4 min read
Job titling psychology. Yes. The way a job is titled can have a significant impact on the perceived authority, level of responsibility, and status associated with a job. This is why, when recruiting, you do not simply hire a garbage collector, but instead you hire a sanitation engineer. Instead of hiring a receptionist, you are looking to place a director of first impressions. And rather than look for a customer service representative, you want to place a head of customer delight, and so on. One way to attract really great talent is to have a job title that appeals to the likely personality type match to that job category. Here's how you can do that with ChatGPT. Check out this prompt. I am hiring a bartender. Think like a recruiter and a marketer. Give me 10 alternative job titles that would be appealing to someone with an ESFP personality type. Why ESFP, you may be wondering. Well, that's because, traditionally, someone with that personality has a compatibility with that particular job. So there you go. ChatGPT responds that it is happy to help, so nice, and he gives me some creative alternatives as well as reasons why they would resonate with that personality. Interesting. It's as if ChatGPT remembered my asking for validation of his answers in the past, anticipated that I may ask it for validation again, so it went ahead and gave me the information up front. Hmm. Very clever, ChatGPT. Anyways, I like some of the alternative titles, some more than others. Let's see here, mixologist extraordinaire. I like. Beverage artist. Booze blender. Booze blender. Sound like they pour drinks at a frat, a fraternity house. And drink whisperer. In fact, you know what? I was so amused by these job titles when I first saw them that I went over to Indeed... Let me go over there now and show you. I went over to Indeed to see if there were actually companies out there using these type of job titles, and to my surprise, I found out that some were. For example, here Marriott International was looking for a mixologist. Olive Hotels was looking for a memory maker. That could have several meanings, but yeah. Okay, Pilot Company here was seeking a Subway sandwich artist. And Boompy's... Boompy's. Huh. Okay. And Boompy's Donut and Ice Cream Shop was seeking a donut artist. Why am I so hungry all of a sudden? But I digress. I digress. I want to now show you a longer prompt I use for hiring a bartender in New York City. Longer prompts, I've found, are best because the more detail your request, the better results you tend to get. So that's a pro tip there for you. All right, let's take a look at my very long prompt. Here it is. "I am hiring a bartender for my club in NYC. I want you to write a job description that appeals to the Meyers-Briggs Type Indicator personality of ESFP. I also want you to list 15 interview questions that will help me verify that the candidate I interview has such traits. Include questions that would dissuade them from accepting the role because it goes against the ESFP personality type. Identify which questions are discouraging. By including discouraging questions, I want to ensure that the person I hire truly wants the job. Do not mention ESFP in the job description. The person I want to hire should have at least five years of experience." Now, the job description here, the responsibilities here, and the qualifications are pretty much all what I expected. Good job, ChatGPT, as per usual. Now, the interview questions were pretty standard as well. "Can you tell me about a time when you went above and beyond to provide exceptional customer service? How do you keep yourself updated with the latest trends in mixology? How do you handle a difficult customer," et cetera, et cetera, et cetera. I especially liked its discouraging questions, because ESFP personality types tend to be fun-loving with short attention spans, and asking someone with this personality type if they can handle working in a high-pressure environment and if they are comfortable working alone for long periods of time will help me weed out someone who has enough of a personality to excel in one aspect of the job, but maybe not so much in other parts of the work. So there's that. All right, next prompt. Here is another long prompt, says here, "We are pausing hiring for the bartender role, but I want to keep the candidate excited about the possibility of joining the company because we might want to hire them next month. Write an email informing them that we are pausing hiring, but we'll start again in the near future. Make it engaging to an ESFP personality." And this is what it gave me in return: "Dear candidate name, I hope this email finds you doing well. I wanted to reach out and provide you with an update regarding the bartender position at our high-end club in New York City. At this time, we are pausing our hiring efforts, but I wanted to let you know that we are still very interested in your candidacy and your exceptional skills as a bartender. We were truly impressed with your outgoing and friendly personality, passion for mixology, and exceptional customer service skills. We believe that you would be an excellent addition to our team, and we are excited about the possibility of working with you in the future. "While we are pausing our hiring efforts for now, we anticipate reopening a position very soon, and we would like to keep your application on file. We will reach out to you as soon as we are ready to proceed with our hiring efforts. In the meantime, please feel free to keep in touch with us and let us know how you are doing. We believe that building strong relationships with our candidates is essential and we look forward to hearing from you. Thank you for your interest in our company and your exceptional candidacy. We will be in touch very soon. Warm regards, [foreign language 00:07:05]" Well, your name. In this case [foreign language 00:07:10] me. "P.S. We love your innovative cocktail recipes and can't wait to try them out with our customers." Love it, love it, love it, which is why I read the whole thing. Just sort of got into it. Forgive me. But, so, no complaints about the email. So after this, I asked ChatGPT to write a rejection email that would be appreciated by someone with the ESFP personality. And it did, as you can see here. No, I'm not going to read it all. But as before, I was pretty pleased with it. But I wanted a bit of validation, just a little bit to quell the paranoia inside of me. So I asked it, "Why does this email appeal to that personality type? Break down the email and explain it to me." And ChatGPT, once again, impressed me by pointing out that the email worked because it was empathetic, personalized, and positive. It then elaborated on each point. For example, regarding empathy, it said, "The email starts by expressing gratitude for the candidate's application and interview. This shows that the company values the time and effort that the candidate put into the application process. This acknowledgement is particularly important for ESFPs who tend to seek recognition and validation for their hard work." Wow. I mean, just... Wow. That's it for now. Until next time, I'm Jim Stroud, your corporate trainer. I don't like that. Can we do that again? Let's put some psychology behind it. That's it for now. Until next time, I'm Jim Stroud, your human capital development master. Your corporate learning architect. Your education and development maestro.Continue reading
4 min read
Do you know the cost of replacing an employee? Well, let me tell you, it's expensive. According to Gallup, the cost of replacing an employee can run you anywhere from one half to twice the amount of their annual salary. And if you were to ask the financial wellness platform Enrich how much it costs to replace an employee, they will tell you, on average, about six to nine months worth of a person's annual salary. Yeah, six to nine months. Wow, that's a lot. Without a doubt, employee retention is important. One way to hold onto your staff a little while longer is to factor in personality types when you are recruiting. Why? Well, a good personality fit between an employee and their job can lead to higher job satisfaction, better performance, and lower turnover rates. One popular personality assessment tool is the Meyers Briggs type indicator which categorizes personalities into 16 different types based on four dichotomies. Those four dichotomies are... Let's see here, yes, extraversion and introversion, sensing and intuition, thinking/feeling, and judging and perceiving. By understanding these dichotomies, recruiters can better identify candidates who are the best fit for a job. And ChatGPT is a great tool for this. Allow me to demonstrate. So to begin, I asked ChatGPT to describe an INTP personality and how to create a job description that would appeal to someone with that personality, and it did, rather quickly I may add detail. The INTP personality type is one of 16 personality types defined by the Myers-Briggs type indicator. Individuals with this personality type are often described as logical, analytical, and innovative. They are typically independent thinkers who enjoy solving complex problems and exploring new ideas and blah, blah, blah, blah, blah, so on and so on. Now, it went on to say that to create a job description that would appeal to someone with an INTP personality, it would be important to highlight aspects like intellectual challenge, because INTPs are highly analytical and enjoy solving complex problems. It also cited the aspect of autonomy because INTPs are independent thinkers who value autonomy in their work. It went on the list a few more traits that concluded by saying that overall a job description that emphasized intellectual challenge, autonomy, innovation, intellectual freedom, intellectual stimulation, and systematic approach to tasks would be appealing to someone with an INTP personality. Now, taking all of that to heart, I then asked ChatGPT to write a job description for a computer programmer skilled in Python, which is a programming language. Then I said, make it appeal to someone with an INTP personality. Do not mention INTP in the description. Now, I added that part about not mentioning INTP in the description because when I used this prompt in the past, it added the term INTP in the description and didn't look right, didn't sound right, didn't want it. So I added that part here because of past experience. Yeah, there you go. All right. So the results were pretty basic, but in line with what I was looking for in terms of a job summary, a job list of responsibilities, and even basic benefits, which I was proud to see the benefits there, but I was glad to receive them for sure. One thing I like, one thing I'm impressed by with ChatGPT is its ability to give me something to work with, which is why I love it, love it, love it, love it as a tool for brainstorming, but I digress. Okay, next up, I asked ChatGPT to think like a recruiter and write an email for candidate outreach. Make it appealing to the INTP personality type. Don't mention INTP in the email, again because of earlier experiments. I know ChatGPT needs that little extra bit of instruction, and this is what it gave me. It says, "Dear candidate, I hope this message finds you well. I'm reaching out to you because we have an exciting opportunity for a skilled Python developer to join our team. As someone with a strong analytical mind and passion for programming, I believe you'll be an excellent fit for this role at our company. You would have the opportunity to work on exciting projects and collaborate with cross-functional teams to deliver innovative solutions." I'm not going to read this whole thing. I think you get the idea there. Maybe I will skim a little bit. We're looking for someone with three plus years of experience, blah, blah, blah. If this opportunity sounds exciting to you, we encourage you to apply. Thank you for your time and consideration and hope to hear from you soon. Best regards, your name, which would be my name in this case. All right, so still feeling impressed and rather pleased with ChatGPT. I told it to think like a marketer, and I said, "Give me 10 email subject lines that would appeal to this personality type." Oh, yeah, yeah. FYI on this, in case you didn't notice this already, I did not have to remind ChatGPT about the personality type I was referring to. It understood my query in the context of the overall conversation I was having with it. Pretty cool, huh? Yeah, yeah, yeah. Okay. Okay, moving on. So these are the subject lines it gave me, unlock your programming potential with our Python developer role. Here's another one, get ready to build exciting applications as our Python developer. Python developer wanted opportunity for systematic approach and intellectual freedom. Become a Python developer with competitive salary and benefits package. And I like them overall. Well, I'm not really crazy about that number 10, become a Python developer with competitive salary and benefits. Yeah. Okay. All right. So I like most of them, but not all of them. But as I say, I thought some of them, a couple of them missed the mark in what I was looking for. So out of paranoia, I asked ChatGPT to validate it's work with this prompt. I said, explain to me why these headlines would be appealing to this candidate, and it gave me reasons for each one, and this is what it said about the first three. For the subject line, unlock your programming potential with our Python developer role, it explained it by saying INTPs are known for their potential to innovate and create new solutions, and this headline speaks directly to that potential. Okay, cool enough. The second one, join our innovative team of Python developers today, it explained it by saying INTPs are creative and love to explore new ideas and approaches, and the idea of joining an innovative team would likely be very appealing to them. Makes sense. This third one, get ready to build exciting applications as our Python developer, INTPs enjoy intellectual challenge and problem solving, and the prospect of building exciting applications will likely be exciting to them. Again, I like these overall, but I really like ChatGPT for its brainstorming capabilities, and in that regard, I have to say, well done ChatGPT. Well done. Now you may be thinking to yourself, "Jim, personalizing my emails down to the personality type level seems like a hassle. Is it really worth it?" Well, I think it is, and here are some stats to prove my point. Personalized emails are more effective than generic ones as they are more likely to be opened and resonate with customers. Studies have shown that emails with personalized subject lines are 26% more likely to be opened than those without.Continue reading
3 min read
Hiring a new employee can be a time-consuming and challenging process, but many times employers fail to do it correctly. Job seekers are already stressed about the hoops they have to jump through so give your hiring process a fresh look. The hiring checklist below is a good way to look at the process and plan at your organization. Determine the job requirements: Before you start looking for candidates, you need to have a clear understanding of what the job entails. Make a list of the necessary skills, qualifications, and experience required for the position. Create a job description: Based on the job requirements, create a job description that outlines the responsibilities, qualifications, and expectations for the role. Make sure the job description is clear and concise. Advertise the job: Once you have a job description, advertise the job through the appropriate channels, such as job boards, social media, or your company’s website. Make sure you include all the necessary details, such as the job title, responsibilities, and required qualifications. Review resumes: Once you start receiving resumes, review them carefully to see if the candidates have the required skills and experience. Make a shortlist of the most promising candidates. Conduct phone or video interviews: Before inviting candidates for an in-person interview, conduct phone or video interviews to further narrow down your list of candidates. Ask questions about their qualifications, experience, and work history. Schedule in-person interviews: Once you have narrowed down your list of candidates, invite them for an in-person interview. Prepare a list of questions in advance to help you assess their skills, experience, and fit with your company’s culture. Check references: Before making a job offer, check the candidate’s references to verify their work history and qualifications. Make a job offer: If you have identified a candidate who meets your requirements and has the necessary skills and experience, make a job offer. Make sure the offer includes details such as salary, benefits, and start date. Conduct a background check: Before the candidate starts working, conduct a background check to ensure they have a clean record and no criminal history. Onboard the new employee: Once the candidate has accepted the job offer, start the onboarding process to help them get acclimated to the company and their new role. That’s the checklist most employers follow but lets dive a little deeper into a few of the more crucial components of it. Onboarding is the process of integrating a new employee into your company and ensuring that they have the necessary knowledge and tools to be successful in their new role. It’s important to make sure that new employees feel welcome and valued, and that they have the support they need to be productive from day one. Sometime I think employers overlook this aspect which could lead to a bad firs impression with your new hire. Here are some tips for successful onboarding: Start early: Onboarding should start before the new employee’s first day. Send them a welcome email, provide them with an employee handbook, and let them know what to expect on their first day. Assign a mentor: Assign a mentor or buddy to the new employee to help them navigate the company culture and answer any questions they may have. Provide training: Provide the new employee with the necessary training to perform their job effectively. This may include software training, safety training, or other job-specific training. Set clear expectations: Set clear expectations for the new employee’s performance, including goals, timelines, and metrics for success. Check in regularly: Check in with the new employee regularly during their first few weeks to make sure they are adjusting well and have everything they need. Determining the job requirements is another critical step in the hiring process. It’s important to have a clear understanding of what the job entails and what skills and qualifications are necessary for success in the role. The hiring manager and recruiter need to be on the same page here. Get them together and do this: Define the job: Start by defining the job and identifying the core responsibilities and duties. This will help you determine what skills and qualifications are necessary. Consider the company culture: Consider the company culture and the type of person who will fit well within the company. For example, if your company values collaboration and teamwork, you may want to prioritize candidates who have demonstrated those skills. Look at similar job postings: Look at similar job postings to see what skills and qualifications are typically required for similar roles. Consult with colleagues: Consult with colleagues who are familiar with the job to get their input on the necessary skills and qualifications. Create a detailed job ad that sells: Use the information you’ve gathered to create a detailed job advertisement that outlines the necessary skills, qualifications, and experience required for the role. This will help you attract the right candidates and ensure that you are evaluating candidates fairly and objectively. The hiring process needs to be looked at holistically from start to finish. Sometimes I think TA leaders pay too much lip service when it comes to this workflow. Listen to your recruiters and HR people on the front lines and involve them from the beginning to refine and enhance your hiring checklist.Continue reading
3 min read
Giving your employees a great experience isn’t just about making them happy – it’s also good for business. And more and more workers are craving a good experience from their employer. Here’s a look at why employee experience is so important, and how you can create a positive environment for your team. Define employee experience and its components The employee experience is the sum of all interactions and engagements an employee has with their workplace. It encompasses both their physical and psychological perceptions of their environment, from the atmosphere to the tools and technology available for use. Flexible work policies, learning opportunities and employee recognition are just a few components to consider when thinking about employee experience – it’s driven by how inspired, engaged, empowered and supported employees feel in their roles. Creating a positive environment is a critical factor in creating a culture where employees understand they can be successful while engaging others along the way. Understand why employee experience is important Every business is an ecosystem, comprised of employees, customers, and other stakeholders. Even the most efficient processes enjoy long term success when delivered through a culture of shared values and support. Employees who feel engaged and valued offer industry-leading customer experiences as they exemplify what the organization stands for. Companies that fail to prioritize a positive employee experience may see high turnover rates, low job satisfaction ratings, and decreased productivity. It’s essential for businesses to recognize that employee experience is instrumental in driving loyalty amongst their customers by demonstrating commitment to the organization’s core values throughout each transaction. By understanding why employee experience is important for businesses, organizations can take steps towards cultivating an atmosphere where employees are valued and respected leading to increased organizational achievement. How to improve employee experience in the workplace Supporting an engaging and positive workplace atmosphere is essential to improve employee experience. With a focus on work-life balance, employers should strive to create an environment that feels inclusive and allows for open dialogue among team members. Establishing culture initiatives such as career development plans or fostering transparent communication can help build better relationships among staff, which benefits the company in the long term. Having flexible working hours can also be a great advantage for employees who want to manage their daily responsibilities without feeling overwhelmed. Employers can encourage employees to take part in activities outside of work, such as competitions or volunteer opportunities, to give them an extra sense of purpose while developing valuable skills. Ultimately, investing in your employee experience is fundamental for a productive and happy workplace – one that values everyone’s skills and contributions. Happy employees lead to a successful business It may come as a surprise to many business owners, but the most successful businesses are not necessarily those with the highest profits. Instead, businesses that prioritize the happiness of their employees have been found to be more successful in terms of customer loyalty, productivity and engagement. Studies have shown that employees who feel more valued, respected, and ultimately happier in their work environment are more productive and motivated to reach goals. This translates directly into a better experience for customers, giving them an excellent reason to return or remain loyal to the company. People recognize where they are appreciated — including in the workplace — so it’s important for businesses to take steps wherever possible to ensure their workers genuinely enjoy what they do on a daily basis. The benefits of investing in employee experience Investing in employee experience pays off. A healthy work environment is essential to a successful business, and creating one can have significant benefits. It can help reduce employee turnover by increasing job satisfaction, strengthen employee morale, and even improve customer service and overall customer loyalty. Additionally, employee experience initiatives can lead to a smarter workforce that’s better able to innovate, think critically, solve problems quickly and efficiently, all of which can be huge assets for an organization. Ultimately, investing in employee experience is an important component to gaining long-term success today and in the future. Crafting a great employee experience strategy Creating a great employee experience strategy can be challenging, but the rewards are worth it. Your strategy should include activities and spaces that promote collaboration, cross-functional teaming, and feedback loops that create an environment of continuous learning and development. Making sure your employees feel heard and their contributions recognized is key to fostering innovative thinking, encouraging creativity, and ultimately leading to greater business success. Investing in flexible working environments can also make all the difference – it gives employees more choice in how they work while making them more productive and engaged with their roles. With clear communication channels in place and opportunities to collaborate across departments, you can ensure you maximize potential and make everyone feel part of a forward-moving team. To sum up, it is clear that creating a great employee experience should be a top priority for any business. Not only can it help to improve and enhance the daily lives of employees and create a more positive workplace culture overall, but investing in your employee experience can also lead to an increase in profits, improved customer service and more productive and creative employees.Continue reading
1 min read
NEW YORK - Emissary.ai, a leading text recruiting platform, announced today a new technology partnership with UKG, a leading provider of HR, payroll, and workforce management solutions for all people. With more than 315 technology services partners, UKG provides one of the largest and most collaborative partner ecosystems in the HCM industry focused on creating better employee experiences to improve business outcomes. With Emissary.ai, UKG customers who utilize the UKG Pro suite can now text candidates with ease through this new integration, which offers one-to-one text messaging, campaigns, chatbots, and short codes powered by direct access to API data through UKG. The integration offers customers increased efficiency and the opportunity to improve the candidate experience by reducing friction in the hiring process. “Our integration with UKG amplifies the power of texting for mutual customers and creates powerful new opportunities for automation that improve the experience for candidates and recruiters alike,” said Brendan Cruickshank, Vice President at Emissary. “Integration with leading HCM platforms like UKG help streamline communications and improve the recruiting workflow. Ninety-five percent of text messages are read within the first five minutes and that is a statistic that can’t be ignored,” he added. UKG solutions are developed on FleX by UKG, a modern technology platform purpose-built to support great workplaces. FleX Flow, a highly adaptable API framework, anchors UKG solutions in the flow of work where people need and want them most, and helps businesses connect existing IT with innovative or emerging applications to simplify the employee IT experience. “As the labor shortage continues, our customers are looking for solutions that help them attract talent and elevate the recruiting process,” says Mike May, vice president of technology partnerships at UKG. “Our goal is to continue to work with technology partners that make work easier for our customers and help them create a great place to work.” About Emissary.ai Headquartered in New York, Emissary is a text recruiting platform built to make candidate engagement, recruiting automation and employee communications easy. Our AI recruiting software empowers recruiting teams and HR departments with efficient text recruiting tools that work in harmony across their recruiting and HR stack. Learn more or schedule a demo at https://www.emissary.ai/Continue reading
3 min read
If you’re looking to break into the recruiting field, it’s important to understand the difference between a talent acquisition job and a recruiter job. Both roles are critical in the hiring process, but they each have unique responsibilities. Talent acquisition is more about attraction while recruiting is more about the actual process. ‘Pull vs push’, if you will. Here’s a breakdown of the key differences between these two jobs. Job descriptions for talent acquisition and recruiters can vary depending on the company Talent acquisition and recruiters play an important role in organizations, by sourcing talent and potential candidates who can meet the organization’s needs. While their roles are similar in many ways, job descriptions for talent acquisition and recruiters can vary depending on the company. Talent acquisition specialists will typically focus on strategies to form positions within an organization that attract candidates through a talent pipeline while recruiters are more involved with candidate identification, evaluation and hiring processes. Despite distinct differences within these two roles, talent acquisition and recruiting professionals share the same goal which is to maximize an organization’s talent potential. Talent acquisition focuses on long-term strategic planning while recruiters are more concerned with immediate needs Talent acquisition and recruiters both play a key role in the success of any company. Talent acquisition is responsible for long-term strategic planning of talent needs, while recruiters focus on the more immediate talent needs and tasks associated with that talent. For example, talent acquisition looks at identifying talent gaps and where talent needs to be sourced from while recruiters may be focusing on sourcing candidates via job boards or attending events. Ultimately, both are integral pieces of the puzzle when it comes to talent management within a business – they just have different but complementary responsibilities in achieving success. Talent acquisition is responsible for identifying, attracting, versus screening and interviewing Talent acquisition is a crucial facet of any company’s success. It contributes to a talent pipeline by identifying, attracting, and hiring qualified talent that can help a business exceed expectations. While talent acquisition focuses on the top talent, recruiters tend to assist those processes by efficiently screening and interviewing candidates who fit the criteria. This combination enables companies to build full-functional teams that are tailored perfectly to their requirements, as talent acquisition and recruiters handle the complexities of talent management together. You need both to recruit a strong team of employees Creating a strong team of employees starts with talent acquisition. The recruiter plays an integral role in this process, as it is their job to evaluate talent and locate the best employees for the organization. On the other side, the hiring manager must be able to recognize talent and make sound decisions about which employee would be the best fit for their team. Both roles are essential in order to have a successful talent selection process because without one or the other, the organization would not have a comprehensive understanding of what it takes to build a strong team of employees. Both jobs require different skillsets and knowledge in order to be successful Both talent acquisition professionals and recruiters are integral roles in any organization, however, their job descriptions can vary greatly which means they require different skillsets and knowledge. Recruiters primarily focus on filling open positions, while talent acquisition specialists have a more strategic view of the hiring process as they search for talent that can add value to the organization and promote its mission. Talent acquisition requires an understanding of not just individual roles and functions within an organization but also how each position fits into the bigger picture. On the other hand, recruiters need to be proficient in talent sourcing tools such as LinkedIn, job boards, and networking sites in order to speed up talent selection processes and create deep pipelines of candidates. Both jobs require a deep understanding of how to effectively hire talent, but with unique sets of skills that enable them to further support the talent needs of their company. At the end of the day the main difference is that talent acquisition focuses on long-term strategic planning while recruiters are more concerned with immediate needs. Talent acquisition is responsible for identifying, attracting, and hiring top talent while recruiters help screen and interview candidates. Both roles are important in order to build a strong team of employees. As a result, both jobs require different skillsets and knowledge in order to be successful. On the talent acquisition side of the house, marketing skills rule the day.Continue reading
2 min read
What if companies decided to share talent among each other? That’s always been the general idea behind so-called talent exchanges’. Over the years, I have seen a number attempts at startups tackling this idea to help connect job seekers and employers. None took off but that might be slowly changing. What is a talent exchange? The Griffin Groupe defines a talent exchange as an online (possibly cloud technology-based) platform spanning worker type, location , and time . This broad definition could conceivably include job boards, crowdsourcing platforms, and the Staffing Industry. You could also say the exchange of talent can also be applied beyond the organizational level. Many companies now take part in larger scale exchange programs which involve partnering with other organizations or educational institutions in order to access new sources of talent. These partnerships provide an opportunity for companies to expand their networks, exchange best practices and information about new markets and resources, as well as gain valuable insights into how to better serve employees across different industries. Furthermore, such exchanges help employers develop innovative solutions for recruiting top talent that may not have been accessible before. Overall, the exchange of talent can be an invaluable source of recruitment support for companies looking to stay ahead of the labor market. Do talent exchanges exist? Yes in fact the A.I. recruiting platform Eightfold operates a talent exchange in which many of their clients participate. It’s called the “Career Exchange”. They started it in 2020, when the economy saw entire industries disrupted and job seekers “left in a state of uncertainty as they tried to find new opportunities.” Eightfold says many of these individuals have transferable skills that are relevant across industries, but it was difficult to identify employment opportunities at companies that are still hiring. So they launched the Career Exchange free of charge to help recruiters and job seekers find each other using AI-based skill matching. I think a national platform is needed to helped displaced workers find new opportunities. We are seeing companies share spreadsheets of laid off workers. A national talent exchange could; Instantly provide new job opportunities at other companies that are hiring. Let employers communicate with furloughed or laid off workers so they can get rehired faster. Provide a one stop shop to both employer and seeker. A talent exchange has the same kind of features as a job board does its just concentrates the candidate side to laid of or furloughed workers. It should have private messaging functionality, job alerts, automatic skills matching and the ability for employers to search from and source that talent. There is one site today, Layoffs.fyi which does crowdsource lists of laid off workers. Check it out here. The popularity of posting spreadsheets online is a good first step but some kind of online platform that all employers were encouraged to use might be just what recruiting needs right now. Especially with all the disaffected workers out there. Seems to me the big HCM platforms which currently house all that employee data could become the catalyst for such a tool. Being able to export a list of laid off workers into a national talent exchange would be how I’d start to build it.Continue reading
2 min read
Looking for skilled candidates in the healthcare field? With so many job boards out there, how do you know which ones are the best for recruiting? No worries, we did the research for you! This list of the top 20 healthcare job boards will provide a great starting point for recruiting new staff members with specialized medical knowledge and experience. From recruiting physicians and other practitioners to billing specialists and care coordinators, these job boards will help you find the right potential candidate quickly and easily. Regardless of the type of job you’re looking to fill, these healthcare recruiting resources can make your search much simpler by offering access to a network of qualified professionals ready to work. Here’s a list of the top 20 healthcare job boards to recruit from; ExactMD – just physician job listings. MomMD – connecting women in healthcare to jobs. Healthecareers – one of the most well known sites. Physician Careers (JAMA) Nursingjobs.org – jobs, schooling and resources for nurses. Therapy Jobs – PT, OT, SLP, COTA, PTA or management positions. MedReps – medical sales jobs. Locum Jobs – recruiting physicians and advanced practitioners to work temporary and temp-to-perm assignments. PTjobs – physical therapy job board. Hospital Recruiting – nationwide healthcare job board. New England Journal of Medicine career site PracticeMatch – Physician or Advanced Practitioner Jobs MyCNAjobs – certified nursing assistants. PracticeLink – physician jobs since 1994. HealthJobs – healthcare job search engine. SchoolPsychJobs JobsOT – Occupational Therapy Nurse.com – nursing CE, news, and jobs. Allied Travel – Travel Therapy Job board. Jobs SLP – speech pathology jobs SeniorHousingJobs – senior care job board. Hospital Careers – just hospital jobs. Medjobscafe – part of a network of healthcare career sites. PsycologyJobs – jobs in psychology. Why these boards are the best for finding quality candidates Recruiting for healthcare staff is vital for achieving success in any business. Finding job boards that can help you source the best candidates is paramount to ensuring the longevity of your organization. These specific boards differentiate themselves from other traditional methods in that they provide access to actively engaged job seekers. This means you are able to connect with healthcare professionals who have previously expressed interest in particular career opportunities, resulting in a more effective recruiting process. Furthermore, candidate profiles are easily accessible, allowing managers to make informed decisions based on merit rather than arbitrary factors. Ultimately, these boards are the most reliable sources of quality staff and with their use, businesses can enjoy long-term success. How to post on each board effectively Posting on boards can be a great way to increase your online presence, yet it requires strategic planning to do it effectively. For starters, take the time to research each board’s guidelines for posting so that you know the ‘do’s and don’ts’ of using those boards. When crafting your message, use clear and concise language, check for typos, and keep posts within the board’s character limits. Additionally, utilize images and video when appropriate so that your job listings stand out. Lastly, ensure that whatever content you post is always in line with your brand. Following these tips can help you create effective posts across multiple boards while increasing your visibility in the digital world. Tips for using job boards to find the best candidates Healthcare Job boards are an effective recruitment tool for every company, big and small. To maximize the value of these sites, companies should make sure their job postings provide plenty of detail about the position and qualifications sought. This enables applicants to get a more complete picture of what kind of candidate is being sought. Additionally, companies should invest in an applicant tracking system (ATS) to manage applications better, filter incoming resumes and CVs based on relevant criteria, and send automated correspondence with candidates. Most job boards allow you to redirect applies to wherever you desire. As you can see, there are many options available when it comes to finding quality candidates for your healthcare organization. By taking the time to Post on each board effectively and utilizing the tips provided, you can find the best talent out there. With a little effort, you’ll be able to build an amazing healthcare team that will help take your business to new heights.Continue reading
3 min read
In a tight job market, sourcing candidates can be a challenge. But with the right approach, you can find the talent you need to fill your open positions. Sourcing is part art and part science. Brush up on your Boolean string skills and learn how to effectively pitch potential talent. Then use the options below to build a well oiled sourcing machine that churns out candidates. Here are some tips and tricks for sourcing candidates in today’s competitive job market. Get yourself a good sourcing tool Every recruiter needs a good sourcing tool beyond the obvious tools like LinkedIn and Indeed. A sourcing tool such as HireEZ is a good example. It contains a searchable database of talent including sources such as LinkedIn and a host of other places where talent hangs out. Sourcing tools help you speed up the search process and reduce time-to-hire ratios. HireEZ claims to have 800M+ profiles in its index! That’s a massive amount of talent which is hard to ignore. Use social media platforms to your advantage – LinkedIn, Twitter, Github In this day and age, social media platforms like LinkedIn, Twitter, and Facebook are exceptional resources for sourcing high quality candidates. By actively engaging in relevant social conversations and leveraging these platforms to their full potential you can really see an impact on your search results. For instance, using social media channels to post job openings and connect with potential leads allows employers to conveniently reach a vast network of job seekers without the hassle of dealing with multiple other outlets. Additionally, social media offers insight into potential candidates’ qualifications beyond what is listed on their resume, allowing recruiters to make more informed decisions while also reducing time spent sifting through applicants. With social media being such a valuable tool in recruitment, it’s essential that employers take advantage of all it has to offer when looking to source new candidates. Attend industry events and job fairs – this is a great way to network and meet potential candidates in person Attending events and job fairs related to your industry is a great way to expand your professional network and meet potential candidates in person. Events are a great opportunity to interact face-to-face not only with possible candidates, but also with other recruiters, HR professionals and key decision makers in the field who could be valuable sources of referrals. By attending events like these, you can build relationships that open up more opportunities to easily source candidates and take advantage of the latest trends and tactics for finding the best talent. Get involved with college career centers – they can help connect you with talented students and recent graduates University career centers are increasingly becoming savvy resources for employers looking to tap into the talent pipeline and fill their open positions. Not only can university recruiting help hone teams, but they can reduce recruitment costs by allowing companies to get involved with universities and build relationships that may provide a steady stream of candidates. Building meaningful connections with university career centers provide more than just access to an overflow of potential candidates; universities can also offer support, like mock interviews and resume workshops, helping employers connect with educated candidates as soon as they enter the job market. Investing in university recruiting is a great way for businesses to establish themselves for long-term success. Utilize online job boards – Indeed, Ziprecruiter, and Talent.com are all popular choices Job boards provide a wide range of job postings to job seekers, making them an essential tool in recruitment campaigns. Indeed, Monster, and Glassdoor are a few great examples of job boards that should be leveraged for effective sourcing. When used strategically, job boards can play an integral role in recruitment marketing by efficiently connecting job seekers to job opportunities. Utilizing job boards can help attract a larger talent pool for employers and allow jobseekers to remain abreast of the latest job trends. For employers looking to quickly find the best candidate match for their roles, using job board features such as filtering by qualifications and desired years of experience is key. Utilizing these job board options can help organizations optimize their talent pool and recruit the most qualified candidates with ease. Use employee referral programs – ask your current employees if they know anyone who would be a good fit for the open position Employee referrals can be an effective way to source candidates. When your current employees refer people they know to join your team, they can help you find potential team members that you might never have found other ways. Employee referrals are valuable because they come from people who already know and trust the company’s values and culture. Plus, referrals not only expedite the recruitment process but also bring improved quality of applicants – increasing the chances that the talent sourced fits the company’s goals and approach better than other sources of candidates. It is therefore worthwhile for companies to make use of referral programs to ensure that the best possible candidates are hired for their open positions. Companies should be sure to actively encourage referrals from current employees as a way to increase their success in finding good hires quickly and easily. Just remember that when it comes to sourcing candidates, there is no one-size-fits-all solution. It’s important to experiment with different tactics and see what works best for your organization. And don’t forget to tap into your current employees – they may just know someone who would be perfect for the job!Continue reading
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