Blog

Recruiter Enablement: 62 Easy-To-Implement Tactics

Recruiter Enablement (Part 2)

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

 

Here Is What Recruiters Want From a Modern ATS

 

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

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

RecruitingDaily Offer:

Free software matching service (click here)!

Why Skill-Based Hiring Wins in Today’s Market

 

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

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

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

The Limitations of Traditional Hiring

The old ways aren’t cutting it anymore.

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

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

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

Unleashing the Power of Diverse Talents

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

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

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

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

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

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

The Strategic Advantage of Looking Beyond Conventional Resumes

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

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

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

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

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

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

The New Era of Hiring: Skills at the Forefront

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

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

 

Should Recruiters Use AI in Resume Screening?

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

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

The Pros of Using AI for Resume Screening

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

Enhanced Candidate Matching

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

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

Efficiency and Speed

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

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

Consistency and Fairness

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

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

The Cons of Using AI for Resume Screening

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

Lack of Human Touch

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

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

Over-Reliance on Keywords

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

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

Potential for Bias on Algorithms

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

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

Ethical Issues in AI Resume Screening

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

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

Balancing AI and Human Insight in Recruitment

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

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

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

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

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

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

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

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

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

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

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

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

 

Why Prompt Application Responses are Crucial in Today’s Market

Time can be a strategic advantage for securing top talent.

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

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

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

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

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

Long response times can also negatively impact your employer brand

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

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

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

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

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

 

 

Embracing AI in Staffing: Staying Ahead of the Curve

As we venture further into the digital age, AI is reshaping the way staffing firms operate, from candidate sourcing to client engagement.

The staffing industry is undergoing a remarkable transformation, thanks to the rapid advancement of Artificial Intelligence (AI) technology. As we venture further into the digital age, AI is reshaping the way staffing firms operate, from candidate sourcing to client engagement. To remain competitive and relevant, staffing firms must not only embrace these technological changes but also adapt and leverage AI effectively.

The AI Revolution in Staffing

AI is fundamentally changing how staffing firms manage their core processes. Once tedious processes can now be automated, allowing staffing organizations to spend more time on higher-value tasks such as advisement. AI has the opportunity to help staffing firms in myriad ways, including with:

  • Candidate Sourcing and Matching: AI-powered algorithms can analyze vast amounts of data to identify the most suitable candidates for job openings. This means quicker and more precise matching, reducing the time to fill positions.
  • Screening and Assessment: AI can automate candidate screening, evaluating not only qualifications but also soft skills and cultural fit, making the hiring process more efficient and accurate.
  • Chatbots and Virtual Assistants: AI-driven chatbots and virtual assistants can enhance candidate engagement, answer queries, and provide a seamless application experience around the clock.
  • Data-Driven Insights: AI can crunch data to provide valuable insights into market trends, compensation, and candidate behavior, helping staffing firms make data-driven decisions.
  • Process Automation: Routine administrative tasks, like onboarding and compliance checks, can be automated with AI, freeing up recruiters to focus on more strategic activities.

Staying Ahead of the Curve by Leveraging Customized Tools

To stay competitive in the era of AI-driven staffing, firms need to adapt and innovate. To stay ahead of the curve, staffing firms must invest in and embrace AI solutions tailored to their firm’s needs. Whether it’s a comprehensive applicant tracking system (ATS) with AI features or specialized AI tools for candidate sourcing, investing in technology that best suits an organization is a must. Choosing tools with higher levels of customization can help ensure seamless integrations between AI-powered capabilities and already-established workflows.

While having the correct technology stack is imperative, organizations must also provide continuing learning and education for teams so that employees can leverage the technologies most effectively. AI is evolving rapidly, and staff must continuously keep up with the latest advancements to use AI tools effectively.

Organizational leaders within staffing firms can also leverage AI for better decision-making, using AI insights to support strategic planning. Leaders can analyze data provided by AI to fine-tune recruitment strategies, understand market dynamics, and make more informed decisions.

Enhancing the Human Experience

Job seekers expect a candidate-centric approach. Use AI to enhance the candidate experience with tools like AI-driven chatbots, which can provide quick responses and assistance, making the application process smoother and more engaging. A smooth application and onboarding process will ultimately lead to better employee retention and less turnover.

This is also relevant on the recruiter side. Help recruiters understand that AI is a tool to augment human capabilities, not replace them. Encourage recruiters to work alongside AI, focusing on relationship-building, personalized communication, and strategic decision-making. And remember, education is everything. Educate clients about the benefits of AI in staffing and how it can enhance their hiring process. Be transparent about how AI is used and its impact on their recruitment needs.

Staffing Firms Must Embrace AI Technology–Or Get Left Behind

The staffing industry is in the midst of a profound technological shift, with AI at the forefront of this transformation. Staffing firms that embrace AI technology and adapt their strategies to leverage its potential will find themselves ahead of the curve in a highly competitive industry. AI can streamline operations, improve candidate and client experiences, and provide valuable insights for data-driven decision-making.

Of course, AI tools should be thoroughly vetted for data privacy and ethical considerations and should be fully compliant with relevant laws and regulations. But when leveraged correctly and compliantly, AI has the ability to meaningfully transform the staffing industry.

By investing in AI solutions, providing continuous education, and fostering a collaborative approach between humans and AI, staffing firms can navigate the evolving landscape and secure their place as industry leaders in the era of artificial intelligence.

When the Candidate is YOU: Interviewing for a Recruiter Position

 

As a recruiter, you’re an expert in interviewing candidates. So, interviewing for a recruiter position should be easy, right?

I’m guessing you’re thinking “No, it sure isn’t!” As an interview coach who has prepared many a recruiter for their hour “on the other side of the desk,” I’d have to agree. If you want to stand out and get the offer, you need to prepare.

“Recruiting is sales.”

I’m sure you’ve heard this said, and that sales is a useful background for a recruiter. Whether or not you’ve held such roles, you can demonstrate your sales ability in the interview by skillfully selling yourself. This doesn’t mean coming off like a fast-talking car salesman or being pushy. It does mean knowing how your unique strengths fit the company’s needs, and clearly communicating that fit.

Salespeople talk about the “unique selling proposition,” that essence of what makes a product irresistible. In an interview, the product is you and your skills. Your unique selling proposition as a job seeker is that special something that makes you the must-have person for the job. What can you offer the company that other candidates can’t? Do some brainstorming, asking yourself questions like these:

  • What would my co-workers and managers say if asked what makes me valuable?
  • What part of my job am I most passionate about? Do I have a strong talent for that aspect?
  • Do I have an outstanding track record in some vital facet of my role, such as leveraging social media, engaging passive candidates, or managing large numbers of requisitions concurrently?
  • What is my most significant professional accomplishment of the past several years?
  • Have I successfully started a recruiting program from scratch?
  • Do I have qualifications or skills that are hard to find? 
  • Do I have an exceptional record of career growth?
  • Is there an important area in which I’m more knowledgeable than average?

If you have a good answer to even one of those questions, congratulations! Practice talking about that special experience or ability. Plan how you’ll demonstrate it in your answer when you’re asked, “Tell me about yourself.” Develop interview stories that illustrate it, and find opportunities to tell them during your interview.

Do you have good answers to more than one question on the list? All the better—you have multiple “selling points” in your selling proposition. Which ones are the most relevant, exceptional, and provable via metrics, stories or other convincing details? Those are the points to prioritize in the conversation.

Effective salespeople also know to “keep it simple” and not overwhelm with detail. They plan their presentation instead of rambling aimlessly. So, plan your answers to typical interview questions asked of recruiters. Be concise: most interview answers should be approximately a minute long. If that kind of brevity is difficult for you, try making your answers too short, then ending with a question like, “Would you like more detail?” or “Shall I tell you more about how I accomplished that?”

Good salespeople focus on the prospect’s pain points and top priorities. So, in addition to researching the company, try this: At the very beginning of a hiring manager interview, say, “Before we get started, may I ask a quick question?” Once you have their permission, say, “Of course I’ve researched your company and studied the job posting, but I’d really like to know what your number-one priority is for this hire. In your view, what does the new recruiter need to bring, or to accomplish, above all else?”

Once they tell you, win them over by addressing that priority throughout the interview. Make yourself the solution.

And of course, recruiting is about people.

Soft skills and emotional intelligence are crucial in recruiting, but there’s not much use in simply claiming to have these skills. Anyone can say “I’m a great communicator” or “I’m a people person,” but that’s a matter of opinion. Why should the interviewer believe you?

Prove it by demonstrating those skills on the spot: Pay close attention to the interviewer’s communication, both verbal and nonverbal. Listen actively and fully. Take an interest in the person. Adapt your communication style to them. Make them feel heard and understood.

Finally, one of the most important skills for a recruiter is confidence. One of the best ways to interview confidently is to be thoroughly prepared. 

Successfully interviewing for a recruiter position isn’t easy. Do your homework and you’ll be ready to show the interviewer you have what it takes to build relationships, sell their company to candidates, and bring in top talent.

 

Innovative Recruiting: Utilizing TikTok to Engage with Generation Z

Consider the three primary reasons for using TikTok in recruiting and targeting Generation Z.

Are you using LinkedIn as the one and only social media channel for recruiting?

Let’s be honest – we all were Team LinkedIn at some point. And, most likely, we still are when it comes to hiring. But if we want to appeal to Gen Z and innovate the recruitment process, it’s high time to opt for other technologies and tools.

How about joining Team TikTok to hire younger generations?

Known as digital natives or zoomers, Generation Z candidates are tech-driven. Social networks are like air for these post-millennials. And TikTok is its freshest type.

Discover why and how to embrace TikTok for hiring young people.

TikTok for Recruitment – Is It the Best Tool to Hunt for Gen Zers?

Consider the three primary reasons for using TikTok in recruiting and targeting Generation Z.

1. TikTok is a home for Gen Z.

Generation Z literally inhabits the TikTok planet.

Out of all monthly active users (over one billion!), Gen Zers dominate the platform, accounting for 60% of the TikTok audience. Besides, if you look at the top social media channels used by iGeneration, there you see it – #1 is TikTok, with YouTube, Instagram, and others lagging behind.

TikTok is a home for Gen Z

Source

For this reason, TikTok is definitely a go-to destination for your HR team if you want to recruit young talent.

2. TikTok is a job search platform for Gen Z.

TikTok is slowly turning into the new LinkedIn for young job seekers. Stephanie Lovell, the Head of Marketing at Hirect, says that Gen Z users leverage TikTok as a potential job-seeking platform (listen to this podcast episode).

Why? Because they enroll in quicker and more engaging hiring on TikTok.

Consider these statistics. 74% of Gen Z use TikTok for searching information, and 51% prefer TikTok for search over Google.

3. TikTok is an ideal arena for Gen Z engagement.

TikTok is a video-sharing app with endless possibilities to interact with Generation Z, prioritizing visual communication. Some of the most engaging ones are:

  • Duets
  • Stitches
  • Points of view (POVs)
  • Skits
  • Memes, etc.

With TikTok videos, you can craft eye-catching hiring campaigns and creative job ads that appeal to the younger generation.

Read on to learn how to do that.

TikTok Hiring Strategies to Engage Generation Z

So, you’ve got TikTok as the most innovative and powerful tool to engage and hire the young generation. What should you do with it?

Below, we’ve gathered the proven recruitment hacks utilized by companies on the platform.

1. Make your employer brand look authentic and trustworthy

Authenticity is a must if you want to hire Gen Z employees via TikTok. It’s crucial to showcase your true self as an employer: your organizational culture, mission, values, employee benefits, workplace behind-the-scenes, company events, etc.

For example:

Adobe shares the POV of joining the Adobe team, which prioritizes employee well-being, diversity, and equality.

Adobe shares the POV of joining the Adobe team, which prioritizes employee well-being, diversity, and equality

Source

Post-millennials are concerned with diversity, equity, and inclusion (DEI). Suppose you want to position your employer brand as DEI-oriented via TikTok. Of course, you highlight this company value on your website or Careers page. But do you actually maintain it in reality?

Remember: Honesty is the key to communicating with Generation Z on TikTok and building trust with potential employees.

Take the case of McDonald’s.

The corporation releases DEI reports annually, showcasing DEI as one of its core values. But then, the TikTok audience learns that McDonald’s CEO is questioned on sexual harassment in the workplace.

McDonald’s CEO is questioned on sexual harassment in the workplace

Source

Consequently, the employer’s reputation gets damaged, and trust issues arise.

2. Edutain with career-driven content

TikTok has already transformed into a space for edutainment: education + entertainment. 42% of Gen Zers come to TikTok for fun and entertaining content, and 33% prefer learning new things on the platform. Then, your task is to edutain (educate and entertain) Generation Z on TikTok.

But how do you develop a TikTok recruitment strategy for Gen Z with edutainment in mind?

Take it from Stephen R. Hasner, Managing Partner, Hasner Law PC. He says,

“Generation Z is the youngest cohort to join the workforce. Some are still studying; others are fresh graduates looking for a job. Being on the threshold of their careers, they seek information and need advice badly. That is why we give career insights for prospective attorneys, like differences between a lawyer and an attorney or tips for becoming an attorney via our TikTok profile.”

career insights for prospective attorneys, like differences between a lawyer and an attorney or tips for becoming an attorney via our TikTok profile

Source

You can also share hacks and techniques for developing hard and soft skills, writing a resume/CV, preparing for an interview, negotiating salary, etc.

However, this is not the only engaging content for Gen Z you can produce. The Hasner Law team also uses and recommends the following entertaining video pieces related to jobs and careers:

  • Career humor
  • Job meme
  • POV from the workplace
  • Day in the life of [job title]
  • Professional challenge

For example:

Hasner Law launched the Gen Z vs law firm lingo challenge. The legal team guesses what Gen Z slang means while challenging the audience with legal terms.

Hasner Law launched the Gen Z vs law firm lingo challenge. The legal team guesses what Gen Z slang means while challenging the audience with legal terms

Source

3. Use employee influencers

Another hiring strategy for TikTok Gen Z engagement is to turn your employees into brand advocates who can communicate your employer brand to prospective hires. Through their eyes, Gen Zers will see you as a great employer. Alongside, your team members can demonstrate the peculiarities of the job you offer.

Let’s say you run an architecture firm and plan to hire young candidates. Your workers could explain the specifics of an architect’s work: how architects track time, manage projects, communicate with clients, and what exactly they are paid for. Your employee may share a day in the life of an architect, as in the below example.

a day in the life of an architect

Source

You can also utilize employee testimonials in TikTok recruitment marketing. For example, here’s a video from one of the Apple Store workers. She enumerates the reasons why Apple is probably one of the best companies you can ever work for.

reasons why Apple is probably one of the best companies you can ever work for

Source

4. Reinvent your “We’re Hiring!” call

Can you recall any of your LinkedIn posts for recruitment?

How did they start?

They all probably began with “Hey, we’re hiring” and ended with “Apply now,” didn’t they?

If that’s what it was, you need to revamp your hiring call with creative strategies to recruit Gen Z on TikTok for you.

“A bitter reality for HR managers is,” says Max Wesman, Founder & COO of GoodHire, “that old-school recruitment posts from LinkedIn don’t work for the younger audience on TikTok. To engage and hire Generation Z better on the platform, your TikTok posts should be more extraordinary and fun. It’s better to take all the dryness out of your hiring posts and use stickers, filters, and effects instead to make them cheerful and lively.”

For example, the Chipotle team amplified their recruiting video for TikTok with humor and creativity. They showcased the four unusual perks of working for the company in an amusing way with vibrant effects and animations.

Chipotle team amplified their recruiting video for TikTok with humor and creativity

Source

The results?
Over 1,500 shares, 2,500 bookmarks, 70,000 likes, and a seven-percent boost in job applicants. Besides, Gen Zers called it the best hiring ad they had ever seen on TikTok.

5. Add hashtags to boost your reach

Hashtagging is a secret sauce of social media hiring overall and TikTok recruiting in particular. Thanks to hashtags, you can make your TikToks more searchable and discoverable and place them in front of the right Gen Z candidates.

Of course, you won’t see a huge difference with a random hashtag inserted into your TikTok post. But if picked wisely, hashtags can do the trick.

Here’s a list of hashtags for reaching and hiring Generation Z on TikTok:

  • #wearehiring
  • #jobsearch
  • #awesomejob
  • #jobvacancy
  • #work
  • #nowhiring
  • #applynow
  • #graduatejob
  • #youthemployment

Check out this hiring post by MPC Managed Services.

Source

Don’t forget to blend a couple of popular hashtags into your posts: #foryou, fyp, #foryoupage, etc. They will increase your chances of being featured on the “For You” page and maximize Gen Z engagement on TikTok.

See how Lufthansa InTouch does that.

Source

6. Beware of bad hires

Did you know?

Google searches for how to lie on resumes increased 19% during the previous year. The study also proves that younger people are more prone to lying on a resume than older candidates: 80.4% of Gen Zers compared to only 46.9% of applicants aged 65+.

To prevent a bad hire on TikTok from landing into your team, follow the advice from Robert Kaskel, Chief People Officer at Checkr. He says,

“It’s crucial to implement background checks and candidate screenings to recruit qualified candidates. This way, you minimize business risks imposed on your clients and employees by bad hires.”

Indeed, when verifying the digital identity of young applicants, you can ensure the information they provide in their resumes or CVs is not fake or stolen by approaching the following components:

  • Education verifications
  • Criminal and driving records
  • Drug screening
  • Credit history
  • Reference checks
  • Employment history

These checks can also help you identify fake job applicants and protect your company from scams and cyberattacks.

And here’s one more thing.

As Robert Kaskel mentions,

“The best hire is not someone with a spotless background or resume. It is the one whose values perfectly align with your company’s. That is why it would help to scroll through Gen Zers’ profiles and analyze the content they share on TikTok. By doing so, you can also understand whether it goes in line with the moral code at your organization.”

Your Gen Z Way to Hire on TikTok

TikTok is virtually your gateway to reaching a young and tech-savvy talent pool. By relying on the platform’s interactivity, you will be able to attract a new generation of workers and recruit smarter in the era of social media.

As this article ends, it’s high time to leverage TikTok as a recruitment tool. Remember to stay authentic and creative throughout the process to deliver a positive candidate experience and build a stronger employer brand on TikTok.

Happy Gen Z hunting and hiring on TikTok!

5 Considerations When Implementing Automated Interviews

 

How companies are hiring is changing. With technology advancing daily, companies are now investing in automation in recruiting. They’re using automated interviewing to reach more people and make quicker hiring decisions. These one-way interviews have helped businesses find top talent without spending much time on face-to-face meetings.

While automated interviews have numerous advantages, there are several important considerations to be mindful of before implementing them. Recruiters must ensure they’re ready for these changes so they can continue hiring the right people and keep them on board.

1. Poor Candidate Experience

Some candidates find automated interviews impersonal or stressful, which leads them to negatively perceive the hiring company. They may also find it emotionally and cognitively draining, especially when AI is involved. Sometimes, candidates may try to behave in a way they think is necessary for AI to perceive. It can make the interview feel unnatural for them, creating an energy-depleting experience for job applicants.

However, recruiters can counteract this by showing candidates they’re on their side. This fix could involve sending personalized communication before the interview, explaining how the AI works and benefits the candidate. Demystifying the entire process reduces the pressure and anxiety that candidates may feel.

It also helps to offer resources or tips on preparing so the candidates feel more at ease. Additionally, promising there is an opportunity for a human to do a final review will greatly enhance their experience while making them feel supported.

2. Lack of Personal Interaction

Automation in recruitment has become a lifesaver for streamlining processes, allowing companies to screen candidates faster and manage a larger volume of applicants. However, this efficiency can come at the cost of personal interaction. The absence of real-time conversation means recruiters miss out on exchanges that can reveal a candidate’s personality and potential cultural fit within the team.

With a lack of human touch, companies also miss the opportunity to showcase their strengths and culture. This limitation can make conveying the unique aspects that make an organization an attractive workplace challenging. When candidates are unaware of a business’s cultural values, this lack of insight could explain why 33% of new hires leave a company within the first 90 days.

To address this, organizations can enrich the automated interview process with supplemental materials that highlight company culture, values and employee experiences. Creating a pre- or post-interview package, including videos, testimonials and detailed information about the company, can fill this gap.

Additionally, hosting live Q&A sessions with HR can provide candidates with a more rounded view of the company and instill a connection. These strategies ensure candidates and recruiters can grasp each other’s personalities and envision them as part of the team.

3. Limits Talent Pool

Some candidates may choose not to apply or move forward with the application process because they feel uncomfortable using an automated interview. As such, this may narrow the talent pool and deter a diverse range of talents, especially for those who excel in face-to-face connections.

However, companies can guarantee a more inclusive hiring process by offering alternative interview options. Allowing candidates to choose between an automated interview and a video chat with a recruiter can accommodate different preferences and needs. 

With more flexibility in the recruitment process, businesses can take advantage of every opportunity to find potential talent. Additionally, it’ll benefit companies toward diversity and inclusion, which is key to candidate retention. 

Research shows that 76% of job applicants value diversity in the workplace, so it’s crucial for recruitment to provide candidates with autonomy in selecting a preferred interview process. That way, they can increase their chances of interviewing diverse job seekers.

4. Prevents Clarification or Follow-Up Questioning

Automated interviewing can create challenges for candidates and recruiters when seeking clarification or asking follow-up questions. Without the dynamic back-and-forth of traditional interviews, candidates may finish their interviews with unresolved queries about the role or the company.

Simultaneously, recruiters may miss the chance to probe deeper into a candidate’s response. This communication gap can lead to misinterpretations and missed opportunities to connect more deeply with potential hires.

Fortunately, recruiters can bridge this communication gap by adopting a more interactive approach post-interview. Providing candidates with a clear channel for submitting questions after completing the automated process can help. This could be through a dedicated email address or a simple form.

On the recruiter’s side, organizing a session individually or through a group setting can offer a platform for deeper engagement. Recruiters can also follow up with personalized feedback or additional questions based on the automated interview responses.

These steps ensure candidates and recruiters can clarify any points of confusion, creating a better understanding and a stronger connection throughout the hiring process.

5. May Cause Confusion

One-way interviews can confuse candidates, as not all job seekers are tech-savvy. Many assume job applicants know how to navigate a new software or platform. Yet, if it impacts their ability to perform an interview, it can discourage candidates, preventing them from completing the process. 

Tech barriers are frustrating, but organizations can handle them effortlessly by ensuring their platform is as user-friendly as possible. This may involve providing detailed instructions, tutorials or a test run to help candidates familiarize themselves with the process.

Support services like a help desk can also be of value by offering real-time assistance to candidates facing technical difficulties. Additionally, companies should consider designing the interview process to be accessible on multiple devices. This way, candidates can participate using their preferred technology. 

Enhance the Recruiting Process With Automated Interviews

One-way interviews can benefit the recruitment process through efficiency and greater reach. However, success depends on how organizations address the issues with it head-on. Strategic integration of automated interviews is key so recruiters can reap automation’s benefits and continue attracting top talent.

 

I Love My Job…But I Have to Quit: How to Retain Your Gen Z Workforce

The youngest segment of our workforce is in a tough spot. They entered the workforce (many with college loans) during a time of rising inflation and housing costs. It is no surprise that Gen Z (Ages 18-26) is facing ever-growing mounting debt. Between 2021-2023, research shows that Gen Zers saw their overall debt burden rise 179%, the biggest change of any generation during that period. By way of comparison, Millennials saw a rise of only 88% during the same period.

According to EY’s Gen Z Segmentation study, more than half of Gen Z workers (52%) say they are concerned about not having enough money. A recent report also shows that 52% of Gen Z has to borrow money to make ends meet.

With the continued rise of the gig economy, many are turning to apps like DoorDash, Uber, Fiverr, and others to make ends meet. Almost half (46%) of Gen Zs are pulling double duty and currently have either a full- or part-time job in addition to their main one, a Deloitte survey shows. A study from the Upwork Research Institute showed that 52% of all Gen Zers and 44% of all millennials freelanced in 2023.

A popular byproduct of the gig economy is flexibility. Employees are empowered to work- and get paid- when, where, and how they want. Many gig jobs enable employees to turn work into immediate cash, with access to pay on a daily basis. Not having to wait until “payday” provides workers with the critical liquidity needed to pay bills on time, and the flexibility to match the timing of their spending to their needs and preferences. Going back to a traditional 9-5 schedule and pay cycle is less appealing to workers who have had a taste of what this freedom looks like.

People juggling multiple jobs face a conundrum: urgent needs can mean choosing between going to the job you love and putting dinner on the table tonight.  According to a new survey from Harris Poll and DailyPay, about 3 in 4 Gen Z hourly workers like or love their job. A good amount of those polled are driven by a sense of accomplishment and working toward career goals.

But, just like money can’t buy love, loving your job won’t pay the bills either, not when they are due tomorrow and payday is next week.  This leaves workers with no choice but to turn to alternatives like gig work when they’re in a crunch. When a bill is due tomorrow, workers may have no choice but to call in sick or miss a shift in favor of the more immediate payoff of a quick gig. Workers who need access to cash today have more options than ever before, options that may require them to miss work or moonlight. Rising absenteeism has a negative impact on the consistency and quality of service a company is providing.

Forward-thinking employers are leveraging advancements in work technology to bring workplaces into the new age of flexibility.

The employer-sponsored benefit of earned wage access empowers employees with additional choices and control over their earned pay at the end of every shift. This allows them to pay bills, spend, save, or invest on their own schedule. These employees are marrying the job they love with all the best parts of gig work. It’s the best of both worlds, and a win-win for the employer.

Gen Z employees  came of age in an “in-demand world.” Waiting for the pay they have already earned to hit their bank account does not align with their needs or expectations for how the working world should work. A recent DailyPay and Harris Poll survey notes that 8 in 10 (81%) of Gen Z hourly workers agree, and say having on-demand pay (or earned wage access) would help them pay bills on time. Meeting employees where they are benefits employers in recruiting and retention, with earned wage access keeping employees coming to work more consistently, increasing the frequency at which they want to work, and sticking around longer.

A study from Arizent/Employee Benefits News and DailyPay shows that 30% of employers say they’ve seen a reduction in employee turnover since implementing earned wage access. In fact, more than half (55%) of employees with earned wage access say they pick up at least one extra shift per month. So instead of calling out sick to get cash that day, they are finding that their best option is the one right in front of them: the job they already have and love, where they can work today and get paid immediately thanks to Earned Wage Access. Your day job can create the same instant gratification of a gig, amplified by a worker’s constantly updating “available balance.” Finishing work for the day is doubly satisfying when you see your balance going up, like a leaderboard for your wallet.

Employers have gone to great lengths and expenses to bring out the best in their employees to make it easier to be great at their jobs. They have invested in programs to help employees’ mental health and their financial well-being. Emerging work tech tools such as earned wage access, help employers to arm their employees with the tools they need to live their best lives and stay ahead of financial responsibility.

Employer Branding’s “Model T moment”

After three decades of experimentation and ideation, testing the limits of consumer branding within a recruiting space, employer branding has found ways to make meaningful tactical impact without the baggage.

Cars used to suck. 

For the first thirty years of their existence cars were not very useful. They were built one at a time by hand, primarily by artisans. They didn’t go very fast. If something broke, replacement parts needed to be custom-made. The roads belonged to horses, so their narrow wheels made for extremely uncomfortable rides where breakdowns were common. And there were no gas stations, so you had to figure out your own supply of fuel. 

Cars began their life as toys for the wealthy, mostly to show other people how wealthy they were. They had minimal function beyond being novel and exciting. No one relied on it as a serious mode of transportation.

It wasn’t until the Model T that cars got useful.

How?

By designing cars as standardized products on an assembly line where every car was the same, Ford could produce more cars faster and cheaper. The cars became more reliable and easily fixable. They became faster than horses offering more storage. 

But to make that happen, it required a change in approach. First, it focused on what was critical to the car’s success. They eliminated fussy stylization and handcrafted elements, giving way to the famous line about how you can have a Model T in any color you want so long as it’s black. Standardization or process and deliverable brough the Model T to a far wider audience, creating its own ecosystem of gas stations, mechanics and parts suppliers to support them.

The impact was phenomenal. The Model T changed the game because it stopped being a novelty only the wealthy could afford and became a true tool that created value for millions. 

Employer branding is approaching a similar Model T moment. 

Thirty years after its conception, employer branding is still an investment made by the biggest and most profitable companies. Brands are effectively hand-built by teams of artisans, leading to high price tags that don’t have clear connections to ROI or value to the company. Companies invest in employer branding to “keep up” with their competition, but very often have no defined goal or stated purpose that it can achieve.

Don’t get me wrong, done well, a strong employer brand creates value in many ways. But compared to the rigor or discipline of consumer marketing, what many companies call employer branding is mostly pleasantly positive platitudes without measure or impact. Worst of all, even if they had built and activated a strong employer brand, recruiters aren’t being properly prepared to take advantage of it, sapping it of value.

Welcome to employer branding’s Model T moment. 

After three decades of experimentation and ideation, testing the limits of consumer branding within a recruiting space, employer branding has found ways to make meaningful tactical impact without the baggage. Focusing less on the “creative vibe” of what leadership wants people to think about them or how many people want to apply, it is starting to be seen as a powerful driver of value to talent acquisition, human resources, communications, marketing and leadership.

With clear business impact and streamlined costs, employer branding is now accessible to companies who used to be too small to take advantage of it.

How does this shift happen?

Standardize employer brand’s purpose (not its tactics). Companies often look to the employer brand function as the “keeper of the pom poms,” the cheerleader who says nice things about the company to attract the maximum number of applicants. Employer branding should focus more on making the people you’d actually want to hire want to work there. To target and communicate compelling and meaningful messages rather than spraying job boards with meaningless messages of “we’re great!”

Stand out rather than blend in. An employer brand that doesn’t create and prove how the company is different isn’t an employer brand. It’s an employer bland, designed to provide a fig leaf of positivity over shoddy hiring and employment policies rather than embracing what makes the company unique. When all companies are talking about their great culture or how they are a lovely place to work, there’s nothing worth choosing, and hiring becomes a race to elevate salaries.

Focus on outcomes, not vibes. The majority of brands have more in common with motivational posters than a credible position that allows the company to stand out in crowded talent markets. Rather than accept that employer brands are super positive slogans, an employer brand should be so clear as to what the company is offering new hires that it pushes away at least as many people as it attracts. That demands a brand that is attempting to create optimal hires rather than a high volume of applications.

Process, not projects. We’ve been taught to expect that employer brands are built by other people: consultants, agencies, etc. And because of that, they are scoped as projects. But having a brand and living a brand are two very different things. When built by outsiders, the goal of a brand project is to be accepted by leadership, which means something safe and creative looking. But when you start to think about the employer brand as a process, the goal shifts away from getting the final installment of payment, but to connect the brand to every aspect of the company. 

Branding changes the math

Think of a potential great hire, someone who won’t just fill the seat but truly elevate it. Wouldn’t they be valuable to every other company in your industry? As the bell of the ball being courted by many other companies, all saying similar things, it’s the company that gets specific about what they offer and embraces the negative aspects to prove its claims that will end up making the hire.

In a sea of “we are a great place to work,” making it clear that new hires will work 100 hour work weeks (Goldman Sachs), or that expectations are insanely high (SpaceX), or that working there will tell the world that you’re the best at what you do (Netflix) is how you build a pipeline of talent who want more that “just a job” but want exactly what you offer. 

These are brands that create choice so that the right people, the people you actually want to hire and the people your hiring managers would love to talk to, won’t just accept recruiter calls but already want to work for you. They’re already pre-sold on what you are offering. They know what you stand for and what to expect. 

These are brands that do more than take up space on a career site, but get work done.

And this changes the math. Gone will be discussions about how many job posts to push to or how many channels can host your ad. Instead, you’ll be finding new ways to talk about how you are different so that the perfect hire starts chasing you.

In the same way the Model T turned playthings for the rich into critical and vital parts of modern life, we need to change employer branding from novelties big companies use into the standard approach to talent strategy that every company can take advantage of.

Employer brands designed to be accessible by every company to be focused less on the creative vibe of what the company is trying to say, to not concern itself so much with how positive it is and how much people love it. But more in driving actual value to the talent acquisition team to the recruiting team to HR to comms to marketing to leadership.

Having already written four books, I have decided to change things up. What you just read is the first chapter in my next as-yet-unfinished book Specific, Attractive, Different & Real: The Formula for Better Hiring. If this chapter made you excited to read more, let me know. That way I know it’s worth spending time on.

The State of AI in TA Today

 

The state of AI adoption in Talent Acquisition as of 2024 is marked by a rapid evolution and integration of generative AI (GenAI) technologies, reflecting both the challenges and opportunities in the recruitment landscape. Here’s a summarized insight based on recent trends and observations:

Generative AI Leading Talent Acquisition Trends

Generative AI has emerged as a significant driver in talent acquisition, revolutionizing recruiting processes from job description generation to candidate engagement. With its adoption, GenAI technologies like ChatGPT have amassed over 100 million active users since their launch, indicating a swift integration into HR tech solutions. This integration spans across candidate relationship management systems, applicant tracking systems, and more, offering functionalities such as drafting candidate outreach, identifying passive candidates, and even composing offer letters .

The Skills-Based Hiring Movement

Concurrent with the rise of GenAI, the skills-based hiring movement continues to gain momentum. This approach, which prioritizes a candidate’s skills over traditional credentials, is gaining recognition for its efficiency in bridging the skills gap and aligning with employee expectations for career development. Employers are increasingly investing in AI tools not only for recruiting but also for upskilling and reskilling internal talent, addressing the critical skills gap amidst a slowing hiring pace .

Adoption and Implementation Challenges

Despite the optimism surrounding GenAI in recruitment, there are notable challenges. Only 25% of talent acquisition professionals currently use GenAI, indicating a gap between its potential and its practical application in day-to-day recruitment activities. The industry faces the task of unlocking GenAI’s full capabilities for recruiters to enhance efficiency and candidate engagement .

The Human Element in AI-Driven Recruitment

While AI promises to streamline recruitment processes and enhance productivity, there’s an ongoing concern regarding the loss of human touch in talent acquisition. A balance between leveraging AI for operational efficiency and maintaining personal interactions in the recruitment process is crucial. The human oversight remains instrumental in navigating an AI-powered hiring landscape, ensuring that the technological advancements complement rather than overshadow the human aspects of talent acquisition ​​.

Navigating the Future of Talent Acquisition with AI

As talent acquisition leaders plan for 2024 and beyond, integrating GenAI into recruitment strategies presents both an opportunity and a challenge. The success of AI in talent acquisition will depend on the industry’s ability to adopt these technologies responsibly, ensuring they augment rather than replace the human elements critical to recruitment success. The focus will likely remain on developing and implementing AI in ways that improve productivity, enhance the candidate experience, and foster a diverse and inclusive workforce​​​​.

The landscape of talent acquisition is at a critical juncture, with AI poised to redefine traditional processes. However, the true measure of success will be how these technologies are harnessed to not only improve efficiency but also to enrich the human elements of recruiting, making the future of talent acquisition both innovative and inclusive.

Sources:

2024 Talent Acquisition Trends Led by GenAI, Skills-Based Hiring (shrm.org)

The Future of Talent Acquisition: Four Leading Trends – Veris Insights

Navigating Unrest: The UAW Standoff with Auto Titans and the Crucial Buffer of Temporary Staffing

The United Auto Workers (UAW) and The Big Three auto manufacturers, General Motors (GM), Ford Motor (Ford), and Stellantis, the maker of Chrysler, Dodge, and Jeep, locked horns in an epic 40-day work stoppage that caused $10.4 billion in economic losses.

How Did The UAW Get To This Point

On one side of the strike was an aggressive new union president, Shawn Fain. Fain took a hard stance on behalf of auto workers and showed no restraint as he registered his opinions to the press. According to Reuters, Fain said, “We’re done taking their crap and the scraps they want to feed us.” The Washington Post quoted Fain as saying, “The only way the working class advances is if we stand together … the only way we’re ever going to have a better quality of life for ourselves and our families is if we fight for it.”

Fain rallied 97 percent of the UAW members to strike because automakers could not agree to cost-of-living adjustments, an end to wage tiers, restoration of pensions for new hires, and other demands. According to CBS News, through Oct. 26, the end of the sixth full week of the strike, the losses amounted to:

  • Wages of OEM Workers – $650 million.
  • Losses to the Detroit 3 Manufacturers – $4.3 billion.
  • Lost Wages and Earnings to Supplier Companies and Workers – $3.3 billion
  • Loses to Dealers, Customers, and Ancillary Auto Industry Workers – $2.0 billion

The Losses Are Growing

From the 1970s through the beginning of 2000, the U.S. employed almost three times as many auto workers. According to Michigan Advance, in 1970, The Big Three automaker’s combined employment was 408,000 workers. Today, only 146,000 people work for those companies – 57,000 at Ford, 46,000 at GM, and 43,000 at Stellantis.

Although the numbers are significantly diminished, 146,000 striking workers will severely impact the automotive industry. Alliance for Automotive Innovations underscores this statement: “Automotive ecosystem drives $1 trillion into the U.S. economy yearly—nearly 5 percent of GDP.” The Alliance further elaborates on the juggernaut nature of the auto industry by saying it produces “$105 billion in exports” and “every $1 spent in vehicle manufacturing creates an additional $3.45 in economic value.”

Precedent Has Been Set; Strikes Impact Us All

Prolonged strikes significantly impact the U.S. economy. In 1959, United Steelworkers of America (USWA) went on strike for 116 days. The University of Chicago Press Journals writes, “More than half a million workers nationwide shut down the massive basic steel industry. Regarding person-hours idled, it was, and would remain, the most significant work stoppage in U.S. history.”

In July 2014, the labor contract between the International Longshore and Warehouse Union (ILWU) and its employer group, the Pacific Maritime Association (PMA), expired. The economic impact of the strike caused export loss, higher costs, and reduced consumer purchasing power. The National Association of Manufacturers (NAM) estimated that “an import disruption during this same 20-day period would cost the economy $8.3 billion in 2014 and an additional $2.0 billion in 2015.” A deal was ultimately reached in 2015 after then-Labor Secretary Perez helped broker an agreement. Contrastingly, during the 40-day strike in 2019, “GM lost $3.6 billion.” A precedent has been set that these strikes can potentially disrupt more than what’s at stake for each negotiating party.

Temporary Workers; Changing The Narrative

Staffing agencies are neutral and face a unique challenge when supplying temporary help during strikes because the public perspective is often negative. Many view their business as doing a disservice to the cause. When, in fact, this narrative is far from the truth.

As outlined above, there is more at stake during a significant and prolonged strike than current working conditions and pay. Significant strikes have an impact that trickles down into many other areas of our economy, such as supply chains and exports. Using temporary workers to keep a minimum workflow in motion can help lessen a strike’s extended, adverse economic effects. In addition, temporary workers allow each negotiating party more time at the bargaining table.

Unions and the general public need to understand that temporary workers are indeed—temporary. Staffing agencies are not in the business of job replacement; they provide a short-term option. No strike lasts forever; when it’s over, the temporary workers depart, and union workers resume their jobs. Staffing agencies also provide a valuable resource for:

  • Contingency Planning – Companies need to ensure continuity of operations, especially in sectors where interruptions can lead to significant revenue loss or public safety concerns. Staffing agencies analyze current processes, document the physical attributes of a company, and identify primary goals to develop a customized plan.
  • Security Services – During a strike, protecting everyone involved, including employees on the picket line, is paramount. Staffing agencies use a hands-off approach to conflict resolution and non-confrontational methods to help create a safe and secure environment to prevent animosity and conflict.
  • Skilled and Unskilled Workers – It takes expertise to keep a company running. Staffing agencies offer skilled and unskilled temporary workers to help maintain production levels and avoid delays or disruptions.

Conclusion

Staffing agencies are agnostic. The public perception often mischaracterizes them as disruptive forces during strikes, but in reality, they play a pivotal role in helping to ensure economic stability and business continuity. History has shown that prolonged and extensive strikes impact more than union members and industries—they can alter economic conditions, affecting household budgets.

A staffing agency’s intervention is not about negating the efforts or undermining the rights of striking workers; instead, it’s about mitigating broader economic repercussions and ensuring overall safety. Staffing agencies provide a balanced ecosystem during tumultuous times by offering temporary workers.

All stakeholders must recognize staffing agencies’ nuanced roles and short-term contributions as helping organizations and employees reach their long-term goals. Understanding and appreciating this distinction will inevitably lead to a changed narrative that realizes the staffing agency gives the striking party more time to negotiate toward an agreeable resolution.

Building Trust and Engagement in the Recruitment Process

Trust is the cornerstone for success in the recruitment industry. Professional recruiters must be able to build trust with candidates and clients as a way to cultivate long-lasting, successful relationships. It can be challenging for recruiters to prioritize their human candidates when they must also balance heavy workloads and KPIs. As such, some job seekers have a negative view of recruiters, with some even specifying “no recruiters” on their social media accounts. Recruiters face significant pressure to place large numbers of applicants without having access to appropriate resources, which they may perceive as a lack of attention toward clients. 

Successful recruitment depends on building lasting professional relationships with candidates; losing a client’s trust may prove costly. Let’s examine why recruiters must gain the candidate’s trust and explore the steps to build mutually confident relationships with candidates.

Understanding the Candidate’s Perspective

Too many candidates share stories about going through the hiring process, feeling disengaged and undervalued. Those negative candidate experiences can impact their perspective of the company and even the quality of talent they hire. Understanding the candidate’s point of view in the recruiting process is essential to build trust with them. These are the most common candidate complaints about recruiters:

Poor Communication

Many candidates report poor communication with recruiters as frustrating during the hiring process. Applicants want to know where they stand and what to expect next but often need more response from the organization. An agency must have clear communication protocols to build trust with applicants.

Disrespecting the Candidate’s Time

Some recruiting agencies have candidates take multiple skills tests, attend rounds of interviews, and complete long questionnaires. All of these tasks are time-consuming. If after all this, candidates aren’t hired, they can leave thinking their time is wasted while feeling disrespected by the process.

Complicated and Lengthy Application Process

Overly lengthy and complex application processes are likely to turn away interested candidates. Many candidates abandon their applications rather than spend hours jumping through the hoops.

A positive candidate experience can make a difference in attracting top talent for clients. Using the above complaints, recruiters can develop a better hiring process that builds trust with applicants while setting the organization apart from the rest of the industry. Here are ways recruiters can begin building trust with candidates.

Transparent Communication Strategies

Transparency is a fundamental step toward earning the trust of clients and candidates. Recruiters should communicate honestly and openly with candidates throughout the recruitment process. Provide clear, detailed job descriptions that outline all expectations, job responsibilities, and skills needed for the position. Candidates with a realistic and complete view of the job and the company can make more informed decisions about their interest in the position.

Additionally, recruiters should include information about company culture, future goals, and values to be more transparent. Let candidates know what it’s like to work for the company and any opportunities for development and growth they offer. 

If a candidate is not selected for the job, offer constructive feedback to help them understand where they fell short. Provide them with opportunities for empowerment and encourage them to keep trying. Even if candidates are not chosen, they will walk away having experienced a positive recruiting process.

Adapt to Job Market Changes

The job market is frequently in flux, and recruiters who want to succeed must proactively adapt their recruitment processes based on economic shifts, changing candidate expectations, and new market trends. Adaptability proves a recruiting agency’s responsiveness while marking it as competitive and forward-thinking. To remain updated on changing trends, recruiters should:

  • Stay informed on industry trends;
  • Attend workshops and webinars;
  • Subscribe to industry newsletters;
  • Tailor recruitment strategies to market demands;
  • Use new recruitment tools and platforms;
  • Offer flexible work arrangements to candidates where applicable.

Staying current with the job market industry shows applicants that the recruiter is willing to learn and adapt to changes to pass that information to candidates.

Leveraging AI Technology for Identifying Candidates

The current job market reflects a demand for applicants with AI skills as the workforce trends toward higher college degrees and specializations in STEM majors and fields. Used appropriately by employees, AI tools can significantly boost their performance at work, so many are adding AI skills to their resumes to draw the attention of recruiters.

Recruiters can find more success with their clients and employers by connecting with proven adept, and technically oriented candidates to fulfill the demands of companies. Recruiters must also know AI trends and skills to discuss with applicants during the hiring process. Not only does this make the hiring process all the more successful, but it can build up relationships with candidates interested in these trends. They’ll respect you all the more for keeping up with their skills and prioritizing them within the company.

Learning from Employee Experiences

Use agency employees’ experience by implementing a feedback loop, conducting exit interviews, and facilitating employee satisfaction surveys to gather vital information about recruiter experiences with the agency. Ask employees what they feel the company is doing right, what needs to change, and whether the job aligns with their expectations. Share employee testimonials in recruitment materials and establish mentoring programs to connect current employees with potential applicants. 

Then, apply those insights to improve the recruitment process. This step may involve adjusting job descriptions and refining interview processes. The employee perspective can provide valuable and actionable information, ultimately allowing happier employees and stronger relationships with candidates.

Build Long-Lasting Relationships 

Establishing trust and fostering engagement throughout the recruiting process requires ongoing assessment of job market changes, an awareness of industry trends, and prioritizing the candidate experience. Creating a better recruitment process will help agencies attract and keep top talent. These approaches lead to stronger hiring outcomes while building a positive recruiting brand and positioning an agency as a trusted employer in a competitive job market.

 

Image Source: Freepik