Resources
Skills Gap
4 min read
5 Ways to Close the Skills Gap
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
ChatGPT
1 min read
How to use ChatGPT to test your Company Knowledge
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
Recruiting
4 min read
How to Improve Candidate Quality
Recruiting the right talent can be a complicated process, but it doesn’t have to be. It takes a bit of effort and creativity, but improving candidate quality during your recruitment process is possible. Because when you make an investment in good recruiters to fill high-value roles for your organization, you want to guarantee that each hire holds up to the highest standards for their respective positions. That's why we've put together this guide specifically tailored for recruiters and other talent acquisition professionals on how to improve candidate quality through powerful recruitment tactics like targeted advertising campaigns and better job descriptions. Read on as we explore various strategies that will help you attract stronger candidates ready and willing to join your team! Evaluate the job description and employment requirements to ensure they are realistic and relevant As companies seek to attract the best candidates for job openings, it's important that they carefully evaluate their job descriptions and employment requirements. In order to ensure that the criteria set forth is realistic and relevant, a thorough analysis of the role and its responsibilities must be conducted. This means taking into consideration factors such as the current job market, industry standards, and the company's overall goals and objectives. By accurately assessing these factors, employers can craft job descriptions that accurately reflect the demands of the position, while also highlighting the specific skills and qualifications needed to be successful in the role. It's also a matter of being honest about the role. By setting expectations up front you will help to weed out those that aren't the right fit. Spell out a day in the life on each job ad so the candidate knows what to expect from day 1. By doing so, they can both attract and retain top talent, ultimately leading to higher levels of productivity and success for the organization as a whole. Utilize online job postings and reach out to passive candidates through professional networks With the ever-increasing competition in the job market, it is essential to utilize online job postings and professional networks to find the best candidates for available positions. Active job seekers may apply to advertised openings, but passive candidates who are not actively seeking employment may also be a valuable asset to consider. By reaching out to these passive candidates through professional networks, their skills and talents can be gained, which would otherwise have gone unnoticed. Utilizing online job postings and professional networks can enable recruiters to find top talent, and in the long run, help organizations thrive. Develop a consistent recruitment plan that outlines what you are looking for in a candidate Finding the right candidate for your company can be a challenging task, but having a consistent recruitment plan can make the process much smoother. Your plan should clearly outline the specific qualities and skills you are looking for in a candidate. By doing this, you can attract a pool of applicants who fit the criteria you have set. Once you have established what you are looking for in a candidate, you can begin to develop a well-structured recruitment process that ensures your company can attract and retain the best talent. A consistent recruitment plan helps you to save on time, resources and ensure that you are attracting the right talent. Jodi Brandstetter, a talent consultant based in Cincinnati told me "to find quality candidates, it starts with the intake meeting and using the candidate persona." By going deep with your hiring managers during the intake process and defining the ideal candidate, you'll be ahead of the game. Conduct pre-screening interviews that focus on finding out more about each individual's background, experience and qualities Conducting pre-screening interviews is an essential aspect of the hiring process. These interviews provide employers with the opportunity to learn more about each applicant's background, experience, and qualities. By doing so, employers can determine whether or not an applicant is a good fit for the job and the company. It's important to ask open-ended questions that prompt detailed responses, allowing you to gain insight into an applicant's skills, work experience, and personality. Ultimately, pre-screening interviews play a significant role in the hiring process, helping employers to hire the right person for the job. Many of the big job sites will let you pre-screen applicants before they apply. Leverage this ability when you can. Use effective methods of assessment to identify the most suitable candidates for the job, such as aptitude tests or work samples Hiring the right candidate can make all the difference in the success of a company. Therefore, it's important to use effective methods of assessment to identify the most suitable candidates for the job. Traditional methods like resumes and interviews can overlook key skills and abilities. That's where aptitude tests and work samples can come in handy. Aptitude tests give a holistic picture of a candidate's skills and potential while work samples allow employers to see how a candidate performs in real workplace situations. By utilizing these methods, employers can ensure that they are making a well-informed decision when it comes to hiring the best candidate for the job. Involve current employees in the recruitment process by encouraging them to refer qualified friends or former colleagues for positions Recruiting new employees can be a tricky and time-consuming process. What if there was a way to make it easier and more efficient, while also strengthening relationships between current staff? By involving current employees in the recruitment process and encouraging them to refer qualified friends or former colleagues for open positions, companies can potentially save time and resources while also benefiting from internal recommendations. This approach not only allows for a more diverse candidate pool, but it also fosters a sense of community and teamwork within the workplace. It's a win-win situation for everyone involved, from the hiring managers to the employees who refer their connections. So why not give it a try and see how it can positively impact your recruitment efforts? All of these measures combined can help ensure that a business is making the most out of their recruitment process. All the time and effort spent on recruitment will be well worth it when the right candidate is hired, as it is likely to mean increased productivity, motivation and loyalty amongst employees. Adopting these best practices to the recruitment process may seem like a lot at first, but once established, it can become an incredibly efficient and effective system that continually brings in high caliber candidates who are perfect for available positions. Start small by going through your current job descriptions and setting up a consistent recruitment plan; you won’t regret the results!
Continue reading
Human Resources
2 min read
Free HR Software Platforms
Whether you're a small business just starting out or a large enterprise looking to improve your HR operations, the right HR software can make a big difference. But with so many different HR software solutions on the market, it can be tough to know where to start. Human resources (HR) software is essential for any business that wants to stay organized and compliant. However, not all businesses have the budget to invest in a paid HR software solution. That's where free HR software comes in. There are a number of great free HR software platforms on the market, and each one offers a variety of features. Some of the most popular free HR software platforms include: Zoho People: Zoho People is a comprehensive HR software platform that offers a wide range of features, including time and attendance tracking, payroll processing, employee benefits management, and performance management. BoardOn: This onboarding software has a limited free offering which includes 1 active onboarding, 10MB of content store and 5 free text message communications. OrangeHRM: OrangeHRM is another comprehensive HR software platform that offers a variety of features, including employee onboarding, training and development, and succession planning. Bitrix24: Bitrix24 is a cloud-based HR software platform that offers a variety of features, including time and attendance tracking, payroll processing, and employee benefits management. Only some of their HR features are free. Freshteam: Freshteam is an HR software platform that is specifically designed for small businesses. It offers a variety of features, including job posting, applicant tracking, and employee onboarding. The free version is good for up to 50 employees. HRIS: HRIS is a cloud-based HR software platform that offers a variety of features, including time and attendance tracking, payroll processing, and employee benefits management. DEEL: This EOR system recently launched a free HRIS which comes with several features including 1:1's, pulse surveys, and more. When choosing a free HR software platform, it is important to consider the needs of your business. Some factors to consider include the size of your business, the features you need, and your budget. If you are a small business with limited needs, a free HR software platform may be a good option for you. However, if you have a larger business or need more features, you may want to consider a paid HR software solution. No matter what your needs are, there is a free HR software platform that is right for you. By taking the time to compare your options, you can find the perfect platform to help you manage your HR department and keep your business running smoothly. Here are some additional things to consider when choosing a free HR software platform: Ease of use: The HR software platform should be easy to use and navigate. You don't want to spend hours trying to figure out how to use it. Features: The HR software platform should have the features you need to manage your HR department effectively. Support: The HR software platform should offer good customer support in case you have any questions or problems. Security: The HR software platform should be secure to protect your employee data. Here are some tips to help users select and implement HR software: Define your needs. What are your HR goals? What are your pain points? What features are important to you? Once you know what you need, you can start to narrow down your options. Do your research. Read reviews, compare features, and get quotes from different vendors. Don't be afraid to ask questions. Try before you buy. Most vendors offer a free trial or demo. This is a great way to see if the software is a good fit for your needs. Get buy-in from key stakeholders. HR software is not just for HR. It affects everyone in the company. Make sure you get buy-in from key stakeholders before making a decision. Plan for implementation. Implementing new software is a big project. Make sure you have a plan in place. This includes training employees, testing the software, and migrating data. Get support. Most vendors offer support. Make sure you know how to get help if you need it. By following these tips, you can select and implement HR software that meets your needs and helps your business succeed.
Continue reading
Human Resources
3 min read
Jobs in Human Resources
The field of human resources is growing rapidly as companies look for ways to attract and retain talented employees. Human Resources professionals help organizations develop strategies to recruit the best people for their organization and provide them with an environment in which they can thrive. They also manage compensation, benefits, employee relations, and training programs that help employees learn new skills and stay engaged with their work. As the demand for HR professionals continues to grow, so does the number of employers offering these opportunities - making it a highly desirable career path. With the right qualifications and experience, a job in Human Resources can open many doors for advancement within an organization or offer you the chance to start your own consulting business. There are also many personal rewards to be gained from helping others develop and grow within their careers. The possibilities are endless, making Human Resources a sought after profession! In short, jobs in human resources are an attractive option for those who want to make a meaningful impact in the corporate world while developing their own professional skills. With the right qualifications and experience, it can open up many opportunities for advancement and success. It is a highly rewarding field with plenty of potential for growth and development both professionally and personally. For those interested in pursuing this career path, the prospects look very promising. Types of Jobs in Human Resources The main types of jobs in human resources include Human Resource Managers, Recruiters, Benefits Administrators, Training Specialists, Talent Acquisition Specialists, Payroll Managers and the CHRO role. Each position requires its own set of specialized skills and experience. Human Resource Manager - The Human Resource Manager serves as the leader for all HR-related functions within an organization. They are responsible for developing policies and procedures for staff recruitment and retention; managing employee compensation programs; and leading employee engagement initiatives. Recruiter - Recruiters are responsible for sourcing, interviewing and onboarding new employees. They typically work with hiring managers to define job requirements, source potential candidates through various media outlets and coordinate interviews with the selected candidates. Benefits Administrator - Benefits Administrators manage all aspects of an organization’s health benefits program. This includes researching competitive benefit packages; setting up programs for pre-tax deductions; administering the payroll system; and managing the open enrollment period. Training Specialists - Training Specialists design and deliver development programs for staff at all levels of an organization. The primary tasks they undertake include developing training curriculum materials; creating online learning tools; coordinating workshops or seminars; evaluating employee performance; and providing feedback to staff. Talent Acquisition Specialists – Talent Acquisition Specialists are responsible for creating recruitment strategies that attract top talent to an organization. This includes designing job postings; sourcing potential candidates; conducting preliminary interviews; and negotiating job offers. Payroll Manager - Payroll Managers oversee the payroll function within an organization. They are responsible for verifying time sheets, calculating wages, distributing paychecks and managing deductions such as taxes or benefits payments. CHRO - the Chief Human Resources Officer is a C-suite level position that typically reports to the CEO and is in charge of both recruiting and HR functions. Each of these positions plays a key role in the success of an organization, and having dedicated HR professionals who are knowledgeable and experienced in their respective roles is crucial to fostering a positive work environment. How to Find Jobs In Human Resources There are a number of great resources online to find human resources jobs or be found via a resume database. You are all familiar with LinkedIn, Indeed and such but there are some specialty sites to check out as well. They include; SHRM Jobs - Part of the association called the Society of Human Resource Management it features a full job board/career center for members. EvilHRJobs.com - A niche job board serving the HR talent market launched in 2022. HR.com - This site is a longstanding community of human resources pros but is also a community full of industry research and insights in addition to job listings. HR Jobs Trending I went into Google Trends and asked it to show me the past year of searches for the term "HR jobs". Its been trending upward lately after being fairly consistent over that time. Since some HR folks got laid off in the past few months this might explain the rise. But if you go back 5 years it also is trending up. People enter the human resources profession for a variety of reasons. Many are drawn to the field because it offers an opportunity to help shape and guide an organization’s people-related initiatives. People in human resources are involved with a range of activities, including recruiting and hiring employees; managing payroll and benefits; developing training programs and policies; ensuring compliance with employment laws; and managing employee relations issues. HR professionals also offer support to managers by providing guidance on personnel issues, such as how to handle difficult employee situations. For those passionate about human resources and workforce development, a career in the field can be incredibly rewarding. The challenges faced by this profession are both rewarding and stimulating, making it a great career choice for those who enjoy problem-solving and interacting with people. With the right combination of motivation, education and experience, HR professionals can find exciting career opportunities in a variety of industries.
Continue reading
Sourcing
7 min read
How to Source Candidates with ChatGPT
It has been a while since a new technology has fascinated me as much as ChatGPT has. I don't know about you, but I can't seem to break away from it. Some people think I might have a problem, but I disagree. I can quit anytime I want to, I just don't want to. ChatGPT is good for a lot of things, and one of those things is developing a sourcing strategy. I discovered this in a recent conversation with the AI. I began by asking where I could find software engineers, and it gave me several suggestions. Those suggestions were suggestions that I figured it would suggest, things like a job board, social media, referrals, recruitment agencies, meetups and conferences, online communities, university career centers, all good examples and something I came to expect. I thought it all was a good start, but I wanted to know what else it would offer up so I asked it a followup question: Where else can I go online to find them? Them, of course, referring to these software engineers that I'm looking to recruit. ChatGPT, as always, answers questions in the context of the conversation that is ongoing at the time. Where was I? Yeah, where else can I go online to find them? Is what I asked ChatGPT. And it gave me eight more suggestions that I thought were just as conventional as the first set of ideas it offered up. It mentioned GitHub, Stack Overflow, it mentioned LinkedIn, TOPTUL, which is also a network of software engineers and developers. It mentioned other job boards like Hired and Dice, and it also mentioned Upwork, which is a freelance platform. All good ideas for a novice, but the competition for talent is fierce. Can I have an amen? I said to ChatGPT, "Give me 10 unlikely places I can find them that other recruiters may overlook." And the answers became more interesting. ChatGPT mentioned things like hackathons, online forums, gaming communities, open source projects, which I thought was pretty nice, free launch platforms, GitHub, meetup groups, LinkedIn groups, non-tech events, and so on. Now, most of these are strategies that I've tried in the past, so I was not wowed, but I did like the direction that things were heading in so I kept pushing. I asked ChatGPT, "Give me 10 more ideas, but without mentioning anything you've already suggested," and it gave me 10 more suggestions. It talked about niche job boards, online coding boot camps, which is a good one, industry associations, coding challenges, Slack groups, webinars, GitHub, job listings, sneaky there, ChatGPT. I see you. You mentioned GitHub before, but not GitHub job listings, but I see you there. It also mentioned university career centers, employee referrals from other departments and social media advertising. I said, "Okay, you're really starting to parse the words here. Are you running out of information to give me?" I thought to myself, let me test this theory out I want. I said to it, "Give me 20 more ideas, but without mentioning anything you've already suggested." And so ChatGPT says, "Sure." Now we're doing industry specific events, LinkedIn Recruiter, not to be confused with LinkedIn or LinkedIn jobs. I still see you, ChatGPT. It is technically different. GitHub contributions, again, technically different. It also mentioned things like university hackathons, job fairs, technical blogs, community college, podcasts, Twitter hashtags, meetups, web development competitions, programming forums, and so on. I started to get the idea that this would go on for a while, that it would give me ideas to really parse those ideas out like LinkedIn, LinkedIn groups, LinkedIn jobs. Okay, I got it. I got the idea that this could go on for a while. And as I realized that, that gave me another idea, so I prompted this. Think like a recruiter who is short on time and has limited budget and resources. Bullet point, all your suggestions, rank them according to likelihood of success to least likely to be successful in recruiting candidates. There I thought I had it. But it responded, "Sure. Here are my 20 suggestions ranked in order of likelihood of success based on my experience as a recruiter." My experience as a recruiter? Going to followup on that. But what it suggested to me were job boards being number one. Of course that makes sense. There are a lot of resumes stated. If I want to hire somebody, chances are I'll be able to find somebody to hire quickly on job boards. But also, they listed referral programs and LinkedIn, university career centers, social media, technical blogs, and so on, blah, blah, blah, blah, blah, blah, blah, blah, blah. Okay, cool. I thought that was really good, but I wanted to followup on what I said before. I said, "Hey, you said these are ranked based on your recruiter experience. What have you recruited for in the past?" And so ChatGPT said, "Well, as an AI language model, I do not have personal experiences, but I have been trained on a large corpus of text data, including information about recruiting, hiring, and talent acquisition, therefore, my ranking of the 20 suggestions is based on the collective experience of recruiters who have shared their best practices and tips for finding software engineers," blah, blah, blah. Okay, okay, okay. I asked it, "When it comes to recruitment methods, what are you asked about the most?" And it replied, "As an AI language model, I don't have to break interactions with recruiters." Yeah, I get that. "But based on the questions that users ask me, I can tell that some of the most common topics related to recruitment methods include, number one, sourcing strategies." Ah, shout out to all the sourcers listening. Sourcing strategies, how to find and attract qualified candidates, followed by candidate screening questions and interview techniques. Those are the top three. Other things it mentioned were candidate experience, employer branding, diversity, equity, inclusion, passive candidate outreach, and so on. I thought to myself, this is interesting. Okay. Give me a list... Or rather, I asked ChatGPT, "Can you give me a list of prompts used by presumably recruiters that resulted in you receiving positive feedback?" Positive feedback meaning the thumbs up or thumbs down. Well, the thumbs up because that would be positive feedback there. That's basically essentially what I was asking. "Give me a list of prompts that, after you've answered the question, recruiters presumably gave it a thumbs up." It responded, "As an AI language model, I don't receive feedback directly," which I get, "but based on the prompts that you just have used to interact with me, I can suggest some prompts that have been effective for initiating positive interactions." And so here's a list. I made a mental note to myself to come back and experiment with these prompts, but let me go ahead and share certain them with you now. Can you help me with specific question or task related to recruitment? What are the best practices... For fill in the blank. What are the most effective ways to source candidates, screen resumes, conduct interviews? Interesting. How can I improve some aspect of the recruitment process? And so on. And then it said, "Remember, the more specific and clear the prompt, the more likely you are to receive a helpful and relevant response," which is very, very true, which is why I said in an earlier video... well, in another video, that the more detail you can give your prompt, the better the results you'll get from ChatGPT. With that in mind, I asked it, "What are some prompts for sourcing candidates that have been accepted by your users?" And it gave me a list of things like what are the most effective job boards for finding candidates in a particular industry? What are some niche sites or forums where I can find qualified candidates for whatever? How can I use platforms like LinkedIn or Twitter to find and engage with potential candidates? And so on. And it said a lot of things here. Number 10 caught my eye: How can I incorporate diversity and inclusion initiatives into my source strategy to attract a wider pool of candidates? Because diversity and inclusion is a hot topic in recruiting these days. In a followup question, I just said, "Go deeper on number 10," which, of course, was the number 10 of the last response it gave me. And it replied, "Incorporating diversity and inclusion, D and I, initiatives into your sourcing strategy can help you attract a wider pool of candidates, including those who may come from underrepresented or diverse backgrounds." Yeah, I know. "Here are some prompts that can help you develop a D and I sourcing strategy. And so it gave me a list of suggestions that I thought were pretty interesting. How can I use language in my job posting that is inclusive and appealing to a diverse audience? What are some professional organizations or groups that support diversity and inclusion in whatever industry or location? What are some effective ways to showcase your organization's commitment to diversity and inclusion, such as through your website or social media? Now, as I read through these different prompt suggestions, a couple of them stood out to me, number two in particular. I said, "Give me more detail on number two, I'm looking for software developer skilled in Python." And it responded, "Well, if you're looking for software developer skilled in Python, there are several strategies you can use." And it gave me a list of ways that I could potentially find diverse candidates who are skilled in Python. And it gave me things like look for specialized job boards, and it name job boards like Women Who Code, Black Tech Jobs, Natural Society of Black Engineers, job board. It mentioned things like attending industry events that focus on diversity and inclusion in tech such as Afro Tech or Lesbians Who Tech, which is an organization I wasn't familiar with, so that was useful. It also mentioned partner with organizations that support diversity and inclusion in tech, such as Code 2040, another organization I did not know about, or Black Girls Code; I did know about that one, but still very interesting to know. And then mentioned this: "Use social media to promote your job opportunities and showcase your company's commitment to diversity and inclusion." And I thought that was interesting. Give me more detail on number six, which is what I asked it as you see here. It gave me more detail on number six, which was, again, use social media to promote job opportunities to diversity and inclusion. And it gave me this response: "When it comes to assessing and improving D and I of your recruitment process, there are several ways to use data to identify areas for improvement. Here are just some ways to use data." And it gave me a nice little list here. Among them, one that stood out to me, maybe... Well, a couple of them stand out to me, but one of them is track diversity metrics in your recruitment process. That's certainly interesting. Survey your candidates employees. Also good. Use technology to remove bias from your sourcing process. Consider using AI powered tools that can help remove biases from your sourcing process, and so on. Very, very interesting. I really like this because the things I like the most about using ChatGPT for that, for developing a sourcing strategy is that it is good for brainstorming ideas. I kept asking it for ideas, give me 10, now give me 20 more ideas, now give me 30 more ideas. I like that. It really helped spark the creative juices in my mind mind. I really love ChatGPT for brainstorming. I also like that I was able to ask it to give me a suggestion of lists based on which technique or which strategy actually would be more successful so I'm not wasting my time doing everything. It gave me a list of what would most likely be the most successful, and it ranked it from most successful to least successful, which I really liked. And then it gave me a lot of insight on D and I from the standpoint of incorporating it into my sourcing strategy, which is, as I said earlier, a hot topic. Very cool. I like ChatGPT for this. I really like ChatGPT for the brainstorm. Can't stress that enough. I really, really like it for brainstorming, helping me get started and getting me on my way. Thanks, ChatGPT. If you were real, I would hug you. Maybe I would kiss you. Let's try that.
Continue reading
ChatGPT
4 min read
How to Create Job Titles with ChatGPT
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
AI
4 min read
How to boost employee retention with ChatGPT
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
Human Resources
3 min read
Hiring an Employee Checklist
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 readingAbout Emissary
Emissary is a candidate engagement platform built to empower recruiters with efficient, modern communication tools that work in harmony with other recruiting solutions.
Stay in the loop!
Subscribe to our bi-weekly newsletter and keep up to date with the latest Recruiting and HR tips and trends.
By clicking send you’ll receive occasional emails from us.