Revisiting – and Revitalizing – the Recruiter Experience

It’s been said that experiences are what shape our lives. Of course, usually, when people say this, they’re referencing those monumental experiences, the kind of experiences that change the very fiber of our beings. And while there’s certainly merit in seeking out the big moments, the fact remains that most of life happens in the day-to-day. Mundane as that may sound, these experiences add up, which is why they matter more than we often realize.

Take recruiting. For years, recruiters have been unsung heroes, working mainly behind the scenes to connect the right people to the right job at the right time. This work provides immense value, and yet, when it comes to the recruiter experience, there’s much to be desired, especially when you consider research that indicates that we spend one-third of our lives working. Sure, you might “eat, pray, love” at some point, but what happens when you return? Let’s look at ways to improve the recruiter experience as we know it once and for all.

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  • What do we mean? First things first: a definition. When we say the “recruiter experience,” we mean a fast-paced, always exciting journey packed with all of the various interactions that recruiters navigate. That accounts for the intricacies, strategies, communication dynamics, challenges, tools and levels of satisfaction that recruiters encounter while sourcing, engaging, interviewing and ultimately, selecting candidates who align with a given role and company vision.
  • What’s the current state? Over the past few years, the recruiter experience has seen its ups and downs. It’s been a vibrant and sometimes scary tapestry of evolution. Fueled by the adoption of AI and other technologies, the shifting landscape of candidate expectations and the need to adapt to swift changes we’re seeing in the market, recruiters have been pulled in different directions. In short, it’s been a scary and uncertain time.
  • How does the recruiter experience vary by industry? The veritable symphony of recruiter experiences includes diverse variations that are less by industry and more by the makeup of the talent acquisition team – specifically, internal stakeholders versus external partners. Though both play a vital role, they typically have vastly different perspectives on candidate placement, hiring manager relationships and overall expectations.
  • What’s the most important thing recruiters need to know now? Recognize that what you do is important. Embrace a holistic mindset – even the best recruiter is only as strong as the technology, resources and processes available to them. It’s much harder to get caught up than it is to stay ahead, particularly in today’s labor market. As such, create a brand for yourself, knowing that every connection you make can be a connection for life. Doing right by others is a surefire way to do right yourself.
  • How can recruiters improve their experiences? Gather feedback from candidates, hiring managers and your fellow recruiters. Feedback nourishes processes and brings forth invaluable refinement. Use this information to assess the technologies and systems in place to ensure that what’s on hand is helpful to everyone involved. The needs of a recruiter filling your customer service roles will differ from those looking to place an executive. Don’t discount one another.
  • Where does technology fit into the recruiting experience? Right now, recruiters have a front-row seat to the struggle between humanity and innovation. With all the recent advancements, technology at its absolute best maximizes your potential and helps you cultivate the best possible outcomes. This is particularly important in a world where remote work continues to exist alongside on-site opportunities. Recruiters might feel like they’re in the middle, bridging gaps. But the good news is, it’s unlikely any technology will ever replace you, so use it to your advantage and get back to nurturing relationships.

Recruiting can be as simple or as complicated as you make it. Don’t get stuck on the small stuff. Instead, use your day-to-day experiences as an opportunity to get better at what you do. There is always room to move and room to improve. Focus on finding ways to thrive despite external circumstances. Never stop learning. Never stop upskilling. Education and empowerment will enhance the experience in the long term. In an age of inter-connectedness, your ability to forge connections that resonate will give you an edge in almost every hiring scenario – and that’s what the recruiter experience is all about.

Best Interview Questions to Assess Culture Fit

Unlocking the ability to gauge culture fit in interviews is crucial, considering the complexity of evaluating candidates in the competitive landscape of modern recruitment. From asking about a candidate’s preferred work environment to understanding their interaction preference with managers, these tips will guide you in asking the right questions.

Ask About Preferred Work Environment

“Can you describe a work environment or team dynamic in which you’ve thrived the most? What aspects of that environment brought out your best performance?”

This question allows the candidate to share their preferred work environment and the elements that contribute to their success. It helps gauge whether their values, preferences and working style align well with our school’s culture.

Antoinette Leblanc
Hiring and Benefits Manager, Jefferson RISE Charter School

Inquire About Handling Stressful Situations

“Describe a stressful workplace situation you have faced in the past, and how you handled it.”

Knowing how an employee reacts to stressful circumstances can help assess their personality and provide insight into their potential for fitting in with your team. With the high-stress that accompanies business crises, it’s wise to hire people who thrive under pressure.

As a recruiter, expecting honest answers to this question is not always realistic, but there have been some memorable responses that provided more perspective on whether those candidates would be good choices for their respective positions.

For instance, if the position mandates some degree of micromanagement and the candidate describes how they followed their manager’s instructions during a difficult time, they might just be a great fit.

Anjela Mangrum
President, Mangrum Career Solutions

Focus on Values Alignment

Instead of “culture fit,” I encourage teams to assess candidates for values alignment.

Many “culture fit” questions focus on whether someone will “fit in” with the current employees. Values alignment interview questions assess whether candidates will embody the company values in their actions and decision-making.

For example, if one of your values is “Take Ownership,” you could ask candidates, “Tell me about a time when you took ownership of an unresolved issue. What was the situation, and how did you address it?”

Since there are many ways to answer this question, you can still hire people with the critical skills you need while keeping an open mind about the candidate profile.

Alex Lahmeyer
Founder and DEI Consultant, Boundless Arc

Discover Expectations for Next Role

“What are you looking for in your next role?” While interviewers are aware of the type of role the candidate is looking for, this question goes beyond that. Aside from role responsibilities of XYZ, “What are you looking for in your next role?” is a good question to ask because it is broad, and therefore, the candidate’s answer can go in any direction.

As a hiring manager, I’ve found that how the candidate answers this question says a lot about what is important to them. The hiring team can then take that information to understand how it aligns (or doesn’t align) with the organizational culture. This question is open-ended, not leading and not a yes/no answer, which tends to elicit an authentic response.

Megan Dias
Career Services Coach, Parsity

Evaluate Impressions of Previous Interviewers

I typically conduct the culture-fit interviews at the end of the interview process, so that the candidates have had a chance to meet other employees at the company.

I usually like to ask them how they enjoyed the previous interviewers and what they liked about them. This gives a good sense of whether they can work well with the people who interviewed them. If all they can say is that the interviewers were nice, then that’s not a great signal.

For example, a good response would be, “I think I would work well with <Interviewer 2> because they gave me a chance to struggle with answering a tough question before helping me out or nudging me in the right direction.” Your mileage may vary, though, depending on the role and the size of the company. However, this approach seems to work very well with startups with fewer than 150 employees.

Michael Ning
Founder and CTO, Smobi

Use Hypothetical Scenario-Based Questions

In assessing culture fit in candidates, there isn’t a one-size-fits-all question because it should align with the unique aspects of your company culture. Culture isn’t just about predefined core values; it’s often the subtle, unspoken norms that define how things work within an organization. One effective approach I consistently employ is presenting candidates with a situational scenario that embodies a critical element of our culture.

For example, at Leena AI, self-reliance is a fundamental aspect of our culture, where employees must often find solutions independently. Rather than asking generic questions like, “Are you a go-getter?” which tend to get superficial responses, I often pose a hypothetical situation where candidates must navigate a scenario without direct guidance or hand-holding. This approach allows us to gauge whether a candidate naturally aligns with our culture or if it’s a challenge for them to adapt.

Sanya Nagpal
Head, Human Resources, Leena A

Probe Recent Energizing Experiences

“What is the one thing that you did recently that energized you?”

This question enables you to move away from the job role and get to the heart of what drives and motivates that person. It gives permission for someone to be vulnerable and bring their whole self, which is what you want to understand when hiring.

This question moves you away from skills and competencies and into behaviors and mindsets. So, be brave, and why not think about this question yourself? How would you answer it?

Charlie Southwell
Marketing Director at HR Consultancy, Let’s Talk Talent

Assess Teamwork and Collaboration Skills

One interview question to ask a candidate to help assess culture fit is, “Can you tell me about a time when you worked collaboratively with a team to achieve a common goal?” This question can help you assess the candidate’s ability to work effectively with others, as well as their communication and problem-solving skills.

It can also provide insights into their work style and how they approach teamwork and collaboration. By asking this question, you can gain a better understanding of whether the candidate is a good fit for your company culture and values.

Kristina Ramos
Reverse Recruiter, Find My Profession

Uncover Excitement About the Job

Amid the array of inquiries you can pose during interviews, one particular question emerges as a revealing litmus test: “What excites you about this job?” This seemingly simple query harbors a profound insight into a candidate’s compatibility with your organization.

When you delve into a potential candidate’s excitement about the role, you glean a unique vantage point into their mindset and aspirations. Beyond the rehearsed responses and polished resumes, this question uncovers genuine enthusiasm and alignment.

Consider this: a candidate investing time to meticulously prepare for an interview likely envisions themselves not just as a peripheral member, but as a vital cog within the team and the organization. Their response offers a window into their genuine interest, dedication and their vision of how they can contribute meaningfully.

By posing this question, you’re not merely probing for skill-sets or qualifications; you’re unlocking a deeper connection to the role’s purpose.

TK Morga
Founder and Visionary, Tuesday At 1030

Understand Candidate-Manager Interaction Preference

When trying to understand a candidate’s cultural fit, I often ask, “How do you best like to work with your manager?” Typically, this will help me see how independently driven they are, how they collaborate with others and what they’d expect from their leader.

I’ll then follow up and ask about specific instances, which puts their description to the test. It’s not a perfect question, but it absolutely gives me deeper insights about how they will work within my team.

Logan Mallory
Vice President of Marketing, Motivosity

Driving Successful Recruiting Teams: The Motivation Equation

Recently during a discussion on leading a recruiting function someone raised the question, “How do you motivate recruiters.” Since then, I have been thinking about the concepts and issues around rallying recruiting teams. Especially, when the daily drive and energy requires an intensity that many jobs may not.

Let’s all admit, it is tough to give 110% every day – we all have days where our minds are prone to wander. Outside factors can eat away at our focus and even organizational events can pull at our energy.

The issue for recruiters is that when we are “not on point,” it not only impacts productivity; it can show through in our interaction with candidates. Coming across as the energy vampire, like Colin Robinson in What We Do in the Shadows, is not exactly a compelling candidate experience.

In this first of two parts, we will define the goal and look at the most fundamental parts of building a successful, motivated recruiting team. In part two, we will discuss fundamental parts of leading a high performing team.

The Key to Building Dynamic, High Functioning Teams

Before addressing that question, let’s start by defining the type of team you want to build. In the simplest terms, I believe there are three main types of recruiting teams:

  1. Failing Teams – These are teams that fail to deliver the expected results or align with the organization’s expectations for its recruiting function. I think I am safe in saying these are a team no one wants to build but may likely be teams new leaders inherit.
  2. Journeyman Teams – Think of Spirit Airlines. It gets you where you want to go but without much in the way of innovation or great customer experience.
  3. High Performing Teams – Teams filled with diverse personalities and differing capabilities, but filled with people who are driven by the desire to achieve greatness together.

There is nothing wrong with Journeyman teams. If you need a “keep the lights on” style recruiting team to fill jobs, they’re fine. However, if you’re trying to move the needle, embrace innovation and leverage new ideas — this should not be your go-to model.

Achieving new heights is not for the faint at heart or those desiring comfort. It requires driven people with a curious mindset who are willing to be vulnerable and do the hard work necessary to push beyond the ordinary. These situations require being comfortable with discomfort as we learn from testing new ideas, making mistakes, growing and iterating.

There is a strong misconception out there that high performing equates to high burnout. That should not be the case in a true high performing team because you have filled the team with curious, driven people aligned with the goals of the organization.

Once we understand our desired model, we need to focus on hiring the right people. Finding the right people for the job will make your life much less chaotic and frustrating. It will also lower the risk of churning people, which can burn up your time and productivity.

Hiring for Give a F*@$ Factor (“GAFF”) is key.

GAFF: It is not doing what you’re passionate about; it’s being passionate about what you’re doing.

GAFF is the term I use to describe the intrinsic motivation some people have for creating high performance outcomes in whatever they are doing. These are people with a passion for always doing their best, even if it doesn’t necessarily mean they’re the best at what they do.

Put another way, GAFF is vital because all motivation is intrinsically internal. Put simply: You cannot motivate people, but all people are motivated. I am not saying that we cannot create environments in which we enhance or detract from performance. External factors can push someone towards short-term action (or inaction), but it cannot create long-term outcomes.

“Non-GAFF” people are only motivated to do the bare minimum at work. This may be because they would rather be doing other things, they’re not passionate about their role, etc. While you cannot motivate non-GAFF people to become GAFF players, you can demotivate GAFF people, causing them to turn into non-GAFF players.

Some people may say, you get what you pay for and paying more money will motivate non-GAFF people to achieve. I disagree with that statement for two reasons: (a) as an external factor, money is the excuse not the cause, and (b) money will be an ever-moving target so it will never be enough. At best money will get you a short-term boost. While you should pay people fairly for their work, do not expect it to motivate people in the long term.

This last point is important: You can only move the needle slightly one direction or the other, you are not likely to push the non-motivated to long-term motivation. The power and disruption you incur trying to motivate non-GAFF people to become GAFF team members far outweighs the minimal gains you will see in the form of short-term increases.

Non-GAFF team members are not bad people, in fact they can be great humans, and-by definition-they’re achieving the basic goals…but achieving the minimum is likely to lead to mediocre performing teams. If your team design is “Journeyman Team,” these can be fine role players, who you may want on the team if your goal is a “High Performing Team.”

FInd the Divas & Avoid KnaveS

Similar to GAFF, hiring “Divas” drives success. Considered by some people to be difficult to work for – Divas are driven to exceptionalism but on a team level. Unlike “knaves,” who are driven for personal success without regard to others, Divas can be worth their challenges.

Mike McGuinness recently tweeted about this quoting How Google Works by Eric Schmidt and Jonathan Rosenberg. In their book, they provide this differentiation:

“Knavish behavior is a product of low integrity; diva-ish behavior is one of high exceptionalism. Knaves prioritize the individual over the team; divas think they are better than the team, but want success equally for both. Knaves need to be dealt with as quickly as possible. But as long as their contributions match their outlandish egos, divas should be tolerated and even protected. Great people are often unusual and difficult, and some of those quirks can be quite off-putting. Since culture is about social norms and divas refuse to be normal, cultural factors can conspire to sweep out the divas along with the knaves. As long as people can figure out any way to work with the divas, and the divas’ achievements outweigh the collateral damage caused by their diva ways, you should fight for them. They will pay off your investment by doing interesting things.”

Importantly, Divas not only push themselves to achieve but can also push others. Their high expectations for others often show up when their own performance is negatively impacted by others. Divas are the ones your low performers will complain about because the Divas are calling out how the low performance impacts them.

Divas are also often the ones willing to speak up. Sometimes this brings voice to things others may be thinking but unwilling to say. Leaders may mistake this as not being aligned or as dissent, when in fact Divas are simply trying to give voice to other views. To build great teams, smart leaders are open to hearing these thoughts with the goal of ultimately seeking commitment on the leader’s move forward decision.

By hiring people with “GAFF” and “Divas”, you’re building the foundations of high functioning, successful recruiting teams. In part two, we will discuss the foundational steps to getting the most out of that talent.

6 Tips for Cross-Cultural Recruiting

In today’s interconnected world, the ability to recruit talent from diverse cultural backgrounds is more crucial than ever. Globalization and technological advancements have blurred geographical lines, making it essential for recruiters to widen their talent net.

Benefits of Cross-Cultural Recruitment

Cross-cultural recruitment comes with various benefits that significantly impact your organization. One of the most immediate advantages is enhanced creativity and problem-solving. When you bring people from different cultural backgrounds into your team, you also introduce a variety of perspectives and approaches to challenges.

Another advantage is gaining access to diverse markets and customer insights. A multicultural team naturally understands the nuances of different cultures, allowing your company to serve a global customer base better. This inside knowledge helps you tailor your products or services more effectively to meet the unique needs of various markets.

This approach can also strengthen your company culture and reputation. A diverse and inclusive workplace is a compelling indicator of a company’s values and ethics. It makes you attractive to prospective employees and can resonate with your customer base, elevating your brand reputation.

1. Understand Cultural Differences

Recognizing cultural nuances is essential for successful cross-cultural recruiting. Why? Because what works in one culture may translate poorly in another. Understanding these subtleties ensures you communicate effectively, build trust and make better hiring decisions.

How can recruiters learn about different cultures? First, take the time to research the countries or cultures you’re targeting. It can be as simple as reading articles, studies or engaging with cultural documentaries. Second, consider consulting with cultural experts or locals who can provide insider perspectives.

Another practical approach is to foster a mentorship or buddy system within your organization. Pair recruits with experienced team members who can guide them through the cultural norms of the workplace. It offers a dual benefit — newcomers feel supported, and your current staff better understands diverse cultures.

2. Use Inclusive Language

Job descriptions are critical in the recruitment process, serving as the first point of contact between a prospective candidate and your company. A well-crafted job description doesn’t just list qualifications — it also sets the tone for your company culture. Inclusive language and design elements can make a difference in attracting a diverse talent pool.

For example, avoid gender-specific pronouns like “he” or “she” and opt for gender-neutral terms instead. Similarly, avoid jargon or terms that may be unfamiliar to candidates who are not native English speakers. Make sure to highlight your commitment to diversity, possibly with a specific section in the job description.

In terms of design, consider the layout and accessibility of your marketing collateral and digital products. Utilize easy-to-read fonts and ensure the description is compatible with screen readers for visually impaired candidates.

3. Diversify Interview Panels

Representation in interview panels is crucial for fostering diversity and inclusion in your hiring process. When the board reflects a range of backgrounds, genders and cultures, it helps ensure the evaluation of candidates is more balanced and fair. This diverse panel sends a positive message to the candidate, signaling that your organization values inclusivity.

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Representation in the interview process is also vital in mitigating unconscious bias. Everyone has preferences, but these biases are less likely to influence the outcome when a diverse group makes hiring decisions. Different panel members can challenge each other’s preconceived notions or assumptions, making the selection process more objective.

4. Offer Flexibility

Accommodating cultural holidays and practices is a significant aspect of cross-cultural recruiting and employee retention. Recognizing and respecting these critical facets of an individual’s life shows your company values diversity and inclusion. It sends a positive message to existing staff and makes you more appealing to prospective candidates.

Flexibility is more than just a workplace perk — it’s a crucial selling point for job seekers. Candidates are likelier to choose a company that respects their cultural practices, from observing holidays to allowing flexible work hours for religious observations. It shows you’re committed to diversity and creating an environment where everyone can thrive.

5. Leverage Technology

Technological advancements are a game changer in the realm of cross-cultural recruiting. It effectively erases geographical barriers, allowing you to tap into a global talent pool. Online job boards make it easier to connect with candidates worldwide, broadening your search exponentially.

Virtual interviews and onboarding processes are pivotal in this tech-savvy era. They offer a convenient way for recruiters and candidates to engage without the hassle or expense of travel. When recruiters do it right, it can be as effective as in-person recruiting and ensures a smooth entry for new hires, regardless of location.

Don’t forget about digital tools that streamline work processes, like time-tracking software. These tools are handy for teams spread across multiple time zones. They help maintain productivity, ensure accountability and simplify communication.

6. Organize Sensitivity Training

Companies can implement these activities in several ways. One approach is to bring in experts specializing in diversity and inclusion training. These sessions can include interactive workshops, role-playing exercises and discussions, opening up dialogues about different cultures and perspectives. Online modules are another flexible option, allowing employees to complete training at their own pace.

Cultural sensitivity training helps existing staff understand the nuances and importance of diverse cultures. This education aids in eliminating preconceived notions or biases, fostering a more inclusive environment. When your team is well-versed in cultural sensitivity, it becomes easier to integrate new hires from various backgrounds.

Take the Leap

Mastering cross-cultural recruiting is an invaluable skill in today’s global job market. These tips offer a roadmap for success, from understanding cultural nuances to using inclusive language and leveraging technology. Do not forget the transformative benefits of a diverse team — enhanced creativity, broader market insights and a stronger company culture.

Don’t let the opportunity to enrich your workforce pass you by. Commit to being more inclusive in your talent acquisition strategy.

Unlocking Leadership Approval – The ROI-Focused Guide to Recruiting Budgets

Pushing a boulder up a mountain, only to have it roll back down again. That’s what trying to get executive buy-in for recruiting budgets can feel like sometimes. You meticulously gather data to justify your case, craft the perfect pitch, and hold your breath waiting for approval. But despite your best efforts, the boulder rolls back down the mountain.

In this post, I’ll share unconventional insights on how to finally get that boulder to the summit when it comes to recruiting budgets. You’ll learn how to shape rock-solid arguments grounded in metrics, communicate ROI in the C-suite’s language, and leverage performance data that keeps your boulder from slipping. Soon you’ll be looking down from the peak, recruitment budget and recruitment process in hand. The view from the top is worth the climb.

Crafting a Convincing Data-Driven Budget Request

When preparing to approach leadership with a request for increased recruiting investment, leverage hard data, metrics and benchmarks to quantify the need and opportunity. Executives respond best to numbers rather than anecdotes or assumptions.

Effective metrics to showcase include your current cost per hire, time-to-fill rates, source of hire mix and recruiting workload per full time employee. Compare this data to industry benchmarks and standards. Highlight specific gaps or inefficiencies that demonstrate room for improvement with further investment.

For example, if your cost per engineering hire is $5,000 but the industry average lies closer to $3,500, use this stat to strengthen your case. The additional budget request can be positioned around reducing average cost per hire by 30% to realign with peers.

You’ll also want to forecast future growth needs based on leadership’s expansion plans for the next fiscal year and beyond. If the company hopes to enter a new market and hire 100 additional employees in the next 12 months, map out the budget required to support this talent acquisition goal.

Likewise, analyze past recruiting budgets and results. Showcase what your team has been able to accomplish with existing funding, and what could be achieved with more support. If additional headcount and resources could help reduce time-to-fill by 20%, use this as justification.

Essentially, the recruiting metrics you track should form the backbone of your budget request, demonstrating opportunities for improvement, growth and competitive advantage.

Communicating the ROI of Recruiting Investments

After you’ve crafted a data-driven budget ask, the next step is communicating the tangible return on investment of that additional spend.

While recruiting is not a revenue-generating function, there are a number of ways to link talent acquisition investments to bottom line business impact. This enables you to speak the language of executives and get their buy-in.

For example, you can connect recruitment spending to potential revenue gains. If hiring 10 additional engineers could enable bringing a new profitable product to market 6 months faster, highlight the revenue projections of that product launch. This showcases how additional headcount ties directly to topline growth.

Cost savings represent another powerful ROI concept. Investments in automation tools or campus recruiting can reduce long-term hiring costs company-wide. The upfront budget request should be framed around longer-term efficiency gains.

Likewise, highlight how improvements in the candidate experience can boost offer acceptance rates and employee retention. Losing an employee can cost 1.5-2x their annual salary in lost productivity and hiring a replacement. Position recruitment investments as reducing turnover costs.

You can also focus on productivity gains and their financial implications. Shortening the average time-to-hire from 60 days down to 30 days means new hires start contributing twice as fast. Faster hiring velocity means hitting growth targets sooner.

Ultimately any budget request aimed at improving critical recruiting metrics like cost per hire, time to fill or offer acceptance rate should tie back to real dollar impact on the company’s bottom line. This focus on ROI is what drives executive level buy-in.

Tracking Performance Data to Optimize Spend

After you’ve received budget approval, it’s critical to closely track recruiting metrics to demonstrate the impact of that investment over time. This data will support future budget requests and also help optimize how dollars are allocated.

Similar to monitoring the budget on a trip to extend the holiday and travel more, cost per hire is a universal metric that should be monitored, as reducing this indicates greater recruiting efficiency. Benchmark your spend against industry averages and look for opportunities to improve.

Likewise, closely tracking time to hire sheds light on productivity gains, as faster hiring means critical roles being filled sooner. If you notice particular bottlenecks in the process, address them.

Analyze metrics like source of hire and quality of hire as well. If employee referrals are providing high-performing hires at low cost, explore reallocating more budget to referral bonuses.

Conversely, if a particular channel has a low offer acceptance rate, explore whether improving the candidate experience (and creating a less stressful experience overall) could lead to more converted offers.

Monitor recruiter workload and productivity indicators as well. If hiring volume is increasing without additional headcount, make the case for more staff.

Ongoing performance tracking provides invaluable insights on where to optimize, scale back or increase investments to drive recruiting excellence. And the data continues to strengthen your case when vying for additional budget.

The Roadmap for Securing Recruiting Budgets

Getting executive buy-in for your recruiting budget can be an uphill battle. But with the right approach, you can reach the summit. By grounding your request in data, clearly conveying ROI and diligently tracking performance, your chances of success increase dramatically. While the boulder may threaten to slip at times, consistently implementing these strategies will keep it firmly atop the mountain. And the view from the peak makes the climb worthwhile. Remember, with the right roadmap, you have the power to get leadership approval and secure the recruiting budget you need.

Uncovering the Potential of Hidden Workers

With many countries experiencing labor shortages, recruiters face a more demanding task than ever — finding the right people, and enough of them, to fill all the empty job openings. Many hiring managers report being unable to find people willing to work. Sometimes, however, the most qualified applicants fly under the radar, and recruiters must change their approach to find them. Could hidden workers be the key to solving the labor crisis?

Who Are Hidden Workers?

Hidden workers are people whom hiring managers often overlook. They rarely fit the typical profile of an ideal candidate, and all of them have at least one barrier to entry into a job. This group of people includes:

  • Immigrants and refugees: These workers may be certified to work in their home country, but financial or language barriers prevent them from getting jobs once they relocate. Additionally, some certifications and degrees do not transfer from one country to another.
  • Caregivers: Many people leave the workforce because they must care for children or older adults. Women make up the majority of this category.
  • Applicants without degrees: Many qualified people lack a formal education.
  • People with health problems: Preconceived notions about physical and mental disabilities often cause recruiters to overlook this cohort. Additionally, many people with health issues avoid applying to jobs that seem too demanding or do not provide health insurance.
  • Formerly incarcerated people: People with a criminal record may struggle to even get an interview.
  • Older adults: Although many countries have age discrimination laws in place, others allow recruiters to deny applicants a job based on their age. Even in nations with strong legal protections, hiring managers may still discriminate against older adults.

Many hidden workers are distressed and discouraged about not having a job, and they may apply for numerous positions in an increasingly desperate attempt to find work.

How to Uncover Hidden Workers

Talent acquisition specialists can use several strategies to find and hire hidden workers:

Use More Flexible Recruitment Systems

Recruiting Management or Marketing Systems (RMS) and Applicant Tracking Systems (ATS) are valuable tools for HR departments that receive hundreds or even thousands of applications for an opening. However, they can also have rigid parameters.

Some RMS and ATS software automatically excludes applicants without college degrees or several years of experience. In one headline-making example, an Amazon resume screening tool even penalized applications with the word “women” on them, lowering the scores of candidates who had attended a women’s college or majored in women’s studies. Talent acquisition professionals must work to eliminate bias in AI-based hiring tools.

Advertise Nontraditional Schedules and Employment Types

For a single parent or person with disabilities, a 40-hour work week in the office might be out of reach. A military spouse may be unable to commit to a permanent role because of frequent relocation.

If a position is not a traditional nine-to-five, in-person role, recruiters should emphasize that in the job posting. Flexible hours, contractor roles, seasonal jobs and remote work can all attract hidden workers. There are around 16 million contract and temporary employees in the U.S. workforce, and they play a critical role in the economy while providing valuable services. Employers can also benefit from nontraditional workers in the form of tax breaks and flexible scheduling.

Undergo Training

Hiring managers may need more training in how to search for and evaluate nontraditional applicants. Diversity, equity and inclusion (DEI) training can also broaden recruiters’ worldviews, reducing unconscious bias against hidden workers who do not fit the stereotype of a traditional employee.

Close the Skills Gap

Earning a college degree is prohibitively expensive for many people. Gaining relevant experience can also be challenging because many entry-level jobs require a degree, and even internships can be out of reach if they do not offer compensation. Simultaneously, many industries are changing rapidly due to technological advancements.

The result is that hidden workers often lack the requested skills to apply for open positions. HR departments should reconsider which qualifications are truly necessary for a job and conduct thorough interviews of applicants who appear unqualified on paper. Additionally, providing on-the-job training can widen the pool of potential candidates.

The Benefits of Hiring Hidden Workers

According to a Harvard Business School report, companies that purposely hire hidden workers are 36% less likely to experience skill shortages compared to businesses that do not hire from this cohort. During labor shortages, companies that target hidden workers may be at an advantage in this regard. Hiring hidden workers can also bring much-needed diversity and new ideas into a workplace.

Employees who were once hidden workers are often more productive than their peers. They also tend to score higher on engagement, attendance, innovation and quality of work metrics, all while boasting a better work ethic and attitude.

An Underutilized Resource

Recruiters should shift away from hiring hidden workers only to fill quotas or meet affirmative action requirements. Instead, they should view this underappreciated cohort as a valuable resource for finding new talent. Hidden workers are eager and productive and bring fresh perspectives to the team. Importantly, they are also numerous — recruiters just need to know where to look.

Communicating Your Employer Brand to Prospective Hires

In today’s competitive job market, effectively communicating your employer brand to prospective candidates is paramount. Transparency and clear communication about your company’s values, mission, and culture will attract the right talent who aligns with your organization’s goals. In this article, industry experts share their insights on how to effectively communicate your employer brand to prospective hires, providing actionable strategies to enhance your recruiting efforts.

Evaluate the Candidate Experience

The most important way to communicate your employer brand begins with the candidate experience. What is it like to apply and interview with your firm? Have you completed your application recently? Have you randomly reviewed rejected resumes to see whether the system makes good decisions?

When someone meets with your firm, whether in-person, by phone or video, are people prepared to interview them? Are potential hires met with a smile or a glum demeanor? Are interview questions standardized to meet minimum criteria, or do people “wing it?”

Do people on interview teams seem to care about connecting with the person, or are they aloof? Is there frequent communication between interviews, or does your firm go dark for weeks and then pop up and expect the person still has a level of excitement about the opportunity?

Do people “sell” the opportunity honestly, or exaggerate its potential?

Until you look at what it is like to be evaluated for being hired, you are not paying attention to your brand.

Jeff Altman
Global Job Search Coach, The Big Game Hunter, Inc.

Promote Authenticity 

Authenticity goes a long way in building a brand that lasts and helps the company’s bottom line. This is especially true for employer branding. An average person spends about a third of their life at work, and oftentimes, their job becomes a part of their identity.

Your current employees become your strongest medium for communication. They act like brand ambassadors—what they say about your company, the people, the culture and their day-to-day jobs to other people, especially prospective hires, matters a lot.

Start with building the brand from within and ensure this communication is aligned with your company values. The rest of the communication should all derive from there. Prospective hires know to look beyond the fluff and search for a real, authentic company that they would feel proud to be a part of.

Marie Evart
Community Manager, Teamdash

Utilize Authentic Storytelling

Prospective candidates want to know what it’s truly like to work at your company. By showcasing genuine stories of your employees, highlighting their experiences, growth journeys and the unique culture of your organization, you create a genuine connection that resonates with potential hires.

Authentic storytelling humanizes your brand and helps candidates envision themselves as part of your team, making it more likely for them to engage and apply.

Vikas Garg
Managing Director, SilverPeople

Showcase Real Glassdoor Reviews

Your HR team didn’t spend hours gathering Glassdoor reviews for their health. Showcase them!

On your career page, post real screenshots of real Glassdoor reviews that do a good job authentically showcasing the company. Screenshots don’t lie, and everyone knows it.

Casey Allen
Founder, Headcount

Empower Employees as Brand Advocates

One way for organizations to communicate their employer brand is to empower their employees to become brand advocates. This could be accomplished by developing assets, preferably ones that incorporate your employer value proposition (EVP), for coworkers to share on social media. It is recommended to tailor these assets to different functions of your business that would appeal to prospective candidates.

For example, if you are looking to highlight your logistics positions to potential hires, then your creative should include imagery of people in a warehouse environment, your EVP, and a call-to-action (“Apply today!”). The imagery can apply to other functions, such as sales, IT, finance, etc. Providing example copy and text for employees to plug in when using the asset for a social media post is also beneficial.

Through creating these assets, you create an opportunity for current employees to extend your employer brand to their personal network and generate more potential hires.

Grant Smith
Global Employer Branding Specialist

Implement an Employer-Employee Charter

An employer-employee charter was created. It contains a dozen or so statements that are each a two-way street. As an employer, we promise… as an employee, you promise… This charter serves as the virtual handshake.

Beyond the contract of good pay for good work, this charter represents the ways that both the business and employees can make the most of our time and ensure that it is spent wisely. It’s signed by the CEO and the CFO, so it carries an air of authority.

This charter is shared with prospects via the website and directly by email, and it has received fantastic feedback from people about how open and transparent we come across because of it.

Matthew Stibbe
CEO, Articulate Marketing

Show Rather Than Tell

In my 20+ years of business leadership, I’ve seen the job market evolve quite drastically. But one principle remains timeless: authenticity. When communicating an employer brand, I’ve always championed story-driven realism—where potential hires get a genuine glimpse into our culture, our team dynamics and our aspirations.

Rather than a rehearsed pitch, we let our everyday workflow—our successes, our challenges and, most importantly, our team camaraderie—communicate our brand. No clichéd corporate jargon or scripted highlights. Prospective hires shouldn’t just see the surface attributes of your brand. They need to feel your culture and ethos come across.

In a digital age where more and more people are craving bygone authenticity, don’t just tell potential hires why they should join — show them more of the unfiltered reality. A transparent approach not only attracts talent, but it also helps ensure the right cultural fit.

Teresha Aird
Chief Marketing Officer and HR Lead,

Share Concrete Experiences

A fundamental aspect of effectively communicating your employer brand to prospective hires is to share concrete examples; i.e., presenting a case study of current team members. In our digital marketing agency, our top core value is gratitude. This has been embedded in our culture and is truly practiced across the organization, among our loved ones, communities and beyond.

Sharing authentic personal experiences and its distinct practice within one’s culture is the necessary point where you allow your candidate to make an informed decision. This leads to genuine insights on the working environment and empowers the candidate to find a fit and visualize the big picture to identify how to approach and contribute to the said culture.

Tristan Harris
Demand Generation Senior Marketing Manager, Thrive Digital Marketing Agency

Host Informal Employee Chats

Embrace employee testimonials. In an age where organic, user-generated content holds sway, we’ve turned to our own team for brand ambassadors. We regularly host informal fireside chats with our employees about their experiences, aspirations and journey with us. These candid insights offer a relatable and unfiltered view of our work environment, effectively bridging the gap between us and potential hires.

Brett Ungashick
CEO and CHRO, OutSail

Communicate Clearly and Simply

My one tip for effectively communicating your employer brand to prospective hires would be to really be clear about what it means to work in your business, warts and all.

Use simple consumer language which shows people what you stand for, why they should work for you and how to be successful in your business.

Talk to people’s heads as well as their hearts. Paint the true picture of what life would look like and feel like in your business. It is a candidate-driven market, so it’s vital you show enough about why they should pick you over other businesses. Don’t forget the unique selling points of your business.

People go to work because of the three C’s: Career, Community and Cause. So, show them that in your employer brand. It’s not all about the money.

Jo Taylor
Managing Director, Let’s Talk Talent

Align Candidate’s Values with Company’s

Identify the candidate’s “why.” Apart from the obvious, why do they work? What fuels them each day?

Once you’ve identified their personal values, tie those to the company’s mission, vision, and values. If there is no overlap between what they need and hope to achieve and what your company represents, then you have an opportunity to avoid a poor-fit hire. Either way, the candidate and the company win!

Susan Snipes
Owner and Principal Consultant, Employ HR Pro, LLC

Leverage Social Media and Career Fairs

Communicating your employer brand to prospective hires involves a thoughtful and genuine approach that showcases your company’s culture, values and opportunities.

First and foremost, it is important to define your brand clearly—your organization’s values, mission and unique workplace culture—to establish a sound foundation. You can use that to craft compelling content, such as employee testimonials and stories that highlight the firm’s commitment to showcasing culture and opportunity.

Social media is an important tool to leverage employee and project success stories, while providing updates about company achievements, community engagement and employee excellence.

Career pages and career fairs can highlight benefits, career paths, and company work values and environment to capture candidates’ attention. While speaking with and targeting prospective hires, it is important to emphasize growth opportunities and the firm’s commitment to fostering employees’ careers.

Jenni Roseleip
Senior Vice President, Marketing and Communications, WSP

Balancing Technology and Humanity in Modern Talent Acquisition

In this fast-paced world, modern HR departments are facing much trouble streamlining all operations to align with the ever-evolving business landscape. With the change of time, talent acquisition is undergoing significant transformation. The advancement of technology has completely altered how businesses interact with and hire candidates. However, as businesses rely progressively more on technology, it is crucial to balance technology’s benefits and the priceless value of human interaction. In this comprehensive blog, we will explore the impact of AI technology on recruiting outcomes, the importance of human interaction, the future of talent acquisition and much more.

Areas Where AI Can Impact Recruiting Outcomes

Artificial Intelligence has become a powerful ally in the field of human resources. Technological development revolutionizes how an organization attracts, assesses and hires. With that, here are four strategic areas where AI is making a profound impact on recruiting outcomes:

Talent Searching and Screening

Solutions based on AI help recruiters quickly filter through an enormous number of resumes and application materials during the talent search and screening process. These technologies can assist a company in locating people who are qualified for the position by employing Natural Language Processing (NLP) algorithms to analyze keywords, skills and credentials. These strategies speed up the initial screening process, allowing recruiters to spend more time on the most qualified candidates.

Enhance Candidate Experience

AI-powered chatbots and virtual aides powered by artificial intelligence enhance candidate involvement during the interview procedure. These automated bots conduct initial interviews and respond immediately to candidate questions regarding the firm and the job opening. This proactive and targeted interaction elevates the applicant’s journey while also contributing to the upkeep of a favorable employer image.

Prediction for Successful Hiring

AI-powered statistical analysis has the capability to predict the likelihood of a candidate’s success through an assessment of performance metrics and historical information. By analyzing characteristics and attributes common among successful individuals, AI systems can recognize trends that contribute to favorable outcomes. This process reduces the probability of mismatching and empowers recruiters to maintain favorable, extended retention percentages.

Diversity and Inclusion Initiatives

AI has the potential to address hidden prejudices in the hiring process, a crucial step towards establishing an inclusive and varied workplace. AI algorithms can be programmed to concentrate solely on pertinent qualifications, thereby minimizing the chance of biased judgments rooted in gender, ethnicity or similar aspects. This supports fairness and levels the competition for all job seekers.

Pros And Cons of Technology in Talent Acquisition

Using technology in recruiting can have various benefits and drawbacks according to the situation. In this segment, we will explore some of those pros and cons:

Pros of Using Technology

Here are a few of the benefits that the use of technology in talent acquisition has brought about:

Enhance the efficiency and effectiveness

It is now possible to finish time-consuming tasks quickly by automating repetitive processes like interview scheduling, resume screening and initial interaction. This speeds up the hiring procedure and allows HR experts more time to decide wisely.

Enables data-driven decision-making

Analytics systems can process enormous amounts of candidate data, providing information on recruiting patterns, candidate preferences and the effectiveness of various sourcing strategies. This data-centric approach enables organizations to improve their recruitment strategies and adjust their efforts to attract the most suitable candidates.

Cons of Using Technology

Although technology speeds operations, when it is overused, it can also have negative effects. Here are some of those drawbacks:

Impersonal candidate experience

The candidate experience can become impersonal if too much technology is utilized. Candidates may feel unappreciated and separated from the corporate culture since automated communication can come across as robotic and lacking in human interaction.

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Perpetuate Biases Present in Historical Data

Technology-driven hiring practices may continue past data biases by using algorithms. This may result in unfair practices that harm groups who are underrepresented. The belief that technology is neutral is problematic since it can actually amplify cultural prejudices.

The Human Element in Talent Acquisition

Despite the popularity of technological developments, the human factor is still crucial for hiring talented individuals. To gauge this human factor, many e-commerce companies utilize customer reviews and feedback as valuable sources of information to better understand customer preferences and enhance their overall shopping experience. The major reason is that the technology finds it difficult to mimic the bonds that human encounters build. Developing trust with candidates is a subtle process that calls for emotional intelligence and sensitivity during interviews or networking events. These interpersonal abilities are crucial for assessing a candidate’s soft skills and cultural fit in addition to their technical proficiency.

The human touch also makes it possible to tailor the candidate’s experience. An organization’s dedication to each applicant’s individual path is shown by tailored communication, sincere engagement and personalized responses to queries. Even on candidates who may not eventually be chosen, such individualized encounters produce a positive, lasting effect.

Striking the Balance: Best Practices

The key to an effective talent acquisition strategy lies in striking a balance between technology and humanity. Several best practices can guide organizations toward achieving this equilibrium:

Incorporating Technology for Efficiency

Businesses can use technology to increase productivity without sacrificing the importance of individuals. A large volume of applications can be promptly sorted through AI-powered resume screening systems to find applicants who meet the required credentials. Automating administrative processes like scheduling interviews frees up human resources professionals to devote more time to attracting applicants.

Personalizing into the Process

Personalization should be a top concern throughout the whole hiring process. Communication should be customized to the candidate’s history and interests to show respect and care. Maintaining human-led interviews and evaluations also guarantees that candidates are evaluated thoroughly, considering both interpersonal and technical skills.

Diminishing Bias in Technology

Addressing bias in these procedures calls for ongoing attention. It is essential to conduct periodic reviews of algorithms for fairness and transparency. The data used to train algorithms should be diverse and representative of all backgrounds, and this is something that organizations must ensure. Companies can build a more equal hiring process by actively eliminating bias.

The Future of Talent Acquisition

As the talent acquisition field continues to evolve, certain trends are poised to shape the future:

Evolving Recruitment Technology

Augmentation and virtual reality testing are two cutting-edge methods to evaluate candidates’ abilities and skills. Incorporation of these technologies illustrates a company’s dedication to using the latest wave of technical advances while also improving the screening process.

Continued Emphasis on the Human Experience

Evaluating candidates’ emotional intelligence and fostering empathy-driven candidate engagement are key components of the future of talent acquisition. Companies that prioritize the human experience have more chances to stand out in an overcrowded employment market as candidates look for genuine connections with potential employers.


Organizations have to balance the delicate relationship between technology and humans while seeking out talented individuals. At the same time, technology speeds up procedures and offers insightful data, factors like building rapport, determining soft skills and providing a customized experience still require human interaction. A thorough and successful recruitment strategy that attracts top talent and promotes a pleasant and long-lasting employer-candidate connection is ensured by finding this balance. Organizations that achieve this balance can stand out as leaders in the dynamic talent acquisition field as the recruitment landscape changes.

Embracing AI and Automation for Smarter Talent Acquisition

In today’s highly competitive job market, where organizations are constantly vying for top talent, finding the right individuals to join your team can be a challenging and time-consuming task. However, with the rapid advancements in artificial intelligence (AI) and automation, the future of recruiting is becoming increasingly efficient and effective. By wholeheartedly embracing these cutting-edge technologies, hiring managers, recruiters and talent acquisition professionals can streamline their processes, save invaluable time and ultimately make smarter and more informed hiring decisions.

The Power of AI and Automation in Recruiting

The potential impact of AI and automation in revolutionizing how we recruit and hire talent is tremendous. These technologies have the power to automate a wide array of tasks throughout the recruitment process, ranging from candidate sourcing to resume screening, conducting interviews and even onboarding new hires. By harnessing the capabilities of AI and automation, recruiters can significantly reduce human bias, resulting in more objective and data-driven decision-making. This, in turn, leads to more accurate candidate assessments and, ultimately, better overall hiring outcomes.

Benefits of AI and Automation in Recruitment

The benefits that AI and automation bring to the realm of recruitment are truly noteworthy:

  • Increased Efficiency: Thanks to AI and automation, recruiters can now effortlessly delegate labor-intensive tasks such as resume screening and candidate sourcing to these intelligent technologies. This frees their time and energy to focus on more strategic and value-added activities that drive organizational growth and success.
  • Improved Candidate Experience: With the integration of AI-powered chatbots and virtual assistants, candidates can now benefit from real-time feedback and personalized communication throughout the application and interview process. This enhanced level of engagement enables candidates to feel valued and ensures that their overall experience with the organization is nothing short of exceptional.
  • Reduced Bias: AI algorithms have the remarkable ability to evaluate candidates based purely on their skills, qualifications, and experience, effectively minimizing potential bias that may seep into the traditional hiring process. By removing biased decision-making, companies can foster diversity and inclusivity within their workforce.
  • Enhanced Decision-making: By meticulously analyzing vast amounts of data, AI can provide recruiters with unparalleled insights and predictions, empowering them to make more informed hiring decisions. These insights are based on factual evidence, helping mitigate the risks of relying solely on subjective judgment.

The Role of AI and Automation in Different Stages of Recruiting

AI and automation can play a vital role in various stages of the recruiting process, adding immense value and improving efficiency:

Sourcing and Screening Candidates

Thanks to the prowess of AI algorithms, the arduous task of sourcing and screening candidates can now be executed effortlessly. These intelligent systems can efficiently analyze candidate profiles and resumes, accurately match them with specific job requirements and promptly identify the highest-potential candidates. This saves recruiters a great deal of time and ensures that only the most qualified individuals are diligently considered for the role.

Moreover, automated resume screening software is yet another marvel of automation. By setting explicit and measurable criteria for job requirements, recruiters can rely on these advanced systems to identify and shortlist candidates who possess the exact qualifications and skills necessary to excel in the position. In doing so, potential human biases are eliminated, and the efficiency and accuracy of the screening process are dramatically enhanced.

Interviewing and Assessing Candidates

In addition to aiding the earlier stages of recruitment, AI and automation also lend a helping hand when it comes to interviewing and assessing candidates:

AI-powered chatbots and virtual assistants can conduct initial candidate interviews armed with pre-determined questions and the ability to assess and evaluate responses. This saves recruiters valuable time and ensures that each candidate is subject to a consistent and unbiased evaluation of their qualifications and skills. Gone are the days of relying on subjective human judgment alone; with AI-powered assistants, objectivity is infused into the selection process.

Furthermore, during the interview process itself, AI can be leveraged to analyze candidates’ non-verbal cues and facial expressions, providing additional insights into their compatibility with the role. By scrutinizing these subtle cues, recruiters can gain a more holistic understanding of each candidate and thus make more well-rounded and informed decisions when it comes to selecting the best fit for the organization.

The Importance of Human Touch in Recruiting

While the potential of AI and automation in revolutionizing recruitment processes is undeniably remarkable, it is equally important to remember and appreciate the unparalleled value of the human touch in the realm of recruitment. Establishing meaningful relationships with candidates, deeply understanding their career goals and assessing their cultural fit within the organization still heavily rely on the power of human interaction.

A holistic approach to recruitment acknowledges AI and automation’s vital role as tools to support and enhance the process rather than replace it entirely. The human touch brings a level of compassion, empathy and intuition that machines cannot replicate, ultimately fostering connections built on trust and genuine understanding.

Furthermore, maintaining a level of transparency with candidates throughout the hiring process is crucial. Candidates should be informed when AI and automation are being utilized, allowing them to understand the methods and systems at play. This transparency builds trust enables candidates to comprehend how decisions are being made, and ensures they feel included and valued throughout the process.

Embracing the Future of Recruiting

As AI and automation continue to evolve and redefine the recruitment landscape, it is absolutely essential for hiring managers, recruiters and talent acquisition professionals to embrace these new technologies and adapt their practices accordingly wholeheartedly. By seamlessly incorporating AI and automation into their recruitment processes, organizations can gain a significant competitive edge, effectively attracting and securing top talent and ultimately making smarter and more informed hiring decisions.

Budget Friendly Recruiting Sourcing Strategies

Talent sourcing is an essential yet often expensive activity in recruitment.

From online networks and job boards to advertising campaigns, organizations have access to an array of budget friendly recruiting sourcing strategies they can employ. But which ones are actually effective?

In this article, we will provide details on the successful low-cost options available today.

Expensive Methods for Talent Sourcing

Many of the more traditional methods of recruitment carry a substantial associated cost. For example:

Cost Effective Strategies for Recruiting Candidates

In comparison, there are many strategies available which can help keep costs down. For example:

Leverage Social Media

In today’s digital age, social networking has become an essential aspect of our lives. It’s absolutely not just restricted to personal connections anymore.

Use the power of social media networks like LinkedIn, Facebook and Twitter to connect with potential candidates in a cost effective way.

Employee Referral Program

A hiring manager can have a tough job finding the best candidates, but implementing an employee referral program can ease the process.

Ask current employees to refer to their connections who would be a good fit for the job.

You’ll often find that referrals from employees are often some of the most accurate and reliable sources for finding the right candidate, as they are familiar with the company culture and job requirements.

By offering incentives, such as bonuses or recognition, the referral program can encourage staff to actively participate in the hiring process.

Online Candidate Sourcing

The internet is a treasure trove of free resources, and savvy employers can use them to find talented individuals that may be hiding in plain sight. Online courses, webinars and open-source software are just a few examples of the many free resources available on the web.

These resources cater to diverse interests and skill sets, making them a valuable tool for employers looking to broaden their applicant pool.

Open-source software, on the other hand, allows talented individuals to showcase their skills.

Niche Job Boards

Niche job boards are a great way to find quality candidates who may not be on other popular job boards.

Most of these niche job boards offer free postings and have access to a targeted pool of potential employees who can match the needs of a specific business.

Online Assessments

Online assessments are a cost-effective way to assess the skills of candidates before inviting them for an interview.

This will save you valuable time as you won’t need to invest in interviewing every potential candidate.

AI for Cost-Effective Recruitment

Artificial intelligence (AI) is a great way to automate the recruitment process.

After an initial outlay of investment AI driven recruiting solutions can save you time and money in the long run because these systems can quickly sift through thousands of potential candidates, identify the most relevant ones, and even score them according to their qualifications.

In addition, AI-driven systems are constantly evolving and learning from its own data, helping it make better decisions over time and help simplify the screening process in the long-term.

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Networking Events

Attending networking events and seminars can be an excellent source for discovering new talent, as you can introduce the company, share information about job openings and learn more) about the candidate’s skills and experience.

Networking events can be expensive, but if you focus on smaller events or local meetups, you’ll often find that they are free or budget-friendly.

Let Search Engines Do the Work

Use search engine optimization to reach out to job seekers who are looking for specific roles and positions within your industry; this will ensure you get the most targeted candidates for your job postings.

When optimizing for search engine results, use job-related keywords as well as terms related to the company and industry. This will help you target qualified candidates who are actively seeking positions similar to the one you’re wanting to fill.

Harness the Power of Video

Creating video presentations can help you connect with top talent in a more personal and authentic way, as well as increase awareness of job openings on various platforms like YouTube, Vimeo, and other streaming services.

Using videos also allows you to demonstrate the company’s mission and culture, which can help attract more qualified candidates for the job.

Get Creative With Multimedia

Many companies are now getting creative with their recruitment efforts by utilizing multimedia sources such as videos and infographics.

In fact, multimedia sources allow candidates to get a better feel for the company and their potential role, leading to a more informed and satisfied hire.

Mobile Recruiting

Mobile recruiting apps are an efficient way to find the right candidates for jobs, as they provide access to a large pool of potential applicants and allow you to quickly reach out to them.

This allows for a more efficient recruitment process, as it eliminates the hassle of sifting through large numbers of resumes or applications.

Sourcing Candidates at Virtual Job Fairs

If you’re on the hunt for a new job, virtual job fairs on career sites are becoming more prevalent and can be a game-changer.

You can set up job alerts, filter your search based on location and salary, and even read company reviews from current and former employees.

Find Qualified Candidates in Online Communities

A great way to expand your reach is to join online communities that are related to your industry or target market.

Not only can you share your expertise and provide valuable insights, but you can also learn from others and gather insights that will help you refine your marketing strategy.

Look Beyond Your Current Location

Consider sourcing potential candidates from other cities or states in order to expand your candidate pool and find top talent outside of your immediate area.

This can be particularly helpful if you’re looking to fill a highly specialized role or one that requires specific skills and knowledge.

This is an excellent way to save money on recruitment costs, as this tactic will shorten the process and be more efficient.

In Conclusion

Sourcing is essential for finding and acquiring top talent in a competitive market. By embracing these budget friendly strategies, you can reach out to passive job seekers and connect with untapped qualified candidates who won’t typically appear on the radar of most recruiters.

Make sure to keep track of each effort you make so that you may discover which methods provide the best ROI. Also, remember to also focus on nurturing prospective leads through ongoing communications and interactions. If done right, you should be on your way to finding high performers for your team in a cost effective way!

Use SmartBackgroundChecks to Find Missing Contact Info

In the age of information, access to personal data has become easier than ever. SmartBackgroundChecks is a tool that aims to streamline the process of gathering information about individuals. In this review, we will explore the capabilities of SmartBackgroundChecks, the pros and cons, and its potential applications. With some expertise and a bit of luck, we might just be able to find missing contact info on some of your partials.

Names, Addresses, and Phone Numbers

Smart Background Checks allows users to search for individuals based on their name. To put it to the test, we conducted a search for “Dean DeCosta.” Impressively, the tool quickly identified the speaker as the top result. While it does offer a premium report, basic information can be obtained without the need to pay. Name-based searches are quick and efficient, and basic information is available without a premium subscription.

Next, we tried an address-based search. Initially, the tool rejected our input, insisting on including the city and state. After complying, we received relevant results. However, the initial user experience was not as seamless as expected. An address-based searches may require city and state details, and the tool can be real sensitive to search criteria.

Smart Background Checks also offers a phone number search option. We tested this by inputting a cell number and received results linking it to the speaker’s wife. It’s important to note that this feature can help validate phone numbers and identify connections. Phone number searches can validate and provide additional information, and the results can reveal connections to other individuals.


Smart Background Checks is a versatile tool for obtaining information about individuals. Whether you need to verify a candidate’s identity or gather additional contact details, this tool can assist you. While there are some minor issues with address-based searches, the overall functionality and ease of use make it a valuable resource in the world of background checks.

Remember, in an era of accessible information, tools like Smart Background Checks can be powerful aids in making informed decisions.

May the source be with you as you explore the possibilities of this tool.

Other Dean Da Costa Content:

Dean has a free page of sourcing tools, links, and other recruiting resources that we highly recommend you check out! That page has an overwhelming amount of stuff, so you gotta really love sourcing to appreciate the infinite hours of work Dean has put into it. For all of the Dean Da Costa resources on RecruitingDaily, click here!

The Rise of the Roborecruiters: Unlocking the Potential of AI

In recruiting, we’re no strangers to technology. In fact, AI has been an invaluable tool for many firms for a number of years.

Here are some key areas where AI can help recruiters, employers and candidates alike – and some important considerations on how to integrate it successfully.

Working Faster and Smarter with AI  

The traditional approach to identifying candidates involves hours of manually reviewing applications and CVs. An AI-powered system, by comparison, can automatically review CVs and compare them against job descriptions in the blink of an eye.

The latest generation of AI is also better than existing technology at “reading between the lines” to identify, for example, whether a candidate’s skills are a good match for a company. These systems combine natural language processing and machine learning techniques to rapidly identify a candidate’s suitability for a role.

When applied at scale, an AI-powered sourcing engine can closely examine entire databases or online platforms to highlight matching candidates. Once the search is done, a human recruiter can review the suggested candidates, jumping straight to the shortlist stage.

AI-powered solutions can also be applied to analyze candidate responses to pre-defined questions, automatically sorting candidates based on suitability. It also has the potential to help remove the unconscious biases of individual recruiters and support an organization’s diversity, equity and inclusion strategy.

Beyond simply examining existing data, AI-powered chatbots can also engage directly with candidates. Conversational AI systems are available from several providers, and recruiters are already using them for tasks like pre-screening, making job recommendations, providing additional information about a job and scheduling interviews. Generative AI, similarly, can help recruiters write effective job descriptions and other important text in a fraction of the time it would take them otherwise.

Important Considerations

The many benefits of AI promise to speed up the hiring process and increase the chance of finding the “right” candidate. This is better for recruiters, clients and candidates alike. However, like any new technology, we need to carefully consider how we use AI.

Lots of the technologies underlying AI are “trained” on huge amounts of existing data. Without careful supervision, they can reproduce biases that are present in the training data, potentially introducing discriminatory hiring practices and harming diversity and inclusion efforts. For example, recent news has covered how AI filters have wrongly excluded candidates with gaps in their employment history.

Data privacy is another consideration. Some AI models learn continuously from the data they access, so they may not be suitable for use with sensitive candidate and client data. Regardless of the model they use, firms must understand and be transparent about the data they collect and how they use it.

Finally, there is no substitute for human interaction. Some people feel alienated when they can only communicate with a machine, and may be deterred if there isn’t a person they can reach out to. There are also interviews, which are also uniquely human – only a person can make a one-to-one connection with a candidate and assess their suitability for a role.

What’s Next?

AI can play a valuable role in speeding up the recruitment process, creating a better candidate and client experience and processing data more efficiently, among a range of other tasks.

However, it must be used carefully and intentionally. Job seeking is a deeply personal and emotional experience, and human recruiters will always have a job-crafting experience for candidates. The best recruiters, therefore, will be those that combine the right amount of technology with a human touch.

8 Examples of Onboarding Processes for New Hires

To provide a comprehensive understanding of effective onboarding processes, we’ve gathered perspectives from founders/CEOs and operations managers. From the immersive cultural onboarding process to the checklist-based onboarding for remote companies, these leaders share their proven strategies and explain why they believe their specific onboarding process works for their company.

Immersive Cultural Onboarding Process

Our onboarding process goes beyond the typical orientation. It’s about immersing new hires into our organizational culture, ensuring they embrace our core values and are motivated to contribute to our mission.

This involves extending a warm welcome, providing them with valuable resources and mentors and ensuring their alignment with our company’s vision. We have a comprehensive plan in place for every stage: before their first day, on their first day, throughout their first month and even at the three-month mark. Our HR team, managers and the entire team have their own checklists to ensure the onboarding process is a well-celebrated journey.

The impact this process has on our employees makes it really work for us. By integrating them into our culture right from the start, we’ve seen remarkable engagement levels. Our new hires genuinely care about our organization, and that, to us, is the key reason behind the effectiveness of our approach.

Catherine Mattice
Founder/CEO, Civility Partners

Tailored Orientation and Mentorship

Our onboarding process at my company is tailored for seamless integration of new hires. It begins with a comprehensive orientation session to introduce them to our culture, values and expectations.

Then, they’re assigned a mentor who guides them through their role-specific training and provides ongoing support. The process works because it fosters a sense of belonging and accelerates learning. The main reason for its effectiveness is the mentorship element, which ensures personalized guidance and a smoother transition, ultimately boosting employee confidence and productivity.

Brian Clark
Founder and CEO, United Medical Education

Shadowing Experienced Employees

Our onboarding process includes shadowing opportunities where new hires can observe experienced employees in different roles and departments. This hands-on approach allows them to gain a comprehensive understanding of our company’s operations, learn from experienced individuals and build relationships across teams.

Shadowing helps new hires quickly grasp our company’s dynamics and contribute effectively to their roles. For example, when we onboarded a new marketing associate, they shadowed our senior marketers, attending meetings, observing campaign planning and learning about our marketing strategies.

This immersive experience gave them insights into the industry, our target audience and allowed them to contribute valuable ideas from day one.

Jason Cheung
Operations Manager, Credit KO

Daily Calls for Relationship Building

Running a remote company for over five years has revealed that new hires often struggle with face time with their manager in remote work. This significantly hampers the onboarding process.

An easy way to offset this is to have a 10-minute call every day for the first 30 days. Not only does it help build a relationship with the new hire, but it can also streamline the onboarding process.

When you have to bring someone onto your team and get them accustomed to a variety of tools that they may not be used to—like ClickUp, Slack, CMS, etc.—tasks can become confusing very quickly.

Allow the new hire to have 10 minutes of your undivided attention each day so they can bring up any questions, comments, or concerns they may have. Make the call about THEM.

Alex Horsman

Designated Contact and Curiosity Promotion

Designate a person to be a main point of contact for new employees. Having a trainer help guide, introduce and support a new hire allows for a smooth transition into the company.

Another way to make onboarding successful is by fostering an environment that promotes curiosity and creativity. Encouraging new hires to ask questions about company processes allows them to be a well-rounded employee.

Benjamin Farber
President, Bristol Associates, Inc.

Self-Paced Video Onboarding

For our new hires, we have streamlined our onboarding process by introducing a series of comprehensive videos. These videos cover everything from company culture and expectations to detailed, role-specific training.

The true strength of this approach lies in its self-paced nature. New employees can absorb information at their own speed, revisiting segments they find challenging and accelerating through sections with which they’re comfortable. This autonomy fosters an early sense of responsibility and self-reliance in our team members.

We’ve found that by giving them control from the outset, they’re more engaged, confident and prepared to dive into their roles with both enthusiasm and understanding.

Jaya Iyer
Marketing Assistant, Teranga Digital Marketing

Learn-by-Doing Onboarding Model

Our onboarding process is a bit unique. Our system is often described as a “learn-by-doing” model, which emphasizes hands-on skills and experience over classroom education.

Every new hire is paired with a more experienced team member for at least a week. The senior employee coaches the new hire and helps them complete their first tasks. We believe this approach better equips new hires for future success because it enables our team members to understand the context of their tasks and adapt to the environment quickly.

Michael Loesche, M.D., Ph.D.
CEO, USMLE Test Prep

Checklist-Based Onboarding for Remote Company

The process of introducing a new hire into our ranks involves a checklist of items that our HR team ensures are completed for successful onboarding. Being a remote company, this checklist is crucial as there are several programs and software that the employee needs to download and sign up for.

The process begins by explaining the procedure and informing them about all the platforms we use. Their company email is set up and forwarded to them. This email provides access to the software used for communication, remote monitoring, HR tasks and training. After downloading and signing up for the necessary programs, an introductory meeting is held.

They can then commence with their individual training on our portal. Post-training, daily catch-up sessions are held to touch base on their progress. During this short training period, all the policies and onboarding documents are communicated for them to sign.

Amit Raj
Founder, The Links Guy

How a Positive Candidate Experience Elevates Your Company’s Image

A potential employee’s experience during your company’s recruitment procedure plays a pivotal role in shaping the employer’s public image.

When companies emphasize smooth and uplifting candidate engagement directly during the hiring process, they bolster their public standing, magnetize elite professionals, elevate staff enthusiasm and secure a dominant position in the employment landscape.

How Negative Interview Encounters Shift Views

Conversations about your candidate engagement may be more widespread than you anticipate. Prospective employees frequently share their interview stories with their close circle. A negative experience? It’s undoubtedly a topic of discussion.

Two out of every three candidates publicly broadcast their experiences, good or bad. Only a fraction, about one-third, opt to keep these experiences to themselves.

Before diving in, let’s glance at some compelling statistics underscoring the imperative nature of a gratifying candidate engagement during the hiring cycle:

  • 58% of potential hires lean towards job offers following an upbeat engagement experience.
  • 72% spill details about lackluster recruitment encounter online or in personal discussions.
  • For 82% of hopefuls, a sour interview episode can pivot their perspective on a company.
  • 78% contend that the entirety of their recruitment journey sheds light on a company’s valuation of its workforce.

So, where do you commence the journey to impeccable candidate experiences?

  1. Pinpoint your target audience
  2. Segment and categorize
  3. Craft personas for each segment
  4. Construct a CJM (Candidate Journey Map) for these personas – a graphic depiction illustrating all touchpoints candidates encounter with your brand during their recruitment odyssey.

Mastering the Candidate Engagement Blueprint

Genuine and Transparent Dialogue

Guarantee punctual, open, and tailored communication throughout the recruitment cycle. Illuminate the steps involved in the application, interview phases, and projected time-frames. Periodically update candidates on their application journey, ensuring they remain in the loop

Simplify the Application Journey

Redefine the application procedure to mitigate candidate obstacles and irritations. Application mediums should be concise and intuitive. Abolish redundant phases or over-the-top mandates, facilitating effortless application submissions. Instances of deterrents include:

  • Needlessly long qualification lists unrelated to the role.
  • Forms demanding repetitive or excessive personal data.
  • Overburdening candidates with irrelevant tests or assignments.
  • Consecutive interview rounds lacking clarity or defined objectives. An agile and candidate-friendly application framework elevates the company’s perception, motivating candidates to progress.

Infuse Personal Touches into Candidate Interactions

View each candidate uniquely, tailoring their journey. Customize dialogues, interview queries and interactions, aligning them with their expertise, history and career ambitions. For instance, enlighten a budding professional by narrating tales of peers who transitioned roles successfully. Their success stories can invigorate the aspirant to chase their dreams.

Projecting genuine intrigue and meeting their distinct necessities fosters feelings of significance and gratitude.

Extend Constructive Feedback

Disseminate insightful feedback, irrespective of hiring outcomes. Highlighting areas to refine showcases reverence for candidates’ endeavors and propels their professional growth. This approach is especially pivotal for developing talents. Create a repository with developmental suggestions for every role, incorporating valuable resources. These knowledge nuggets can leave an indelible positive mark, even when a candidate isn’t the final choice, bolstering the corporate image.

HandShake Sept 2023 Branded Webinar

Prioritize a Rewarding Interview Session

Get in touch post-interactions like in-person interviews or digital meetings. Create an equitable and cogent interview blueprint, creating a comfortable candidate ambiance. Furnish comprehensive details about the interview modus operandi and anticipations in advance. Enlighten your prospects on forthcoming steps in their recruitment saga.

After application, vetting, interview and subsequent phases:

  1. Define expectations proactively.
  2. Forge a congenial space allowing candidates to flourish.
  3. Respect their time by curtailing unnecessary waits and reverting promptly post-discussions.

Blunders to Dodge in Candidate Experience Crafting

Steer Clear of Communication Blackouts

Abstain from neglecting updates, especially when you’ve committed to them. Steady correspondence keeps candidates captivated and aware of their recruitment trajectory. Communication lapses can breed discontent, casting shadows on your corporate image.

Leave Behind Overwrought Application Procedure

Ensure your digital application portal offers an intuitive, streamlined experience. Sidestep intricate and prolonged requirements that could alienate candidates. Overwrought procedures can deter accomplished professionals, squandering recruitment potential.

Avoid Over-hyping or Distorting Role

Maintain forthrightness regarding job roles, responsibilities and the corporate milieu. Shun excessive glamorization or misrepresentation. Establishing authentic anticipations ensures clarity, which is integral for sustained satisfaction and loyalty. While candidates recognize not everyone secures the job, transparency and fairness are paramount.

Don’t Dismiss Candidate Feedback

A majority of candidates face rejection without subsequent communication. This oversight taints their experience. Cherish feedback throughout the hiring expedition. Solicit opinions actively, be it through surveys or casual chats. Integrating constructive feedback continually refines candidate engagement. Overlooking or sidelining feedback impedes brand enhancement endeavors.

Resist Treating Candidates as Mere Statistics

Candidates aren’t mere data points in your hiring algorithm. Foster genuine rapport by personalizing every interaction. Feel free to provide soliciting feedback, and demonstrating genuine care and interest.


The journey candidates traverse during recruitment is instrumental in shaping corporate reputation and luring proficient talent. Firms emphasizing delightful experiences fortify their brand, magnetize top-tier talent and secure a formidable stance in the recruitment arena.

By integrating transparent communication, streamlined applications, tailored experiences and constructive feedback, respect and appreciation radiate. Adhering to these principles ensures recruiters foster a delightful candidate experience, amplifying corporate repute and captivating premiere talents.

Xray LinkTree to Easily Find Developers

LinkTree, when it first came out, seemed to only really be used by Instagram influencers. But, that’s changed as people have seen the power of having all of your social media links in one place. Okay, but convenience aside, we’re not trying to sell this platform or anything…the goal is to take advantage of it. So, let’s dive into how we can Xray LinkTree to hunt down our real prize: developers.

So, what is LinkTree? Well, instead of sharing multiple URLs in your social media bio or email signature, Linktree allows you to create a single, customized link that redirects visitors to a page containing all your important links. This not only makes your online presence look more professional but also simplifies the user experience.

Yep, you guessed it! A surprising amount of developers have adopted LinkTree as the defacto way to share their online presence.  What does this mean? Well, it means we can find a treasure trove of developers if we can narrow down our Google search enough.

Dean starts with a simple boolean phrase to xray linktree: -jobs -job developer

You can add any degree of complexity to this to suit your needs. Feel free to get wild with your boolean strings! The more narrow the search, the less likely these developers have been bothered by someone else already.

There’s a lot you can do with LinkTree, so get to sourcing! Let us know what other professions seem to be on this platform.

Happy hunting and may the source be with you.

Other Dean Da Costa Content:

Dean has a free page of sourcing tools, links, and other recruiting resources that we highly recommend you check out! That page has an overwhelming amount of stuff, so you gotta really love sourcing to appreciate the infinite hours of work Dean has put into it. For all of the Dean Da Costa resources on RecruitingDaily, click here!