Blog

What Recruiters Need to Know About Job-Hoppers

In an early 2023 survey, a staggering 96% of workers reported that they would be looking for a new job during the first quarter. In such a volatile hiring landscape, HR professionals and recruiters need to be on their guard for job-hoppers—people who change jobs multiple times in a short period of time.

What is job-hopping, why do people do it, and how can recruiters avoid the negative consequences of this trend (like high turnover and increased overhead spending)?

Job-Hopping 101

Job-hopping is a relatively straightforward practice. The term job-hopper can be generally defined as someone who changes careers approximately every seven to eighteen months.

While job-hopping certainly applies to people who have resigned frequently, it can also refer to workers who have been terminated from jobs repeatedly in a short time frame. And, while job-hopping has become a more standard practice among today’s workforce (for reasons detailed in the next section), recruiters should still be wary of frequent position changes. This behavior can be a red flag.

Job-hopping has the potential to significantly impact your business because:

  • Recruitment, onboarding and training costs money – Hiring new employees is an investment—one that, ideally, pays off in employee productivity and performance. But when companies invest in recruiting, onboarding and training a new employee only for them to resign in six months, they may not receive a return on their investment.
  • Job-hoppers can impact morale – If a job-hopper shares their justifications for leaving a company with their co-workers, those employees might develop a newfound negative outlook on their employer—and may even choose to leave.
  • Revenue is often tied to worker productivity – For small businesses in particular, even one employee departure can interrupt productivity—the key to revenue generation in many industries.

3 Reasons for Job-Hopping in 2023

Why has job-hopping become such a phenomenon in the early 2020s? Some potential reasons could be that job-hoppers don’t do their homework on the jobs they accept, they get bored easily, they’re unwilling to put in the time it takes to learn their role, they feel like they aren’t growing or they’re let go job after job.

Let’s explore some of these motivations for job-hopping in more detail.

1. Dissatisfaction at Work

Whether they’re new to the practice or have a long history of frequent job changes, many job-hoppers simply aren’t satisfied with their current workplaces. This might look like:

  • Boredom – If an employer doesn’t invest in upskilling or professional development to challenge workers with new tasks, those workers simply might get bored with their day-to-day routines.
  • Resentment – Perhaps a job-hopper has been passed over for a promotion one too many times. There are many reasons why workers might be quick to resent their employer or colleagues and, as a result, want to depart in search of other opportunities.
  • Opinions not valued – Workers who want to contribute and feel valued, often want their opinions or ways of doing things to be taken into consideration by their managers or peers. If there is no follow up or implementation of their suggestions, they may feel that they are not being listened to and decide to seek alternative employment.

2. Salary and Benefits

The 2023 survey cited above found that over 40% of people planning to leave their jobs in Q1 were looking for an income boost due to rising expenses. A late 2022 survey by PBS NewsHour made similar observations, noting that:

  1. 46% of survey participants who left their jobs in late 2022 made less than $75,000 a year
  2. Only 33% of survey participants who found new jobs in late 2022 reported making more than $75,000 a year at their previous jobs

The message is clear: job-hoppers are often motivated by financial gain. If your business doesn’t offer competitive pay or benefits packages on-par with industry standards in your area, you might become the target of job-hoppers on their journey to better pay.

3. Unfortunate Circumstances

Of course, people are still leaving their jobs and finding new ones for age-old reasons—circumstances outside of employees’ and employers’ control.

There are some unfortunate situations that may just be bad luck for the candidate that force them to leave, but these aren’t necessarily their fault. These could be management changes, a company relocation, an employee’s relocation, illness and other circumstances.

While some of these can be mitigated by innovative employee retention strategies, some employees simply won’t (or can’t) stay on the payroll if the workplace or their personal lives change too drastically.

Preventing Job-Hopping: Tips from Recruiters

In the face of the growing job-hopping trend, what can recruiters and stakeholders do to prevent high turnover, revenue loss and workplace culture impacts?

Rigorous Interviewing

Usually, when a company hires someone who turns out to be a job-hopper, the candidate is a great interviewer and can talk their way around reasons for leaving their past positions. The recruiter has to dig deeper into why the candidate left their previous jobs to determine whether or not those reasons are justified.

In a job-hopper-friendly market, HR professionals and recruiters simply must vet their candidates more rigorously than perhaps they have in the past. Today’s hiring teams should consider strategies like

  • Long interview processes – Multi-session interviews, take-home assignments and interviews across multiple platforms (i.e., conducting phone, Zoom and in-person interviews with all candidates) can provide a litmus test for a candidate’s commitment to your open position. If they stick around for the entire interview process, they’re likely invested in getting an offer.
  • Innovative interview formats – Group interviews, test pitches and on-the-job practical tests might present new challenges for candidates and help recruiters find the best possible employees. Job-hoppers who only intend to stay on the team for six months might be put off by jobs with high barriers to entry.

Reference-Checking

The best way to squash potential red flags is by investigating references. If you’re interviewing someone with numerous recent job changes, it is best to get references from each of their past employers to gain more insight on why they left each job.

Contacting references can help recruiters flush out whether or not a candidate has a high potential for job-hopping. But, interviewers should also be prepared to ask these references the right questions about the candidate, like:

  • How did the candidate interact with management and the rest of the team?
  • Was the candidate invested in their work?
  • Did the candidate take initiative in their job?
  • Was the candidate on time for work?
  • Did the candidate take accountability for their tasks?

References are a highly valuable resource for recruiters. Use them to your advantage to learn as much as you can about candidates—and gauging their likelihood of an early departure—before making an offer.

Prevent Job-Hopping and Build a Stronger Workplace Culture

In a job market where employees are constantly on alert for better advancement opportunities, increased pay, and new workplace challenges, recruiters must be vigilant against job-hopping—frequent job changes in an employee’s work history.

Investing in substantive interviewing and thorough reference-checking can help recruiters and stakeholders find long-term, quality talent in a volatile job market. While these tactics can help prevent companies from hiring habitual job-hoppers, they can also raise the bar and help uncover better hires.

At the end of the day, companies need to hone in on their recruitment practices to find candidates who are worth the business’s investments in talent searches, onboarding and training. Employers want to invest in their employees—but they simply can’t afford to if those employees aren’t going to stay long-term.

8 Elements to Consider When Creating a Recruiting Video

To help you create an engaging and effective recruiting video, we gathered insights from various professionals, including Global Employer Branding Specialists and Operations Managers. From using employee testimonials to balancing culture and professionalism, discover the key elements these experts recommend considering when crafting your recruiting video.

Use Employee Testimonials

Employee testimonials are an effective way to ensure that your recruiting video feels authentic and genuine to a viewer

One way to do this is to develop a list of questions to ask employees and compile their responses into one video.

Ask current employees questions like “How would you describe the culture of Company XYZ?”, “What is your favorite thing about Company XYZ?”, or “How have you grown in your career at Company XYZ?”. These responses will give viewers real insights into the culture, benefits and environment your company has to offer.

It is also important to include multiple perspectives. Make sure you do not only include upper management in your video. Highlight individual contributors, as well as team members from other regions that are part of your company.

By asking genuine questions and providing several viewpoints, you are sure to have an effective and authentic recruiting video that will resonate with candidates.

Grant Smith
Global Employer Branding Specialist

Emphasize Authenticity

Be authentic. Gone are the days of overproduced culture videos—job seekers are looking for real experiences from real employees. We are living in the TikTok era, giving a more true-to-life approach to videos and creating a new level of authenticity for viewers.

These social-inspired recruitment videos can provide a first-person perspective that drives up the humanizing element behind a company’s talent brand strategy. Imagine the impact of having a video from the hiring manager talking about why someone should join their team or a new hire sharing their first impression of a company after completing their onboarding.

There are so many storytelling opportunities that could be powerful if done right.

Haley ONeill
Senior Content Manager, JobPixel

Create a Concise Video

Keeping the video concise and to the point is crucial when creating a recruiting video. Attention spans are short, and viewers are unlikely to engage with lengthy content. A concise video should focus on the most important information, such as the company culture, benefits and testimonials. Ideally, the video should run for no longer than about three minutes.

For example, IKEA’s recruiting video is just over two minutes long, but it effectively showcases the company culture, employee benefits and day-to-day work environment while remaining engaging and memorable.

Ben Lau
Founder, Featured SEO Company

Utilize Storytelling

The power of storytelling in a recruiting video is something that cannot be overlooked. Storytelling helps create an emotional connection with the viewer, making them more invested in your company’s mission and vision.

The story should be genuine and should showcase the company culture, values, and work environment. It should also highlight the day-to-day life of employees, their achievements and successes, as well as the challenges they face. By telling a compelling story, you can inspire viewers to join your team.

Adil Advani
Marketing Director, AnySoftwareTools

Incorporate Humor and Creativity

Humor or creativity can help the video stand out from others and make it more memorable and engaging for potential recruits. However, it’s essential to ensure that the humor or creativity aligns with the company’s values and culture. A tasteful joke or creative approach can differentiate the video, but it should not take away from the overall message of the video.

For example, a tech startup could use a parody of a popular TV show or movie to showcase its unique culture and modern approach to the industry.

Roy Lau
Co-Founder, 28 Mortgage

Showcase the Company’s Personality

Potential candidates want to get a genuine sense of what it’s like to work at your organization.

Rather than focusing solely on the job description and qualifications, emphasize the values, atmosphere and camaraderie that make your company unique. Include interviews with current employees sharing their experiences and perspectives, allowing candidates to connect with relatable individuals. Show glimpses of team collaboration, social activities and company events to demonstrate a vibrant and inclusive culture.

By highlighting your company’s authentic personality and work environment, you can attract candidates who align with your values and increase the likelihood of finding the right fit for your team.

Simon Brisk
Director, Click Intelligence Ltd

Balance Culture and Professionalism

Including bloopers or behind-the-scenes footage in a recruiting video can humanize the company, showcase a fun and relaxed environment and make the video more memorable and shareable on social media.

However, it’s important to strike a balance between showcasing the company’s culture and values while still maintaining a professional image. For example, a software development company could show developers brainstorming ideas while still maintaining a professional image by showcasing the final product and feedback from satisfied customers.

Jason Cheung
Operations Manager, Credit KO

Share Real Employee Stories

Potential candidates are not just looking for a job; they are seeking an experience and a sense of belonging. By showcasing the real stories and experiences of current teammates, you can create a powerful connection that resonates with candidates on a personal level.

It’s crucial to portray the organization’s culture and values authentically, and your best advocates are your employees. Candidates want to see genuine faces and hear the genuine voices of employees who can speak to their experiences within the company. Sharing their stories, achievements and the impact they make within the organization can help build trust and credibility.

Your people are your superpower. Elevate them, and they’ll do the same for you.

Heather Wilson, CMP
Founder, The Brand Strategy Tank

New Pricing Option from Indeed Supports Companies Facing a Recession and Tight Labor Market

The current state of the labor market has already been demanding for hiring, but the economic outlook will add yet another layer of difficulty to the situation. Hiring is a costly endeavor, and with an uncertain economy, many employers have less budget to put towards finding quality candidates.

Market Problems Make It Challenging to Hire

The current state of the labor market is putting companies at a disadvantage from the start. According to the U.S. Bureau of Labor Statistics (BLS), there are around 1.7 job openings for each unemployed worker as of early June. In addition, the labor force participation rate is 0.7 percentage points lower than before the pandemic, meaning that almost 1% of the employable population that were working previously, are currently not working. As a result, employers continue to see challenges when hiring talent. A survey conducted by Indeed found that one of the top barriers for employers to hire efficiently was a lack of applicants [31%]. A lack of resources to manage the hiring process was another of the top reported problems [26%].

In recent months, many organizations have also gone through cost-cutting measures and layoffs. With less funds and a harder time finding applicants that meet the particular needs of their open roles, every dollar will count for companies that need roles filled in the near future.

Job Seeker Pain Points and How it Affects Employers

While employers have an uphill battle, job seekers are also feeling let down by the current hiring process. A recent Harris Poll survey commissioned by Indeed found that more than 3 in 4 job seekers [77%] reported that the hiring process at most companies is too slow, and that 4 out of 5 job seekers get ghosted by employers and never heard back after they’ve applied. This miscommunication can have negative effects on the employers they’re applying to. The same survey found that a majority of job seekers [68%] said if they applied for a job and did not hear back, they would never apply to that company again, and [75%] said that they would start to feel negatively about the company.

The Future of Hiring is Quality over Quantity

Indeed, a leading global matching and hiring platform, is ensuring that employers are put in touch with quality applicants faster by launching its new Pay for Results pricing model. With it, companies can find qualified candidates on a budget that works for them. Indeed will only charge when results are delivered, so companies only pay when they actually find candidates who match their job requirements, versus paying for clicks. This will help ensure companies can fill necessary roles within their organization, while keeping their hiring practices as cost effective as possible.

According to Indeed, research has shown that 52% of employers prefer the Pay for Results pricing option when compared to Pay for Clicks and Pay a Flat Fee per Job Post. On top of that, most respondents said they believe they should only have to pay when they receive a quality candidate from an online job site.

Pay Per Application (PPA) lets small businesses and employers see the application cost based on factors such as market demand and title, set application limits, and only pay for the applications that meet their specific requirements. Indeed will also show the recommended number of applications based on job title and location. In addition, the company is offering a Pay Per Started Application (PPSA) pricing option that aims to deliver the greatest number of started applications for the specific role and budget.

With these pricing options, employers are seeing results, devoting less time to hiring, and still finding the quality candidates they need. In fact, employers using PPA have reported having 35% fewer applications to review per hire.

Though hiring will remain challenging for months to come, these solutions have set employers up for success no matter the headwinds that might come their way, all while meeting the needs of job seekers too.

How to Build an Authentic Employer Brand

As the race to attract talent remains increasingly competitive for companies, establishing and promoting a strong employer brand that allows your workforce to connect over a common, driving purpose can help set your organization apart. Research supports the notion that a poorly defined brand is not only a hindrance to how your organization is perceived internally and externally, but it also spells significant losses as higher rates of turnover and a lack of interest from job-seekers makes it exceedingly difficult to fill open roles.

Building a strong employer brand can be accomplished by bridging it with your organization’s mission and integrating it into every facet of the employee experience, which will establish continuity across the organization, retain your current employee base, and draw in talent that shares your organization’s same values.

Creating Cohesion Between Employer Brand and Mission

An employer brand is not a separate concept from a company’s mission, they are intertwined. The employee value proposition should be in alignment with the mission, and the mission should be deeply embedded in the employee value proposition – cascading down to all employee-driven initiatives and programs.

Having an employer brand grounded in mission allows you to create a holistic and cohesive understanding of who your organization is as an employer and what it stands for. If the relationship between the two is not clearly defined, then the work your organization does is disconnected from your workforce – potentially leading to higher turnover rates and diminished capability to attract the right talent.

Before building an employer brand, organizations should create a clear roadmap that integrates your company’s mission and authentically reflects your guiding principles as an employer. Underpinning this roadmap should be engaging employees as part of the brand-building process. This helps create team buy-in from the beginning and helps ensure that you accurately understand how your teams view your organization as an employer.

As an example, at DeVry, we used a bottom-up approach to our employer brand by engaging team members from across departments to pinpoint areas where we could further refine our employee value proposition. As a result, we learned there were opportunities to better connect colleagues to our mission and we have been integrating our employee value proposition through every aspect of the employee experience.

Using Employer Brand as a Tool for Acquisition

While having a strong employer brand is important to retain employees, it is an equally important tool in the talent acquisition process.

Nearly 80% of employees are increasingly seeking out work at organizations that share similar values and beliefs. Talent is now weighing those factors as heavily, if not more heavily, than salary and traditional benefits. A strong employer brand can help make your organization’s values transparent from the beginning of the acquisition process, which allows you to hire employees who are a strong culture fit and who will drive your mission forward.

Furthermore, in an era where real-time feedback can be provided on platforms like Glassdoor, Indeed, and LinkedIn, a strong employer brand that represents the mission and values of your workforce makes it easier to be in the driver’s seat of your narrative. At DeVry, for example, we are intentional about communicating our mission of closing the opportunity gap with prospective talent and how it acts as the focal point for our work at every level of the organization – helping us attract new employees that are passionate about our work.

In conclusion, if your employee value proposition is not grounded in your mission and communicated frequently across your organization, there will be a disconnect between what your mission sets out to do and what your employees feel empowered to do.

Simplify Information Retrieval with Your AI Assistant Monica

Monica, a new GPT tool powered by GPT-4, is revolutionizing the way we search for information. Available in the Chrome Store, Monica serves as your personal AI assistant. She provides comprehensive and concise results for any query. Whether you’re searching for details on recruits or professional information, Monica delivers a brief synopsis that simplifies your search process.

Personalized Results at Your Fingertips

When you enter your name into Monica, you will see a visually appealing interface displaying a wealth of information about yourself. From notable assignments to key skills, your AI assistant offers a comprehensive overview that saves you from sifting through lengthy documents. It’s a convenient way to access information about yourself with just a few clicks.

Monica doesn’t just do to personal information; it’s also a valuable tool for job seekers. Let’s say you’re interested in becoming a Java developer. By querying “Java developer” in Monica, you instantly receive a concise breakdown of the responsibilities and requirements for the role. This eliminates the need to dive into lengthy job descriptions, saving you time and effort. Monica even provides its own explanations, offering unique insights beyond what is found on external websites.

Additional Features and Accessibility

Monica offers several other useful features to enhance your search experience. You can explore related questions, ask Monica anything, and even summarize the search results. The tool is part of the chat GPTs family and has gained popularity since its release on May 23rd. Although there is a limit of 30 free queries per day, Monica’s pricing plans are reasonable, with options for more extensive usage at affordable rates.

Monica, the AI copilot powered by GPT-4, streamlines the information retrieval process with its concise and personalized search results. Whether you’re researching yourself or exploring professional opportunities, Monica provides an efficient and convenient way to access information. With its user-friendly interface and cost-effective pricing, Monica proves to be a valuable tool for users seeking quick and accurate information. Give Monica a try and experience the power of AI-driven search for yourself. Happy exploring!

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!

How AI Can Be Beneficial To Recruiting

There is a lot of talk about the impact of Artificial Intelligence (AI) on the recruiting process. While there are legitimate concerns, there is tremendous upside potential for talent acquisition teams when used correctly.

There Are Multiple Subsets of AI

There are multiple types of AI that can be utilized by businesses. In practice, these systems and applications may incorporate multiple AI techniques and technologies to achieve their desired functionality. This means the different types of AI are usually combined in a single platform as opposed to being used as separate tech stacks.

Most recruiting AI is likely using a combination of generative AI, machine learning, and natural language processing. These can be combined into “recommendation engines” that help organizations capture data, expedite skills matching, and interpret candidate communications to generate human language like responses.

AI is basically a Sherpa, that carries the burden and guides the user to the summit.

The Biggest—and Most Legitimate—Concern Is Encoding Bias

Consider the impact of AI coding created by non-diverse teams. What is the impact on under-represented groups?

Learning models also raise concerns. If biased actions are the examples referenced during machine learning, these will become automated responses in the future. Consider someone declining resumes based on foreign names or not having a degree when a degree is “preferred,” these situations will be replicated if the they are included in the data used to train the system.

Thus, there is potential for bias encoding to begin during the initial development and carry on through the entire process as unconscious and actual bias are “learned.”

So How and When Is AI Beneficial in the Recruiting Process?

First, AI can deliver by automating transactional tasks that do not require subjective decisions. Think of tasks like negotiating calendaring availability. For example, using conversational AI, you can deliver an engaging experience while automating the process of scheduling time across multiple people’s calendars. Automating these tasks can also limit headcount and free up your team to focus on work that adds more value (like engaging candidates.)

Second, it can be a tremendous benefit by delivering information candidates are most interested in. AI is a useful tool in helping understand desired content and quickly deliver it. This could be as simple as the jobs that candidates are most interested in to something more complex like delivering information about their decision-making factors (benefits details or workplace culture.) This increases your candidate pipeline and lowers your cost for talent acquisition.

Finally, it can also be a great source of gathering information. Using AI to capture contact information and interests when people visiting a career site are not ready to apply can create potential candidate pools.

There is also space for AI in pre-screening when it is clearly objective data – example: bona fide occupational qualifications such as willingness to work specific locations, days/hours, or required licenses.

Bringing these all together: Using a good AI tool would allow you to decline unqualified candidates, hold qualified but not top pier candidates, and automatically schedule top-tier for more engaging screening. All the while, helping position the organization as an employer of choice by delivering the information a candidate is interested in.

The Agile Advantage in the Talent Wars

Agile software development revolutionized the practice, slashing creation time by embracing a new mindset about change, collaboration, and communication. In the 20+ years since it was developed, agile has been applied to other landscapes and industries with equally impressive results. As companies rush to modernize their workforce planning techniques and compete for top talent, agile recruitment has emerged as a powerful asset.

Here are the three things every business leader needs to know about agile recruiting.

Traditional Hiring Processes Need to Sunset

Three realities show the problems with traditional recruiting methods. On the employee side, candidates can apply for hundreds of jobs in a day, thanks to technology and online posting, pushing companies to respond faster and hire quicker. On the employer side, business models are changing, and roles are evolving, leaving companies unsure of the skills they need. At the same time, the competition for talent is fierce, so finding and hiring candidates often takes longer and costs more. These issues point to a need for change.

Companies no longer have the luxury of sorting through applicants leisurely or scheduling multiple rounds of interviews spread out over weeks. Tech tools were introduced to help recruiters and hiring managers be more efficient, for example, by using AI to scan resumes initially. But staffers soon found, these shortcuts introduce significant limitations.

Adding tech to traditional methods tends to marginalize candidates whose resume includes a hodgepodge of experience, non-linear paths, or gaps in employment, inadvertently pushing them out of the selection process. And tech solutions often mean a less-than-ideal experience for candidates, who have less time to engage with the company and hiring managers.

The Agile Recruiting Framework Fits Modern Businesses Better

The goal of agile frameworks is speed, where frequent feedback makes the next go-around better than the last. The looping process minimizes risk and maximizes value. In recruiting, agile methodologies mean using technology to speed up the process and having a person or group check in with the results to provide feedback and tweak job descriptions, screening criteria, and more to get the desired results.

Smaller efforts, frequent feedback, visibility, continuous planning, and prioritization characterize agile recruiting. Instead of sourcing for weeks before setting up any interviews, recruiters start smaller, lining up a few interviews as quickly as possible. This gives the hiring manager an opportunity to give feedback on sourcing the candidates and possibly adjust the direction.

When using an AI screening tool, the recruiter might start with five keywords and allow the program to pull the first batch of resumes for review and then consider: Am I seeing a wide range of candidates? Do I have choices, or does everybody’s resume look exactly the same? If I’m looking for someone to bring new ideas to the team, how can I adjust my keywords?

According to a Gartner study, agile recruiting methods are proven successes. They measured a 37% decrease in cost per hire, a 22% reduction in time to fill new-to-firm roles, and a 31% increase in recruiter productivity.

Applying Agile Recruiting Can Help Tap Hidden Pockets of Talent

Adopting more agile hiring practices means breaking away from established routines and set-in-stone roles to reach pockets of talent that you might not see or consider while using traditional methods.

Schedule panel interviews: Save your candidate’s time. Instead of conducting multiple interviews, moving slowly up the org chart, have multiple stakeholders conduct a panel interview, making sure that all parties agree on the evaluation criteria. Recruiters are less likely to toss out a candidate with unique experience, and hiring managers are more likely to see the potential.

Ask culture questions: Traditional recruiting includes “knock-out” questions that can wash candidates out of consideration. These questions aren’t bad, however the practice indicates that you might be seeing too many potential candidates that need weeding out. More agile practices will hone your candidates so you can ask questions that indicate how they will fit into the culture. Talking about culture and norms in an interview also allows candidates to get to know your company and better imagine what the work environment.

Look beyond the persona: The thinking sounds good: You’ve got Bill, who is a top performer, so just have AI look for resumes that are the same as Bill’s. The flaw is that AI isn’t smart enough to break out the finer points of what Bill brings to the table, including soft and hard skills. Agile allows you to identify that Bill came with five years of experience and he’s a critical thinker with high EQ. And agile adjustments allow you to determine what resume markers exemplify the right combo and all of the adjacent job titles that feature those soft skills.

For leaders wanting to encourage agile recruitment, it’s important to remove as much friction as possible that could slow the process and risk losing a really great candidate. This means committing to a job description and a company overview that’s transparent, prioritizing time to be part of the process or stepping out of the way, and providing thoughtful feedback and tweaks. Even more important is empowering hiring managers and HR to shift the process for strong candidates and couch requirements, if they find a strong candidate who doesn’t fit a persona exactly. In today’s hiring environment, agile recruiting helps make sure you’re looking for the right person, and speed helps you get them.

What Recruiters Need To Know About Web3 Opportunities

As someone who has dedicated a decade of my career to Talent Acquisition, now specifically in the crypto industry, I have witnessed a notable shift in interest amongst the talent pool, with traditional financial institutions facing a significant decline in applicants. The aftermath of major bank collapses in recent years has prompted a new generation of tech and finance professionals to explore alternative career options, particularly in the innovative realm of Web3.

As Web3 recruiters, foremost, our job is to meet all our candidates on a compassionate human-level – interviewing is stressful. Secondly, our job must be to tell the story of crypto and foster deeper trust in the industry. Finally, we can help evaluate and highlight career opportunities to those looking to shift from traditional finance and tech to Web3.

Having experienced firsthand the impact of both bull and bear markets on professional interest within the crypto space, I can confidently say that Web3’s upside is once again presenting a great opportunity for many. While the crypto industry faced setbacks and challenges in 2022, such as bankruptcies and layoffs, Web3 companies managed to weather the storm, secure funding and expand their teams. As a result, countless opportunities are now emerging for innovators of all backgrounds to work in this dynamic industry.

Currently, there is high demand for both hard and soft skills across the Web3 landscape. Job openings abound in areas such as UI/UX, Frontend and Backend engineering, as well as soft skills like marketing and talent acquisition, which have become more crucial than ever before.

In contrast to the resilience and adaptability of Web3, traditional finance has maintained a more rigid structure. Established financial institutions still dominate the industry, and the process of consolidation has created concerns and uncertainties among the talent pool due to increasingly scarce job opportunities. Additionally, many traditional financial institutions are resisting remote work options, favoring location-based hiring and disregarding skills-based approaches. The career paths within traditional finance remain inflexible, characterized by established hierarchies and limited prospects for growth. Climbing the ladder in this sector can take years, with a finite ceiling on how far one can progress.

In Web3, on the other hand, possibilities are endless, and those who are proactive stay ahead of the curve and quickly rise to the top.

The decentralized business landscape of Web3 now offers what Silicon Valley once provided to startup employees— an environment ripe with opportunities for career advancement, innovation, and a mission-driven focus.

Open Roles

So, what roles are currently open in the Web3 industry?  The core roles in high demand right now include:

  1. Blockchain developer: These experts are responsible for constructing and maintaining the decentralized infrastructure that powers Web3 applications. They possess deep knowledge of distributed ledger technology, often with backgrounds in computer science, cryptography, or software engineering.
  2. Product manager: Product managers oversee the end-to-end development of Web3 applications, from ideation to launch. They are skilled in product strategy, user experience design, and project management.
  3. Community manager: Community managers are vital in building and engaging user communities that support Web3 applications. They excel in social media management, online marketing, and community engagement.
  4. UX designer: UX designers focus on designing user interfaces that make Web3 applications intuitive and user-friendly. They possess expertise in user research, information architecture, and visual design.
  5. Decentralized finance (DeFi) specialist: DeFi specialists specialize in developing and managing decentralized financial products and services. They possess deep knowledge of financial engineering, blockchain technology, and smart contracts.

While traditional finance will continue to offer job openings, it remains a highly competitive space that is often resistant to experimentation, both in terms of products and talent acquisition. In contrast, Web3 companies are embracing the advantages of remote working, decentralized talent pools and offering competitive salary ranges, enhanced transparency, and the benefits that the next generation of talented professionals seek in their career moves.

Sharing the possibilities of an exciting career journey in Web3 is easier than ever. It holds a wealth of opportunities for job recruiters to connect great talent to the early adopters of the future of the web.

How Do You Conduct a Successful Remote Interview?

To help you conduct successful remote interviews, we gathered insights from professionals, including CEOs, founders and managers. From prioritizing human connection to planning and building rapport, these experts share their top tips for making the most of virtual interviews.

Prioritize Human Connection

To conduct an effective remote interview, allocate time for an informal conversation at the beginning or end of the interview. This will encourage candidates to open up and share more about themselves beyond their qualifications and technical skills.

This informal interaction provides valuable insights into a candidate’s personality, cultural fit within the organization, and ability to build relationships remotely—all of which are crucial factors for long-term success in a remote work environment.

Taking the time to connect on a more personal level demonstrates that we, as recruiters and hiring managers, care about candidates’ career journeys and their overall well-being. It also allows candidates to envision themselves as part of our company culture, fostering a sense of trust and authenticity from the very beginning.

By prioritizing human connection, we can uncover hidden talents, identify cultural alignment, and ultimately make more informed decisions.

Brandon DiCroce
Senior Executive Consultant – Head of Fintech Engineering Search, EC1 Partners

Use Familiar Technology and Icebreakers

My top tip for conducting effective remote interviews is to ensure the interviewer and interviewee both feel comfortable with the technology. Have a practice session so that you become familiar with how each platform works, allowing the interview to flow smoothly on the day.

As the most common example, try using icebreaker questions or activities in your remote interviews instead of diving straight into technical questions; this will make both parties more relaxed and ready to discuss important topics. This practice has been proven in research studies to reduce stress and set a positive tone throughout the entirety of conversations.

Carly Hill
Operations Manager, Virtual Holiday Party

Focus on the Objective and Time Management

At times, interviewers and job candidates become dismissive of interviewing logistics in remote settings, which can yield slipshod results. It’s the interviewer’s responsibility to lead the interview appointment in a timely and organized manner. It’s a professional engagement with the objective to learn about the job candidate.

It’s the job candidate’s responsibility to honor the commitment as if it were taking place in person. This includes remaining mindful of one’s physical demeanor, presentation, background settings, and overall goal for selling their best self for a professional opportunity.

From observation, at least 25-30% of the time is wasted on frivolous chatter that lacks pertinence at hand. It results in meeting overruns and incomplete interviews that demand an additional meeting for some candidates. This is a red flag letting job candidates know how the company values their time, and possibly how employees work with no regard for time.

Sasha Laghonh
Founder, Sasha Talks

Engage Candidates with Follow-Up Questions

My top tip for conducting effective remote interviews is to focus on the candidate’s engagement. Ask questions that will make them talk about their background, skills, and experiences while remaining engaged in the conversation.

When a candidate starts feeling too comfortable with the remote interview process, they can become complacent, which hinders discovering key information to decide if they are a good fit or not. A common way to do so is to use follow-up questions that incorporate elements from the candidate’s answers that demonstrate their understanding of the topic being discussed.

This strategy keeps the interviewee focused and allows you to gauge whether they are familiar with topics or grasped opinions quickly.

Michael Alexis
CEO, Virtual Team Building

Maintain Engagement and Proper Etiquette

The top tip I have for someone conducting a remote interview is to stay engaged. People tend to forget that the other person can always see them when they are on a webcam or phone cam even when they aren’t talking. They also tend to get a little lazy in their speech or can’t master when the other person is finished speaking, as there could be an electronic delay.

Look at the person speaking and listen to them just as you would in person. Act just as you would if they were sitting in front of you. Be sure not to interrupt and keep your voice level with clear speech, just as you would in an in-person interview. These are ways to stay engaged.

Jessica Tasios
Dentist, Ora Dental

Test Technology and Setup Beforehand

My top tip for conducting effective remote interviews is to test the technology and setup beforehand.

Ensuring a smooth and seamless interview experience is crucial in assessing candidates accurately. By testing the video conferencing software, internet connection, and audio quality in advance, you can avoid technical glitches and minimize disruptions during the interview.

This preparation allows you to focus on evaluating the candidate’s qualifications and fit for the role, leading to more successful remote interviews.

Span Chen
Growth Director, Notta

Showcase the Company Culture Virtually

A top tip for conducting effective remote interviews is to create a seamless and engaging virtual experience that showcases your company’s culture and values. Studies show that 86% of job seekers consider company culture a deciding factor when choosing an employer (Glassdoor, 2021).

To achieve this, personalize the interview process by incorporating interactive elements like virtual office tours or video introductions from team members. Use video conferencing tools with intuitive interfaces to ensure smooth communication.

One real-life example is how our company designed a “Virtual Day in the Life” experience, where candidates had virtual shadowing sessions with employees, gaining insights into the company’s work environment and team dynamics. By going beyond traditional interviews, we built meaningful connections with candidates and attracted top talent.

Himanshu Sharma
CEO and Founder, Academy of Digital Marketing

Set a Professional Interview Environment

When conducting a remote interview, it’s important to create a professional environment. Make sure that you’re dressed appropriately, and that your background is clean and uncluttered. You may also want to consider using a virtual background if your actual background is distracting.

Adil Advani
Marketing Director, AnySoftwareTools

Embrace Technology and Prepare Thoroughly

My top tip for conducting effective remote interviews is to embrace technology and prepare thoroughly.

Test your video conferencing platform beforehand to ensure smooth communication. Create a structured interview format with clear questions and evaluation criteria. Prioritize active listening and non-verbal cues to gauge candidate engagement. Use screen-sharing to showcase visuals or presentations.

Maintain a professional and engaging demeanor to create a positive virtual experience. Allow time for questions and address any concerns about remote work. By leveraging technology and being well-prepared, you can conduct remote interviews that effectively assess candidates and make informed hiring decisions.

Vikrant Shaurya
CEO, Authors On Mission

Ensure Clear Communication

My top tip for conducting effective remote interviews is to ensure clear and consistent communication throughout the process. Since remote interviews lack in-person interaction, it’s crucial to establish clear expectations and guidelines to ensure a smooth experience.

First, provide detailed instructions to candidates regarding the interview format, technology requirements, and any additional materials they need to prepare. This helps them feel prepared and confident in the remote interview setup.

Last, follow up with candidates promptly, providing feedback and next steps in a timely manner. Effective remote interviewing includes providing a positive candidate experience that reflects the values of your organization and respects the candidate’s time and effort.

By focusing on clear communication and creating a welcoming environment, you can conduct effective remote interviews that allow you to assess candidates’ qualifications and potential to thrive in a remote work setting.

Sai Blackbyrn
CEO, Coach Foundation

Create Seamless Conversations

When it comes to remote interviews, ensuring a seamless conversation where both parties feel heard is crucial. Here are a few tips to help with that:

  1. Set a clear agenda and direction for the interview. It helps maintain clarity on both sides about how the conversation is going to shape up. Plus, it helps the interviewee get a better picture of the expectations they should have from the interview.
  2. Begin with asking a few icebreaker questions. Instead of diving straight into the interview questions, starting with a couple of icebreaker questions can help establish a sense of comfort.
  3. Keep distractions to a minimum. It’s easy to get distracted by your surroundings over remote calls. But any distractions during the remote interview can throw either person off and disturb the interview process. So, make sure to keep all distractions at bay when you’re taking a remote interview.

Saksham Gogia
Co-Founder and Managing Director, WrittenlyHub

Plan and Build Rapport

Effective remote interviews require clear communication, careful planning, and the ability to establish a connection with candidates despite the physical distance.

A strategy I have found to be particularly powerful and which has contributed to many successful remote interviews is sending candidates clear and concise instructions about the interview structure, duration, interview format, such as whether it will be a panel interview or one-on-one.

You should also provide an overview of the topics or questions that will be covered. This helps candidates prepare appropriately and feel more at ease during the interview.

Of course, as the interviewer, you should take proactive steps to establish rapport to help the candidate relax and perform their best. For example, you could ask how they are feeling, how their weekend was, and even make a light, appropriate joke that might help to break the ice.

Joe Coletta
Founder and CEO, 180 Engineering

LinkedIn Manager: A New Chrome Extension to Streamline Your Recruitment Process

A world-class assistant equipped to supercharge any recruiter or marketer’s LinkedIn experience is now available in the Google Chrome store. It won’t fetch you coffee, but with both free and monthly subscription options, you can gain access to this new applicant tracking system (ATS) that operates in tandem with the LinkedIn platform.

This tool streamlines your recruitment process by enabling you to organize and sort candidates without leaving LinkedIn. An accessible chrome extension will launch a new interface on top of your existing LinkedIn account, allowing you access to a myriad of tools to better track a candidate’s progress throughout the recruitment process and save you time in your search for your next hire.

The LinkedIn Manager extension is the ultimate consolidation tool to suit your hiring team’s needs. LinkedIn’s ATS has a grouping feature that allows recruiters to compare multiple candidates on one screen at a time. One benefit of this is a sorting feature that can help you assess salary expectations across multiple candidates, which could save both employers and candidates invaluable time in determining a candidate’s fit.

Let Your LinkedIn Manager Keep Track of the Details

Starting with LinkedIn’s free Basic plan, users will have access to a Chrome extension that will allow them to use a variety of LinkedIn features without getting onto the webpage. This extension will allow them to access messages, their notifications, and network invitations. LinkedIn Manager’s goal is to create a seamless experience for users.

One of the most impressive features is a note taking tool designed to help recruiters keep track of a candidate’s status in the hiring process. When sorting through a sea of profiles, it is easy to accidentally review the same candidate multiple times. With LinkedIn Manager, you can leave notes only visible to you and your designated recruitment team on a candidate’s profile to help you track whether you are interested in their candidacy or not, if you plan on interviewing them or if they have already failed an interview with your business in the past. A candidate can also be labeled as hired to complete the recruitment process.

LinkedIn Manager addresses the inefficiencies of online recruiting that can stack up into significant lost time for recruiters. The “last viewed” feature displays the last time you interacted with a candidate’s profile to help you avoid double unintentionally reviewing a candidate’s profile multiple times. Notes can also be utilized by recruiters to record their impressions of a candidate they can later reference when making hiring decisions.

The extension includes ChatGPT, where the power of AI can be leveraged to generate engaging and informative articles for your business’s social media profiles. This feature can help a company’s job listings reach more candidates faster. ChatGPT can help craft job descriptions and word posts so that you can be sure to engage your target audience faster than before.

Say Goodbye To Tedious Tasks

LinkedIn Manager identified the pesky details that make the lives of talent recruiters tedious and developed a software fix for them. It integrates Google Maps so that recruiters can easily view a candidate’s location in case that impacts hiring decisions. It also flags what time zone your candidate is in to help you communicate with them at appropriate hours and set up meetings at times convenient to both parties.

The most impressive feature may be the automated services included. Users can enable an Auto Like or Auto Repost button for specific profiles, such as your business’s, to ensure all their future posts will automatically be liked or reposted by you, saving you a login.

With all that time LinkedIn Manager will save, you can take that coffee run into a coffee break. For a limited time, Recruiting Daily subscribers can receive a discounted subscription to LinkedIn Manager for only $20 monthly–a 44% discount. Non subscribers can sign up to use the management tool for $35.99 monthly. It is time to automate the details so your recruiters can focus on the bigger picture: finding the perfect fit for your growing team.

Addressing Your Bias as a Recruiter

Diversity and inclusion are paramount in the workplace. They’re vital because they bring people together to foster creativity, better problem-solving, and a more resilient and adaptable workforce. However, one thing stands in the way of actual diverse hiring — bias.

As a recruiter, you may think your hiring process is fair and objective. Yet, unfortunately, forms of discrimination often still make their way into the world of recruitment.

While recruiters would like to believe that logical arguments inform their decision-making processes, an unconscious activity permeates the brain and affects your ability to judge and make decisions without bias. This skews results and hampers your selection of the best candidates.

Take the time to recognize and address your biases to help you hire a genuinely diverse team. Here’s how you can identify and fix inherent biases to ensure the recruitment process is as fair as possible.

How Bias Occurs in Recruitment

Bias takes many forms in recruitment. For example, racial discrimination leads to favoring candidates from certain racial or ethnic backgrounds over others. Gender bias results in preferring one gender over the other. Then there’s cultural bias, which arises due to assumptions about a candidate’s cultural background or nationality.

While bias is never the intention of recruiters, even the most experienced ones may unknowingly favor candidates with certain characteristics or values. For instance, some candidates may feel anxious during an interview, while others are quite comfortable. In this instance, a recruiter might favor a calm and collected person. Yet, the nervous candidate could be the best person for the job but were unable to showcase their talents.

Another form of bias is that against transgender individuals, and it happens quite often. In the United States alone, more than 2 million transgender people face employment and workplace inequities. This bias manifests as recruiters make assumptions about the candidate’s ability to fit within a team or perform a job based on gender identity.

With unconscious bias in the way, recruiters can make unfair and counterproductive hiring decisions. That’s because this tendency limits the diversity of thought, skills and experiences within a team, preventing an organization from reaching its full potential for growth.

It’s also a significant roadblock to creating an inclusive and equitable workplace. Plus, biases in recruitment can lead to legal repercussions that damage your company’s reputation. That’s why acknowledging proclivities and taking the steps necessary to mitigate them can set the stage for truly inclusive hiring.

How to Identify Your Own Biases

Addressing bias begins with the toughest task — self-awareness and introspection. Recognizing that bias exists is the first step. However, the true challenge lies in identifying it within yourself.

Biases operate under an unconscious radar, subtly influencing your choices and attitudes. So how do you uncover them? A practical approach is to use tools like Implicit Association Tests (IAT), which are available online. These tests help you identify unconscious biases by measuring your instinctive associates between different groups and attributes.

Another effective strategy is actively seeking feedback from colleagues. Their perspectives help you see any unintentional patterns in your decision-making. While it may be a challenge to seek constructive feedback from others, this method can provide you with a better understanding of your biases. Therefore, you give yourself the opportunity to take the first step in more equitable and effective recruitment.

Techniques to Address Bias

Once you’ve identified your own biases, there are several techniques you can use to ensure a more objective recruitment process:

  • Blind recruitment: This is a method where personally identifiable information, such as name, gender or ethnicity, is removed from job applications. This approach allows recruiters to evaluate candidates based on their skills and qualifications alone. Implementing blind recruitment can be as simple as standardizing resumes to remove this information or using software that automates this for you.
  • Structured interviews: These involve asking all candidates the same set of questions in the same order and rating their answers using a standardized scoring system. This method limits the impact of personal biases and ensures all candidates are assessed equally. To implement this method, develop a consistent list of job-related questions and clear, objective scoring criteria.
  • Diversity and inclusion training: Training can enlighten recruiters about the various biases and their impact on recruitment. Effective training involves the use of real-world examples, hands-on activities and actionable strategies for change.
  • Technology: Artificial intelligence (AI) recruitment tools can be helpful in scanning resumes, conducting initial interviews and shortlisting candidates based on objective parameters. Therefore, technology use can be an excellent way to minimize personal biases. However, it’s important to keep in mind that AI requires careful consideration, as it’s not immune to bias and may be trained on discriminatory data.

Close the Bias Gap in Recruitment

Addressing bias is of critical importance in recruitment. While biases are often unconscious, they can impede the selection process of suitable candidates, restrict diversity and decrease employee satisfaction rates.

Bias-free hiring should be the number one goal to make it a priority to build a resilient organization. A team selected without bias is a tapestry of numerous experiences, skills and perspectives. Consider implementing these tips to make the hiring process a truly level playing field.

Unleashing the Power of You.com: A New Era in AI Search Engines

Get ready to meet You.com, the AI search engine that’s about to shake things up. With its chat-based interface and GPT-powered capabilities, You.com is helping change the way we search for information. In this article, we’ll dive into its features, installation process, and all the hilarious quirks that make it a potential game-changer.

First things first, let’s talk installation. Adding the You.com Chrome extension is as easy as stealing candy from a baby. Just head to their website, follow the instructions, and voila! You’ve got yourself a fancy chat box-style search interface that’ll make you feel like you’re texting with a search engine. It’s like having a virtual search buddy right in your browser.

Initial Impressions

When you first open You.com, it looks like your regular run-of-the-mill search engine. But wait, there’s more! We decided to put it to the test by searching for a personal name, hoping for some mind-blowing results. Sadly, we didn’t find anything out of the ordinary. It was like going on a blind date and realizing your date is just as ordinary as a potato.

We uncovered the secret sauce of You.com: the chat box! We entered a super fancy search query, used all those Boolean operators we love, and targeted LinkedIn like a pro. And guess what? You.com came through with flying colors! It not only gave us search results but also unleashed an AI chatbot to help us out. It was like having Sherlock Holmes and Watson guide us through the search maze.

An Enhanced Search Experience:

One thing we can’t deny about You.com is its lightning-fast search results. It’s like getting a reply from your best friend in a split second. The interface also offers different tabs for exploring text, images, and all sorts of goodies. It’s like a buffet of search options, serving up more choices than a picky toddler at dinnertime. You.com is all about giving you the power to search your way.

Now, let’s talk about the Chrome extension. Unfortunately, it didn’t exactly perform like a rockstar during our testing. It might have been playing hide-and-seek with other tools we had installed, like Merlin. We temporarily deactivated them, hoping for a miracle. Alas, no luck. But hey, just because it didn’t work for us doesn’t mean it won’t work for you. It’s like trying on a pair of shoes that don’t fit, but they might be a perfect match for someone else.

While our experience with the Chrome extension wasn’t a total slam dunk, the website itself offers an engaging search experience with its chat-based interface and AI wizardry. By combining traditional search results with interactive chat functionality, You.com is on a mission to make searching a whole lot more fun. So, give it a whirl and see if it tickles your funny bone. Who knows, You.com might just become your new favorite sidekick in the online search world. Happy searching, folks!

Other Dean Da Costa Content:

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

The Missing Piece: The Need for Embedded AI in Talent Acquisition

As the competition for skilled workers intensifies, businesses everywhere are increasingly concerned with the need for top talent and the barriers to both attracting and retaining in today’s economy. This, coupled with unprecedented disruption in the labor market over the past several years, has made it nearly impossible for businesses to keep up with the ever-changing needs of the workforce. And if they don’t catch up quickly, there could be serious consequences.

Thankfully, technology like AI can help companies overcome these challenges. AI has been transforming industries with its ability to process and analyze vast amounts of data quickly and accurately, and HR processes are no different. By leveraging the power of machine learning, AI empowers businesses to make informed decisions about talent acquisition. While AI should not replace human decision-making, when used to support human expertise it can provide valuable insights to help businesses make better strategic decisions to improve every aspect of talent management from hire to retire.

In recruiting specifically, AI can improve efficiency and reduce the time-to-hire by automating mundane and time-consuming tasks, such as screening resumes and scheduling interviews. This saves time and resources and allows recruiters to better focus on more strategic tasks. One prime example of how AI can improve recruiting is Equity Residential, an S&P 500 company focused on the acquisition, development, and management of rental apartment properties with about 300 properties and just under 80,000 units.

With its commitment to offering top-notch service to its residents, Equity Residential needed to find the best way to attract and retain high-performing employees. It knew the company had to embrace the evolution of work and evolve along with it – but it needed support from the right tools.

AI Strategy

To strengthen its talent acquisition and management processes, AI Equity Residential implemented Oracle Cloud HCM. With an AI-enabled solution, the company was able to streamline recruitment and retention, enabling a more efficient and practical approach to talent management. This ultimately helped Equity Residential enhance its employee experience and equip business leaders with the data and visibility needed for accurate reporting and analysis.

“We needed to give our business leaders the data they need to make appropriate decisions,” said Kevin Rius, senior Oracle HCM business systems analyst at Equity Residential. “Are we promoting the right people? Are we paying them the right amount? Are we balanced in terms of diversity and inclusion? It was the right time to be asking ourselves these questions and exploring our employee data with the help of AI technology.”

To transform its recruiting strategies, Equity Residential built a new career website that reflected its brand. With advanced technology at hand, the company gave candidates the opportunity to connect with recruiters on available jobs, retrieve the status of their applications and explore employee programs. Additionally, the company was able to enhance its recruiter experience by streamlining candidate review processes and providing the ability to quickly find similar prospective candidates for available roles. By leveraging embedded AI solutions and personalization capabilities, Equity Residential improved the user experience on its external career site, allowing for better talent attraction and increased candidate outcomes.

But it’s not just recruitment that benefits from AI-powered tools. The technology can enhance employee retention rates by analyzing data on employee behavior, such as job satisfaction and engagement levels. By identifying potential warning signs early on, companies can take corrective actions to address issues before they escalate, ultimately reducing the risk of losing valuable talent.

The myriad recent challenges has made it increasingly difficult for companies to find and retain top talent, which is a necessity for business survival and success. Taking lessons from the last several years of labor market volatility, business leaders understand – now more than ever – that they need to go beyond traditional talent acquisition and management processes to meet these talent demands – and technology can help by improving efficiency, streamlining processes, and providing AI-based insights to aid human expertise.

Build An LGBTQ+ Friendly Workplace You Can Be Proud Of

Hiring goes beyond simply finding new talent. It’s about fostering an environment that is inclusive, supportive, and makes people want to stick around for the long haul. To make sure your recruitment process embraces diversity, it’s crucial to grasp the challenges faced by LGBTQ+ individuals. So, how can you attract LGBTQ+ talent and make sure they feel safe, valued, and totally respected at work? Let’s dive in and find out.

Understanding Challenges Faced by LGBTQ+ Talent

Even subtle biases can undermine diverse hiring efforts, so it’s important to have a thorough understanding of what are the challenges workplaces are throwing at LGBTQ+ talent to make sure you won’t make the same mistakes.

The LGBTQ+ community encounters challenges right from the beginning of their job search. Discrimination remains a significant concern, with around 24% facing discrimination based on sexual orientation or gender identity when seeking employment. This discrimination is often detected through the presence or absence of information in job postings. Surprisingly, less than 25% of U.S. job postings explicitly include LGBTQ+ workers in equal employment opportunity statements, despite them being 79% more likely to apply for jobs with such statements.

Once recruited, workplace discrimination and harassment persists as challenges for employees in the community. Over the past five years, 31% have experienced mistreatment in the workplace, and 57% experienced discrimination or harassment. In addition, transgender employees face unique difficulties, with higher rates altering their appearance and bathroom use while at work, compared to cisgender LGBT employees. Additionally, 37% of gay and lesbian employees feel compelled to modify their presentation at work.

Discrimination not only causes discomfort and fear but also hinders career advancement. LGBTQ+ individuals fear that being open about their identity could impede their professional growth.

Provided as a safe and nurturing space for well-being, 81% of LGBTQ+ workers find employee resource groups (ERGs) help create a comfortable workplace. Regrettably, only 34% indicate that their company offers an LGBTQ+ ERG. Moreover, despite 77% recognizing the importance of LGBTQ+ representation in leadership, a significant majority (67%) report the absence of openly LGBTQ+ executives or leaders.

But the challenges faced by LGBTQ+ employees extend beyond their mental health. These individuals consistently earn less than their heterosexual, cisgender counterparts, with LGBTQ+ workers averaging only 90 cents for every dollar earned by their peers. Non-binary, genderqueer, genderfluid and Two-Spirit workers face even more substantial disparities, earning approximately 70 cents for every dollar.

Promoting Inclusion: Your Role as a Recruiter or TA Professional

Tackling all the challenges faced by LGBTQ+ talent can seem daunting. However, creating an inclusive workplace is not an overnight task, and you are not alone in this. Even small steps taken consistently can make a real impact. This workplace evaluation checklist is here to help you out in creating environments where both prospective and current LGBTQ+ employees can truly thrive.

  • Are our job postings inclusive, explicitly mentioning LGBTQ+ individuals in equal employment opportunity statements, showcasing our commitment to diversity and inclusion?
  • Do we highlight LGBTQ+-friendly benefits like health care services with LGBTQ+-friendly providers, diversity training, and mental health support to attract and support talent?
  • Are our policies inclusive, with features like gender-neutral bathrooms and an inclusive dress code, creating a safe and welcoming environment for LGBTQ+ employees?
  • Have we updated our company records to respect preferred pronouns and new names, demonstrating our commitment to gender identity and expression?
  • Do we have active Employee Resource Groups (ERGs) that provide a sense of community and support for employees?
  • Are we engaging in social media advocacy during Pride Month and other significant LGBTQ+ milestones, publicly expressing our support and dedication to the LGBTQ+ community?
  • Do we consistently use inclusive language in all our internal and external communications, fostering a culture of respect and acceptance?
  • Are we encouraging employees to include their pronouns in email signatures, creating an inclusive and affirming communication environment?
  • Are our interview panels diverse, representing different ages, ethnicities, and genders, to ensure a fair and unbiased evaluation of LGBTQ+ candidates?
  • Are we actively seeking feedback from LGBTQ+ employees and monitoring our progress in creating an LGBTQ+-friendly workplace?

Please revisit this checklist regularly, and I look forward to seeing you check off all the boxes.

ExpertE.com Email Finder: Your Ticket to Email Verification Success

In this digital age, finding valid email addresses can feel like searching for a unicorn. But fear not! We have a secret weapon called ExpertE.com Email Finder that will transform your email verification woes into a piece of cake. Get ready to discover how this powerful tool can make your life easier and your emails more effective.

The Magic of ExpertE.com Email Finder: ExpertE.com Email Finder is the superhero of email verification tools. With its mind-blowing features, it’s like having a team of email address detectives at your fingertips.

Why this tool is an email verification game-changer:

  1. Accurate Email Verification: Say goodbye to manual verification. ExpertE.com Email Finder generates a list of possible email permutations and verifies their validity. It’s like having a crystal ball that knows which email addresses are real and which ones are just pretending.
  2. Detailed Validation Results: Not only does this tool identify valid email addresses, but it also gives you insights into why certain addresses may not be legit. It’s like having a personal email guru who explains the mysteries of the email universe.
  3. Permutations Generation: Who has time to come up with countless email combinations? ExpertE.com Email Finder does the heavy lifting for you by automatically generating various permutations. It’s like having a creative genius brainstorming on your behalf.
  4. Wide Compatibility: This tool isn’t picky when it comes to email domains. It effortlessly validates addresses across different platforms, including the almighty Gmail. It’s like a chameleon that blends seamlessly into any email environment.
  5. Easy Accessibility and Cost: The best part? You can access ExpertE.com Email Finder for free at experTe.com/email-finder(https://www.experte.com/email-finder). That’s right, folks, it’s as budget-friendly as a free sample at the grocery store.

Putting ExpertE.com Email Finder to the Test: Imagine this: You enter your name and company domain (let’s say Lockheed) into ExpertE.com Email Finder. Like a magician pulling a rabbit out of a hat, the tool quickly generates a list of email permutations. Each address undergoes verification, and the tool triumphantly flags the valid ones. It’s like having your own personal assistant sifting through email addresses with lightning speed.

Conclusion

In a world full of email verification challenges, ExpertE.com Email Finder is the hero you’ve been waiting for. Its ability to gather permutations, verify addresses, and provide detailed insights sets it apart from the competition. Plus, it’s user-friendly, compatible with various email platforms, and completely free. So, don’t waste time on wild goose chases for valid email addresses. Embrace ExpertE.com Email Finder and let the force of accurate emails be with you!

Other Dean Da Costa Content:

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