2 min read
As generative AI continues to weave itself into hiring software one way that it will become pervasive is through job description generator functionality. A number of these tools already exist and I expect to see a lot more of them being launched in the next couple of years. The reason for this proliferation is simple. HR pros are generally bad at writing them. They are not writers. HR professionals are typically trained in the legal and administrative aspects of human resources, not in writing. This can lead to job descriptions that are poorly written, grammatically incorrect, and difficult to understand. They are not familiar with the job market. HR professionals often do not have a deep understanding of the positions they are hiring for. This can lead to job descriptions that are unrealistic in terms of the skills and experience required, or that do not accurately reflect the salary range for the position. They are not focused on attracting candidates. HR professionals are often focused on ensuring that job descriptions are accurate and compliant with legal requirements. However, they may not be as focused on attracting candidates to the position. This can lead to job descriptions that are dry and boring, and that do not do a good job of selling the position to potential candidates. List of Job Description Generators From my research I can already see Indeed, JobAdder, Jobvite, Workable, RecruitCRM, LinkedIn and Ziprecruiter as vendors with this tool included. These software companies offer a variety of features that can help you to create effective job descriptions, including: A library of pre-written job descriptions The ability to customize job descriptions The ability to track the performance of your job descriptions By using a job description generator, you can save time and effort when creating job descriptions, and you can be sure that your job descriptions are effective in attracting qualified candidates. In addition to these software companies, there are also a number of free online tools that can be used to create job descriptions. These tools typically offer a limited set of features, but they can be a good option if you are on a budget. Other Tools include; JobDescription.ai AI job description generator. Create unique and personalized job descriptions and job adverts. No templates, no copy/pasting and no previous writing experience required. https://jobdescription.ai/ JD EXPERT Job description software designed to help you create and manage job descriptions that, not only make your life easier, but also “empowers effective talent management, amps up compensation, and manages risk.” https://jdxpert.com/ GET OPTIMAL Optimizes Job Ads for inclusion and SEO using Artificial Intelligence and Machine Learning. You upload your Job description, Job Ad or raw text. and their artificial intelligence engines optimizes the Job Ad in real-time, and then you download it and post it out to job boards or social networks. https://www.get-optimal.com/ While these tools will help you to quickly generate a job description, that document may not necessarily be a compelling ad that drives applicants. They still sound a bit dry and robotic to the average job seeker so you will need a human component to help them stand out. Don't get caught up thinking the software will do all the work. Creativity still reigns when it comes to attracting quality candidates. I'd recommend having a copywriter on staff to bring that human element to your job ads.Continue reading
3 min read
What is a recruiting coordinator? A recruiting coordinator is an individual responsible for managing the recruiting process, from sourcing candidates (sometimes) to scheduling interviews. They may also be involved in marketing the company’s brand and culture to potential job seekers. The primary responsibilities of a recruitment coordinator include posting job openings on various platforms, screening candidate profiles, conducting interviews, and making offers. Additionally, they are often tasked with organizing onboarding processes and managing employee databases. Recruitment coordinators must possess strong organizational skills and have an understanding of labor laws and regulations as well as knowledge of best practices in the field of human resources. With their expertise in customer service and technical tools such as Applicant Tracking Systems (ATS), they help organizations optimize their hiring processes. Ultimately, they play a vital role in ensuring that organizations are staffed with the best possible talent. Recruitment coordinators must possess excellent interpersonal communication skills, as they often act as a liaison between job seekers and employers. They must have an understanding of how to effectively prepare resumes and practice interview techniques so candidates can make the most successful impression on hiring managers. In addition, they need to be proficient in using various recruiting technologies such as video interviewing platforms and ATS tools. It is also important for them to stay up-to-date on new trends in recruitment methods and industry news so that they can provide informed advice when necessary. By offering their services, recruitment coordinators help fill critical positions quickly while simultaneously providing added value during the job search process. Through their efforts, organizations can create a positive recruitment experience for all involved. Therefore, recruiters are invaluable additions to any organization’s human resources department. Overall, the ultimate goal of a recruitment coordinator is to help companies attract and retain top talent by providing efficient and effective recruiting services throughout the entire process of hiring new employees. By streamlining the recruitment process and finding quality candidates, they help organizations meet their strategic goals while remaining competitive in the marketplace. With their expertise in customer service and technical tools such as applicant tracking systems (ATS), recruitment coordinators play an essential role in helping businesses scale up for success. Recruiting Coordinator Job Description The Recruiting Coordinator will play a key role in the recruitment process. Responsibilities include overseeing the entire recruiting cycle, from sourcing and screening candidates to extending offers and onboarding new hires. The Recruiting Coordinator must have excellent interpersonal skills to effectively interact with candidates, hiring managers, and other stakeholders in the organization. The Recruiting Coordinator must be well-versed in current recruiting trends and regulations, including Equal Employment Opportunity (EEO) guidelines. They should also have excellent organizational skills to ensure the efficient operation of the recruiting process. You will serve as the primary point of contact for hiring managers and candidates throughout the recruitment process. They will identify and source qualified candidates, review resumes and applications, and coordinate interviews. They will also be responsible for conducting background checks on potential hires, providing feedback to applicants and internal stakeholders, and extending job offers as needed. You will also prepare recruiting reports that track the progress of open positions, monitor budget compliance related to recruiting activities, and ensure compliance with relevant laws and regulations. Additionally, they will coordinate onboarding processes for new hires to ensure a smooth transition into the organization. The Recruiting Coordinator must possess excellent communication, problem-solving, and organizational skills in order to be successful in this position. The Recruiting Coordinator should have; At least two years of experience in Human Resources, Recruiting, or a related field. A Bachelor's degree in Human Resources, Business Administration, or a related field is preferred. Knowledge and experience with Applicant Tracking Systems (ATS) is also a plus. This is an excellent opportunity for someone looking to take their career to the next level and gain valuable experience in the recruiting and Human Resources field. We offer competitive compensation and a comprehensive benefits package, including health insurance, paid time off, 401(k) plan, and more! The successful candidate must be highly organized, detail-oriented, and have strong interpersonal skills. They should be able to manage multiple tasks simultaneously with a sense of urgency and accuracy. If this sounds like you, we encourage you to apply today! Will AI Replace Recruiting Coordinators? AI can automate many of the tasks involved in recruiting, such as sourcing candidates, screening resumes, and scheduling interviews. However, AI is not yet able to replace the human touch that is essential to building relationships with candidates and hiring managers. But if that is all your coordinator does their job is certainly at risk. On the flip side, AI is still not able to understand the nuances of human language and culture. This can be a problem in the recruiting process, where it is important to be able to understand the context of a candidate's resume or a hiring manager's feedback. Recruiters will still be needed to interpret this information and make sure that the right candidates are matched with the right jobs. Recruiters will still be needed to provide human touch and expertise to the recruiting process. But the job of coordinating that interaction may be replaced by some sort of virtual concierge that assists each human recruiter. As AI continues to evolve, it is likely to have an even greater impact on the recruiting industry. However, it is important to remember that AI is not a replacement for human recruiters. Recruiters will still be needed to provide the human touch and expertise that is essential to the recruiting process.Continue reading
3 min read
In today's competitive job market, it's more important than ever for businesses to have a strong recruitment marketing strategy. A well-crafted recruitment marketing strategy can help you attract top talent, build your employer brand, and fill open positions faster. If employer branding is the ingredient, recruitment marketing is the recipe that makes it work. Here are my five keys to a killer recruitment marketing strategy: Know your target audience. The first step to developing a successful recruitment marketing strategy is to understand your target audience. Who are you looking to attract? What are their needs and wants? Once you know who you're targeting, you can tailor your messaging and outreach accordingly. Create a candidate persona for each important opening and define the ideal candidate. Create a strong employer brand. Your employer brand is what potential employees think of when they hear your company's name. It's important to create a positive employer brand that highlights your company's culture, values, and benefits. You can do this by sharing positive employee stories, highlighting your company's social impact, and promoting your company's culture on social media. Come up with a EVP (employer value proposition) for why people should come to work there. Use the right channels. In today's digital age, there are a variety of channels you can use to reach potential employees. Some of the most popular channels include job boards, social media, and your company website. When choosing which channels to use, it's important to consider your target audience and where they're most likely to be looking for jobs. You can't just rely on Indeed or LinkedIn so consider programmatic job advertising to distribute your jobs online to many sources. Make it easy to apply. The easier it is for potential employees to apply for jobs, the more likely they are to do so. Make sure your application process is simple and straightforward. You should also make sure your job postings are clear and easy to understand. By removing barriers in the apply process you are guaranteed to improve your apply rates. Track your results. It's important to track the results of your recruitment marketing efforts so you can see what's working and what's not. This will help you fine-tune your strategy and get better results over time. Every employer hiring today needs to have a plan in place to recruit effectively. From SMB's to the Enterprise, recruitment marketing is a pivotal tool in filling the pipeline with candidates. By following these five keys, you can develop a killer recruitment marketing strategy that will help you attract top talent and fill open positions faster. Here are some additional tips for creating a successful recruitment marketing strategy: Be creative. Don't be afraid to get creative with your recruitment marketing efforts. The more unique and engaging your content is, the more likely it is to stand out from the competition. Be consistent. It's important to be consistent with your recruitment marketing efforts. This means posting new job openings regularly, promoting your company on social media, and keeping your website up-to-date. Be patient. It takes time to build a strong employer brand and attract top talent. Don't get discouraged if you don't see results overnight. Just keep at it and you'll eventually see the fruits of your labor. Recruitment Marketing Agencies Many employers outsource their recruitment marketing to an agency to take care of the creative process and implement their recruitment marketing strategy. These firms offer in house expertise that your talent acquisition team may be lacking. Some of the most popular agencies include; Radancy is a leading recruitment marketing agency that helps companies attract and hire top talent. Radancy offers a full suite of services, including employer branding, candidate experience, and talent acquisition. Symphony Talent is another top recruitment marketing agency that helps companies build their employer brand and attract top talent. Symphony Talent offers a variety of services, including content marketing, social media marketing, and digital advertising. HireClix is a boutique recruitment marketing agency that specializes in helping small and medium-sized businesses attract and hire top talent. HireClix offers a variety of services, including job board advertising, social media marketing, and email marketing. Shaker is a family-owned recruitment marketing agency that has been helping companies attract and hire top talent for over 20 years. Shaker offers a variety of services, including employer branding, candidate experience, and talent acquisition. Brevity is a full-service recruitment marketing agency that helps companies attract and hire top talent. Brevity offers a variety of services, including employer branding, content marketing, and social media marketing. Recruitics is a data-driven recruitment marketing agency that helps companies attract and hire top talent. Recruitics offers a variety of services, including employer branding, candidate experience, and talent acquisition. Bayard is a global recruitment marketing agency that helps companies attract and hire top talent. Bayard offers a variety of services, including employer branding, content marketing, and social media marketing. Stories Inc. is a storytelling-driven recruitment marketing agency that helps companies attract and hire top talent. Stories Inc. offers a variety of services, including employer branding, content marketing, and social media marketing. PowerHouse Talent is a full-service recruitment marketing agency that helps companies attract and hire top talent. PowerHouse Talent offers a variety of services, including employer branding, content marketing, and social media marketing. These are just a few of the many great recruitment marketing agencies out there. When choosing an agency, it's important to consider your specific needs and goals. A good recruitment market strategy will help you stand out in a sea of hiring companies. Either bring those marketing skills in house or let a good agency like the ones above help you.Continue reading
2 min read
Is your HR team still using employment background checks for low level workers? Some companies are starting to rethink the way they employ background checks that have a couple of big recruiting benefits. In an effort to make it easier to apply, MOD Pizza, a quick-service restaurant chain with hundreds of U.S. locations recently made the decision to eliminate background checks for entry-level roles. “We were spending thousands of dollars on background checks, and less than 0.04% had an impact rate coming back,” she told the crowd at the recent HR Retail conference. “We’re spending all this money, creating stress, not just for our team…but for those individuals applying. We want to make it as easy as possible to come and join us.” Eliminating background checks for employment offers the company a change to save a bundle on their HR budget. I predict we will see more types of announcements from other retail and food service employers. It makes a lot of sense from a financial and candidate experience standpoint. Background Checks for Employment can be beneficial to both employers and job seekers. These checks allow employers to verify the identity and qualifications of potential candidates, while also protecting workers from negligent hiring practices. Background Check Drawbacks There are however certain drawbacks associated with this process that must be taken into consideration. On the plus side, these checks help ensure that a company is hiring reliable employees who can be trusted with confidential information and sensitive tasks. They also allow employers to identify any discrepancies between what a candidate claims on their resume or application and their actual background history. For example, some applicants may not have disclosed criminal records or past employment gaps during the initial screening process; background checks can help surface such issues before making an offer of employment. Additionally, they may alert companies to any potential safety risks that a candidate may pose. On the other hand, there are several drawbacks associated with background checks for employment. For one, they can be time-consuming and costly; employers must pay fees in order to conduct the necessary searches and wait for the results to come back before making a decision. Additionally, they may not provide an accurate picture of an applicant’s character or abilities since they generally focus on past behaviors or experiences rather than current ones. Furthermore, some of the information contained in these reports is not always reliable; it can often contain inaccuracies or outdated data which could lead to unfair hiring decisions. Finally, many states have passed laws restricting what employers can ask from applicants during the screening process in order to protect their privacy. Overall, background checks for employment can be beneficial to both employers and candidates, but they should also be approached with caution. It is important to understand the potential risks as well as the benefits of conducting these checks in order to make an informed decision. Choosing Your Background Check Provider Here are 5 background check employment companies to consider in 2023, based on factors such as customer satisfaction, accuracy, and price: GoodHire Checkr PeopleFinders First Advantage AccurateNow These companies offer a variety of background check services, including criminal history checks, employment verification, and education verification. They also offer a variety of pricing options to fit the needs of different businesses. When choosing your background check company, consider the following factors: Customer satisfaction: Make sure to read reviews from other businesses that have used the company's services. Accuracy: The background check company should be able to provide accurate and up-to-date information. Price: The cost of the background check should be affordable for your business. It is also important to make sure that the background check company is compliant with all applicable laws and regulations. We'll have to see if other companies like MOD start to lessen their use of checking on entry level candidates. But I'm willing to bet more employers will follow suit.Continue reading
3 min read
Recruitment costs are on the rise, and many companies are still struggling to attract and retain skilled employees. That's where employee referral programs (ERPs) come in. ERPs are programs that encourage employees to refer their friends or acquaintances for job openings within their organization. In this article, we will explore the benefits of ERPs, the challenges in implementing them, and the technological solutions available to streamline the process. We will also discuss strategies for achieving maximum participation and the role of intrinsic motivations versus cash bonuses. What is an employee referral program? An employee referral program is an initiative implemented by a company to encourage its existing employees to refer qualified candidates for available job openings. This type of recruiting strategy often yields higher quality and more diverse talent than traditional recruitment methods, while also driving employee engagement and boosting morale among existing staff. In many companies, referrals can be 50% or more of new hires. The process typically starts with the employer outlining the program’s details such as how much money will be offered for successful referrals, who can participate in it, and what types of roles are eligible. Employees then share information about the open position with their networks which can consist of family members, friends, colleagues from previous employment or even former classmates. When someone applies using the referral link that was provided by the employee, they typically have priority when it comes to being considered the role. When a referral is successful, both the employee who provided the reference and the candidate who was accepted usually receive a monetary reward from the company. By incentivizing referrals, companies are able to attract better quality talent in a cost-effective manner. Additionally, it helps employers create an atmosphere of collaboration and goodwill within their teams as people actively work together to make sure they are all contributing towards positive outcomes within their organization. Employee Referral Example Workflow An employee referral example involves employees recommending qualified candidates for open positions in their company. This recruitment method can help employers find the right fit for a job quickly and cost-effectively, since referrals tend to come from people who already have an understanding of the organization's culture and values. The referred candidate will typically go through the same hiring process as all other candidates, but they may have a slight advantage since they have already been vetted in some way. The rewards for successful referrals range from cash bonuses to vacation days and other perks. Employee referral programs are becoming increasingly popular as a cost-effective way to recruit new talent and create quality connections between employers and job seekers. With the right incentives in place, employee referral programs can have a great impact on the recruiting success of any organization. Benefits of Employee Referral Programs ERPs offer several benefits, including higher chances of hiring the right talent, reduced hiring costs and time, and increased employee satisfaction and retention. When employees refer someone they know, they are likely to have a better idea of their skills and work ethic. This can result in higher quality candidates being referred to the organization, reducing the risk of a bad hire. ERPs can also save time and money compared to traditional recruitment methods, such as job postings or recruiters. Furthermore, employees who refer someone are more likely to be happy and engaged because they feel they are contributing to the success of their organization. Challenges in Implementing ERPs Despite the benefits, challenges in implementing ERPs exist. Employees who are not incentivized may be reluctant to refer others, and managing the referral process can be time-consuming and overwhelming. Additionally, measuring the effectiveness of ERPs can be difficult. How can companies ensure that the referrals are high-quality and that the program is cost-effective? These are all important factors to consider when creating an ERP. Technological Solutions for ERPs Fortunately, technological solutions can help streamline the ERP process. Role-matching algorithms can help identify the right candidates for specific job roles, while social sharing features make it easy for employees to share job openings widely. Referral tracking software such as Erin can automate the referral process, reducing administrative burdens, and gamification features can incentivize participation. These technological solutions can also provide valuable data on the effectiveness of ERPs, allowing companies to fine-tune their programs for maximum success. Strategies to Increase the Success of ERPs To achieve maximum participation and success, companies should implement strategies such as setting a grace period for referrals to avoid missed opportunities, regular communication and feedback to keep employees engaged and motivated, and ensuring consistency and transparency in the referral process by providing visibility into referred candidates. These strategies can help create a sense of ownership among employees, making them feel part of the recruitment process. They should also create a thorough communication strategy so that current employees know how and where to refer their network. A successful ERP campaign is constantly ongoing and should pervade your office. Intrinsic Motivations vs. Cash Bonuses for Referrals While cash bonuses are a common incentive for referrals, they may not always be the best solution. Non-monetary incentives such as recognition and career growth opportunities can be more effective in motivating employees, as they signal a long-term commitment to their professional development. However, cash bonuses can supplement these intrinsic motivations, providing a short-term reward for employees. ERPs have become a tried and true way to fill job openings. By offering several benefits such as reduced hiring costs and time, increased employee satisfaction and retention, and higher chances of hiring the right talent, they are an essential recruitment tool. Implementing them, however, can be challenging, but technological solutions can streamline the process. Strategies such as setting a grace period for referrals, regular communication and feedback, and providing visibility into referred candidates can increase their success. Additionally, balancing non-monetary incentives with cash bonuses can motivate employees to participate. In all, a comprehensive ERP strategy can help organizations attract and retain top talent, ensuring long-term success.Continue reading
1 min read
Hey recruiter, when interviewing candidates, one thing you may want to consider is how a candidate approaches work. Are they a daring risk taker or a worker B set on maintaining the status quo? The hiring manager wants to know. Fortunately, ChatGPT can help check out this conversation I had with ChatGPT. My initial prompt was this, give me three provocative quotes on innovation from tech leaders. I want to use them in an interview with a software developer so I can see their reaction gauge their approach to software development. Tell me the quote, guest three reactions and what each reaction may mean. ChatGPT gave me something close to what I wanted. It gave me examples of what a positive, neutral, and negative reaction would be to a quote from a tech leader, as it did here with the Steve Jobs quote. For example, it thought a negative response to the quote would be, I think this quote is a little simplistic. Uh, innovation is important, but it's not the only thing that matters. Execution and delivery are just as important, if not more so. Now this is good, but not quite what I'm looking for. So I gave it a follow up question. Detail for me what each reaction suggests about how the candidate may approach their work. For example, a positive reaction may mean they will take more risk, and a neutral answer may mean that they will maintain the status quo. And this is the insight they gave me on someone who responded negatively to the Steve Jobs quo. The candidate may be someone who is more focused on execution and delivery than on innovation. They may be more comfortable with established processes and technologies and may be less willing to take risks on try or try new things. Now, should ChatGPT speculation be considered a solid psychological evaluation? Of course not, but it may be something the hiring manager chooses to explore when and if they meet with candidate. Just saying.Continue reading
1 min read
Subscribe to the Emissary Youtube Channel Hey recruiter. There will be times when you will have to convince a candidate to take your offer instead of a competitor's offer. When that happens and you know who you are competing with, ChatGPT can be a great help. For example, imagine you are recruiting for Microsoft and your candidate just received a counter offer from Google. Before you respond to the candidate, do a bit of research. Try this prompt on ChatGPT, compare careers.microsoft.com with careers.google.com. Think like a job seeker. Give me five reasons why I should choose Microsoft over Google, and then give me five reasons why I should choose Google over Microsoft. These are the results that ChatGPT gave me five reasons for choosing Microsoft over Google. And these are five reasons why one might choose Google over Microsoft. In a follow up question, I ask, what does Google offer that Microsoft does not? And these were the results, uh, it gave me very interesting, and I did another follow up question, which was, what does Microsoft offer that Google does not? And it gave me these reasons which also interesting. Now, armed with this information, you as the recruiter are able to make a better argument as to why your candidate should accept your offer and not the competitor's offer. Make sense?Continue reading
4 min read
As the job market changes, so do the skills that employers need in order to stay competitive. With technology and global trends constantly evolving, it can be difficult for recruiters and Human Resources professionals to know where they should focus their resources when looking for new talent. Fortunately, there are some strategies that HR professionals can use to bridge the gap between potential employees’ current abilities and desired qualifications. In this blog post we explore 5 ways to close the skills gap quickly and maintain a productive workforce without breaking your budget. Read on for easy-to-implement tips about how you can make sure your organization is prepared for whatever comes its way! Utilize online training platforms to increase knowledge and skills in specific areas In today's fast-paced workplace, it's not always practical to take the time and resources to attend traditional in-person training sessions. Fortunately, online training platforms have been developed to provide individuals the opportunity to learn on their own schedules, at their own pace, and from the comfort of wherever they may be. Utilizing online training platforms can provide access to a wide variety of courses designed to enhance knowledge and skills in specific areas. From software development to marketing strategies, there are online courses to fit almost any professional interest. These platforms are also a great way to stay on top of industry trends and advancements. By investing in your own education through online training, you can enhance your value to your organization, your clients, and your career prospects. Employers should allow for external learning as a benefit so their workers can boost their skills over time. Create a mentorship program for employees to learn from experienced professionals in their field One of the most effective ways to help employees excel in their careers is through mentorship. This type of program matches experienced professionals with those who are just starting out in the same field, creating a unique opportunity for the latter to learn from someone who has already been through the challenges they are likely to encounter. Mentorship provides a roadmap for success, and employees can benefit in ways such as gaining new skills, networking, and developing their own leadership abilities. When a mentorship program is in place, employees can look forward to an enriching experience that helps them achieve their goals, both personally and professionally. Encourage cross training between coworkers to help bridge the gap between differing skill sets Collaboration is key to success in any workplace. However, it is especially important when coworkers have varying skill sets. Bridging the gap between these skill sets can be challenging, but by encouraging collaboration, employers can boost learning and skills from within. With job sharing, coworkers can learn from each other's strengths and weaknesses, build trust, and ultimately, create a more cohesive team. Encouraging collaboration also helps to foster a positive working environment where everyone feels heard and valued. Cross-training employees is the practice of training employees to perform multiple tasks or duties within their job role. This can be done in a variety of ways, such as through on-the-job training, formal training programs, or job shadowing. There are many benefits to cross-training employees, including: Increased productivity: Cross-trained employees are more productive because they can handle a wider range of tasks. This can lead to faster turnaround times, improved quality, and reduced errors. Reduced costs: Cross-training can help to reduce costs in a number of ways. For example, it can reduce the need to hire temporary workers or outsource work. It can also help to reduce the time and money spent on training new employees. Improved employee morale: Cross-training can help to improve employee morale by giving employees a sense of ownership over their work and by providing them with opportunities to learn new skills. This can lead to increased job satisfaction and reduced turnover. Enhanced teamwork: Cross-training can help to enhance teamwork by giving employees the opportunity to work with different people and to learn how to collaborate effectively. This can lead to better communication and problem-solving skills, as well as a more cohesive team. Increased flexibility: Cross-trained employees are more flexible because they can be moved to different positions or departments as needed. This can help to ensure that the company is always able to meet its staffing needs. Improved customer service: Cross-trained employees are better able to provide excellent customer service because they have a better understanding of the company's products or services. This can lead to increased customer satisfaction and loyalty. Overall, cross-training employees is a valuable tool that can help businesses to improve their productivity, costs, morale, teamwork, flexibility, and customer service. Offer incentives or rewards for employees who take initiative to learn new skills or train others A company's success can be largely attributed to the skills and knowledge of its employees. Therefore, it's crucial to encourage and support them in their desire to learn new skills and train others. Offering incentives and rewards to those who take initiative in this area is a great way to motivate them to continue. Not only does this increase the skillset of your workforce, but it also promotes a culture of collaboration and leadership within the company. This shows employees that their efforts are recognized and valued, leading to higher job satisfaction and a stronger sense of loyalty to the company. Overall, incentivizing employees who take the initiative to learn new skills and train others is a win-win situation for everyone involved. Develop internship programs with local universities and organizations that specialize in teaching job-specific skills As companies search for better ways to attract and retain top talent, developing internship programs with local universities and organizations that specialize in teaching job-specific skills has become increasingly popular. These types of programs provide a win-win situation for both the company and the intern. By combining classroom learning with practical, hands-on experience, interns gain valuable skills and insights they can use to jumpstart their careers. Meanwhile, companies benefit from gaining access to a pool of motivated and skilled individuals who are eager to learn and contribute to the company's success. These programs also allow companies to build relationships with local universities and organizations which can lead to expanded recruitment efforts and a stronger presence in the community. Ultimately, by investing in internship programs, companies can gain a future pipeline of talented and loyal employees while also contributing to the growth and development of the job market as a whole. Closing the skills gap in your company can be challenging, but with a concentrated effort you can close the distance. By utilizing online training platforms, encouraging cross training among employees, providing incentives for learning new skills, investing in continuing education opportunities, and developing internship programs with local universities and organizations-- employers can make strides towards closing the skills gap. It's time employers started thinking about different strategies that they can put into place to bridge this gap and offer more employment opportunities. Take some time to think about how you can implement these solutions to help close the skills gap at your organization. No matter what industry you work in or what size your business is, there are actions that all of us can take to contribute to creating more accessible jobs for people looking for career growth and professional development.Continue reading
1 min read
In his latest video as part of our "ChatGPT for Recruiter" series, Jim Stroud teach us how to leverage ChatGPT to test your company knowledge. Hey, recruiter, how well do you know the company you recruit for? Why not give yourself a quiz? Here's how you can use chat g p t to do that very thing. Type quiz me on, then add the URL of your company. Now, just for giggles, I pointed it to my blog and it asks me questions like this. What is the primary focus of Jim Strauss blog? Is it A technology news? B, recruitment strategies and trends. C, personal finance advice, or D, travel tips, answer of course. B, recruitment strategies and trends. I like that he gave me questions based on the information on my blog, but it also gave me the answers at the same time, which defeated the purpose. So in a follow up question, I said, give me more questions, but give me time to answer before posing more questions. It replied, sure. Here are five more multiple choice questions based on Jim Trout's blog. Take your time to answer before requesting more questions. And this time I got what I was hoping to see. Some of the questions I answered incorrectly just because I wanted to see what it would say. For example, one question it asked me was, what is the name of the YouTube channel hosted by Jim Strout? Is it A the Jim Strout show, B, recruitment Insight C, the Future of Work, or D H R Insider? I chose D H R, insider and Chat, G B T replied, sorry, that's incorrect. The correct answer is a the Jim Strout show, which is the name of the YouTube channel hosted by Jim Stroud. Wow, wow, wow, wow, wow, wow. Now you try the quiz Me on prompt, pointed to your company page and see how well you know your company.Continue reading
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