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


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


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


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


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


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


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


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


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.


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.


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.


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.


2024 Talent Acquisition Trends Led by GenAI, Skills-Based Hiring (

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.


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

Transparency in AI-Driven Hiring: a Must Or a Choice?

In the realm of AI-driven candidate assessments, transparency isn’t just a buzzword—it’s a cornerstone of trust and fairness. We’ve gathered insights from Founders and CEOs to explore this critical issue. From highlighting work culture transparency to how ethical transparency enhances hiring decisions, discover the pivotal perspectives these leaders have on the role of transparency in AI and hiring.

Highlight Work Culture Transparency

Transparency in AI-assisted candidate assessments is crucial, especially in aligning the expectations of both the employer and the potential employee. This importance was highlighted through a past experience in our hiring process. Initially, we had not fully emphasized the flexible and hands-off nature of our work environment in our candidate assessments.

This oversight once led us to hire an individual who preferred a highly structured work setting with close managerial supervision. This preference starkly contrasted with our team’s autonomous and flexible approach. As a result, the team member faced significant challenges in adapting to our work style, which highlighted a critical mismatch.

This experience was a watershed moment for our hiring approach. It taught us the importance of being transparent about our work culture from the very beginning of the hiring process. Since then, we’ve ensured to communicate clearly about our work style during candidate assessments, which has made a huge difference in hiring individuals who thrive in our work environment.

Maksym Lushpenko
Founder, Brokee

Promote Fairness with AI Clarity

When it comes to transparency in AI, it’s especially important in candidate assessments. Transparency helps ensure fairness, build trust, and reduce bias. Without it, we risk making decisions based on ‘black boxes,’ which could result in unfair results and a lack of trust from candidates.

I remember one time when we were using an AI candidate screening tool at a different company. At first, the team was against it because they were worried about bias and lack of transparency. We wanted to ensure that the AI tool’s decision-making process was transparent and easy to understand. We explained how the tool scored candidates based on skills, experience, cultural fit, etc. Not only did this alleviate their concerns, but it also helped us make better hiring decisions. As a result, we hired diverse and talented people who have made a huge difference in our success.

In conclusion, transparency in AI-powered candidate reviews isn’t just important; it’s critical. Transparency builds trust, promotes fairness, and helps you make better hiring decisions.

Max Maybury
Co-owner and Developer, Ai-Product Reviews

Open AI Processes Build Trust

Transparency with AI in candidate assessments is crucial. We’ve always believed in being open about how our processes work. For example, when we introduced AI for resume screening, we didn’t keep it a secret sauce. Instead, we told candidates straight up how it functioned and what it looked for.

This approach builds trust. Candidates appreciate honesty, and it sets the tone for a more open relationship from the get-go. Plus, it helps dispel any fears or doubts they might have about the fairness of the process.

Being transparent in this way has paid off. Candidates feel more comfortable, engagement goes up and, ultimately, we make better hiring decisions. It’s just another example of how transparency isn’t just the right thing to do ethically; it’s also good for business.

John Xie
Co-Founder and CEO, Taskade

Transparency Drives AI Assessment Collaboration

In my view, transparency in AI-driven candidate assessments is a powerful tool for building trust. An exceptional example involved a candidate who questioned the fairness of our AI assessment. We provided an in-depth explanation of how the AI analyzed their skills and qualifications, including the specific criteria used. This openness not only convinced the candidate of our commitment to fairness but also sparked a productive dialogue. They offered valuable insights on improving our AI model, leading to refinements that enhanced the accuracy of future assessments, showcasing how transparency can drive collaboration and improvement in the hiring process.

Mark Sheng
Project Engineer, DoDo Machine

Ethical Transparency Enhances Hiring Decisions

When it comes to AI-driven candidate assessments, transparency holds two critical roles: ethical alignment and informed decision-making. From an ethical standpoint, transparently communicating the role of AI in the assessment process is essential. Candidates deserve clarity on how technology influences hiring decisions, develops trust and mitigates concerns regarding bias.

In a recent hiring scenario, transparency played a pivotal role in positively impacting our decision-making. The AI tool initially flagged a candidate as having a limited skill set. However, through transparent communication, the candidate clarified a nuanced aspect of their experience, challenging the initial assessment.

This open dialogue not only rectified the oversight but also highlighted the candidate’s ability to articulate their skills effectively. This instance underscores that transparency is not just a procedural necessity but a strategic imperative, ensuring fairness and enhancing the collaborative nature of the hiring process.

Perry Zheng
Founder and CEO, Pallas

A Day in the Life of a Recruiter in 2030


The landscape of recruitment has undergone a seismic shift over the last decade. From traditional methods that dominated in 2023, to the AI-driven, data-centric approaches anticipated in 2030, the evolution of recruiting reflects broader changes in technology and workplace culture. This article aims to compare and contrast these two eras in recruitment, highlighting how the role of a recruiter has transformed.

2023: The Human-Centric Approach

Key Characteristics:

  • Personal Touch: In 2023, recruiting heavily relied on human judgment and interpersonal skills. Recruiters spent significant time networking, building relationships, and manually vetting candidates.
  • Technology as a Tool: While technology was integral, it was more a facilitator than a driver. Applicant Tracking Systems (ATS) and LinkedIn were the mainstays, used for tracking and sourcing candidates.
  • Data Usage: Data analytics in 2023 was in its nascent stage in recruitment. Recruiters used data primarily for tracking metrics like time-to-hire or sourcing channels.

2030: The AI-Driven Paradigm

Key Characteristics:

  • AI Integration: By 2030, AI is not just a tool but a core component of the recruitment process. It personalizes candidate engagement and automates repetitive tasks, allowing recruiters to focus on more strategic activities.
  • Advanced Data Analytics: Data analytics in 2030 plays a pivotal role, offering insights into candidate behavior, predicting hiring needs, and optimizing recruitment strategies.
  • Innovative Sourcing Techniques: Techniques like the “Wolford Maneuver” allow recruiters to uncover hidden talent by identifying candidates with unmentioned skills.

Comparison and Contrast

Sourcing Candidates:

  • 2023: Sourcing was largely manual, with recruiters relying on platforms like LinkedIn and job boards.
  • 2030: AI algorithms perform advanced sourcing, identifying passive candidates and predicting candidate suitability with high accuracy.

Candidate Engagement:

  • 2023: Engagement was primarily through emails, phone calls, and in-person interviews, requiring significant recruiter time.
  • 2030: AI tools facilitate personalized communication at scale, and virtual reality interviews provide deeper candidate assessment.

Decision Making:

  • 2023: Decisions were largely based on recruiters’ experience and intuition.
  • 2030: Data-driven decision-making, supported by AI analytics, reduces biases and improves hiring quality.

Skills Required for Recruiters:

  • 2023: Emphasis was on communication, relationship-building, and basic technical proficiency.
  • 2030: Technical savviness, data literacy, and strategic thinking are crucial, along with core interpersonal skills.


I asked The AI Recruiter what a day in the life of a Recruiter looked like in 2030, this was the schedule it came up with.

Morning: Beginning the Workday

  • 9:00 AM: Start your day by checking your AI-powered recruitment dashboard. This provides an overview of new candidate applications, AI-sourced potential candidates, and updates on industry trends.
  • 9:30 AM: Review and respond to urgent emails and messages. Prioritize tasks for the day, including candidate interviews, client meetings, and follow-ups.

Mid-Morning: Candidate Sourcing and Communication

  • 10:00 AM: Utilize advanced sourcing tools, like the “Wolford Maneuver,” to identify candidates with specific, unmentioned skills. This involves strategic searching within company profiles and job titles.
  • 10:45 AM: Conduct virtual candidate screening interviews. Use AI-enhanced video conferencing tools that provide real-time feedback and suggested interview questions based on the candidate’s profile.

Late Morning: Administrative Tasks

  • 11:30 AM: Update candidate records in your AI-driven Applicant Tracking System (ATS). This includes logging interview notes, candidate feedback, and updating the recruitment pipeline.

Lunch Break

  • 12:00 PM: Take a break. This could be a good time for informal networking or catching up on industry news, such as articles on “Illuminating the Darkness on LinkedIn.”

Early Afternoon: Client and Candidate Meetings

  • 1:00 PM: Hold meetings with hiring managers or clients to discuss ongoing recruitment needs, using data analytics to inform the conversation.
  • 2:00 PM: More in-depth interviews with candidates or follow-up meetings. These may include virtual face-to-face meetings or interactive assessments.

Mid-Afternoon: Engagement and Community Building

  • 3:00 PM: Engage in talent community building activities. This might involve participating in online forums, social media engagement, or planning virtual recruitment events.
  • 3:30 PM: Attend a training session or webinar, keeping up-to-date with the latest in AI integration and recruitment strategies.

Late Afternoon: Planning and Review

  • 4:00 PM: Analyze the day’s progress and review analytics from your recruitment campaigns. Adjust strategies as needed for the following days.
  • 4:30 PM: Set up automated sourcing tasks for the evening, prepare for the next day’s interviews and meetings.

Evening: End of the Workday

  • 5:00 PM: Wrap up the day. Ensure all communications are responded to and that your ATS is up-to-date.

The “So What” of Recruiting’s Evolution

The transformation of the recruiting landscape from 2023 to 2030 isn’t just a story of technological advancement; it’s a fundamental redefinition of the recruiter’s role and the value they bring to the talent acquisition process. The integration of AI and sophisticated data analytics has shifted the focus from routine administrative tasks to strategic and analytical decision-making. This evolution raises several key points:

Enhanced Efficiency, Not Replaced Expertise: While AI brings unparalleled efficiency and precision to sourcing and screening candidates, it doesn’t replace the nuanced understanding and expertise of seasoned recruiters. The human element in interpreting data, understanding organizational culture, and making final hiring decisions remains irreplaceable.

Strategic Over Operational: Recruiters in 2030 are expected to be far more strategic. Their role evolves into that of a talent advisor, leveraging data insights to guide hiring managers and shape organizational talent strategy.

Elevating Candidate Experience: The automated processes free up time for recruiters to focus on enhancing candidate experience – a crucial factor in attracting top talent. Personalized communication and engagement, though facilitated by AI, require a human touch to be truly effective.

Continuous Learning and Adaptability: The rapid pace of technological change necessitates that recruiters in 2030 are agile learners, constantly updating their skills not only in new technologies but also in areas like data literacy and strategic thinking.

Ethical and Responsible Use of AI: As AI becomes more embedded in recruitment, ethical considerations, such as bias in AI algorithms and data privacy, become paramount. Recruiters will play a key role in ensuring responsible use of these technologies.

Diversity and Inclusion: Advanced analytics enable a more objective evaluation of candidates, helping to mitigate unconscious biases and promote diversity in hiring practices. Recruiters must harness this capability to build more inclusive workplaces.

In essence, the “so what” of this transition is that while the tools and methods of recruiting have evolved dramatically, the core mission remains steadfast: to understand and realize human potential within organizations. The future of recruiting, with its blend of technological sophistication and enduring human insight, holds the promise of not just more efficient talent acquisition, but also more strategic, ethical, and inclusive practices. The ultimate goal isn’t just to fill positions but to build organizations where talent can thrive and contribute meaningfully.

The Art of Cold Email Marketing in Talent Acquisition: Turning Outreach into Success

In the competitive arena of talent acquisition, cold email marketing has become an indispensable tool for engaging potential candidates. But success in cold emailing is not just about sending a flurry of messages—it’s about crafting communication that cuts through the noise and resonates on a personal level.

Gone are the days of generic, mass-broadcasted messages—the key to success in the modern era hinges on crafting personalized, engaging emails that stand out in a crowded inbox.

In our comprehensive guide to cold email marketing in talent acquisition, we delve into proven strategies that have transformed email outreach into an art form.  It is a cost-effective and efficient way for businesses and startups to expand their talent pool and attract top talent by using tools like cold email software, email finders or email tracking platforms. Join us as we unpack the secrets to making your cold email campaigns not just a matter of chance, but a blueprint for success.

The Fundamentals of Cold Email Marketing 

Understanding Your Target Audience

Understanding your target audience is the first step in successful cold email marketing. Take the time to research and gather information about the individuals or companies you are reaching out to.

Analyze their needs, pain points and preferences. This will help you tailor your email content to resonate with them on a personal level. By understanding your target audience, you can craft compelling messages that address their specific challenges and offer valuable solutions.

Crafting Personalized and Compelling Subject Lines

When crafting subject lines for your cold emails, it’s crucial to be personalized and compelling. A generic subject line won’t grab the attention of your recipients. Instead, tailor it to their needs or pain points.

Use their name or mention something specific about their company or industry. Make it clear what they can expect from your email. Grab their attention with intriguing questions or enticing offers.

The Anatomy of a Successful Cold Email

Writing a successful cold email requires careful attention to its anatomy. Here’s what you need to include:

  • Personalization: Address the recipient by their name and reference something specific about them or their company.
  • Compelling subject line: Grab their attention with a concise, catchy subject line that piques their curiosity.
  • Introduction: Start with a brief introduction, explaining who you are and why you’re reaching out.
  • Value proposition: Clearly articulate the value or benefit you can offer the recipient.
  • Social proof: Include any relevant testimonials or case studies to establish credibility.
  • Call to action: Clearly state what you want the recipient to do next, whether it’s scheduling a call or responding to your email.
  • Polite closing: End with a polite and professional closing, and include your contact information.

Remember, keep your email concise, focused and easy to read. Personalization and a compelling value proposition are key to capturing the recipient’s interest. Proofread your email before sending it to ensure it’s error-free and makes a great impression.

The Dos and Don’ts of Cold Email Outreach

When it comes to cold email outreach, certain dos and don’ts can make or break your success. Here are some key tips to keep in mind:

  • Do personalize your emails: Take the time to research and understand your recipients, and tailor your message to their needs and interests.
  • Don’t be too pushy or aggressive: Respect your recipients’ time and avoid coming across as overly sales-y or intrusive.
  • Do keep your emails concise and focused: Get straight to the point and avoid including irrelevant information that could overwhelm or confuse your recipients.
  • Don’t forget to follow up: Sending a single email may not be enough to get a response. Be persistent but polite in your follow-ups to increase your chances of success.
  • Do test and iterate: Experiment with different subject lines, email content and strategies to see what works best for your audience.
  • Don’t neglect your email etiquette: Use proper grammar, spelling and formatting to maintain a professional and credible image.

By following these dos and avoiding the don’ts, you can improve your chances of success in cold email outreach and increase your response rates.

Tools and Techniques for Effective Outreach

  • Utilize Email Search Tools:

To kickstart your cold email outreach, you need to gather the contact information of potential candidates. Tools like GrowmeOrganic, or Voila Norbert allow you to find email addresses associated with domain names or from first and last name combinations.

  • Personalization Software:

Personalizing your outreach can significantly increase your response rate. Use tools like Mail Merge with Google Sheets and Gmail, or software like Yesware and Mailshake, which allow you to create personalized templates and automatically fill in candidate-specific details like name, job title and potential points of interest.

  • Email Tracking and Analytics:

Knowing whether your emails are being opened and clicked on is crucial. Email tracking tools provide insights into how recipients interact with your emails. This data can help you tweak your approach and follow up effectively.

  • A/B Testing Platforms:

To determine what type of messaging resonates best with your audience, utilizing A/B testing is key. Send out two variations of your cold email to a small group and analyze which one performs better. Campaign Monitor and Mailchimp offer A/B testing functionalities to help refine your outreach strategy.

  • Compliance and Deliverability Tools:

The last thing you want is for your emails to be marked as spam or to violate regulations like GDPR. Using tools like GlockApps or MXToolbox can help you test email deliverability and ensure your emails are compliant with various email-sending regulations.

When crafting your cold email outreach strategy, remember that each tool is there to augment your efforts and make your process more efficient. However, they cannot replace the human element of understanding the value proposition for potential recruits and crafting messages that resonate on a personal level. Take the time to research your audience and tailor your approach accordingly for the best results.

Measuring Success and Optimizing Strategies 

Key Metrics for Evaluating the Effectiveness

When measuring the effectiveness of your cold email campaigns, there are several key metrics you should consider:

  • Open Rates: This measures the percentage of recipients who open your email. A higher open rate indicates a successful subject line and piques the interest of your audience.
  • Click-Through Rates (CTR): It show that your email content is engaging and convincing enough to drive action.
  • Response Rates: The number of recipients who respond to your email is another important metric. A higher response rate indicates that your email is resonating with your audience and sparking their interest.
  • Conversion Rates: This metric measures the percentage of recipients who take the desired action, such as purchasing, scheduling a call or signing up for a demo. Higher conversion rates indicate that your cold email is effective in driving desired outcomes.
  • Unsubscribe Rates: Monitoring the number of recipients who unsubscribe from your email list is also essential. A high unsubscribe rate suggests that your email content or frequency may not be meeting the expectations of your audience.

The Role of Feedback and Data Analysis

When it comes to refining your cold email strategies, feedback and data analysis play a vital role. By gathering feedback from recipients, you can understand what resonates with them and make necessary adjustments to your approach.

Also, analyzing campaign data allows you to identify patterns and trends, enabling you to optimize your emails for better results. Continuously seek feedback, analyze data and adapt your strategies accordingly to improve your cold email marketing efforts.


In conclusion, mastering the art of cold email marketing in talent acquisition is key to turning your outreach into success. By crafting personalized, compelling emails, understanding your audience and leveraging data-driven strategies, you can effectively connect with top talent and build meaningful relationships.

Keep experimenting, refining your approach, and staying authentic in your communication. Your dedication to mastering cold email marketing will surely yield positive results in talent acquisition. Good luck, and happy emailing!

2024 Recruitment Marketing Strategies: What Can You Expect?

Recruitment in 2024 is about to get more exciting with fresh marketing strategies on the horizon. According to statistics, a staggering 99.2% of employers look for new hires on social media. So, having good recruitment marketing strategies to stand out is very important.

We’ll look into what’s coming up this year to help you plan better. Our article will mix in the latest trends and tech to help you prepare for the future of hiring with practical insights from Nelia Protsiuk, an expert in Global Talent Acquisition & HR Operations..

Looking Back at 2023’s Recruitment Marketing Trends

As we cast a glance back to 2023, the recruiting world was buzzing with several trends that have set the stage for the strategic direction of 2024. Here are some of them:

  • AI and Machine Learning: AI significantly improved recruitment processes, from writing resumes to selecting top candidates. It automated mundane tasks and used machine learning to predict candidate success, raising the quality of hires.
  • Remote and Hybrid Work: The demand for remote and hybrid work models surged across the globe, improving work-life balance. Recruiters adapted by promoting these options to different places like a remote job board, or a virtual assistant which widened the candidate pool.
  • Virtual Hiring: The adoption of virtual hiring practices became more prevalent, with recruiters leveraging technology to conduct interviews and assess candidates remotely, further increasing the competition for top talent.
  • Gen Z Entering the Workforce: As Generation Z began entering the workforce, their preferences, and comfort with digital environments started to influence recruitment strategies and workplace cultures.
  • Employer Branding: Companies emphasize their values and culture more than ever, using employer branding to attract and retain talent by conveying the experiences they offer beyond just the salary.
  • Diversity & Inclusion: DEI initiatives took on greater significance. Companies embraced diverse hiring to attract a broader audience and boost innovation.
  • Social Media Integration: Social media platforms like LinkedIn and Instagram became crucial in recruitment, helping companies to exhibit their culture and engage with potential candidates on a personal level. Explore strategies for increasing social media engagement to strengthen your online presence and build meaningful connections with your audience. It has become common practice to add links to the company’s LinkedIn and Instagram as well as employee’s LinkedIn profiles right on the website to attract new team members.

These trends laid a good foundation for the recruitment marketing strategies we anticipate in 2024, shaping a future that values efficiency, flexibility and inclusivity.

Key Recruitment Marketing Strategies to Watch in 2024

Here are the main strategies you should explore further in the following year:

Advanced AI Integration in Recruitment

AI is expected to be the driving force behind recruitment optimization in 2024. Recruiters will likely leverage AI to enhance candidate sourcing, with intelligent algorithms analyzing vast data sets to identify ideal candidates. By automating repetitive tasks, recruiters will be able to focus on the more human aspects of the job, such as truly engaging with potential hires.

Additionally, AI chatbots will provide 24/7 communication with candidates, improving engagement and streamlining the recruitment funnel. This technology will enable recruiters to allocate more time to strategic initiatives, such as relationship-building and talent nurturing, thus combining efficiency with a personal touch in the hiring process.

Normalizing Remote and Hybrid Work

The normalization of remote and hybrid work will be a game-changer in recruitment marketing. Companies are expected to showcase their flexibility as a key differentiator in attracting talent, emphasizing the advantages of video conference capabilities in supporting a digital-first approach. With an increased focus on work-life balance, recruiters will adopt and promote digital-first hiring practices, emphasizing the ability to work from anywhere as a major advantage. This trend will make it easier to find C-level specialists as well as, for example, MVP startup programmer for hire.

This has already increased the geographical diversity of applicants by more than 20% as well as the overall competition, meaning that the need for virtual recruitment tools is bigger than ever. Having the right recruitment tools in place is essential for attracting top talent.

Strategic Employer Branding

Employer branding will take center stage as candidates look beyond paychecks to what a company stands for. Businesses now focus more on showcasing their values, culture, and the experiences employees can expect. A strong employer brand will become a critical tool not just to attract talent, but to keep them engaged and committed long-term.

In 2024, the strength of an employer brand will be measured by a set of distinct criteria:

  • Alignment with Candidate Values: Businesses will focus more on showcasing their values, culture and the experiences employees can expect, ensuring they resonate with potential employees’ values and career aspirations. For example, if corporate social responsibility is a core value for your business, highlight initiatives such as fundraising events, volunteer days, donation matching, etc.
  • Authenticity: A strong employer brand will become a critical tool not just to attract talent, but to keep them engaged and committed long-term. Companies will invest in building an authentic employer brand that speaks truthfully about what it’s like to work there.
  • Transparent Communication: This will involve transparent communication about company culture, career progression opportunities, and the tangible benefits of joining the organization.
  • Consistency Across Channels: Consistency in the brand’s representation across various channels will be vital to demonstrate reliability and build trust.
  • Adaptability: The ability of an employer to adapt to changing market conditions and candidate expectations will also be a significant indicator of its strength.

By ensuring that incoming talent is aligned with the company’s vision and values, companies will attract talent and drive employee engagement and retention.

Social Media as a Talent Magnet

Recruitment marketing will also see an increase in the use of social media to attract and engage potential candidates. Companies will harness the power of social platforms to build a compelling employer brand and create communities around their cultures.

By sharing day-to-day insights, employee stories and interactive content, recruiters will foster a transparent and relatable image of the workplace. Live Q&A sessions, virtual office tours and employee takeovers on platforms such as LinkedIn, Instagram and X (formerly known as Twitter) will serve as powerful tools to engage with both passive and active job seekers.

Cultivating Inclusive Work Environments

DEI initiatives became more than just a checkbox item. According to research, 76% of job seekers and employees believe that a diverse workplace is important. As the workforce becomes increasingly diverse, recruitment marketing strategies will emphasize inclusivity.

There will be a significant focus on outreach to underrepresented groups, promoting an equitable hiring process, and showcasing a welcoming company culture. Recruitment materials and job descriptions will be even more carefully crafted to avoid bias, and inclusive language will be standardized.

Additionally, recruitment campaigns will highlight company initiatives on D&I, such as employee resource groups, mentorship programs, and community involvement. This holistic approach to inclusivity will not only appeal to a wider range of candidates but also contribute to the development of innovative and dynamic teams.

“Diversity isn’t just a moral imperative; it’s a strategic advantage. Organizations with diverse management teams experience a remarkable 19% higher revenue compared to those with below-average leadership diversity, showcasing that inclusivity isn’t just a societal benefit but a powerful driver of business success.”

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

Data-Driven Recruitment Decisions

With an emphasis on metrics and analytics, recruiters will be making more informed decisions by closely examining candidate behavior, engagement levels, and hiring outcomes.

Think of how an email marketing agency for e-commerce analyzes customer data and incorporates targeted survey questions to personalize shopping experiences and boost sales. Similarly, recruiters will now be harnessing candidate data to personalize recruitment processes.

Tools such as LinkedIn Talent Insights, which provide real-time analytics, will become critical for understanding the effectiveness of recruitment campaigns. These tools can reveal which job postings are attracting the most qualified candidates, or highlight geographic areas with the most responsive talent pools.

This kind of immediate feedback allows for agile adjustments to be made in recruitment strategies, ensuring that efforts to attract top talent are as effective as possible. By adopting this data-driven approach, recruiters can optimize their spending, concentrating their resources on the strategies that deliver the best return on investment.

Enhanced Candidate Experience

By 2024, the candidate’s journey through the recruitment process will become a focal point for marketing efforts, emphasizing a highly personalized experience. Recruitment marketing will prioritize engaging candidates from the first point of contact, nurturing them with tailored communications through automated workflows.

This level of personalization will extend beyond email into customized content across various touchpoints, ensuring candidates remain connected and informed throughout the hiring process.

Moreover, the onboarding experience will be crafted to mirror the company’s core values, providing a seamless transition for new hires. The main goal is to leave all candidates with a lasting, positive impression that aligns with the company’s values, irrespective of the hiring decision.

Video Content Dominance

Video content is set to dominate recruitment marketing in 2024, with a shift towards visual storytelling to engage potential candidates. Recruitment videos can convey company culture, employee testimonials, and behind-the-scenes glimpses into the workplace.

Interactive and live video sessions will also become commonplace, offering real-time engagement opportunities. This medium will be especially effective on mobile platforms, where the majority of job seekers are active.

Recruitment Automation and Efficiency

Automation will become increasingly sophisticated, with systems handling everything from job postings to initial candidate screening. Recruitment marketing strategies will leverage this automation to increase efficiency and reach, targeting multiple platforms and job boards with a single click.

This allows recruiters to focus on human-centric aspects of the job, such as candidate relationships and interviews, while maintaining a high volume of qualified applicants.

Emphasis on Learning and Development

In 2024, the way companies market their job openings will put a strong spotlight on the chance for workers to learn and grow. Candidates will be on the lookout for places that offer good training and clear ways to move up in their careers. Businesses will meet this interest by showing off their training sessions, paths to higher positions, and a culture that supports ongoing learning.

This approach will draw in job seekers who are eager to build their skills, and will also paint the company as a place that cares about its employees’ growth. Companies will not only attract go-getters but also stand out as places that are serious about helping their people get better at what they do. This makes the company an attractive place to work for those looking to grow professionally.

Summing Up

To wrap up, companies need to keep up with changes in how they find and hire people. Being ready and eager to use new ways and tech tools is key. The future of hiring well is about being flexible and always ready to improve.

“As talent acquisition becomes increasingly strategic, leaders focus on holistic value creation for companies rather than mere cost savings. With recruiting professionals claiming a prominent seat at the table, their vital role lies in continually aligning hiring strategies with evolving trends to select individuals who not only fit but also forge the future of the organization.” — Nelia Protsiuk

Innovative Recruitment Tactics for Sourcing Gig Talent

The gig or sharing economy has grown rapidly, driven by platforms connecting gig workers with short-term jobs. Recruiters need help finding gig workers or freelancers due to the decentralized nature of the project-based economy. Innovative recruitment tactics can effectively attract and engage gig talent.

Leveraging Online Platforms

There are approximately 163 million registered profiles on online freelance work platforms worldwide. Using these online platforms is a key strategy for recruitment. Accessing a diverse talent pool tailored to specific business needs is smart.

Platforms like Upwork, Fiverr and TaskRabbit connect businesses with workers globally or locally, offering flexibility and specialized skills.

Upwork is a versatile platform connecting freelancers with various skills to clients worldwide. Fiverr specializes in creative and digital services, allowing project-based workers to showcase their talents through gigs. TaskRabbit focuses on local, short-term tasks, linking users with skilled individuals for practical jobs like home repairs or deliveries.

Benefits of Using Online Platforms

These platforms provide diverse opportunities for workers across different domains:

  • Global reach: Platforms like Upwork and Fiverr connect businesses with freelancers worldwide, offering access to a diverse talent pool.
  • Specialized skills: Fiverr allows businesses to tap into niche and creative skills, ensuring they find experts for specific projects.
  • Local assistance: TaskRabbit facilitates local connections, enabling businesses to find workers for short-term tasks or hands-on projects.
  • Flexibility: All platforms provide flexibility for both businesses and workers, allowing for on-demand collaboration without long-term commitments.
  • Cost efficiency: Assessing gig workers through these platforms often proves cost-effective as businesses can find talent tailored to their needs without overhead expenses.
  • Efficient matching: Advanced algorithms and search functionalities on these platforms streamline the process, making it easier for businesses to find the right freelancers quickly.

Optimizing Job Postings on Online Gig Platforms

More people work remotely than ever before and many are relocating or traveling. Aspiring to be away from their home state for at least 183 days has resulted in a growing trend towards freelancing.

That’s why making job postings stand out is essential. Clearly stating project details, deliverables and payment terms is paramount. It sets expectations, minimizes misunderstandings and attracts project-based workers who appreciate transparency. Clear postings ensure a smoother collaboration and help align goals and terms from the outset.

Use an engaging and inclusive tone to make the job description more approachable and appealing. Craft clear and concise job titles and descriptions to avoid confusion and attract relevant workers.

Emphasize flexible work arrangements and project-based opportunities, addressing the preferences of workers who value autonomy. Clearly outline the project’s impact and how it contributes to larger goals, making the job more appealing.

State the compensation structure, including rates or budget ranges. If you have opportunities for skill development, list the skills required. Companies that offer ongoing training are most likely to retain 76% of their employees who value continuous learning and growth.

Ratings and Reviews

Recruiters can use ratings and reviews on platforms like Upwork or Fiverr to assess how well freelancers perform. Positive ratings show reliability and good work. Reading reviews helps recruiters understand a worker’s strengths and weaknesses, making informed decisions for successful collaborations.

On the other hand, creating an appealing and reputable brand presence on online platforms has many benefits, from building trust to attracting top talent and fostering long-term success. Most employees and job seekers—around 86% check business reviews and ratings before applying for a job. Positive reviews attract high-quality gig workers.

They serve as testimonials, showcasing reliability, skills and professionalism. Potential job seekers often prioritize projects with positive feedback.

Building Talent Communities 

Talent communities are virtual spaces where employees connect and support each other. They are essential for networking, sharing knowledge, finding job opportunities and creating a sense of community in the sharing economy.

Here are some simple strategies that can help you build and maintain lively talent communities, attracting project-based workers:

  • Virtual events and workshops: Host online events, webinars and seminars to keep the talents engaged and help them learn and connect with others.
  • Use social media: Connect with and showcase gig workers on social media platforms by creating dedicated groups or pages for sharing experiences and insights.
  • Encourage referrals: Ask community members to refer others and share positive experiences, building trust and attracting more gig workers.
  • Recognition: Recognize and celebrate the achievements of community members to create a positive environment.
  • Collaborative projects: Encourage collaborative projects within the community to showcase skills, gain exposure and discover new opportunities.

Utilizing Data-Driven Approaches 

Using data-driven methods in recruitment is key for smart and efficient hiring. Data helps find gig workers with the right skills quickly. Data enables quick and informed recruitment decisions, saving time and resources.

Using data ensures communication and offers match project-based workers’ preferences. Regularly analyzing recruitment data helps update and improve strategies as the economy evolves.

Use of Analytics and AI

Onboarding is often lengthy, taking about a month for HR professionals. It takes about three to six weeks for HR professionals to recruit new candidates.

Predictive analytics identifies patterns to connect with people who are a good fit. Chatbots powered by AI streamline screening by efficiently engaging with the workers. Data analysis helps understand the worker’s preferences, allowing tailored recruitment strategies.

Sourcing Gig Economy Talent

Using innovative recruitment tactics is essential. Adapting these tactics ensures ongoing success in connecting with the diverse talent in the sharing economy.

Crafting Inclusive Job Descriptions: 5 Strategies for Attracting Diverse Talent

In the quest to attract diverse talent, crafting inclusive job descriptions is crucial. We’ve gathered insights from CEOs, Founders, and recruitment experts to share their strategies. From acknowledging non-linear career paths to encouraging applications beyond checkboxes, explore the key insights that can transform your job listings and their impact on diversity.

Acknowledge Non-Linear Career Paths

If you want to appeal to a diverse array of candidates, make a point to acknowledge that our careers take twists and turns.

Candidates with marginalized identities don’t always have the luxury of linear careers. Sometimes they have to change roles, companies, or industries to find a job in an affirming organization.

SaaS company Greenhouse includes the following blurb in their job descriptions:

“Your background has given you a unique perspective and set of transferable skills that aren’t always in alignment with a given role – but those are qualities we value at Greenhouse. If you don’t meet 100% of the qualifications outlined above, we still strongly encourage you to apply.”

The last sentence is pretty common, but Greenhouse took the extra step to state they value unique perspectives and transferable skills. This ultimately encourages more people to apply rather than self-select out.

Alex Lahmeyer
Founder, DEI Consultant and Career Advisor, Boundless Arc

Incorporate Four Pillars of Attraction

A thoughtful and clear job description will go a long way to attract diverse candidates. At Peoplism, we recommend job descriptions contain these four pillars: (1) the competencies that you need and that the successful candidate will be evaluated on when in the role, (2) the bigger-picture impact that the successful candidate will have, (3) what success looks like in the first six months and beyond and (4) your company values. We also recommend keeping job descriptions as concise as possible.

Really stick to the top five competencies for the position rather than include a page-long list of competencies that really are not that important, but may deter diverse candidates from applying. Plus, when these competencies are those on which a candidate will be evaluated in their performance reviews, they can be confident that the job they are applying for is the job that they will actually do.

And finally, a great, easy-to-implement tip is to include a brief statement that encourages candidates to apply even if they are not sure if they meet the requirements. Folks with marginalized identities tend to underestimate their experience and qualifications, so Peoplism addresses this directly: “We don’t have a minimum year of experience requirement. If imposter syndrome is creeping in, we urge you to apply anyway!”

Sofie Leon
DEI Consultant Manager, Peoplism

Craft Inclusive Software Engineer Descriptions

At Startup House, we believe in creating job descriptions that not only attract diverse candidates but also make them feel included and valued. We understand that diversity brings fresh perspectives and drives innovation, so we make sure our job descriptions reflect that.

Here’s a snippet from a well-crafted job description for a software engineer position:

“We are looking for a passionate software engineer who thrives in a collaborative and inclusive environment. As a member of our team, you will have the opportunity to work on cutting-edge projects that impact millions of users worldwide. We value diversity and believe that different backgrounds and experiences lead to better solutions. So, whether you’re a coding wizard or a tech enthusiast looking to kickstart your career, we welcome you to join our dynamic team!”

This job description not only highlights the exciting opportunities and impact of the role but also emphasizes our commitment to diversity and inclusion. By using inclusive language and expressing our belief in the value of diverse perspectives, we attract candidates from various backgrounds who feel valued and empowered to contribute their unique skills and ideas.

By crafting job descriptions in this manner, we have seen a significant increase in the number of diverse candidates applying for our positions. It has not only enriched our team with a wide range of talents but has also fostered a culture of inclusivity and innovation within our company.

Alex Stasiak
CEO and Founder, Startup House

Promote Diversity with Inclusive Language

To reach a broader pool of applicants, I highlight our dedication to diversity in the workplace by using inclusive language in job postings and by inviting people from all walks of life to apply. “We encourage individuals from all backgrounds to apply, as we believe diversity makes us stronger,” is one example of how I avoid using industry jargon.

Join our team to promote an inclusive culture that values diverse viewpoints and experiences. That’s a little excerpt from our job description. We’re after innovative thinkers who can shake things up and provide new perspectives to our diverse workforce.

This method not only increases the diversity of our applicant pool but also draws in people who are enthusiastic about joining our team and making a positive impact through their contributions to an inclusive atmosphere. The strategy’s success in drawing applications from underrepresented groups is evidence of the power of well-crafted, inclusive job descriptions.

John Butterworth
Founder and CEO, 10kschools

Encourage Applications Beyond Checkboxes

Oftentimes, candidates may feel discouraged to apply if they do not meet 100% of the requirements listed in the job posting. This perception creates barriers to entry and limits the potential for diverse candidates to apply. One way that you can circumvent this is by adding a statement encouraging applications, even if an individual does not meet all of the listed criteria;

Example: “If you’re passionate about our mission and believe you’d be a phenomenal addition to our team, don’t worry about ‘checking every box’ or meeting every single requirement. At [Company Name], we’re proud to promote diversity, equity and inclusion and recognize that great talent comes in many forms. If you’re excited about working for our company and believe you’re a good fit for this role, we encourage you to apply. You may be exactly who we’re looking for!”

Adding a statement like this showcases your company as a more inclusive employer that looks at candidates as a whole, not just by the skills listed on a resume; which in turn, can increase the number of diverse applicants.

Overall, crafting inclusive and appealing job descriptions requires attention to language, tone, and content to attract a diverse pool of candidates. Welcoming candidates from all backgrounds to apply is one way to ensure your job descriptions attract a wider talent pool.

Grant Smith
Global Employer Branding Specialist

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

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

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

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

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

Money Matters: Navigating Salary Expectations

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

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

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

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

Navigating the Industry Terrain Two-fold

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

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

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

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

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

Diversity and Inclusion: Are Barriers Being Broken?

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

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

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

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

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