Blog

What to Expect at Indeed FutureWorks 2023

Let’s face it: the world of work is changing – and fast. Between the shifting expectations of employees and job seekers, hybrid work and the rise of AI, no one has had time to keep  up with the ever-evolving world of hiring. 

Indeed FutureWorks 2023 is an interactive conference designed to help HR and talent acquisition professionals understand the recent changes in the industry. The event, designed to create a better future of work, is being held on September 20-21, 2023. 

Why Should You Attend?

The Roster of Speakers is Top Notch

The conference has a roster of visionary speakers including award-winning actress Viola Davis, author and human rights lawyer Haben Girma, Indeed CEO Chris Hyams, ConCreates co-founder and CEO Vincent Bragg, Glassdoor Head Strategist of Employer Brand Taylor Meadows and many more.

These thought leaders will share their experiences, strategies and insights, giving you a comprehensive understanding of the latest trends and best practices to build a better future for the workplace.

Invest in Your Career Development and Prepare for the Future of Work

Whether you’re a talent acquisition specialist or an HR professional, the curated sessions at FutureWorks are designed to enhance your skills, broaden your knowledge and equip you with the tools you need to excel in your role – no matter what the future throws at you. 

The bite-sized sessions cover topics that include skills development, diversity, equity and inclusion (DEI), the ethics of AI, candidate experience, employer branding, the next generation of job seekers and employee wellness. 

Some of the sessions I’m most interested in include:

  • “Building the Ramp for More Diverse Talent” 
  • “Select and Connect: An Interactive Exploration of Candidate Experience”
  • “Paying for Results: Simpler, Faster, More Human Hiring”
  • “Overcoming Hiring Challenges Together”
  • “Five Trends Shaping Today’s Evolving Labor Market”

Attendees can also receive HRCI and SHRM-certified educational credits for attending  the sessions.

In a rapidly evolving job market, staying ahead of the curve is crucial. FutureWorks equips you with the skills you need to change the future of work for the better. Keep up to date on topics that are shaping the way organizations approach HR and talent acquisition by attending the cutting-edge sessions at the event.

Whether it’s mastering the art of candidate experience or fine-tuning your employer branding strategies, FutureWorks ensures you’re not just keeping pace with the future – you’re shaping it.

Embrace Innovation 

As technology continues to reshape the world of work, it’s essential to stay informed about the latest tools and solutions. You’ll leave the conference better equipped to optimize your workplace strategies and enhance your organization’s competitive edge. In the relentless race for innovation, being forward-thinking isn’t just an advantage; it’s the difference between leading and getting left behind.

Come See Me

I’ll be taking the stage to tackle the issue of “The Changing Pace of Job Seeker Expectations.” In the fast-paced world of 2023, candidates are craving more from potential employers than ever before. It’s not just about a paycheck; they’re seeking swift responses, meaningful connections and an experience that resonates. I’ll be speaking about this on stage at FutureWorks.  If you’re interested in staying competitive in the talent-driven markets of the future, and you have your in-person ticket already, come see me at the show! Whether you catch my session or not, I would love to connect with you all!

Exclusive Access

Join us for an experience that includes unrivaled networking opportunities, engaging roundtable discussions and the chance to interact with Indeed’s solutions. In-person tickets to Indeed FutureWorks are sold out, but you can still join with a free virtual ticket, live from Atlanta on September 21. The virtual option provides exclusive access to keynotes and online content, ensuring that you can still engage with the event’s valuable insights and thought leadership from wherever you are.

Indeed FutureWorks is a can’t-miss event and I’m excited to be part of it this year. It is your gateway to gaining the knowledge, skills and connections necessary to thrive in this changing landscape. Explore new horizons, broaden your perspectives and embrace the future of better work. As the event motto suggests, “The world can work better. Let’s explore how.”

For a complete agenda and more information visit 

IndeedFutureWorks.com. 

Leveraging Recruitment Technology to Improve Your Hiring Process

To provide you with the most effective recruitment technology tools, we’ve gathered insights from industry leaders, including co-founders and directors. From automating pre-hire assessments to using AI skill matching, discover the tools that have significantly improved these leaders’ hiring process.

Use Visual Feedback for Applicants

As a SaaS company, it is crucial to hire the strongest developers available on the market. Specific requirements are set due to the field in which the company operates, and applicants always receive test tasks before their first interview. Feedback on these tasks is given to each applicant, though it may not always be positive. As the task is tested, some bugs may be found.

To demonstrate them, the Loom video service is used. Not every bug can be shown via a screenshot, and making several screenshots is quite time-consuming. Loom allows for the recording of short videos that are posted online. There is no need to worry about their size and quantity, which would be crucial if such videos were sent as email attachments. Loom aids in providing timely and illustrated feedback to applicants, which helps maintain positive relations with them.

Daria Erina
Managing Director, Linked Helper

Employ LinkedIn’s AI Messaging

LinkedIn’s latest AI-powered messaging feature has proven valuable in helping our company with efficient communication with potential candidates. It uses machine learning to automatically generate the candidate’s present job title and company. In addition, it also generates information from the job posting you are sourcing for from your projects. These features eliminate the need to type names and information onto templates for every candidate.

Additionally, recruiters have the option to integrate their personal calendars into the messaging interface, enabling candidates to schedule conversations with recruiters at their own convenience. This tool not only streamlines the communication process but also enhances its accuracy.

Megan Belliveau
Technical Recruiter, The DAVIS Companies

Manage Recruitment with HubSpot CRM

Our primary tool for managing recruitment is HubSpot CRM. It helps our recruiters to efficiently handle all ongoing recruitment.

With this tool, we can create a customized process that visually represents each candidates progress on a board. In addition, the visual pipeline provides a clear overview of recruitment progress, making it easier to track and make informed decisions.

Oksana Sydorchuk
Marketing Manager, Right People Group

Find Cost-Effective Tracking with Airtable

Airtable has significantly improved my hiring process. They offer an application tracking system and a template that’s free to use. The solution is similar to Google Sheets, but offers more customization options.

It’s particularly beneficial for those trying to keep costs low when first starting out, as it comes at no cost.

We’re using it to hire SEOs for our initiative.

Alex Horsman
Founder, AlexHorsman.com

Boost Visibility with Schema Markup

Around a year ago, we started using Schema markup on our job advert webpages. Using structured data boosted our visibility on Google and meant that we were listed on Google’s “Jobs” search results feature.

It was easy to learn how to write the code, using the step-by-step guide on Google’s developer tool. Google also offers a schema checking tool, so you can make sure there are no errors before going live. Using JobPosting structured data dramatically increased the number of recruits we had finding us online and approaching us directly, saving us a fortune on fees.

Kim Allcott
Partner, Allcott Associates LLP

Revolutionize with AI Skill Matching

One technology that has revolutionized our hiring process at Click Intelligence is the implementation of an AI-powered skill matching tool.

This tool parses resumes and profiles, comparing them against our job descriptions to instantly identify the most suitable candidates based on their skills, experience and other relevant factors. It’s not just about keyword matching; the AI comprehensively understands the context behind each resume, ensuring a nuanced, in-depth match.

What’s truly game-changing is the tool’s ability to discover passive candidates—those who might not be actively seeking a job but are a perfect fit for our roles.

Prioritize context over keywords. Ensure that the technology you adopt understands the intricacies of roles, not just surface-level descriptors. This nuanced approach leads to better-matched candidates, saving time and increasing the likelihood of long-term retention.

Simon Brisk
Director, Click Intelligence Ltd

Transform Hiring with ATS

In my role as a recruiter, I’ve come to deeply appreciate the power of Applicant Tracking Systems (ATS). These platforms have developed the way I handle the complexities of the hiring process, like keeping track of numerous applications. ATS has been an essential tool that streamlines my workflow and allows me to focus on what truly matters—finding the right candidates.

One aspect I find most valuable is how ATS enables me to finely comb through applications with precision. As a recruiter, I can input specific skills, qualification and experience requirements, and the system efficiently sieves out the candidates who meet these criteria.

This not only frees up my time but also ensures that my attention is directed towards candidates whose profiles closely align with the job requirements. In an active recruitment environment, these systems inject a personal touch into the process, transforming it into a more interactive and dynamic experience.

Eva Toledo
Senior Researcher, Kepler Search

Why Reducing Time-To-Fill Is Critical in a Labor Shortage

In a market where hard-to-fill vacancies have become prevalent, an efficient recruitment process that ensures that time-to-fill is as short as possible is vital or else you risk losing talented candidates to competitors. We offer tips on how to streamline your recruitment process as well as suggest alternative ways to widen the talent pool and attract a greater range of candidates.

Why Labor Shortages Have Become a Huge Challenge in the Global Market

Soaring inflation, layoffs, and higher unemployment has resulted in labor market activity slowing in 2023. However, the real challenges faced by the recruitment industry are to do with longer term changes to the workforce – largely demographic shifts and an aging population causing ongoing labor shortages. Svenja Gudell, chief economist at Indeed, commented in SHRM that “… the trend will continue beyond 10 years… deep-seated and long-term supply dynamics will continue to be a major force that creates a persistent demand for new hires and the supply of candidates.” In other words, labor shortages and skills gaps will be an ongoing problem that demands action from recruitment businesses.

Why Reducing Time-To-Fill Is Crucial

In a competitive market, quick candidate attraction strategies and a reduction in time-to-fill is critical. The longer it takes you to find candidates and the more elongated your recruitment process, the higher the chance the competition will hire them first. Candidate experience is everything in this environment. Communication lagging? Delays in shortlisting? A lengthy interview process? All of these hold ups could lead to you missing out on talented candidates while a competitor offers them a job or because they get fed up with inaction and drop out of the process to pursue another opportunity.

Increase Efficiency With Recruitment Technology

This is where recruitment technology and data is your friend. Utilize automation tools to speed up the process, from quick and easy job posting to multiple platforms, to an easy application process, to efficient candidate management. Use data and analytics to garner insights on what job boards you should be posting to and when, plus gain an understanding of which job boards are working for your jobs.

In a market where speed (without compromising quality) is of the essence, recruitment technology can mean the difference between a quick hire and no hire at all – plus potentially even client loss. Scrutinize your recruitment process to work out where your bottlenecks lie. Which stage or stages are taking the longest time? What part of the process needs to be made more efficient in order to try and reduce time-to-fill? Focus on those areas and work out what piece of recruitment tech would help to increase efficiency.

How To Reduce Time-To-Fill

1. It all starts with a great job ad

Get the job ad wrong and you’ll be at a disadvantage from the very start. A killer job ad means optimized, quality, compelling content but also an ad that is posted in the right place at the right time so that it is found, read and resonates with the right candidate. Data-driven job posting means knowing which job boards are likely to provide the most exposure to talented candidates for each particular job. It means knowing the best time to schedule your job posting in order to catch candidates when they’re actively looking. Content is also key – keep to standardized job titles, add location and salary, keep the word length to 150-350 words, naturally weave in keywords and limit yourself to 5 bullet points per list. What’s especially important in this market is to understand and address what candidates now want from a job – not free-flow-drinks-Fridays or a pool table in the office but flexible working opportunities, health and wellbeing perks and a supportive culture.

2. Build and nurture an internal candidate database

Curating your very own candidate database that you can call upon when the right opportunities become available can be invaluable, especially when filling roles at pace or for hard-to-fill roles that require a certain skill set. Recruitment tech that allows you to download resumes, save them and then quickly find relevant ones with a filtered search criteria is incredibly useful. Also ensure you offer the ability for candidates to register their resume on your recruitment website and set up job alerts. Of course, to really make the most of your candidate databases you also need to keep in touch with those candidates – check in on them regularly, remind them that you’re still there and ready to help, and let them know about any possible job matches. This is where a candidate database becomes a talent pool that you can dip into when required.

3. Manage incoming applications

Attracting talented candidates is one thing but keeping them in the process until the very end is another thing entirely. A candidate management system that allows you to easily track and manage applications so that you don’t let any candidate slip through the cracks will help you to keep in control of the entire process and speed it up. A ranking system, the ability to add notes and updates to each application, and filterable views, all in one place, makes it easy to track each candidate throughout the process.

4. Communication is key

A candidate management system will also help you to keep on top of communication with your candidates. Letting candidates know where they stand and what to expect next is crucial so that they don’t leave the process out of frustration or because they decided to accept another offer or pursue another job role. A range of different email templates and the ability to bulk email candidates will both save time and ensure that all candidates get a timely response.

5. Ensure a streamlined recruitment process

A streamlined process is an efficient process, one that minimizes any delays and takes you from job ad creation, to job board posting, to applications and candidate management, to offer and hire efficiently. It is this that will reduce your time-to-fill and give you an advantage when it comes to attracting candidates and keeping them interested. In a competitive market the recruitment process can become a minefield, with candidates potentially leaving at any point – even at the offer stage. Improving candidate experience throughout the entire hiring process is therefore critical. A streamlined process, aided by the right recruitment tech stack and driven by empathetic and timely communication, will hugely help you to keep candidates engaged and reduce your time-to-fill.

How To Widen Your Search and Reach More Candidates

What do candidates really want? According to LinkedIn’s Global Talent Trends Report, the number one priority is compensation, followed by work-life balance, and then flexibility. It therefore makes sense to speak to these motivators by including salary on job ads (now a legal requirement in several US states), demonstrate a supportive company culture and offer flexible working options of some form. Doing these three things will automatically boost candidate attraction to your jobs manifold. By offering flexibility, you will reach talented people that cannot work otherwise – talent you would otherwise miss out on.

It’s also wise to post your jobs to a mix of both the big generalist job boards and niche boards as the latter will help you to reach groups that you might not on the generalist boards – groups of people looking for jobs in your industry or that feel marginalized and therefore look to boards such as those for over-50s, female professionals, or those seeking flexible jobs. Offering a referrals scheme is another way to access talent quickly – after all, who better to recommend talented individuals in a particular sector than current or previous candidates?

Time-to-fill is an important metric regardless of the state of the market as it serves as a good reflection of the efficiency of your recruitment processes and can pinpoint where improvements could be made. However, in a labor-short market where hard-to-fill vacancies are rife, reducing time-to-fill really is business critical. Take too long and the likelihood is that candidates will accept other offers while you are still part-way through your hiring process. Optimize your job ads, utilize data-driven multi-posting technology to get those ads out to the right places quickly and at the time that candidates are actively searching, manage applications coming in, track your candidates, and ensure you keep them up to date with the status of the process and their place in it. Such measures will help you to reduce your time-to-fill and allow you to stay ahead of the competition.

Skills Assessment in the Age of Automation

There is a Chinese curse saying: “May you live in interesting times.”

Although seemingly a blessing, it’s used to mean that living in tumultuous times deprives people of their tranquility and peace. To say that the times we live in are interesting is probably an understatement. What is currently happening in the field of technology is revolutionary.

How technological development is transmittable on the job market is something that everybody is worried about. What automation will mean for certain jobs and what skills should HR professionals be looking for in candidates is a question that raises a lot of eyebrows.

Will AI help humanity achieve its full potential, or will it terminate many jobs and leave people out of work? The ideal answer would be somewhere in between. AI will become a regular part of most jobs, helping us work smarter and better. 54% of company executives said that implementing AI in their business has increased productivity significantly

Fifteen years ago, we didn’t know that a YouTube vlogger or an Instagram influencer would be considered real jobs. Using the same logic nobody today can really predict what jobs might exist in the future. The only sure thing we do know and can prepare for is the skills that will be needed to navigate through the ever-changing job market. These will include a wide range of general, adaptable skills that can be implemented across a variety of job descriptions.

This article will focus on the skills that HR and recruitment professionals should assess and try to develop future candidates.

Top Skills Assessment Principles

As a recruiting professional, you’ll have to embrace that the hiring process is changing and adapting to the new reality.

Whatever that process becomes in the future, you should rely on skills that will help your business stay ahead of its competition regardless of the circumstances. The general skills that will help people survive on the market are the ones that will mean that people can work together with technology for the best possible results and that they’re adaptable and ready for change. Here is a list of the four best skills assessment principles that you can apply to find and guide future candidates.

1.    Don’t Underestimate the Power of the Resume

Although there are so many ready-made templates and software that guide applicants on how to write a resume step by step, it’s of utmost importance that you pay really good attention to this initial phase of the job-seeking adventure.

The resume or CV is the first impression you create about your candidate even before you meet them. Going through a bunch of resumes is a very extensive and mundane task, but one that can go very wrong if not done thoroughly. To make your life easier and have better resumes at your desk, please make sure to provide some guidance when creating the job position requirements.

  • Make sure that the job post includes everything that you’re looking for in a candidate and that they know where to start when updating their resume
  • Give directions that their resume should be tailored to the job post specifically. This will allow you to select good candidates even in the initial resume screening which usually looks for general alignment with the job post in terms of experience, education, skills, etc.
  • If the task is overwhelming and there are too many candidates use automation software or a platform to help you with this initial process.

It might seem to you that you can pick a good resume even with your eyes closed, but the AI-generated templates and all the new platforms will only make this more difficult in the future. Therefore, don’t take your existing skills and ‘professional HR eye’ for granted. But instead, work on polishing them to operate in the new AI world.

2.    Get All the Automated Help You Can

Automation recruitment software and various platforms that exist today are truly amazing and can do wonders for the HR industry overall. Most of the steps of the recruiting path have been automated and there are plenty of tools available to help you tailor the hiring, onboarding, and offboarding process and those that can assist you throughout the whole employment.

To find the best-skilled candidates and not waste too much time and effort, here are some of the most common skills assessment tools you can use:

  • language proficiency tests
  • practical use of technology and digital literacy tests
  • tests for time management skills
  • adaptability tests

These are just some examples of how automated testing can be applied in various fields and for both general and very specific skills.

The important thing to remember is that although the hiring process can be highly automated, the personal touch and real face-to-face interviews are the final decisive factor in most cases. The point of these tools is to get to the top candidates and spend your time and energy on the selection of the best easily and quickly.

3.    Always Assess Digital Literacy

Developing digital literacy is probably one of the broadest skills that people can work on and develop further. Digital literacy entails a variety of skills that mainly include:

  • Feeling comfortable using technology
  • Conducting independent research on various topics
  • Teaching and helping others with technology
  • Utilizing various digital platforms
  • Finding, processing, and assessing information online
  • Adapting to new technology

Most of these skills can be summed up with the words ‘familiarity with technology’ and especially being familiar with the latest developments or even anticipation of what’s coming. Assessing digital literacy leaves an open door to future changes and implementing new ways of working.

Therefore it’s very important to assess if candidates are digitally literate. In that way, they might not know how to work with a certain program or software yet, but it would be very clear that they can learn and find their way around it.

4.    Detect and Measure Adaptability Skills

Adapting to new environments, circumstances and situations is an innate ability of all humans. The pandemic period proved this very quickly, showing us how we can adapt to unthinkable circumstances for a long time. And then when it was all over, we had to adapt back to the somewhat changed `normal` again. As a species, we did an amazing job.

Adaptability refers to the ability to accept and embrace change with ease. It’s nothing new, but what’s interesting now is that, as the world changes so rapidly people have discovered that it’s actually a skill that people can work on and develop further.

As there’s IQ and EQ, there’s also AQ (adaptability quotient) which can be measured and taken into consideration as part of your resume.

Venture investor Natalie Fratto uses three ways to measure adaptability before deciding which founder to support.

1. Using ‘what if‘ questions during interviews.

“What if there’s another pandemic and it prevents all customers from coming into your store?”  This allows employers to see how your brain simulates the future and applies problem-solving techniques.

2. Looking for signs of ‘unlearning‘.

That’s the ability to use what we already know in a completely different manner forcing our brains to adapt to new situations.

3. Looking for exploration instead of exploitation.

This is the ability of people to look beyond their current resources and their exploitation, try to explore the next step, and see what’s behind the next curve.

Once you start seeing adaptability as a skill that can be tested and developed it’s easier to work on it and use it to your benefit.

Final Thoughts

We hope that this concise and easily adaptable list we’ve put together will help you find your way easier during these exciting but also very challenging times. Sticking to assessing these general and adaptable skills will give you a solid base and a great starting point for any job position required.

Make sure you include and invite job seekers in the process by sharing how they can better prepare for what’s coming and for what they need to know. Be open about the skills that will be assessed and in what way. This doesn’t mean you’re inviting everyone to give it a try, but it rather signifies that you know what you’re looking for and you’re transparent about it.

Recruitment Marketing Tactics from Business Leaders

Explore unique recruitment marketing tactics that have proven successful for various organizations. Insights are shared by a range of professionals, including presidents and business developers. From building a strong candidate pipeline to fostering employee growth and advancement, these leaders share their most effective recruitment marketing strategies.

Build a Strong Candidate Pipeline

Hitting the bull’s-eye and working outward from there is the key step to create a strong pipeline. To exceed a client’s expectations, source candidates that best fit their criteria early in the process. The goal is to have confidence in the search and candidates, which translates to excitement for our business partners.

If more applicants are requested, presenting several groups ranging from the best of the best to professionals with growth potential provides the client with options and an understanding of the current market.

A strong pipeline also comes from strategic sourcing, personable screen calls and successful placements. They all go into building a strong network to help hit the bull’s-eye every time.

Benjamin Farber
President, Bristol Associates, Inc.

Leverage Traditional Networking

With so many aspects of our social and business lives online, many of us have forgotten about old-fashioned networking. Most of our recruitment is done by asking friends and colleagues if they know anyone qualified for the role.

The same goes for our sales. Word of mouth still works. So, if you’re listing jobs on websites with little luck, try just putting the word out to your employees and your business network. The results may surprise you.

Rick Berres
Owner, Honey-Doers

Embrace Flexible Recruiting Approaches

My advice here is not related to one specific tactic, but to being open with your recruiting processes in terms of being willing to “test the waters” on an approach that makes sense for your organization.

For example, trialing approaches like passive recruiting as a means of accessing an otherwise untapped talent pool.

Wendy Makinson
HR Manager, Joloda Hydraroll

Utilize Employee Video Testimonials 

You can read Glassdoor reviews. You can visit a career website. You can read the job description. But nothing paints a picture of your job like employee testimonials. That’s why our focus when we create videos for our clients is employee stories.

These stories, told through a simple interview format, consistently outrank all other content we create for our clients. It’s because humans love getting their information from other humans.

In these videos, you can ask them about their average day, what they like about the job and what someone should know before applying. But before you hit record, here are some tips:

  1. Audio matters, so make sure you’re not in a small space when you record; this can cause reverb in the recording.
  2. Try to avoid harsh light, like the average office light. Instead, use the light coming in from a window or go outdoors in the shade.
  3. Bonus points if you can pair the footage with shots of the employee doing their work and interacting with other employees.

Justin Vajko
Founder and CEO, Dialog

Drive Recruitment Through Content Marketing

One of the best recruitment-marketing tactics for our business has been to lean heavily into content marketing. The original intent was to drive awareness of who we are and what we do, but it has turned into an incredible source of opportunity on the recruitment side of our business.

We leverage daily social posts from individuals in our company; the key is consistency. We also utilize audio and video content from an ongoing podcast. That content is repurposed across several mediums, but holistically, the content characterizes our voice, culture and purpose. The powerful connection between personality and corporate culture has driven amazing recruiting results!

Roman Villard
Founder, Full Send Finance

Craft Tailored Social Media Posts

As a marketing manager in an accounting firm, experience has been gained employing various recruitment-marketing tactics to identify the right candidates for the relevant job positions.

The one that has produced the best results for the organization is making tailored social-media posts. Every social network has its distinctive culture and nuances, and one strategy may work for one network but not another.

Regularly factoring in the particular platform when composing social-network content is key. For example, a LinkedIn post and a Facebook post could lead to the same page, but each one of them will feature distinctive imagery and language specific to the platform. Even though crafting a few different variations like this can take a bit of time, the effort is well worth it.

Kelly Chan
Marketing Manager, Accountant Online

Source from New Hires’ Networks

One successful recruitment strategy we’ve used is to ask our best new hires for recommendations. After someone is hired and seems to fit well in our company, we ask them, “Do you know anyone else who might be a good fit here?” More often than not, exceptional employees have a network of talented people.

This method works surprisingly well. We have brought on board several high-performing employees this way. The best part is that it’s a very simple and cost-effective approach. It builds on the networks our employees already have, which makes it an easy, yet powerful, recruitment tool.

Martin Potocki
CEO, Jobera

Engage Candidates in Two-Way Interviews

The best strategy when you’re searching for a new team member is to make the interview process more engaging. Gone are the days when someone sits in front of you and just talks about their resume and why they think they’re the best candidate for the job.

Instead, it’s beneficial to make sure candidates also interview the company. This is definitely a two-way conversation, and they’re interviewing the business just as much as the business is interviewing them. That way, it can be determined for certain if the candidate also did their homework on researching the company and really wants to work there, instead of just going through a series of interviews hoping to land anything.

Robert Burns
Marketing Director, Oxygen Plus

Showcase New Hires on LinkedIn

One simple yet effective recruitment marketing tactic that we have embraced at Knak is new hire carousels on LinkedIn. We are a fairly small team of around 80 people at Knak, and every employee is part of a small, intimate workforce that is doing great things for our customers.

Showcasing the new hires that we’ve onboarded and the amazing talent that we’ve been lucky enough to hire shows how important each person is to the organization. It feels more personable, and we get the opportunity to show the professional community the growth and success we are having, as well as the amazing talent they could work with in the future!

Zak Michalyshyn
Senior Talent Acquisition Lead, knak.com

Foster Employee Growth and Advancement

Our organization’s recruitment marketing strategy revolves around the growth and advancement of our employees, creating a workplace where they thrive and excel. We cherish and retain our talented team while also welcoming new, skilled individuals into our family. By investing in our employees’ professional development, we foster an environment of loyalty and long-term satisfaction.

The key to our success lies in ensuring our workforce is happy and fulfilled. When employees love their work environment, see growth opportunities, and feel valued, they stay with us for the long haul. This reduces turnover rates and eliminates the constant search for new talent.

Understanding the evolving needs of younger generations is vital for us. They prioritize career growth, work-life balance and meaningful roles. To attract and retain them, we offer ample opportunities for skill development, prioritize their well-being and create an environment where their passions align with their work.

Clara Brinkmann
Business Developer, Tectrain

Is Misconduct at Work the Missing Link Between Hiring Great Talent and Retaining Them?

It’s no secret that hiring is hard. Recruiters are expected to find quality candidates, screen them, interview them, guide the hiring team to make the best selection, go through the required regulatory and compliance paperwork, and so much more. Adding to this, employment is at a 54-year low. The competition is fierce. It’s no wonder recruiters are burned out.

Despite efforts, companies are still struggling to hire great-quality candidates. One of the issues is the ability to find candidates that are qualified. The second, however, is making sure the qualified candidates are quality humans – not driving away your best employees and customers with toxic misconduct and other inappropriate behaviors.

Most companies screen for these types of misconduct behaviors in background checks or reference checks. But, we are at the point where most misconduct isn’t found in criminal records and most candidates know to request references from people who will say good things, much of the traditional methods of screening for misconduct have fallen short.

New research from Fama.io breaks down what hiring teams need to know to improve their quality of hire and increase retention. Fama also provides data-backed no cost and low cost ways you can start using today to identify and impact misconduct to improve quality of hire.

Here are 7 important data points every recruiter should know from this research.

#1 Misconduct Is the Problem and Its Contagious

People want to work for organizations they are proud of, organizations doing good things. But, no matter what the company mission statement says on the website, ongoing misconduct doesn’t make anyone feel good about their team or workplace.

Research identifies common courses of action employees take when they experience or even witness ongoing misconduct at work. A recent study finds that 57% of employees cited harassment or misconduct as the reason they left, or a factor in their decision. This also impacts companies’ abilities to attract new talent, as people aren’t going to refer their friends and family to an organization that isn’t a good work environment.

Another response:  employees may choose to stay, and begin engaging in misconduct themselves. Research from Harvard Business Review reports that misconduct has a social multiplier, meaning each instance of misconduct generates another 0.59 cases of misconduct.

This might seem like a small number. However, the study reports that “financial advisors are 37% more likely to engage in misconduct if they encounter a new coworker engaging in misconduct.” Suddenly, the misconduct starts to add up.

This is why preventing, identifying, and appropriately handling misconduct at work is so important.

#2 It Only Takes 5% Of Workers Engaging in Misconduct To See Big Problems

What’s worse? It only takes a small number of workers engaging in misconduct to start seeing a big impact on the business. A study from Cornerstone OnDemand found that just 5% of workers engaging in misconduct has major impacts on employee morale, productivity, and turnover. This is known as the 5% Rule.

#3 11% Of Candidates Last Year Were Found Engaging in Misconduct

The cutoff for safer levels of misconduct is at 5%. However, Fama’s research uncovered misconduct in 11% of candidates screened last year. More than double the acceptable level. The types of misconduct found ranged from minor things like cannabis to significantly harmful violations and crimes like workplace violence and hate crimes. In fact, violence fell in the top 3 types of misconduct found in healthcare candidates.

#4 7 Out of 9 Industries Failed To Keep Misconduct to Safe Levels

Breaking down the levels of misconduct by industry, the data shows that as many as 7 of the 9 industries benchmarked in the report failed to keep misconduct under the 5% threshold. Even worse, half of the industries found misconduct in over 1 in 5 candidates. Media and Entertainment as well as Consumer Services saw misconduct levels in closer to 30% of their candidates. The research is clear that most companies aren’t doing a good enough job to protect their employees, customers, and profits.

#5 The Most Common Types of Misconduct

After screening hundreds of thousands of candidates and billions of  pieces of content – yes billions. The data showed the most common types of misconduct last year were harassment, sexual misconduct, and intolerance. 37% of all candidates with misconduct were found harassing others, nearly 1 in 4 were engaging in some type of sexual misconduct, and 19% were intolerant and discriminatory. Considering the cost, impact, and social multipliers of these types of misconduct – hiring people engaging in these harmful and illegal activities will only drive your best employees and customers away. See this HBR study on The Price of Incivility.

#6 Misconduct Is COSTLY

Companies spend trillions of dollars each year identifying, investigating, and handling these issues. Harassment, the most common form of misconduct, costs companies between $300 and $1000 per employee per year, and occupational fraud costs 5% of annual profits (totaling several trillion dollars globally).

The most common type of misconduct is harassment. The data showed that 37% of candidates who were engaging in misconduct last year were flagged for harassing others. Not only is harassment a crime, it also costs companies between $300 and $1,000 per employee per year.

Another top type of harassment is intolerance and discrimination. Between a loss of productivity, employee morale, turnover, the costs add up. In fact, SHRM finds that companies spent nearly $172 billion over the course of 5 years just in turnover because of intolerance and discrimination.

Raising the stakes, recent reports from CNBC show that companies are losing up to $50 billion each year because of employee theft.

Even more costly, the Association of Certified Fraud Examiners finds that occupational fraud costs 5% of annual profits for organizations around the world – equating to several trillion dollars globally.

#7 Misconduct Is Preventable – And TA Is the First Line of Defense

The good news is that workplace misconduct is preventable. The research identifies several things HR and Recruiting professionals can do to safeguard their organizations and employees from the damage of misconduct. It starts with reviewing your culture to see whether your internal processes, goals, and benefits are contributing to the problem of misconduct or the solution. Then, HR and Talent must enforce those policies. For example, did you know forcing workers to take PTO actually prevents embezzlement? Next, companies need to evaluate existing prevention tactics and take steps to close any gaps. As an example, the initial reaction to sexual harassment might be training – but data shows this only perpetuates the problem.

Once the structure of your organization is set up to properly mitigate misconduct, then it’s time to actually look for it. As a first line of defense, recruiting is in the perfect position to prevent misconduct before it begins through enhanced background screenings on candidates. Fama’s research showed that the only two industries that successfully mitigated misconduct to under the 5% threshold, government and non-profit as well as healthcare, are both highly regulated to conduct enhanced background screenings on candidates! Similarly, staying vigilant and monitoring employees is similarly important.

Finally, it’s important to communicate. Much of the issues in key industries like Consumer Services and Education – two industries with misconduct levels of over 20% – could be solved by enhancing communications with key stakeholders in a way that provides workers with the support they need and communicates safety protocols with clients, students, and parents.

For more information on how solving the issue of  workplace misconduct can actually solve both quality of hire and employee retention issues, learn more from the full report and check out your industry to see how it stacks up.

Turning Rejection into Opportunity: Mastering Rejection Feedback

In the dynamic world of talent acquisition, one often overlooked aspect is the process of rejecting candidates. Companies and recruiters can benefit from expanding and optimizing the rejection feedback process. It significantly shapes the candidate’s experience and the employer’s reputation. Moreover, it’s an opportunity for growth, learning, and relationship building. It all depends on the communication and how the rejection is handled.

The word rejection carries a negative connotation; it evokes disappointment and frustration. Neither candidates nor recruiters enjoy the experience. A study done by Joblist showed that after rejection, applicants become demotivated. They stop their job search, seek therapy or return to school to reskill themselves.

How the candidate experiences the hiring process is crucial. Every interaction, from the application to the final decision, regardless of the outcome, contributes to the organization’s image. The hiring process should be handled with empathy, transparency, and feedback. A mishandled hiring process, especially one that ends in rejection, can harm the reputation a company has built.

In this article, we will dive more into the challenges related to rejection in the hiring process. We’ll look at strategies recruiters can use to deliver rejection feedback effectively. By analyzing and adapting how we communicate rejection, we can turn what might seem like a negative experience into an opportunity for growth that can help both the company and the candidate.

Challenges in Rejection

The rejection of candidates is undoubtedly a delicate aspect of the talent acquisition process. The task should be handled with transparency and empathy. This process doesn’t go by without its sets of challenges.

Recognizing the discomfort associated with rejection

Handling the rejection process as effectively as possible starts with recognizing and acknowledging the experience with all its feelings. It’s a process where others might feel uncomfortable, sad, frustrated or even angry, and that’s okay. Recruiters and hiring managers should understand the emotional rollercoaster and adopt the best strategy. Candidates put significant time and energy into the application and interview process, but we shouldn’t forget about the emotional investment.

Addressing potential biases and discrimination

The rejection process is already delicate as it is. Implicit biases can make it even more complicated. The challenge lies in ensuring rejection decisions are based solely on the candidate’s qualifications, skills, and suitability. Recruiters and hiring managers should examine and address the presence of bias related to age, gender, race or other factors.

Balancing transparency and empathy

It requires excellent communication to handle the rejection process with the right balance of transparency and empathy. Providing the candidate with reasons for the rejection can help the candidate grow and better understand the company’s position. On the other hand, oversharing or giving overly vague feedback can backfire and create negative emotions for the candidate.

By understanding the challenges present in the rejection process, recruiters and hiring managers can explore areas for improvement. The end goal is to create a more positive experience on both ends.

Benefits of Constructive Rejection Feedback

Proving constructive rejection feedback benefits both the recruiter and the applicant. Some of these benefits include:

  • Promoting understanding between the candidate and the company. Candidates who experienced a positive hiring process are more likely to recommend the company or even reapply in the future. On the other hand, companies can elevate their reputation as a company that treats their candidates and employees well.
  • Offering feedback for self-improvement. Candidates value specific and actionable feedback on how they can improve themselves. More specifically, 94% of candidates value feedback, but less than 45% are reported to have received feedback. Receiving feedback will give candidates a clearer understanding of where they stand and what they need to work on. These candidates can then reapply and become a valuable asset to the company.
  • Building a talent pool of candidates for future roles. Just because a candidate is not an excellent fit for the job right away does not mean they cannot be a fit in the future, even for other positions within the organization. Recruiters can foster this positive relationship by handling the rejection process with care. Additionally, this proactive approach can reduce recruitment costs and time as you can tap into a pool of candidates who are already familiar with the organization.

As you can see, the rejection process doesn’t have to be dreadful. Constructive feedback that is delivered with transparency and empathy nurtures a positive relationship between the candidate and the organization, bringing benefits to both parties.

Key Strategies for Delivering Rejection Feedback

Let’s look at 5 key strategies recruiters and hiring managers can apply to deliver constructive rejection feedback.

  1. Timeliness: Since candidates invest significant time and effort into the application and interview process, recruiters should consider and appreciate this effort. They can do so by providing feedback promptly. This allows the candidate to move forward in their job search with clarity. Too many organizations don’t give the candidates formal rejection feedback.
  2. Personalization: Generic rejections lack respect and compassion. Besides, it can negatively impact the company’s reputation if a candidate decides to leave a negative review. Recruiters should take time to personalize the feedback by addressing specific areas for improvement.
  3. Clarity: Frustration generated during the hiring process is often caused by a lack of clarity. Help candidates better understand the reason for the decision.
  4. Empathy: Good recruiters score high on emotional intelligence. Candidates will have negative feelings about being rejected. It’s important to express sympathy for their feelings.
  5. Appreciation: Gratitude is a power tool. Always thank candidates for their interest and the effort they have invested in the process.

The rejection feedback process becomes much more positive by incorporating these 5 strategies. Don’t see it as a quick bandage that needs to be ripped, but, rather, as a moment for growth and connection.

Sample Rejection Feedback Scenarios

Let’s look at a few scenarios on how to handle rejection. Each scenario also includes an example of how it should not be.

Scenario 1: Lack of Experience

Non-constructive response:

“Unfortunately, your experience does not match our requirements. We’ve selected another candidate for the position.”

  • Lacks empathy
  • Lacks specific feed or insights

The consequence of this response is that the candidate will leave with a sense of disappointment and uncertainty.

Constructive response:

“Hello [Candidate’s name]

Thank you for your interest in the [Job Title] role at [Company Name]. We were impressed by your [specific skill or experience]. Still, after careful consideration, we have decided to move forward with a candidate whose experience closely aligns with the demands of the role. We genuinely appreciate the time you invested in our process and encourage you to explore future opportunities with us.”

  • Shows gratitude and acknowledgment of the candidate’s interest
  • Provides more context
  • Fosters a positive relationship by encouraging the candidate to consider future opportunities

Scenario 2: Cultural Fit

Non-constructive response:

“We don’t think you’re the right cultural fit for the company.”

  • Too brief and direct
  • Overly vague

This response doesn’t provide any feedback to the candidate that they could use for future applications.

Constructive response:

“Thank you for your time and effort in pursuing the [Job Title] role at [Company Name]. We appreciate the insights you shared during our interactions. After careful consideration, we’ve determined that while your skills are impressive, there is a unique blend of values and team dynamics that contribute to our company’s culture. We encourage you to keep exploring opportunities that align with your talents and aspirations.”

  • Shows appreciation
  • Explains the exact reason for the rejection
  • Shows empathy
  • Leaving the door open for future opportunities

When delivering feedback, the candidate should be treated with respect. It’s important to recognize their effort and qualities. The goal is to foster a positive relationship between the candidate and your organization.

Collecting Feedback From Candidates

The hiring process is also a chance for recruiters to improve and grow. Candidates’ insights are valuable. Ask them to provide feedback on their experience—what worked well, what could be enhanced and any pain points they encountered. Recruiters and hiring managers can take this feedback to improve the process for other candidates. It also shows your organization’s commitment to continuous improvement.

For this stage to be successful, pay attention to the following:

  • Gather feedback shortly after the process
  • Ask open-ended questions
  • Offer anonymity
  • Segment feedback
  • Act on feedback

Collecting and implementing feedback is a data-driven, proactive strategy to help your organization grow.

Luckily, there are many productivity tools available for recruiters and hiring managers. They can leverage tools like Google Forms to streamline the process of collecting feedback. These tools are relatively easy to use and can be customized depending on the needs. Some tools also offer advanced analytics to analyze the data.

Conclusion

Rejection is an opportunity for personal and professional development. It all depends on how the process is being handled. Regardless of the industry you’re hiring in, or the type of role, recruiters and hiring managers should show respect, care, and intent for growth. Every candidate interaction has the potential to identify areas for improvement and develop the hiring process further.

Key considerations to remember are to deliver the rejection feedback with clarity, empathy and appreciation. Personalize the feedback and deliver it in a timely manner. While hiring an employee is gaining a valuable asset, we should not forget the benefits and moments we can build with other candidates.

Unlocking the Potential of Clear Communication for Recruitment Marketing

Finding the right employees for your business can directly impact your success. While you may have a relatively solid idea about the type of talent you’d like to onboard, actually reaching them can be a more challenging prospect. This is where effective recruitment marketing can be a powerful tool.

Yet, as you know, not all marketing is guaranteed to result in success. One of the ways you can give your business the best chance of attracting your ideal candidates is to prioritize clear communication.

The Benefits of Clear Communication

There are various influencers of successful recruitment campaigns. So, why should you focus on communication clarity? Let’s help you get a firmer understanding of the impact communication has, so you can make the most relevant choices for your campaigns.

Some of the recruitment benefits of clear communication include:

Boosting Connectivity

Good communication in recruitment may foster a more meaningful connection with your candidates. With clear marketing for your position openings, all candidates can clarify their expectations for the role. Those who will make good candidates will apply and boost their interest. Those who won’t be candidates will be more likely to turn away from transparent messaging. Either way, your clarity encourages them to more fully engage with you from the outset.

Minimizing Information Overload

There’s likely to be a lot of important information and brand messaging you need to communicate with your recruitment marketing. However, without a commitment to clear communication, you may find candidates tend to be overwhelmed by the information overload. If they have to wade through jargon or get conflicting information, they may simply be too confused or stressed to apply for a position. Prioritizing clarity gives them a clearer — and simpler — path to a positive recruitment experience.

The Keys to Clarity

Clarity of communication is a great concept, hypothetically speaking. Yet, it’s meaningless if you don’t also have some practical ways to actually start using it. So, let’s look at some of the principles of clear messaging and how you can apply them to your recruitment marketing.

Precision

Whether your marketing is a listing, career blog, or video, your information needs to be precise. It can be easy to head off on tangents that can feel as though they give the content flavor, but instead make it more difficult for candidates to get to the crux of your message. You should also avoid vague or complex language. Keep your recruitment marketing to the point. If it helps, ask someone with no knowledge of the role or department you’re recruiting for to read it and establish if they can understand the primary points.

Authenticity

Some guides to recruitment marketing may suggest that facts aren’t important. However, don’t make claims or suggestions that aren’t a fully accurate representation of your business or the role. This isn’t just an ethical duty. Misinformation can also disrupt the clarity of your messaging. Forcing candidates to navigate half-truths or opaque language presents hurdles to genuine engagement. Importantly, it prevents them from seeing the genuinely positive elements of your company and making informed decisions about whether they’re suitable for the role or the business.

Transparency

Some recruitment marketers have historically pulled back from transparency in recruitment marketing. Perhaps the most popular version of this is to describe pay or benefits as “competitive” rather than provide clear information. Be as open as possible in your campaigns. Let candidates decide for themselves whether what you’re offering is an appropriate reflection of their talents. Not only do you maintain the aforementioned authenticity, but you’re also less likely to waste time with candidates who have expectations that conflict with your needs.

The Vital Role of Writers

Creating recruitment marketing content requires significant skill. This isn’t just about the strategic prowess of your marketers. When it comes to ensuring clear communication, it’s worth seeking expertise in the field. This means working with experienced writers.

Understanding the value of writers is especially important if you need to get leadership buy-in to invest in them as part of campaigns. A good writer can combine the precise information you need to convey with the nuances of your brand voice. They’ll be able to utilize engaging storytelling techniques to entice readers without being confusing or alienating. It’s important to collaborate with writers, though. Provide them with clear information about who your audience is and what you’re trying to achieve. Give them examples of the ideal tone to convey. You’ll find this has positive outcomes for everyone involved.

In the current climate, it’s also important to note that real writers are more valuable than artificial intelligence (AI) platforms in creating content. AI lacks the empathy and human experience that can create clear and meaningful connections with readers. It also struggles to use varied sentence structures that are understandable, yet engaging. On the surface, AI might seem like an attractive cost-saving device. But only human writers can utilize their nuanced perspectives and skills to produce content that is tailored to your recruitment needs.

Conclusion

When you prioritize clarity in your recruitment marketing, you can better encourage meaningful connections with candidates and reduce the potential for confusion. Make certain your marketing materials maintain core principles of clear communication, such as precision, authenticity, and transparency. Don’t forget that skilled writers craft clear copy that helps you attract the candidates you want to represent your business. The clearer you can make your marketing communications, the clearer your path toward success is likely to be.

How to Detect AI Text: Unveiling the Sherlock Holmes of Identifying AI

In a world where AI is taking over, how do we know if that brilliant piece of text was written by a human or a sneaky AI algorithm like ChatGPT? Fear not, my friends! The AI Checker Tool is here to save the day. In this article, we’ll lift up the spyglass and discover how to detect AI text.

The AI Checker Tool is like a detective, dedicated to unraveling the secrets behind a piece of text. Its mission? To figure out if it’s human-generated or the work of AI magic. So, let’s put on our detective hats and explore the amazing capabilities of this tool through some thrilling test cases.

Conveniently Detect AI Text

It can analyse text, detect hybridizes blocks of information, search through files, and even specify the AI model they are using. Also, this tool’s interface is also fairly straightforward. You won’t have any trouble trying to detect AI text. Some use cases for this site are:

  • Ensuring authentic content creation
  • spotting plagiarism attempts
  • evaluate recruitment writing samples
  • verifying quality control

The AI Checker Tool is your trusty sidekick in the world of AI detection. With its ability to differentiate between human and AI text, it opens up a whole new realm of understanding and assessment. So, channel your inner Sherlock Holmes and explore the wonders of this tool at AI Checker Tool. As technology evolves, tools like these help us navigate the blurred lines between human and AI contributions with clarity and confidence. Get ready to sleuth your way through the digital landscape!

Related: Learn more from Dean Da Costa and 9 other top industry minds at our upcoming #HRTX Event! Free to attend, save your spot today!

Other Dean Da Costa Content:

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

xRay Headhunting: Unleashing the Superpowers of AroundDeal

Adventure with us in this wild world of business-to-business (B2B) interactions! XRay headhunting the right contacts can feel like searching for a needle in a haystack…but fear not, my friends! Enter AroundDeal, the superhero of contact discovery platforms.

In this article, we’ll explore the use case of AroundDeal and how it can make your B2B networking dreams come true. The website on it’s own is not anything out of the ordinary, but with a few simple Google searches we can leverage that tasty data. Get ready for some x-ray headhunting action!

Navigating the Battlefield

Before we dive into the nitty-gritty, let’s understand what makes AroundDeal so special. It’s all about empowering you to conquer the B2B universe with ease. Here’s how:

Contact Enrichment: Armed with comprehensive data, AroundDeal equips you with all the info you need about potential business contacts. It’s like having a secret dossier on everyone you want to connect with.

Verification: AroundDeal is the ultimate truth detector. It ensures that the contact records you uncover are accurate and legit. No more wasting time on fake superheroes!

Streamlined Workflow: With AroundDeal by your side, you’ll have a sidekick that helps you achieve your B2B networking goals faster than a speeding bullet. It’s like having your own personal assistant, but without the coffee runs.

Unleashing the Superpowers: A Case Study in x-ray Headhunting To truly grasp the awesomeness of AroundDeal, we embarked on a mission to uncover the hidden secrets of B2B contacts in the software development realm. Our target: the elusive “developer.”

With AroundDeal as our trusty sidekick, we initiated a search for “job developer” profiles. Boom! Just like that, a list of potential contacts materialized before our eyes. We stumbled upon Alexander Park, a job developer at Smart Solutions in Canada. And guess what? His work email followed a recognizable naming convention: First Name.Last [email protected]. It’s like AroundDeal has superhuman vision!

Peeling Back the Layers

But we didn’t stop there, my friends. We continued our x-ray headhunting adventure and discovered more fascinating profiles. Meet Simon, a developer at JoJo Kobo in Japan. His domain-specific email address ([email protected]) hinted at a personalized domain. These personalized domains make guessing a prospect’s email address a whole lot easier, since it’s usually just firstname@company.  Don’t be afraid to send 4 or 5 messages to various combinations of email addresses. A bounceback doesn’t hurt your email reputation in any way.

You might find it a bit challenging (or at the very least incredibly annoying) to reverse engineer an email address, and we get it. But, the benefits usually outweigh the cons. If you happen to email someone who typically doesn’t get much headhunting traffic, your chances of success are much higher. So, put in the work and go down the road less traveled. It will pay off, you just have to believe.

Unleash Your Inner xRay Headhunting Gremlin

In conclusion, AroundDeal is a great tool to leverage contact information for new hires, as long as you’re Google xRay headhunting with it. It’s not just about finding contact information; it’s about transforming that information into meaningful connections.

Other Dean Da Costa Content:

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

11 Common Red Flags in a Candidate’s Online Presence

In the digital age, a candidate’s online presence can reveal significant red flags. To help you navigate this complex issue, we’ve gathered insights from HR professionals and top executives. From identifying discriminatory online behavior to discovering dishonesty and conflicting info, here are key insights to consider when evaluating a candidate’s online presence.

Verifying Resume and LinkedIn Discrepancies

A point is made to look out for discrepancies in the resume provided, compared to the experience listed on the LinkedIn account. It’s surprising how often people will completely make up past jobs when applying for a new one.

While it’s normal for resumes to look a little different from LinkedIn profiles (usually, it’s people omitting irrelevant jobs from their resume when applying to a certain job), there really shouldn’t ever be experience listed on a resume that isn’t also listed on LinkedIn.

When this is seen, it’s an instant red flag that the candidate is lying about their experience and qualifications. At that point, either the candidate is removed going forward or, if further into the process, they are asked about it—as well as asked for their “employer’s” contact information to verify.

Brittany Mendez
CMO, FloridaPanhandle.com

Identifying Discriminatory Online Behavior

Discriminatory and offensive behavior in candidates’ online presence is a red flag that employers should scrutinize. Unprofessional comments, lack of empathy or the use of inappropriate language are warning signs that should not be dismissed lightly.

Derogatory remarks targeted at individuals or communities can be deeply concerning, as they not only reflect poorly on the candidate but also pose a potential threat to the company’s reputation and culture.

If such signs are seen during the interview, engaging in an open and non-confrontational conversation about their online presence can provide valuable insights into their self-awareness and willingness to learn from their mistakes.

Ultimately, if the candidate’s online behavior raises serious concerns about their ability to work respectfully and collaboratively within the organization, it may be necessary to explore other candidates who better align with the company’s principles.

Divvya Desai
HR, Naman HR

Considering Age of Inappropriate Posts

We try not to dig too deeply into our candidates’ online presence. If you dig deep enough on anyone born after 1980, you’re likely to find something inappropriate from their youth.

We used to have a zero-tolerance policy for anything inappropriate on social media—until we had to let one of our best new hires go for a 10-year-old post they made when they were 14. We do still care about recent and frequent social media activity, though.

People who post a lot on social media about hot-button political topics can be concerning, but what we really look out for is inappropriate, hateful or illegal speech or behavior, especially things like drug use.

Nick Valentino
VP of Market Operations, Bellhop

Discussing Excessive Partying in the Interview

An individual’s online presence can offer helpful insights during candidate assessment. One red flag I note is excessive late-night partying or clubbing on social media platforms. It’s not about their choice of leisure, but it could show a lack of discipline or professionalism.

When I encounter such a scenario, it raises concerns about their productivity, especially in the early days of the week. However, avoiding jumping to conclusions based on this single factor is essential. Instead, consider discussing the topic during the interview, delicately addressing my observations.

This gives the candidate a chance to explain the context behind these images and reassures me of their commitment to their professional responsibilities. Understanding the entire picture is key to making a balanced evaluation.

Shane McEvoy
MD, Flycast Media

Observing Aggressive Private Online Communication

Trust your intuition. Study the candidate’s social media profiles, but understand that some people don’t fill them out or post content regularly, which is fine. Assess the online presence in its entirety. If it gives you the impression of a toxic personality, it’s a bad sign.

Observe how candidates behave in private online communication (e.g., when you agree on an interview date, or discuss preliminary terms). For us, most red flags appear at this point. One-word questions that sound aggressive (Compensation? Social package?), or when they attack the recruiter, are warning signs.

In nine cases out of ten, when there was something worrying about the candidate during the hiring process, it turned out to be a poor fit for the role.

Daria Erina
Managing Director, Linked Helper

Understanding Unprofessional Online Interview Behavior

A candidate’s online presence reflects their character and judgment. One of the biggest red flags for me, while interviewing candidates online, is unprofessional behavior. This can be seen through how they dress, the language they use while answering questions, etc.

Unprofessional behavior shows a lack of a sense of responsibility. Usually, when I find candidates with unappealing behavior, I go forward with the interview to find out the reason. If the interviewee will change, it is considered.

Faizan Khan
Sr. Content Marketing Specialist, UBUY Australia

Looking for Inconsistent Candidate Information

Another red flag to watch out for is inconsistencies in the information provided by the candidate. This can include contradictory claims about their qualifications, work experience or achievements. Inconsistent information may show a lack of honesty or integrity, which could be a cause for concern.

Verify the information: Double-check the accuracy of the information and ensure that there are no misunderstandings or misinterpretations. This can involve reaching out to the candidate for clarification or conducting further research.

Vincent Zhu
CEO and Founder, ShineACS Locks

Addressing Shared Offensive Content

A major red flag in a candidate’s online presence is the sharing of inappropriate or offensive content. This suggests a lack of judgment and respect for diversity.

Upon discovering this, I’ll address it in the interview, asking the candidate to elaborate on the context. This helps me gauge their level of responsibility and potential fit within our team culture.

Span Chen
Growth Director, Notta

Encountering Confidential Information Posts

One red flag is the posting of confidential information from previous employers. It shows a lack of professionalism and respect for company policies.

If I encounter this, I’d discuss it with the candidate during the interview to understand their perspective while also emphasizing our company’s strict stance on confidentiality.

Farhan Advani
Director of Marketing, PhotoshopBuzz

Evaluating Negative Online Reviews

Negative online reviews or comments about a candidate can also be a red flag. This could be from previous employers, colleagues, or even clients. It is crucial to assess the validity and relevance of these reviews, as they can provide insights into a candidate’s work ethic, professionalism and ability to work well with others.

Evaluating the potential impact of the red flag on the candidate’s suitability for the position involves considering the role, the company’s values and the importance of the specific skills or qualifications in question. It is essential to have a balanced approach and not let one red flag overshadow other positive aspects of the candidate’s profile.

Ranee Zhang
VP of Growth, Airgram

Discovering Dishonesty and Conflicting Info

We look for honesty. Our company is remote, so we need to take candidates at their word. When information from their interview or on social media conflicts with what’s on the resume, we know we have a problem.

Our red flag is dishonesty, and when we discover this, it’s definitely something that we know we’ll have to discuss.

Maurice Harary
CEO, The Bid Lab

Using Talent Intelligence to Successfully Recruit Gen Z

Generation Z (Gen Z) is an important workforce portion, so hiring them in the fast-changing talent acquisition industry requires a specialized strategy. Previous generations are less tech-savvy, socially conscious and multifaceted. Thus, it’s essential to focus on talent intelligence and data-driven insights.

How can talent intelligence help recruiters, scouts and other talent acquisition specialists? It allows them to engage and convert Gen Z candidates.

Comprehending Generation Z: Overcoming Stereotypes

Understanding Gen Z and its intricacies is essential to successful hiring. There may be stereotypes, but getting a deeper grasp of this dynamic and diverse generation is crucial.

Evidence-Based Perspectives

Gen Zers are enthusiastic about digital participation. They are generally proficient in utilizing digital platforms, which is beneficial for problem-solving, learning and creative expression. What does this mean? Recruiters can create memorable digital experiences by acknowledging this intrinsic aptitude.

Advocates of Social Impact

Members of Generation Z have a strong dedication to environmental and social problems. Thus, organizations prioritize those beliefs and have a beneficial impact on society. Gen Z candidates may find great resonance in a business that capitalizes on a desire for social justice.

Effective Gen Z recruitment starts with an understanding of these realities. Employers can create customized strategies that resonate with the goals and values of this generation by appreciating their dedication to social impact, skill with technology and genuineness.

Genuineness in Action

Generation Z places high importance on genuineness in relationships and encounters. This also applies to what they want from their work environment. Adding sincerity to hiring practices increases engagement and cultivates long-lasting partnerships.

Building Data-Driven Candidate Profiles

Data analytics is a powerful tool for shaping precise Gen Z candidates, as it’s essential to use a plethora of information for recruitment, such as demographic, psychographic and behavioral data. With these, recruiters can craft targeted and effective recruitment strategies.

Utilizing data-driven candidate profiles is a huge recruitment transformation. Recruiters should have demographic, psychographic and behavioral insights of Gen Z candidates’ unique characteristics and aspirations. These are important to getting the best fit for the roles.

Analyzing data gives a comprehensive understanding of Gen Z candidates through useful surface-level insights. Recruiters can tailor their approaches to connect with the unique generation by delving into candidates’ preferences, behaviors and aspirations.

Demographic Insights

Demographic data unveils key traits such as geographical preferences, educational backgrounds and professional interests. In turn, this knowledge empowers recruiters to create customized engagement tactics that align with Gen Z’s priorities.

Psychographic Understanding

Psychographic data uncovers intricate details about Gen Z’s values, motivations and personality traits. Recruiters can craft messages and experiences that genuinely connect with candidates’ core desires.

Behavioral Patterns

Recruiters gain insights into Gen Z’s online activities and content consumption habits when they examine applicants’ behavioral patterns. This also includes engagement preferences. Therefore, this information is helpful in designing digital recruitment strategies where the objective is to capture and keep their attention.

Digital Engagement: Dominating Social Media

Social media is a powerful tool for hiring Gen Z candidates. It’s an essential component of the generation’s everyday life, not merely a hobby. They can interact, study and express their thoughts on sites like LinkedIn, Instagram and TikTok.

As such, social media greatly impacts how they view possible companies and career chances. Effective recruitment requires grasping its potential and appreciating its crucial role.

Enhancing Social Media Channels for Hiring

Recruiters can enter Gen Z’s natural online environment through the skillful use of social media. Create believable stories, facilitate interactive online gatherings and showcase visually appealing materials. When these initiatives come together, they create a unified approach, appeal to Gen Z’s interests and generate genuine interest in career opportunities.

Take advantage of the storytelling magic — real stories speak to Generation Z. Use social media to tell engaging tales that highlight your business’s culture, values and effect. Captivating narratives arouse curiosity and establish emotional bonds.

Maximize virtual events as catalysts, as interactive settings are perfect for Gen Z’s growth. Organize online events like webinars or Q&A sessions to give information about your business and market trends. Furthermore, you can share employment opportunities. Online gatherings encourage face-to-face interaction and assist prospects in seeing themselves on your team.

Use visual and bite-sized content. Gen Z likes content that is concise and visually appealing. You can utilize infographics, quick videos and captivating images to guarantee significant impact in a brief time.

Find the Perfect Fit With Talent Intelligence

The newest generation in the workforce is unique. Not only do they have new needs, but recruiters now have a wealth of information about them at their fingertips. You no longer need to rely on resumes, cover letters and stilted interviews. Use talent intelligence via candidate profiles and social media presences to find the perfect fit for any open position.

4 Secure File-Sharing Practices for Sensitive Candidate Data

Being a recruiter involves doing a lot of document management. You must ensure every file goes to the right place, through the proper channels or to the correct people. However, all that transmission can introduce cybersecurity risks if you’re not careful.

At a time when employers are still recovering from the “great resignation,” keeping track of sensitive candidate data is critical. Here are the best ways to securely share files and why doing so is essential.

Why Are File-Share Best Practices Important?

Technology puts every document at risk. While you may not deem certain information on an application as sensitive, it could still be valuable to a hacker. People must feel they can trust your company or they may not apply and dissuade others from doing so.

Following file-share best practices can also save an organization from hefty legal fees. In November 2022, the 3rd U.S. Circuit Court of Appeals decided an employee could sue her former employer even though the data breach didn’t result in fraud or identity theft. If a hack did cause ramifications for applicants, imagine how much more damage the enterprise could experience. Thus, secure document management is crucial to any recruiter.

4 Best Ways to Securely Share Files

File-share best practices are just as essential in recruiting as in current employee document transfers. They’re even more critical when those pages contain sensitive data. Here are the four best ways to securely share files and secure the most outstanding applicants.

1. Use Zero-Trust Architecture

Zero trust means a network doesn’t automatically trust someone just because it thinks the user is trustworthy. It assumes everyone trying to access a document is a threat and must authenticate potential viewers. The system will also continuously verify the account to ensure someone is who they say they are.

Zero-trust architecture is an excellent place to start when seeking the most secure human resources document management. Assuming all employees could be a threat weeds out the real hackers, making file sharing much more secure. In fact, 53% of companies say using zero trust reduces the time a cybercriminal could spend in their network.

2. Continuously Educate Employees

With time, recruiters may grow lax in keeping up with file-share best practices. However, this is a tremendous opportunity for attackers, as 85% of data breaches stem from human error. It’s important to ensure everyone in the department follows the steps and higher-ups continue educating them on new threats to look out for.

For example, phishing tactics constantly refresh to trick people into sharing sensitive information or downloading malware. Once a hacker has access to your systems, they could ransom or steal the data to publish on the dark web. Even if staff members think they know how to spot a fraudulent email, updating their knowledge continuously can prevent an attack from a well-done phishing scam.

3. Choose and Update Excellent Systems

Opting for a consumer-grade document management system can introduce cybersecurity errors. Developers didn’t build these networks to handle and safeguard such sensitive data, so investing in a business-grade system can improve file-sharing security in recruiting.

These applications should also be simple for employees to use. People are less inclined to implement secure software if it’s challenging to figure out. This may inspire them to find unsafe workarounds, so choose software that’s easy to navigate and answer staff questions promptly.

Additionally, keeping all software and devices up to date is crucial. Outdated technology often holds cybersecurity flaws hackers are all too eager to take advantage of. Updates for items like computers will vary. However, whenever there’s a software update, you should prioritize installing it as soon as possible. These often have the most recent security patches that assure your system is secure.

4. Collect Only the Most Relevant Information

You collect a lot of information when recruiting applicants. Make the process smoother and file sharing more secure by only collecting the necessary data. Minimizing the information you obtain from applicants will reduce the amount of sensitive material in your system, so transferring it poses less of a threat. Disposing of it promptly can also safeguard the network, as minimal valuable data will be present.

When you need to collect and share sensitive candidate data, ensure your platform has encryption. This feature will scramble the information in an email or call so attackers can’t access it. Encrypting the channels you use for transporting critical applicant material ensures that, even if a hacker makes it in, they can’t read any of the details they access.

Using File-Share Best Practices

Human resources document management relies on up-to-date technology and educated employees. Because the recruiting process requires an applicant to disclose sensitive data, it’s only fair for you to keep it as safe as you can. The best way to securely share files relies on close attention to detail, so use these best practices to make doing so much more straightforward.

Using PDF Editing Tools to Streamline the Recruitment Process

Is your company ready to accelerate its recruitment process and attract top talent? Digital recruitment documents not only allow employers and recruiters to leave a more professional impression. Compared to paper documents, editable PDFs minimize delays and increase efficiencies throughout the recruitment process.

By using powerful PDF editing tools, recruiters and HR teams can mitigate common bottlenecks, save valuable time, fill vacancies faster and grow their businesses more reliably. In addition, businesses also benefit from added document security.

Why Streamlining Matters for Better Hires

Successful recruitment is critical for the growth of any business. No matter how ingenious and indispensable a company’s product or service may be, without the right salesforce behind it sales will remain limited. Worse, without conscientious workers in manufacturing or programming departments, the business may not even be able to produce enough to create successful sales.

So, how can employers ensure they hire the right people quickly? According to the Harvard Business Review, many companies have created detailed, and sometimes overly complicated processes to avoid bad hires. On the surface, these processes may serve their purpose. Looking more closely, though, it becomes obvious that many businesses’ recruitment processes are costly and time-consuming.

The authors point out that, in many cases, recruitment includes several rounds of interviews, background checks and other steps. Neither of those guarantees a good hire, but they cost thousands of dollars and may take months.

Streamlining the recruitment process is not only essential to minimize costs, but it can also help find the right employees faster. Having the correct documents ready for every stage of the process is critical. Digital documents have clear advantages over the paper alternative.

Benefits of PDF Editing Tools in Recruitment

PDF documents are among the most popular file formats in any professional environment, including HR. They keep data safe and correctly formatted. But what happens when information changes and PDFs need to be adapted? That is the moment HR teams need access to a powerful PDF editor.

1. Update Information Easily

PDF editing tools can streamline recruitment right from the start of the process. Rather than sending generic job descriptions to potential applicants, PDF editors allow HR teams to supply candidates with up-to-the-minute requirements in a professional format.

2. Personalize Contracts Easily

Employment contracts are legal documents. PDF editing software makes it easy to personalize them while keeping critical details intact. Even if a company is hiring several employees for similar roles, such as customer support agents, their contractual agreements may vary slightly.

Thanks to PDF editors, the HR team can customize contracts for each individual employee without the need for handwriting or additional documents to agree to variations on standard contracts. This saves time and creates stronger legal documents.

3. Customize Benefits Packages

PDF editors also make it easier to customize benefits packages for employees. Like contracts, benefits packages tend to vary depending on an employee’s seniority and their negotiations with the company.

Customizing benefits packages with a PDF editor avoids having to re-write agreements from scratch, which takes longer and could potentially introduce mistakes.

4. Protect Privileged Information with Passwords

PDF editing tools are not only convenient for the accessibility they provide, but they can also help protect privileged information. Editing tools make it easy to protect personal information with a strong password, preventing unauthorized access.

During the recruitment process, password protection becomes important when the HR team emails confidential contracts to potential employees, for example. Adding this layer of security gives the HR team and the new employee additional peace of mind.

5. Secure Signatures Easily

Digital signatures have become widely accepted across different industries. A wide variety of businesses use them for new employment contracts and other related documents. PDF editors allow HR teams and recruiters to share those documents with new hires and secure signatures quickly, without the need to print, sign and mail hard copies.

At the same time, PDF editors make it easy to protect privileged information by adding logos, watermarks and other trademarks.

Potential Drawbacks and Limitations

Despite their flexibility and plethora of benefits, PDF editing tools have a few limitations that HR professionals need to be aware of.

1. Conversion Can Change Layouts

PDF editing is not the same as PDF conversion. PDF editing tools allow users to make changes directly in a document, such as adding text or a signature. Large-scale changes often require the conversion of the file to a different format, and recruitment teams must understand the difference. PDF conversion changes the file type, and a PDF document becomes a Word document, for example. In the process, the document’s format and layout might change, too. For smaller changes, avoid conversion and simply edit the document directly.

2. May Require Individual Authorizations for Others to Access

PDF documents can make collaboration between team members harder if not everyone can access editing software. Anyone using password protection needs to ensure all relevant team members have the access they need. Choosing a free, yet powerful editing tool provides an easy solution to facilitate collaboration, allowing team members to work together as they are used to. For larger teams, creating different levels of access is an excellent solution that combines security and accessibility.

3. Some PDF Editors Can Be Costly

From a computer expert’s point of view, PDF files are incredibly complex documents. That is why major changes continue to require conversion to different file formats. Paid-for desktop PDF editing software products offer alternatives, but the cost may be more than the benefits to the business. Selecting a suitable free editing tool gives companies the flexibility and the access they need without any financial investment required.

Conclusion

Streamlining any company’s recruitment process helps attract the talent businesses need and transforms the way those companies do business. PDF editing tools allow recruiters and HR professionals to accelerate their recruitment process by using digital documents throughout and avoiding unnecessary delays.

Effective Conversational Interview Techniques for Identifying Top Candidates

Is it just me or when someone says, “I’m a conversational interviewer,” all you hear is “I’m a talker and suck at interviewing?” While we never want to come across as interrogators, too often “conversational interviewers” spend more time talking than listening.

I recently had a conversation about this issue when someone posted a feel-good story on LinkedIn about hiring a customer service representative for a major big box retailer. The gist of the story was the hiring manager, “…talked for almost an hour about things that were not job related.” During this time, the candidate informed the hiring manager “that a penguin has never met a polar bear because they live on opposite sides of the earth.”

The hiring manager who posted the story went on to equate basic conversational skills to customer service competencies. The takeaway was you should hire someone “that you can relate to and have an hour-long conversation about nothing with.”

This raises huge questions and concerns that hiring managers and recruiters should consider: things like bias, risk factors and compliance with applicable laws. An irony underscored by the fact that the poster’s company settled a dispute over its discriminatory hiring practices back in 2018.

So, what is wrong with conversational interviewing? Nothing – when it’s done right.

It is possible to be both conversational and a good interviewer, if you understand the basics of how to do it well.

It starts with preparing so you know what you want to ask and what you want to say. This means spending time to review the candidate’s background. Ensuring your “conversation” is structured to meet the goals of all interviews based on that candidate and the role is next.

 The Issue with the Hiring Manager’s Approach

Let’s start by asking the question – If you spend “almost an hour talking about things that were not job related” then how can you make a job-related decision? You can’t because now the entire process is filled with implicit (& possibly explicit) bias.

We have to ask which other candidates were passed over in preference of this candidate. For instance:

– Did the interviewer hire this “young kid” over a qualified older person?
– Did the poster hire this person over a qualified individual who did not delve into their personal life or whose personal life was less fascinating or didn’t align with the hiring manager’s views?
– Did those people passed over come from different races, genders, religions?

The answers to these questions raise serious concerns about implicit and explicit bias. None of the answers would be easily defensible when confronted with a discrimination claim. This is because the interview did not focus on “job-related” qualifications.

Certainly, the ability to connect conversationally could be considered a bona fide occupational qualification for a customer service role. Though I am not sure how wandering off into a story about polar bears achieved this other than the poster found it enjoyable. Given the propensity to hire people they like, the presumptions proposed by the interviewer raise serious questions about bias.

I can’t help but wonder what the response would be if it was, for example, a 45-year-old stay-at-home mom, who dreams of returning to school to study ethnic & women’s studies that cited a factual statistic about the wage gap for women of color. Would she get the same response & offer?

While it is possible this was a good hire, it is also just as likely the candidate’s seeming inability to differentiate job interviews from general conversations could lead to performance issues in the future. As a team member, will the candidate build relationships or leave customers feeling the agent is not focused on solving their issue. How does this reflect other competencies that may be important like empathy, de-escalation, and problem resolution?

While hiring for potential & culture are important – so is focusing interviews on conversations intended to assess candidates based on genuine, bona fide occupational qualifications (BFOQ’s.) Focusing on BFOQ’s will limit inherent bias. When we drive interviews on BFOQ’s we hire those who are qualified vs people we just like.

Recognize the Goal: Getting and Giving Information

The most fundamental goal of the conversation during an interview is ensuring candidates meet the minimum requirements. This can usually be established based on their resume (or application) so having some questions focused on that as it relates to the job is key.

This requires spending more than 30 seconds reviewing the data in front of the candidate. Quality preparation will allow you to be ready. Combining candidate specific questions with some standard questions you will ask all candidates will help.

Build the conversation by clarifying questions that refer to their answers. Then follow up with feedback on the relevance and providing examples.

Execute: Create a Realistic Job Preview and Social Contract

Another key goal of the interview is to level set candidate expectations. Too often, recruiters and hiring managers are focused on selling the opportunity. Leaving candidates disconnected from the reality of the role, which drives new hire dissatisfaction.

By leveraging a structured conversational interview, you can share information in two ways. First, during the feedback portion. The second is in the questions themselves by focusing on specific job-related requirements. Asking an irrelevant question (e.g., if you could be an animal, what would you be?) not only comes across as interrogating but is plain silly.

To create the “social contract” simply ask confirmation and commitment questions. By doing this you can establish aligned expectations of the role. You can also refer to these during performance management (“During the interview, we discussed the importance of….)

How a Structured Conversational Interview May Look in Action

  • “In this role, you will be responsible for all aspects of the sales process. This means you would be responsible for…” (Giving Info)
  • “Can you help me understand what scope your past roles included?” (Getting Info)
  • “Your resume notes your experience with creating a sales pipeline at ABC, that sounds interesting, could you tell me more about how you handled that?” (Getting Info)
  • “The reason sales pipeline is important is that we have found the most successful salespeople are constantly growing their sales pipeline. One of the ways we support our team’s business development goal is through a CRM to help you track calls and outcomes…” (Giving Info)
  • “Inputting data into the CRM timely is important so we can track activity across regions…” (Realistic Job Preview)
  • “Would you be comfortable with that?” (Creating Social Contract)

Make it Work: Structure & Drilling Down are the Keys to Success

Remembering the fundamentals requires you to start with a structured interview. This means starting with a basic set of information you want to share and questions you will ask of all candidates.

According to Brandon Jordan, Workforce Lifecycle Analytics, a data-driven human capital consultant, “asking all candidates the same core questions aligned to performance or competencies, has been shown to be one of the strongest predictors for future job performance among other employee selection methodologies.”

The conversation is based on building off the candidate responses to drill down. Jordan went on to note that, “In a recent meta-analysis by researcher Paul Sackett et al of over 261 thousand employees, structured interviews are nearly 2.5 times more predictive than unstructured interviews and a 29% improvement over baseline unstructured interviews, which is barely better than flipping a coin for success rate.”

Being a good conversational interviewer is hard. It’s a balancing act to get information and share information in a way that feels natural. By following your initial questions with follow-up questions and sharing context, you can not only be more effective but also more engaging. When these are clearly focused on job qualifications, functions and outcomes you will limit bias, improving outcomes.