2024 Nurse Salary and Work Insights for Talent Acquisition


For TA and recruiting, the 2024 Nurse Salary and Work-Life Report provides invaluable insights into the current landscape of nurse compensation, benefits, and workplace dynamics. This comprehensive report provides data-driven intelligence to develop competitive compensation packages, tailor benefits offerings to meet nurses’ evolving needs, and address critical issues impacting job satisfaction and retention

Summary findings

The report highlights several key findings that are crucial for talent acquisition professionals to understand:

  • RN salaries increased by 2.6%, with a median of $80,000, while APRN salaries dropped 4.4% to $117,300, possibly due to a younger respondent pool.
  • The gender pay gap for RNs has narrowed but persists, with male RNs earning a median of $85,000 compared to $80,000 for female RNs.
  • 64% of nurses experienced verbal abuse, and 39% faced intimidation from patients or family members, underscoring the need for improved workplace safety.
  • 17% of nurses said work had a negative effect on their mental health, with younger nurses more likely to report burnout, ethical dilemmas, and compassion fatigue.
  • 23% of nurses are considering leaving the profession, emphasizing the importance of addressing job satisfaction and workplace issues.

Detailed Findings

Salary Trends

  • The median LPN/LVN salary saw a significant 21% increase to $58,000.
  • 40% of nurses who earned certification reported a salary increase.
  • The gender pay gap for RNs has narrowed, but male APRNs/ARNPs earned a median salary $14,500 higher than their female counterparts.

Education and Certification

  • 37% of nurses across all licensures plan to pursue a degree, and 42% of LPNs/LVNs, 51% of RNs, and 68% of APRNs/ARNPs intend to pursue certification.
  • Education can lead to higher salaries, with LPNs/LVNs reporting a $13,482 increase, RNs a $10,000 increase, and APRNs/ARNPs a $40,000 increase after earning certification.

Workplace Violence and Mental Health

  • 31% of nurses were subjected to verbal abuse by colleagues.
  • Younger nurses were more likely to report burnout, ethical dilemmas, compassion fatigue, and concerns about nursing’s effects on their physical and mental health.
  • Top negative factors included dissatisfaction with salary policies, lack of leadership, unmanageable workloads, and unequal work-life balance.

Job Satisfaction and Retention

  • 81% of nurses rated regular merit increases as most important for job satisfaction.
  • Dissatisfaction with management (25%) and better pay (24%) were the top reasons for leaving the last position.
  • Higher pay, flexible scheduling, and better work-life balance were the top motivators to stay in nursing.

Desired Benefits

  • The most desired benefits included bonuses (35%), malpractice insurance (18%), flexible scheduling (18%), and reimbursed continuing education (15%).
  • 59% of nurses wanted fitness stipends, and 41% desired free or reduced-cost mental health counseling services.

In summary, the report underscores the need for competitive compensation, educational opportunities, workplace safety measures, mental health support, and addressing job satisfaction to attract and retain nurses in today’s challenging healthcare environment.

Key demographic differences compared to the 2022 survey:

Younger respondent pool:

  • The median age of nurse respondents was 47 in 2024, down from 53 in 2022.
  • This aligns with data from the National Council of State Boards of Nursing showing the median age of nurses decreased from 52 in 2020 to 47 in 2022.

Higher proportion of LPNs/LVNs:

  • 24% of respondents were LPNs/LVNs in 2024, compared to only 8.3% in 2022.
  • This likely contributed to the lower overall median salary of $73,000 in 2024 versus $78,000 in 2022.

Consistent gender representation:

  • 10% of nurses across all licensures identified as male in both the 2024 and 2022 surveys.
  • However, a higher proportion of male nurses (6%) held an APRN/ARNP license in 2024 compared to female nurses (4%).

Racial/ethnic diversity:

  • The percentage of nurses identifying as white (73%) was similar to U.S. Census data (75.5%) in 2024.
  • However, some racial/ethnic groups like Black or African American (11%) and Hispanic/Latinx (7%) were underrepresented compared to their U.S. population proportions of 13.6% and 19.1%, respectively.

In summary, the 2024 survey had a younger respondent pool with a higher percentage of LPNs/LVNs, which likely impacted the overall salary findings, while maintaining consistent gender representation but revealing some underrepresentation of certain racial/ethnic groups compared to national demographics.

Citations: [1]

Best Practices and Mistakes When Buying an ATS


… Explained in <3 Minutes!  

Pressed for time? Here are the best practices to keep in mind when buying an ATS, right alongside the most common mistakes and how to avoid them. To make them easier, I’ll explain them as a list of do’s and don’ts.

Do Ask for a Proper Budget 

An Applicant Tracking System can have a tremendous impact on your hiring efforts, from saving thousands of hours to decreasing time-to-hire and making sure you snatch the best candidates. All this translates into dollars saved. Hence, it’s 100% sensible to make the case to your finance department that this will be indeed a good investment and secure the best possible budget you can. While there are good free ATS options out there, they’re mostly for smaller teams with minimal hiring needs. 

Do Think Long Term

If you make the right choice, you and your team will be using this tool for years to come. Give yourself time to research and demo several vendors until you feel comfortable. This can be a long process, but if you pick the wrong tool and have to migrate to another one in a few months or a year, it can be way more expensive.

Do Secure Internal Buy-In

Tied to the point above, it’s essential to get buy-in from key stakeholders before buying an ATS. Without internal support, you might face resistance from your team, hindering system implementation. Engage with department heads and managers to ensure everyone understands the benefits and is on board.

Don’t Settle for Just an ATS 

Gone are the days when an ATS would just keep track of candidates down a pipeline and help you schedule interviews and take notes. Explore integrated solutions that offer additional functionalities such as onboarding, performance management, and HR analytics. Investing in a comprehensive HR software suite can provide greater efficiency and scalability as your organization grows.

Don’t Overlook User Experience

While features and functionalities are important, don’t underestimate the significance of user experience. Opt for an ATS that offers an intuitive interface and seamless navigation, ensuring that all users, from recruiters to hiring managers, can easily adopt and utilize the system. Ask for a free trial; you can click and explore and request in-depth demos to evaluate the user-friendliness of different platforms before making your decision.

Don’t Neglect Support and Training

Even the most user-friendly ATS may require some learning curve for optimal use. Prioritize vendors that offer comprehensive training programs and ongoing support to assist your team during implementation and beyond. This ensures that you can maximize the benefits of your ATS investment and address any challenges or questions that arise along the way.
There you have it! Even if you could only spare a couple of minutes, you’re now ready to look at vendors and book demos with the ones that seem like a good fit for your needs.

As a next step, check out our selection of the best ATS vendors out there. If you’re in the US and are looking for a more personalized assessment, you can book a free 1:1 consultation with an HR tech advisor here

Survey Finds 86% of Workers Fear Human Resources

Alarming Statistics

The MyPerfectResume survey unearths troubling statistics that underscore the pervasive fear and reluctance employees feel towards HR departments.

A staggering 86% of respondents admitted to fearing HR, while 85% hesitated to approach HR professionals to discuss work-related issues. Such numbers highlight an urgent need for transformation within HR practices.

Top Causes of Employee Reluctance

A deeper dive into the causes reveals multiple factors contributing to this distrust:

  • Lack of confidentiality – 37%
  • Perceived ineffectiveness of HR – 37%
  • Lack of approachability of HR workers – 37%
  • Fear of repercussion – 31%
  • Preference to solve the issue on their own or with a manager’s help – 31%
  • Uncertainty about HR’s response – 20%

These factors indicate systemic problems that HR departments must address to foster a supportive environment.

Expert Insight

According to Jasmine Escalera, career expert at MyPerfectResume, HR professionals play a crucial role in shaping company culture, retention, and employee morale. She emphasizes the urgent necessity for HR departments to collect employee feedback and reevaluate their methodologies:

“If workers don’t feel comfortable reaching out to HR, those professionals can’t be effective in their role, and this can lead to a wide range of problems within the organization,” said Escalera.

Common Negative Perceptions of HR Departments

The survey further reveals widespread negative perceptions of HR:

  • 71% think that HR tends to be too involved in office politics.
  • 68% believe that HR focuses on procedures rather than people.
  • 67% agree it’s hard to get a timely answer from HR.

Such perceptions critically undermine the trust and functionality of HR departments.

Real-World Impacts

The real-world implications of these perceptions are stark:

  • 90% of workers felt that an issue reported to HR wasn’t adequately addressed.
  • 47% experienced HR not resolving an issue once.
  • 43% felt their concerns weren’t adequately addressed by HR multiple times.

These statistics reveal a significant gap between employee expectations and HR’s delivery, necessitating immediate action.

Recommendations for HR Professionals

To bridge this gap and rebuild trust, HR departments must implement strategic changes:

Build Trust

To overcome the trust deficit, HR professionals should:

  • Ensure strict confidentiality in all employee interactions.
  • Communicate transparently about how issues will be handled.
  • Make themselves more approachable and available.

Enhance Effectiveness

HR departments must:

  • Focus on resolving issues efficiently and follow up with employees to ensure satisfaction.
  • Streamline processes to provide quicker responses.
  • Prioritize people over procedures, showing genuine concern for employee well-being.

Foster a Positive Culture

HR should:

  • Engage in regular feedback loops with employees to understand their needs and concerns.
  • Actively work on reducing involvement in office politics.
  • Promote a collaborative environment where employees feel safe to voice their issues.

Moving Forward

The findings from MyPerfectResume’s HR Perception Report reveal a clear need for HR departments to evolve. By addressing the core issues of trust, effectiveness, and approachability, HR can transform from a feared entity to a supportive partner in the workplace. The future of successful HR operations hinges on a proactive and empathetic approach, ensuring a positive and productive work environment for all employees.

The Holistic Candidate Evaluation: Going Beyond the Resume

Let’s get real for a minute—lying on resumes is more common than you might think. 

A whopping 70% of workers admit to fudging the truth on their CVs, and 37% do it frequently. It’s a bold move, but let’s face it, in the cutthroat world of job hunting, some folks feel like an embellishment is their ticket to landing that dream job. 

From an employer’s perspective, the truth is invaluable because it builds a foundation of trust and integrity. When candidates are honest about their skills and experiences, it allows accurately assess their fit for the role and the company culture. This honesty leads to better hiring decisions, reducing turnover and fostering a more reliable and cohesive work environment. 

Ultimately, employees who start their journey honestly are more likely to contribute positively and grow with the company, making the truth their best asset in the long run.

Hence, in today’s competitive job market, finding the right candidate requires more than just looking at a resume. Companies must adopt a holistic approach to candidate evaluation to ensure hiring individuals who possess the necessary technical skills and align with the company’s culture and values. 

But there is no one way to test candidates’ fit in an organization. They should try various permutations and combinations of the judging candidates to make it holistic and suitable for the organization’s needs. 

Before assessing a candidate, the thorough preparation of the ideal candidate profile is a must. Let us see how to do it.

Preparation: Defining the Ideal Candidate Profile

Before you even start reviewing applications, it’s crucial to define what your ideal candidate looks like. This profile should include:

Technical Skills: Specific expertise and knowledge required for the role.

Soft Skills: Communication, teamwork, and problem-solving abilities.

Experience: Relevant industry experience and past achievements.

Cultural Fit: Alignment with company values, work style, and team dynamics.

Having a clear benchmark ensures consistency and focus throughout the evaluation process.

Assessment Techniques: A Multifaceted Approach

1.Resume and Cover Letter Review

Beyond checking for relevant skills and experience, pay attention to the candidate’s communication style and enthusiasm. According to a CareerBuilder survey, 45% of employers say they are less likely to interview a candidate if they don’t include a cover letter, and 30% find it a significant factor in hiring decisions. A well-crafted cover letter can reveal a candidate’s motivation and attention to detail.

2. Skill Assessments

 Implement job-specific tests or simulations to evaluate technical proficiency. According to the latest data from the Society for Human Resource Management (SHRM), 82% of companies use some form of skill assessment during the hiring process, underscoring its importance in verifying technical capabilities. Also, companies that use skill assessments report a 24% higher quality of hire, highlighting the effectiveness of this method.

3. Behavioral Interviewing

 Use structured questions that explore past experiences. This method helps understand how candidates have handled real-world situations, their problem-solving approaches, and their ability to work in a team. For instance, asking, “Can you describe a time when you had to resolve a conflict within your team?” can provide insights into their interpersonal skills and conflict resolution abilities. 

4. Culture Fit Assessment

Include questions about company values, preferred work style, and team dynamics. This step is vital as a poor cultural fit can lead to decreased job satisfaction and higher turnover rates. According to a study by the Harvard Business Review, up to 80% of employee turnover is due to poor hiring decisions related to cultural fit. Additionally, companies with established cultures see a 4x increase in revenue growth.

5. Work Sample Tests

Provide tasks or projects that mimic the job’s requirements. This practical assessment can be one of the most accurate predictors of job performance as candidates demonstrate their skills in a real-world context. 

6. Reference Checks

Contact previous employers or supervisors to verify the candidate’s work history, skills, and performance. A report from CareerBuilder indicates that 70% of employers have changed their minds about a candidate after speaking to their references, highlighting the importance of this step. Furthermore, thorough reference checks can reduce the risk of hiring errors that cost companies up to 30% of an employee’s annual salary, according to the U.S. Department of Labor.

What Else to Consider for a Comprehensive Evaluation


Use consistent evaluation criteria and rubrics for all candidates to ensure a fair and unbiased assessment. This approach mitigates unconscious bias and helps in making objective comparisons. 

Multiple Evaluators

Involve a diverse panel of interviewers from different departments to gain a well-rounded perspective on the candidate. This collaborative approach can uncover different strengths and potential red flags that a single evaluator might miss. 

Candidate Experience

Ensure a positive candidate experience with clear communication and timely updates. The Candidate Experience Report by the Talent Board shows that candidates who have a positive experience are 38% more likely to accept a job offer. Additionally, candidates with a negative experience are 60% less likely to be a customer in the future, indicating the broader impact of the hiring process on the company’s reputation.


Companies can build a comprehensive picture of each candidate by implementing these techniques. This holistic evaluation ensures hiring on a candidate’s overall suitability for the role and their potential to thrive within the company culture. Such a thorough process not only helps in finding the best talent but also in building a cohesive and effective team.

A holistic candidate evaluation approach is not just a best practice but a necessity in today’s dynamic business environment. Companies that invest time and resources into developing a robust evaluation process will see significant returns in employee performance, satisfaction, and retention. Embrace this comprehensive strategy to secure top talent and drive your organization toward success.

Human Resource Strategies for a Multigenerational Workforce: Navigating Generational Transitions


As Baby Boomers retire en masse and Gen Z disrupts the workplace as we know it, the modern workplace is undergoing a significant transformation. It is increasingly evident that companies must navigate these generational shifts with agility and foresight to maintain their competitive edge. With the impending exodus of Baby Boomer employees, retaining their wealth of experience and knowledge is also more critical than ever. To stay ahead of the game, businesses should explore strategies that can prolong the tenure of older workers while accommodating their evolving needs. From flexible retirement arrangements tailored to individual preferences to a comprehensive succession plan that bridges the generational gap, this is a pivotal moment for HR departments to lead the way in adapting to an evolving workforce.

A Compelling Case for Employee Retention

To mitigate the potential repercussions of simultaneous Baby Boomer retirements, companies should consider leveraging their deeply ingrained loyalty to encourage them to prolong their tenure. Retaining older employees can be instrumental in keeping their invaluable knowledge and experience inside the organization. One approach to encourage older employees to stay is to offer reduced working hours while still allowing them to contribute their expertise. This strategy especially appeals to those who want to extend their working years but also desire more leisure and flexibility in their retirement years.

However, a part-time retirement gig may look different for every worker. Joan in finance may prefer to work Tuesday-Thursday to make room for frequent long weekend trips, but Greg in communications may prefer to work five days a week in the evenings to help with grandchildren during the day. Communication is critical in making older employees feel valued and heard. Therefore, ask these employees about their needs and desires, listen intently, and create a tailor-made retention strategy for each worker. 

Now is also the time to focus on retaining Gen X employees, as retirement for many in this generation is only a decade away. They are the leaders and experts who are taking the reigns from the Baby Boomers, so keeping them engaged and committed is important to the success of your organization. Offering flexible work arrangements now will encourage your current Gen X employees to stay and attract others to your organization. Many Gen Xers are simultaneously caring for children and their parents. Others have significant interests outside of the workplace. 

Mastering Succession

As Baby Boomers leave the workforce, their experience, knowledge, and skills will depart with them too. To ensure a smooth transition without causing major disruptions, organizations must establish comprehensive succession plans that go beyond merely listing potential successors. This should not only focus on technical skills but also on leadership and decision-making capabilities. Preparing future leaders with valuable soft skills is essential for maintaining business continuity. 

One effective way to pass down knowledge is through mentorship programs. Encouraging retiring Baby Boomers to take on mentorship roles allows them to share their invaluable experience with younger generations, bridging the generation gap and fostering a culture of continuous learning. 

Mentorship programs can take many forms. Traditional one-on-one mentoring is effective for growing skills and capabilities for long-term career development for single individuals. Organizations should also consider using Baby Boomers for group mentoring by offering master classes in specific skills to share their knowledge with many employees at once. Flash mentoring can be used for short-term, focused mentoring in specific skills rather than longer-term career development.

Adapting Benefits for an Ever-Evolving Workforce

HR has a significant role in shaping an organization’s benefits and hiring strategies. With Baby Boomers exiting and more Generation Z employees entering the workforce, it is essential to adapt to the changing needs and expectations. Gathering feedback from your workforce to understand what benefits are important to them is essential. This includes flexibility, remote work options, and other factors that can attract and retain a younger workforce. Employee satisfaction, engagement and feelings of belonging are strongly influenced by the benefits package. Collaboration between HR and talent acquisition teams is crucial. Businesses need to ensure that they have the right tools to attract and engage younger workers as positions open up. This includes aligning recruitment strategies with the evolving expectations and values of the newer generations.


As the workforce continues to evolve with Generation Z’s entrance, Baby Boomers’ exit and Gen X’s rise to the C-suite, HR departments play a pivotal role in ensuring a seamless transition. By prioritizing succession planning, organizations can effectively adapt to these changing dynamics. The key lies in proactive HR strategies that not only meet the immediate needs of the workforce but also safeguard the long-term success of the company. Adapting to the changing workforce is not just a necessity; it’s an opportunity for growth and evolution

A Guide for TA Leaders: Employer Branding with Confidence:


Selecting the right employer branding partner is one of the most critical yet overlooked decisions a company can make. A great agency fit leads to better recruitment marketing, outreach and brand work that makes every part of the recruiting stack more effective for years to come. A bad agency fit leads to frustration, mediocre work, and a surprisingly high price tag.

And while you’d think it would be straightforward to pick a brand partner, the selection of an agency, consultant or company to build (or help you build) your employer brand is not an easy task. There are two core reasons.

First, it is very likely that you have never had to select an employer brand partner before.

Even seasoned TA, Marketing or HR leaders have been involved in only one or two selection cycles like this, so they, like you, don’t have a lot of experience to draw from. And when you don’t know what a good process looks or feels like, everything becomes more than just stressful. It becomes scary.

The stakes are real. A bad or poorly-aligned employer brand partner will cost you real money (and real political capital) yielding a fuzzy tagline that doesn’t achieve what you needed it to achieve. That’s the kind of “failed project” that can linger on your reputation at that company.

Second, almost nothing about employer branding is standardized.

If you asked ten employer brand practitioners, you’d find that they don’t agree on much. They have different approaches to solving different problems and different tool sets they prefer to use. Heck, you might even notice that they don’t all agree on what employer brand is and is for. It’s like two plumbers not agreeing on what a “pipe” was. And if these professionals can’t agree on much, how can you feel comfortable selecting the one that will help your company? 

I feel for you. I really do.

This guide is here to help you make sense of it all and feel like you made a smart decision. I want you to really understand your options, set proper expectations, and offer advice that will give you the confidence you need to make a great decision. Because a strong employer brand is a strategic asset that will ultimately help your company grow.

Problems that you might be having

Employer branding is something of a buzzword, which means that people who want to sound “in the know” like to throw it around a lot. They also treat it like magic pixie dust that can be spread over any recruiting problem to make it miraculously better.

Now, I’m a huge advocate for employer branding, but it isn’t magic, and it doesn’t solve all your problems. So let’s start by identifying problems you might be having that employer brand can help you solve.

Problem: You can’t attract the quality of talent that your hiring managers demand. The best candidates have choices in where they work, so they tend to select places where they understand the up-sides and down-sides of their choice. If you are having issues attracting quality talent, painting a more credible and attractive picture of the opportunity (i.e. employer branding) will certainly help.

Problem: Your company is becoming invisible to top talent as the job market gets more competitive, putting future growth at risk. If your company doesn’t make retail products, it can be difficult to attract talent to your open roles. If you are one of 1,000 companies offering sales associate, developer or operations roles, why would anyone click your job if they don’t recognize the company. A strong employer brand can build the positive associations to your company that will drive applications.

Problem: Recruiters are burning out and feel scattered. Recruiting is often a deeply individualized practice. And sometimes having each recruiter play “cowboys and cowgirls” out on their own with minimal oversight can lead to sloppy practices and recruiters working at cross-purposes. An employer brand creates focus so that your recruiters (and hiring managers) are all aligned on what makes your company unique and attractive.

Problem: You are dragging around a painful negative reputation. Glassdoor has built a business around making you feel every negative thought any of your people (or former people) have had about you. In a vacuum, those negative comments can be a real damper on your recruiting efforts. But with a strong employer brand providing the frame and context, those comments can be negated.

Problem: Your offer acceptance rate is dropping, forcing you to regularly “go back to square one.” There’s nothing more painful (or more expensive) than getting a candidate all the way to the offer stage only to drop out. That often happens because they don’t see the value of what your offering beyond the salary. A strong employer brand creates a consistent and credible case as to what the candidate can expect, leading to more “Yes!” 

Problem: Recruiting is taking longer and longer, leading to more and more dropouts. If it’s taking longer and longer to fill your requisitions, an employer brand attracts more candidates faster, and becomes the foundation for a strong pipeline strategy that means some interviewable candidates are already in your ATS before you even open the role. That makes a big impact on your time to fill rate.

Problem: It finally happened: You were told to “do more with less.” Talent acquisition leaders around the world are hearing this more and more. Leadership is pulling the plug on ballooning budgets that don’t seem to make a dent in your metrics. Rather than “running to stand still,” your leadership wants you to think about your challenges differently. And this is where employer brand shines. It makes every recruiter and every recruiting tactic demonstrably more effective, it aligns messaging to enable a centralized content strategy, it makes each message more credible, and it helps you focus on what matters most. 

As a strategic function, a strong employer brand can make a lot of impacts all around the company. But to talent acquisition, you can feel confident that an employer brand will be a great choice in developing your strategic solution. 

How to select an employer brand partner

As you’ll soon see, there are a lot of potential employer brand partners out there. And while they all “do employer branding,” they are very different from one another. 

To ensure you’re able to make the best choice for your company, to make sure you’re a great match, you’ll need to understand your needs and their capabilities and approaches.

Questions you need to answer of yourself before you get started

What 1-3 problems are you expecting an employer brand to solve for you? You’re not going through the process for fun. You are trying to solve a business problem. And while employer brand can impact a number of different issues your company might be facing, focus is important. As the saying goes, “The dog changing two rabbits catches none.” So focus on the core issue you want solved. You might also attempt to answer the related question, “When this is done, what does ‘success’ look like to you and the company?”

Who is “bought in” and who still needs to be sold on the idea? Employer brand isn’t equally understood or valued by talent acquisition, human resources, marketing, comms or leadership, so there’s a good chance that not everyone’s on board yet. This is especially true of the marketing/TA divide. For example, if you’re in TA, you need to have a conversation with marketing to ensure they understand the need and can offer the necessary support to the selected partner. 

Who is your competition? Hiring is a zero-sum game, as the person someone else hires can’t be hired by you, so you are always in a race against other companies. Focusing on 3-5 “typical” talent competitors will help you and your partner understand if you need to be better than three local companies or whatever’s left over of the FAANGs.

What’s the project scope? Are you looking for some internal brand support? A complete brand deliverable? Activation support (job posting copy, career site redesign, ongoing social media content, recruiter and hiring manager training, etc)? No need to spend $100 if you have a $2 problem.

Why now? From my point of view, all companies need employer brand support. So why are you looking now? What’s the “inciting incident” or new expectation you are living with that makes this an urgent need? 

Questions to ask of your prospective partners

When you say “employer brand,” what do you mean? As I mentioned, even pros disagree on what they see as what an employer brand is and what its purpose is. Depending on who you talk to, it is a visual identity (logo, tagline, etc), the recruitment marketing strategy, something that fills the top of the funnel by making you “more attractive,” the human face of the corporate brand, or the strategic position of your entire people function.

This isn’t about getting into a philosophical approach to the work, but if you’re talking to a company that thinks in terms of “visual identity” and you want to define what makes you a different employer, you can waste a lot of time talking past each other without realizing it.  

What is your approach to building the brand? There is no one right way to build a brand. Some companies take a positioning approach. Some companies love internal and external data. Some are about building a brand that won’t change for a decade, while some build something that gets you to the “next stage.” Again, there is no right or wrong answer here, but the approach determines the deliverable and the outcome.

What is the downside to that approach? This question isn’t about trying to make your prospective partner squirm, but about truly understanding the implications of their approach. Every approach has a downside, whether it is about how long it takes to deliver, how much work it will take to localize and activate, 

How are you different from X,Y, Z? Most employer brand partners have some way of providing “full support” for the brand (copy writers, designers, website developers, social media specialists, etc), whether it is in-house or via a network of freelancers and contractors they use on demand. So when you are trying to understand each partner’s strengths and weaknesses, it is helpful to see how they see themselves relative to others beyond being “full service.” Again, there is no right or wrong answer. You’re trying to fit the company that best aligns to your needs and situation.

Buying an EVP isn’t easy, but with proper prep and a little perspective, it’s something you can do with confidence. And if you are looking for an apples-to-apples comparison of 25 employer brand partners (in their own words), check out

Keep your focus on what you’re trying to accomplish short and long term, and you’ll find the partner who fits you best.

Recruiting for Impact: Matching Candidates with Rewarding Career Opportunities

Many candidates perusing the job market are simply looking for a role that offers great benefits and allows them to pay the bills. However, for many folks, the right career is more than a high salary and good healthcare. They are looking for a position that allows them to truly make a difference while excelling in their chosen career path.

Recruiters are in a unique position where they can create a career-matching process that connects candidates with positions that change lives. For career paths that emphasize social impact and professional growth, the recruitment process must be refined accordingly. This article will explore the ways recruiters can optimize recruitment strategies to match candidates with positions that best suit their long-term goals, interests, and aspirations while allowing them to make change in their industry and community.

Refining Recruitment Strategies for Optimal Career Matching

When beginning the recruitment process for a role, it is crucial to understand the same practices will not work for every position. Refining these practices to find the best way to pair a candidate with a role that is personally fulfilling will lead to success for every party involved.

Changing the Interview Process

An innovative way to link companies with the perfect candidate is to offer some freedom and flexibility during the interview process. Some companies allow prospective employees to pick their own interview format, ideally during the final interview. This format can be through a personal presentation, a workshop, or another hands-on, creative pursuit so the hiring team can really understand how a candidate operates under the best conditions. This is also a great way for candidates to figure out if the company truly fits with their personality and working style.

Lifestyle Matching

Right off the bat, it is important to create a job listing that attracts the type of candidate who would benefit and perform well for the role you’re recruiting for. This means making it clear to candidates that this role will and does align with their current beliefs and lifestyle.

Emphasizing job culture is key – if a candidate does not fit the company culture, they will likely have a hard time finding success there, even if they are more than qualified for the position. Outline the environment and be specific – does the company emphasize diversity and inclusion? Are business practices rooted in sustainability? Is community outreach an essential tenet of business practices? These are important items that directly affect an individual’s lifestyle and can really make or break the success of a team member down the road.

It can also be helpful to detail what the company does to make a positive environmental or social impact. Mention how the business is making an effort to be fully carbon neutral or if a portion of annual profits are donated to certain organizations. It is even better if you can describe how a candidate can grow within the company to have a more direct influence on these efforts while elevating their career at the same time.

Upgrading the Employee Onboarding Process

The onboarding process can have a profound effect on new employee feelings of fulfillment and their chances of success. To overcome challenges in the onboarding process, new employees should be welcomed and encouraged to ask questions to get easily familiar with the company culture and daily practices. Finding answers to these questions should also be easy. Training can be a mix of digital and in-person modules to allow new hires to get personal experience with work while allowing them to bond with other coworkers and spend time alone getting familiar with business processes.

To help new hires get better acclimated to their new environment, companies can consider offering team-building events every few months, or even a small welcome celebration for recently onboarded team members. Opportunities for connection and support are crucial for employee retention and boosting overall morale for the long haul.

Professionally and Socially Fulfilling Career Options

If you are working with a candidate who has expressed the importance of working in a position that allows for visible social impact and professional growth, there are a few different high-paying career options you can match them with.

First, the medical industry offers a variety of roles where individuals can feel great about their work while rapidly excelling in the workplace. Roles like RNs, NPs, and CNAs offer opportunities for collaborative work in a hospital or a facility and the chance to transition into independent work by opening your own business. People in these positions can actively guide others on a path to health while allocating patients and clientele for future career pursuits.

Second, occupational therapy is another industry that is experiencing rapid growth. It is the perfect choice for those who are looking to offer support to those with disabilities or physical obstacles. Occupational therapists can develop lasting relationships with others and change their physical health for the better, making it one of the most rewarding career options out there.

Lastly, connecting candidates to jobs in education can be a particularly rewarding job match that offers flexibility and annual career advancement. School guidance counselor roles are experiencing a projected 5% growth within the next 10 years. Individuals can work with students directly to help them figure out what their plans are goals are both during and after the completion of their education.

The Takeaway

Career matching is an art, but it doesn’t have to be a complex ordeal. Candidates who are aiming to make a difference in the world are looking to be matched with job opportunities that speak to their morals while providing them with a sense of daily contentment and stability.

By employing the right tools to understand each candidate’s personality and goals, and by reevaluating the recruitment process for each individual role, helping prospective hires find personal and career fulfillment can be a largely accessible endeavor.


Understanding Gen Z in the Workforce: Insights for Employers and Job Seekers

In an ever-evolving job market, understanding the unique dynamics of Generation Z is vital for both employers and job seekers. Recently, iHire published a research report titled “Gen Z in the Workforce: Decoding a New Generation of Job Seekers.” This comprehensive study dives deep into the job search behaviors, career goals, and challenges faced by Gen Z, providing essential insights for bridging the gap between this emerging workforce and today’s employers.

Key Findings from the Report

Stereotypes Impacting Gen Z Job Searches

Generation Z is keenly aware of the stereotypes that surround them in the professional world. According to the report, 34.4% of Gen Z respondents believe that negative stereotypes such as being entitled, lacking commitment, and having a poor work ethic could significantly impact their job searches and career growth.

Interestingly, not all stereotypes are negative. Many employers recognize Gen Z as “tech-savvy,” “socially conscious,” and “diverse.” Indeed, 70.3% of Gen Zers value alignment between their employer’s mission and their own values, and 68.0% prioritize their company’s commitment to diversity, equity, and inclusion (DEI).

The Soft Skills Gap

A significant portion of employers, 58.3%, feel that Gen Z job seekers need to improve their interviewing skills, and 57.5% believe they should enhance their communication with hiring managers and recruiters. While 30.4% of Gen Z candidates acknowledge difficulties with interviewing, there is a notable disconnect in other areas.

For instance, 52.8% of employers feel that Gen Z needs to improve their workplace etiquette, yet 73.7% of Gen Zers rate their etiquette skills as “excellent” or “good.” Similarly, while 48.4% of employers believe that resume writing is an area for improvement, 68.4% of Gen Zers are confident in their resume-writing abilities.

Concerns About AI

Artificial intelligence (AI) is a double-edged sword for Gen Z. While 33.2% fear that AI might replace their jobs or diminish their roles, many are slow to adopt generative AI tools in their job searches. Notably, 42.7% of Gen Zers have never used AI tools such as ChatGPT to write resumes or cover letters.

The Dream Job and Workplace Preferences

Contrary to stereotypes of being non-committal, 69.3% of Gen Zers have a dream job in mind that they hope to attain within the next decade. They prioritize a positive work environment (82.4%), fair pay (82.2%), and work-life balance (81.3%). Additionally, 36.7% seek roles that offer autonomy, while only 22.0% aspire to managerial positions.

Moreover, despite being labeled as tech-savvy “Zoomers,” most Gen Zers prefer in-person work environments. Specifically, 82.4% want to work in person at least some of the time, with 55.8% favoring entirely in-person setups and 26.6% opting for a hybrid model. Only 17.6% desire completely remote work.

Challenges in the Job Market

Gen Z job seekers often find it challenging to secure positions for which they are qualified. A significant 38.6% struggle to find jobs that match their skills and experience, and 25.6% are frustrated by what they see as overly specific or unrealistic job requirements from employers, creating high barriers to entry-level opportunities.

Moving Forward: Bridging the Gap

iHire’s President and CEO, Steve Flook, emphasizes the importance of mutual understanding between employers and Gen Z candidates. “Generation Z possesses unique perspectives and values shaped by growing up in the digital age and experiencing the pandemic during their formative years. As Gen Z permeates the workforce, employers need to understand how to recruit, retain, engage, and motivate this group. Likewise, Gen Z candidates must understand employers’ expectations and how to best market themselves to find the right jobs. Our report aims to provide insights to both sides to move the employment market toward a brighter future.”

The Josh Bersin Company Unveils Galileo™ AI Assistant at Irresistible 2024 Conference

At the Irresistible 2024: The Global Conference for HR Leaders and Their Teams, The Josh Bersin Company, a leader in human capital advisory, proudly announces the general availability of Galileo™, their groundbreaking AI assistant.

Galileo™ is more than just an AI tool; it’s a revolutionary step forward for HR teams. Trained on over 25 years of expertise from The Josh Bersin Company, Galileo™ has already been integrated by over 60 large enterprise clients. This technology is designed to elevate HR and management functions, making them more efficient and data-driven.

Key Highlights:

  • Extensive Adoption: Over 10,000 HR professionals in organizations generating more than $1.3 trillion in revenue are already utilizing Galileo™.
  • Time Savings: HR managers report saving more than an hour each day on critical management and HR tasks.
  • Comprehensive Knowledge Base: Galileo™ provides natural language answers to any HR question by leveraging The Josh Bersin Company’s extensive research and intellectual property, including benchmarks, case studies, and more.

Introducing the Trusted Content Partner Program

In addition to the AI assistant launch, The Josh Bersin Company is excited to introduce the Galileo Trusted Content Partner Program, featuring:

  • Lightcast: Providing comprehensive global job role skills data.
  • Oyster: Offering insights into global employment practices.
  • Heidrick & Struggles: Delivering leadership frameworks.
  • Visier: Supplying industry turnover and span of control benchmarks.

Enhanced Functionality with Sana AI

Built on the robust Sana AI platform, Galileo™ offers extensive configurability. It can integrate corporate HR documents, compliance practices, training content, and more, making it a versatile tool for HR professionals, line managers, and executives.

Customization and Security

Organizations can further personalize Galileo™ by adding their own content, creating private workspaces, and developing assistants tailored to specific HR functions like Talent Acquisition, Learning & Development (L&D), and Diversity, Equity, and Inclusion (DEI). Importantly, Galileo™ ensures data privacy and security while offering support in 60 languages.

Real-World Impact

One early adopter, Rolls-Royce plc, has experienced significant benefits from using Galileo™. Mary Glowacka, Head of Learning & Leadership Development at Rolls-Royce, shared:

“As a truly people-first organization, where capability development agility is at the core of enabling and empowering colleagues to be at their best, Rolls-Royce recognizes just how critical Galileo™ is to our HR strategy.”

Recruiter Enablement: 62 Easy-To-Implement Tactics

Recruiter Enablement (Part 2)

In this follow up to a previous article I wrote here introducing the concept of recruiter enablement and explaining its vital importance, here are 62 easy-to-implement tactics you can put in place today. Well, OK, maybe not all today but over the space of a small few weeks. 

The following (62) tactics are based on thousands of hours of research undertaken during 2023 and 2024 including over 160 interviews recorded for the Recruiter Enablement YouTube channel

Asset Libraries: Centralized resources ensure consistency in messaging and branding, easing the burden on recruiters who no longer need to craft materials from scratch. This not only streamlines processes but also upholds a unified employer brand image across all communication channels.

Job Advert Copy: Pre-approved templates for job descriptions guarantee that critical information is conveyed in an engaging manner. Recruiters save time and ensure messaging consistency, thereby attracting suitable candidates more effectively.

Email Copy: Templates tailored for various candidate communication stages streamline outreach and maintain professionalism. Recruiters can personalize these templates while ensuring effective delivery of essential information, boosting response rates and engagement.

Email/InMail Subject Headings: Compelling subject lines increase the likelihood of candidate engagement with emails or InMail messages. By enhancing outreach success rates, recruiters improve initial candidate interactions.

Social Media Outreach Copy: Customized messaging for different social platforms aids recruiters in effectively reaching passive candidates and showcasing the employer brand. Through engaging content, recruiters expand the candidate pool and attract top talent.

Team-Specific Candidate Pitch Decks: Personalized presentations highlight team culture and opportunities, aiding recruiters in effectively conveying unique selling points to potential candidates. This ensures alignment with the team’s ethos, attracting candidates who share similar goals.

Social Media Posts: Consistent and engaging posts across platforms bolster brand awareness and attract passive candidates. Recruiters utilize these posts to spotlight company culture and job opportunities, enhancing candidate interest and engagement.

Employer Brand Assets: Approved visual assets maintain brand consistency and bolster the company’s reputation as an employer of choice. Recruiters benefit from visually appealing materials accompanying job postings and social media content, reinforcing the employer brand and attracting candidates.

Colleague Stories: Personal anecdotes from team members humanize the organization and offer genuine insights into its culture. By sharing these stories, recruiters forge connections with candidates and showcase positive employee experiences, fostering trust and interest.

Crib Sheets: Quick-reference guides streamline common tasks, enabling recruiters to work more efficiently. Easy access to essential information reduces errors and ensures consistency in approach.

Elevator Pitches: Succinct summaries of the company and its opportunities enable recruiters to engage effectively with candidates and stakeholders. Capturing key selling points in brief encounters piques interest and encourages further engagement.

Objection Handling: Prepared responses to common objections empower recruiters to address candidate concerns confidently. By providing persuasive arguments or reassurances, recruiters maintain candidate interest and progress the recruitment process.

Candidate Rejection Messaging: Respectful templates for rejecting candidates ensure a positive candidate experience. Even in rejection, recruiters can leave candidates with a favorable impression, potentially encouraging future applications or referrals.

Hiring Manager Messages: Templates for effective communication with hiring managers streamline collaboration and clarify expectations. By facilitating efficient updates and feedback, recruiters foster productive partnerships with hiring managers.

Req Process Comms: Clear communication templates for managing requisition processes ensure alignment and transparency. Timely updates and clarification of requirements facilitate smooth recruitment workflows.

Career Stories: Narratives showcasing career progression inspire candidates and highlight growth opportunities within the organization. By demonstrating commitment to employee development, recruiters attract ambitious candidates seeking long-term career prospects.

Job Role Explanation Tool: Resources aid recruiters in effectively explaining job roles to candidates. Articulating responsibilities and opportunities helps candidates make informed decisions about their fit for the role.

Boolean Strings: Search strings optimize candidate sourcing efforts, saving time and improving accuracy. Refining search queries ensures identification of candidates with specific skills or experience.

Job Visualization Tools: Visual aids enhance candidate understanding of roles and responsibilities. Engaging job descriptions or presentations improve comprehension and interest.

Sample Offer Calculators: Tools estimate compensation packages, ensuring competitive offers. Factoring in salary and benefits aligns offers with candidate expectations and market standards.

Insights Sharing: Collaborative notes foster knowledge sharing and continuous learning within teams. Insights, best practices, and success stories enhance team effectiveness.

Team Skills Search: A searchable database identifies colleagues with specific skills or knowledge. Collaboration and skill-sharing maximize team efficiency.

Candidate Personas: Profiles guide recruiters in targeting and engaging suitable candidates. Tailoring messaging and outreach increases the likelihood of attracting top talent.

Talent Intelligence: Data on industry trends inform recruitment strategies. Leveraging talent intelligence enables recruiters to remain competitive in the talent market.

Battle Cards: Resources manage competitor insights, aiding in positioning the company effectively. Tailoring messaging and addressing candidate concerns increase the chances of attracting top talent.

Objection Handling Linked to Battle Card Data: Strategies backed by competitive intelligence enhance objection handling. Leveraging data provides compelling responses and strengthens the company’s position in the talent market.

Open Source Intelligence: Publicly available information enriches recruitment strategies. Identifying talent trends and tailoring outreach maximizes recruitment impact.

‘How-To’ Guides: Resources simplify the navigation of tools and processes, boosting recruiter efficiency. Step-by-step instructions and best practices reduce errors and improve productivity.

ATS: Guides facilitate efficient candidate management through applicant tracking systems. Optimizing ATS usage ensures compliance and streamlines recruitment processes.

CRM: Guides aid recruiters in effectively managing candidate relationships. Personalized communication enhances candidate experience and relationship-building efforts.

Career Site: Guides optimize career site performance in attracting candidates. Enhancing user experience and content ensures effective employer brand representation.

Assessment Tools: Guides facilitate objective candidate evaluation. Standardizing assessments improves reliability in candidate selection.

Interview Format: Guides ensure consistency and fairness in candidate evaluation. Structured interviews enhance reliability and validity of outcomes.

Recruitment Process: Guides provide transparency to candidates and stakeholders. Navigating recruitment stages ensures a positive experience for all parties involved.

Company Culture: Guides promote understanding and alignment with company culture. Articulating culture and showcasing initiatives foster candidate engagement.

Diversity, Equity, and Inclusion (DEI) Approach: Guides support inclusive recruitment practices. Mitigating bias and promoting diversity ensure equitable opportunities for all candidates.

Team Structure: Guides aid in understanding team dynamics and alignment with recruitment goals. Enhancing teamwork and synergy improves recruitment effectiveness.

Metrics: Guides enable performance tracking and improvement identification. Data-driven decisions optimize recruitment strategies.

Strategy: Guides align recruitment efforts with organizational goals. Understanding strategic objectives ensures recruitment contributes to organizational success.

Sourcing Techniques: Guides enhance candidate sourcing strategies. Accessing passive candidates and expanding the candidate pool maximize recruitment reach.

Advertising and Job Boards: Guides optimize job advertising effectiveness. Selecting appropriate platforms and measuring ROI enhance recruitment outcomes.

Internal Mobility and Career Progression: Guides support employee development and retention. Facilitating internal mobility fosters employee engagement and loyalty.

Workforce Planning: Guides align recruitment efforts with organizational needs. Forecasting talent needs ensures organizational agility.

Onboarding: Guides ensure a smooth transition for new hires. Coordinating onboarding activities maximizes new hire productivity.

Contingent Workforce Management: Guides streamline engagement with temporary employees. Effective management ensures contingent workers contribute to organizational success.

Employee Referral Programs: Guides leverage employee networks for talent acquisition. Promoting referral programs maximizes recruitment effectiveness.

Pre-Employment Screening: Guides ensure candidate suitability and compliance. Conducting thorough screenings mitigates risk and ensures hiring standards.

Offer Sourcing Tools: Resources aid in candidate sourcing and engagement. Identifying and reaching out to potential candidates effectively expands the candidate pool.

Hiring Manager Toolkit: Resources empower hiring managers in recruitment processes. Streamlining involvement ensures alignment and collaboration.

DEI Tools: Tools mitigate bias and promote diversity in recruitment. Creating inclusive practices ensures equitable candidate selection.

ChatGPT Prompts List: Prompts enhance recruiter productivity and communication. Personalized messaging and streamlined communication save time.

Candidate Tag Bank: Tags organize candidate profiles for efficient management. Segmentation and personalized outreach improve engagement.

Compensation and Benefits Data: Information ensures competitiveness in offer negotiations. Benchmarking salaries and benefits attracts top talent.

Internal Acronyms: A reference list aids in internal communication clarity. Decoding jargon enhances collaboration.

Job Description Bank: Templates ensure consistency in job postings. Customization and publication across channels attract qualified candidates.

Preferred Supplier List (PSL) Details: Information streamlines vendor management. Engaging preferred suppliers ensures quality recruitment partnerships.

Interview Questions and Pre-Screen Templates: Structured guides ensure fairness in candidate assessment. Standardizing interviews improves reliability.

Labor Laws Links: References ensure compliance with legal requirements. Staying informed minimizes legal risks.

Data FAQs for Candidates: Answers reassure candidates and build trust. Transparent communication promotes a positive candidate experience.

Role Responsibilities: Clear delineation fosters accountability and alignment. Effective collaboration ensures successful recruitment outcomes.

Hiring Manager Collaboration Process: Guidelines enhance communication and coordination. Setting expectations and providing support optimize outcomes.

Accessibility: Easy access improves recruiter productivity. User-friendly interfaces minimize barriers.

In summary, comprehensive resources empower recruiters to optimize workflows and improve candidate engagement.

By leveraging these tools and guides, recruiters can enhance efficiency, effectiveness, and collaboration, ultimately driving positive outcomes for candidates and organizations alike.


Here Is What Recruiters Want From a Modern ATS


Finding and hiring top talent is a tough game – one recruiters can’t win with a clunky ATS that can barely post jobs and collect resumes. To come out on top, recruiters today need a modern applicant tracking system (ATS) that has: 

  • Advanced search: A modern ATS should have top-notch searching capabilities. From hundreds, if not thousands, of candidates, you should be able to quickly and accurately narrow down results based on multiple criteria, including candidates’ skills, experience, location, and job title. Your ATS should also support Boolean search to create custom queries, as well as have the ability to save your search criteria and alert you when new candidates who match those criteria are in the system. 
  • Automation: Recruiting involves lots of repetitive processes, and it’s the job of a modern ATS to help you automate them. This includes but isn’t limited to resume parsing to extract relevant candidate information, initial screening to qualify or disqualify candidates based on predefined criteria, bulk emailing to inform candidates of the status of their applications, and interview scheduling for candidates to book time slots without any hassle.  
  • Candidate experience-centric design: The best ATSs take candidate experience into account at every stage of the application process. Using one, you should expect an intuitive career site, application forms that are easy to complete, a chatbot that gives timely answers to common questions, emails that are personalized to each candidate, and more.   
  • Collaborative hiring: Hiring people is often a team effort. A modern ATS should facilitate seamless collaboration between all the team members involved, allowing them to share notes, rate candidates, communicate with one another and more without leaving the platform.
  • Mobile optimization: In a mobile-first world, mobile optimization is a necessity, not an accessory. Over half of all job applicants use their mobile devices to search and apply. Recruiters also need a mobile-responsive ATS to manage the hiring process on the go.
  • Actionable insights: Every recruiter needs to have data on how their recruitment process is performing and where improvements can be made. Modern ATSs come equipped with powerful reporting and analytics capabilities, allowing you to track several metrics such as time-to-hire, cost-per-hire, candidate source effectiveness, and more.
  • Seamless integration: A modern ATS shouldn’t have any trouble connecting with other HR tools, such as job boards, social media platforms, background check providers, and HRISs, to seamlessly sync data and eliminate the need to enter any information manually.  

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Why Skill-Based Hiring Wins in Today’s Market


Companies clinging to outdated hiring practices – the ones fixated on checking every box under degrees, experience, and traditional skill matches – are on track to missing out on exceptional talent. We’re in an era that calls for a radical change in how we recruit.

Think about the untapped potential in a veteran’s leadership skills or the resource management prowess of a stay-at-home parent. These aren’t just alternative skills; they represent extraordinary capabilities masked as ordinary skills. When businesses value diverse skill sets, they don’t just add employees; they gain innovators and game-changers.

Skill-based hiring should be the cornerstone for businesses that want to thrive. It’s time to abandon the old ways and champion the revolution of skills.

The Limitations of Traditional Hiring

The old ways aren’t cutting it anymore.

In the race for talent, businesses using traditional hiring methods are like runners with weights on their feet. They’re stuck in the past, obsessing over candidates’ degrees and exact match experience. But this approach is leaving a goldmine of talent untapped.

Traditional hiring is like trying to solve a puzzle with only one type of piece. It overlooks a rich set of skills that don’t fit neatly into pre-defined boxes. Veterans, for instance, might not have corporate experience but possess leadership and crisis management skills that are invaluable in today’s fast-paced business world. Similarly, stay-at-home parents manage budgets and projects with a finesse learned in the school of life, not in boardrooms.

Organizations trapped in the cycle of obsolete recruitment methods are losing more than just potential hires; they’re also suppressing innovative thinking and constraining their ability to grow. In today’s market, being overly cautious is the greatest gamble.

Unleashing the Power of Diverse Talents

Envision a world of business where the focus of hiring shifts from merely fulfilling predefined criteria to unlocking the true potential of candidates. This is the essence of skill-based hiring, a strategy that not only embraces diversity but also fuels innovation and accelerates business development. By focusing on the unique capabilities of individuals, this approach taps into ‘discretionary effort,’ where employees are motivated to contribute more passionately. It’s a method that combines the principles of inclusion with intelligent strategic planning in a competitive market.

Diversity Breeds Innovation: Skill-based hiring erases traditional boundaries, creating opportunities for people to contribute their one-of-a-kind perspectives—igniting innovative solutions.

Cost-Effective Talent Acquisition: Think about the resources wasted on traditional recruitment methods – sifting through countless resumes, focusing on the wrong criteria. Skill-based hiring is like having a treasure map, leading directly to the most valuable assets: people with the right skills, ready to hit the ground running.

Retention and Engagement: When people are hired based on their skills and given the opportunity to fully utilize and develop them, they naturally become more engaged and invested in their roles. This not only boosts morale but also taps into what we call “discretionary effort,” where employees are motivated to go above and beyond. The result is a significant contribution to the business’s success, evidenced by lower attrition rates and enhanced productivity.

Competitive Edge in the Market: In today’s fast-paced world, businesses need to be agile and adaptable. Skill-based hiring ensures you have a team equipped to handle whatever comes your way, turning challenges into opportunities for growth.

In essence, skill-based hiring isn’t just a trend; it’s the future of successful businesses. It’s about seeing the forest through the trees – recognizing that the right skills can come from the most unexpected places and can be your biggest competitive advantage.

The Strategic Advantage of Looking Beyond Conventional Resumes

Businesses are becoming more cognizant of the fact that the richest sources of talent may not always follow a conventional path. This shift in perspective opens up a world of possibilities.

Value of Nontraditional Backgrounds: Individuals from nontraditional backgrounds often bring unique problem-solving skills, adaptability, and a fresh perspective to the table. They are accustomed to thinking outside the box, which is extremely valuable in today’s innovation-driven business environment.

Cultivating a Culture of Innovation: By welcoming talent with diverse experiences, companies cultivate a culture of innovation and continuous learning. This kind of environment encourages creative problem-solving and drives businesses forward in a competitive market.

Enhancing Team Dynamics: The inclusion of varied life experiences and perspectives enriches team dynamics. It leads to more robust discussions, diverse viewpoints, and, ultimately, more well-rounded decision-making.

Driving Business Success: Embracing nontraditional talent isn’t just about diversifying the workforce; it’s a strategic move. These individuals often display a high level of commitment and loyalty, translating to better performance and contributing to the company’s overall success.

This broader approach to hiring does not compromise on quality; rather, it expands the talent pool, leading to a richer, more dynamic, and more capable workforce. By recognizing the value of varied backgrounds, businesses can build a diverse workforce that’s also more equipped to tackle complex challenges with innovative solutions.

The New Era of Hiring: Skills at the Forefront

The future of hiring is skill-centric, focusing on the rich talents diverse individuals bring to the table. Moving away from traditional, checkbox-oriented hiring practices opens up a world of opportunities for businesses and job seekers alike. It’s about recognizing potential, valuing diversity, and embracing the unique skills and experiences each person offers.

As change becomes the only constant and as innovation becomes a critical driver, businesses aligning with contemporary recruitment strategies will emerge as industry leaders. Their workforces will be marked by a blend of skill, diversity, and vibrance, fully prepared for what lies ahead.


Should Recruiters Use AI in Resume Screening?

AI has swiftly transformed industries worldwide, revolutionizing how businesses operate, make decisions and interact with customers. In recruitment, AI’s impact is particularly profound, offering innovative solutions to age-old challenges.

From automating routine tasks to enhancing the accuracy of matching candidates with job vacancies, AI technologies make the recruitment process more efficient and effective. This evolution promises to redefine talent acquisition, making it faster, more inclusive and more precise.

The Pros of Using AI for Resume Screening

These technologies streamline the hiring process and introduce unprecedented accuracy and efficiency in identifying top talent. Here are the advantages of AI in resume screening that can aid recruiters and talent acquisition professionals.

Enhanced Candidate Matching

AI algorithms meticulously analyze resumes and match candidate qualifications with job requirements more accurately than before. For a typical job posting, recruiters might sift through 250 resumes yet invite only four to six candidates for an interview. AI tools excel in parsing this vast amount of data, identifying critical skills, experiences and qualifications that align closely with the job’s needs.

This precision elevates the quality of candidates moving forward. It ensures a better fit between the job role and the prospective employee, optimizing the recruitment process and enhancing the chances of a successful hire.

Efficiency and Speed

AI offers significant time-saving benefits over conventional human-led methods. By automating the initial screening phase, these tools can swiftly process and evaluate resumes, identifying suitable candidates much faster than human recruiters.

This efficiency can reduce up to 70% of the time traditionally spent reviewing resumes. Such speed saves valuable hours and enables a quicker response to applicants, speeding up the entire hiring cycle. This rapid processing ensures organizations stay agile, moving promising candidates through the pipeline faster and securing top talent efficiently.

Consistency and Fairness

AI’s ability to apply the same criteria to all candidates reduces human bias in the recruitment process. Unlike humans — who may have unconscious biases or vary in their evaluation standards — AI systems consistently assess candidates based on predefined criteria, such as skills, experience and education. This uniform application ensures a fairer screening process, where decisions depend on qualifications rather than subjective impressions. 

Additionally, with 77% of employers citing bad grammar and typos as reasons for removing resumes from consideration, AI can impartially identify such errors, ensuring all candidates are evaluated on the same grounds. This objectivity promotes fairness and helps build a diverse and competent workforce by focusing purely on the merits of each candidate’s qualifications.

The Cons of Using AI for Resume Screening

The cons of leveraging AI in this context reveal complexities that could impact the recruitment process and candidate experience. Here are the drawbacks that shed light on the full spectrum of AI’s role in modern recruitment.

Lack of Human Touch

One significant drawback of using AI is its inability to fully appreciate the nuances of a candidate’s experience and personality. Human recruiters excel at interpreting subtle cues in resumes and cover letters, such as the candidate’s creativity, adaptability and potential cultural fit within an organization.

AI can overlook these soft skills and intangible qualities — which often differentiate a suitable candidate from a great one — as these algorithms rely on keywords and quantifiable metrics. While it can efficiently process and evaluate many applications, it may miss out on candidates who bring unique perspectives or unconventional experiences that could enrich a team.

Over-Reliance on Keywords

A critical downside to AI-driven resume screening is its heavy reliance on specific keywords to identify suitable candidates. This approach can inadvertently overlook talented individuals whose resumes don’t align as well with the AI’s programmed criteria. Candidates might possess the requisite skills and experience but use different terminology to describe their accomplishments, leading to their exclusion from the selection process.

Such a scenario emphasizes the gap between AI’s capabilities and human recruiters’ nuanced understanding when interpreting a candidate’s background. This reliance on keywords can thus limit the diversity and quality of the candidate pool, sidelining potentially valuable hires simply because they did not use the “right” words on their resume.

Potential for Bias on Algorithms

A significant concern with using AI is its potential to inherit and perpetuate biases from its training data. Suppose an AI system is trained on historical hiring data that contains implicit biases. It may inadvertently learn to replicate these biases in its screening processes. This issue can manifest in various ways, including the unfair evaluation of candidates from underrepresented groups.

For example, there have been instances where AI systems misidentify or unfairly evaluate people of color due to biases in their training data. Such biases can skew the AI’s decision-making, leading to an unfair screening process that disadvantages specific candidates based on their demographic characteristics rather than their qualifications and abilities.

Ethical Issues in AI Resume Screening

Concerns about the handling and security of personal information processed by AI systems in recruitment are paramount, with questions arising over responsibility when AI incorrectly screens out suitable candidates. Bias in AI — stemming from gender, race, color and personality traits in the training data — can severely impact workplace diversity.

When AI systems inherit these biases, they risk perpetuating discrimination, inadvertently favoring particular groups. It raises ethical issues and legal concerns, pressing the need for transparency in AI’s decision-making processes and accountability in its implementation.

Balancing AI and Human Insight in Recruitment

Adopting AI in recruitment demands a balanced approach, where technology complements human expertise rather than replacing it. Recruitment professionals must maintain human oversight, ensuring AI tools aren’t sole decision-makers. Engaging in ongoing dialogue about the ethical use of AI will help navigate the complexities and maximize the benefits while minimizing the drawbacks.

The Gen Z Take on Skills – What You Need to Know

It wasn’t long ago that Millennials dominated nearly every headline. But as this generation started to enter their 40s, there was a marked shift in focus to Gen Z. Now sitting at the center of a veritable media frenzy, one can’t go more than an hour without hearing mention of this younger generation. While this demonstrates the fleeting nature of youth, it also opens up a number of questions about who Gen Z is and why they are so important, especially as they grow their ranks in today’s workforce.

Compare Gen Z’s rise to the continued interest in various forms of skilling, and we find ourselves at an unfamiliar crossroads. While Millennials often had to play defense, Gen Z has taken a different approach, letting the world know what they expect from their employers. This dynamic has given employers the opportunity to not only listen and learn but to develop workforce planning strategies that align with what Gen Z wants when it comes to continuous skilling opportunities.

Adobe’s 2023 Future Workplace Study surveyed over 1,000 Gen Z early career starters who were working at medium to large-sized companies in the U.S. and uncovered, “When asked what types of training they’d like to see more of, 48 percent said they wanted more training on hard skills related to their jobs, compared to 33 percent for soft skills.” However, over half of the survey respondents said they participate in career development training programs less than once a month, with a lack of time being their number one obstacle. Moreover, 28 percent believed that their current roles aren’t using their existing skills to their full potential. The disconnects are already apparent.

At a high level, it means there is a new generation of workers eager to advance their skills and careers without the means or bandwidth to do so. Still, concurrent to this narrative are those employers that believe Gen Z needs to improve their social skills, with some of the Big Four consulting firms going so far as to offer etiquette classes. Taking both points into consideration, this felt like the right moment to go directly to the source and see what a few Gen Z workers thought.

A 24-year-old at an American healthcare company explained, “I’m in IT, and while I didn’t expect to come into a job knowing everything, almost as soon as I had started to work here, I was encouraged to ‘reskill’ and ‘upskill.’ And though I get the value long-term, I hadn’t even had a chance to learn how to do my job before my employer wanted me to move in other directions. Honestly, it seemed like I had to do more college after just graduating to satisfy what they were asking of me. Some of this I could learn on the job if I had the chance.”

On the other hand, a 25-year-old in finance at a multinational professional services organization shared, “I knew before I looked for a job that there’s a lot changing in the world. My friends and I were in college during the pandemic, so we watched the whole remote versus in-office debate from the beginning, the Great Recession, tech layoffs and the scare about AI, and that’s just the last four years. I get that I am going to have to keep skilling myself to stay attractive as an employee, and yeah, it might be extra work for me, but it should pay off.”

Rounding out these interviews, a 23-year-old economist at an American multinational retail corporation said, “The whole skills conversation sounds important, but it doesn’t really feel like it’s about me. Maybe if my boss knew what I wanted to do with my career, I could get excited about it. Right now, it feels like another generic corporate initiative.”

For HR and talent leaders, each of these Gen Z voices provides critical insight. There is, ostensibly, room to improve how employers build continuous skilling initiatives in a way that is meaningful to both Gen Z workers and the organization overall. Here are some factors to think about:

  1. Think about skills from the start, as Gartner recently predicted. Instead of asking new Gen Z hires to immediately start skilling, Gartner considered how removing degree requirements and expanding apprenticeship programs can help organizations develop talent internally so workers gain the specific skills they will need to advance. Whether skills-first or skills-based, skills need to be part of the pre-hire process as well as post.
  2. Recognize that skills support more than just internal mobility. Though many organizations view continuous skilling as a tool for talent retention, it also permits turnover. As Josh Bersin expounded, “Careers that used to stay within an industry are morphing into ‘skills-based careers,’ enabling people to jump around more easily than ever before.” Given that younger workers have longer career runways begin the push for continuous skilling slowly.
  3. Stop the proverbial clock. At Davos this year, there was a panel about “The Race to Reskill,” which purported that a quarter of global jobs are expected to change by 2029. Doesn’t give anyone much time, does it? And though it is possible to see this type of sweeping change in the near future, that does not mean that Gen Z workers will lack usefulness as a result. Skills strategies will always require retooling as needs change and gaps emerge.
  4. Find alignment. A theme that jumped out repeatedly in conversations with Gen Z workers was the need to feel heard. Rather than put workers on a path, talk through different options. Some might benefit from mentorship or leadership coaching; others might want to take the classes and check the boxes needed to stay sharp. Either way, one size will never fit all (and that goes for any generation).
  5. Use the insights available. As macro trends evolve and workers cycle in and out of the organization, keep a close watch on existing skills and talents as well as metrics tied to productivity, engagement levels, growth and the like. Data can offer validation about what the workforce can provide beyond employee feedback. The journey to becoming skills-based needs to be measured along the way.

In the same way that it is impossible to talk about workforce planning without accounting for the expectations of Gen Z, it is impossible to talk about workforce planning without accounting for continuous skilling. By coupling the two early and often, employers have the ability to build what the future looks like, in line with the qualified talent helping drive the business goals forward.


Why Prompt Application Responses are Crucial in Today’s Market

Time can be a strategic advantage for securing top talent.

In the current competitive environment of hiring, swiftly responding to applications is a crucial strategy for employers aiming to draw and keep the best talent. Candidates now anticipate rapid feedback from companies and often prefer outright rejection over being left without any response, commonly referred to as ‘ghosting,’ during the recruitment process.

Achieving fast response times, however, is easier said than done. Today’s recruitment scenario often overwhelms companies with a massive influx of applications per job posting, making it a daunting task to handle this flood of potential hires. Yet, amidst this overflow, promptly replying to applications remains a top priority. Quick responses not only convey respect towards the applicants, fostering a positive impression but also distinctly mark a company as an attractive employer, capable of drawing superior talent. This post delves into the reasons why, despite the surge of applications, maintaining swift response times is essential and how it substantially enhances a company’s hiring process.

Delayed responses to applicants can lead to a negative experience for potential hires

In recruitment, making a good first impression is critical. Respecting the time and effort of candidates by responding swiftly from the outset enhances their experience positively. Even if the final decision is to reject, promptly informing candidates about their status demonstrates that the employer values their interest and recognizes their application. This approach builds goodwill and leaves candidates with a favorable view of the company, which is vital for building a strong employer brand and attracting future talent.

In a survey of nearly 3,000 job seekers, the most significant factor contributing to a negative experience was being ghosted by employers after submitting applications, followed by not receiving timely updates (within 5-7 business days) on their application status. The industry norm for average response time currently stands at 17 days—if every applicant is responded to, which far exceeds the one-week expectation. However, users of RippleMatch manage to enhance candidate experiences by responding to all applicants within an average of 5 days, with the best-performing users doing so in just one day. RippleMatch’s recruitment software enables quicker candidate review and response, allowing companies to promptly communicate with all applicants and then allocate more time to top prospects.

Long response times can also negatively impact your employer brand

In today’s highly connected world, a negative hiring experience can quickly be shared online or within personal networks, potentially damaging your reputation among top talent. On the other hand, being known for rapid and respectful responses can greatly improve your image as a preferred employer. Positive reviews and feedback about your application process can attract more and better-quality candidates.

Leaving candidates uncertain can cause you to miss out on excellent talent

The longer the wait between candidates submitting their applications and receiving updates on their progress, the higher the likelihood that they might lose interest or seek other opportunities. Delayed responses can cause candidate attrition. By offering timely feedback, you demonstrate your commitment to a swift hiring process, reducing the chance of losing qualified candidates due to delays. Immediate responses can lead candidates to perceive your company as proactive, organized, and genuinely interested in them as individuals, making your organization a more attractive option.

Prioritizing rapid response times allows you to focus on hiring outstanding candidates

A quick application response time optimizes and speeds up the hiring process. With prompt replies, employers can quickly identify qualified candidates, conduct interviews, and expedite the selection process. Reducing the time-to-hire not only conserves resources, crucial for smaller talent teams, but also helps secure top candidates before they accept other offers. Investing in a prompt and courteous application response process is crucial for the future success of your organization. Employing advanced AI-driven recruitment software, like RippleMatch, aids recruiters in faster candidate feedback. RippleMatch’s technology automates applicant reviews, allowing for rapid responses and securing top talent ahead of competitors. Additionally, by reducing review times by 70%, our technology provides your team with more time to focus on strategic initiatives within your organization.