Tech Talent Has Growing Expectations: Will Employers Rise to the Challenge?

What happens when tech talent teams, used to analyzing data to identify patterns, look introspectively at data about their own roles? Over the last few years, industries from technology to hospitality have experienced significant shifts.

The Great Resignation pressured employers to offer higher compensation and in a post-pandemic world, flexibility is paramount. Coupled with the economic uncertainty that led to more than 240,000 layoffs last year, the tech industry is on high alert.

In the last quarter of 2023, we released our annual trend report, Unveiling Emerging Tech Talent Trends in 2024 and Beyond. The report, which is based on data gathered and analyzed from our platform’s database of over half a million technical candidates using figures from jobs offered, jobs declined and locations is designed to illustrate the state of tech hiring and predict what is and will remain important to candidates and employers.

Overall, the data tells us that salary discrepancies, potential for upward mobility and development, and diversity and inclusion are top of mind for hiring managers and tech talent alike. In 2024, there is pressure to continue hiring to innovate. Stagnation risks the loss of strong technical talent, forcing global businesses, especially those that are not digitally native, to struggle to compete with more nimble tech-first competitors—both for talent and customers. Tech talent has made their expectations clear. How hiring teams respond will set the tone for the next era of technical hiring.

Money Matters: Navigating Salary Expectations

Money continues to make the world go round. As the primary motivator of employment, it’s no surprise that the biggest point of contention between tech talent and their employers is salary. 

High salaries are something that tech talent has come to expect, but be it because of market inflation or simply a post-Covid-19 adjustment, entry-level salaries aren’t what they used to be. According to our report, the average junior salary has dropped by roughly $12,700 in the last five years. Adding fuel to the fire, recent media buzz has spurred fears of the loyalty tax or the risk of being financially penalized for staying with the same company when there would be higher-paying jobs if they moved elsewhere. Combined, this has left new talent yearning for more and ready to leave at a moment’s notice when they don’t get it.

Balancing the supply and demand of talent and salaries depends on several factors, including what roles are most popular at a given time, and can lead to discrepancies. Where employers see salaries as a competitive investment in top talent for their business, employees expect them to be a reflection of their value and expertise.

As both parties engage in the dance of negotiation, compromise is necessary. Inflation, the rising cost of living, and increasing expectations are all growing concerns for employees. Organizations that fail to meet the financial expectations of their current and potential employees, risk losing out on the specialized skills that the employee offers and the potential to grow in tandem with the organization over time, especially in areas we are seeing considerable growth like for AI, Rust, Machine Learning and Site Reliability Engineers.

Navigating the Industry Terrain Two-fold

Though a key component, money is not the sole consideration during a job hunt. When seeking a new position, tech candidates ask where the tech roles are, but this question can be dually interpreted: where someone ranks within the company (ex. a senior-level position) and the physical working location (remote, hybrid or in-person). Though vastly different meanings, both hold high importance for potential candidates.

According to our report, fully onsite roles are slowly making a return and currently make up around 20% of open positions. However, hybrid reigns supreme with 65% of open positions on our platform and the format that is most popular with tech talent. As the future of working location continues to unfold, organizations still have the opportunity to decide which model works best for their workflow but will have to reconcile with potentially alienating prospective talent if they move away from the preferred flexibility that employees expect.

Looking at seniority, our report has uncovered a paradox where companies are eliminating entry-level roles but hiring managers complain that mid-senior level talent doesn’t fit the culture—ignoring how fruitful upskilling can be for both parties.

With a significant decrease in open positions at the entry level, talent looking to begin their tech careers is regularly passed over in favor of more experienced hires, reaping immediate access to their developed skills and knowledge. This top-heavy model eliminates the ability for junior talent to break into the industry and build a skillset from the ground up in alignment with their employer’s unique practices and values.

While talent is encouraged to differentiate themselves by refining their portfolios and resumes through hackathons, projects, and other training to enhance their skills, the burden to hire across varying levels of seniority falls on the employer. When HR teams prioritize hiring from the bottom up, they reap the benefits of internal mobility, including recruitment savings and engaged employees with a deep understanding of the organization and its values. These naturally result in strong employee retention, leading to more developed skills, higher job satisfaction and a strong work culture that ultimately benefits all parties.

Diversity and Inclusion: Are Barriers Being Broken?

The tech industry is slowly, but surely, becoming more diverse. Beyond a vanity metric, DEI has now become a strategic imperative to improve problem-solving. According to research from McKinsey, diverse teams are more reflective of a global customer base, which can lead to improved products and services.

HR has the opportunity to prioritize diversity from the ground up, beginning with the application, interview and onboarding processes. For example, by removing personal descriptors in applications to enable blind recruitment.

When it comes to culture, employees are asking to feel comfortable showing up to work as they are. Companies that structure their culture around the idea that employees can “bring their whole selves to work” or exist authentically among their peers in the workplace, will find that employee performance and retention improve long-term.

As an industry that is roughly 25% female, 9% neurodiverse, 44% Asian according to the report, progress is being made, but we’re not out of the woods yet. Being wholly inclusive takes time and effort for long-lasting change, but organizations continuing to uphold these initiatives are positioned to see the strongest results.

The technology industry is set to see major shifts in 2024 and staying ahead of hiring trends and employee satisfaction requires internal alignment. Hiring teams that fail to embrace this change will find that current and prospective employees are less tolerant of outdated practices that aren’t reflective of their values. Communicating to your employees that they are the backbone of your organization through higher salaries, flexible work locations, development of junior talent, and cultivating diverse environments are key ways teams can demonstrate commitment to the ultimate goal of raising tech hiring standards industry-wide.

The Benefits and Process of TRUE Skills-Based Hiring

Modern jobs are dynamic. A person with all the proper credentials today may find that their role has significantly changed five years later. Take marketing as an example. A person who studied marketing in the early 2000s would have learned fundamental skills that still apply today but lack some application skills. Many of the tools and avenues companies use to market today didn’t even exist at the turn of the millennium. As a result, recruiters increasingly hire for skills over degrees as certifications.

The shift towards skills-based hiring is transforming the recruitment landscape, offering a more accurate and inclusive approach to evaluating candidates. This article examines the benefits and practical application of skills-based hiring in your organization.

What is Skills-Based Hiring?

Skills-based hiring represents a paradigm shift, placing a greater emphasis on the specific skills and competencies that candidates bring to the table than their qualifications. This approach ensures a match between candidates and day-to-day job requirements. It also provides job seekers who don’t have many degrees with equal opportunities to showcase their skills.

You may think this is simple to execute – that it’s merely a case of looking at the skills a candidate lists on their resume instead of their education. Think again. Resumes may not fully reflect a candidate’s practical skills and competencies, leading to potential mismatches between job requirements and candidate capabilities.

Critical Components of Skills-Based Hiring

Identifying relevant skills and effective means to assess them are crucial components of skills-based hiring.

To start, employers must understand the skills essential for a particular role. Once that’s established, you’ll need to identify methods to evaluate these skills during the recruitment process. Tech provides answers in the form of candidate assessment software.

3 Benefits of Skills-Based Hiring for Employers

Changing up your hiring funnel to prioritize skills may sound disruptive. A traditional process of elimination may focus more on where a person studied, the degrees and diplomas they have to show for it, and their past titles.

So, to get your head in the game, let’s focus on what you stand to gain from shifting to a skills-based hiring model.

The Right People From Day-One

Embracing skills-based hiring leads to improved hiring accuracy.

By focusing on skills, employers can assemble teams with members who possess the precise competencies required for success. This cuts down on training time and costs. It also minimizes the lag time from filling a role to when the employee is fully operational and making a profitable contribution.

An Improved Candidate Experience and Employer Brand

We all want inclusive teams. However, if you reject applications because a specific qualification isn’t listed, you’re not giving every candidate a fair shot.

You may, for example, require a degree in HR for a person to sit on your human resources team. The truth is that many HR thought leaders come from a background in journalism, management or other roles that have given them excellent HR skills, including practical project management and communication skills.

Skills-based hiring promotes equal opportunities for job seekers. Candidates are evaluated based on their skills and potential rather than their past experiences. This allows individuals with diverse backgrounds and unconventional career paths to shine by highlighting their transferable skills.

The downstream effect is that candidates feel seen, and your reputation as an employer shines.

An Ever-Improving Workforce

When you hire for skills, you inadvertently also hire a particular kind of person, a philomath. A philomath is a lover of learning.

When a person has earned a qualification, they can choose to apply that knowledge repeatedly, or they can keep adding to it by learning new skills. Similarly, someone with no qualifications may have picked up many skills simply from working alongside great minds and constantly adding to their skills.

This learning can happen in a facilitated setting, such as a course, or by self-study, hands-on testing, and discovery. Either way, employing people who collect knowledge (philomaths) means your accumulative organizational skills will tend to expand.

To be fair, candidates with prestigious degrees and certifications are often also philomaths. Skills-based hiring does not mean discounting candidates who have formal qualifications. However, it gives a platform where candidates are considered based on their ability to learn and apply practical skills.

Setting Up a Hiring Funnel for Skills-Based Hiring

A hiring funnel is a systematic approach to identifying, assessing, and ultimately hiring candidates based on their specific skills and competencies. Let’s look at the key steps to establish a successful hiring funnel tailored for skills-based hiring.

1. Define the Skill Requirements

The foundation of a skills-based hiring funnel begins with a clear definition of the skills required for each position.

Collaborate with hiring managers and team leaders to identify the key competencies that will contribute to success in the role. These skills will be the benchmark for evaluating candidates throughout the hiring process.

2. Craft Compelling Job Descriptions

Articulate the skill requirements in your job descriptions. Writing a good job ad means you give job seekers a clear picture of the day-to-day tasks and expectations of the role.

Communicate the specific skills and competencies essential for success in the role. Use language that resonates with potential candidates and highlights the value of their skills in contributing to the organization’s goals.

3. Resume Screening Based on Skills

During the initial stages of the hiring process, focus on resume screening that prioritizes skills.

Look for specific examples of how candidates have applied relevant skills in their previous roles. This step ensures that candidates with the required competencies progress to the next stage.

4. Implement Skills Assessment Tools

Incorporate skills assessment tools and techniques into the application process. This could involve pre-employment tests, practical assignments, or scenario-based assessments.

These tools provide tangible insights into candidates’ abilities, allowing you to evaluate their skills objectively. Many candidate assessment tools can integrate with the recruitment software you already use. Look into recruitment process automation that can trigger the skills assessments you need for various roles based on a candidate’s success in the interview and vetting process. This will save a ton of time and admin as opposed to managing the assessments yourself.

5. Conduct Skills-Based Interviews

Skills-based interviews provide valuable insights into a candidate’s ability to perform in the role. Design interview questions that directly assess the candidate’s skills and competencies.

Use behavioral and situational questions to understand how candidates have applied their skills in real-world scenarios. Interview gamification can also prove that candidates are comfortable using the skills they say they have.

6. Use Blind Recruitment Techniques

Consider implementing blind recruitment techniques to eliminate unconscious biases in the hiring process. Remove personally identifiable information from resumes and focus solely on the skills and experiences relevant to the job.

This fosters a more inclusive hiring environment – one that aids you in building a diverse workforce.

7. Provide Skills Development Opportunities

Offer philomath candidates the chance to showcase their commitment to continuous improvement.

Highlight opportunities for skills development within the organization. This can include access to training programs, mentorship, and other resources that support ongoing skill enhancement.

8. Collaborate with Hiring Managers

Maintain open communication with hiring managers throughout the process. Ensure alignment on the required skills and gather feedback on candidates’ performance in skills assessments and interviews.

You’ll need a scoring matrix to know what skill level is acceptable for each requirement. Also, consider transferable skills. For example, if your company’s operations run on a particular software platform, a candidate adept at a similar platform may only require minimal upskilling before they are acceptable.

Collaboration with hiring managers enhances the accuracy and scope of the evaluation process.

9. Offer Clear Feedback to Candidates

Provide constructive feedback to candidates, especially if they are not selected for the role.

Offer insights into areas for improvement and suggest resources or development opportunities. Transparent communication builds a positive employer brand and encourages candidates to refine their skills.

10. Continuous Improvement and Evaluation

Regularly evaluate the effectiveness of your skills-based hiring funnel. Analyze key performance indicators, such as time-to-hire, the accuracy of skill assessments, and candidate satisfaction.

Use this data to identify areas for improvement and refine your hiring process.

Future Trends in Skills-Based Hiring

Various sectors are now adopting skills-based hiring, with success stories and challenges emerging across different industries. Understanding how various sectors approach skills assessment provides valuable insights for employers and job seekers.

The future of skills-based hiring involves a continuous learning and upskilling approach. As industries evolve, candidates are expected to adapt and grow with them. This trend emphasizes the importance of ongoing education and professional development.

Final Thoughts on Skills-Based Hiring

Establishing a hiring funnel for skills-based hiring requires a strategic and well-defined approach. By defining skill requirements, implementing assessment tools, conducting skills-based interviews, and continuously refining the process, organizations can build a hiring funnel that identifies top talent and fosters a culture of ongoing skill development.

In conclusion, skills-based hiring is a transformative approach that benefits both employers and job seekers. Organizations can build high-performing teams by focusing on specific skills and competencies, while individuals can showcase their true potential.

Embracing this shift in the recruitment paradigm ensures a more accurate and inclusive hiring process.

10 Communication Strategies to Better Engage Candidates

Engaging candidates effectively is crucial in today’s competitive recruitment landscape, so we’ve gathered insights from industry experts, including recruitment consultants and managing directors. From maintaining transparency and regular check-ins to engaging candidates via social media, discover the top ten specific communication strategies that have kept candidates interested throughout their recruitment journeys.

Maintain Transparency and Regular Check-Ins

Transparency and constant check-ins with both hiring teams and candidates are very helpful with keeping candidates engaged. You want to ensure that you have a quick communication channel and a clear timeline with the hiring team to provide updates to your candidates.

However, we work with people, and things may arise on both sides. If they do, candidates notice when a recruiter proactively reaches out to them, even when there is no real update and the decision is still pending. Instead of them being worried about whether it is okay to send you a follow-up message, be the one who reaches out first to check in with them, provide an update, and learn about any new developments from their side.

In my opinion, it is all about the relationship that you build along the way. You want to ensure that all parties involved trust you enough to provide clear and timely updates for you to be able to relay these to the other side and facilitate a smooth process.

Katya Lapayeva
Recruitment Consultant, Robert Walters

Implement Micro-Communication Tactics

Micro-communication. There is nothing worse than not communicating with candidates throughout the recruitment process—ghosting should be left in the past. Micro-communication means keeping candidates informed of their position in the application process. People are used to small bites of information and being updated—recruitment is no different. You let them know about the steps in the process, any potential delays, deadlines, or developments, how many candidates are still in the process, and about the next activities.

This does not mean that you overwhelm the candidate with information. On the contrary, the candidate feels confident and valued and does not have the extra stress of missing something.

This also includes sending timely rejection letters and honest feedback about their application. Modern ATS solutions like Teamdash help automate this micro-communication, which leads to a better candidate experience and engaged candidates.

Merilyn Uudmae
Content Manager, Teamdash

Send Immediate Post-Call Summaries

Sending a summary email or text immediately after the phone call is important. This keeps the conversation fresh in the candidate’s mind, which is especially important as they often interact with multiple recruiters and may be employed elsewhere. The summary outlines key points from the call and clearly states the next steps or actions required from the candidate, thereby significantly increasing engagement rates.

Siddhartha Gunti
Co-Founder, Adaface

Automate Initial Outreach and Follow-Ups

Our primary sourcing platform is LinkedIn. We always stress the importance of communicating personally with each and every candidate. However, at the initial stages of outreach to candidates, it doesn’t hurt to automate a few things, especially repetitive messages that are usually sent out using copy-and-paste.

We encourage our HR to eliminate manual routine by sending connection requests or InMails automatically. Many tools for LinkedIn automation or email outreach are empowered with AI: they recognize replies, can alternate different messages to candidates or stop automatic campaigns under certain conditions.

It helps to separate messages that require a more personal answer from those that can be pushed further down the standard pipeline. This way, our recruiters save enough time on repetitive tasks and are able to ensure that every candidate gets answers within one business day, which shows that the recruiter is interested in them and is open to additional questions. When people feel that the company cares and know that none of their questions stay unanswered at any point of their journey, they are eager to participate in the recruitment process.

Daria Erina
Managing Director, Linked Helper

Update Candidates on Application Status

We noticed that candidates feel more confident when we keep them up to date on the status of their application and the overall progress of the hiring process. Doing this not only shows that the company is open and honest but also that it really wants to keep candidates interested.

For example, sending regular emails or personalized messages at important points—like confirming receipt of the application, letting candidates know when they’ve moved on to the next stage, and giving feedback on time—can help manage candidates’ expectations and lower uncertainty. This proactive way of communicating with candidates makes them feel valued and involved, which in turn fosters a positive opinion of the company.

Keeping lines of communication open and regular is beneficial for our company’s image. If candidates feel informed and valued, they are more likely to stay interested in the organization, even if they don’t get the job. This approach helps build long-lasting relationships and a strong reputation in the talent pool.

Bianca Nagac
Marketing Manager, MVP Asia Pacific

Provide Timely Feedback 

In my experience, keeping candidates informed and transparent has been the most successful way to keep them engaged throughout the hiring process.

This method demands communicating via personalized emails or messages at regular intervals. I make it a point to give timely feedback or an update on the decision timeline following each interview. This openness aids in managing candidates’ expectations and lessens uncertainty, two factors that can contribute to disengagement.

Candidates are more invested, and they develop trust in and respect for the company as a result of this transparent channel of communication.

Regardless of the result, candidates benefit from the transparency and consistent communication, which usually makes the process more pleasant.

John Butterwort
Founder and CEO, 10kschools

Prioritize Honesty and Trust-Building in Communication

The art and science of communication, especially among people new to each other, may share a few characteristics. When directing a candidate through the maze of recruitment steps and practices, we strive to focus on the principles of honesty and trust-building.

Our candidates need to experience the pleasure of knowing that their meetings and materials express the reality of our operation. We want candidates to enjoy the process, whereby they will look forward to the next steps and the next meetings, as further opportunities for their learning, not just their interrogation.

Our leaders instruct all staff to answer their questions honestly, even when the details may not place our company in the best light. For example, when a candidate asks about the specific tasks they will be expected to perform, we encourage our team to also include the reality of our production flow. All staff, including our founder and leaders, are expected to accept any task that seems necessary at the time, including the most menial.

When we present that reality to new candidates, we also demonstrate that in real time. We find that our candidates remain interested in our company, wanting to continue their recruitment journey and potentially secure a position among a staff that truly functions as a team.

Ashley Kenny
Co-Founder, Heirloom Video Books

Send Personalized Emails 

In my experience, the most effective communication strategy for engaging candidates throughout the recruitment journey is personalized and transparent communication. For instance, at a tech startup I advised, we implemented a strategy where each candidate received personalized emails at every stage of the recruitment process. These emails included specific details about their application status, what they could expect next and timelines for each stage.

This approach proved highly effective for several reasons. First, it kept candidates informed and engaged, reducing uncertainty and anxiety often associated with job applications. Second, the personalized touch made candidates feel valued and respected, enhancing their perception of the company.

In addition to emails, we also used quick, informal check-in calls, especially before and after significant stages like interviews or assessments. This provided an opportunity for candidates to ask questions and for us to reiterate our excitement about their potential at the company.

Niclas Schlopsna
Managing Consultant and CEO, spectup

Be Clear About the Process

In my experience, the simplest tactic works wonders: keep candidates in the loop. Be clear about the process, respond to inquiries promptly, and update them at every stage, even if it’s just to say “we’re still reviewing applications.”

Open communication builds trust and shows respect, keeping them engaged and invested in the opportunity. Remember, candidates are people, not just resumes. Treat them with transparency, and you’ll attract and retain the best.

Kimberley Tyler-Smith
VP of Strategy and Growth, Resume Worded

Engage Candidates via Social Media

I find that if you are consistent and active on social media, easily contacted, and visibly seen to be engaged in the industry, then you will attract and maintain the interest of potential candidates. This means replying promptly to messages from candidates, sharing industry news and building your brand awareness through articles and thought leadership.

Katharine Gallagher
Founder, Personal and Professional Growth,

Fostering DEI for Employees from Day One

Creating a sense of belonging at work is not just a feel-good sentiment; it’s a powerful driver of high productivity rates and overall employee satisfaction. However, this sense of belonging often wanes when employees report inconsistent experiences, particularly during the hiring and talent management phases.

From hiring to exit interviews, business leaders must recognize the need for approaches that are tailored to the diverse needs of their workforce if they want to foster a culture of equity and inclusion throughout the entire employee journey. Employers must build a brand that communicates their commitment to equity to both passive and active job seekers, as well as those they already employ.

Ensuring your workplace caters to the needs of all employees is no simple task because it takes time and necessary resources to develop a personalized approach. However, establishing a fair and equal work environment is easier if you prioritize employee belonging from the start with strategic, personalized and equitable recruiting and onboarding.

Identifying Talent Who Matches Your Company Values

Recruiters and talent acquisition professionals play a pivotal role in securing employees who not only excel in their roles but also remain committed to the company. The first step in this process is to thoroughly understand the company’s culture and values. By comprehending the company’s ethos, recruiters can pinpoint candidates whose personal values align with the organization’s. This alignment goes a long way in ensuring long-term employee satisfaction and retention.

Recruiters can also work with their organization’s leadership to establish a compelling employee value proposition (EVP) that encompasses all the benefits and opportunities the company offers to attract new employees and keep current employees. It goes far beyond the size of an employee’s paycheck to include whether they feel valued, engaged and welcomed on a daily basis.

Recruiters should evaluate a candidate’s compatibility with company culture through comprehensive interviews and reference checks to enhance the employee’s life cycle and attract employees who are committed to growing with the company.

Creating an Inclusive Hiring Culture

It’s crucial to recognize it’s not a one-size-fits-all approach to enhance equity across the employee lifecycle. Different employees have varying needs, experiences and backgrounds. Therefore, it’s vital to tailor strategies to address these unique requirements. Personalized approaches encompass the entire employee lifecycle, starting from recruitment and onboarding to ongoing professional development and career advancement. By acknowledging and accommodating these differences, organizations can create an environment where every employee feels valued, heard and included.

According to Achievers Workforce Institute, diversity, equity and inclusion (DEI) have been identified as a high priority by more than eight in ten HR leaders (84%). In another recent study, Gartner discovered that inclusive teams improve their performance by up to 30% in environments that are high in diversity. At Achievers and Workday, we incorporate belonging as another essential element in creating a fair workplace environment.

In addition to increasing your company’s talent pool, expanding your recruitment searches to include a more diverse range of candidates will increase your company’s chances of finding the best hire who will fit in with your company’s culture and goals.

A variety of strategies can be implemented during the recruiting process to support diversity:

  • Convey clear and concise job descriptions – It is important to avoid bias or any gendered language in job descriptions so that a broader pool of candidates can be attracted, and unconscious bias can be reduced during the screening process.
  • Diversify recruitment channels – Employ platforms, organizations, and networks that cater to underrepresented groups to increase visibility among candidates who might otherwise be overlooked.
  • Mobilize a hiring panel – Ensure that hiring panels are diverse and train panel members to recognize and mitigate biases.
  • Structure your interviews – Providing standardized questions leads to a more equitable and fair evaluation process. They help ensure that each candidate is assessed based on the same criteria and reduce the potential for personal prejudices.
  • Conduct blind resume reviews – When reviewing a stack of resumes consider removing personal information from resumes before they are reviewed. This draws your focus more on qualifications rather than demographic details.

These strategies will create an environment of belonging and inclusion, leading to more enthusiastic employees serving as advocates and recommending talent to hire.

Setting Up New Hires for Success with Their People Leaders

Talent acquisition professionals and hiring managers have the responsibility to not only find great hires but also hires who are invested for the long haul. To achieve this, recruiters must communicate important information about the employee or their preferences to their leaders during the onboarding process.

That’s why it’s essential to establish transparent and clear communication at the start. When new hires embark on their onboarding journey, it’s imperative that recruiters convey key information about the employee’s preferences and needs to their respective people leaders. This ensures a smooth transition into the company and helps address any potential issues early on. Recruiters should act as liaisons between the new hire and their managers, which includes facilitating an open dialogue that sets the stage for a successful and long-lasting employment relationship.

Equity Builds Belonging, Boosts Successful Employee Lifecycles

The journey to increasing equity across the employee lifecycle demands a strategic and multi-faceted approach. As a first step, recruiters and business leaders must acknowledge that consistent experiences throughout the employee journey are critical to fostering a sense of belonging and ultimately driving higher productivity and employee retention. Once they implement the proper steps to embrace employee belonging from the get-go, organizations can build a more inclusive and resilient organization where all employees thrive.

Empowering Candidates to Shape Their Recruitment Journey

In the quest to create a more engaging recruitment process, we’ve gathered insights from top professionals, including talent acquisition specialists and CEOs. They share empowering strategies, from offering personalized feedback to fostering participation via transparent communication, that put candidates in the driver’s seat. Discover how these approaches have transformed the recruitment experience, starting with personalized feedback and culminating in fostering candidate participation.

Offer Personalized Feedback 

I make sure candidates feel like they’re in the driver’s seat of their job search. One way I do this is through consistent, personalized feedback.

After each step, I try to share as much insight as I can on their performance and discuss their career goals; whenever possible, I reach out to share any tips I may have regarding upcoming interviews. I also try to make it a collaborative experience.

This approach empowers candidates, giving them a better understanding of where they stand and helping them shape their journey with the company we’re partnering with. It’s a small effort that goes a long way in building a positive connection throughout the recruitment process.

Alejandra Canizares
Talent Acquisition Specialist, HopHR

Allow Candidates to Choose Their Interview Format

Empowering candidates to actively participate in their recruitment journey is pivotal for creating a positive and engaging experience.

At a tech startup I worked with, we implemented an approach where candidates could choose the format of their final interview. Instead of a traditional question-and-answer session, candidates were given the option to present a project relevant to the role they were applying for, participate in a problem-solving workshop or engage in a more conventional interview format.

This approach empowered candidates by giving them control over how they wanted to showcase their skills and compatibility with the role. For instance, one candidate, applying for a marketing position, chose to present a comprehensive marketing strategy for one of our products. This not only demonstrated her strategic thinking and creativity but also her understanding of our product and market.

This strategy was effective because it allowed candidates to play to their strengths and engage in a way that was most comfortable for them, leading to a more authentic assessment of their abilities. It also provided us with deeper insights into their potential and fit for the role.

Niclas Schlopsna
Managing Consultant and CEO, spectup

Enhance with Real-Time Application Tracking 

Empowering candidates to actively participate in and shape their recruitment journey is a crucial aspect of modern hiring practices. In my experience, one effective way to do this is through transparent and interactive communication throughout the recruitment process.

For example, at a previous company, we implemented a platform that allowed candidates to track their application status in real-time. This system provided them with detailed information at each stage, from application receipt to interview scheduling and feedback. Candidates could also use this platform to schedule or reschedule interviews, submit any additional information and ask questions directly to the recruitment team.

This approach significantly empowered candidates by giving them control and visibility over their application process. It made the experience more collaborative, with candidates feeling more engaged and valued. The qualitative feedback from candidates highlighted their appreciation for the transparency and ease of communication, which also reflected positively on our employer brand.

Quantitatively, we observed an increase in the number of candidates who completed the application process and a decrease in the time taken to fill positions. This approach improved candidate satisfaction and efficiency in the recruitment process.

I recommend this strategy to other businesses as it fosters a more candidate-centric recruitment experience, which can significantly enhance the quality of hire and bolster the company’s reputation as an employer of choice.

Jaskaran Deu
Director, DEU Estates

Provide Detailed Interview Feedback 

I empower candidates by actively involving them in the recruitment process. For example, I provide detailed feedback after interviews, allowing candidates to understand their performance and areas for improvement.

This approach not only helps them in their current application but also aids their long-term career development, giving them a sense of control and participation in shaping their recruitment journey.

Josh Steppling
Broker Associate, Treasure Coast Real Estate

Foster Participation via Transparent Communication 

Candidates are more likely to feel empowered when they are given the knowledge, transparency and chances to actively participate in and shape their own recruitment journey.

For example, transparent communication and feedback are crucial in the hiring process. Clear job descriptions and a transparent recruitment process help candidates make informed decisions about the position, aligning with their skills and career goals. This transparency helps prepare candidates for interviews, assessments and other hiring steps.

Regular updates on application status, interactive interviews, and skill-assessment opportunities are essential for a successful recruitment process. Feedback on application status, whether positive or negative, shows respect for candidates’ time and effort.

Two-way conversations allow candidates to showcase their skills and experiences, while practical assessments or work samples provide a fair evaluation. Promoting diversity and inclusion in the recruitment process demonstrates a commitment to creating an inclusive workplace. Providing equal opportunities for candidates from diverse backgrounds contributes to a more empowering and equitable process.

Vikas Kaushik
CEO, TechAhead

The Impact of Bad Hires and How to Prevent Them

While finding the right person to join an organization is certainly the goal, every business has made a bad hire, and even the best recruiters can unintentionally bring a less-than-desirable employee into the organization. While unsuccessful recruiting decisions can be commonplace, what it costs the organization, from actual dollars to workplace culture, quickly adds up.

To put the monetary value in perspective, the U.S. Department of Labor reports a bad hire can cost up to 30% of the employee’s wage. With the average American wage of $60,000, one bad hire can cost a business $18,000. Additionally, once a business considers the soft costs of managers and leadership investing their time in the hiring and training process, the price continues to skyrocket.

Who Is a Bad Hire?

Obviously, a bad hire does not mean the person is bad, but rather the person is not the best fit for the role or the organization. These hires may not meet the organization’s standards or expectations as it relates to the quality of performance. However, there is poor behavior that constitutes a bad hire. If a new hire lied about their skills or knowledge during the recruitment process, they are not engaged or they have a negative attitude, these are indicators of  a bad hire.

If someone is a bad hire, it often quickly becomes apparent. Hiring the best people for the job should be every recruiter’s goal, not how fast they can fill the position. Since the recruitment process is mission critical, it is important to know what makes a bad hire for an organization, the red flags, and the impact they can have on the company.

What Are the Costs of a Bad Hire?

Recruiting and training time: The recruiting process takes four to six weeks on average. During this period, time is spent writing the job description, obtaining approvals, posting ads, screening resumes, contacting candidates, conducting interviews and negotiating offers. Furthermore, the process does not end when an offer is accepted. New employees, no matter what their experience, need time to learn about the company, its processes and the job’s duties. If a bad hire is made, that time extends, as the recruitment process continues.

Low productivity: When a new employee has overstated their qualifications, they may begin to struggle to keep up with the position and their manager’s expectations. The slow or error-filled work can cost the company money, but it also costs the managers time in oversight and addressing performance issues.

Poor morale and decreased teamwork: An employee who lacks the skills to do their work properly forces others on their team to cover their work. When they are allowed to continue employment for too long without improvement or meeting expectations, it has a negative impact on employee morale. Additionally, if the issues are not addressed, it communicates to current employees that less-than-optimal work is acceptable. The same goes for new hires who exhibit a negative attitude or become too confrontational. The new dynamic adds unneeded stress to the team, becomes a distraction, and reduces overall engagement. A bad hire can also result in some loss of leadership’s credibility to the team since the hiring decision is a highly visible and impactful event.

Lost clients: Relationships are at the core of many businesses. When client relationships are damaged due to poor performance or lack of professionalism of an employee, it can result in a loss of business. An unsatisfactory interaction or fractured relationship can have lasting implications for the reputation of the business, as well. This holds true not only for potential lost clients, but also for key business partnerships.

Weakened employer brand: A company’s reputation is based on several factors, but one major component is the employees who represent the organization. When an employee does not embody the company’s mission or values outside of work, it can negatively impact future sales, vendor relationships and recruitment efforts. An employee’s action in person or online heavily influences what people think about the company that employs them.

Litigation: Bad hires can make companies more vulnerable to litigation, depending on their position. Not knowing or having the skills to properly do their job opens the company up to egregious mistakes in the eyes of the law.

How To Prevent a Bad Hire

The most seasoned recruiters can make a bad hire, but there are a few things to consider during the recruiting process.

  • Take your time. There may be pressure to fill the role, but not hiring the right person from the start creates more problems, including monetary and non-monetary costs.
  • Fine-tune the job description. A clear, concise job description can help recruiters and hiring managers identify people with the skills necessary to fill the role. This also helps candidates have a better idea of the expectations and requirements of the position.
  • Standardize the interview process: Recruiters and hiring managers should have set questions to ask each candidate, facilitating a consistent and fair hiring process. Involving team members for behavioral and peer-to-peer interviews can help determine if the candidate is a good culture fit.
  • Check references: References are a very helpful tool that some tend to skip. Checking references allows recruiters to validate a candidate’s honesty, especially regarding knowledge and skills. References also provide insight into a candidate’s attitude toward work and their work ethic.

The Bottom Line

Bad hires happen, but it is important for recruiters to know how it impacts the company. Providing recruiters with the proper tools and training to identify red flags is a helpful first step. Once recruiters know how to prevent a bad hire, they should be better prepared to attract the best talent for the company.

Building a Stronger Workforce With the Right Benefits

January is typically a high-turnover month, as it’s a time of the year when companies make decisions about hiring and layoffs while employees tend to reconsider their professional circumstances and goals. So now is an ideal time for recruiters to closely examine their ability to attract and retain top talent. Beyond making a compelling case to candidates, HR teams should be mindful of whether they’re meeting existing employees’ needs, especially when it comes to benefits.

One way to cover both bases is for recruiters and HR teams to determine whether their benefits programs maximize employee value. This means ensuring that the company offers benefits employees actually want and providing enough flexibility to meet the demands of diverse workforces. Employee turnover is extremely destructive – it imposes immense direct costs on companies, slashes productivity, harms morale and workplace cohesion, and reduces already low workforce engagement rates.

These consequences frequently have multiplier effects. Turnover can be contagious, and employees are under increased strain when the company scrambles to replace their departed colleagues. Meanwhile, prospective employees will be discouraged from working there when a company earns a reputation for having high turnover. These are all reasons why recruiters and HR teams need to carefully evaluate their benefits to identify which ones employees embrace and which ones are working against them.

The Debilitating Costs of Turnover

There’s a reason 93% of organizations are concerned about employee retention – turnover costs companies vast sums of money and has a deeply corrosive impact on the workforce. Gallup reports that the cost of replacing an employee can “range from one-half to two times the employee’s annual salary,” while the total financial burden for American businesses is $1 trillion annually. Considering that over half of employees are actively or passively searching for a new job, many companies should be especially concerned about these consequences.

There are more job openings than employees to fill them, and turnover can be incredibly costly in a tight labor market. Despite some recent slackening in the labor market, budgets for salary increases are at a two-decade high, and the talent competition is still intense. But the financial effects of turnover are only part of the story – there’s also the pressure turnover exerts on employees. Forty percent of employees say they feel burned out when their companies are understaffed, which can severely blow productivity, customer service, workplace culture and many other aspects of a healthy business.

Almost 60% of employees are quiet quitting, which means they’re disengaged at work and lack strong connections to colleagues. It also means they’re more likely to leave. At a time when the costs of turnover are so high and retention offers a significant competitive advantage, HR teams have to focus on how they can keep employees around in 2024.

How To Improve Employee Retention

Over the past several years, employees have been under tremendous stress. First, they were hit with a once-in-a-generation pandemic and forced to rethink how and where they work radically. Then came surging inflation and other sources of economic anxiety – from extremely high levels of household debt to shrinking economic growth rates and the threat of recession. It’s no wonder that 57% of employees say money is the leading cause of stress, while almost three-quarters want help with their finances.

While various forms of financial support such as pay raises, 401(k) matching and financial guidance are crucial, employees have other priorities that recruiters and HR teams need to focus on. For example, employees are demanding flexibility across many aspects of their jobs: how they work (83%), the type of work they do (79%), their work schedules (79%), where they work (77%), when they work (75%) and who they work with (65%). One reason employees want flexibility is their desire to be treated as individuals with their own professional goals, which is why companies that excel at workplace education and internal mobility are significantly more likely to retain employees.

Companies face an employee engagement crisis; less than a quarter of employees say they’re engaged at work, and turnover remains a severe problem. To address these issues, HR teams have to provide more comprehensive support for employees – particularly regarding the benefits they offer. While this will keep employees around, it will also help recruiters attract the best talent.

Better Benefits Can Drive Recruitment and Retention

Employees increasingly report that their companies’ benefits aren’t meeting their evolving needs. According to a recent Metlife study, the number of “must-have” benefits has risen from 6.6 pre-pandemic to 8.3 now, and 61% of employees say they’re interested in benefits that their companies don’t offer. While 83% of companies think employees are satisfied with their benefits, only 62% agree. Benefits make employees feel like their companies care about their well-being, and employees who feel cared for are 92% more likely to be engaged, 56% more likely to be productive and 65% more likely to be loyal.

Many employees want companies to surpass standard and widely underused benefits like PTO. For example, our research has found that 83% of employees would be interested in flexible benefits like convertible PTO – which would allow them to use the value of their accrued time off for other financial priorities – and 90% would be more likely to stay with their companies if such benefits were available. This mirrors further research, such as Metlife’s finding that 70% of employees are interested in customizable benefits – a proportion rising in recent years.

Flexibility is critical because it will help companies meet diverse employees’ needs and goals. Employers should never treat employees as interchangeable – young workers often have different concerns and aspirations than their older colleagues, working parents have their own needs, nonwhite and female employees face unique obstacles and so on. When HR teams and recruiters emphasize the flexibility of their benefits packages, they will be in a stronger position to attract and retain a larger pool of qualified employees.

Revolutionizing Interviews: 7 Tips To Redefine Talent Selection

In the quest to discover the most effective ways to identify exceptional candidates, we’ve gathered insights from top recruiting experts and company leaders. From implementing simulation-based interviews to testing candidates with the challenge of quickly explaining a product, here are seven innovative interviewing techniques that have revolutionized their hiring process.

Implement Simulation-Based Interviews

One innovative interviewing strategy we’ve embraced at Aeroflow involves a simulation-based approach, distinct from traditional behavioral interviews. Instead of hypothetical scenarios, we simulate real-life work situations that candidates might encounter regularly. This method offers deeper insights into their reactions, problem-solving skills and how they’d navigate day-to-day work scenarios. Beyond skill assessment, it enables a more comprehensive evaluation of cultural fit and fosters an objective selection process.

This technique originated from our engineering team’s initiative, using a tailored simulation related to our Magento product line. Candidates were tasked with diagnosing an issue and proposing a solution, allowing us to assess their Magento expertise, problem-solving acumen and task approach. This approach not only evaluates technical skills but also provides valuable insights into a candidate’s critical thinking and problem-solving strategies.

Natalie Cates
Recruiting Manager, Aeroflow Health

Observe Authentic Candidate Reactions

In my interviews, I always look for that pivotal moment when a candidate lets their guard down. It’s fascinating to observe when and how this happens, as it often reveals a lot about their fit within our team.

By the time someone sits across from me, their resume has already passed that test. What I’m keen on is their reaction to questions, the way they think and respond under pressure. Technical skills aside, I place a high value on diversity of thought, how uniquely someone sees the world. I’m drawn to those who challenge my perspectives, who bring a different angle to the table.

This approach to interviewing helps me find individuals who are not only skilled but also bring a richness of thought to our team. It’s about creating a dynamic where, even though we may start with differing views, we come together to create something extraordinary.

Kimberley Tyler-Smith
VP of Strategy and Growth, Resume Worded

Employ Role Reversal Interviewing

Here’s a unique approach I’ve used for interviewing candidates: the Role Reversal Interview. In this technique, I ask the candidate to take on the role of the interviewer for a portion of the interview. I provide them with a hypothetical scenario or a real challenge our team faces and ask them to evaluate how they would interview someone to address that challenge.

This approach not only assesses their problem-solving and critical thinking skills but also reveals their understanding of our company culture and values. It’s a powerful way to identify candidates who not only possess the necessary skills but also align with our organization’s ethos.

Albert Varkki
Co-Founder, Von Baer

Conduct Post-Interview Team Reviews

One classic, innovative interviewing technique that I use is using a post-interview review to further analyze potential employees. I would meet with my team and ask questions like, “What do we like about them? What do we dislike? Do we think he is a good fit for the team?”

By looking into the candidate as a team, we can better get everyone’s input on whether or not he would be well-matched for his role. This has helped to both encourage collaboration within the team and also gain further insight into what every single interviewer has to say.

Saneem Ahearn
VP of Marketing, Colorescience

Ask the Piano Tuner Question

We’ve tried something different in our interviews: the Piano Tuner Question. It’s not about discovering if someone knows about pianos or New York City. Instead, we ask, “How many piano tuners are in New York City?”

This question is about something other than getting the correct number. It’s about seeing how candidates think on their feet. We watch how they break down complex problems, handle uncertainty and use logical reasoning in situations they’ve never considered.

This technique has changed how we look for talent. It’s not just about what’s on the resume anymore. We’re more interested in how candidates think. Those who can work through this unusual question often show us they’re adaptable and innovative—gold qualities in our fast-moving industry. It’s a way to spot people who aren’t just skilled but are also ready to tackle new challenges and keep learning, which is precisely what we need.

Shane McEvoy
MD, Flycast Media

Introduce a Three-Part Assessment

I would like to share an interesting three-part assessment. It’s nothing new, fancy or complicated, but I’m confident that it will select the best talent for the job. It’s not a sequential process, but three separate questions will be introduced to a candidate at various interview stages.

These seem a bit silly: one is purely theoretical, one is practical or situational, and the one I like the most is the impossible question. The first two are self-explanatory, but the third one looks for an answer that doesn’t exist yet or at all. I can only say that it shows the candidate’s thinking process and how they might deal with a new environment and try to find ways to solve an impossible situation. It’s something you can’t specifically prepare for, and the only thing you need on the spot is the best version of yourself.

Kristel Kongas
CMO, Inboxy OÜ

Test with a Quick Product Explanation

A game-changing interviewing technique I’ve employed is the “explain our product/service as quickly as you can” question. This question serves as a litmus test for candidates’ commitment to research and their ability to articulate complex concepts concisely.

One memorable instance involved a candidate who not only provided a concise overview but also injected a unique perspective that resonated with our company’s values. This innovative technique enabled us to identify individuals who not only understood our offerings but also possessed the creativity and adaptability to communicate effectively.

By implementing this approach, we’ve not only ensured that candidates possess a fundamental understanding of our company, but also gained insights into their communication skills and cultural alignment. It has transformed our talent selection process, helping us identify top talent with a holistic view of their capabilities.

Justine Perry
Managing Director, Cariad Web Design

AI Spells the End of Recruiting as We Know It and I Feel Fine!

When last we spoke we talked about the use cases for GPT-4 in recruiting.  That was so 6 months ago.  Agents are the new AI.  So lets start off with explaining what is an agent?

Embracing the Next Wave of AI in Recruitment: GPTs and Agents

In the ever-evolving world of talent acquisition, staying ahead isn’t just a goal; it’s a necessity. Let’s talk about the game-changers that are reshaping our landscape: GPTs and Agents. Gone are the days of generic “I hope this email finds you well” messages. It’s time for tailored automation that speaks diStep into the future of recruitment with GPTs and Agents – a powerful duo reshaping talent acquisition strategies at lightning speedrectly to the candidates and the market.

GPTs: Your Recruitment Tailors

Picture GPTs as your personal recruitment tailors. They’re not your off-the-rack solutions – they’re customized to fit your unique recruitment style and needs. Think of a GPT programmed to craft email outreach that’s as unique as your brand. These aren’t just tools; they’re extensions of your recruitment persona, saving you time and letting you focus on what you do best – connecting with top talent.

Agents: The Smart Scouts in Recruitment

Now, let’s turn up the dial with Agents. Imagine infusing your GPT with the power of API data sources. Agents are like having a scout that can tap into the pulse of the market, bringing you real-time insights from across the web and professional networks. They’re not just working with what they know; they’re constantly learning from a myriad of external sources, making your sourcing strategies as sharp and current as possible.

Revolutionizing Recruitment Strategies

  1. Data-Driven Sourcing: With Agents, you’re not just shooting in the dark. You’re backed by real-time market data, ensuring that your talent pool is both broad and deep.
  2. The Wolford Maneuver: This isn’t just a technique – it’s your secret weapon. Agents help you uncover those hidden gems – candidates with the skills you need but who might not be actively putting them out there.
  3. Personalization at Scale: Your communications become more than just emails; they’re conversations, tailored and engaging, building relationships from the first point of contact.
  4. Strategic Insights: You’re not just collecting data; you’re wielding it. Agents help analyze your recruitment strategies, giving you a clear picture of what works and what can be improved.

The Industry Transformation

The first year of AI in recruiting? Astounding. We’re talking about a seismic shift in how industries approach talent acquisition. With AI, tasks that used to eat up hours are streamlined, decision-making is sharper and candidate engagement is on a whole new level.

The Future is Here, and It’s Fast

For those in talent acquisition, staying ahead means building and harnessing the power of GPTs and Agents. It’s not just about keeping pace; it’s about setting the pace. The impact of these technologies is profound, and their evolution is rapid. The future of recruitment isn’t just knocking; it’s already here, and it’s equipped with AI.

The future is today and its here f a s t.

How to Turn Rejections into Opportunities

Turning a candidate rejection into a brand-building opportunity is an art, and we’ve gathered insights from top professionals, including Global Employer Branding Specialists and HR managers. From inviting rejected applicants to join a talent community to personalizing rejections with respect, explore the valuable strategies they’ve successfully implemented.

Invite to Join Talent Community

Rejections should never be seen as a closed door. Rather than positioning the rejection as a dead-end, it’s best to reframe the communication in a way that encourages a candidate to apply for future roles.

One practical example is to invite rejected candidates to join your company’s talent community or subscribe to newsletters. Provide applicants with exclusive content, early access to job postings and insights into the company culture. Keeping applicants engaged ensures the organization remains on their radar for future opportunities and helps maintain a positive image.

A rejection today can lead to a successful hire tomorrow. It’s all about transforming setbacks into stepping stones for growth. By reframing your communications in a positive light and pointing to future opportunities, you can still maintain lasting relationships with talent without negatively impacting your employer brand.

Grant Smith
Global Employer Branding Specialist

Offer Constructive Interview Feedback

In our organization, we make it a point to offer constructive feedback to candidates who reach the final stages of the interview process but aren’t selected. This feedback is specific to their interview performance, highlighting strengths and areas for improvement.

We ensure that this communication is empathetic and encouraging, leaving candidates with a positive impression of our company and a clear understanding of how they might improve for future opportunities.

Kimberley Tyler-Smith
VP of Strategy and Growth, Resume Worded

Maintain Hopeful Communication

As an HR professional, ensuring a positive experience for all candidates—seeking feedback post-rejection or not shortlisted—is vital for a strong employer brand and a robust talent pipeline.

In rejection emails, I always try to maintain a positive tone, highlighting that the decision is about fit for the role, not a reflection of the candidate’s abilities. This helps candidates grasp that their application is welcome for future roles as their experience and skills are valued, fostering a hopeful outlook.

Moreover, I encourage them to stay connected and apply for future roles through social media/job postings and also take steps to retain names in databases, especially those close to selection but not chosen. This allows for easy re-connection and cuts down time on sourcing, selection and discussions when positions align with their skills. While seemingly routine, its impact becomes evident over time, proving it to be an effective practice.

Divvya Desai
HR, NamanHR

Personalize Rejection with Respect

I believe in delivering rejection news with a personal touch. This means providing constructive feedback, thanking candidates for their time, and encouraging them to apply for future positions. By treating candidates with respect and empathy, we not only preserve their dignity but also leave a lasting positive impression about our agency.

A successful instance of this approach was with a candidate who wasn’t the right fit for a particular role but showed great potential. After a personalized rejection, I kept in touch, offering occasional industry insights and potential job leads. Months later, when a suitable role opened up, this candidate was not only willing but eager to reapply. They were hired and became one of our top performers. This experience underscored how thoughtful rejections can nurture a talent pipeline and enhance our brand’s reputation.

Shane McEvoy
MD, Flycast Media

Navigating AI Technology in a Human-Centric Profession

The rise of artificial intelligence (AI) has revolutionized how many businesses operate, leaving many unanswered questions about its impact in the workplace. AI has led to unprecedented technological advancements and automation. However, there are concerns about job displacement and privacy.

Today, talent acquisition professionals face the challenge of leveraging AI ethically to attract and recruit top talent. In the comprehensive guide, “AI in TA: Navigating a New Wave of Technology in a Human-Centric Profession,” RippleMatch dives into the critical questions surrounding AI history, application, safety and guidelines.

With a focus on Gen Z recruitment strategies and the potential of campus recruitment, this article will serves as a roadmap for talent professionals to harness the power of AI while making sure it enhances, rather than overshadows, the human touch that is crucial in the recruitment process. Plus, we’ll share best practices for AI safety and showcase real-world examples of AI audits. As we lean into 2024, check out the highlights below and download the full report to go into the new year with a strategy that embraces AI in a human-centric way.

The AI Landscape: Where are we now?

  • Artificial Intelligence (AI) has been studied academically since the 1950s, but recent advancements in computers and the internet have brought AI to the forefront.
  • AI systems have the ability to learn and improve on their own, making tasks faster and more efficient.
  • AI technologies like Natural Language Processing (NLP), Deep Learning and Machine Learning (ML) are enhancing everyday products and services.
  • Examples of AI in everyday life include voice assistants, entertainment recommendations, translation apps, e-commerce recommendations, smart home devices, customer support bots and AI-powered job recommendations.
  • AI is also making an impact in mobility and logistics, with self-driving cars and ride-sharing apps utilizing AI for route optimization and automation.

Striking the Right Balance With AI in Recruitment

  • AI can be a powerful ally for talent acquisition professionals, automating administrative tasks and expanding reach, freeing up recruiters to focus on authentic human elements of the job.
  • AI tools assist in crafting job descriptions, strategizing employer brand messaging, and generating employer branding material.
  • AI sourcing tools actively scan professional networks to identify and reach out to potential candidates, building a talent pool.
  • When considering AI recruitment tools, transparency, diverse data, third-party validation, vendor responsibility, compliance assurance, human oversight and ethical considerations should be taken into account.

AI in Early Career Recruitment

  • The traditional playbook of early career recruitment, which relied heavily on-campus recruitment, was disrupted by the COVID-19 pandemic, leading to a shift toward virtual recruitment strategies.
  • Virtual recruitment has many benefits, including a more diverse pool of candidates, decreased costs and increased flexibility for interviews and opportunity discovery.
  • AI tools like RippleMatch result in a 70% reduction in time spent reviewing resumes, a 90% more diverse pipeline, and cut down the applicant review time to just five days.
  • Campus recruitment teams can use AI to redefine their strategies and make them more efficient, equitable and enjoyable through AI-powered platforms. AI helps automate sourcing and applicant review, allowing recruiters to focus on the best-fit candidates and prioritize response times, even for virtual and in-person events like career fairs.

Choosing Ethical AI: AI Safety

  • President Biden’s Executive Order highlights the importance of safe and trustworthy AI, emphasizing the need for rigorous evaluation of AI vendors.
  • Buyers should look for vendors that have concrete measures and a proven track record in upholding principles of privacy protection, bias mitigation, compliance and certification, security measures, transparency and accountability.
  • RippleMatch, an AI-native company in recruitment, prioritizes safety and trustworthiness and adheres to high standards of AI ethics and safety.

Key Takeaways for Integrating AI Into Your Team’s Workstream

  • Map out the recruitment process to identify tasks suitable for AI automation, such as candidate sourcing and initial communications, to free recruiters for personalized engagement and strategic planning.
  • Evaluate AI vendors based on their measurable results and depth of capabilities, including analytics, system integration, continuous learning and improvement.
  • Maintain a balance between AI-driven data insights and human judgment to ensure AI is always supporting, rather than replacing, the human elements of recruiting, such as cultural fit assessments and relationship-building.
  • Utilize AI-driven platforms for campus recruitment to analyze historical data, prioritize on-campus presence, and manage follow-up communications effectively. Additionally, use AI tools that prioritize diversity, equity, inclusion, and bias checks.
  • Stay updated on the evolving legal and ethical considerations of AI in recruitment to ensure compliance and respect for candidates’ privacy and rights.


The integration of AI in recruitment is inevitable. And luckily, it is poised to revolutionize the hiring process, making it more efficient and effective for recruiters and candidates alike. However, with this new technology comes responsibility and a need for a thorough evaluation of AI vendors.

For more in-depth details on how to implement AI into your recruitment strategy, get your free copy of the AI in TA: Navigating a New Wave of Technology in a Human-Centric Profession guide.

Before developing your early talent strategy for 2024, be sure you have the right knowledge and tools to effectively engage with the future of our workforce.

Engaging Active vs. Passive Candidates: Key Strategies

When companies are looking to hire, they come across two kinds of candidates—active and passive ones:

  • Active candidates are on a proactive quest for new job opportunities;
  • Passive ones, though employed and not actively on the job hunt, may entertain new opportunities if they arise.

It’s important to know the difference between active vs passive candidates because they need different approaches to get them interested in a job. This is something that helps in finding the right person for the job, which, in turn, helps the company do well.

The bigger chunk of people, about 70%, are not actively looking for a job but might be interested if the right job comes their way. This is a big group of people who could have the right skills and experience for your job openings, but they might be overlooked if companies only focus on those actively looking for a job.

Active job seekers are easy to find because they are the ones applying to jobs left and right. They are ready to jump into a new job right away. On the other hand, passive job seekers are not in a hurry. They are okay with their current jobs but might consider a change if something really good comes along.

Innovative Strategies to Engage and Attract Passive Candidates

Getting passive candidates interested needs a different way of doing things. They are not looking for jobs but might be open to a good offer. Here are some ways to get their attention and make them want to join your company:

#1. Building Employer Brand

“Over 57% of global leading organizations are prioritizing employer branding campaigns. Marketing activities significantly enhance hiring processes and decrease “Time per hire” indicator, but tracking their impact is challenging. Create global landing pages, write articles on web platforms, and highlight employee success stories. In talent acquisition, branding is no longer a choice; it’s a necessity.”

— Nelia Protsiuk, an expert in Global Talent Acquisition & HR Operations, pointed out.

Having a good employer brand can attract passive candidates. Showing your company’s culture and values lets them see what it’s like to work with you. Passive candidates like a company that shares their values and has a friendly work environment​​.

Sharing stories from employees who have done well in your company gives a real idea of what working with you is like. Also, using social media like LinkedIn, Facebook, and Instagram helps show your company culture and talk to passive candidates​​.

To further enrich your brand story, consider the use of a story idea generator. It might provide fresh perspectives or creative angles. It can aid in brainstorming sessions to come up with engaging narratives that reflect your company’s culture and values.

Additionally, an AI text generator can assist in fine-tuning the narrative, ensuring it’s well-articulated and resonates with potential candidates. These tools can streamline the process of crafting a brand story that effectively communicates what your company stands for and the experience it offers to its employees.

#2. Networking and Relationship Building

Making connections is key to reaching passive candidates. Talking to them in a real and friendly way, whether on social media or by email, starts a good relationship​​.

Keeping in touch with passive candidates over time builds trust​​. Networking is not just online. Going to events or having your own events and sharing digital business cards, also helps meet potential candidates in person​​.

#3. Personalized Outreach

Think of talking to candidates in a personal way. Knowing the candidate’s background and changing your message to suit them makes it personal. Being clear about why you are talking to them and what you are offering makes things clear.

If you’re doing email outreach, your email signature can play a role in personalizing your communication with candidates. For example, you can include a link to your LinkedIn profile, where they can learn more about your background and experience. You can also include a link to your company’s blog, where they can read about your company culture and values.

Also, asking about their career goals and showing how your company can help them reach those goals makes a good impression.

#4. Offering Flexible Work Options

Passive candidates might be happy where they are because of the work-life balance they currently have. Offering flexible work options could catch their interest. You could offer something like:

It shows that your company cares about the well-being of its employees and respects their time outside work. This way, even if they are not actively looking for a job, the flexibility your company offers might make them consider the opportunity you present.

Future Paths in Candidate Engagement

Finding the right people to hire is key for any company unless we are talking about a fully robotized factory.

Now you are well aware of the differences between active vs passive candidates. Quick recall: Passive candidates might be interested in your offer only if it outweighs their existing one, while active ones are the ones who should primarily meet the employer’s demand.

We discussed that understanding the different needs of these two groups can help in hiring:

  • For active candidates, making the application process easy and being active online are good steps.
  • For passive candidates, showing a strong company culture, networking and reaching out in a personalized way can help.

Also, let’s not forget about adding technology to our stack since it is right now becoming a big help. Tools like Applicant Tracking Systems (ATS) save time and help make better choices. Looking at candidate data and using automation also helps in connecting with candidates.

Another important moment is how you check and improve engagement strategies. Using key performance indicators (KPIs) and A/B testing are good ways to see if your strategies are working and to try new ideas.

“In shaping the future of candidate engagement, the recruitment team plays a crucial role. Their deep understanding of the business and familiarity with products and services form the foundation of an effective engagement strategy. In the changing landscape of talent acquisition, a knowledgeable recruitment team isn’t just a support function; it’s a strategic driver influencing a company’s growth and success.” — Nelia Protsiuk

Hiring is changing with more focus on connecting with candidates in a meaningful way. Going forward, connecting with both active and passive candidates in a good way will likely be important for hiring success.

The future of hiring seems to be moving towards a more personalized, data-driven and candidate-focused approach.

By adjusting to these changes and using the right strategies and tools, companies can find and hire the right people for their teams.

The Benefits of Temporary Staffing Solutions

There are many benefits that companies can gain when they hire temporary staff. In addition to an overall boost in the workforce, temporary staffing solutions often reduce the need for time-consuming administrative tasks such as payroll, pensions and various taxes. This can save businesses a considerable amount of time and energy, allowing companies to focus on business objectives.

According to DataHorizzon Research, the size of the temporary labor market was valued at $511.7 billion in 2022 and is expected to grow to $930.7 billion by 2032. This statistic applies to North America, Latin America, Europe, Asia Pacific and the MEA. However, the U.S. temporary worker industry is the largest in the world.

This substantial prediction of market size growth reveals unmistakable benefits for temporary staffing in companies, particularly in terms of cost savings, staff flexibility, and productivity. In this article, the discussion is based on some of the main benefits of temporary staffing from a company’s perspective.

A Large Talent Pool of Job Seekers

Companies often need additional employees beyond their permanent staff, particularly when there’s an increase in the workload. Also, busy times of the year, especially when there is specific work with a unique or technical purpose, tend to require extra specialized staff. In these times, temporary staffing solutions are an effective way to gain access to well-suited employees without committing to long-term contracts.

Enhanced Productivity

The productivity of a company can be increased considerably with the use of temporary staffing. By employing temporary staff, the workflow associated with time-consuming or specialized projects can be improved significantly, allowing permanent employees to concentrate their efforts on their core functions. Oftentimes, employees hired temporarily bring energy and new perspectives to the company, improving overall productivity and workflow.

Agility and Flexibility in the Workforce

Temporary staffing allows employers to expand or reduce the size of their workforce in relation to the existing circumstances. This aspect is beneficial for businesses that tend to experience fluctuations in demand. If permanent staff need extra help, even if it’s just for a short period of time, employers can use temporary staffing even though there may not be enough work to provide long-term employment. For example, if the scope of a project is suddenly altered, additional staff can be hired on short notice to help with the workload.

Reduced Employee Costs

Hiring temporary workers is generally less expensive than hiring full-time employees. The following list contains some of the typical cost savings companies experience when they hire temporary job seekers:

  • Operating costs such as those associated with recruitment, training, and employee benefits.
  • The costs of maintaining staff such as vacation, travel expenses, and benefits.
  • Costs mandated by government regulations such as workmen’s compensation, various taxes and social security deductions.

A More Efficient Hiring Process

Companies often benefit from hiring temporary candidates as interviewing processes and long waiting periods can be avoided. Furthermore, companies can hire staff temporarily to decide whether or not an employee is suitable for a permanent position. In contrast to conventional forms of employment, costs like recruitment expenses can be avoided as several job seekers can be temporarily hired before they’re hired permanently.

For companies needing staff at short notice, temporary staffing solutions enable job seekers to begin working immediately or within a few days, reducing the chance of disruptions in a company’s workflow. Companies can also save time as screening processes are completed before the employee is hired. In addition, companies have access to a network of talented job seekers, allowing them to find the right temporary staff quickly.

Temporary Staffing Reduces Hiring Risks

Hiring permanent staff can be an arduous and risky process for companies. By giving employers a chance to assess the performance of employees, they can make informed hiring decisions before committing to long-term contracts. Also, companies can evaluate an employee’s work ethic and skills to see if he or she has the potential to fit in well with the organization.

A Cost-Effective Employment Process

Utilizing temporary staffing solutions is cost-effective because an outsourced recruitment agency employs the workers instead of the business. Although employers are still required to pay a fee, the recruitment agency ultimately pays the wages of temporary staff. As a result, the total cost is usually lower than the amount you would have paid if you hired permanent employees, particularly after costs associated with hiring and training staff.

Better Employee Retention

Temporary staffing solutions give employers the ability to hire and observe full-time staff on a temporary basis which often improves employee retention. In other words, employers get an opportunity to know the employee and, in turn, the employee gets a chance to know the company. As a result, both employer and employee may become more confident that they’re a good fit, reducing the likelihood of staff turnover after the worker is hired permanently.

Uninterrupted Workflow

Temporary staffing solutions allow companies to maintain continuity during unexpected circumstances like staff resignation or long-term employee absences. Having access to staff on a temporary basis helps ensure that essential tasks are still accomplished with little or no disruptions. A continuous workflow enables companies to meet their business objectives and deliverables with a minimal impact on operations.

Better Customer Satisfaction

Companies that have experienced increased workloads may need their staff to take on additional work which can have adverse effects on staff morale. Additional workloads can reduce the overall satisfaction of permanent staff and even increase the likelihood of mistakes. This can negatively affect customer satisfaction. However, when companies are adequately staffed with enough permanent and temporary workers, employees are likely to be less stressed which generally has a positive effect on customer satisfaction.


Temporary staffing allows companies to benefit from various aspects that permanent staffing may not always offer. From access to a larger talent pool to better customer service, companies are more likely to succeed in competitive markets. By utilizing temporary staffing solutions, companies are better equipped to achieve maximum efficiency in their workforce, adjust to unforeseen fluctuations in demand and leverage growth opportunities. Overall, temporary staffing solutions allow businesses to thrive and achieve their objectives.

7 Ways to Use Social Media in Your 2024 Recruiting Efforts

In the evolving landscape of recruitment and retention, we’ve gathered insights from industry professionals, including marketing managers and recruiters, to share their strategies for leveraging social media in 2024. From collaborating with social media influencers to expanding TikTok recruitment strategies, discover the diverse ways these experts plan to enhance their talent acquisition and engagement efforts.

Showcase Real Company Culture

In 2024, our focus will revolve around showcasing our company culture and the real stories of our team members. We’re planning a series of “day in the life” features on platforms like LinkedIn and Instagram, where our employees share their experiences, challenges and the exciting parts of their work.

This strategy came from the understanding that potential recruits and current team members resonate more with authentic narratives rather than polished corporate messaging. It provides a transparent view of what it’s like to be part of our high-performing team.

Additionally, this approach fosters a sense of belonging and pride among current employees, aiding in retention. By leveraging these platforms, we’re not just attracting talent but also building a community that aligns with our values and vision.

Ankit Prakash
Founder, Sprout24

Share Candid Employee Videos

Our recruiting strategy for 2024 will showcase current employees sharing bite-sized video stories on social media—no scripts or polished productions. Just real people talking candidly about why they enjoy working at our company.

As Head of Growth, I want to pull back the employer branding curtain that hides the soul of a company. Aspiring engineers and data scientists can decide for themselves if our mission-driven, ego-checked culture feels like home before even applying.

This inside, no-filter view of life at hasn’t been done much in our space. But I believe sparking an emotional connection through transparency and authenticity will compel more talent who thrive in our environment to join the mission of making AI accountable and impactful.

Michael Chen
Head of Growth, Notta

Establish Employee Advocacy Programs

The ease with which social media postings by executives can assist recruitment efforts is among the most obvious advantages. Regardless of whether you are hiring, job seekers can learn more about your company’s culture and assess whether it’s a good fit for them by looking at your public profile as a leader.

Employee-generated content receives twice as many clicks as company-approved content. Furthermore, content shared by employees is perceived by users as three times more authentic than content shared on the business’ social media accounts.

You can and ought to establish an employee advocacy program for the entire organization, extending beyond the posts you and the other executives make on social media. According to research, organizations with official employee advocacy programs have a 20% higher chance of retaining top talent and a 58% higher chance of attracting them.

Axel Hernborg
Founder and CEO, Tripplo

Utilize LinkedIn for Recruitment

In 2024, we plan to leverage LinkedIn intensively for both recruiting and retention efforts. This platform stands out for its professional networking capabilities, allowing us to showcase our company culture, achievements, and open positions directly to a pool of professionals who have the skills and experience we value. We’ll use targeted content, such as employee testimonials, success stories and insights into our work environment, to attract potential candidates and engage our current team.

Additionally, LinkedIn’s analytics and recruitment tools will enable us to refine our hiring strategy based on real-world data. We chose LinkedIn for its unparalleled access to a wide range of professionals and its robust tools for fostering meaningful connections, making it an indispensable resource in our talent acquisition and retention toolbox.

Jaya Iyer
Marketing Manager, Teranga Digital Marketing LTD

Personalize Storytelling on Social Media

In terms of recruiting and retaining talent in 2024, my goal is to leverage social media, especially personalized storytelling. Authenticity is more important than ever in today’s ever-changing world. I will show off the “human side” of Travel-Lingual by sharing the stories of our team members—their experiences, struggles and successes.

Whether it’s a firsthand account of a team brainstorming meeting or a heartfelt testimonial from someone who just returned from a life-altering trip, these stories will make our brand shine. Why this strategy? In today’s job market, people seek a company with a mission and a culture that connects with them. When we humanize our brand on social media, we’re recruiting like-minded individuals and reinforcing our brand’s core values of transparency and authenticity. This isn’t about selling a job. It’s about inviting people to connect with something important.

In addition, this approach fosters community. Current team members feel proud to share and celebrate their stories, encouraging them to stay longer and be part of the team.

James Smith
Owner, Travel-Lingual

Expand TikTok Recruitment Strategy

I have been pleasantly surprised by the response to my expert HR advice that I previously posted on TikTok. This has motivated me to further expand my TikTok content and use it as a platform to recruit new talent.

While some professionals in my industry may view TikTok as a waste of time, they fail to realize the potential of reaching out to diverse communities, especially in the healthcare space. TikTok provides a free resource that can be utilized to share valuable content and engage with a wider audience. So, why not take advantage of this opportunity?

Alysia Straw, aPHR, SHRM-CP
Recruiter, Springfield Hospital

Collaborate With Social Media Influencers

Use social media influencers. Social media influencers can greatly affect the brand visibility of the company. Since almost everyone is already on social media, marketing campaigns are now usually conducted through these platforms.

A social media influencer can easily make your brand known if they vouch for your products and services. This is especially true if the influencer has a lot of social media followers. Hence, collaborating with social media influencers is much like paying for a TV ad in previous years. They are now the biggest celebrities who can easily influence their followers.

Omer Lewinsohn
General Manager & Marketing Expert,

Unlock Hiring Success: The Magic of AI-Powered Referrals

Artificial intelligence and machine learning systems are revolutionizing every industry in the world and will continue to transform the business world as we know it. In the recruitment industry, there are many ways that AI can make various crucial and menial processes more efficient and effective.

Artificial intelligence allows you to free up your talent acquisition team by automating various tasks, it can help recruiters with efficient prospecting and outreach, and much more. But when it comes to employee referrals, you might think that there’s not much AI can do for you. After all, it is an inherently human-led process, isn’t it?

Well, not anymore. Artificial intelligence might just be the next turning point in modern employee referral programs—a way for recruiters to achieve better results than ever before.

Let’s explore this topic and take a look at AI-powered employee referrals and how you can use the technology to take your company forward.

How Can AI Transform Employee Referral Programs?

Speed, accuracy and reliability should be some of the primary driving forces behind well-optimized employee referral programs. You not only want to bring in people who are a good fit for the team, but you also want to do it quickly so as not to leave the positions vacant for too long.

That said, speed can often come at the cost of screening quality, while unintentional bias can create an environment where people are recruited and promoted based on sentiment rather than hard data. Sometimes, you will get an employee that’s just right, but most of the time this will produce inefficiencies and cause a high employee turnover rate.

This is where AI-powered referrals come into play.

Using AI in the workplace to automate processes, eliminate biases, and ensure inclusivity is invaluable to modern recruiters, but it’s also important for effective onboarding and training. As you can imagine, this is a net positive on recruitment budgeting as well, as recruiters can manage their resources more efficiently throughout the process, while achieving better results.

The Role of AI-Powered Automation

Automating referral programs was nearly impossible up until a few years ago. Now that automation is taking over, business leaders can leverage specialized AI tools to automate parts of recruitment—employee referrals included.

Take LinkedIn, for example. In recent years, they have successfully implemented AI and machine learning into their operations. For example, the new AI-assisted job description creation can help companies and recruiters optimize their job listings faster and more accurately.

You can also make LinkedIn outreach more efficient by automating the process with the help of AI, enabling you to find the right candidates faster and with a higher degree of accuracy more easily.

Your employees can also use these automations to get in touch with their own referrals more efficiently and hand off the conversation to your recruiters after the initial point of contact. The result is a more streamlined, automated referral process that connects the right people with the company.

Eliminating Unconscious Bias

Unconscious bias is one of the biggest problems in modern-day recruitment practices, simply because it’s easy for companies to make these mistakes and thus drive talented people away.

From creating bias-free job descriptions to creating and managing referral programs that don’t harbor any bias towards any gender, ethnicity, or race, eliminating bias can be a difficult task. That said, AI systems can help spot and flag biased wording and behaviors in the workplace, especially in various recruitment programs.

One of the best ways to eliminate bias is through the use of AI knowledge management in the workplace, which can answer common interview questions in a standardized way, reducing the risk of unconscious bias in the hiring process. These systems have many uses, but when we’re talking about employee referral programs, they can help your team identify qualified candidates without being influenced by factors such as race, gender or age.

This creates a more streamlined and compliant recruitment process for the company.

Diversification and Inclusivity

Artificial intelligence can do much to help eliminate the problems of poor team diversification and a lack of inclusivity when it comes to referrals.

Employee referral programs that don’t control for inclusivity and diversification when bringing in new people can create homogenized workplaces. You need to ensure proper DEI practices to ensure employee engagement and team performance

On the other hand, homogenized work environments perform worse than diversified ones and negatively affect the employer brand as a whole.

With AI-driven analysis of employee referrals, you can quickly spot harmful patterns that hinder inclusivity and diversity in your organization, leading to a homogenized workforce. You can then use those insights to analyze these trends and uncover why these referrals lack these key DEI pillars.

Implementation and Optimization as a Team Effort

Last but not least, it’s important to remember that AI implementation requires the whole team to be involved, to spot inefficiencies in the system and respond to possible errors. No AI-driven system in recruitment comes ready to use “out of the box.”

Any system needs to be trialed, tested, and then optimized to fit organizational parameters. This can be a stressful process at first, but it’s important to stay calm and develop a troubleshooting process to eliminate bugs and train the system to fit your specific needs.

AI optimization is a team effort, and your recruiters and decision-makers need the feedback of all team members using the system so that they can analyze its performance and adapt. With that in mind, make sure to involve your employees in the testing phase.

Over to You

Artificial intelligence is helping recruiters and companies acquire talent faster than ever before, and it’s doing it in many key ways—employee referrals being one of them.

Up until the proliferation of artificial intelligence in the business world, creating and managing employee referral programs was a complex task, but AI is making it more efficient and effective. Now that you understand AI’s role here, you can go ahead and start implementing these systems in your own employee referral programs to acquire the right talent quickly.