Talent Acquisition

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      How Recruiters Can Attract Top Talent from Different Generations

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      In today’s ever-changing job market, recruiters need to focus on innovation and adaptability when it comes to their recruitment strategies. They must keep up with the shifting demands of different generations of candidates and create an attractive work environment that appeals to them. This was the finding of Monster’s recent research.
      Generational similarities and differences in attitudes to work
      The report reveals that the traditional 9-5 working day is dead, and the demands and expectations of each generation have transformed in the past few years. However, despite this, there are similarities between the generations in terms of work satisfaction, with workers of all ages agreeing that the COVID-19 pandemic has led to a new normal in the workplace including a desire for greater freedom and flexibility.
      Companies are responding by offering more flexibility and focusing on benefits, including aligning with company values and offering meaningful roles. For example, 42% of Generation Z employees say they are allowed to  operate flexibly or remotely.  In addition, while the factors that motivate work choices differ among generations, there was a consensus among all generations that working for organisations that align with their values, and in roles that have meaning, scored highly.
      However, there are crucial differences between the generations that recruiters must take into account. Baby Boomers are almost twice as concerned with compensation and benefits as Generation Z, who focus more on a company’s values, including diversity and inclusion.  Furthermore, Gen Z is the first generation to come of age in a fully digital world.  This generation has access to more information about companies and their values than ever before. This could have significant implications for companies looking to secure top talent in the coming years. Employers may need to re-evaluate their values and messaging to reflect this shift in priorities when it comes to choosing an employer in order to appeal to the growing Gen Z workforce
      Millennials also rate good compensation and benefits highly – 41% compared to Generation Z on 26%. Generation Z candidates, on the other hand, focus more on company values. 59% of Generation Z recruiters anticipate that candidates will increasingly expect to learn about a company’s diversity and inclusion efforts and social impact.
      Workplaces are, like wider society, becoming more diverse.  Recruiters must embrace new ways of working, adopt new technologies, and understand what is important to each generation. They need to alter the assessment criteria and adapt their recruitment techniques to the modern candidate by embracing generational diversity, evolving needs, and the desire for flexible working.
      Using technology to recruit – a generational perspective
      The report also highlights the importance of technology in recruiting, with younger generations embracing digital recruiting more than any other. However, recruiters must recognize that not every candidate will be comfortable with virtual interviews and should use a range of recruitment methods that best suit each generation. For instance, recruiters targeting Generation Z should provide real examples to back up their statements, while organizations targeting Millennials should use social media and text messaging to describe packages, perks, and benefits.
      While all generations still ranked an ‘in-person’ interview as a more important factor than a virtual interview the gap between them was much narrower for younger recruiters. Our research found that Generation Z recruiters are almost twice as positive about digital recruiting as any other generation. Online search tools and applicant tracking software are more effective than social media at identifying candidates than social media. They’re also twice as likely to use text messages and WhatsApp to communicate with candidates. Technology can break down barriers, but for Boomers and also for some Millennials, it can construct them. Not every candidate will be as comfortable in a video interview.
      61% of Generation Z recruiters claim that virtual recruiting is better than hiring in person, while 26% of Millennial recruiters, 13% of Generation X recruiters and only 6% of Baby Boomers said the same.  All generations ranked in-person interviews better than virtual, with 67% of Generation Z, 56% of Millennials, 66% of Generation X and 74% of Baby Boomers claiming this.
      Top tips for recruiters: best recruitment methods for different generations
      To successfully attract candidates from diverse generations, recruiters should adapt their recruitment techniques accordingly.

      Recruiters targeting Generation Z candidates should provide real examples to back up their statements, as this generation tends to be sceptical about promises. Authenticity is key. Recruiters should also highlight a company’s corporate values.
      For Millennials, organisations should use social media, text messaging, and WhatsApp to stay in touch and describe packages, perks, and benefits.
      When recruiting Boomers, recruiters should highlight the stability and security of roles, while Generation X recruiters should emphasise benefits, perks, and salary, and use word-of-mouth, networking, and tried-and-trusted methods to engage with candidates.

      To attract top talent from diverse generations, recruiters must adapt their recruitment techniques accordingly. They must understand what is important to each generation, alter their assessment criteria, and embrace generational diversity and evolving needs, including the desire for flexible working. Successful recruitment for any generation means balancing effective existing strategies with new approaches to attract interest from all groups for every role. Companies that can do this will have a better chance of securing the top talent they need in order to thrive in the future.
      By Rod McMillan, Marketing Manager, Monster UK.
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      The 3 Best Recruiting Chatbots in 2023

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      In 2023, the use of machine learning and AI-powered bots is skyrocketing, and the competition to offer the best HR chatbots is fierce. With chatbots helping you save time and money by handling up to 80% of standard questions from candidates within minutes, it’s clear that the need for innovative recruitment solutions has never been greater.
      Many of these online assessment tools and HR chatbots, like Paradox and Humanly, provide an efficient and cost-effective way for organizations to streamline their recruitment process while improving employee engagement and satisfaction. They also help you gauge a candidate’s competencies, identify the best talent and see if they’re the right cultural fit for your company.
      In this article, we’ll delve into the top 3 best recruiting chatbots in 2023 to help you shortlist and hire the right candidates.
      The 3 Best HR Chatbot Tools
      Here are the three best HR chatbot software tools in 2023:
      1. Paradox
      Paradox is a conversational AI chatbot that helps recruiters and hiring managers to automate tasks and engage candidates through text messages. Paradox’s built-in chatbot, Olivia, can screen candidates, schedule interviews, answer questions, collect feedback, and more.
      They claim that Olivia can save recruiters millions of hours of manual work annually, cut time-to-hire in half, increase applicant conversion by 5x and improve candidate experience.
      Olivia is also marketed as a “24/7 recruiter you hire.” And it’s true enough. 
      Paradox uses natural language processing to create conversations that feel natural and human-like. Thanks to their use of NLP, Olivia functions in a manner similar to that of a human recruiter. For example, it can qualify candidates based on their resume or job application and match them to the best-fit roles.
      (Source)
      Another key feature that makes Olivia stand out is its ability to communicate with candidates 24/7, on any device, in 100+ languages. 
      Other key features of Paradox include: 

      Interview scheduling: Olivia can coordinate with candidates and hiring managers to find the best time slot for interviews and send reminders and confirmations.
      Candidate communication: Olivia can answer common candidate queries about the job role, company culture, company policies, benefits, etc., or direct them to relevant resources. 
      Candidate feedback: Olivia collects feedback from candidates after each stage of the hiring process and measures their satisfaction and sentiment. 

      All in all, Paradox is most suitable for organizations that want to streamline their recruiting process and reduce manual work. If you also want to improve your candidate experience and hire faster and more efficiently, then also Paradox is your friend. 
      That said, it might be overkill for organizations with a low hiring volume or a simple hiring process. Organizations that prefer other communication channels like email or phone calls may also find it unsuitable. 
      Pros:

      Olivia saves a tremendous amount of time and reduces manual work. It can handle repetitive and tedious tasks such as screening candidates, scheduling interviews, sending reminders, etc., that would otherwise take hours of human effort.
      It integrates with leading applications, such as Workday, SAP SuccessFactors, Oracle Taleo, Indeed, etc. 
      It supports multiple languages and can communicate with candidates across 47 countries.

      Cons:

      Paradox may not be able to replace the human touch or rapport that recruiters can build with candidates through personal interactions. For example, if a candidate prefers to talk to a real person or if a recruiter wants to assess the candidate’s personality, fit, or motivation more deeply, Olivia may not be able to convey the same level of empathy, trust, or engagement.
      Paradox only provides some basic metrics and does not integrate with other analytics tools or platforms. This could limit the ability of organizations to make data-driven decisions and optimize their hiring processes.
      As with any chatbot software, Paradox requires a stable internet connection to function effectively.

      2. Humanly.io
      Humanly.io is a conversational hiring platform that uses AI to automate and optimize recruiting processes for high-volume hiring and retention. 
      What sets it apart is its ability to utilize multiple channels, including chat, SMS, social media, and QR codes, to connect with potential candidates where they are. 
      The tool also eliminates biased factors from conversations and offers valuable insights during interviews to promote fair hiring decisions. Additionally, it offers HR chatbots for different types of hiring, such as hourly, professional, and early career. 
      The chatbot also syncs with your calendar and availability preferences and offers candidates convenient time slots to book interviews.
      Some of the key workflows that Humanly.io supports are:

      Screening: Humanly engages with candidates who apply through various sources and asks them relevant questions based on the job requirements. They have role-specific conversation templates, allowing the chatbot to ask the right questions at the right time. 
      Reference checking: Humanly can help you contacts the candidate’s references via email or SMS and asks them standardized questions. The chatbot then compiles the feedback into a report for the hiring team.
      Re-engagement: The chatbot reaches out to past candidates still interested in working for the organization and invites them to apply for new or relevant opportunities. 
      Virtual interview assistant: Humanly.io helps recruiters conduct virtual interviews by providing AI-generated notes, follow-up emails, and interview insights. 

      All in all, Humanly.io is good for organizations that want to save time, improve candidate experience, and increase diversity in their talent pool. It’s especially useful for high-volume hiring scenarios where recruiters need to screen and schedule hundreds or thousands of candidates quickly and efficiently. 
      However, it may not be ideal for organizations with very complex or customized recruiting workflows that require human intervention or customization.
      Pros:

      It improves candidate experience and engagement by providing personalized and conversational interactions through multiple channels. 
      The chatbot also sends SMS-based reminders and confirmations to reduce no-shows.

      Cons:

      It may be overkill for a startup or a small organization. 
      Lack of robust reporting capabilities. 
      Humanly.io currently supports only the English language. This could be a problem for organizations that recruit globally or have a multilingual candidate pool. 

      3. MeBeBot

      MeBeBot is an AI intelligent assistant that automates answers to employee questions and communications for HR, IT, and Operations teams. It also provides push messaging, pulse surveys, and real-time data insights to improve employee experience and engagement. 
      MeBeBot also provides native integration into your company’s Slack channel or Microsoft Teams, allowing employees to interact with it seamlessly.MeBeBot Slack Interface
      It also has a crowdsourced global knowledge base of over 300 FAQs you can edit and customize to fit your business policies and processes. With its support for multiple languages and regions, MeBeBot is also a great fit for companies looking to hire a global workforce. 
      Some of MeBeBot’s key features include: 

      Employee FAQs: The chatbot answers common employee questions about HR, IT, payroll, benefits, facilities, operations, etc., using a curated knowledge base that the admins can customize.

      Push Messaging: It sends out notifications, company updates, and reminders to employees via Microsoft Teams or Slack channels based on group preferences.

      Pulse Surveys: You can use it to conduct quick feedback surveys on employee sentiment on key satisfaction questions via Microsoft Teams or Slack channels based on group preferences.

      Pros: 

      It keeps the “human” in HR tech by combining natural conversational technology with a database of common HR questions and answers curated by experts.
      It helps track employees’ engagement, sentiment and needs through push messaging and pulse surveys.
      It saves time, resources, and money by reducing the volume of help desk tickets, emails, and inquiries by 60-70%

      Cons: 

      Mainly aimed at companies that use Slack or Microsoft Teams.
      It may be unable to handle complex or uncommon questions requiring human intervention or judgment.
      You may need some help with some technical issues or glitches. 

      Benefits of Using HR Chatbots
      There are several benefits of using HR chatbots in the workplace. Here are some of them:
      Improved efficiency
      HR chatbots can handle repetitive and routine tasks, such as answering frequently asked questions and scheduling interviews, allowing recruiters and HR team members to focus on more complex and strategic tasks. 
      For example, Humanly.io can automate the screening process for job applicants, reducing the time and effort required by HR staff to review each application manually.
      24/7 availability
      It’s nearly impossible for a human recruiter to be available 24/7, giving another edge to HR chatbots. These AI-based recruiting bots assist employees and candidates at any time of the day, even outside of regular business hours. This naturally improves the overall experience for all parties involved.
      Increased accessibility
      Candidates and recruiters alike can access HR chatbots through multiple channels, including messaging apps and voice assistants. This makes it easier for all parties involved to interact with them using their preferred method of communication.
      Personalized recruiting experience
      You might have a preconceived notion about how a chatbot would converse in a crisp, robotic tone. However, these HR chatbots are smarter than that. 
      Most conversational recurring chatbots provide personalized responses based on the user’s profile and history, creating a more engaging and relevant experience for each individual. 
      For instance, Paradox’s bot Olivia, can provide tailored responses based on the job candidate’s profile and experience.
      Faster response times
      HR chatbots can respond immediately to inquiries, reducing the time and effort required for employees and candidates to get the required information. 
      For instance, a chatbot can quickly respond to a job candidate’s inquiry about the application process, reducing the candidate’s waiting time.
      Cost-effective
      HR chatbots can help reduce the workload of HR departments, resulting in cost savings for organizations in terms of time and resources.
      Overall, HR chatbots can help improve the efficiency, accessibility, and user experience of HR processes. This ultimately leads to greater productivity and job satisfaction for both candidates and HR professionals.
      Key Features That Your Recruiting Chatbot Should Have
      According to a study by Phenom People, career sites with chatbots convert 95% more job seekers into leads, and 40% more job seekers tend to complete the application. 
      Recruiting chatbots are becoming increasingly popular for automating the recruitment process and improving the candidate experience. 
      Here are some key features that your recruiting chatbot should have:

      Screening and skills assessment: Your HR chatbot shouldn’t just be a conversation platform. To offer full-fledged talent acquisition capabilities, it should have candidate assessment tools to identify candidates’ skills. It should also be capable of conducting preliminary screening and assessing candidates’ qualifications, skills, and experience. 

      24/7 interaction: According to statistics, a chatbot can automate up to 80% of top-of-funnel recruiting activities. Your HR chatbot should be able to do the same. It should also be able to engage with candidates anytime and provide instant and accurate answers to their frequently asked questions (FAQs) about the job opening, company, benefits, etc.

      Job Search and Application: Your recruiting chatbot should be able to assist candidates in searching for job openings and guiding them through the application process.

      Integration with Applicant Tracking System (ATS): The chatbot should be able to integrate with your ATS to provide a seamless recruitment experience for candidates and recruiters.

      Data insights and analytics: Recruiting suitable employees for your company requires in-depth data before you come to any conclusion. Naturally, the recruiting chatbot software you plan to use should provide real-time data on candidate usage patterns, question trends, sentiment analysis, etcetera. 

      These features can help you improve your recruiting process using a chatbot. However, depending on your specific goals and challenges, you may need more or fewer features than these. 
      Questions to Ask Vendors on Demos
      Here are some questions to ask vendors during demos when buying an HR recruiting chatbot:

      How can your chatbot help improve the candidate experience? For instance, ask whether their chatbot can provide candidates with quick and personalized responses to their questions and status updates on their applications. Most importantly, does it guide them through the recruitment process? 

      What types of recruitment tasks can the chatbot automate? Can it automate tasks like resume screening, interview scheduling, and answering FAQs? 

      How does the chatbot integrate with our existing recruitment process and technology stack? Ensure it integrates with your existing applicant tracking system (ATS), recruitment website, and other HR technology platforms. 

      What’s the level of customization for the chatbot to meet our specific business needs? Does it provide customization options for chatbot responses and conversation flows?

      What data and analytics can we expect to receive from the chatbot, and how can we use it to improve our recruitment process? Ask whether the chatbot can provide data on candidate engagement, recruitment metrics, and user feedback.

      What is the setup and deployment process for the chatbot?

      What training and customer support do you provide for our team to use and manage the chatbot effectively? Does it include ongoing technical support?

      How does the chatbot handle multi-lingual and global recruitment needs?

      How does the chatbot ensure data privacy and security for both the company and the candidates? Does it have data retention and deletion options to ensure that candidate data is handled appropriately?

      Can we integrate the chatbot with our existing applicant tracking system (ATS) or other HR technology platforms? 

      These questions should help you evaluate the capabilities and suitability of the chatbot for your specific recruitment needs.
      Common FAQs
      What is an HR chatbot?
      An HR chatbot is an artificial intelligence (AI) powered tool that can communicate with job candidates and employees through natural language processing (NLP). They also help with various HR-related tasks, including recruitment, onboarding, interview scheduling, screening, and employee support.
      What are the benefits of using an HR chatbot?
      HR Chatbots are great for eliminating the need to call HR, saving time, and reducing overhead. They also help improve candidate and employee experience, reduce human error, provide personalized assistance, and streamline HR processes.
      What kind of HR-related tasks can an HR chatbot assist with?
      An HR chatbot can assist with various HR-related tasks such as answering frequently asked questions, scheduling interviews, providing feedback on job applications, providing onboarding support, and assisting with employee inquiries.
      Can an HR chatbot replace human HR professionals?
      The answer is: It depends. A chatbot can answer questions and give advice, but it cannot make decisions on behalf of a human. 
      An example where this could become an issue is when an employee has a disability or other issues with their work performance. They may need individualized instruction to help them improve their performance. To do this successfully, human interactions are essential – both with the employee and between the employee and HR.
      What are the limitations of using an HR chatbot?
      While HR chatbots can imitate human-like conversation styles, it’s still incapable of overcoming issues like complex or nuanced inquiries, language barriers, and the potential for technical glitches or errors. It’s important to consider these limitations beforehand and provide appropriate user support to connect with new hires.
      Do HR chatbots conduct personality tests and evaluate soft skills?
      Yes, many HR chatbots can conduct personality tests and evaluate soft skills. These chatbots can use in-depth assessments to evaluate a candidate’s personality traits, communication skills, and problem-solving abilities.
      Pitfalls to Avoid When Buying HR Chatbot Software
      It’s clear that now is the time for HR professionals to start looking into how they can implement a chatbot in their organization. 
      However, there are several pitfalls to avoid when buying HR chatbot software. Here are some of them: 

      Failing to define your requirements: Before shopping for HR chatbot software, you need to define your requirements. This includes understanding what tasks you want the chatbot to perform, what type of data you want it to collect, and what kind of interactions you want it to have with users.

      Failure to consider language and cultural differences: You may want to use your HR chatbot software to hire employees from different parts of the world who speak different languages and have different cultural backgrounds. It’s important to ensure that the chatbot can understand and respond to users in different languages and in a culturally sensitive way. For example, a chatbot designed for an American audience may not work well for an Asian audience.

      Lack of training and support: No matter how user-friendly the tool is, implementing it requires training and support for both employees and HR staff. If the software company fails to provide adequate training and support, it may lead to poor adoption rates and low user satisfaction.

      Lack of scalability: Your HR chatbot should be able to scale with the organization’s growth and changing needs. Failure to choose a scalable chatbot can result in having to replace it with a more expensive solution in the future. 

      Not considering integration: Your HR chatbot software should be able to integrate with your existing HR systems, such as your HR management system (HRMS) or applicant tracking system (ATS). This will ensure the chatbot can access the necessary data and perform the required tasks.

      Disregarding data privacy regulations: HR chatbot software may collect and store sensitive employee data, such as performance evaluations and medical information. Considering this, it’s important to ensure that the tool complies with data privacy regulations like GDPR or CCPA. 

      Revolutionizing Recruitment!
      In conclusion, HR chatbots are becoming increasingly popular for their cognitive ability to streamline and automate recruitment processes. These chatbots have the potential to identify the best candidates for a given job, evaluate their job performance, and take care of talent assessments and the employee onboarding process.
      While numerous HR chatbots are available in the market, the best ones are customizable, scalable, and integrated with existing human resources systems. After all, it’s essential to find a chatbot that fits your organization’s specific needs, so you can maximize its potential and achieve your recruitment goals. 
      With the right AI-powered chatbot, your organization can stay ahead of the competition, attract top talent, and build a successful workforce for years to come.
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      Re-engineering Your 2023 Tech Hiring Strategy (Watch VIDEO on Demand)

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      If you are in the market to hire qualified software engineers, you need to modify your 2023 hiring strategy. But how exactly do your recruitment and hiring strategies need to evolve? Watch this on-demand webinar to hear experts discuss key findings and data from Hired’s 2023 State of Software Engineers report. They share advice for re-engineering your strategy and getting top tech positions filled quickly with skilled, high-value talent. 

      Moderated by Founder of Marketing by Maya, Maya Avitan, hear from:

      CTO, Hired, Dave Walters

      VP of Engineering, Greenhouse, Andy Lister

      CEO & Co-Founder, SheTO, Nidhi Gupta

      Read an excerpt of the conversation and access the full webinar video on demand. 

      Maya Avitan, Founder, Marketing by Maya

      Though Hired’s culture is remote-first, there are still major companies placing a heavy focus on bringing talent back into physical locations. However, based on the findings of the report there is a higher demand for remote work options from talent in all major cities including New York, the Bay Area, Los Angeles, and Washington, DC. 

      There is a disconnect between organizations that are searching for location-specific top tech talent that is seeking remote-first roles.

      What do you think about this disconnect and how are companies managing this demand from a hiring perspective?

      Dave Walters, CTO, Hired

      We are seeing a growing percentage of employers pushing for return to office, although the demand for remote engineering talent still remains very high. Remote roles command higher salaries than local roles especially in smaller markets. Enterprise companies are shifting fast in their demand for in-office employees, although a majority of the total positions do remain open to remote. 

      Meanwhile, we’ve continued to see the proportion of jobseekers only seeking remote roles versus in-person or hybrid grow. This shouldn’t be surprising as this demand for remote work started well before the pandemic and the pandemic only further fueled that in recent years. As a tech leader, I know the challenge we’ve all been facing in finding top talent with the right skill sets in past years. That challenge isn’t going to go away anytime soon. 

      Ultimately, despite the high-profile layoffs we’ve heard about in the news, unemployment for tech talent remains low. You have to cast a wider net in your search to be as competitive as possible and an opportune way to do that is by remaining flexible for remote talent around the country. 

      The bottom line is that remote work and flexibility continue to be some of the highest priorities for jobseekers. Promoting remote policies or benefits that allow for flexibility are going to be key strategies for attracting qualified, top tech talent.

      Watch the full collaborative panel discussion to discover: 

      More on how companies are managing the demand for remote-first work 

      Why talent leaders should take candidates from non-traditional educational backgrounds seriously

      The most in-demand software engineering skills are and how they’ve impacted the job market More

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      Why a Sustainable Talent Acquisition Strategy is Critical for Employers Now

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      In recent years, the labor market has been increasingly candidate driven and focused on skill-based hiring. But with rising inflation, HR and talent leaders are under pressure to reduce hiring costs while maintaining efficiency. 

      There’s no doubt it’s a complicated space to be in – candidates are demanding higher wages, re-hire costs are significant, and upskilling investments are inevitable. So, how can you survive the transition without losing touch with your candidates? By adopting a sustainable approach to talent acquisition. 

      While organizations are moving toward more sustainable talent strategies during the economic slowdown, they can often confuse talent acquisition with recruitment. This lack of knowledge can hamper your process and disrupt progress. 

      Related: Hired Releases 2023 State of Software Engineers Report

      Recruitment vs. Talent Acquisition 

      Talent acquisition (TA) is an ongoing process to identify suitable candidates aligned with the company’s values, mission, and business goals. It is an ever-evolving process with a focus on current market trends, workforce makeup, and recruitment predictions. 

      Developing and maintaining a talent acquisition strategy allows you to stay ahead of the competition, empower your bottom line, and acquire top talent. 

      While talent acquisition and recruitment are often used interchangeably, they are two distinct processes. Although both deal with talent, recruiting is the process of sourcing, assessing, and hiring candidates in the short term. Recruitment often happens when there are open positions in the organization. 

      So, it includes the process of attracting quality job applicants, analyzing their qualities and skills, and hiring them for vacant roles. The recruitment process is time-bound, pre-defined, and standard compared to talent acquisition. 

      On the other hand, talent acquisition is a more insightful process based on long-term business and talent goals. The purpose of a TA strategy is to seek candidates who are the right fit and have the potential to contribute meaningfully to the future of the organization. TA experts and specialists are more concerned with laying the appropriate groundwork to hire the best talent long-term.

      What is a “sustainable TA strategy”?

      Talent sustainability is defined as an organization’s ability to continuously attract, develop, and retain candidates with the skills and qualities required for current or future roles. In a swiftly changing labor market, organizational needs and goals also change respectively. A one-time recruitment plan would be inept at meeting the evolving demands of the company.

      A sustainable talent acquisition strategy also encourages you to maintain a balance between acquiring external and promoting internal talent. Lack of career advancement opportunities is one of the main reasons people quit their jobs. 

      Although hiring new talent is important, doing so at the cost of current employees is detrimental to organizational growth. Moreover, if you are delegating all resources and money towards recruitment, there’s none left to invest in your existing employees.

      Hence, a sustainable strategy is a win for all – companies can divide time and resources between current employees and new hiring with proper planning and implementation. 

      Getting started

      While recruiting is essential for gaining employees, it can become a time-intensive and expensive endeavor without a proper TA strategy. Amidst a dynamic labor market, many organizations are exploring talent acquisition avenues to prepare for hiring surges and talent management. 

      If you are one of those companies looking to foray into the TA field, ask yourself the following questions before jumping to strategy:

      What are your long-term vision and goals for your organization?

      What type of talent do you need to achieve the company’s vision and goals? 

      How can you integrate your organizational values into the talent acquisition process? 

      How do you create a program framework to support your talent acquisition strategy? 

      How will you assess the progress of your talent acquisition strategy? 

      Your answers will help you define and align your business goals to the talent strategy. 

      Why you need it

      Finding the right talent in the tech industry is a struggle for organizations worldwide. This year, a long-standing skills gap and a lack of professionals in the market have put things in perspective. 

      In simple terms, a talent acquisition strategy saves time and money, boosts productivity, and prepares you for the market’s dips and surges. Time-specific recruitment periods force you to hire and onboard candidates quickly. It’s an expensive affair, and can also cause disruptions in workflow and productivity.

      As some organizations prepare for the possibility of a recession, many are also reducing their hiring budgets and rolling back their hiring plans. However, not having a comprehensive long-term strategy will make organizations vulnerable when they do need to start hiring again. 

      Moving away from the mindset of recruiting being a one-and-done deal, and creating a more sustainable hiring framework is crucial.

      Sustainability is key

      Hiring new candidates is often time-consuming and costly, especially if done repeatedly. This is where sustainable talent acquisition comes in. 

      A solid talent acquisition strategy allows you to future-proof your organization by investing in nurturing, hiring, upskilling, and retaining highly qualified tech talent. 

      Amidst some new (and old) challenges, one thing remains constant – data-driven and long-term talent acquisition and management frameworks are here to stay. More

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      The 5 Best Recruiting Software Tools in 2023

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      Looking for the best recruiting software on the market? You’re in the right place!
      Hiring a new employee can be costly and time-consuming. According to Indeed, you can expect to pay up to 30% of the hired employee’s first-year salary to a recruiter – and it can take up to 52 days to fill a position. 
      But what if you could save money and time with some powerful software tools? Recruiting software like JazzHR, Recruitee, etc., can help you streamline your hiring process, attract more qualified candidates, enhance your employer brand, and optimize your talent acquisition strategy. 
      But how do you choose the best one for your needs? We have compiled a list of the 5 best recruiting software tools in 2023 based on their features, functionality, customer reviews, and major pros and cons. 
      Here are the 5 best recruiting software tools in 2023:
      1.JazzHR
      Originally founded in 2009, JazzHR is now a full-fledged ATS and recruiting software that helps small and medium-sized businesses streamline their hiring process. It offers unlimited users and jobs, a customizable workflow engine, and integrations with popular job boards and platforms. 
      A customizable workflow engine is its biggest USP. This means you can create different stages for each job, add tasks and reminders, automate emails and notifications, and track the progress of each candidate. You can also use scorecards and assessments to evaluate candidates objectively.

      JazzHR Candidate Screening Dashboard
      Some of the key workflows that JazzHR supports are:

      Job creation: Users can create jobs using templates or custom fields, add job descriptions and requirements, set compensation ranges and benefits, assign hiring managers and team members, etc
      Job posting: Users can post their jobs to 18 free job boards, share them on social media platforms such as Facebook, Twitter, LinkedIn, etc., and embed them on their career site or website. 
      Candidate sourcing: Users can source candidates from various channels, such as referrals, resume databases (such as ZipRecruiter), talent pools (such as Indeed Resume), etc.
      Candidate screening: Users can screen candidates using filters such as location, education level, and experience level. use knockout questions to eliminate unqualified candidates automatically, use scorecards and assessments to rank candidates based on skills and fit, etc.

      Custom Knockout Questions 
      All in all, ​​JazzHR is a simple hiring solution for small and medium-sized businesses that need to collaborate with multiple hiring managers or teams. However, it may not suit large enterprises or highly regulated businesses that require more advanced features, compliance, or support.
      Pros:

      The pricing plans are affordable, making JazzHR accessible to small and mid-sized companies.
      Since all their pricing plans allow unlimited candidates and users, you won’t have to shell out extra money to scale the recruitment process. 
      It offers social media recruiting, career site branding, reporting, and applicant tracking as some of its main features. 

      Cons:

      Some emails go to spam or get lost in transit.
      There is no way to highlight your posts on certain boards or customize the application questions’ wording.
      The software is feature-rich but buggy and slow at times.

      Pricing:
      JazzHR has three pricing editions: Hero, Plus, and Pro. Hero costs $49 per month and allows up to 3 open jobs. Plus costs $229 per month and allows up to 15 open jobs. Pro costs $359 per month and allows up to 50 open jobs.
      2. Recruitee

      Recruitee is another cloud-based collaborative hiring software that allows unlimited users and data for all plans, so you can involve your whole team in hiring without paying extra. 
      It also has a talent-sourcing Chrome extension that lets you import candidates from LinkedIn, GitHub, Dribbble, etc., directly into Recruitee. In addition, it has a social media connection feature that lets you post your jobs on multiple platforms, increasing your reach and visibility.

      Social media connection feature
      Some of the key workflows of Recruitee are:

      Customized pipelines: You can create customized pipelines for different roles or stages of hiring. You can drag and drop candidates along the pipeline, track their progress, schedule interviews, send feedback forms, etc.

      Drag and drop interface 

      Hiring team: You can invite your colleagues, managers, or external recruiters to join your hiring team. It also provides the ability to assign roles and permissions, share notes and tasks, and mention each other in comments.
      CareersHub: You can build a branded careers site using Recruitee’s templates or your own design. It will help you showcase your brand, culture & values, display your open jobs, and collect applications via forms or LinkedIn Easy Apply.

      While it’s a holistic recruitment platform, it may not be good for companies that need more advanced features, such as AI-powered matching or automated screening. Recruitee is more suitable for HR teams looking to scale their hiring activities. It’s especially suitable for companies that want to collaborate with their team members and external partners on hiring.
      Recently, Recruitee also launched a ReferralsHub feature that lets you create and manage employee referral programs within the platform.
      Pros:

      It offers a high degree of autonomy and independence for recruiters. This means that you can create your own pipelines, templates, and workflows without relying on external agencies or consultants. 
      It helps internal teams hire better together by assigning roles and tasks, allowing you to collaborate with your colleagues and stakeholders on hiring decisions. You can also assign specific people to review applications, conduct interviews, or give feedback.
      Recruitee provides marketplace access, where you can integrate with other tools such as video interviewing, assessments, background checks, etc., enhancing your hiring experience.

      Cons:

      The pricing is based on active jobs, which can be limiting for companies that have a lot of open positions but a low hiring volume.
      Recruitee can be relatively expensive compared to other recruitment tools in the market. 
      While Recruitee offers a range of templates and customization options, some users have found it to be limiting in terms of customizing fields and designing forms to fit their specific needs. 

      Pricing:
      Recruitee has three pricing plans: Launch ($224/month paid annually for 10 job slots), Scale ($399/month paid annually for 10 job slots), and Lead (custom pricing). All plans include basic recruitment features and a free trial for 18 days.
      3. Teamtailor 

      Teamtailor is a recruitment and employer branding platform that helps companies attract and hire talent. Initially founded in 2013 by three entrepreneurs who wanted to make recruitment more fun and human, Teamtailor has grown to serve over 7,000 organizations and 115,000 users worldwide. 
      What makes Teamtailor special is how it combines an applicant tracking system (ATS) with a career site builder and a social media integration tool. 

      Employee dashboard 
      Companies can create a customized and engaging online presence that showcases their culture, values, and opportunities. At the same time, they can grow their talent pool by reaching out to passive candidates on social media platforms, such as LinkedIn, Facebook, and Twitter.
      Here are some of its key features: 

      Custom Workflows: You can create different workflows for different roles or departments, and assign them to your job ads. Each workflow consists of stages that represent the progress of a candidate through the hiring process. 
      Automated Triggers: You can also add triggers to automate certain actions when a candidate reaches a certain stage. For example, you can send an email confirmation, request feedback from your team members, schedule an interview, or send data to another platform like intelliHR. Triggers help you save time and streamline your communication with candidates and colleagues.
      Requisition flows: Requisitions are requests for approval to create or publish a job ad. You can set up requisition flows to define who needs to approve a requisition before it goes live. You can have different requisition flows for different roles or departments, and assign them to your job ads. Requisitions help you ensure quality and compliance in your hiring process.

      Pros:

      Teamtailor is intuitive and easy to use, even for users without extensive technical knowledge. The software features a clean, modern interface and offers simple navigation, making it easy to access and manage your recruitment process.
      Teamtailor offers extensive integrations with other platforms you use for recruitment, such as LinkedIn, Indeed, Slack, Google Calendar, etc. Integrations help you expand your reach and functionality without leaving Teamtailor.
      You can set up custom workflows for your hiring process, enabling you to define interview questions, and set up scoring systems to evaluate candidates. This flexibility allows you to tailor the software to your specific hiring needs.

      Cons:

      Teamtailor’s pricing structure is based on the number of employees, which can add up quickly as your organization grows.
      It does not support multiple languages for the career site, making it unsuitable for many international companies.
      The reporting and analytics feature is not very robust or flexible. Some users wish they could export or customize their data more easily. They also find it hard to track some of their recruitment metrics or SLAs.

      Pricing:
      Teamtailor has a subscription-based pricing model that adapts to the size of your company. The starting price is $2400 per year, but you can request a custom quote from their website. They also offer a free trial for 14 days. 
      4. PinPoint

      Pinpoint is a talent acquisition software and modern applicant tracking software that helps companies attract, hire, and onboard top talent. The built-in recruitment marketing automation platform helps run programmatic recruitment campaigns that get smarter over time, using data from Pinpoint’s ATS.
      They also have a diversity dashboard that gives access to anonymized data and actionable insights, allowing you to measure and improve diversity across the hiring process.

      PinPoint dashboard
      Other key workflows that Pinpoint supports are:

      Creating and publishing job ads on multiple channels
      Building career sites that showcase the company culture and values
      Managing candidates through stages and pipelines
      Collaborating with hiring managers and team members
      Scheduling interviews and sending reminders
      Sending offer letters and contracts electronically
      Onboarding new hires with checklists and tasks

      They have also added new features such as video interviewing, automated screening, and candidate feedback surveys.
      Pros:

      Pinpoint has a developer-friendly API that allows users to integrate with other systems and customize their workflows.
      They offer unlimited support from their team of recruitment experts who can help with optimizing recruitment advertising, improving job descriptions, setting up integrations, and more.
      It has a powerful and flexible career site builder that allows users to create attractive and branded career pages without coding or design skills. 

      Cons:

      It is a relatively expensive solution that may not suit smaller or budget-conscious businesses. Users have to pay per month or per year based on their number of employees. 

      Pricing:
      Pinpoint has two different plans: Growth and Enterprise. 
      The Growth plan costs $600 per month when billed annually and offers unlimited active jobs, team members, corporate branding, a single-page careers website, and standard integrations. 
      The Enterprise plan costs $1200 per month when billed annually and offers everything in the Growth plan plus custom integrations, a dedicated account manager, advanced analytics, and more.
      5. Greenhouse
      Greenhouse is a hiring software that helps companies hire and onboard the right talent. It provides an ATS that allows users to customize their recruiting process, track candidates, collaborate with hiring teams, and measure their hiring performance. 
      The platform is especially known for its structured hiring approach that helps users define clear roles, create consistent interview plans, and collect structured feedback. It also boasts a large ecosystem of integrations with over 450 partners that enable users to build their own hiring tech stack.
      It doesn’t skimp on reporting either – with the ability to track key metrics such as time-to-hire, source-of-hire, candidate quality, and diversity.
      Some of its other key features include: 

      Greenhouse Inclusion: It helps reduce bias in the hiring process and promotes diversity and inclusion.
      Job creation: Users can create job posts using templates or custom fields, assign hiring teams, set up scorecards and interview kits, and publish jobs to various sources.
      Candidate management: Users can track candidates throughout the hiring process using stages and statuses, send email communications, schedule interviews, collect feedback forms, and make offers. 

      Despite all these offerings, Greenhouse may not be the best option for companies that have a limited budget or prefer simpler software. It’s a bit on the pricier side and requires a steeper learning curve. 
      Pros:

      It has a dedicated customer support team that provides training, best practices, and troubleshooting.
      Greenhouse integrates with over 300 third-party applications, including HRIS systems, assessment tools, background checks, and more.
      Greenhouse has a high customer satisfaction rating and a responsive support team.

      Cons:

      They aren’t upfront about their pricing, making it difficult to compare with other solutions. 
      It’s a bit complex to use for some users and requires training and support to get the most out of its features. Some users also report that the system can be slow or buggy at times.

      Pricing:
      Pricing plans aren’t available on their website. You can request a quote from Greenhouse by filling out a form on their website.
      Benefits of Using Recruiting Software
      Streamline the hiring process.
      Recruiting software automates the otherwise tedious tasks in the hiring process, including posting job ads, screening resumes, and scheduling interviews. This helps you (the recruiter) save time and focus on more human-centric tasks, such as building relationships with candidates.
      Take JazzHR’s hiring software, for instance. It streamlines the entire hiring process by automating job postings and offering custom career pages and a candidate database.

      Candidate Database
      Improve candidate experience.
      Just like recruiters, candidates also prefer a streamlined, user-friendly application process. Recruiting software can help provide that. By making it easy for candidates to apply and stay informed about their application status, recruiters can improve their candidate experience and enhance their employer brand.
      Reduce bias in hiring.
      Workplaces are sometimes rife with a biased hiring process. Luckily, recruiting software can help you reduce biases in hiring by standardizing the screening process and using data-driven methods to evaluate candidates. This ensures that all candidates get evaluated fairly and based on their qualifications rather than subjective factors like their name or appearance.
      For instance, TeamTailor’s anonymized screening feature masks candidates’ personal details during the initial screening process.
      Make data-driven hiring decisions:
      Recruiting platforms, more often than not, focus on gathering and analyzing data to facilitate the hiring process, allowing recruiters to make fair decisions and improve their recruitment strategies.
      Scale your hiring process:
      As your business grows, your hiring needs will likely become more complex and time-consuming. In that case, a recruiting tool can be your friend. These tools can help you scale your hiring process by automating tasks and providing tools to manage high volumes of applicants.
      For example, Greenhouse has a special feature, “structured hiring workflows,” that helps recruiters manage high volumes of applicants while maintaining consistency and quality.
      Key Features That Your Recruiting System Should Have

      Resume Parsing: Most often, recruiters spend 6-7 seconds reviewing a resume. This isn’t a lot of time, which places doubts on the efficacy of the entire process. Resume parsing – with its ability to extract relevant data from a candidate’s resume and automatically populate fields in the ATS – solves this problem by and large. 
      Job Posting and Distribution: A report by Content Stadium shows that for those recruitment teams who use social media as a communication channel, the top three platforms are LinkedIn (79%), Facebook (71%), and Instagram (45%). That’s a lot of back and forth. But recruiting tools with automated job posting and distribution make it easier to post job openings to multiple job boards and social media sites.
      Analytics and Reporting: Analytics and reporting help recruiters measure the effectiveness of their hiring process and make data-driven decisions. Make sure your software offers the ability to track and analyze recruiting metrics such as time-to-hire, cost-per-hire, and source of hire.
      Candidate Relationship Management (CRM): The recruiting CRM features allow recruiters to track and manage candidate interactions and communications throughout the hiring process.
      AI and Automation: Automation-based features allow recruiters to use artificial intelligence and automation to improve recruiting efficiency and accuracy. For example, AI screens resumes and identifies qualified candidates, while automation assists in scheduling interviews and sending follow-up emails. 

      Questions to Ask Vendors on Recruiting Software Demos
      When evaluating recruiting software vendors and attending demos, here are some questions to ask to ensure that you’re getting the information you need:

      Ask whether the software can parse resumes automatically. Don’t forget to ask about all the formats it can extract data from. For example, can it handle PDFs?
      Next, check whether the software automated the process of posting to multiple job boards and social media sites simultaneously. Also, can it track the source of candidates?
      The ability to create detailed analytics and reporting is another essential feature to consider. Make sure your recruiting platform can track metrics like time-to-hire, cost-per-hire, and source of hire. Also, can it provide insights into the effectiveness of the hiring process?
      What integrations does the software offer? The software should be able to integrate with your existing HR systems, such as ATS or HRIS. Otherwise, you might have a hard time streamlining the process. 
      Ask whether the software has features to handle candidate relationships. Can it track candidate interactions and communications? Can it send automated follow-up emails and reminders to potential candidates?
      Don’t forget about customer support! Ask whether they offer phone, email, or chat support. Is there a dedicated customer success manager?
      Many SaaS-based platforms have customized pricing plans. So, if the pricing is not available on their sites, ask about their pricing model. It’s also important to verify if the pricing is based on the number of employees, the number of job postings, or another factor. Also, are there any hidden fees or additional costs?
      What security measures does the software have in place? How is candidate data protected? Is your software GDPR or CCPA-compliant?

      In addition, ask them to share case studies or references from companies that have used your software. This will give you an idea about the effectiveness of the software and an inclination on the type of results you can expect.
      Recruiting Software FAQs
      What is recruiting software, and how does it work?
      Recruiting software, often synonymously used with applicant tracking software (ATS), is a type of software used by HR professionals and recruiters to manage the hiring process. These platforms often assist with resume parsing, job applications and distribution, candidate relationship management, and the like.
      How much does a typical recruiting software cost?
      Their cost can vary based on the number of users, the number of job postings, and the level of functionality. Some vendors offer pricing plans based on a monthly subscription fee, while others may charge per-user or per-posting fees.
      How does recruiting software handle candidate communication?
      Recruiting platforms usually offer candidate communication features like automated email reminders, scheduling tools, and messaging platforms. This can help keep candidates engaged and informed throughout the entire recruiting process.
      What security measures are in place to protect candidate data?
      Acclaimed recruiting software vendors usually protect candidate data with data encryption and multi-factor authentication. It’s also important to ensure that the software is GDPR or CCPA-compliant based on your company’s operating locations.
      How do I evaluate recruiting software vendors?
      When evaluating recruiting software vendors, it’s important to consider factors, such as the software’s functionality, integrations, customer support, pricing, and security measures. Demos and free trials can be helpful in assessing the software’s capabilities. Additionally, it can be useful to read customer reviews and case studies to gain insight into other users’ experiences.
      Pitfalls to Avoid When Buying Recruiting Software
      Here are some common pitfalls to avoid when buying recruiting software:

      Overlooking integration capabilities: Let’s say, as a company, you invest in recruiting software that does not integrate with your existing HR management system. This can lead to data duplication and inaccuracies, as well as inefficiencies in managing the hiring process.
      Ignoring user experience: It goes without saying that poor user experience can put off both recruiters and candidates. A difficult-to-navigate recruiting tool or one that takes too long to load might even discourage candidates from applying – resulting in a loss of potential top talent. 
      Focusing too much on price: While you obviously have to consider your budget, it’s equally important to balance cost with functionality and value. Opting for a cheaper software solution may result in a lack of features or insufficient customer support.
      Neglecting security and data privacy: Failing to prioritize candidate data security and privacy can lead to breaches and data loss, which can be costly and damaging to your company’s reputation.
      Not considering future needs: If you don’t invest in a recruiting tool with scalability options, you may need to switch to a new software solution in the future. This can be both time-consuming and costly.

      Choose Your Perfect Recruiting Solution!
      In conclusion, each of the top 5 recruiting software tools for 2023 offers unique features and benefits to help organizations streamline their hiring process.
      JazzHR is an affordable and user-friendly option, while Recruitee is ideal for organizations seeking a range of features. Teamtailor is a modern and customizable platform, while PinPoint offers a comprehensive recruiting solution. Greenhouse may be more expensive, but it offers a range of features and may be a good fit for medium-sized and large businesses.
      Ultimately, the best recruiting software tool for your organization will depend on your specific needs, so it’s important to evaluate each option carefully.
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      Top 3 Strategies to Nurture Your Tech & Sales Candidate Pipeline

      by

      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

      by

      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

      by

      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