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How the Candidate Experience Is Evolving

As concerns about persistent inflation and the threat of recession continue to dominate the headlines, the labor market remains strong. There are around two open jobs for every employee who’s actively pursuing work, a ratio that has been steady since November. This means the ability to attract high-quality candidates and provide an engaging, streamlined, and fair hiring process is an essential competitive advantage.

Criteria’s 2023 Candidate Experience Report contains insights from a survey of over 2,000 job-seekers around the world. From the continued emphasis on work-life balance to the demand for flexibility and remote work, it’s clear that many key workplace trends of the past several years aren’t going anywhere. Meanwhile, many of the survey responses might surprise HR professionals – such as candidates’ optimism despite a difficult economic environment and constant talk of AI and automation causing mass job displacement.

HR professionals have navigated a series of crises and shifts in their industry over the past few years, and their role has never been more important. While the “Great Resignation” may be coming to an end, employee mobility remains higher than pre-pandemic (as seen in still elevated “quit rates”) and employees are still demanding a healthier work-life balance, more opportunities for professional development, and an ongoing commitment to workplace flexibility. Candidates and employees want to be treated as individuals with their own unique priorities, concerns, and career trajectories. The HR teams that meet these needs will distinguish their companies and attract top talent in the years to come.

Flexibility Is a Key Priority for Candidates

There are many types of workplace flexibility: professional development opportunities, talent mobility, benefits programs that meet employees’ individual needs, remote work, and other policies that allow employees to balance their careers and personal lives. The jarring changes of the past few years – from the COVID-19 pandemic to the economic instability we’re witnessing now – have convinced candidates and employees that roles and workplaces should be more adaptable. The era of static nine-to-five office work is quickly coming to an end.

For example, 49 percent of the candidates Criteria surveyed say they prefer fully remote work, while another 36 percent want a mix of in-person and remote work. Just 15 percent want to be in the office full-time. This is consistent with other data, such as a recent McKinsey survey which found that 87 percent of employees will take the offer to work remotely. The demand for remote work is a reflection of more fundamental employee expectations – just as they believe work should no longer be confined to the office, they also want more flexible hours, benefits, and professional development opportunities. Over a third of candidates say a lack of career advancement opportunities would cause them to step away from a recruiting process.

According to the Criteria survey, 37 percent of candidates say they’ve walked away from roles that couldn’t offer flexible work options. In fact, candidates are so focused on flexibility that they rank opportunities for career advancement and better work-life balance above compensation. These are all reminders that HR teams will attract more qualified candidates and improve retention when they build flexibility into their operations at every level.

Candidates Want a Chance To Prove Themselves

Despite all the dire talk about recession and job displacement in the media, candidates are demonstrating their resilience and even expressing optimism about the future. The Criteria survey found that 88 percent of candidates are confident they will find a new job that’s satisfying – including over two-thirds who are “very confident.” Meanwhile, 81 percent believe they will be paid enough in their next role.

This confidence stems from the fact that candidates have faith in their own abilities, as well as their capacity to showcase those abilities to recruiters. Over two-thirds feel that the hiring process is fair, while 84 percent say they’re able to demonstrate their “full potential” to employers. While there is a common misconception that candidates are intimidated by pre-employment assessments, 70 percent say these assessments help them demonstrate their potential beyond their experience. Candidates are also eager to review their own performance: 90 percent say they like to receive feedback on their assessment results.

As employees become increasingly focused on professional development, their attitudes toward assessments should inform how companies approach talent mobility. According to a LinkedIn report, companies that excel at talent mobility are able to retain employees nearly twice as long as those that struggle with it. One critical element of talent mobility is the use of fair and predictive evaluative tools to determine how HR teams should allocate human capital – tools that will simultaneously give employees more flexible career options and ensure that the right people are in the right roles.

Candidate Experience Matters More Than Ever

Regardless of which benefits your company offers – from workplace flexibility to talent mobility – it won’t matter if you can’t attract and secure talent. Although 17 percent of candidates report that they have been laid off over the past year and 41 percent say it has become harder to find a job, the demand for talent is still far outstripping the number of available candidates. This calls for a renewed emphasis on the quality of the candidate experience.

The Criteria survey found that the top reason candidates abandon the hiring process is poor communication from the employer – a complaint that’s even more common than “salary didn’t meet expectations.” Candidates are also frustrated by companies that misrepresent the job requirements. These are all issues with communication: companies need to be fully transparent about the role, salary, benefits, and all other relevant information. They should also be upfront about how long the hiring process will take – over one-third of candidates say they have stopped pursuing a role because this process was dragging on for too long.

A cumbersome and opaque hiring process is bad enough, but communication problems in recruiting can get much worse: 39 percent of candidates say they’ve been ghosted by prospective employers over the past year alone. The prevalence of ghosting is even more alarming considering the effects it can have on a company’s reputation – many candidates abandon the recruiting process after reading negative reviews about a company.

HR professionals can distinguish their companies by offering flexibility, using fair and predictive methods of evaluation, and maintaining consistent (but not excessive) communication with job-seekers. At a time when the competition for talent is fierce, an exceptional candidate experience is indispensable for building a strong workforce.

Will ChatGPT Change Candidate Screening in Recruitment?

Recruitment processes have come a long way, and advancements in technology have played a crucial role in shaping how organizations identify and evaluate potential candidates. In recent times, ChatGPT, a large language model developed by OpenAI, has gained traction as a potential game-changer in candidate screening. With its capabilities in natural language processing and understanding, ChatGPT has the potential to revolutionize how recruiters screen candidates, providing new tools and capabilities for more efficient and effective candidate assessment.

Automated Resume Screening

One of the ways ChatGPT can transform candidate screening is through automated resume screening. Traditional resume screening can be time-consuming and subject to human bias. However, ChatGPT can analyze resumes and extract relevant information such as skills, experience, and qualifications, thereby saving time and effort in the initial screening stage. The model can also provide insights into a candidate’s personality traits and cultural fit by analyzing the language used in the resume, giving recruiters valuable information for assessing candidate suitability.

Virtual Interviews

Another significant application of ChatGPT in candidate screening is through virtual interviews. With its ability to understand and generate human-like responses, ChatGPT can be utilized to conduct virtual interviews, allowing candidates to interact with the AI model as if they were talking to a real interviewer. This can provide a standardized and unbiased interview experience for all candidates, reducing human bias in the evaluation process. Moreover, ChatGPT can analyze a candidate’s responses in real-time, providing instant feedback to recruiters and helping them make informed decisions about a candidate’s suitability for a role.

Evaluating Open-ended Responses

ChatGPT can also be used for evaluating a candidate’s responses to open-ended questions, which are often used to assess critical thinking, problem-solving, and communication skills. The model can analyze responses in real-time, providing insights into a candidate’s thought process and abilities. This can help recruiters assess a candidate’s suitability for a role beyond traditional resume screening and standardized tests, adding a new dimension to candidate assessment.

Enhancing Candidate Engagement

In addition to screening, ChatGPT can also be used for engaging and nurturing candidates during the recruitment process. Through its chatbot capabilities, ChatGPT can interact with candidates, answer their questions, provide updates on the recruitment process, and provide personalized feedback. This can enhance the overall candidate experience and foster candidate engagement, leading to a positive impression of the organization and potentially attracting top talent.

Limitations of ChatGPT

While ChatGPT has the potential to revolutionize candidate screening, it’s important to acknowledge its limitations. As an AI model, ChatGPT relies on data and may have biases and limitations in understanding certain nuances of language or context. It’s crucial for recruiters to use ChatGPT as a tool in conjunction with human judgment and expertise, rather than solely relying on it for decision-making. It’s important to ensure that the use of ChatGPT complies with ethical and legal standards, and that human oversight is maintained throughout the recruitment process.

So What Is the Future of Candidate Screening?

ChatGPT has the potential to significantly impact candidate screening in recruitment by automating resume screening, conducting virtual interviews, evaluating open-ended responses, and enhancing candidate engagement. However, it’s crucial to use ChatGPT as a tool in conjunction with human expertise to make informed hiring decisions. As technology continues to advance, ChatGPT and similar AI models have the potential to transform the recruitment landscape, making the process more efficient, effective, and unbiased. It’s important for recruiters to stay updated with the latest advancements in AI and harness the potential of ChatGPT to optimize their candidate screening processes while keeping ethical considerations in mind.

Employee Benefits Trends That In-House Recruiters Need to Know About

If anything else, 2023 is shaping up to be another year of uncertainty for businesses that must deal with a tight labor market, international crises, and a looming recession. All of this is certain to affect the benefits enrollment decisions of employers, who must balance rising costs with the need to continue to provide the right benefits to attract and retain talent.

For in-house recruiters, understanding this year’s key employee benefits trends will be crucial in determining whether the benefits packages that their employers are offering are competitive or in need of some changes.

Changing Values and Needs

Any employer will be aware that the last few years have been a time of immense change in the benefits landscape. Most of these changes can be traced back to the Covid-19 pandemic and resulting lockdowns, which led to a much greater appreciation of the importance of having adequate health and life insurance coverage.

The pandemic also led to changes in the workplace environment, as many employees were either working from home or on a hybrid office-home schedule. This introduced employees to a new level of work-life flexibility, which many now refuse to give up now that pandemic restrictions have been lifted.

But out of all the changes seen over the last few years in the benefits landscape, perhaps the biggest has been the changed perception in how employees view their relationship to work. Many workers, particularly the younger generations, are no longer willing to put up with toxic work environments or workplaces that expect employees to prioritize their jobs above all else. Millions decided to quit in what was called the Great Resignation, which led to many exasperated employers decrying that “no one wants to work anymore.”

Such a reactive response betrays a fundamental disconnect between what employers think employees want and what they actually want. It’s not that people don’t want to work anymore. Rather, it’s that people now increasingly want to be part of a working environment that understands the changing times and the need to provide the right accommodations and benefits.

During the Great Resignation, people didn’t just quit their jobs, they found new ones. Between January and March 2022, an average of 4 million people switched jobs each month, with many even switching their occupations entirely.

In short, workers have realized that they have options in terms of where they work and the types of benefits they can expect. While these changing values and needs in the benefits landscape have been increasingly visible for the last few years, employers have been slow to respond or take them seriously.

For employers, 2023 needs to be the year in which they can truly address the needs of employees and provide the benefits that employees actually want. In-house recruiters can play a key role in this by working with their HR colleagues to design a more competitive benefits package.

While any changes may require some group discussions with senior HR leaders and upper management, who may be ambivalent about expanding their benefits programs, the good news is that these expanded benefits may not require large budget outlays and may even provide cost savings over time.

Employee Benefits Trends for 2023

When deciding on what to include in a new benefits package, the key will be to design a package that will be appealing enough to attract talent, while also keeping costs down. Fortunately, many of the benefits that employees are now looking for won’t require significant budget adjustments. But they will require some creative thinking. Here are some ideas:

Expanded Voluntary Benefits

Voluntary benefits have long been a mainstay in benefits packages, providing employees with the option to sign up for additional plans or expanded coverage in, for instance, dental, vision, and disability insurance. However, many of these voluntary benefits plans tend to be a bit one-size-fits-all and don’t provide much flexibility. Employers realize that this is a problem. According to one survey, only 51% of employers believe that their benefits programs address the individual needs of workers, while only 39% said their programs allow for flexibility and choice.

As such, attracting new employees with expanded voluntary benefits should be a priority for businesses in 2023. Currently, some of the most popular voluntary benefits include critical illness insurance, pet insurance, identity theft protection, and student loan assistance. Individual life insurance, beyond whatever group coverage the employer offers, is another benefit that’s in high demand, especially among employees who have recently gotten married or become a parent.

Greater Scheduling Flexibility

The large shift to working from home during the pandemic introduced many workers to a new level of flexibility that they had never experienced before, which led to many employees reevaluating the importance of a healthy work-life balance. This desire for more flexibility is not going away and employers would do well to accept this. Gen-Z employees are particularly vocal about their desire for more flexible scheduling and have shown a willingness to switch employers when this need isn’t met.

Most in-house recruiters have likely seen this trend for themselves when interviewing prospective employees. As such, they understand better than anyone what sort of scheduling flexibility applicants are looking for. With that in mind, recruiters should work with HR to create more flexible scheduling policies, while also acting as spokespersons on the need to take these benefits demands seriously.

For example, employees could be given the ability to adjust the days and hours they spend in the office, while also allowing some employees to work remotely. Or perhaps workers might want to start their work day earlier or later, but still get in their full complement of hours throughout the week. A more flexible work environment can also benefit the bottom line: a hybrid work environment typically requires less office space,allowing companies to save on overhead costs such as office space, electricity, and water.

Mental Health and Wellness

The pandemic took a heavy toll on the mental health and well-being of workers. And now workers are dealing with increased stress from inflation and a slowing economy. What’s more, they’re often making up for staffing shortages by being forced to work extended hours. As such, workers are now more careful about working with organizations that prioritize mental health care and employee well-being.

For instance, a new wellness package could include a support service for burned-out and depressed employees, stress management classes, gym memberships, and financial management courses. While these benefits may require ongoing investments, they can also result in cost savings from reduced absenteeism and turnover. A positive and supportive work environment can also increase employee happiness levels, leading to a more satisfied, loyal and productive workforce.

Final Thoughts

While in-house recruiters don’t get the final say in a company’s benefits package, they can still exert influence for change since they know first-hand what today’s workers are looking for. As such, recruiters ought to consider working with their HR colleagues on creating a new benefits package to attract and retain the right talent.

How Do I Recruit Gen Z Employees?

From building an excellent reputation through reviews to providing good coverage for mental health services, here are insights from executives and HR professionals into the best practices for recruiting Gen Z.

From building an excellent reputation through reviews to providing good coverage for mental health services, here are insights from executives and HR professionals into the best practices for recruiting Gen Z.

Maintain Your Brand Reputation

Gen Z candidates really do their homework when applying for a job, at least in learning all there is to know about your brand reputation. They seek reviews that may or may not steer them toward the job, so the best thing you can do is to build an excellent reputation and do your best to maintain it. It’s like when buying online—even one bad 1/10 review might be enough for someone to go look elsewhere.

Natalia Brzezinska
Marketing and Outreach Manager, ePassportPhoto

Prioritize Employer Authenticity and Purpose

Prioritize employed authenticity and purpose. Gen Z is drawn to companies that align with their own values and beliefs, so it’s important to communicate a clear mission and values that align with those of Gen Z employees. It might be helpful to showcase company culture and employee experiences through social media and other relevant platforms to show an authentic employer brand.

Brenton Thomas
CEO, Twibi Digital Marketing Agency

Recruit Gen Z via Social Media

A key to recruiting Gen Z employees is to embrace technology and provide flexible work arrangements. Gen Z is the first fully digital generation, having grown up using technology daily. Therefore, leveraging technology platforms that resonate with Gen Z is essential to attract them to your company.

It would be best to use social media and digital marketing to reach out to candidates where they are most active online. Gen Z values flexibility, so offer remote work, flexible schedules, and opportunities for part-time or gig jobs where possible.

David Watkins
Director of Product Management, EthOS

Understand Their Values, Preferences, and Work Expectations

To attract and recruit Gen Z employees, companies need to understand their values, preferences, and work expectations. Be genuine and transparent: Gen Z employees value this in the workplace.

Be honest about your company’s mission, culture, and values. Emphasize opportunities for growth and development: Gen Z employees are interested in continuous learning and development. Highlight your company’s training and development programs, mentoring opportunities, and career advancement paths.

Leverage technology and social media: Gen Z employees are digital natives, and they expect companies to use technology and social media to recruit and engage with them. Use social media platforms like LinkedIn, Instagram, and Twitter to showcase your company culture and job opportunities.

Offer flexibility and work-life balance: Gen Z employees prioritize work-life balance and flexibility. Consider offering flexible work arrangements, remote work options, etc.

Lokee Lee
CEO, Everwallpaper

Make the Hiring Process Efficient

Recruiting Gen Z talent is all about ease of use and using technology. Reaching out via text message is an effective way of connecting with this demographic.

Gen Z talent is also more likely to complete a job application if it doesn’t require a login or password. Capturing the attention of Gen Z is easy, but your recruitment practices must be modern and efficient.

Brittney Simpson
HR Operations Manager, Walker Miller Energy Services

Keep in Mind, They Know What They Want from a Job

One of the more unique traits of the Gen Z professional is that they know what they want from a job, and they will hold their employer accountable for delivering on those expectations, or they will move on.

It’s important for organizations to understand this generational difference to inform their talent acquisition strategy. AI-driven assessments in the hiring process can help identify a candidate’s interests and skill sets and job potential for success to prevent discontentment later down the road and reduce turnover.

Job-relevant simulations give candidates a realistic preview of what a job entails, resulting in more effective hiring. Other areas where organizations can appeal to this younger generation’s employment wish lists include providing professional development opportunities, hiring for diversity, and creating a caring and engaging culture.

Eric Sydell
EVP of Innovation, Modern Hire

Offer Learning and Development Opportunities

For recruiting Gen Z employees, the best tip is to offer career growth. Younger employees are looking for new opportunities to learn and improve. They consider it essential to offer career growth in a work environment that encourages learning and development and offers employees the opportunity to gain new skills and expand their knowledge and expertise.

Karolina Kijowska
Head of People, US Visa Photo

Speak Their Language

One of the best ways to recruit Gen Z employees is to “speak the language” where they hang out. If they like to spend hours on TikTok, then you should be on TikTok, too. Start creating practical and inspiring content that speaks to the employees you want to recruit. When candidates see that you “get” them, they are more inclined to be interested in what you’re doing as a company.

Kelli Anderson
Career Coach, Resume Seed

Promote Socially Conscious Elements of Company Roles

Gen Z employees want to do impactful work that changes the community and the world. The best approach to recruiting these talented minds for your company is to promote the socially conscious element of the open roles in your organization.

Instead of promoting marketing roles as a key to growing company revenue, describe them as an opportunity to help your brand create more awareness of its CSR activities and overall brand mission to change lives in a community.

Liam Liu
Co-Founder and CMO, ParcelPanel

Use Technology to Your Advantage

For recruiting Gen Zers, you need to think outside of the box. Not only should you focus on providing them with competitive salaries and benefits, but you should also keep in mind that they value creative approaches.

To appeal to this tech-savvy generation, consider implementing digital tools such as video chat interviews or even innovative hiring experiences that go beyond a traditional hiring process. You don’t have to overthink it—just prepare yourself when you need to hire new people from the Generation Z group.

After all, if your recruitment process is boring, it’s unlikely that the most talented members of Generation Z will take you up on your job offer!

Colleen Sproull
Content Marketing Manager, Evinex

Build a Strong Core Values

Gen Z is the largest population in the world, making it necessary to understand how to recruit them. Their traits are highly skilled, educated, and resilient, and they put a high level of attention on social consciousness.

For this group, it is important to focus on building a diverse workforce that is supportive of LGBT and BIPOC communities. To attract this group, it is also necessary to be authentic and have strong core values, as Gen Zers want to work in a diverse culture whose morals are aligned with their own.

They want to be treated like a whole person, making it important to have things like work flexibility within their position. By creating a diverse company with strong values, flexibility, and a positive culture, companies can help attract this demographic.

Ben Bozzay
Founder, Tech Lockdown

Prioritize Mental Health in Your Cultural Norms, Policies, and Benefits

Gen Z cares about mental health and well-being in the workplace, so it’s vital to show candidates how your organization actively cultivates an environment that prioritizes this—or they’ll look elsewhere. You should be able to speak to how your values, organizational norms, and management styles enable employees to prioritize their well-being so they can do their best work. Provide specific examples of what this looks like day-to-day.

Make sure your benefits provide employees with a variety of options to care for their own mental health. Some examples include insurance plans that provide good coverage for mental health services, an employee help program (EAP), paid subscriptions to meditation and on-demand therapy apps, sabbatical leave policies, and flexible time off.

Alex Lahmeyer
Equitable Hiring Consultant, Boundless Arc

Full ChatGPT Browser Integration – Now You Don’t Have to Think At All

It’s finally happened. You can turn your brain off, the computer has it covered.  We now don’t even need to reply to people anymore. It’s only a matter of time before society collapses! We should all remember that it started with ChatGPT browser integration tools like Merlin so we know who to blame.

You can now access AI on any website just using a quick shortcut. Merlin is there for all of your browsing, and can interpret all sorts of data.  Whether you want to summarize YouTube videos with just a click, get a ChatGPT response on all your Google results, or generate lightning-fast email responses, it’s all possible.

It’s kinda scary to be honest. You can use it to create autodrafted replies on LinkedIn, Gmail, Twitter, and all that jazz. So basically, if you’re just having one of those days where you can’t come up with a gosh darn thing…maybe let this little AI buddy ease your burdens. But remember, relying too hard on any one tool is a surefire way to turn your brain into jelly.

If you’re liking the idea of having ChatGPT browser integration in your life, then check out Merlin here to see if you like it.

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!

What to Consider Before Rehiring Former Employees

Who can fill a position better than someone who has already worked it? Rehiring may solve your hiring issues if you want to streamline the process and save money. It comes with great risks and rewards, so you must consider the pros and cons before deciding.

Pros of Rehiring Former Employees

There were 9.9 million job openings in the United States as of February 2023. The hiring process takes a long time, and you must put even more into training — unless you choose to rehire. It’s efficient, cost-effective and gives your company a significant advantage in a competitive labor market.

1. They’re Familiar With the Work

Training takes a lot of time and resources, so it’s fantastic when you can skip it entirely. Rehires are already familiar with their former job and company, so it streamlines getting them into their role. They’ll be productive earlier, and you’ll see the outcome of their work sooner than you would with someone else.

2. You Know Their Old Salary

Knowing their old salary and benefits is beneficial since you can base your new estimates on that information. You don’t have such luxury in interviews with new hires because you can’t confirm their claims, but you know what to expect with a rehire. It’s cheaper for your company because your new offer accurately reflects the skill you’re getting.

3. Interviewing Is Cheaper

A rehire takes less time to interview, which saves your company money. You can skip formalities and lengthy meetings because you already have their performance metrics from their previous role. Compare their current skills and references to your data to streamline the process.

4. You Know How to Make Them Stay

You have a significant advantage when interviewing returning employees because you know exactly what it’ll take for them to work for you again. For example, you would offer more vacation days in their new contract if they left because they wanted more time off.

Offering them what they originally wanted as a rehire might seem counterproductive, but it’s actually very beneficial to the company. Around 39% of employees say they’ll work harder if they’re happier. The statistic is backed up with proof, considering they work 19% more accurately when content with their roles.

5. It’s Cost-Effective

Hiring past employees is incredibly cost-effective. Even though it may technically cost more to hire them, less time spent on training saves your company money. You could save up to $20,000 on every rehire because it’s hands-off, and they’re already prepared for a specific role.

6. They Have More Experience

After a former employee leaves your company, they move on to different jobs in the industry. This is beneficial when they approach you to be rehired because they now have additional experience. Often, they pick up unique skills from competitor businesses that you can take advantage of in their new roles.

Cons of Rehiring Former Employees

There are many positives to hiring a past worker, but you must consider an equal amount of negatives. You risk the same old workplace issues — and new ones — when you hire them.

1. They’ll Have Higher Salary Expectations

Most employees return with extra experience and skill, so you might have to pay them more if you want them to come back to work for you. Plus, most cite low pay as one of the top three reasons they leave. They’re interviewing with you because they want to return, but you’ll likely have to increase their salary or benefits to incentivize them to stay long-term.

2. They’ll Feel Untouchable

You might experience issues with the behavior of a rehire if you give in to their demands for higher salaries or better benefits. They’re willing to walk away if they don’t get what they want, so they’ll feel untouchable during interviews or in the workplace. It manifests as them ignoring orders or testing your limits.

3. Team Integration Is Challenging

Employees working with someone they don’t like adds tension to the workplace. Even if everyone gets along at your company, it might be challenging to integrate them back into the team because of the change in the dynamic.

4. There May Be Bias in Interviewing

You may be biased during the hiring process since you already know and have an opinion about the former employee. Whether this is positive or negative, it may cloud your judgment. For example, you could overlook other hires in favor of the rehire or ignore them even if they’re qualified because you don’t like them. Bias can prevent you from finding the best candidate for the position.

5. They Might Leave Again

When rehiring, one of the most considerable risks you take is the chance they’ll leave. They did so once, so they’ll feel fine about doing it a second time. It can be incredibly challenging to meet the expectations of rehires because they return wanting change — and that isn’t always possible. It’s cost-effective for companies to rehire, but not if they immediately have to fill the role again.

Evaluate Rehires Properly

Consider the pros and cons of rehiring before deciding to get the most out of it. You’ll need to fix whatever caused workers to leave if you want them to stay in their roles. It’s also essential to determine why they’re interviewing for their former company instead of looking elsewhere.

Did they run out of options in a small industry, or do they genuinely prefer your company? It depends on how much time has passed since they left, but their reason for returning is just as important as their reason for leaving.

Reach Out to Potential Rehires

There are many advantages to hiring former employees, so it’s in your best interest to establish a good relationship with them when they leave for more beneficial negotiations in the future. Hiring a new candidate is 200% more expensive than rehiring, so consider contacting them once they’re gone.

An exit interview establishes their feelings about the company and what it’ll take for them to return, so start with that. It’s also wise to reach out once or twice a year to offer incentives for them to return. Most importantly, stay receptive to their feedback and open to future interviews. A solid return strategy and positive attitude save your company money and time.

Consider Why You’re Rehiring

There are many reasons to hire a former employee, but it depends on their previous work and their relationship with your company. It can be an extremely cost-effective move, but you must still consider why you’re hiring and compare that to the advantages of rehiring.

5 Tips for Recruiters Who Are Considering Using Generative AI

As technology continues to evolve, the field of recruitment has seen its fair share of advancements. One such advancement that has gained significant attention in recent years is the use of generative artificial intelligence (AI) in the recruitment process. Generative AI refers to the use of algorithms and machine learning techniques to create original content, such as text, images, or videos. When applied to recruitment, generative AI can assist recruiters in automating certain tasks and improving the efficiency and effectiveness of their recruitment process. If you’re a recruiter considering using generative AI, here are five tips to help you make the most of this technology.

Understand the Capabilities and Limitations of Generative AI

Generative AI has come a long way, but it’s important to understand its capabilities and limitations before incorporating it into your recruitment process. Generative AI can generate resumes, cover letters, and job descriptions, among other things. It can also analyze large amounts of data, such as candidate profiles, to identify patterns and trends. However, generative AI is not a replacement for human judgment and intuition. It’s crucial to remember that the content generated by AI should always be reviewed and verified by human recruiters before making any hiring decisions.

Use Generative AI for Time-Consuming Tasks

One of the main benefits of using generative AI in recruitment is automating time-consuming tasks. For example, generative AI can be used to automatically screen resumes and identify qualified candidates based on predefined criteria, saving recruiters valuable time and effort. It can also help in creating job descriptions and posting them on various job boards, thus streamlining the recruitment process. By leveraging generative AI for repetitive and time-consuming tasks, recruiters can free up their time to focus on more strategic activities, such as interviewing and evaluating candidates

Ensure Data Privacy and Ethical Use of AI

As with any technology that involves the use of data, it’s essential to prioritize data privacy and ethical use of AI in recruitment. Generative AI algorithms are trained on large datasets, which may contain personal and sensitive information about candidates. It’s crucial to ensure that the data used to train the AI model is collected and used in compliance with applicable laws and regulations, such as data protection and privacy laws. Additionally, it’s important to use AI in an ethical manner, avoiding biases and discrimination in the recruitment process. Regular audits of AI-generated content and continuous monitoring of the AI system can help ensure ethical use of generative AI in recruitment.

Test and Validate AI-Generated Content

Generative AI models are trained on large datasets, but they may not always produce perfect results. It’s important to test and validate the content generated by AI to ensure its accuracy and relevance. For example, if you’re using generative AI to create job descriptions, take the time to review and validate the content to ensure that it reflects the requirements of the job accurately. Similarly, if you’re using AI to screen resumes, validate the results to ensure that qualified candidates are not overlooked or disqualified incorrectly. Regular testing and validation of AI-generated content can help fine-tune the system and improve its performance over time.

Foster Collaboration Between Humans and AI

It is a tool to assist recruiters, not a replacement for human recruiters. It’s important to foster collaboration between humans and AI to make the most of this technology. Human recruiters bring valuable skills such as intuition, judgment, and emotional intelligence to the recruitment process, which AI lacks. By working together with AI, recruiters can leverage the strengths of both humans and machines to create a more efficient and effective recruitment process. Encouraging feedback from recruiters and candidates about the AI-generated content can help in refining the AI system and ensuring that it aligns with the recruitment goals and values of the organization.

Final Thoughts

Generative AI can be a powerful tool for recruiters in streamlining and optimizing the recruitment process. By understanding the capabilities and limitations of generative AI, using it for time-consuming tasks, ensuring data privacy and ethical use, testing and validating AI-generated content, and fostering collaboration between humans and AI, recruiters can effectively leverage this technology to enhance their recruitment efforts. However, it’s important to remember that AI should always be used as a tool to support human decision-making, and human judgment and intuition should never be overlooked. With the right approach and careful consideration of ethical and legal implications, generative AI can be a valuable asset for recruiters in today’s rapidly evolving recruitment landscape.

How to Use Data and Analytics for Recruitment in 2023

To make recruitment more competitive, organizations use data analytics to improve their hiring processes. Job candidate data can assist hiring managers to make better decisions about new applicants. This approach can also, eventually, help to reduce bias and improve the candidate hiring experience.

Nowadays, corporate recruiters rely on advanced technology to find and retain the best candidates for specific jobs. These technologies increase the effectiveness of recruitment strategies many folds and result in more productive outcomes. To hire the best candidates for their teams, human resource specialists stay ahead and employ data and analytics effectively when recruiting employees.

The Growing Importance of Data and Analytics in the Hiring Process

The use of analytics and data has become increasingly important in the hiring process. Hiring managers and recruiters benefit from data-driven insights, which enable them to source, screen, and select candidates more effectively. Moreover, recruiters leverage analytics to identify patterns and trends in job performance and employee behavior, allowing them to enhance their recruitment strategies and achieve better outcomes.

Analytics also help to promote fairness and equality in the hiring process by providing impartial criteria for evaluating applicants. This approach ensures that every candidate is given an equal opportunity for consideration, regardless of their background or other factors. Another approach to analytics is social media analytics. It is used to evaluate the organizational fit of top talent. Through these approaches, businesses utilize data and analytics to increase candidate satisfaction and reduce turnover.

Looking ahead to 2023, contract management software is set to become a vital tool in using data and analytics for hiring purposes. This software automates the hiring process, thereby saving recruiters time and reducing the risk of errors. By tracking the hiring process using contract management software, businesses identify areas that require improvement and ensure they are attracting the best candidates.

By embracing the power of data and analytics, organizations can optimize their hiring process and achieve greater success in recruitment.

Use of Data and Analytics in Recruitment

Data and analytics are being used increasingly in recruitment, and many businesses are already using these resources to improve their hiring procedures. Companies can use data and analytics in their hiring process in the following ways:

1.  Determine the Origin of the Leading Contenders

Analytics improve recruitment strategies by identifying the best sources of candidates. Many talent acquisition professionals believe that artificial intelligence (AI) will significantly impact the future of hiring. 67% of those who already use AI say it has improved the caliber of candidates they can hire.

One approach hiring managers take to enhance their recruitment process is to analyze data to identify the most effective channels for finding new employees. By focusing on these channels and allocating appropriate resources, they can potentially improve the quality of their hires and streamline the recruitment process.

2.      Use AI-powered Candidate Matching

Recruiters use AI-powered candidate matching to quickly find the best candidates for a job. Organizations use analytics to improve the quality of a recruiting effort, which can reduce the cost per hire by three times. A Korn Ferry survey revealed that 76% of talent acquisition specialists said their recruitment strategies are now more data-driven than they were two years ago.

Recruiters can save time by using machine learning algorithms to analyze candidate data and match it to job requirements. It could help the hiring process, reduce time-to-hire, and improve the quality of hires.

3.      Utilize Predictive Analytics

Predictive analytics is a process that can be used to predict whether a candidate will accept a job offer. Recruiters can use data about past hires, and job offers to shape their recruitment strategy. It may lead to a higher acceptance rate for job offers, a shorter time to fill positions, and ultimately better business results.

According to a Talent Board survey, 76% of applicants think a company’s hiring practices reveal how much they value their employees. To increase the likelihood of a candidate accepting a job offer, providing a positive candidate experience and optimizing the recruitment process are crucial.

4.      Use Social Media Analytics

Recruiters are embracing the trend of leveraging social media analytics to identify top candidates. By incorporating social media analytics into their recruitment strategies, recruiting managers gain the advantage of identifying candidates who possess the desired skills and experience, or are actively seeking employment. This elevates the caliber of candidates and simplifies the sourcing process. According to recent data, 71% of job seekers use social media to search for employment, with LinkedIn being the most widely used platform for business-related activities.

Conclusion

In today’s competitive job market, finding and hiring top talent can be a challenging task. However, data and analytics can help recruiters overcome this challenge and make informed hiring decisions. By utilizing these tools to their full potential, hiring managers can identify and attract the best candidates while creating a strong and diverse team.

Engaging The New Generation for Customer Facing Positions

Millennials and Gen Z are becoming a larger part of the workforce today. According to a recent report by Manpower Group, Gen Z will make up about 27% of the workforce by 2025. And, because of their differences from the generations before them, these new groups are influencing hiring and work as a whole.

So, the ”new world of work” is settling into the economy, and younger generations are less willing to accept jobs, situations and processes that aren’t up to their standards. If it comes down to it, candidates will simply “ghost” or refuse a job offer. In fact, one Deloitte study showed that nearly two in five (37% of Gen Z and 36% of Millennials) say they have rejected a job and/or assignment based on their “personal ethics.”

With the changes in work since the beginning of the Covid-19 pandemic, many young workers are reassessing their wants and needs in a job. On top of that, recent shifts in the job market, such as mass layoffs and hiring freezes, have added another layer of difficulty to the challenge of finding work. That’s why employers are having to find new and unique ways to properly engage these candidates.

Benjy Gillman of myInterview gave us his insights into the challenges, what causes them and some best practices for engaging the next generation of candidates.

Frontline Work

Frontline and customer-facing work has been hit especially hard by changes in work and culture. Overall, candidates would say these positions have been less desirable since the pandemic, when many workers left them in favor of remote work or unemployment benefits. Since then, businesses have seen shortages of workers and high turnover rates. And the same Deloitte survey found that Gen Z and Millennial workers were particularly eager to leave public-facing industries, such as retail and healthcare, making the question of candidate engagement even more difficult.

So, Where Have We Gone Wrong?

The traditional modes of candidate engagement no longer work the way they used to. A hiring process with minimal or no transparency or communication with the candidate often leads to a drop-off of activity. The next generation of candidates require more than the usual tactics, from initial interest to hire.

In addition, the job search and application process can be daunting. It can often have too many required steps, too many trips to job boards and career pages, emails to send and reply to and interviews to attend, it can be long and strenuous.

Over the years Gen Z and Millennials have also gained a reputation of being disloyal and distrustful of employers. That distrust has been made worse by bad experiences with recruiters and hiring managers who, for example, never send a reply to an application.

“We need to be communicating a lot better,” said Benjy Gillman, co-founder and head of strategy and innovation at myInterview, a provider of candidate engagement platforms. “The trust between candidates and employers deteriorates when candidates aren’t engaged throughout the process. We’ve been hearing from customers that on average 95% of candidates who begin an application process don’t actually end up completing it – there’s a huge amount that can be done to fix this situation.”

These downfalls and lack of communication are leading to more distrust and lack of engagement. As such, pivoting towards new modes of engagement is crucial for hiring the new generation of candidates.

Best Practices for Engaging

The integration of technology is key to overcoming this. Young candidates, especially those in Gen Z, are “digital natives” who have certain standards when it comes to technology’s simple use. If it’s not a streamlined experience, younger generations will lose interest fast. Being mobile-friendly can be an advantage as well: The percent of job searches done on a mobile-device is around 68%, according to Appcast.

Another aspect of the hiring process that can lose candidates is communication. Frequent communication, check-ins and follow-ups are necessary. But more than that, personalization is immensely important. Like we said: The lack of trust that already exists can be made worse if communication seems inauthentic or uncaring.

With the current state of the economy another factor in candidate engagement is timing. Candidates want to apply and get in the door quickly to be able support themselves in these times of high costs and low wages. If the recruiter is too slow or the application process is taking too long, they’ll move on, and quickly.

Finally, transparency is also a factor in engaging Millennial and Gen Z candidates. The more up front and honest an employer is about things like qualifications, company culture and pay, the more likely candidates are to want the position and be engaged in the process.

When asked about what the hiring process needs to be in order to engage young people, Gillman said, “A frictionless experience with no hurdles, and no commitments up front. It has to be mobile friendly, and it needs to be native. And there needs to be a give and take. So, make sure that the candidate is fully informed about the position before asking them for their own information.”

“With our candidate engagement platform, we’ve reimagined the entire application process and made it relevant for a generation that spends 95 minutes a day on TikTok and can order food, find a date and book a hotel in a matter of a swipe or a click on their mobile. Applying for a job can now feel as engaging, immersive and simple with some help from technology,” Gillman added.

“There’s more supply than there is demand for these jobs. So, we need to be making changes now to engage our candidates the way they are,” he concluded.

What’s the Greatest Disadvantage of Internal Recruiting?

From seriously reducing your perspective to raising your potential for an echo chamber at your company, here are insights into the disadvantages of internal recruiting.

Lacking Fresh Outsider’s Perspectives

I’d say the greatest disadvantage of internal recruiting is that it limits the onboarding of external high-potential employees who can bring a fresh outsider’s perspective or newer skills to an organization.

Internal recruiting deals with people already in the system, and however qualified they are, they may be too comfortable and can resist challenging the status quo. External candidates often have no such qualms and are eager to bring in new ideas and help spur innovation.

Linda Scorzo
CEO, Hiring Indicators

Limiting Your Pool of Potential Candidates

While promoting an employee from within the company may seem like a logical and cost-effective solution, it can also result in an inadequate selection of candidates for a specific role. This is particularly true if the company is seeking someone with highly specialized skills or experience.

In such cases, it may force the company to invest a significant amount of time and resources in training the internal candidate to fill the gaps in their knowledge or skill set. This can ultimately be a costly and time-consuming process that may not yield the desired results.

Additionally, if the promoted employee ultimately proves to be a poor fit for the position, the company may be left with no other viable internal candidates and may need to look outside the organization, further delaying the hiring process.

Luciano Colos
Founder and CEO, PitchGrade

Reducing Diversity

Internal hiring may take away opportunities for your company to diversify its office. This doesn’t just pertain to race or ethnicity or gender either. You may also deprive your business of different perspectives and experiences that could benefit your business’s performance.

Businesses should be careful not to rely too heavily on a limited talent pool even if it’s logistically and financially easier. It may result in a homogenization of their workforce that can be detrimental to their business goals.

Max Ade
CEO, Pickleheads

Overcoming Attitudes and Stigma Towards Promoted Employees

One major disadvantage of internal recruitment is the attitudes and stigmas that other employees may have towards those who are promoted.

We may view employees who are promoted from within the organization as having an unfair advantage or being favored by management. This can create tension and resentment among other employees, leading to decreased morale and productivity. Additionally, the promoted employee may feel pressure to prove themselves or face criticism from colleagues who may doubt their abilities.

To overcome these attitudes and stigmas, communicate transparently about the recruitment process and the criteria used for selection. This can help alleviate any perceptions of favoritism or unfairness.

Lilia Koss
Community Manager, Facialteam

Reinforcing Negative Power Structures and Hierarchies

When an organization only considers internal candidates, it may overlook talented external candidates who bring new ideas and offer new perspectives and experiences to the role.

Internal recruiting may also lead to resentment and tension among employees who feel passed over for promotions or opportunities for growth. This can create a toxic work environment and result in decreased morale.

Another potential disadvantage of internal recruiting is that it can reinforce existing power structures and hierarchies within the business, limiting opportunities for individuals from underrepresented groups to advance and contribute.

To mitigate these potential disadvantages, leaders should strive to maintain a diverse and inclusive workforce and consider both internal and external candidates. Outsourcing is a flexible hiring solution that is cost-effective and requires little commitment to getting started.

Bethan Trueman
Director, The Virtual Assistant Company

Creating a Hostile and Toxic Working Environment

When you do internal recruiting, your pool of candidates is quite limited, as it only revolves around your employees. This means that they know each other and they know the skills and capabilities of one another.

Since internal recruiting mostly means a promotion to a better position, other employees who applied for that job but did not get it may feel bad about this situation. It may lead them to hate the employee who got the job and may even lead them to quietly quit and rage applying.

This toxic working environment may also affect other employees, and productivity may go down. Hence, internal recruiting is not always a good idea.

Steven Mostyn
Chief Human Resources Officer, Management.org

Increasing the Potential for “Groupthink” to Take Hold

One of the biggest disadvantages of internal recruiting is the potential for “groupthink” to take hold. When you recruit from within your organization, you’re drawing from a limited pool of candidates.

While this can be an advantage in some cases, it can also lead to a need for more diversity in your hiring decisions. Groupthink can occur when everyone in the company thinks the same way and has the same biases, leading to poor decision-making.

Let me share my personal experience. I worked for a company that heavily relied on internal recruiting a few years ago. While this approach did have some benefits, the company tended to hire people who thought and behaved like us. Because of this, we had a very homogeneous workforce that lacked diversity in experience, identity, and background.

This hurts our ability to generate new ideas and stay competitive. After we realized this was a problem, we improved diversity by changing our hiring process, leading to more innovative solutions.

Pete Evering
Vice President of Operations, Utopia Management

Navigating the Intersection of Chatbots, Privacy, and Recruitment

As the field of recruitment continues to evolve with advancements in technology, chatbots have emerged as a popular tool for streamlining the hiring process. Chatbots, powered by artificial intelligence (AI) language models like ChatGPT, offer a range of benefits, from automating repetitive tasks to providing quick responses to candidate inquiries. However, with the growing emphasis on privacy and data protection, it’s essential to carefully navigate the intersection of chatbots, privacy, and recruitment to ensure compliance with privacy regulations and protect candidate information.

Recruitment processes typically involve collecting and storing sensitive information, such as resumes, contact details, and even potentially sensitive information like social security numbers or references. It’s crucial to handle this data with care and comply with applicable privacy laws, such as the General Data Protection Regulation (GDPR) in Europe or the Personal Information Protection and Electronic Documents Act (PIPEDA) in Canada, to safeguard candidate privacy and ensure the lawful handling of their data.

To address privacy concerns, chatbots used in recruitment processes should be designed with privacy-by-design principles, which means incorporating privacy considerations into the design and development of the chatbot from the outset. Here are some best practices for ensuring privacy in chatbot-based recruitment processes:

Consent

Obtain explicit consent from candidates before collecting their personal information. Clearly explain what data is being collected, how it will be used, and provide options to opt-in or opt-out. Consent should be freely given, specific, informed, and unambiguous.

Data Minimization

Collect only the minimum amount of data necessary for the recruitment process. Avoid collecting unnecessary or sensitive information. For example, if a resume is submitted, the chatbot should only extract and store the relevant information for the recruitment process, such as name, contact details, and qualifications.

Security

Implement appropriate security measures to protect candidate data. This may include encryption, access controls, and regular data backups. Chatbot platforms and data storage systems should be secured against unauthorized access or data breaches.

Transparency

Provide clear information about how candidate data will be used, stored, and shared. Be transparent about any third-party services or partners involved in the recruitment process. Clearly communicate the purpose of data collection and how it will be used to evaluate candidate suitability for the position.

Retention

Establish data retention policies and delete candidate data once it is no longer necessary for the recruitment process. Retaining candidate data for longer than necessary may pose privacy risks and be non-compliant with applicable regulations.

Human-in-the-loop

Ensure that human oversight is maintained throughout the recruitment process, especially in decision-making steps. While chatbots can automate tasks, human judgment is essential in evaluating candidate suitability and making final hiring decisions.

Candidates should also have the option to interact with a human recruiter if desired.

Another important consideration is the use of chatbot-generated responses. While chatbots can provide quick and automated responses to candidate inquiries, it’s crucial to ensure that the responses generated are accurate, unbiased, and comply with company policies and legal requirements. Regular monitoring and auditing of chatbot interactions can help identify and address any potential issues related to compliance, accuracy, or bias.

As technology continues to advance, it’s crucial to stay updated with the latest privacy regulations and best practices in the recruitment industry. Regular audits and reviews of chatbot interactions, data handling processes, and privacy policies can help identify and address any potential issues and ensure that the recruitment process remains compliant with relevant regulations.

Final thoughts

Chatbots have the potential to greatly enhance the efficiency and effectiveness of recruitment processes. However, it’s important to carefully consider privacy concerns, be transparent with candidates, and maintain human oversight throughout the process. By following best practices for privacy and compliance, organizations can successfully leverage chatbots in recruitment while protecting candidate privacy and providing a positive experience for job seekers.

So, whether you are a recruitment agency, a human resources professional, or a hiring manager, incorporating chatbots into your recruitment process can be a valuable tool. However, it’s important to always prioritize privacy, compliance, and candidate experience to ensure that you are leveraging chatbots in a responsible and ethical manner. With the right approach, chatbots can be a powerful ally in your recruitment efforts, helping you save time, streamline processes, and identify the best-fit candidates for your organization.

Easy Candidate Lookup with This Vital Chrome Extension

Looking for top talent can be harder than finding Waldo on a crowded beach. But fear not, my friend! We have just the tool you need to simplify your life and make searching for candidates as easy as pie. Introducing Candidate Lookup by Code, the Chrome extension that will change the way you recruit.

How Does it Work?

It’s as simple as ABC. Highlight the candidate’s name on any profile, right-click on the highlighted text, select “Candidate Lookup by Code,” choose the platform where you want to search for the candidate, and click on “Search.” Voila! The tool will then do its magic and display the results.

But wait, there’s more! “Can A Lookup of Code” is not just a time-saver, it’s also a magician! It can search for potential candidates with limited information, on multiple platforms, and even identify those who may not be actively looking for a job. It’s like having a genie in a bottle, but for recruitment.

So, what are you waiting for? Give “Candidate Lookup by Code” a try and see how it can help you find the best talent for your company. Say goodbye to the endless hours of searching and hello to an easy candidate lookup.

Candidate Lookup by Code is a useful tool for recruiters who want to streamline their recruiting process and save time. With its ability to search for potential candidates on different platforms, recruiters can identify the best talent for their organization quickly. Give it a try and see how it can help you improve your recruitment process.

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 to Plan With Fuzzy Data

Industry 4.0.  It’s the latest industrial revolution beginning in 2011.  But fast-forward just a little over 12 years, and it seems like this newest movement has catapulted ahead.

With the sudden jolt of the global pandemic to the launch of ChatGPT, it seems as if we’re in a more mature Industry 4.0 – with every trade impacted, including human resources.

But what is at the core of Industry 4.0?  Data.  Big Data. Quantitative data. Nominal data. Qualitative data. Discrete data. Continuous data.

Data is extraordinarily helpful in understanding where we are and what needs to be done to get to where we’re going.

However, not all data is clear even with all the Industry 4.0 tools we now have.  Some data is, well, fuzzy. So, how do recruiters and HR professionals plan with data when it’s fuzzy? After all, what are the numbers telling us if they’re not crystal clear?

What Is Fuzzy Data?

Fuzzy data is essentially “[i]mprecise data with uncertainties which indicates that the observed values cannot be considered as the true unique values.” In other words, the data you may be using does not include “precise numbers, or vectors, or categories.”

However, most “real” data is not precise – or fuzzy.

Let’s look at HR and recruiters specifically.  According to a recent study, when examining Big Data, professionals gather insights around a “wide range of tasks solved by the personnel, both organizational, economic and technological.” However, with such large amounts of data – often surrounding people and their tasks and characteristics – we can’t always determine “true and false.” So instead, we look at multiple possible truths (or in other words, degrees of truth for each interaction, resulting in various possible (and reasonable) conclusions.)

How Can We Plan with Fuzzy Data?

Industry 4.0 has directly impacted HR – with some now calling this impact HR 4.0 – allowing the industry to become more automated and focused on high-level strategic strategies as opposed to manual, repetitive activities.

Through the Internet of Things, artificial intelligence, Big Data, technology stacks, and data analytics, recruiters and HR professionals can now build “more efficient and lean teams,” through attracting, retaining, and mobilizing top talent in this continually evolving industrial revolution.

However, not everyone understands how to pull insights from fuzzy data.  For example, if a manager asks specifically about productivity – but the number of successful key performance indicators (KPIs) don’t match up, then the data may not make sense.

That doesn’t mean the data is bad. It just may be fuzzy.  Someone who understands how to read HR data can specifically pull valuable insights from that data as opposed to someone who is only skilled in reading data while making true or false conclusions.

Here are some best practices to keep in mind when analyzing often fuzzy HR data:

  • Data often has to be read in “real time,” as the needs of HR change on a seemingly daily basis. So, knowing when to read this data is critical to garner insights that aren’t stale.
  • HR is often behind other departments in having the best (and the right) data analytical tools. Leaders need to reprioritize HR when analyzing Big Data, ensuring that organizational budgets align with needs and strategies.
  • Leaders must also prioritize reskilling and upskilling recruiters and HR teams, allowing them to garner the necessary skills for a strategic and insightful analysis of fuzzy data.

It’s time for HR to embrace fuzzy data with the right tools and support.  After all, what benefits HR benefits the organization as a whole – and it’s time to recognize that.

The Ins and Outs of Working with Independent Contractors

Many businesses rely on independent contractors to plug gaps in their workforce, and building good working relationships with freelancers allows organizations of all sizes to be more flexible and agile.

Of course the process of finding the right contractors and collaborating with them can be difficult to navigate, so let’s discuss the core principles involved, and the obstacles to be aware of as well.

Why Hiring Independent Contractors Makes Sense for Your Workforce Needs

Hiring independent contractors (ICs) is a great way to access skilled workers quickly and cost-effectively. ICs provide the flexibility of short-term or project-based work, allowing you to meet your workforce needs with greater agility than traditional employees.

Moreover, with an IC you may not have to worry about hiring costs such as training or benefits, as you can just pay for what’s needed on demand. Plus, bringing in specialized skills from outside sources can open up new opportunities within your organization that would otherwise be unattainable.

In today’s competitive landscape, having highly experienced professionals on tap makes all the difference when it comes to delivering results fast and efficiently.

What Types of Jobs Can Be Handled By Independent Contractors?

Independent contractors can provide a variety of services, ranging from IT programming and web development to writing, graphic design, marketing strategy consulting, and more.

Not only are ICs an ideal solution for short-term projects or dealing with deficits in your team’s skill set, but they can also be hired on a recurring basis for ongoing work that requires specialized expertise. From virtual assistants and copywriters to financial analysts and software engineers, the possibilities are endless when it comes to finding the perfect fit for your organization’s needs.

How to Find and Recruit Qualified Candidates for the Job

Finding qualified independent contractors can be a challenge, but there are a few strategies you can use to find the best candidates.

Start by asking your current team members if they know anyone who might be interested in working as an IC. Word of mouth referrals are often key when it comes to finding top talent.

You could also post on freelance job boards, or create targeted ads on social media platforms such as LinkedIn. Additionally, networking events and industry associations may be great places to meet potential candidates face-to-face.

Once you’ve identified some promising prospects, make sure to thoroughly vet them. Conducting interviews and reference checks is essential before bringing any new ICs onboard.

Best Practices for Onboarding a New Independent Contractor

Speaking of onboarding, it’s important to consider this carefully in order to forge successful relationships with independent contractors from the get-go.

Make sure that you have all the necessary paperwork in place, and provide your ICs with clear instructions on what’s expected of them. Communicate regularly and set expectations upfront, such as deadlines or any special skills they need to complete the job successfully.

Furthermore, you should establish trust by providing feedback throughout their contract period. This will help ensure that everyone remains on the same page while working together.

Finally, make sure you’re paying your ICs fairly and promptly so that they remain motivated to do great work for you. Given that the standard late fee for an overdue invoice is typically 1-1.5% monthly, you have a responsibility to take this into account and do your best to stick to your side of the bargain to keep them happy.

Crafting an Agile Working Agreement with Your ICs

When it comes to working with independent contractors, having a clear and mutually agreed-upon agreement is essential. Make sure that the document clearly outlines all expectations, as this will help ensure everyone understands their roles and responsibilities.

Also, consider setting up milestones or deadlines so you can track progress in real time. Be sure to include provisions for payment terms, as mentioned, and also cover dispute resolution procedures and termination clauses if needed, as well as data security measures if applicable.

Tips on Managing Performance & Output from Remote Workers

Managing performance and output from remote workers can be a headache, especially if they are not permanent team members. Thankfully there are strategies you can use to ensure successful outcomes.

First and foremost, ICs need an unambiguous understanding of what role they are to play in a given project. Without this, they could be unable to bring their full expertise to bear on the goals you are working towards.

As discussed, you also need to be liberal with feedback from start to finish so they always know how their work is progressing and are also on point when it comes to deadlines or deliverables.

Lastly, consider utilizing collaboration tools such as online project management systems, which will enable real-time communication between all stakeholders involved in the project. The less manual intervention that’s required to keep up the momentum, the better the eventual outcome.

The Benefits and Challenges of Building an All-IC Team

Building an all-independent contractor team can have its advantages, such as greater flexibility and cost savings compared to traditional employees. What’s more, you’ll be able to access top talent quickly without having to invest in long onboarding processes or extensive training sessions.

However, it’s also important that you consider the potential challenges, such as managing remote workers from different locations and a lack of team bonding due to the physical distance between members.

To ensure success when building an IC team, be proactive in providing them with the tools and feedback they need to thrive, and of course, listen to any issues or concerns that they raise rather than brushing them under the carpet.

Final Thoughts

Cajoling contractors into coming onboard for particular projects you want to complete without hiring full-time team members is a duty that recruiters are often faced with, and one which takes time and experience to master.

That said, if you know where to find the right talent, and you are comprehensive and conscientious about how you bring them into the fold, then the benefits will be obvious, and the potential pitfalls will get filled in.

Hiring Process: Tips for Recruiters on Conducting Background Checks

Over the last ten years, several big companies have faced costly litigation relating to background check violations. Former applicants have sued them for allegedly violating the Fair Credit Reporting Act (FCRA). These lawsuits have exceeded a whopping $325 million, affecting not only retail giants but also online behemoths.

As recruiters, being more vigilant when conducting background checks on potential hires is imperative. Background checks can be challenging but critical in the hiring process. If done correctly, they can benefit the company due to the following reasons:

Benefits of Conducting Background Checks

●       It strengthens security and safety

Employees with a history of severe criminal offenses significantly threaten a company’s safety, security, and integrity. Running thorough background checks can prevent bad hires from creating a hostile workplace and protect your business, employees, and clients.

●       It lowers the employee turnover rates

Hiring employees who aren’t suitable for the job can lead to wasted resources anSad energy. By running background checks, you can eliminate unsuitable candidates and concentrate on hiring the ideal candidate for the job, resulting in lower turnover rates.

●       It improves the quality of hired employees

Studies show that they exaggerate the credentials on their resumes, with some even lying or omitting information altogether. By conducting background checks, you can filter out candidates who provide fraudulent information and focus on those who present themselves with integrity. It leads to better hires, boosting your company’s operations and overall performance.

Importance of Conducting Background Checks

A background check is like a deep dive into an applicant’s history. It covers their criminal, employment, financial, and commercial records and can help you make smarter hiring choices.

Before making a job offer, background checks can identify red flags early on and avoid potential issues, such as increased turnover rates or legal disputes. Delaying background checks until after hiring is risky and can lead to hiring unsuitable candidates. Some organizations outsource background checks to professional screening companies specializing in this area.

How to Conduct Background Checks

Running background checks is crucial in hiring the best candidates for your company. However, applying best practices to prevent possible lawsuits and complaints is equally important. Here are some tips to help you:

1.      Partner With a Reputable Background Screening Company

When performing background checks on potential hires, following legal procedures and guidelines is essential to avoid lawsuits and complaints.

It’s vital to choose a screening company that you can trust to do a thorough and reliable job. Look for a company accredited by the Professional Background Screening Association (PBSA),  as this will give you peace of mind that they adhere to high standards of excellence. These organizations went through a rigorous yearlong auditing process to ensure they’re adept in the following areas:

  • Legal and Compliance
  • Information security
  • Verification services
  • Researcher and data standards
  • Business practices
  • Verification services

2.      Validate Social Security Information and Address History

A legitimate social security number must match the name, address history, and birthdate on record. By conducting this inquiry, you can reveal any other aliases or unknown locations where an applicant may have resided. This process can help you discover criminal records under the applicant’s other names or addresses.

Investigating an applicant’s past residences can expose jurisdictions where you must dig deeper. It’ll allow you to discover undisclosed former jobs, violations, or civil cases that may affect their suitability. While this information may not necessarily mean the person is unhirable, verifying social security information can help you make an informed hiring decision and ensure peace of mind.

3.       Check for Criminal History

Recruiters are responsible for ensuring the safety of their employees and customers, and part of that responsibility involves checking an applicant’s criminal record. Negligent hiring can result in serious legal consequences for companies. By failing to investigate criminal records, the organization can be held liable for any harm an employee causes to their coworkers or company property.

Aside from the legal implications, running a criminal background check can also help ensure your employees’ safety. It can reveal an applicant’s violent tendencies or unsuitability for the work environment and job description.

However, it’s important to understand the current practices and guidelines created by the Equal Employment Opportunity Commission (EEOC) before undertaking a criminal background check. Violating these guidelines can result in legal issues, such as asking for criminal history on an application form.

Hiring a reputable background check organization is best to ensure compliance with EEOC guidelines and avoid lawsuits. It can spare you the hassle and possible legal consequences of doing a criminal background check on your own.

4.      Conduct a Sex Offender and Us Terror Watch List Screening

During the background check process, recruiters should note that searching the US terror watch list for security, technology, or public sector roles is crucial. This list identifies individuals who are members of terrorist organizations, drug traffickers, and those under international watchlists.

In addition, it’s essential to include a sex offender registry investigation, particularly for positions of trust such as teachers, medical personnel, and childcare staff. This thorough check ensures that you’re hiring individuals with clean records and reduces the risk of potential legal and reputational liabilities for your organization.

5.      Ensure FCRA Compliance

Recruiters should know that a comprehensive background check must include checking applicants’ credit information. It can help mitigate the risk of fraud or theft in the workplace. However, it’s necessary to follow the FCRA guidelines to avoid any legal issues.

Moreover, knowing the state and regional laws concerning credit history checking is important. Colorado and California are some states that prohibit companies from using credit information in their hiring process. As a hiring manager, familiarize yourself with the laws in your area to avoid any violations.

Consider the Background Check Essentials

As a recruiter, it’s crucial to prioritize the safety and integrity of your company and employees. Conducting background checks on applicants can help you verify their qualifications and avoid potential risks, especially in the era of remote work.

To streamline the process, limit the background check to only what is necessary for the job. For example, checking an applicant’s credit history may not be needed for certain roles.

Compliance with national, state, and county laws is vital in completing background checks to avoid lawsuits. Consider working with an accredited background check provider for informed hiring decisions that align with your company’s values and needs.