Blog

Today’s Talent Mindset: What’s Changed & What’s Changing 

I don’t have to tell you that the last few years have been … intense, especially from a talent acquisition perspective. We’ve seen ups, downs, and whatever is going on now. And I say “now” loosely because what happens between the time that I write this piece and RecruitingDaily publishes it is anyone’s guess. The variables are plenty, the predictive indicators are few, and most of us are just trying to get through the workday. It’s frustrating, isn’t it? To not know what to expect. To not know what’s to come. I’m with you. But, if there is a light at the end of this proverbial tunnel that I’m referencing, it’s that we know more than we think we do about today’s talent mindset. 

For starters, we know that seemingly everything has changed. A small comfort, sure, though it represents our ability to shift the narrative in our favor – to one that we can make sense of and master even as circumstances continue to evolve. Let’s consider.

The Market

To echo the sentiment from the top of this article, today’s job market is … intense. The monthly jobs reports seem to show growth and increased wages, while economists scratch their heads and issue warnings. At the same time, some companies are experiencing massive layoffs while others are hiring like crazy. This “will we, won’t we” recession dance adds exhaustion on top of frustration and makes it much harder to figure out what’s going on. Sadly, I do not own a crystal ball, nor do I pretend to possess some seer ability. Rather, when it comes to figuring out the market, I tend to abide by the following advice: 

  1. Don’t look back. This is not 2008. What’s happening now has nothing to do with toxic mortgages. Do not use the Great Recession or Dot-com Bubble as a touchstone. 
  2. Don’t panic. As the saying goes, this too shall pass. There may be some turbulence, but nothing you can’t weather. 
  3. Do look ahead. Even without a map, you can still plot a course. Assess the tools and resources at your disposal and create actionable strategies to get through the coming weeks and months. 
  4. Do stay grounded. Even during periods of prolonged instability, there is still work to do. Focus on enhancing and improving what you’ve got now.  

The Candidates

Now that we have the markets out of the way, it’s time to talk talent, and this is where we’ve seen the most significant shift as of late. Candidates are more critical of potential employers than ever before. They are the prize, and they know it. The impact of the pandemic and the ensuing Great Resignation brought about a power shift that crosses vertical markets, generations, and other distinguishing characteristics. Today’s candidates hold all the cards, especially in sectors like healthcare and light industrial. 

Even in the face of a slowdown, candidate expectations have changed, and they aren’t willing to settle for any ol’ job. As such, navigating the candidate engagement gap means understanding that engaging with a candidate is no longer a chance for them to impress you; it’s a chance for your organization to impress them. So, what does that look like? An emphasis on values, culture, team, and opportunity are all strong openers. Competitive compensation and benefits, flexible work environments, and an open, transparent hiring process will also help. But at the end of the day, each candidate is different and recruiting and retaining the right ones for your organization will require high-touch relationships. 

The Process

Despite the need to emphasize relationships, in the eyes of most organizations, successful recruiting is about three factors: speed, cost and quality. Still, when you operate in a world where talent is the prize, scarce even in an unpredictable market, your recruiting processes must reflect this shift in mindset from end to end, pre-hire to post-hire. That’s not to say that speed, cost and quality don’t matter anymore. Always have and always will, but you need to balance the quantitative against the qualitative. 

A recent CNN segment looked at how this plays out on both sides of the process, with candidates hoping for quicker response times and recruiters still relying on tactics like evergreen job ads to create pipelines. Ultimately, this is the type of gap we need to close, adapting current processes to current candidates versus trying to replicate what worked in the previous markets. Technology helps, particularly with the metrics, but at its foundation, recruiting is really about connecting with others, which means meeting candidates where they are today, not yesterday or the day before. 

When a Recruiter and a Hiring Manager Come Together

Too often, companies underestimate the value of effective teamwork between a recruiter and a hiring manager (HM). The latest frequently treats a recruiter as a “vendor” when opening a new role in their team. As a result, you get vendor-client relationships that deliver poor outcomes. 

However, their collaboration directly impacts the whole hiring process and recruiting budget. Want an example? Calculate the cost of an open vacancy posted on job boards for an extra month, and add the time devoted by each participant in the process to measure how important productive cooperation is. Wow, huh?!

And it’s not just that. Here’s a list of metrics you can improve by establishing effective communication between these parties:

  • Time of hire 
  • Cost of hire 
  • Quality of hire
  • Market reputation 
  • Quality of candidate’s feedback

Hiring managers tend to minimize their role in reaching the results in the metrics mentioned above, delegating everything to a recruiter. If they worked as one team and shared trust and responsibility, the recruitment process could reach another level.  

With a clear and detailed request from an HM, a recruiter knows precisely how to begin sourcing and to attract relevant candidates. Doing so allows the company to fill the position more quickly, ultimately saving money. 

Everyone wins when a recruiter and an HM are on one team and have a common goal of finding the best candidate. Let’s imagine what a cost-effective recruitment process can look like and outline effective communication between a recruiter and a hiring manager:

Requisition 

 This is where everything begins. Recruiters don’t come up with new positions, they receive requests from hiring managers. And the more detailed and specific it is, the easier it’ll be to find the right fit for those requests.

Here is how my team and I simplified this process at Belkins. When our departments started to grow really fast, we decided to try hiring cards. What’s that and how do they look?

When an HM requests a new position, they fill in the hiring card that includes:

  • A detailed list of hard and soft skills
  • Education requirements
  • Years of experience
  • Future responsibilities
  • Typical work schedule and daily tasks
  • The teams and roles candidates will collaborate with
  • A stop-list of companies candidates worked in
  • A list of the most desired companies for sourcing candidates
  • Link to the test task
  • The main reason and purpose we are opening this vacancy
  • Budget limits, bonuses, and other critical financial issues.

Having this list, our team of recruiters can perform laser-focused search and deliver the best candidates. Moreover, we always keep the hiring card in front of our eyes during the first interview. Thus, all the information is in one place, so we don’t need to juggle multiple files.

But to make it go like clockwork and eliminate miscommunication, this process has gone through many iterations and improvements. The biggest problem was that the HM could edit the card in the middle of the hiring. Once we opened the position, it turned out that some new details were not approved by C-level. After this case, we subscribed to a service that automizes the approval process.

You can take it into account to standardize and speed up your recruiting. This may not be a perfect fit for small startups, but if your company is more than 100 people and fast-growing, it’s an essential step to consider. Automatization moves your requisition step to a new level.

Intake Meeting 

This step is crucial to align all hiring details. While discussing the requirements and responsibilities, a recruiter and HM come up with valuable insights for the job description and improve it.

To make it highly productive, I recommend recruiters cover these topics:

    • What is the purpose of a new hire? What value do they bring to the team? This point empowers the recruiter to better present the role during the first interaction and write the vacancy description. It will also be helpful to ask an HM to describe a role as if they present it to a candidate.
    • What are the KPIs for this role, and what do you expect from the candidate during probation? This is one of the most popular questions candidates ask recruiters during the first round of interviews. It’s great when the recruiter voices such details to give the candidate a bigger picture.
    • What are the growth opportunities and career paths for this position? Candidates should have additional motivation to accept your offer. Career perspectives are that factor. So to provide them with a clear understanding of what to expect after months and years at your company, an HM should mention this during the intake meeting.
    • Ask to describe what soft skills are critical for this role. What are the must-have and nice-to-have hard skills? The purpose of this question is pretty obvious, but when the HM list them personally during the meeting, the recruiter obtains more detailed information to better prepare for the interview.
    • What technologies or tools should a perfect candidate know (must-have and nice-to-have)? This detail lets the recruiter filter resumes of candidates that don’t match the desirable tech stack and ask more specific questions about tools proficiency.
    • Indicate your red flags and describe a candidate you’d never hired for this role. This way, the recruiter will know the behavior and professional details to pay attention to and skip unsuitable personas.
    • Is there anything regarding this position that can alert the candidate (like a late evening working schedule or lots of monotonous work)? It’s essential to outline all specifics that might sound negative to candidates. No other person knows that better than the hiring manager. To save time on further nonproductive interviews, include this topic in the intake meeting. Knowing all possible red flags for candidates, recruiters can articulate them better in front of the person.
    • What kind of personality might not pass probation for this role? Possible case: a highly creative individual is applying for a role where the processes are very regulated.

The main goal of this meeting is to articulate everything to simplify the work for recruiters. Clear communication and proactive involvement of both parties will ensure the success of your teamwork; otherwise, you’ll waste your time.

Here’s the actual case from my experience. Once my recruiting team received the requirements for the Assistant role. While discussing the details with the HM during the intake meeting, we realized that this position was also managerial and not just assisting. The precise title was more likely Manager or Coordinator. After fine-tuning the name of the role, we quickly closed the vacancy.

Resume Screening 

Recruiters often do the first screening and make a short list of candidates. HM should plan their involvement in this process and help a recruiter. This is especially important when candidates apply for highly creative roles and have portfolios that need a professional opinion. It usually takes time, but the hiring team should do their best to act quickly and maintain a smooth candidate journey. 

We included the HM in the process of reviewing the portfolios when hiring graphic and UI/UX designers. This is how it works:

  • A talent sourcer or junior recruiter collects portfolios and attaches more details about the candidates to the applicant tracking system.
  • They create a task for hiring managers with deadlines to review the portfolios.
  • The hiring manager — the creative director in our case — comments on each applicant; estimates the content quality and their professional skills.
  • The recruiters have a list of qualified candidates with whom they can book the first interview.

It really saves time for recruiters, because relevant candidates are already filtered.

Recruiter Interview and the Preliminary Feedback 

To provide the hiring manager with all the necessary specifics on candidates, recruiters should collect ultimate feedback on the applicant. My team streamlined this process by incorporating a feedback form in our applicant tracking system. To make the hiring process flexible, we customized it for each role’s specific soft and hard skills.

I also recommend creating your checklist, including all critical points discussed during the intake meeting. Thus, all recruiter feedback will be transparent, comprehensive, and accurate for an HM. This way, you will avoid spending extra time for the additional meeting to discuss candidates.

Also, make a short recap of the interview or record it so that an HM can see what you were talking about. Sometimes an HM asks candidates questions they have already heard from a recruiter, which is unacceptable and only makes the interviews longer. So having a customized system that tracks all the details from interviews, including feedback from recruiters and HMs, is the best way to make the hiring process smooth for everyone.

Skills Assessment

In my company, we omit this stage only for the head and C-level candidates: for such positions, we make more time for interviews and ask more specific questions to assess the hard skills. For the rest of the applicants — especially those whose work implies much creativity and profound analytical skills — our HMs provide pilot tasks.

I recommend ensuring the relevant task is added to the hiring cart. This way, recruiters won’t miss it and won’t confuse it with other test tasks.

The next step is assigning the task review to the manager. It’s among their top interests to check it out as fast as possible, so usually, recruiters don’t have to wait too long for feedback. But things happen: busy day, too many side tasks, lots of important meetings. HMs can accidentally forget the skill assessment task. So to get this process clear-cut, recruiters can notify managers by themselves or implement a tracking system that sends notifications automatically after the test task is completed.

Finally, applicants should receive detailed feedback. This is a good way to establish your reputation in the labor market. Even if they get rejected, find the right words to share your appreciation for their time and give insightful advice that will help and inspire them to improve. Always find time for this vital step, and warn your HM in advance that you will need detailed feedback from them.

Hiring Manager Interview 

Here are the most time-saving pieces of advice for recruiters:

  • Book a slot in the hiring manager’s calendar in advance. For example, book preliminary slots next week in the morning/evening/noon. When a recruiter has a good candidate, they can suggest alternative slots and avoid pushing busy hiring managers to find free slots in their calendars. So easy.
  • Provide managers with your personal feedback after the introduction interview. Give them a recap of your conversation, its record or main outlines.
  • Prepare a feedback form or a checklist for the hiring manager, considering the role requirements.
  • Assist an HM when evaluating and comparing candidates.
  • After the meeting, provide an HM with detailed feedback on their performance. How good were their questions? How professional were they acting? Were they too harsh or too nice? Communicate on the moments hiring managers could improve before the next appointment.

I join as many HM’s interviews as possible to see how everything goes, what they talk about, feel their mood, etc. It helps me improve candidate selection from my side and the hiring skills of managers who don’t have deep recruiting expertise. We often discuss interviews and can clearly see a positive dynamic in their quality.

Final Interview

Depending on the company’s size and management style, HM interviews close the hiring series. However, some positions require a final interview with the CEO, founder, or co-founder. Thus, the final decision is made by them.

An HM chooses 1-3 top candidates and recommends them for a final interview. Regarding the appointment, no changes here. The whole process looks pretty much the same as the HM interview. Founders and C-level executives fill in the same feedback forms and make interview recaps with recruiters.

This extra step helps double-check the hiring manager’s feedback because sometimes when the team is rushing to close a hot position, they want to hire the first good candidate they stumble upon.

Candidate Feedback

Do your best to turn candidates who didn’t pass the interview into your ambassadors. Later they will say to their friends something like, ‘I wasn’t hired by this company, but their team is great; it was the best interview process I ever had. They specified why my portfolio didn’t match their requirements and what I should improve.’ Such positive reviews from the candidates who didn’t make it bring priceless value to your employer brand. Furthermore, some candidates will get inspiration from communication with your team, will improve and come back again.

Here are a few tips to make the best of this step:

  • Explain to all the participants (hiring managers, founders, CEOs) the importance of giving a detailed feedback. They should know that the employer’s image in the labor market is as critical as our image for our customers.
  • Give the participants a strict time limit for giving feedback.
  • Ask to outline the strongest sides of the candidates.
  • Ask to describe the moments the applicants need to work on.
  • Once again, give a brief recap of their hard skills, focusing on their pilot task.

The recruiter usually consolidates all the data and crafts solid feedback, considering the things mentioned above. The HM should be ready to support them and rely on their experience in putting it the right way.

Making an Offer

Even though a recruiter and HM already had an intake meeting, it is good to have another one before “closing” the candidate and finalizing responsibilities, salary increases, and growth opportunities within the team. Sometimes things may change depending on a candidate and current business situation. 

Making a decision is always challenging, but be sure you send the offer or other feedback shortly after the interview. One day, you may lose a candidate because you spent too much time discussing the job offer internally. So it is worth having a well-organized process between HM and recruiter, hiring policy, and salary range templates.  

Final Thoughts

A hiring campaign is like any other project. It requires an engaged team, clear goals, and efficient communication. The hiring manager is the one who initiates the hiring process, and a recruiter plays the role of the project manager by setting up the team, coordinating KPIs, and keeping everyone on track to achieve the end goal. 

As clearly noted, the initiator and project manager must work together, sharing responsibilities instead of acting as a client-vendor relationship. Mutual support and trust make communication effective and a successful hiring process. 

Company Hierarchy Research Made Easy

There are a lot of benefits to knowing the hierarchy of an organization. Yes, you could browse LinkedIn and do a bit of digging to uncover the web of roles, but that takes time and effort. Why build a company hierarchy manually when it’s already been done for you? This is the use case of B2B Search, an easy to use free site that can give you the run-down about a company with minimal effort.

At a glance, this site can very quickly help you understand who the heavy hitters in a company are, and how many people directly report to them.  With this information, you could very easily grasp important roles in these companies to set yourself up for success in a couple of key ways. Whether you just took a company on as a new client and want a fast and easy debrief, or you’re trying to figure out how important of a guy Brad from accounting is, this could solve all that…and fast.

Other Dean Da Costa content:

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

Thin Slicing the Candidate: Why Perception Matters 

It’s estimated that 33% of bosses know whether or not they will hire a candidate within the first 90 seconds of an interview. That minute and a half give the recruiter just enough time to evaluate a candidate by their attire, handshake, how they carry themselves as they walk through the door, and their first sentence or two. This practice is known as thin slicing, where decisions are made based on a small amount of information. Though discussions about thin slicing are relatively new, we can see its prevalence in our culture on popular shows such as Netflix’s The Circle. Thin slicing has always been around, programmed in our behavioral DNA.

Thin Slicing is a Normal Part of the Human Experience

Author Malcolm Gladwell first popularized the concept in his book, “Blink: The Power of Thinking Without Thinking,” but you see the idea come to life on a show like The Circle, where contestants competing for thousands of dollars must build alliances and make enemies based entirely on mere minutes of communication with other contestants via social media alone. Though entertaining, the downside of limited communication exposes itself immediately when alliances are formed under false pretenses and players reveal they are not what they seem.

The act of thin slicing isn’t limited to game shows. There seem to be more ways to rationalize thin slicing in our everyday lives than not. We are called to make dozens of decisions throughout our day with little available information. If your partner crinkles their nose when you suggest a take-out spot, you can assume you will have to come up with a second option. If you overhear your coworker overtly sigh throughout the day, you may suggest helping them with their workload as they seem overwhelmed.

We Put A Lot of Trust in Our Guts

These snap decisions have intrigued psychologists for decades. One psychologist at Tufts University, Nalini Ambady, Ph.D., has run multiple studies on first impressions dating back to the 90s. One of her studies published in the Journal of Personality and Social Psychology (Vol. 64, No. 3) on first impressions sought to find if students could accurately gauge a teacher’s, whom they had never met, performance based on thirty-second clips of them teaching. Students judged a teacher based on 13 variables, including competence, acceptance, and activeness. 

The scores were then compared to evaluations done by those teachers’ actual students. The researchers were astounded to find a 76% accuracy rate in judgment between students who had evaluated a teacher for just a few seconds and ones that had taken their courses for an entire semester. Ambady went a step further and exposed students to only six-second clips of teachers’ classes. The results did not vary by much. Gut intuition was proving reliable.

Many moments throughout our day call for quick decisions, and when there is a high volume of candidates to interview, thin slicing can make up hours of difference in a recruiter’s workload. But even Ambady would never give a blanket statement that people should trust their first impressions: “[it’s] too dependent on the person, the context of the first impression, everything.” 

Take Steps to Make the Your Gut Isn’t the Only Factor

So, where does that leave a recruiter and a candidate? As a recruiter faces a large pool of candidates, thin slicing can be very necessary to consolidate options and conduct interviews in a reasonable time. As the pool narrows, however, it’s important that many perspectives are consulted on the hiring side. Gladwell notes in his book that some individuals are better at thin slicing than others. A number of methods can be incorporated to make sure candidates are given a fair evaluation:

  • Employers can utilize automation in the initial application stages to narrow applicant pools and give recruiters more time with each candidate.
  • Collaborative interviewing solutions can be used, such as video, so multiple recruiters can join and weigh in.
  • Teams can reconfigure hiring processes to better support equitable candidate reviews.

Though the efficiency of thin slicing is undeniable in our personal lives and at work, precautions must be taken to ensure our own implicit biases are not the deciding factor. It’s only natural for recruiters to develop an ideal candidate in their process, and thin slicing can lead to overlooking great recruits for not checking a few of our standard boxes. A flustered candidate might give one recruiter the impression that they are underprepared. At the same time, another sees their nervousness as a sign that they are genuinely interested in securing the position at hand.

A collaborative process ensures that multiple perspectives have input on what should be a multi-level decision and that one unfounded bias does not spoil the process.

Maximizing Global Talent: How Machine Translation Can Help in Recruitment

There’s no question that the global economy has now made it easier than ever to access top talent worldwide. But language barriers can still be a major obstacle to recruiting – for both the recruiter and the candidates they are targeting.

So, as a recruiter, how can you reach the top talent out there? What do you do if you don’t speak the same language? Is it wise to continue to work within what we know for lack of means to access what is outside of it? Not taking advantage of the skills and expertise of someone whose mother tongue is different than your own is short-sighted at best and can be detrimental to a company in the long term.

In walks machine translation (MT). Advances in MT technology have made communicating with and recruiting employees easier. Using MT at various stages of the hiring process, such as posting job listings, conducting interviews, and onboarding new employees, can help streamline the recruitment process, bringing in top-tier candidates. Furthermore, it can improve the candidate experience, an essential element of workplace well-being, and has long been neglected by even the most astute business leaders. 

So, do you want to make your job as a recruiter easier? Discover how MT can help you every step of the way.

Benefits of Using Machine Translation Throughout the Recruitment Process

How can you use MT to make your recruitment process a breeze? Here are some tips for leveraging MT to bring in top talent and streamline your workflow:

  • Use MT to translate job listings and post them on local job boards or social media platforms where your ideal candidates are likely to look. This will help you tap into a wider talent pool and show candidates that you value their language and culture, and allow you to create a diverse workforce that can enrich your business in various ways.
  • Utilize MT and natural language processing tools to filter resumes and narrow down the most qualified candidates. It’s instrumental when you’re receiving a large volume of resumes from advertising positions globally.
  • Incorporate MT and chatbots to provide real-time feedback to candidates, keeping them informed about the recruitment process. This can be a valuable replacement for initial phone screenings and can improve the job seeker experience.
  • Consider using asynchronous video interviews (AVI) with MT to evaluate candidates who speak a foreign language. MT can provide translated subtitles or transcripts to make the evaluation process more efficient.

Even though machine translation is an excellent tool for recruiters who do not speak the language of the talent pool they hope to target, it is not the end-all. Human collaborators are necessary to ensure the language is accurate, culturally appropriate, and applicable to the intent.

Challenges and Limitations of Using Machine Translation in Recruitment

As helpful as MT can be in recruitment, it’s not without its challenges and limitations. One of the main drawbacks of MT is that it’s not as accurate as human translation, especially when it comes to idioms, jargon, and cultural references. The sole dependence on MT could lead to miscommunications and misunderstandings, harming the process and damaging your brand.

Another issue to consider is the personal touch. When using MT, candidates may feel like they are communicating with a machine rather than a real person, which can be off-putting. Think about it. Robots and machines aren’t taking over anytime soon within this process. We need a a real voice. And in the later stages of an interview, it’s essential to have someone who speaks the candidate’s language to evaluate their communication, language, and other soft skills.

So, while MT can undoubtedly be a valuable tool for recruiting global candidates, it’s important to be aware of its limitations and use it judiciously.

Best Practices for Using Machine Translation in The Recruitment Process

If you’re thinking about using MT to help with your recruitment process, here are some best practices to keep in mind:

  • MT is not a replacement for human translators. While it can help get the general meaning of text, it’s crucial to have a human linguist review and edit the translation to ensure accuracy and clarity.
  • To get the most accurate translations, choose an MT tool that’s trained for your industry and in the languages you need to translate. 
  • Make sure your original text is as clear and grammatically correct as possible. Jokes or pop culture references may not translate well and could be edited out. Add the human in afterward.

Final Thoughts

Machine translation technology has made it easier for companies to tap into a global pool of top talent. By leveraging this emerging technology, you can expand and expedite your hiring processes. While there are challenges and limitations to using machine translation in recruitment, by following best practices, you can make the most of this innovative tool to attract the best for your company.

How to Make Your Recruitment Process Mental Health-Friendly

If your company wants to build an inclusive recruitment process, you must take into account the one in five adults, or nearly 50 million Americans, who experience a mental health condition. But where do you start when developing a recruitment process that considers the unique and diverse needs of talent with mental health challenges?

Here are seven strategies worth trying if you want to build a recruitment strategy that’s attractive and accessible for all talent:

Advertise Mental Health Benefits

Begin by looking at your company’s mental health and wellness benefits and assessing how they’re being promoted to candidates, as this is a first step toward developing a talent acquisition process that is inclusive of employees experiencing mental health conditions. When done intentionally, recruiters and hiring managers are repeatedly educating all talent on available wellness benefits.

Importantly, you’ll want to reiterate your wellness benefits multiple times, including in the recruiting screening call and subsequent job interviews, offer letters, and onboarding process. Additionally, all individuals involved in the recruitment process must be trained and ready to answer questions related to your organization’s wellness benefits. Also, consider how leaders speak to their personal use of these benefits, as this can help remove the stigma associated with seeking out resources and support for mental health.

Develop Inclusive Job Descriptions

While you’re at it, take time to review your job descriptions to ensure they’re using inclusive language. Although job descriptions are only effective if they reflect the true nature of the work employees do, they’re still important and send a message to candidates that your organization is thinking about its talent.

Because language is constantly evolving, your organization may wish to adopt a quarterly or semiannual process of reviewing and updating job descriptions with the latest language used to describe mental health.

Make Requesting Accommodations Easy

From the get-go, you want candidates with mental health conditions to feel as welcomed, included, and comfortable as possible. Consequently, reflect on how easy your company makes it for prospective talent to request an interview accommodation. Further, recognize that accommodations will look different for different people, and ensure your organization is prepared to quickly and effectively respond to the requests that come in from applicants.

Train Staff in Interview Best Practices

Next, take time to adequately train staff on interview best practices, including the types of questions that are off-limits. Importantly, you will want your training to extend beyond the talent acquisition team and involve anyone who may interview applicants, including potential peers, direct reports, and cross-functional partners.

Assess the Number of Interview Rounds

While on the topic of interviews, review the number of interviews involved in your hiring process. Talent only has so much energy, particularly if they’re managing one or more mental health conditions, and you want to be respectful of their capacity. Consequently, take time to reflect on who needs to be involved in the interview process and shave off unnecessary interviews when possible.

Keep Talent Updated on Their Candidacy

Another aspect of the interview process to assess through a mental health lens is how you keep candidates apprised of their candidacy’s progress. Although a modern-day job search is stressful for anyone, it can be particularly anxiety-producing for those living with a mental health condition.

Notably, applicants appreciate regular updates, even when the update is that there isn’t one, as it reduces some of the stress and anxiety associated with looking for a new role. With this in mind, consider adopting a cadence of providing candidates with updates at least weekly or biweekly. You can use automation, when possible, to alleviate the burden placed on the talent acquisition team.

Provide Ample Time to Respond to a Job Offer

Once you do extend a job offer to candidates, be sure you provide them with ample time to make a decision. This is a best practice not only for talent living with mental health conditions but for all candidates, as it removes the pressure associated with making a major career and life decision. 

While some hiring managers may push for a 24-hour or 48-hour turnaround, consider allowing candidates up to a week to make their decision, if business needs allow, so they could consult a trusted advisor before signing their offer letter. 

Final Thoughts on Developing a Recruitment Process that is Mental Health-Friendly

These are just a few strategies to make your recruitment process more welcoming for people living with mental health conditions. On a final note, recognize that developing a culture that is inclusive and fosters a true sense of belonging requires constant learning, so be open to feedback and continuous iteration. You’ve got this!

How is Pay Transparency Transforming Job Descriptions?

In recent years, the push for pay transparency has only grown with candidates demanding salary disclosures in job ads and descriptions. Without salary information, candidates doubt employers and feel uncertain about accepting the job. Adzuna’s survey found that when organizations withhold salary information, candidates assume that the company is hiding something (32%), that the company is biased in how they pay their employees (31%), or that the company would underpay them (30%). 

The candidates are ready to give up roles from companies that don’t honor pay transparency. In the same survey by Adzuna, 28% of respondents cited a lack of salary details as their biggest frustration, and 33% said they would not attend an interview without knowing the salary. 

Regardless of the benefits, businesses worry about creating resentment among their employees by disclosing the pay. Others feel unprepared to navigate these conversations without appropriate resources. These concerns stem from inexperience with money talk and the fear of facing the hard truth – they might have an unfair compensation structure.   

With the impending implementation of pay transparency laws, organizations are forced to reconsider their stance toward the concept. Before moving on to the job descriptions, let’s understand the basic concepts of pay transparency. 

The Fundamentals of Pay Transparency 

Essentially, pay transparency promotes openness regarding employee compensation and benefits. Until now, talking about money and salary was considered somewhat taboo within the organization. Employees refrained from talking about money. However, such secrecy encourages pay discrimination and disparity, especially towards women, racial and ethnic minority groups, and individuals belonging to the LGBTQIA+ community. 

According to Pew Research Center, in 2020, women earned 84% of what men earned, and this gap widens for women of color. On the contrary, pay transparency practices might help in reducing gender and racial pay disparity. When more people talk about money, it empowers others to demand higher and fairer wages. Although it’s a long road to complete pay parity, pay transparency can be the first step. 

But is pay transparency right for everyone? Technically, yes. Employees benefit as they can negotiate fairer wages while employers gain a competitive advantage and a satisfied workforce. But the path to pay parity is complicated, and employee conflicts, arbitrary pay practices, and budget constraints are some challenges awaiting organizations. 

It is also important to remember that pay transparency exists on a spectrum, and employers don’t have to choose between secrecy and publicly displaying employee salary records. Pay transparency exists on a spectrum, and you can find your place based on your values and comfort. 

How to Update Your Job Descriptions for Pay Transparency 

Whether your state mandates salary disclosure or not, it might be the time to embrace pay transparency. This is an opportunity to get ahead of the game to create an equitable structure that benefits you and your employees. It strengthens employee relationships, and engagement and improves retention. 

The first step is understanding the existing payment structure and identifying problem areas. This information allows you to develop a better, more comprehensive pay strategy that is adaptable and fair. Through a pay equity analysis, you can locate pay discrepancies between employees and fix them to encourage pay parity. 

Internal HR teams or external compensation consulting firms can lead the pay audit. Using employee demographic and compensation data, you identify comparable roles, group them, and run an analysis to detect discrepancies. The goal of a pay equity audit is to answer questions like: 

  • What do people in comparable roles make in the organization? 
  • Are some groups disproportionately affected by the salary gap?
  • What is your current compensation philosophy? How will you update it? 

With these answers, you can determine your total compensation philosophy that measures the market rate and centers employee needs. Recruiters can use the updated compensation disclosure policies while drafting job descriptions and ads. 

While including compensation in your job descriptions, consider the following best practices: 

  • Do include accurate salary bands and ranges based on validated market data. Having definite salary ranges enables candidates to see the factors determining their salary. It also helps them understand their growth and earning potential in an organization. If the role is commission based, try to keep the salary range as close to total compensation as possible. 
  • Do emphasize salary in your job post. Compensation is one of the first things candidates notice in a job ad. Keeping it front and center will attract relevant and talented candidates, especially if it is competitive. But if you want to include explanations, benefits, or additional information, it is effective to incorporate the salary within the description. 
  • Do consider remote workers when drafting a job description. You must comply with salary disclosure laws if you advertise in a state with salary disclosure laws. But with candidate demands for disclosure, many organizations are moving towards pay transparency even when not required. In a survey, 62% of organizations said they are planning to include salary information even in places without legal mandates. 
  • Do measure your efforts. In an economy where candidates skip job posts without salary details, including compensation gives you a competitive advantage. According to the Compensation and Culture Report by Beqom, candidates were more likely to apply when job descriptions were transparent about the benefits and perks offered (81%) and the salary range of the role (79%). Analyzing your job ads and posts to see if they are driving more traffic can help quantify the impact of pay transparency. It also enables you to change your strategy or troubleshoot as required. 

Here are some common mistakes to avoid while mentioning salary in your job descriptions and ads:

  • Don’t overlook the additional benefits and perks. All these are a part of the total compensation package and attract candidates. For instance, employees want paid time off and flexible working hours and will consider these aspects when applying for roles. 
  • Don’t list salary only for legal compliance. Many organizations think that pay transparency is a legal compliance issue. But it goes beyond that and enhances work culture and business outcomes. Being open about pay helps you achieve workplace diversity, improve employee engagement and retention, and boost your employer brand. 
  • Don’t discourage conversations about pay. Pay transparency doesn’t end at including salary in the job ad but is only the first step. For total transparency, it is vital to encourage employees to talk about their wages and benefits. When employees speak openly about salary, they can discuss their concerns and hold organizations accountable. Secondly, restricting such conversations may violate labor laws and cause friction among employees. 

Be Ready for Pay Transparency 

As the pay transparency movement gains momentum and government support, organizations are struggling with the concept of salary disclosure. Most leaders don’t want to cause employee conflicts, while some feel unprepared to tackle this change. Nevertheless, mandated or not, it is only wise to be transparent about pay. It brings in diverse candidates, reduces pay-based discrimination, and promotes employee engagement and satisfaction. While declaring salary details in job ads, you must be accurate, concise, and considerate of candidate needs.  

Want to update your job descriptions for pay transparency? JDXpert can help. To know more, request a demo today!

2023 and Beyond: What Employers Need to Know About Marijuana and the Workplace

Marijuana and the workplace – it’s complicated. Should it be though?  With rapidly-changing state laws conflicting with federal laws, confusion rightfully looms.

In 2020, U.S. legal marijuana sales increased by 67 percent, then another 40 percent in 2021, reaching $26.5 billion in sales. In 2022, it was estimated that legal marijuana sales exceeded $32 billion in sales with most Americans supporting the legalization of marijuana.

According to a November 2022 Pew Research study, nine in ten Americans support the legalization of marijuana for medical or recreational use. And states are taking notice, with 37 states legalizing medical marijuana usage while 21 states have legalized it for recreational purposes. Despite this support, the Drug Enforcement Agency (“DEA”) classifies marijuana (or cannabis) as a Schedule I drug under the Controlled Substances Act of 1970, along with heroin and LSD.

While the federal and state governments continually oppose each other’s marijuana usage laws, employers face continual challenges in crafting HR policies and procedures, including employee drug testing and recruiting. As more states consider legalizing recreational marijuana in 2023, such as Minnesota and Pennsylvania, the “patchwork of employment protections” will continue to grow and evolve.

Keep reading to learn more about what employers need to understand about marijuana and the workplace – in 2023 and beyond.

Recent Federal Legislation

To understand the trends in marijuana and the workplace, HR professionals and employers must understand recent federal and state legislation.

Although federal legislation has frequently appeared as a bulwark to legal marijuana use – in and out of work – several federal initiatives have gained traction in recent years.

For example, in October 2022, President Joe Biden granted clemency to low-level federal marijuana offenders while directing the U.S. Attorney General to review federal marijuana laws. Within this Presidential action, President Biden “encouraged state governors to take similar steps but, under the United States’ federalist system of government, the President has no direct power to change state law or compel the states to adopt federal policies.”

Employers should understand, however, that this Presidential pardon “does not change the status of marijuana under federal law.”

In 2021, Congress introduced the Medical Marijuana and Cannabidiol Research Expansion Act, which facilitates research on both marijuana and cannabidiol (“CBD”). This act (and legal reform) encourages the reduction of federal and state law differences.

Additionally, the U.S. House of Representatives introduced the Marijuana Opportunity Reinvestment and Expungement Act (MORE Act, H.R. 3617) in 2021, which removes marijuana and Tetrahydrocannabinol (or “THC”) from the Controlled Substances Act altogether and requires the expungement of any past federal marijuana convictions. Although the House approved this bill in 2022, it never received a hearing in the Senate.

Although these federal law changes don’t directly address marijuana and the workplace, they demonstrate changes in attitude toward marijuana at the federal level.

Recent State Legislation

As of January 2023, 37 states have legalized medical marijuana, including Alaska, Alabama, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, Florida, Hawaii, Illinois, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Dakota, Utah, Vermont, Virginia, Washington, and West Virginia.

Additionally, 21 states have legalized marijuana for recreational purposes, including Alaska, Arizona, California, Colorado, Connecticut, Illinois, Maine, Maryland, Massachusetts, Michigan, Missouri, Montana, New Jersey, New Mexico, New York, Nevada, Oregon, Rhode Island, Vermont, Virginia, and Washington.

To complicate matters, the state courts are now involved too.  For example, on December 1, 2022, the Nevada Supreme Court was “tasked with interpreting whether Nevada law provides employees who use medical cannabis with workplace protections.”  In this ruling, the court concluded that because its state law requires that employers provide “reasonable accommodation” for those medical-use marijuana users (when used off-site or outside of working hours), employees may sue their employers for failing to provide any accommodation.

So, where does this leave employees?

3 Things Employers Should Know About Marijuana When Navigating the 2023 Workplace

1. How does increased marijuana legalization impact drug testing policies?

With numerous states legalizing (and decriminalizing) marijuana usage, many employers are scrapping their drug testing policies while the law continues to evolve.  But is a full scraping necessary?

Employers with safety-sensitive employees, such as airline pilots, employees handling heavy machinery, or federal contractors have no choice.  By law, they must drug-test their workers for marijuana. Other employers have the choice to implement and administer drug testing policies, as no comprehensive federal drug testing law exists.

However, here’s the rub. Many states have enacted their own drug testing restrictions, running the gamut from limiting testing to “reasonable suspicion” to permitting random testing. This creates conflicts, once again, for employers attempting to update their HR policies.

Because marijuana usage laws continue to evolve rapidly, here are some best practices for updating employer drug testing policies:

  • Understand what the law in your state (or states for multi-state employers) says about drug testing.  For example, understand when and how you can administer drug tests  of any restrictions) along with what documentation is needed.
  • Additionally, understand what your local laws say about drug testing, such as your city or county.
  • In the policy itself, clearly state the specifics of your drug testing program, including which positions require testing, when and how testing will be conducted, what happens if an employee fails a drug test (i.e., what are the consequences?  Suspension? Termination?), and any accommodations that may be granted.
  • Ensure that your employees are aware of your drug testing policy.
  • Also, ensure that your HR team understands the policy and any recent changes or revisions to the policy.
  • Continue to follow national, state, and local legal developments, helping you to keep your HR policies current and compliant.

2. How does marijuana usage impact companies that are hybrid, fully remote, or co-located?

Over the past three years, employers have experienced the good and bad (and everything in between) about employees shifting to remote, hybrid, or co-located work experiences.  For example, employees in states where recreational marijuana use is legal may feel like they can smoke during work hours since they’re in the privacy of their own homes.

But, an employee’s work location does not change an employer’s tolerance of marijuana usage while working.

Legally, employers can prohibit marijuana use during work hours.  However, with work and home blurring the lines for remote or hybrid employees, what can an employer do?

Here are some best practices for employers with remote or hybrid workers to keep in mind:

  • Revisit your HR policies, determining whether they should be updated or any form of remote work.
  • Continue to remind employees that company policies apply to them during working hours, no matter where they’re located.  This includes any drug and alcohol policies.
  • Ensure that any employment agreements or remote work agreements reflect your stance on marijuana use, drug testing, and consequences for not complying with company policies.
  • Understand your legal options if you suspect an employee is using marijuana on company time.

3. How do marijuana and the workplace impact recruiting and hiring overall?

The tight labor market continues as we roll into 2023, and recruiting professionals are still trying to keep that competitive edge when attracting (and retaining) talent. To meet these challenges, some employers are taking another look at their marijuana drug policies, including mandatory or pre-employment drug testing, to determine if they’re excluding potential talent from applying for jobs.

In June 2021, Amazon announced they would no longer include marijuana in their pre-employment drug screening.  In doing so, Amazon stated:

We made these changes for a few reasons. First, we recognized that an increasing number of states are moving to some level of cannabis legalization—making it difficult to implement an equitable, consistent, and national pre-employment marijuana testing program. Second, publicly available national data indicates that pre-employment marijuana testing disproportionately impacts people of color and acts as a barrier to employment. And third, Amazon’s pace of growth means that we are always looking to hire great new team members, and we’ve found that eliminating pre-employment testing for cannabis allows us to expand our applicant pool.

And, Amazon isn’t alone.  Here are some other large employers that are kicking pre-employment drug testing to the curb:

  • Apple
  • Facebook
  • Gap
  • Michael’s
  • PetSmart
  • Starbucks
  • Trader Joe’s
  • Whole Foods

If you choose to move marijuana from your pre-employment testing, that doesn’t mean you’re condoning marijuana use during work hours. Instead, think of it as expanding your talent pool while increasing your inclusivity.

As legalization and acceptance of marijuana usage continue to grow and evolve, HR professionals will need to stay in the know when it comes to the legal usage of marijuana. Understanding the law (at the federal, state, and local levels), deciding whether to exclude marijuana from any pre-employment drug tests (or excluding pre-employment drug tests altogether for unregulated positions) and refining your HR policies should continue to be topics of conversation at your organization for 2023 and beyond.

Use This Downtime to Promote Your Employer Brand

In this suddenly slower hiring market, many companies have to justify not laying off members of their recruiting and sourcing teams. The temptation is to cut costs under the false belief that without hiring, their talent team must have nothing to do.   

In this series, I will explore some of the value-added tasks that TA teams can be doing during these slow times that will add value now and keep your well-oiled TA team in place, sharper than ever, and ready to flick the switch on a cultivated robust pipeline.  

Employer Branding in Outreach

For the 12 Days of Sourcing last month, I wrote about using video clips in outreach to attract prospects to engage and provided some real example outreaches that worked to attract hard-to-find tech talent during the last hiring frenzy. But what about in these slower times? We can still use this time to do customized bulk outreaches to our talent communities or long lists of prospects, using employer branding video content to build a pipeline of interested prospects already engaged with your brand for when the market picks up. Here are a couple of general pointers on what to consider when picking which content to use.  

Try Video Employer Branding 

Video employer branding is a powerful tool for attracting top talent in the current job market. With the rise of social media and video-sharing platforms, it has become increasingly easy for companies to showcase their culture and values to a wider audience. Research from Bain & Company has found that employer branding can lead to a 25-50% reduction in the cost of hiring and a 50-80% improvement in the quality of hires. 

As a Talent Sourcer, when using employer branding video content effectively in cold outreaches to highly sought-after tech talent, I saw a response rate skyrocket from a meager 4-5% to over 30%! While every response was an enthusiastic “Let’s GO!”, it doubled the number of prospects willing to explore the position while creating a robust pipeline of future prospects now engaged and following our brand.  

Video Employer Branding in Action

Benefits of Video Employer Branding 

The benefits of including video employer branding content are endless, and few stand very tall.  

  1. Increased reach and visibility: Video employer branding allows companies to reach a wider audience and showcase their culture and values to potential candidates. According to a study by the Boston Consulting Group, job seekers are increasingly turning to social media and company websites to learn about potential employers. By creating engaging video content, companies can stand out from their competitors and attract top talent.
  2. Improved candidate experience: Video employer branding provides an immersive and authentic look at what it is like to work for a company. This can help candidates better understand the company culture and values and make a more informed decision about whether they would be a good fit.
  3. Enhanced employer reputation: By creating compelling and authentic video content, companies can improve their reputation as a “great place to work” and attract top talent. According to research from McKinsey, companies with strong employer brands tend to have higher retention rates and are more successful at attracting top talent.

In addition to the campaign I highlighted in 12 Days of Sourcing, here are some other examples of successful video employer branding:

  1. Airbnb: Airbnb’s “We Accept” campaign, which featured a series of videos showcasing the company’s commitment to inclusivity and diversity, was highly successful in attracting top talent and improving the company’s reputation as an employer.
  2. Google: Google’s “Life at Google” video series gives a behind-the-scenes look at what it’s like to work at the tech giant and highlights its innovative culture and values.
  3. Deloitte: Deloitte’s “Life at Deloitte” video series showcases the company’s commitment to work-life balance and provides a glimpse into the various career paths available at the consulting firm.

Considerations for Using Video

No doubt, these campaigns have been successful. But what are some general guidelines on what to consider when using video material in prospect outreach? Here are some considerations for using video employer branding:

  1. Clearly define your company culture and values: Before creating any video content, it is important to represent your company’s culture and values to help ensure that your video content aligns with your employer brand and attracts the right candidates.
  2. Showcase the employee experience: It is important to showcase what it is like – “A typical the day” -to work for your company to attract top talent. This can include highlighting company perks and benefits, showcasing team bonding activities, and giving a behind-the-scenes look at daily life at the company.
  3. Use storytelling: Effective video employer branding often utilizes storytelling to showcase the company culture and values. By featuring real employees and their experiences at the company, companies can create a more authentic and relatable image.
  4. Utilize social media: Social media platforms, such as LinkedIn, Twitter, and Instagram, are great channels for sharing video employer branding content. By posting engaging and authentic videos, companies can reach a wider audience and attract top talent.
  5. Seek employee input: Involving employees in creating video employer branding content can help create a more authentic and genuine portrayal of the company. By soliciting ideas and information from employees, companies can ensure that the content accurately reflects the employee experience. Better still, have employees in the video explaining how they do what they do and why they love doing what they do. 

Final Thoughts

If it sounds simple, it’s because it is. Video employer branding is a powerful tool for attracting top talent. By showcasing the company’s story and the employees’ experiences, prospects can better picture themselves working in your culture and, in turn, will more fully engage when they feel that connection.  In this slower market, all we need to do is change the message from “come work here now” to “if you ever consider a position change, you should consider my company.” And funnel responses into organized pools of engaged, ready-to-talk prospects once the hiring machine is cracked back up! And you know it will.  

Despite Inflation and Layoffs, These Industries Will Continue Hiring

Trying to get to grips with the current job market may feel like understanding the current weather. All we know is that it is becoming more and more extreme. Massive storm surges, arctic bomb cyclones, and possibly a record-breaking hurricane season ahead.

You’ve weathered a few intense storms recently, and so have your clients, time to look for a few places of calm and safety, a storm bunker for your career. With talk of a possible recession, which we’ve endured before and have a few suggestions for here, it’s good to have a few other options you can turn to if you fall foul of the imminent layoff switch.

Here are industries that are sure to continue hiring this year despite the economic uncertainty, either as a recruitment professional in the industry or for a career shift.

Education

As long as we continue producing mini humans, educators will be in high demand even with the lowering birth rate. However, many schools face the reality that teachers are resigning and moving away from the education industry. This creates opportunities for those wanting to move towards a more stable career.

A positive for those looking for teaching jobs is that due to the high numbers of resignations, schools find themselves in a position where wage negotiations favor the candidate, as there is a desperate need to fill empty positions with quality candidates.

It’s safe to say that the potential tidal wave of layoffs won’t reach the safe harbors of education, especially in the younger grades.

Health Care

The medical field has grown in leaps and bounds over the last few decades, and with considerable improvements in treatments and medications, you would think that doctors and pharmaceuticals would be doing themselves out of a job.

The reality is that we are still hugely dependent on the health system to keep us fit and flourishing. The doctors, nurses, specialist assistants, and the many people who make up the health system are under massive pressure to provide health care to the growing population. This industry will see substantial recruitment growth over the coming years and can be seen as recession-proof. Opportunities for team leaders, assistants, and administration staff, not just doctors, are in high demand despite economic uncertainty.

State and Federal Government

“It was very intentional that we decided to make strengthening and empowering the federal workforce the first of our PMA (Presidents Management Agenda) priority areas,” Office of Management and Budget Deputy Director of Management, Jason Miller.

Positive changes are coming to state and federal government employment, and a renewed effort is going into the recruitment processes and job satisfaction of government employees. Switching industries from your current and potentially non-recession-proof sector to government employment is a worthwhile venture.

The option of hybrid and remote work is becoming more commonplace. With the stability a government job offers, especially in times of inflation and recession, it might be worth considering.

Embrace the Side Hustle

Being subject to a sudden layoff doesn’t necessarily have to lead to an in-depth search for a replacement full-time employment role.

Why not Juggle the side hustles? Remote work and the side hustle are becoming commonplace. While possibly re-establishing your recruitment work freelance, add a side hustle or two or three and own your work-life flexibility.

There are many opportunities that don’t require full-time commitment but allow you to earn an income while re-building your primary career. The side hustle could be related to recruiting or devoid. It’s your choice.

Look to New Opportunities

Applying your recruitment and sourcing skills in more recession-proof industries is possible. It can be exciting to turn the disappointment of losing or potentially losing your job into an opportunity for positive change and upskilling.

Staffing your Workforce with Virtual, Digital People – A Closer Look

 More and more, we’re experiencing the world of Artificial Intelligence (AI) becoming integrated into our daily lives. Chatbots are old news when we consider a space where virtual human technologies now provide entertainment and broadcasting at world events. With this rapid progression, virtual and digital people emit renewed competition for job seekers and an alternative consideration for businesses and recruiters.

Virtual people are a hybrid of animation, AI, sound tech, and machine learning, resulting in digitized “staff” who can interact with the public based on their unique programming. Virtual people projects and their role in businesses are on the rise. This fascinating addition and development in the Metaverse have piqued the interest of recruiters and employers.

The Latest Buzz on Virtual People

China’s pioneers in AI technology have made some impactful additions to the recruitment world. Here’s the latest on virtual people and their increasing presence in the workplace:

  • Beijing plans to grow the municipal virtual people industry to more than 50 billion yuan by 2025.
  • Over 280 000 enterprises in China use services related to digital humans and have a growth rate of nearly 60%.
  • The revenue accrued by digital humans in entertainment is anticipated to reach 175 billion yuan in China by 2023, while the service-orientated virtual staff is expected to exceed 95 billion yuan, according to an industry report released by QbitAI, an industry services platform focusing on AI and cutting-edge technology.

Why is Digital Staffing an Attractive Choice?

For the most part, digital “staff” have a low-drama appeal for employees and advertising agencies. A virtual personality will not encounter negative criticism for their personal actions and scandals. This is beneficial for Chinese brands looking to use virtual people as spokespeople and hosts for their brand events and customer-interactive positions.

Anonymity is another appeal to using virtual staff. A U.S.-based study that used virtual humans to assess mental health patients found that people find it easier to disclose their information when there is anonymity, an attribute that is more easily found when talking to a digital personality.

The costs of virtual personalities are also expected to drop as technology improves. In the past year, Baidu’s virtual people and robotics business has seen costs drop by 80%. Expenses are around $14,300 per year for a three-dimensional virtual person and $3,000 (¥20,000) for a two-dimensional one.

Where are Virtual People Most Used?

China’s cyberspace is becoming densely populated with digital humans, and we will soon see similar merges in other developed countries. Popular spaces that have hired digital employees include:

  • Financial services companies
  • Local tourism boards
  • Broadcasting spaces
  • Healthcare
  • Education
  • Manufacturing and retail
  • Marketing — social media influencers, mascots, corporate speakers, etc.
  • Entertainment media

From animated to realistic-looking, AI personnel can be used for most interactive simulations. The use of virtual staff will only spread as technology advances.

The Pros of Virtual Hiring

For companies looking to hire virtual people, here are the perks of using a tech company’s virtual creation for you:

  • Reduces burnout and burden on staff
  • 24/7 response time
  • Consistent communication that’s always on-script
  • Product and brand experts
  • Multi-lingual capabilities

Recruiting virtual staff requires an in-depth look at tech companies that offer digital human creation. The brain of a virtual person is then tailored for the job based on product database and knowledge. Virtual humans can also provide face-to-face interaction and communicate based on non-verbal facial cues and voice tones. You get to design your candidate as you please.

Digital humans can provide a helpful layer to the workforce and streamline many positions. Their success is measurable. But at this point, many customers still prefer human interaction over artificial virtual interactions.

The Future of Recruiting – Mind Versus Machine

The shift of working side-by-side with virtual humans may seem intimidating, but recruiters and companies hold the role of deciding when and where these digital humans can serve them. The quality and initial input for well-executed virtual staff members cost companies time, effort, and trial periods. This investment is worth the effort for some roles in a company.

Ultimately, we can imagine and expect a future where we see digital people paralleled with humans. Staffing a business requires keeping your finger on the pulse of tech advancements and finding creative ways to source candidates. Look at what your competitors are doing, assess your goals, and determine whether a virtual person may have a future in your company or the business you’re staffing.

7 Points a Recruiter Should Include in Job Descriptions to Attract Top Talent

Crafting a job description might sound easy, but it’s often challenging for some of the most seasoned recruiting professionals. This is why some companies don’t put too much thought into it or perhaps stray away from revisiting or reworking job descriptions. And poorly written job descriptions result in lost potential candidates.

Around 50% of candidates feel that job descriptions provide a clear picture of the job and the company. The other half should know what awaits them and what they’re applying for! AKA: A complicated job description could be the reason your hiring process isn’t going as well as planned. 

To help avoid this, you have to write a compelling and accurate job description. The job description is the first step in attracting the best candidates and their first impression of the role and company overall. Keep in mind that those first impressions are often lasting impressions. So, how and what do you need to ensure your job descriptions foster an excellent first impression?

Display a Relevant Job Title

Candidates know exactly what they’re looking for when job hunting. And the first thing they notice while scrolling through job posts is the title. If it doesn’t match their search intent, they’ll just keep scrolling.

So before you think it looks professional and select a fancy job title, ask yourself and the hiring manager(s) whether it’s truly necessary. The truth is that most of these titles aren’t helping candidates at all. They know their skillset, abilities and the exact titles they’re searching for, so don’t leave them confused or completely disengaged. Make sure it’s something relevant to them.

On the other hand, being too general may not be the best idea either. For example, if the job title is “seller” all kinds of candidates may apply, making it more difficult for you to make the right choice. What type of sales position is this? Be straightforward and relevant. 

Also, pro-tip: If the role is part-time include that information in the title. It may surprise you just how much a job title can explain the position before ever reading the description. It’s all in the keywords.

Explain the Day-to-Day Responsibilities

Once past the title, an interested candidate wants to get familiar with their future responsibilities. You wouldn’t want a candidate to start down the daily duties list and immediately think, “well, this isn’t what I applied for.”

You don’t need to explain everything in detail, but be sure to include an overview of their day-to-day responsibilities. This makes it easier for candidates to understand what they’re applying for and know what to expect in advance. 

Make sure the responsibilities match up with the title provided. Those daily duties set up candidates and new hires’ expectations of the role. If it doesn’t match, those newly hired employees quickly become dissatisfied, which results in decreased work performance.

Include the Salary Range

Let’s be real; salary is the first thing job seekers want to know. Including salary in the job description is a must. Concealing this from candidates isn’t a smart move since they’ll find out anyway. 

If the offer is captivating (as it should be), why not include it in the job description? Candidates will be grateful and your honesty will be much appreciated. That’s why it’s always better to be realistic. Also, it’ll save you additional resumes to review if the salary is not what candidates may be looking for.

Transparency has become very important amongst businesses nowadays. Not including compensation in the job description could lead to a lack of trust in employees.

Mention Benefits and Rewards

Job seekers are most definitely interested in the company’s benefits. Including this is a way for you to boost the hiring process. And if the reward management ensures strategies for providing bonuses to all employees in a fair and consistent way, they should also be included in the job description.

Every candidate would want to be a part of a company where they’d feel appreciated. Who doesn’t like to be rewarded for their hard work?! This addition and including the types of insurance you’re offering, vacation and sick time, leave policies and flexible work capabilities, among other items, easily ups the ante for any job description. 

List the Necessary Experience

DUH, right? But, you’d be surprised to know how many job postings don’t include the needed experience. How can a candidate know if they’re right for the job if the exrequired experience isn’t listed? So, include it! 

When it comes to experience, pay attention to detail. Explain precisely what requirements are needed to be successful in this role. Differentiating the must-haves from the ‘nice-to-haves’ is crucial as well. Unicorns are tough to find, so be prescriptive of what’s necessary experience. Keep in mind that the longer the list, the harder it may be to attract quality candidates.

Try Creating Urgency

Creating urgency is a marketing strategy used in almost every business. A good salesperson knows what I’m talking about. For example, telling someone that there are only two items left due to huge demand creates urgency.

Now think about implementing this same concept in the hiring process. Even if a person has a job, seeing an attractive job post with an emphasis on the deadline may increase the chances of them applying. However, not every job description should be urgent, so be certain and strategize directly with your hiring manager(s) to determine whether a deadline may be something to include.

Include Positive Elements About the Company

Every company has its advantages, so when it comes to the job description, make sure you mention yours. While it may seem obvious or thought that it isn’t a priority for candidates, it could actually be a big plus to attracting top talent. 

For example, if the office has an amazing view, a gym stipend, or volunteer days, try emphasizing that. It helps to set you apart from competitors. But, don’t get caught up in the perks; explaining the role is the most important thing.

Improving the Job Description

The job description obviously plays a huge part in attracting top talents. It takes time and practice, but an improved job description makes your life easier. With the right job description, only the right candidates will be attracted. 

Talent Gap – How to Set Up Your Recruiting Strategy for Hard-To-Find Talent

There is a global talent shortage, with 3 in 4 companies reporting talent shortages and difficulty hiring. While most organizations struggle with hiring, some roles often require more time and resources. But what about these positions makes it challenging to find the right fit?

Well, there are a variety of reasons that these jobs remain vacant for so long. For instance, the job is physically demanding or the workplace location is unsafe or remote for candidates. Economic conditions like inflation can also influence hiring.

A strategic recruitment plan can help you prepare for the challenges of finding the right talent for a hard-to-fill position by saving time and money, preventing mistakes and optimizing the process.

Strategies for Hard-to-Fill Positions

With a strategic recruitment plan, you can examine hard-to-fill roles and be prepared for the upcoming hiring phases. Consider the following strategies to hire talented candidates for the hard-to-fill positions in your company:

Craft Compelling Job Descriptions

Job descriptions provide an overview of the role and are essential documents for the organization and the candidates. Anyone who comes across a job description should be able to understand and gain insight into the role regardless of their background.

Businesses often drop the ball with job descriptions: they are vague and missing vital details or too long. Both will turn away potential candidates, especially for long-time vacant roles. If you are not receiving applications, the job ad is failing to attract candidates’ attention.

Drafting a compelling job description requires striking a balance between what you have to offer and your expectations from the candidate. The applicants don’t want a long list of skills and qualifications but want to know what they will do in their role.

So, share their daily tasks and responsibilities, clearly communicate company values and culture, and mention compensation and benefits. Don’t forget to assess for biased language – use inclusive language that encourages all candidates to apply.

Read more to learn about how to improve your job descriptions.

Lastly, recheck the job description to ensure you cover the essential points. Ask the following questions

    • Are the role requirements realistic and easy to understand? Do similar roles exist in the market?
    • Does the job description target the ideal candidate?
    • Is the language inclusive and fair?
    • Why should the candidate work at this organization?
Consider Existing Talent

The breakneck speed of technological innovation has impacted the ongoing skills gap and significantly reduced the available candidate pool. With all companies adopting digitization and AI, tech professionals are in high demand.

But these roles are often the hardest to fill as skills quickly become obsolete amid contemporary skill requirements. Candidates and companies are forced to play catch-up in a digital economy to drive better business outcomes.

While the focus of solving any recruitment crisis is to hire more people, that is not always the case. Increasing emphasis on hiring new talent draws away the attention from your existing employees who might be better suited for the role. A lack of skill development initiatives and growth opportunities within the organization only widens the chasm between in-demand skills and supply.

Incorporating internal talent mobility in the over strategy allows you to identify employees with transferable skills who can thrive in other positions. For instance, your employees may have gained skills through a specific project, collaboration or a learning course.

Employers feel skeptical about hiring people from non-traditional backgrounds for specific roles in tech (e.g., cybersecurity). However, research suggests that almost 70% of individuals in tech started in other occupations like professional services(general, operations, marketing managers, public relations, market research specialists, office assistants), STEM or healthcare.

So, give your existing employees a chance; they may have the skills you are unaware of. In addition, invest in upskilling initiatives for current and new employees. This way, you can empower employees with potential to fill vacant positions and overcome the organizational skills gap

Hire Fresh Talent on Campus

Companies are increasing campus hiring programs to overcome the talent gap and fill open positions. The NACE’s Job Outlook 2022 Spring Update survey finds that employers plan to hire almost one-third (31.6%) more new college graduates from the Class of 2022 compared to the Class of 2021. According to Labor experts, for the graduates stepping out this year, it is the brightest job market in recent years

Companies assign recruiters to coordinate with the college or the university career centers to set up career fairs to engage students. Campus recruiters often reach out to student groups, clubs and societies to attract new talent with internships or campus ambassador programs.

Moreover, you can also organize workshops for career development, employable skills and other relevant subjects to attract college students. You can leverage social media to highlight company culture, perks and benefits and exciting opportunities for recent graduates. Recently, virtual campus recruiting fairs have gained popularity.

Revisit Qualifications and Work Experience Requirements

Young professionals face many roadblocks in securing an entry-level role. Often business requires three to four years of experience for such positions, which eventually turns away the candidates. According to LinkedIn’s survey, 35% of job posts needed three years of work experience for beginner positions. For more specialized industries like software, it goes up to nearly 60%.

In another survey, 47% of respondents reported feeling frustrated with their job search due to employers asking for an inappropriate level of work experience. Almost 39% of job seekers felt discouraged from applying due to such stringent requirements for entry-level positions.

These studies highlight significant issues that hinder the hiring process for hard-to-fill positions. 

If you are struggling to find candidates for entry-level roles, evaluate your job descriptions and requirements. Are you asking for multi-year work experience or emphasizing qualifications for beginner positions? If yes, you are alienating candidates with fewer credentials and college graduates. Revisit the entry-level positions’ requirements to design a holistic hiring process considering their skills, competencies and accomplishments.

Optimize Your Hiring Process

Complicated application processes with long wait times are another reason candidates refrain from applying to some organizations. If you are demanding candidates to complete long applications or assessments right at the beginning, it’s time to change that.

Scrutinize your current hiring process to understand and break down the bottlenecks holding people back.

    • Is time-to-hire long for some posts? What’s causing the delay?
    • Do candidates have access to the information and resources they need?
    • How can you streamline the process for a smoother experience?

Overcoming the Talent Gap

Companies struggle with hard-to-fill roles due to skill requirements, the nature of the role or market conditions. But with planning, organizations can face the challenges associated with finding the talent for complex roles. Drafting compelling job descriptions, revisiting the requirements and the application process and making it easier for recent graduates can help fill those open positions.

If you want to revamp your job descriptions to target the hard-to-find talent, JDXpert can help. To know more, request a demo today!

How AI-Powered Talent Rediscovery is Transforming Hiring

Although the labor market finally appears to be cooling off, talent acquisition remains a major problem for hiring managers as we enter 2023. While there are 10 million job openings in the United States, there are just 6 million unemployed, active job-seekers. Many factors have exacerbated this labor shortage, from a persistently low labor force participation rate to an increase in savings, high turnover rates and retirements during the COVID-19 pandemic. 

In other words, hiring managers face a series of structural challenges that will make recruitment and retention difficult for the foreseeable future. This is why HR teams are increasingly using innovative strategies to reduce hiring costs and identify more promising candidates. Talent rediscovery is among the most effective of these strategies, as it allows hiring managers to narrow their candidate search to potential employees who have applied previously, which means they’re choosing from talent pools that are more likely to be aligned with their needs. 

Companies are now using AI to dramatically improve cumbersome applicant tracking systems (ATS) – a process which filters candidates much more efficiently, improves time-to-hire, and helps companies find the right people for open positions. Let’s take a closer look at how AI-powered talent rediscovery is changing hiring, as well as several strategies for using this approach to build a stronger workforce as cost-effectively as possible. 

New Technologies Can Facilitate Talent Rediscovery

One of the most difficult aspects of talent rediscovery is gathering and processing the full range of data that exists on all former applicants. Even if that information is technically available, hiring managers aren’t capable of manually analyzing it quickly and thoroughly. Considering the fact that just 55% of HR leaders say they “effectively surface past applicants to fill open roles,” it’s clear that the methods of talent rediscovery could use an update. 

Hiring managers can use tools based on artificial intelligence (AI) technologies to rapidly review all relevant applicant information: resumes, cover letters, references, previous interactions with the company and so on. AI-powered talent rediscovery can also enable personalized engagement with candidates on the basis of their unique backgrounds and professional aspirations. Over three-quarters of senior candidates say the recruitment process affects their perception of a company, while 62% of these candidates report that they’ve abandoned this process because it was taking too long. 

AI-powered talent rediscovery attempts to address all these issues concurrently by making the hiring process more data-driven and predictive, creating a candidate-focused hiring experience and improving efficiency for companies and future employees. 

How Companies Can Fully Leverage Technology to Rediscover Talent

Companies can use AI-powered talent rediscovery software in conjunction with their existing ATS, which will provide the raw data necessary to assess candidates and communicate with them productively. These tools make it possible to evaluate whether candidates have the skills, experience and even personal characteristics for a specific role.

If a company used a pre-employment assessment when the candidate applied, this will provide even more data to analyze such as cognitive aptitude, emotional intelligence and other relevant traits. 

One of the main reasons many companies are failing to rediscover talent with their existing ATS is the fact that these systems are incapable of providing qualitative data about candidates. They warehouse basic information, but can’t use that information to generate actionable insights.

When HR teams use AI to rediscover talent, they won’t just search a much wider array of candidates than they could with manual ATS solutions, they’ll also determine which candidates are suited for which roles, overall cultural fit and the likelihood of successful outreach. 

AI-Powered Talent Rediscovery Offers a Critical Competitive Edge

A crucial aspect of any hiring process is its ability to predict which candidates will perform well on the job. Traditional hiring methods such as resumes and unstructured interviews have a poor record of predicting job performance when compared to objective measures such as general cognitive ability. These methods are also prone to bias, which leads some candidates to conceal certain aspects of their identities (such as race) when they apply.  

By reevaluating former candidates and applicants with more advanced, less bias-prone tools, it’s possible to surface overlooked talent. While AI is limited to existing data about candidates, it can make connections and predictions that other forms of analysis cannot.

AI-powered talent rediscovery can mitigate bias by impartially evaluating candidates on the basis of their suitability for each job, a process that will simultaneously make more predictive decisions by focusing on the abilities and traits that actually matter. Even if the candidate in question applied for a position that’s no longer available, the same approach will work in novel situations. 

At a time when the competition for talent is intense and candidate experience matters more than ever, AI-powered talent rediscovery can help companies reduce hiring and onboarding costs, take full advantage of their existing talent networks and hire exceptional employees. 

8 Reasons to Choose a Career in Recruitment

The recruitment industry is a rapidly evolving field with a bright future ahead. With the increasing use of technology and data analytics, the industry is becoming more efficient and effective in matching job seekers with relevant job opportunities. Additionally, the demand for skilled and talented professionals is constantly rising, so the need for recruitment professionals is also increasing.

Notably, the future of the recruitment industry is looking more inclusive. Companies are becoming more aware of the importance of having a diverse workforce and are seeking recruiters’ help to hire a diverse pool of candidates. With how trends are going, pursuing a career in recruitment is becoming more worth it and progressive.

What to Expect in a Recruitment-Based Career?

Pursuing a career in recruiting means you will play a vital role in connecting job seekers with relevant job opportunities. You will be responsible for identifying and attracting potential candidates, evaluating their qualifications and matching them with job openings at your company or with one of your clients. Although this job involves a lot of work, it remains a worthy career because it can positively change people’s lives.

Your efforts will lead to someone’s career development and financial stability. In addition, your communication, relationship-building and problem-solving skills will help companies build strong and effective teams. Also, expect that the recruitment career will never be boring since the field is constantly evolving.

8 Reasons to Choose a Career in Recruitment

Choosing a career is an important decision that can significantly impact your future. If you are considering a career in recruitment, you may wonder what sets this field apart from others and whether it is the right choice. These factors may help solidify your decision:

Varied Growth Opportunities

The recruitment industry offers a wide range of growth opportunities for professionals at all levels of their careers.

For entry-level recruiters, there are opportunities to learn from more experienced colleagues and gain valuable hands-on experience. As you progress in your career, you may have the chance to take on more responsibility, such as managing a team of recruiters or overseeing a more extensive portfolio of clients.

There are also opportunities for specialization within the recruitment industry. For example, you may focus on a particular sector or role, such as IT or executive search. Specializing in a specific area allows you to become an expert in that field and differentiate yourself from other recruiters.

Flexible Working Arrangements

Jobs in the recruitment industry often offer flexible work arrangements. This flexibility can take many forms, such as working from home. Having this freedom in a recruitment career can be appealing to those who need to balance work with other commitments, such as caring for children or elderly family members.

The other form of flexibility in the recruitment industry includes setting your own schedule or having a flexible schedule. With these jobs, you could compress workweeks or take on a job share with another recruiter.

Wide Range of Industries and Job Positions

Since recruiters identify and attract potential candidates for various roles, you will have the chance to observe and interact with a diverse range of industries and job functions. For example, if you work in the tech industry, you might focus on finding software developers, data scientists, and other IT professionals. In contrast, if you work in the healthcare industry, you may assist with recruiting doctors, nurses, and other medical professionals.

Working in the recruitment industry allows you to develop a broad understanding of the job market and its underlying trends. Exposure to such knowledge can be valuable for your career development since it helps you identify new work opportunities.

Good Earning Potential

The earning potential for recruitment jobs can vary depending on several factors. The most notable ones include the industry you are working in, the location of your firm, and the demand for the types of candidates you are placing. However, in general, recruitment jobs can be lucrative for those who can build a strong track record of placing candidates and building relationships with clients.

Some recruitment professionals operate on a commission-based model. Consequently, more successful candidate placements lead to higher earnings.

Opportunity to Travel

Many recruitment jobs can allow workers to travel, either for business or personal reasons. Since recruiters work with clients and candidates in different locations, they may need to travel for meetings, interviews and other business purposes. This setup is the perfect excuse for professionals who enjoy traveling.

Additionally, many recruitment firms offer their employees the opportunity to take advantage of company-sponsored trips or other travel perks. Besides leisure, these trips are also helpful for networking and learning more about the industry.

Ability to Help People Land Their Dream Jobs

Having a career in recruiting is revolutionary because you can help job applicants land their dream jobs. As a recruitment professional, you will work closely with job seekers and hiring managers to understand the needs and preferences of both parties.

To help job applicants land their dream jobs, recruitment professionals use tools like professional networks and data analytics to sift through large amounts of data and identify the most qualified candidates.

In addition to matching job seekers with job openings, you can help candidates by preparing them for interviews, providing feedback on resumes and cover letters and negotiating salary and benefits packages.

Meeting New People

One of the reasons recruitment professionals have exciting jobs is that you always have the opportunity to meet new people daily. You will also be working closely with hiring managers and other professionals within your firm or client companies, which can expose you to new people and their perspectives.

In addition to meeting new people through your work, you may also have the opportunity to attend industry events, conferences and other networking opportunities. These events can be a great way to build relationships with colleagues and clients.

Sky is the Limit

There are no limits to what you can achieve in a recruitment career if you continue to perform well. Many recruitment firms offer opportunities for advancement and specialization, which means you can continually challenge yourself and take on new responsibilities as you gain experience and expertise.

In addition to opportunities for advancement, a career in recruitment can be rewarding because it allows you to make a real difference in people’s lives by helping them find meaningful employment.

Keep on Growing as a Recruitment Professional

Recruitment is a prime career choice due to its dynamic and constantly evolving nature. However, the industry becomes more competitive as time passes, requiring you to continually improve your skills and techniques. So, investing in skill building and growing your expertise in the recruitment career is ideal.

One way to evolve your career in recruiting is to take additional training or education. Nowadays, the easiest way to do so is through asynchronous e-learning. Online courses and video tutorials are becoming more popular for providing accessible and convenient learning to students of all ages.