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    • 150 Shares99 Views

      in Employer

      Recruiting Agencies Pros & Cons: Why Hired is Best for Tech Hiring

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      You may have considered turning to recruiting agencies to fill tech and sales roles. Even when inbound candidates are plentiful, finding the right top talent is a challenge. However, are agencies the best way to find future team members with long-term tenure potential? In this blog post, we explore the pros and cons of using recruiting agencies, shedding light on the factors to help you bring the best tech and sales talent to your organization.
      Recruiting Agency Pros
      1. Access to an extensive network
      Recruiting agencies often have connections to a vast pool of professionals. On top of that, they proactively reach out to potential candidates – even those who are not actively seeking new opportunities. Instead of taking a shot in the dark, employers have the opportunity to leverage an agency’s existing database of people. The best agencies have developed industry connections and built relationships with qualified candidates.

      Hired candidates are engaged and actively looking. As a result, employers see response rates double or even triple, what they’re used to – often 60%+ compared to the 14% industry average. With access to a database of candidates in the millions, and tens of thousands active on the platform, Hired customers have more opportunities to connect with the right talent, right away.  

      2. Efficiency
      Most employers know finding and hiring the right candidate can be a time-consuming and resource-intensive process. Because recruiting agencies specialize in talent acquisition, you offload these responsibilities to focus on core business operations. With agencies handling screening, interviewing, and shortlisting, businesses reduce speed-to-hire.

      Spread thin? Add on Hired Sourcer for temporary or ongoing help sourcing, pre-screening, shortlisting, and managing communication with experienced candidates. Whether you’re without a dedicated recruiter or busy hiring managers need support, Hired Sourcer fills the gaps. (And it’s typically a fraction of the cost of hiring a contractor or agency!)

      3. Specialized knowledge
      While finding top tech and sales talent is hard, finding candidates with niche skills can be even harder. Tech recruiting agencies possess industry-specific knowledge and understand the nuances of the tech landscape. Their expertise in niche areas helps them identify candidates with the right skill sets, ensuring you find the candidate that checks off the list of requirements.

      Bundle Hired Assessments into your Hired solution to standardize tech skills assessments and free up your teams from live proctoring. Some candidates proactively take them to earn badges for their profiles. Save time when you use our filters to find talent who’ve proactively verified their skills with these technical assessments. By leaping ahead to interviewing tech talent with proven skills, it’s easier to hire faster and reduce your cost of vacancy.

      4. Tech & sales hiring market insights
      Recruiting agencies stay abreast of market trends, salary ranges, and candidate expectations. This valuable knowledge can provide you with a competitive advantage, helping you craft attractive job offers and tailored recruitment strategies. Agencies also offer insights on market demand and supply, assisting you in aligning your talent acquisition plans with current industry dynamics.

      Dedicated support from our Customer Success Managers works in collaboration with the Candidate Experience team to ensure you have a pulse on candidates in process. We are the leader in offering data and competitive insights to share with internal stakeholders at every step of your hiring funnel. Many customers highlight competitive insights as one of their favorite aspects of partnering with Hired for their tech and sales recruiting.

      5. Enhanced candidate experience
      Recruiting agencies have experience in managing the candidate journey from start to finish. They understand the importance of a positive candidate experience and ensure candidates are well-informed, engaged, and supported throughout the recruitment process. This professionalism reflects positively on your organization and helps to build a strong employer brand.

      Candidates on Hired benefit from a variety of resources, including workshops, AMAs, guides, a salary calculator, and a dedicated Candidate Experience Team to support them on their journey and provide insights 

      Recruiting Agency Cons 
      1. “They’re expensive”
      While recruiting agencies provide value, their services come at a cost. Most agencies charge a fee based on a percentage of the candidate’s annual salary. For startups and small companies with limited budgets, this expense may pose a financial challenge. It is essential to evaluate the cost-effectiveness of using an agency compared to the potential benefits they bring to your recruitment efforts.
      2. Lack of deep organizational knowledge
      Recruiting agencies operate externally to your organization and may have limited knowledge of your company’s culture, mission, and specific needs. This can sometimes result in candidates who might not be the best cultural fit or fully aligned with your organizational objectives. 
      3. Limited control over the recruitment process
      Outsourcing recruitment to an agency means relinquishing some control over the hiring process. While agencies work closely with you, the final decision-making authority rests with your organization. Some stakeholders might prefer to be more hands-on throughout the recruitment process, which may be a challenge when working with an external agency.
      4. Potential candidate pool overlap
      There is a possibility of overlap in candidate pools if multiple organizations engage the same agency for their recruitment needs. This can lead to competition among clients for the same talent, potentially diluting the exclusivity of your candidate search. 
      “We’ve used recruitment agencies in the past, but they’re pricey, they’re expensive,” says Logikcull’s Head of Talent Laura McDermott. “Sometimes agencies push somebody too hard who’s not actually a good fit. At Hired, there isn’t any of that.” Hired frees her from navigating the conflicts and external pressures that often come with recruiting agencies.
      Unlike commission-incentivized recruiting agency personnel, Hired’s Candidate Experience team is unbiased about whether talent accepts a role. They are purely there to offer support and resources, such as interview coaching, salary calculators, evaluate options, and more. 
      Why Hired is a better tech and sales hiring solution  
      Hired is not a recruiting agency, a job board, or a social network. It is a solution directly connecting employers to vetted talent with thousands of skills across 50+ tech and sales roles. 
      Organizations find in-demand tech candidates primarily in Software Engineering, DevOps, UX Design, Product Management, and Data Science. Employers needing sales candidates in Customer Success and revenue-based roles, such as Sales Management are also in luck. 
      Essentially, Hired offers easy access to the best talent along with everything employers need to know about them from salary requirements to work preferences. 
      “I think the best thing about using Hired is everything I need to know and would like to know as a recruiter from the offset, is almost always straight in front of me.”
      Joe Miller, Senior Recruitment Manager, RVU
      Hear from Joe about his experience with Hired and how it helped his tech recruiting productivity exponentially.
      What’s more, in Hired’s full suite employers get unbiased insights, DEI features for more diverse hiring, tech skill assessments, and dedicated Customer Success Managers to support teams as they fill open roles efficiently. 
      For lean teams within global enterprises or startups with a dedicated recruiter, Hired Sourcer comes to the rescue. Short or long-term, an experienced professional acts as an extension of your team to source, shortlist, and screen tech or sales candidates. They’re also great at maintaining consistent communication and keeping candidates engaged. 
      Considering Hired over a recruiting agency? 
      Companies switching from recruitment agencies to Hired often say their shift is driven by a lack of quality candidates with specific skills from agencies. Employers find they are more focused on speed over quality. On Hired, employers get both. In fact, companies have immediate access to candidates they need and save 45 hours of sourcing time per hire. 
      Hired also specializes in matching experienced talent with employers they likely won’t see in the pipeline – even with an agency as the middleman. Typically, top senior-level engineers are not thrilled to work with agency recruiters due to constant badgering. Hired yields higher response rates and engagement from candidates – the platform has an 85% candidate response rate to all interview requests.
      In addition to a vast pool of candidates, talent is also responsive on Hired. Candidates typically respond within one business day and have a 50% interview request acceptance rate. Plus, Hired integrations mean you can directly connect with candidates to avoid doing twice the work of updating a third party.
      Speaking of saving time, agencies do not always understand your requirements. Hired specializes in identifying tech and sales talent across niches. Talent pros don’t have to waste precious hours reviewing resumes and conducting interviews unlikely to be a match. 
      Hired positions candidates for long-term success; increased retention
      Reflecting on her experience with Hired compared to recruitment agencies, Hired fulfills Logikcull’s interest in long-term employee success over making a placement McDermott adds, “We really pride ourselves on the tenure of a lot of our employees. Many have been here 10+ years… We’re recruiting people who are looking for a career and not just a job to come in and bank a paycheck. We want people who are looking to grow. We want people who really want to be able to make an impact.” 
      For companies looking for tech and sales candidates interested in a career over a job, try Hired. Candidates placed through Hired have an 18% longer tenure with employers than average.
      One financial services TA leader told us, “I think the challenge we had with a lot of third-party recruiters was the candidates they would present would frequently job hop. We look for long-term employees. I think the unfortunate reality of working with a lot of recruiters is their interests are not exactly aligned with ours because if their candidate stays for 0 days and then they place them somewhere else, they still get paid. 
      They tend to present candidates that churn every year. Beyond that, sometimes it’s been finding specific skill sets, especially on the technical side, developers who know specific languages, etc.”
      Cons often outweigh pros of recruiting agencies
      Remember, partnering with a recruiting agency is not a one-size-fits-all solution. Assess your specific requirements, weigh the pros and cons of recruiting agencies, and select the approach that aligns best with your organization’s goals and resources. 

      About Hired: 
      Hired is the most efficient way to fill tech and sales roles today. With unbiased insights, DEI tools, tech skill assessments, sourcing services, and dedicated Customer Success Managers, Hired works with companies around the world, placing more than 20,000 active and qualified candidates in new roles. Using better data, curated matches, and ways to reach new markets and talent with higher acceptance rates, employers save an average of 45 sourcing hours per role using Hired’s solutions suite. Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. More

    • 175 Shares169 Views

      in Talent Acquisition

      Concerned about Employee Monitoring Software? How to Ask about It in a Job Interview

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      In today’s digital work-from-home world, as many as 60% of companies with remote employees use employee monitoring software to track employees’ activities during work hours. While this may be insightful for the company, it also raises concerns for jobseekers who value their privacy and autonomy. 

      If you’re a jobseeker who wants to know more about employee monitoring software before accepting a job offer, keep reading for tips on how to ask about it during an interview.

      What is employee monitoring software? 

      Employee monitoring software (EMS) is software used to keep track of when and how employees work. It essentially monitors productivity and collects data through employees’ tech devices. From supervising performance to intercepting illegal activities, employers use EMS for a number of reasons.

      The software may track:

      Time 

      Activity

      Project management 

      Email 

      Generally, if you’re on the clock, an employer has full discretion to make the rules. Employers do need to inform employees they maintain the right to monitor behavior. But they don’t need to be specific about the info they are obtaining or what they are using to get it.  

      And in case you were wondering: yes, employee monitoring software is legal. An employer using it might even notify employees and get their consent. 

      New data regulation laws

      In July 2023, New York City will release a new AI law requiring employers to inform candidates of any personal data collected during hiring and promotions. Oher locations inlcuding California, Washington DC, and Vermont are in the process of enacting similar AI-related laws. 

      New York’s AI law has received some mixed feedback from public advocates. Even tech leaders such as Google’s Sundar Pichai and Microsoft’s Brad Smith are calling for more oversight into AI algorithms at the national level. The Equal Employment Opportunity Commission also recently warned employers that they’re responsible for any AI-generated discrimination. 

      So, what are some graceful ways during the interview process to go about discovering if a company uses employee monitoring software? 

      1. Research the company’s policy beforehand

      Before going into the interview, do some research on the company’s policy on employee monitoring software. Check the company’s website or LinkedIn page for any information on their policy. You can also reach out to current or former employees of the company to get an idea of how the company uses monitoring software. In this instance, Glassdoor or Blind might provide relevant information.

      2. Ask about the company’s policy during the interview

      We wouldn’t recommend asking this immediately, of course. Determine how critical an issue this is for you and gauge the pros and cons along with the rapport you’ve created with the interviewer. 

      If you feel it’s necessary to your feelings about the role, you could ask the interviewer about the company’s policy on employee monitoring software. You can phrase your question as follows: “Can you tell me more about the company’s policy on employee monitoring software? How does the company use it, and what kind of data does it collect?”

      Tone is important here. Be curious, and upbeat, to keep the conversation friendly but professional. 

      3. Ask about the reasons behind using the software

      It’s important to understand why the company is using employee monitoring software. Ask the interviewer why the company feels the need to use it and what benefits it provides. You can also ask about any specific incidents that led the company to start using the software.

      4. Ask about how the software is used and who has access to the data

      It’s important to know how the software is used and who has access to the data it collects. Ask the interviewer about how the software is used on a day-to-day basis and who has access to the data it collects. You can also ask about the security measures the company has in place to protect the data.

      5. Express your concerns and ask for clarification

      If you have any concerns about the company’s policy on employee monitoring software, express them to the interviewer and ask for clarification. For example, if you’re concerned about your privacy, ask about how the company protects your personal data. 

      If you’re concerned about being micromanaged, ask about how the company balances monitoring with trust. 

      For example, you might say: “Trust is a key value for me. How do you demonstrate trust with employees? Does the company have specific rules around being online at certain times or not using company property for private emails outside of work hours?”

      How can I protect my privacy? 

      Keep your work life and personal life separate. Assume what you do with company property is not private. This includes devices and programs (email, Slack, Zoom, etc.) you use through work.  

      When is the most appropriate time to ask?

      The simple answer is: the sooner the better. If EM software is a dealbreaker for you, don’t let time pass in the process without inquiring.

      Is a company using employee monitoring software right for me?

      Based on the information you get from any questions asked in an interview, how does that company compare to others? Determine what it is you’re looking for in the answers to understand if the company and role are right for you. 

      Concerned about employee monitoring software? Be proactive.

      As we continue to navigate an increasingly digital landscape, it’s important for both employers and employees to understand the nuances and implications of technology like employee monitoring software. Consider your own comfort and needs as a jobseeker regarding privacy and autonomy at work. Be proactive and ask questions if you have concerns. 

      If you’re a jobeeker on Hired, the Candidate Experience Team is there to help you throughout your search. The team is available to coach jobseekers through the hiring process and even support them if the need to ask tough or awkward questions arises.  More

    • 125 Shares169 Views

      in Talent Acquisition

      Empower Your Career: Understanding Salary Inequality in Tech (2023 Research)

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      A guide to Hired’s 2023 Wage Inequality Report for tech workers and jobseekers! Download the eBook

      There’s no question this job market is wildly different than a year ago. It’s more competitive and even intimidating. If you’re currently looking, finding a job is your number one priority, but equally important is an employer embracing qualities such as diversity, equity in opportunity and fair pay, as well as an inclusive workplace.

      We’ve curated the most valuable insights from Hired’s 2023 State of Wage Inequality report, and they’re all yours within the pages of this eBook. Consider it your ultimate resource for navigating the hiring market and guiding your search for a job where your contributions are appreciated and your voice is heard. Use this as a resource to understand the hiring market and guide your search for a job where you feel appreciated and empowered.

      Inside this eBook for tech talent you’ll discover:

      Findings on wage inequality and DEI in today’s job market

      Strategies to negotiate fair compensation 

      Real-life success stories from individuals who championed DEI

      Practical tips for identifying inclusive workplaces

      Actionable steps to promote positive change within organizations

      Impact of Salary Transparency legislation

      Are you ready to take control of your career, embrace diversity, and secure fair pay? Don’t miss out on this invaluable resource – download our eBook now and unlock the doors to a brighter future!Remember, the job market may have changed, but your potential for success remains limitless. Together, let’s create a world where diversity is celebrated, equity is embraced, and inclusion is the norm.

      Extra Resources

      Be sure to check out other resources from Hired, including:

      Virtual Event for Candidates June 27th, 2023

      Breaking Through Bias: How to Overcome Discrimination & Get the Tech Job You Want

      Blogs, Videos on Demand, & Guides

      Competitive Tech Job Offers? 6 Ways to Compare and Find the Right Fit

      Invest in Your Success: The Ultimate Salary Negotiation Workshop (Video on Demand)

      Your Guide to Salary Negotiation More

    • 200 Shares189 Views

      in Employer

      AI in Talent Acquisition, Talent Sourcing Analytics, & More: Talk Talent to Me May ’23 Recap

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      Catch up on the May 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. 

      AI in talent acquisition with Justin Ghio, Director of Talent Sourcing at Activision Blizzard

      Talent sourcing and people analytics with Shally Steckerl, Global Head of Talent Sourcing and People Analytics at LTK 

      Hiring and building a successful team with Erica Maureen Carder, Head of Talent Lifecycle at Wellthy

      1. Justin Ghio, Director of Talent Sourcing at Activision Blizzard

      AI is taking every industry by storm and tech recruiting is no exception. Justin encourages talent professionals to view AI in recruitment as a tool to enhance productivity and hiring processes. He explains everything he knows about AI in the talent sphere, why it is misunderstood, and how to make it work for you. Read this blog to dive deeper into the episode.

      “AI can’t do everything from start to finish for me. What it can do is give me 10 options to look at faster than I can think through one option.”

      Listen to the full episode.

      2. Shally Steckerl, Global Head of Talent Sourcing and People Analytics at LTK 

      Shally shares why we need to find talent-sourcing tools other than LinkedIn, the importance of balancing application friction, and how to optimize the applications coming in (especially when it’s free to apply). He tells us why he considers the interview set-up to be the first marker of recruitment success – and why recruitment success should not only be based on the number of hires.

      “You want to reduce friction so that you’re not making it inordinately awkward and difficult to apply but you also don’t want to reduce friction to a point where people can indiscriminately apply. There’s that fine balance.”

      Listen to the full episode.

      3. Erica Maureen Carder, Head of Talent Lifecycle at Wellthy

      For Erica, finding the right kind of employees – ones prone to growth and seeking out challenges – is fundamental to success. She talks about why this individual attitude is the number one thing she looks for in prospective hires. She also shares what makes for capable employees and why there are no perfect candidates out there.

      “If you have employees that are stagnant, guess what? They are not going to be engaged.”

      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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      in Talent Acquisition

      9 Smart Tips for Jobseekers to Identify & Avoid Job Scams in 2023

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      With layoffs on the rise, job scammers are keen on taking advantage of a crowded market. As a jobseeker, it is important to be aware of job scams and how to protect yourself from falling victim to them. Often, scammers are seeking money, personal information, or free labor. 

      Don’t let the job search become more overwhelming than it already might be. Use these tips to spot job scams and protect yourself during your search for a legitimate new role. 

      1. Do your research 

      Before applying for any job, research the company thoroughly. Check their website, social media presence, and online reviews to verify their legitimacy. Glassdoor is a popular resource for checking out company reviews and getting the inside scoop on employers. If the company has a poor online presence or lacks information about their products or services, consider it a red flag.

      2. Watch out for job postings with vague descriptions

      Legitimate companies usually provide a detailed job description, including the required qualifications and responsibilities. If the job posting or ad doesn’t provide specific details about the job responsibilities, qualifications, or compensation, it might signal a scam. Real postings should have clear and concise descriptions of what the job entails and the qualifications required.

      3. Be cautious of unsolicited job offers

      If you receive a job offer without having applied for a job, chances are you are dealing with a scam. While recruiters may reach out to notify you about job opportunities, legit companies do not send out unsolicited job offers to random people. This is another point at which you should do some research. Look into the individual’s LinkedIn profile and be careful before clicking any links they share with you.

      4. Never pay for a job

      If a job requires you to pay a fee for training, equipment, or any other reason, you have a scam on your hands. Employers should be paying you. Companies never require jobseekers to make upfront payments. 

      Related: Expert Tips: How to Manage Your Finances While You Job Hunt 

      5. Be wary of high-paying job offers

      If a job offer seems too good to be true, it probably is. Be cautious of job offers that promise high pay for minimal work or require little to no experience.

      Related: Try Hired’s salary calculator to see how companies value your experience.

      6. Verify the job offer

      Before accepting a job offer, verify it with the company directly. Scammers often use fake company names and email addresses to impersonate legitimate companies.

      7. Protect your personal information

      Do not provide your personal information, such as your social security number or bank account information, until you have verified the legitimacy of the company and the job offer. Employers should only ask for this information after you’ve been hired. 

      A note on background checks 

      Typically, any part-time, full-time, or IC employee, regardless of department, seniority, or employment status, will complete a background check. 

      Expect to complete once an offer is in hand. More often than not, you’ll find a sentence in the offer letter stating, “Please understand that your offer of employment is contingent upon the successful completion of a background check.”

      Companies often use third-party services for their background checks like Checkr, Trusted Employees, GoodHire, and ShareAble.

      Background checks usually cover these areas: 

      County Criminal Search (Current)

      National Criminal Search (Standard)

      Sex Offender Search

      SSN Trace

      Global Watchlist Search

      The timeframe of background checks may vary by company, with some looking for current data and others looking into the past 5+ years.

      Sometimes companies will also run a credit check. This is for a few different reasons. According to NerdWallet, these checks are more likely if your role involves security clearance or access to confidential customer data, company information, or money. They don’t see your credit score, but a high-level version of your credit report. Basically, they’re looking for any signals of financial problems providing a vulnerability to fraud or theft. 

      8. Job scams often target workers receiving benefits

      If you’re unemployed and plan to file for unemployment insurance, be careful. Do not google “unemployment benefits” to apply. Many of the top search results are fake sites, encouraging you to register your claim while taking your personal information. Instead, get the correct agency’s URL from your former employer or verify them through your state government site. 

      Even after you’re registered, be careful when it comes to communication. Many scammers send texts suggesting there’s a problem with your benefits. They might say they need additional financial information to process your claim. Or that you’re owed additional money and they need to confirm information. 

      The majority of workforce agencies communicate with you by mail or a secure portal on the website. If you get a text that appears suspicious – do not click on any links or respond. Report it for phishing, block the number, and delete it. 

      One of the classic “tells” of a phishing email has always been misspellings or poor grammar. It’s safe to assume that with ChatGPT and other AI tools, scammers of all varieties will use them to their advantage. So, be extra vigilant. 

      This is also a good time to make sure you have your voicemail set up. It’s tempting to quickly answer calls when you’re job hunting, but let it go to voicemail if you don’t recognize the number. 

      First, job scammers often like to record you saying “yes” or other things they can manipulate later. Second, it’s often better to take a beat and return the legitimate calls when you have the time to focus on your response. 

      9. Trust your instincts and inquire

      If something seems off or suspicious about a job offer or company, trust your gut and proceed with caution. Ask questions about the company, culture, role responsibilities, etc. to evaluate the opportunity. 

      While you should inquire about these aspects for any job (whether it’s a scam or not!), questions will help you weigh the legitimacy. Real employers and recruiters would be happy to share more about the company and verify its authenticity. 

      Related: 7 Interview Questions You Never Have to Answer (& How You Should Respond)

      Completing technical assessments is common for tech roles 

      When it comes to tech roles, it is common for employers to request jobseekers complete technical assessments and challenges. If you are seeking a job in tech, keep in mind what’s reasonable when it comes to these tests. We asked Hired’s Senior Internal Recruiter, Jules Grondin, for her insights. Here’s what she had to say:   

      You should be given notice ahead of time on the languages used in the tech assessment or have the option to choose the language you’re most comfortable with to complete it.

      Expect to spend about 60-75 minutes independently on a tech assessment. This is not including a follow-up interview with the hiring manager or team.

      To expedite the tech interview process, ask about the tech stack from the start and tailor your work examples accordingly. Be eager and ask questions. Teams will prioritize scheduling and next steps to candidates who actively engage and are excited about the opportunity. 

      While accuracy is important, employers often look for your thought process in solving any sort of tech assessment. It’s important to show your work and be able to speak through the steps you took.  

      Every role is different but know what might be fair to expect from potential employers as a tech candidate.

      At Hired, we partner with employers to offer jobseekers a few ways to showcase their technical skills. 

      Hired Assessments empower jobseekers on the platform to take remote technical tests to prove their skills to employers. When Hired jobseekers successfully complete an assessment, they’re rewarded with a badge that surfaces on their profile for employers to see. Fun fact: High-intent candidates who earn technical assessment badges are 3X as likely to get hired!

      Coding challenges are an opportunity for talent to take 45-minute technical tests so employers can see the coding skills they bring to the table. Jobseekers can bypass the first step in the interview process (and win some awesome prizes) if they impress recruiters.

      Related: Want to Ace Technical Interviews? A Guide to Prep Software Engineers

      The job search process can be daunting and even more so if you fall victim to job scams. Such scams complicate the search and may take both a financial and emotional toll on unsuspecting jobseekers. Follow these tips to protect yourself, evaluate opportunities, and have a smooth job search!  More

    • 175 Shares159 Views

      in Employer

      Investing in Early Talent, Relearning, & More: Talk Talent to Me April ’23 Recap

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      Catch up on the April 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. 

      Putting people first with Kelly Minella, Head of Recruiting at Calendly

      Investing in early talent with Krishna Kumar, Co-Founder and Managing Director of Quintrix 

      Relearning and eliminating biases with Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

      Creating a thriving company culture with Maryjo Charbonnier, CHRO at Kyndryl 

      1. Kelly Minella, Head of Recruiting at Calendly

      Put people first. You’ll be more likely to make quality hires and maintain a cohesive work environment, according to Kelly. In this episode, she shares how she knew her CEO cared about prioritizing people and the importance of a talent team having a shared understanding. Plus, Kelly tells how the introduction of interview training has made Calendly better and why you should always be asking for and reviewing candidate feedback.

      “I applied [to Calendly], and my first conversation was with our CEO, Tope Awotona, and it was fabulous. I remember calling my mom afterward and being like, ‘Mom, that was special’. And the reason why, and why it has remained special, is how much priority he puts on people.”

      Listen to the full episode.

      2. Krishna Kumar, Co-Founder and Managing Director of Quintrix 

      Investing in early talent is becoming more popular. Krishna discusses why businesses need to think more about this talent in the long term and how companies can better support their new recruits. He also dives into his game-changing post-deployment framework and why many candidates are falling short of the mark. 

      “Career development, or lack thereof, is the number one reason for people to leave their jobs and explore other opportunities. So, you want to make sure that the candidates are constantly receiving the support, feedback, and career development to be successful.” 

      Listen to the full episode.

      3. Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

      Sometimes the best approach to a challenge is to start from scratch. When Jenny lost most of her memories as a result of a head injury, she underwent a process of extreme relearning. Though the experience came with hardships and frustrations, it was hugely beneficial to her professional life. In this inspiring episode, Jenny shares how learning to explain things in their simplest form, eliminating biases and blindspots, and employing reverse engineering strategies leads to true organizational change.

      “When you storytell something in a way that makes sense to a 10-year-old – all of a sudden everybody can understand it. Not just the top 10% or the most experienced in your organization, but everybody can. And when you’re trying to actually make change happen, your goal is to hit everybody, not just the top 10%.”

      Listen to the full episode.

      4. Maryjo Charbonnier, CHRO at Kyndryl 

      Maryjo isn’t afraid of a challenge. In fact, she has sought out difficult problems to be part of a solution. Her passion for change-making led her to be Chief HR Officer at the world’s largest startup with over 90,000 employees and $19 billion in revenue. As an expert on cultural processes, Maryjo explains what it takes to cultivate and maintain a thriving company culture. 

      “One of the most important things HR people do is listen to what isn’t said.” 

      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 Shares129 Views

      in Employer

      How Many Candidates Should You Interview for a Job? Hiring Best Practices

      by

      A lot of hiring managers want to know, “How many candidates should you interview for a job?” It’s a common conundrum faced by many decision-makers during the recruitment process. In the challenging and ever-evolving world of business, one of the most important decisions a hiring manager, recruiter, startup founder, or CEO will make is who to bring on board their team. As the backbone of every organization, a quality workforce can shape the success or downfall of a company. With such high stakes involved, it’s crucial to be equipped with an optimal strategy when conducting interviews.

      While there is no universal answer, this blog post will explore some key factors to consider when determining the number of candidates to interview for a specific role.

      6 Things to Consider When Determining How Many Candidates to Interview for a Job

      1. The Complexity of the Job or Role

      The complexity of the job position plays a significant role in determining the number of candidates you should interview. For roles that require advanced skills or specific experience, you might need to interview more candidates to find the ideal match. On the contrary, for positions with less complex requirements, a smaller pool might suffice. Evaluating the complexity of the role will aid in approximating the breadth of your interview pool.

      2. Candidate Availability

      An equally significant consideration is the availability of qualified candidates. If you are in a field or location with a limited number of qualified candidates, you may need to cast a wider net and interview more individuals. Conversely, in areas with a high concentration of professionals in your required field, you might have a larger pool of qualified applicants, allowing you to be more selective.

      Hired has a career marketplace pool of high-quality, high-intent candidates for tech and sales roles. Get a live demo and see how it changes your hiring process for the better.

      3. The Interview-to-Hire Ratio

      Another useful method to estimate the number of candidates to interview is the ‘Interview-to-Hire Ratio.’ This ratio represents the number of candidates you need to interview before making a hire. According to research, this ratio can range from 4:1 to 20:1 depending on the industry and the role complexity. Thus, the ratio can help you figure out the potential number of interviews to conduct.

      4. Quality over Quantity

      While the number of interviews you conduct is crucial, it’s equally important to stress the quality of candidates over the quantity. Interviewing too many candidates can be overwhelming and time-consuming, and may not necessarily yield better results. Moreover, it can be detrimental to your employer brand if candidates feel they are merely a number in a long line of interviews. Therefore, it’s essential to maintain a balanced approach and ensure each candidate receives the attention they deserve during the interview process.

      5. The ‘Rule of Three’

      A good rule of thumb to follow is the ‘Rule of Three,’ which suggests interviewing at least three candidates for every job opening. This allows you to compare and contrast candidates effectively, ensuring a fair hiring process. However, remember that the ‘Rule of Three’ is a guideline, not a strict policy. It should be adjusted according to the role, industry, and the quality of the candidates applying.

      Too many inbound candidates, but not enough qualified ones? Learn how to manage and even prevent this recruiting challenge.

      6. Adaptability is Key

      Lastly, remember that flexibility and adaptability are essential in the hiring process. If you haven’t found the right candidate after interviewing a significant number, it might be a signal to revisit the job description, requirements, or your recruitment strategies. A successful recruitment process should be fluid and responsive to the market conditions, candidate availability, and company needs.

      Insights from Talent Leader Trent Krupp

      When asked, ‘how many candidates should you interview for a job,’ Trent says

      “Short answer: As many as it takes. Long answer: Typically you should expect to talk to 7-10 candidates, make 2 formal offers, and receive one acceptance. Having a recruiting culture that’s focused on speed and efficiency makes a massive impact on your success.

      If you’re able to go from meeting someone to presenting them with a firm offer within 7 business days, you’re going to be better than 90% of companies out there. [MAANG companies] may be able to pay higher salaries than you, but they can’t possibly compete against a 7-day end-to-end hiring cycle.

      Being slow & indecisive, creating artificial scarcity (rejecting someone because they don’t have experience with THE particular JavaScript framework that you happen to use), or trying to hire people for significantly below market rates are all enemies of success.

      In my personal opinion, the first one or two engineers you hire should probably be the most experienced you can find. They will be making critical architectural decisions likely to be incredibly complex and expensive to unravel in the future. You need to get it right, and being penny-wise and pound-foolish does not make sense.

      Finally, these guidelines are for typical individual contributor positions. VP or Director-level hires, or positions requiring very specialized knowledge will be different.”

      Let Hired Help You Cut Down on How Many Candidates You Need to Interview for a Job

      In conclusion, there is no one-size-fits-all answer to the question of how many candidates you should interview for a job. It’s a decision that requires a clear understanding of the role, the job market, your company’s needs, and the potential talent pool. Always remember that each interview is an investment in your company’s future, so take the time to make strategic and informed decisions. Happy hiring!

      Learn more about how Hired helps employers of all sizes find the right talent, right away! More

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      in Talent Acquisition

      How to Create a Strong Personal Brand: The Key to Beginning a Networking Relationship (VIDEO)

      by

      A strong brand is not only relevant for businesses. It’s important for individuals too, especially those navigating the job search. A strong personal brand that speaks to your skills, values, and expertise is crucial for networking and your overall career. 

      It’s your identity. What should people think about when they hear your name during conversations or in the media? What populates when hiring managers or recruiters search for you online? 

      Watch this on-demand webinar to hear experts from Get Hired: Future-Proof Your Career in Tech discuss what it takes to make your personal online brand effective and how it can lead to a new career and networking opportunities.

      You’ll hear from:

      Revenue & Product Marketing Manager, Multiply, Lee Brooks

      Senior Platform Engineer, RVU, Suraj Narwade 

      Lead Talent Acquisition, GTM, International, Sonatype, Heidi King-Underwood

      Founder & CEO, Hustle Crew, Abadesi Osunsade

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      When it comes to seeking talent, what do you want to learn about someone from their personal brand?

      Suraj 

      When it comes to hiring someone from a personal brand perspective, the first thing to call out here is that you obviously see a resume. But I think in today’s world, LinkedIn, Twitter, YouTube, etc. act as a resume together. From a personal brand perspective, I will look at how they are presenting themselves and how they are showcasing their knowledge on any of the platforms. 

      Lee 

      For me, one of the most important things is: Are they fit for the role I’m hiring for? Does their personal brand give me confidence they have expertise in the areas I’m recruiting for? Sometimes it’s easy to tell from someone’s personal brand. Sometimes it’s more difficult, but if I was looking for someone who was good at creating content or social media, I hope I’d be able to get that from their online profile. 

      Another one that’s really important to me is cultural fit. How would someone’s personality, values, and work style fit? At Multiply, we’re all remote workers. It’s quite important that you have someone who can fit into that culture and thrive. 

      The third one is passion and drive. Are they enthusiastic when they’re talking online? This leads to culture a little bit but do they really show passion and drive for their work? I think you can tell through the content, achievements, and overall approach to their career.

      Heidi 

      The cheat is we are bundle searching. We’re looking for keywords. Make your LinkedIn profile as full as possible, like you would a CV… Talk about everything you were doing and everything you’re looking to do. 

      On LinkedIn these days, you can actually put how to pronounce your name. Make things as easy as possible for the recruiter. What are your pronouns? Let’s make sure I don’t insult you by presuming… 

      Talk about the tech stack you’re utilizing. If you present yourself on a third-party site, put the link there. Make it available so I can actually forward it to my hiring teams. I might send over that link and say, ‘What do you think about what they’re putting out or their content?’ It shows… you’re using your own recreational time to highlight you’re really passionate about this. Include stand-out elements like volunteering… If you have certain skills or have done a workshop on LinkedIn learning around diversity and inclusion, that goes with cultural fit.

      Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

      It shows passion and drive around the fact that you’ve gone off and taken on that skill and you recognize it as a skill. There are so many different elements but the more words you put on your professional site, CV, and personal sites, [you increase chances that] we will find that by doing boolean searching. The more content you have and the more authentic you are about yourself, the easier it will be for me to find you. Put your contact information out there too if you want to be contacted. That’s really important.

      Watch the full collaborative panel discussion to learn:  More