search job boards and appreciate easy scheduling. If the interview went well, an offer was made, but the job seeker sends an impersonal response or even goes dark, a Sporadic/High-Volume job seeker may have crossed your path.
      Engagement tactics
      To capture these applicants, stay away from hiring channels that require registration as a part of the hiring process. They’re likely to abandon applications that require any registration elements. Even though they are likely to be satisfied at their current role, recruiters that think a Sporadic/High-Volume applicant is a perfect fit may get their attention with an incredibly compelling offer but should be ready to negotiate and to respond to their current employer’s counter.
      All About Diligent/Selective Applicants
      Diligent/Selective job seekers are triggered by burnout, and about 40% of applicants fall into this category. Since burnout is a trigger, they are hesitant to apply for jobs they feel they are unlikely to get and prefer efficient processes. They are serious about their search and conduct it over a long timeline.
      Traits
      Diligent/Selective job seekers are not interested in applying for positions with wide salary ranges. They know what they are looking for and stick to those parameters. They are less inclined to search for new opportunities within their current organization and motivated by specific roles that excite them.
      Preferences
      Diligent/Selective job seekers tend to stick to a single application method: the company’s website. Additionally, they are highly prone to abandonment and prefer short and efficient recruitment processes.
      Engagement tactics
      These applicants tend to be targeting companies or roles that speak to them, so defining a company mission, vision, and value set is incredibly important when encountering Diligent/Selective job seekers. Make highlighting these aspects of the company a priority early in the interview process and try your best to keep initial applications brief, yet comprehensive.
      All About Sporadic/Selective Applicants
      Sporadic/Selective job seekers are triggered by boredom in their current situation and make up about 25% of today’s applicants. Like their Diligent/Selective counterparts, they are unlikely to submit applications to employers that they deem unlikely to hire them.
      Traits
      These applicants tend to be later in their career. They rarely apply for open roles at their current company, do not apply for jobs with large salary ranges, submit few applications for new roles, and do not use social media to find open roles.
      Preferences
      Sporadic/Selective job seekers’ applications tend to favor brevity and their resumes tend to possess stale skills as they have not likely invested time in their own learning and development. Since they’re motivated primarily by boredom and exploration, they’re also hesitant to spend time on additional application materials, preferring to let their experience speak for itself.
      Engagement tactics
      To engage these applicants, create highly personalized, effortless recruitment experiences. They’re applying to see what’s available to them as they currently are, so if you think a Sporadic/Selective applicant is the perfect fit, it’s best to keep extraneous tasks to a minimum. They also strongly believe that the modern hiring process is excessive, so it’s critical that recruiters communicate decisions or next steps and their reasoning throughout the process.
      Setting up for success
      In today’s market, recruiters need to go the extra mile to ensure success along each step of the recruiting process. Using the four personas as a baseline can help recruiters begin the process of tailoring their hiring strategies to a given candidate’s needs.
      Finding talent is tough, and recruiters need to arm themselves with tools to find quality candidates for open roles. Though each candidate is unique, keeping the four personas in mind throughout the process helps remind recruiters that hiring is not a one-size-fits-all endeavor. Understanding the four job-seeking personas and their associated triggers helps recruiters provide high-quality candidate experiences and fill skill gaps more quickly and successfully.
      By Corey Berkey, SVP of People, Employ Inc.
      Share this post: More

    • 75 Shares149 Views

      in Talent Acquisition

      The Rise of Passive Candidate Recruitment

      by

      The global talent shortage is a major challenge for businesses of all sizes. In the United States alone, there are currently 11 million open jobs. This means that there are more job openings than people are looking for work.
      One way that businesses are addressing this challenge is by targeting passive candidates. Passive candidates are people who are not actively looking for a new job, but who might be open to a new opportunity if the right one comes along.
      There are several reasons why businesses are targeting passive candidates. First, the pool of passive candidates is much larger than the pool of active candidates. This means that businesses have a better chance of finding the right talent by targeting passive candidates.
      Second, passive candidates are often more experienced and qualified than active candidates. This is because passive candidates are typically already employed and have been successful in their current roles.
      Third, passive candidates are more likely to be a good fit for the company culture. This is because passive candidates are not actively looking for a new job, so they are more likely to be happy with their current situation.
      Atlas World Group’s Approach to Passive Candidate Recruitment
      Atlas World Group is a global logistics company that has been struggling to fill key positions in IT and technology. In order to address this challenge, they have shifted their focus to primarily targeting passive candidates.
      Atlas’s approach to passive candidate recruitment is two-fold. First, they use LinkedIn Recruiter to target passive candidates who have the skills and experience they are looking for. Second, they leverage the social media of their current team members to share job openings with their networks.
      The Benefits of Targeting Passive Candidates
      There are several benefits to targeting passive candidates. First, it allows businesses to reach a wider pool of potential talent. Second, it gives businesses the opportunity to build relationships with passive candidates before they are actively looking for a new job. Third, it allows businesses to target passive candidates who are a good fit for their company culture.

      Start by building a strong employer brand. Passive candidates are more likely to be interested in your company if they have a positive impression of your brand.
      Make it easy for passive candidates to learn about your open positions. Your job postings should be clear and concise, and you should make it easy for candidates to apply online.
      Personalize your outreach. When you reach out to passive candidates, take the time to personalize your message. This will show that you are genuinely interested in their skills and experience.
      Highlight your company culture. Passive candidates are more likely to be interested in a company that has a strong culture. Be sure to highlight your company culture in your outreach materials.
      Offer opportunities for growth. Passive candidates are often looking for opportunities to grow their careers. Be sure to highlight the opportunities for growth that your company offers.

      Conclusion
      The global talent shortage is a major challenge for businesses of all sizes. However, by targeting passive candidates, businesses can increase their chances of finding the right talent. Atlas World Group is a great example of a company that has successfully implemented a passive candidate recruitment strategy. By following Atlas’s example, businesses can overcome the challenges of the global talent shortage and find the right talent to help them achieve their goals.

      To follow Kelly Cruse’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, get in touch.
      Share this post: More