Resources
Recruiting Trends
3 min read
Tech Recruiting Trends
Recruiting technical professionals has taken a bit of a hit recently with all the layoffs happening. I think I’ve seen numbers like 200,0000 of them have been let go in the last year or so. But this doesn’t necessarily mean its going to be easier to recruit them. Tech job site Dice.com recently published a report on what these tech pros seek in a future employer. Here’s a quick summary of that research; More technology professionals are likely to change employers. Despite a less optimistic outlook on the economy, 52% of respondents indicated they are likely to switch jobs in the next year (up from 44% last year). This is great news for companies hiring tech talent where supply continues to outpace demand and concerning news for any organization currently employing tech professionals. The need for tech talent shows no signs of slowing and this increase in openness to opportunity means recruiters are more likely to get a response from both active and passive candidates. Fully remote work remains important to most technology professionals, surpassing interest in a hybrid working model. Sixty percent of tech professionals ranked 100% remote work as their most desired workplace setting compared to 53% in 2021. Understanding why they now prefer working remotely full time and what, if anything, would entice them to return to the office a few days a week will help employers navigate remote work policies and return-to-office initiatives in the new working world. An employer’s brand and company culture are driving factors in technology professionals’ decision to join a new employer. Nearly 90% of tech professionals feel an employer’s brand is important when considering a new employer and nearly 8 in 10 said they would not apply for a higher paying job at a company with a bad reputation. If you’re not investing in your brand and reputation as an employer and ensuring your company culture is one that supports employee morale and creativity, you’re already behind. Employers plan on employees returning to the office in the near future, but their return-to-office incentives don’t align with what technology professionals want most. Almost 70% of employers have future plans for a hybrid work environment, but only 30% of tech professionals indicated a preference for hybrid work. To entice employees to return to the office at least three days a week, employers are offering incentives like free food, casual dress codes and comfortable furniture. For tech professionals, however, increased pay, or other monetary incentives are most likely to attract them back to an office environment. But the allure of fully remote will always be there. Tech Recruiting Evolution The tech recruiting landscape is constantly evolving, and tech companies need to stay up-to-date in order to keep their businesses competitive. One of the bigger tech recruiting trends that has recently emerged is an increased focus on candidate experience. Companies are putting more effort into providing a positive hiring process for tech candidates, seeking to create a respectful and welcoming environment in which they can evaluate potential job applicants. Another tech recruiting trend that has been gaining traction is the use of AI technology in hiring processes. Utilizing AI allows tech companies to assess candidates quickly and accurately, while also streamlining the recruitment process. AI can be used to analyze resumes, gauge aptitude tests, and even conduct virtual interviews, helping tech companies find the right fit for their tech team. Finally, tech recruiters are also increasingly leveraging data-driven tech recruiting strategies. By using data analytics to identify and target the most qualified tech talent, tech companies can improve their hiring process while ensuring they make the best hires for their tech teams. Leveraging data-driven recruitment methods helps tech companies attract the right tech professionals more quickly and efficiently. Overall, tech recruiting trends show that tech companies need to stay ahead of the curve in order to remain competitive. To do this, they must embrace new technologies and strategies such as AI and data-driven recruiting in order to ensure a successful tech team recruitment process. By doing so, tech companies can find the ideal fit for their team faster than ever before. It’s likely many tech companies over hired during the pandemic and now they have begun to realize they don’t need all these people to remain profitable. This era may also be the end of entitlements pioneered by the likes of Google to entice workers to remain at work for long hours. A global pandemic and remote work have caused a sea change in recruiting and a new era of talent acquisition is upon us.
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Recruiting
2 min read
Evergreen Jobs
Many employers have something called ‘evergreen jobs’. It’s a term most job seekers never hear but its quite a common phrase in recruiting circles. An evergreen job listing is a job opportunity that remains open for an indefinite period of time. This type of job listing does not have a set expiration date and can remain active for weeks, months or even years. Evergreen job listings are typically posted by employers who are looking to fill multiple positions or who are looking to hire over the long term. These job postings may also be used by organizations seeking seasonal workers or those offering flexible working hours. By having an evergreen job listing in place, employers can easily find qualified applicants without having to constantly repost job openings. Additionally, job seekers can apply to these listings at any point during their duration and benefit from potentially more competitive salaries and benefits than those offered through limited-time job postings. Challenges Associated with Evergreen Jobs The biggest challenge associated with evergreen job postings is finding the right people to apply. Fewer targeted job postings means less response from potential candidates, resulting in fewer applications overall. This makes it difficult for recruiters to find qualified individuals who are interested in the position. Additionally, evergreen jobs wreak havoc on recruiting analytics as they make it difficult to measure any metrics associated with hiring efforts. Furthermore, recruiters must invest a great deal of time into constantly monitoring databases for applicants and updates to their profiles – this process can be lengthy and arduous if not done strategically. Evergreen jobs may seem like a great fit for someone with the perfect set of skills, but sadly this is not always the case. With many companies being inundated with applications for evergreen roles, finding exactly what you need can be challenging. Moreover, despite the increasing popularity of matching technology and the promise of tailor-made solutions for all applicants, unicorns continue to be rare when it comes to filling these types of jobs. Unfortunately, this often leads to disappointment and discouragement amongst job-seekers who don’t hear back from potential employers. Therefore, it’s important to stay positive in these situations and remain resilient while also remembering that evergreen jobs are still worth pursuing; as they offer valuable opportunities to gain experience long after an initial position has been filled. Strategies For Improved Processes There are several strategies that companies can use to improve the process of finding and hiring talent from evergreen jobs postings. The most important thing is emphasizing transparency in communication with candidates regarding their status of application or interviews. Automated software should also be used for sourcing talent from open job listings or databases as this will help speed up the process significantly. Social media and networking sites can also come in handy when looking for qualified candidates from non-traditional sources. Online assessments are another helpful tool as they allow recruiters to compare candidate qualifications quickly and prioritize those who are most suitable for the role being offered. Conclusion Recruiting talent from an evergreen job pool presents unique challenges due to its extended duration but these challenges are not insurmountable if companies utilize certain strategies like improved communication, automated software solutions, social media networks, online assessments, etc., which will all help streamline processes while still providing quality results in terms of finding the right people for each position being offered. By following these steps, companies should have no problem attracting qualified applicants who meet their requirements despite having an evergreen job posting open indefinitely.
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Recruiting
2 min read
Strategies for a Candidate Market
In today’s market, even with some layoffs, candidates still have many options when it comes to jobs and the companies they choose to work for. This puts employers in a tight spot as candidates now hold more leverage when it comes to negotiations. As such, hiring in this candidate-driven market requires a different approach that ensures candidates are attracted and retained. The first step is understanding exactly what candidates are looking for, which involves researching their skill sets, motivations and salary expectations. Once a thorough understanding of candidates is established, you can start crafting job postings that will appeal to them. Be sure to include all details about the position including responsibilities and salary range so candidates know what they’re getting into before applying. Once applications start rolling in, review candidates thoroughly to ensure the best candidates are selected. Use interviewing techniques that focus on candidates’ skills and experiences, and don’t be afraid to ask probing questions that get past surface level answers. When it comes time to make an offer, consider offering incentives such as work-from-home opportunities or flexible hours. These types of benefits can attract top talent and help keep them engaged with the company over a longer period of time. Additionally, provide candidates with a clear timeline for when they can expect news of their hiring decision so they don’t feel lost in limbo. Finally, once candidates accept an offer and join your team, ensure onboarding is smooth by providing comprehensive training programs and ensuring new hires have the support they need to be successful in the role. Candidate-Driven Hiring Tips “We are seeing an unprecedented volume of new positions from businesses worldwide in January,” says Kathleen Steffey, CEO, and Founder of Naviga Recruiting & Executive Search. The volume of hiring has returned to pre-pandemic levels and employers are having to compete for top talent like never before. This surge brings about new challenges for employers that have plans to grow their headcount in 2023. “2022 labor constraints have forced hiring managers to be more creative in their hiring decisions. The path for 2023 has no projected change in sight,” says Steffey. Below are 6 effective hiring strategies that will increase your chances to recruit the best candidates while retaining your current team. 1. Move Quickly It’s important to keep your candidates engaged especially during a candidate-driven market. Despite all the tech layoffs there is no such trend in the blue collar and hourly job markets. Employers need to keep candidates updated throughout the hiring process and respond promptly. If candidates are left in the dark, you may miss out on your next best employee. Focus on speed of hiring by removing barriers to apply. 2. Focus on Retaining Your Existing Team Retention is such a large part of a successful recruiting strategy when there’s a shortage of best-fit candidates. Let your current team know how much you appreciate them and recognize their efforts. Figure out what benefits matter to them most and work to help meet their needs. 3. Tap into the right talent pools Talent pools might be getting larger, but the number of quality candidates is getting smaller. Additionally, top candidates are getting choosier and know they have plenty of options. 4. Consider remote working Many employees have become accustomed to the flexibility and work/life balance that comes with remote work. If you’re able to offer a remote position, not only will this be a selling point of the job, but it will also increase the number of potential candidates who can apply. A hybrid approach can also be influential. 5. Be mindful of your interview process Interviews should be used to attract top talent, not send them away. Companies with long, in-depth interview processes lose out on top talent, especially leadership-level candidates. 6. Consider Temporary Staffing Hiring employees on a Temp Staffing basis can reduce the risk of turnover and eliminate high training and salary costs. Not only can you choose how long you want the temp contract to last, but you also have the flexibility to terminate the contract immediately. As more candidates take advantage of the current job market, employers need to be aware of these trends and change their own recruiting and hiring practices if they want to compete. By following these steps, you can ensure candidates are attracted, retained and fully onboarded in a candidate-driven market.
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Hiring
2 min read
What’s the Cost of Hiring an Employee?
Bringing new employees into your company can be an exciting experience, but it’s important to be aware of the costs associated with hiring. These costs can include both financial expenses and the time investment required to onboard and train new hires. It’s essential to understand what hiring expenses are and to have an idea of the amount that the most common expenses may cost your business. This will help you be prepared to absorb these costs and make informed decisions about your hiring process. There are many factors that can affect the cost of hiring an employee. Some of the most common include: Salary and benefits: The main cost of hiring an employee is typically their salary and benefits package. This can include things like their base pay, bonuses, insurance, and retirement contributions. Recruiting and hiring: It can also be costly to find and hire new employees. This can include the cost of job postings, recruiter fees, and any other expenses associated with the hiring process. Training and onboarding: Once an employee is hired, there may be additional costs associated with training and onboarding them. This can include the cost of training materials, time spent training, and any travel or other expenses incurred during the onboarding process. Taxes and compliance: Employers are also responsible for paying various taxes and complying with various regulations, which can add to the cost of hiring an employee. Equipment and supplies: Depending on the nature of the job, there may be additional costs associated with providing the necessary equipment and supplies for an employee to do their job effectively. The most common expenses associated with recruiting new employees can include: Job postings: Many companies use job boards or other online platforms to advertise open positions, which can be a significant expense. A job posting can cost upwards of $400 in the U.S. job market. Recruiter fees: If you use a recruiter to help you find and hire new employees, you will likely need to pay a fee for their services. Travel: If you need to bring candidates in for interviews or other recruitment-related activities, you may incur travel expenses such as airfare, hotels, and meals. Advertising: You may also need to pay for advertising to promote your open positions and attract candidates. This can include things like print ads, radio or television commercials, or online ads. Candidate sourcing: Some companies use specialized software or services to help them identify and reach out to potential candidates. These tools can be expensive. Background checks: some jobs require a background check that can cost up to $100. Referral bonuses: if you reward employees for referring candidates you may have to pay them a bonus of $500 to $1,000. Onboarding: depending on the role your new employee will need to be onboarded before they can begin their job on their own thus costing you money for getting them up to speed. Training: some sources peg the average cost of training a new employees at around $1,300. When bringing a new employee into your company, there are both visible and hidden costs to consider. These hiring expenses can include things like recruitment fees, travel costs for candidates to attend interviews, and relocation expenses. It’s important to be prepared for these costs, but there are also less tangible expenses to consider, such as a temporary decrease in productivity as the new hire adjusts to their role and the time investment from current employees as they participate in the hiring and onboarding process. These costs can add up and impact the overall efficiency and productivity of the business. It’s important to be aware of and budget for these expenses to ensure a smooth and successful hiring process. The cost of hiring a new employee can vary greatly, but it’s generally estimated to be between $4,000 and $20,000, (source: indeed) not including the salary and benefits of the new hire. It’s important to be aware of these costs and to budget for them when planning to bring on a new team member. Given the expense involved, it’s crucial to take the time to carefully assess the fit of a candidate for both the role and your company during the hiring process. It’s also important to be aware of the specific expenses involved in hiring for your business so that you can be prepared to cover them.
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Recruiting
2 min read
How to Hire Faster
When hiring, one of the most important elements for success is speed. It’s vital to ensure that you have the right candidate in place as soon as possible to ensure that your team can hit its goals and objectives. Unfortunately many companies seem to get bogged down in their own hiring processes. If that’s the case in your organization its time to address the issue. Speed is the new black. Today’s applicants don’t like to wait and yet too many companies still have “slow to hire” mentalities. I recently spoke to a retail outlet executive who told me they recently were able to cut their time to offer from 3 weeks to 3 days. That’s music to my ears. How can you hire faster? Check out these tips; 1. Reassess your hiring platform – There are a number of hiring platforms available on the market that make it easy to find and contact potential candidates quickly. These platforms also save time by automating certain parts of the hiring process, such as screening resumes or conducting initial interviews. If your current HR tech stack doesn’t allow to optimize its time to change it. 2. Use job postings to weed out the unqualified – Having an effective job listing isn’t just about aesthetics—it also directly impacts your recruitment process by making sure you are attracting the right kind of talent for your open positions. A clear job description helps attract more qualified candidates who have experience relevant to what they will be doing on the job. It also helps improve response rates from interested individuals who are eager to apply because they understand exactly what will be expected of them in their new role. Finally, having an effective job listing means less time spent interviewing unqualified individuals who don’t have the necessary skills or experience for the position. 3. Pre-screen applicants – If possible, pre-screen applicants before inviting them to interviews. This means asking simple questions such as why they are interested in the job or what their experience is with the hiring keywords. This will help you quickly eliminate those who don’t meet your hiring requirements and get closer to finding the perfect candidate faster. 4. Encourage referrals – Ask your current team members if they know anyone that would be a good fit for the position you’re hiring for. Not only will this save time as you won’t need to conduct as many interviews, but it also creates an easier hiring process for potential candidates since their referrals have already vouched for them. Software like Erin Ap exists to help optimize this process. 5. Be transparent about the hiring process – Make sure potential candidates know how long the hiring process will take and what steps are involved, so they can decide if it’s a good fit for them. This transparency also helps to reduce any delays in hiring as applicants already know what to expect from start to finish. I recommend adding content to your career site to break it down for them. 6. Streamline hiring documents/onboarding – Have all necessary hiring documents ready before beginning the search for a new employee. This will allow you to move through the entire hiring process faster as applicants can sign and submit documents right away. Digitize the onboarding paperwork for them. By following these tips, you’ll be able to hire people faster and more efficiently in order to keep your team on track. In today’s candidate-driven market, job seekers rule the hiring process and if yours is taking too long, top talent will turn to your competition to get employed faster. If your leadership is still not convinced, show them the money trail. Its costing you money to leave positions unfilled. Calculate turnover costs so you can quantify that stat. The “time to fill” number is now just as important as the quality of hire. A slow hiring process is just bad for business, and it can have a detrimental affect on your existing employees such as lower performing hires, and replacement hires that take longer to ramp up/train. If you care about the candidate experience and the morale of your recruiting team, take steps immediately to make your hiring process faster.
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Recruitment Marketing
3 min read
Creative Job Titles That Resonate With Job Seekers
When it comes to creating job titles, many companies struggle with finding the right words. They want their jobs to reflect their company culture, but they also want to be sure that the titles are searchable and appealing to potential employees. In this blog post, we will discuss some tips for creating job titles that accurately reflect your company’s culture while also being creative and interesting and straightforward. Job search site Indeed suggest taking a simpler approach when it comes to job titles. They consider a great job title are ones that a job seeker would search for. It should be a “industry-standard term”. They offer this example; For example, “Customer Service Representative” is a common job title for someone who answers customer questions. While you might be tempted to use a more eye-catching job title like “Phone Answering Superstar,” job seekers just aren’t searching for that term on Indeed. They’d prefer employers stick to job titles that job seekers “will find”. And this strategy has a purpose. When you stick to standard job titles, you’ll be more likely to reach more quality candidates. Creating Your Job Titles Start by considering the type of role you are hiring for and how it fits into your company’s mission. Think about the skills that you need and what kind of people could best fill the position. This will help you determine what kind of job title would be most appropriate. Next, consider how creative you want to get with your jobs titles. While many companies opt for traditional titles such as ‘Account Manager’ or ‘Project Manager’, some organizations may want something more expressive and creative like ‘Social Media Maven’ or ‘Data Driven Strategist’. The goal is to make sure your jobs stand out from others on the market, so think carefully about what unique terms might work for each position. Also consider how the jobs you are creating fit into your company’s values. What kind of language do you use to describe successful employees? This can help guide what kinds of job titles would be most appropriate and meaningful for each role. Give Your Job Titles Context I also like to give job titles more context by adding a descriptive word or two at the end of the job title. For example I recently saw an HR role on the job board EvilHRJobs that caught me eye. HR Generalist + Talent Wrangler (PT Remote) The first part holds the standard industry term but the rest of it gives more context about the role. It tells the job seeker that it will require some recruiting but its only a part time gig. That combination helps the seeker filter themselves out or in. Finally, keep in mind that these job titles should accurately reflect the responsibilities associated with each position. You don’t want a title that is too vague or doesn’t accurately reflect the work that will be done by the person who takes on this role. The job title should also be searchable and easy to find when potential employees are looking for jobs at your company. Creating job titles that capture the essence of your company while still being informative and creative is no easy task. By taking these steps, you can ensure that your jobs stand out among the crowd and attract the right kind of people for each role. Writing Your Job Description A job description should start with a clear and concise job title that accurately describes the role. This will help potential candidates understand what type of position they are applying for and whether it aligns with their skills and experience. It’s also important to use keywords in your job title that are relevant to the industry or position, as this can help you reach out to more qualified applicants. Next, provide a detailed overview of the jobs duties and responsibilities. Be sure to include all tasks related to the role so that candidates have an accurate idea of what they will be expected to do on a daily basis. Additionally, describe any special skills or knowledge that may be required for success in the position, such as programs or software used by your company. In addition to job duties, list the qualifications and experience required for the role. This should include both educational requirements as well as any relevant work history or skills that are necessary for success in the position. If you’re looking for somebody with a certain level of expertise, be sure to state this clearly so that candidates know what they need to have in order to be considered. Finally, provide an overview of your company and its culture. Candidates want to know what it’s like to work at your organization and how their job fits into the bigger picture. Talk about your values and mission statement, as well as any perks or benefits that come with working at your business.
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AI in Recruiting
3 min read
AI Recruiting Technology
The recruiting industry is about to be revolutionized by artificial intelligence. AI is already being used to help automate the process of finding and screening candidates, and it is only going to become more widespread in the coming years. This will allow businesses to find the best possible candidates for their open positions, and it will also help reduce the time and cost of recruiting. If you’re a recruiter or hiring manager, understanding and leveraging the power of Artificial Intelligence (AI) can give you a competitive edge in the marketplace. AI has become increasingly important in the recruitment process, as it allows you to source candidates faster, increase applications, and improve your interviewing and hiring practices. Let’s take a look at how AI can help your business find the right candidate for the job. How AI will affect recruiting technology AI can be used to automate many of the tedious and time-consuming tasks involved in recruitment. AI algorithms can quickly scan large numbers of resumes and identify the most qualified candidates for a job opening. It can also be used to analyze social media profiles, monitor applicant responses, and even predict which applicants are likely to stay with a company long-term. Here’s what else it can do; AI can also help make the recruiting process more efficient by filtering out unqualified candidates or those who don’t meet certain criteria before they reach human recruiters. This helps reduce the amount of time spent on each potential candidate while still delivering quality results. It is important to note that AI will not replace recruiters but rather assist them in finding top talent more efficiently. AI is also being used to facilitate virtual recruiting. AI-powered chatbots can automate the process of interviewing potential candidates and providing them with further information about the job and company. Ai could also be used to set up online tests or assessments as part of the recruitment process, helping recruiters evaluate a candidate’s aptitude for the role faster and more accurately than ever before. One of the most powerful ways to use AI in recruiting is by using automated job listing analysis to identify which keywords are most likely to drive quality candidates to apply. Additionally, AI can be used to search through resumes quickly and accurately identify potential hires who would be a good fit for a given position. This eliminates time-consuming manual searches that may not yield as many results. The use of advanced algorithms to send out suggested messages when reaching out to potential candidates based on their qualifications and experience will be prevalent. This helps ensure that recruiters are targeting the right people with consistent messaging that resonates with them. Job applications conversion rates with AI By utilizing AI-powered insights into which keywords are more likely to draw applicants in based on their past job searches, you can tailor job listings so they’re more attractive and eye-catching. Additionally, targeted ads can be designed specifically for an ideal candidate for each position—resulting in an increased number of qualified applicants! AI & Sourcing Improving Your Sourcing, Interviewing & Hiring Practices with AI Automated initial screening interviews is becoming increasingly popular in finding high-quality candidates faster than traditional methods because they allow recruiters to filter out unqualified applicants quickly without having one-on-one conversations with each applicant beforehand. By using an AI chatbot or virtual assistant, companies can spend less time on manual resume reviews and more time focusing on engaging quality talent through personalized conversations based on their individual needs. In addition, machine learning algorithms are able to uncover patterns associated with success in a particular role over time—which helps managers make better informed decisions when making offers or extending invitations for second rounds of interviews. Leveraging Artificial Intelligence (AI) is essential if you want your business’s recruitment process to run smoothly while also finding quality talent that fits your organization’s needs perfectly. Automating certain aspects of sourcing, interviewing & hiring allows companies to save time and money while still ensuring they hire the best possible candidate for any given position—all while remaining compliant with ever-changing laws & regulations related to employment practices. The use of AI in recruiting technology has the potential to revolutionize how companies find and hire new talent. AI will save time for both recruiters and applicants, making it easier for employers to find qualified candidates quickly, while still ensuring that they are selecting only the most suitable individuals for open positions. With AI likely to become even more widespread in recruiting technology, the future of recruiting looks to be more efficient and cost-effective than ever before. I expect AI to seep into many of the recruiting platforms in use today. In a few years, those platforms will seem quite different than their current versions.
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Text Recruiting
2 min read
Tips for Texting Job Applicants
The hiring process can be an exhausting one for recruiters, especially when it comes to staying in touch with job applicants. Thankfully, text messaging is a perfect tool for recruiters to use to keep communications with applicants running smoothly. Let’s look at some of the ways that texting job applicants can make the recruitment process easier and more efficient. •Many candidates are using their phones to search for jobs, with nearly 70% of applications being submitted through a smartphone. • Candidate texting is a way of communicating with candidates throughout the process via text message. • This can include reminders for things like completing job forms, scheduling interviews, and providing reference information. Texting is Quick Text messages are read almost immediately after they are sent, meaning that recruiters can get quick feedback from applicants and move on to the next part of their recruitment process without waiting days or weeks for an answer. This is perfect for tight turnaround times and can help speed up the hiring process as a whole. It also allows recruiters to respond quickly if an applicant has any questions or needs help with their application. Scheduling Interviews via Text When it comes time to schedule interviews, texting is a great way for recruiters to communicate with job applicants. Since text messages are received almost instantly, recruiters can get confirmation from applicants quickly and easily. Texting also allows recruiters to have all of the interview details handy in one place instead of having them spread out over emails or phone calls which makes scheduling much simpler and faster. Personalization thru SMS Texting also allows recruiters to personalize their interactions with job applicants, which helps build relationships and create better connections between employers and potential employees. Text messages allow recruiters to provide information such as directions, helpful tips, or even just friendly reminders about upcoming interviews that help make job candidates feel more comfortable throughout the hiring process. Job Search Texting Job hunting has come a long way since the days of scanning newspaper classifieds. Now, nearly 70% of job applications are submitted through a smartphone, with many candidates using their phones to search for open positions. This trend is likely to continue, as more and more employers move to texting and SMS as a way to communicate with job seekers. As a result, it’s important for candidates to be aware of how to use their phones to their advantage when looking for a job. For example, texting can be a great way to follow up with a potential employer after an interview. A quick text can help you maintain contact without being too intrusive, and it shows that you’re still interested in the position. In addition, texting can be used to schedule interviews and keep track of important deadlines. By understanding how to use texting as part of your job search strategy, you’ll be better positioned to land the position you want. Popularity of Texting Texting has become a popular way to communicate, with many people choosing to text rather than talk on the phone or send an email. texting is also becoming a popular way to communicate with candidates during the recruitment process. candidate texting is a way of sending candidates text messages throughout the process, from initial contact to after an offer has been made. Texting is a quick and easy way to communicate with candidates, and it allows you to have a conversation without interrupting their day. texting is also a great way to keep candidates updated on the status of their application, and to remind them of upcoming deadlines or interviews. candidate texting is a valuable tool for recruitment, and it can help you to build better relationships with candidates. Overall, texting is an essential tool for recruiting professionals who want to stay connected with job applicants during the hiring process. Text messages provide quick responses, easy scheduling of interviews, and personalized interactions that make job candidates feel valued throughout the entire recruitment experience. Whether you’re just starting out as a recruiter or have been in the business for years, learning how to effectively use text messaging will help you succeed in your role by making your recruitment processes faster and easier while still providing excellent customer service. Book a demo of Emissary today to bring texting into your recruiting workflow.
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Recruiting Trends
3 min read
Future of Healthcare Recruiting
The healthcare industry is growing rapidly, and healthcare recruiting is becoming more complex and challenging due to our population getting older and living longer. In order to stay ahead of the competition, healthcare recruiters need to be prepared for the challenges that 2023 and beyond will bring. Here are the top 6 healthcare recruiting challenges that I see coming up: 1. Talent Acquisition: In 2022, healthcare organizations will be challenged to find the right talent for their organization. With healthcare jobs becoming increasingly specialized and competitive, healthcare recruiters will need to develop effective strategies for sourcing top-tier candidates. 2. Cost Control: The healthcare industry has seen a steady increase in healthcare costs over the past few years, and healthcare organizations are increasingly looking for ways to reduce costs without compromising quality of care. Recruiters will need to be creative in finding cost-effective recruitment solutions that still bring in the best healthcare professionals. 3. Employee Retention: Healthcare recruiters will also face the challenge of keeping healthcare talent engaged and committed to their healthcare organizations. Retaining healthcare professionals is key to success in the healthcare industry, and recruiting strategies should focus on creating an engaging environment for healthcare employees that encourages loyalty and retention. 4. Recruiting Automation: More healthcare organizations are utilizing recruitment automation technology to streamline their recruitment processes. This will present a challenge for healthcare recruiters who are not familiar with the technology, and they will need to quickly become knowledgeable in order to keep up with their healthcare competitors. 5. Adaptability: As healthcare technology advances, healthcare recruiters will need to be able to quickly adapt recruitment strategies to include changes in healthcare technologies and processes. 6. Compliance: Healthcare organizations must comply with relevant healthcare regulations and laws when recruiting healthcare professionals. Recruiters must be aware of healthcare compliance regulations and ensure that recruitment activities are conducted in a compliant manner. To follow up on these thoughts, The Josh Bersin Company, a research and advisory company focused on HR and workforce strategies, recently published some practical advice for healthcare organizations looking to address the sector’s alarming and fast-growing clinical workforce gaps. According to Bersin’s research, the healthcare industry is the largest employer in the U.S., with 1 in 7 Americans working in the sector today. The vast clinical capacity gap (there will be a gap of 2.1m nurses, or 1 in 3 nurse roles, by 2025, according to recent Bersin Company research) is the biggest challenge faced by the sector both in the U.S. and globally. The new report specifies what healthcare organizations should do now, based on this innovative, groundbreaking data—from benchmarking current workforce skills, and identifying roles in decline, using AI to identify skills and roles adjacencies, to determining career pathways to help bridge the capabilities now needed. The report also provides targeted development and educational programs to support people into the key roles of tomorrow. How to Fix Healthcare Recruiting Here’s a summary of solutions to address the healthcare recruiting challenge. Career pathways can even help raise communities from poverty to higher levels, solve societal challenges, and create equity and sustainability Reskilling people from a whole range of other roles, whether inside or outside healthcare, is now one of the most impactful strategies to fill severe gaps in nursing, potentially addressing 1/3 or 700,000 of unfilled vacancies in the health economy Healthcare employers need to be more vocal about no-cost retraining opportunities. Although 61% offer tuition reimbursement, only 11% see this widely used by employees and just 8% say employees are aware of these programs Educational assistance programs—those that don’t require employees to pay out of pocket—allow economically disenfranchised workers to participate and access genuine opportunity via these programs Employees in declining roles like receptionists or environmental services workers have many of the skills needed to easily reskill to entry level clinical roles Career pathways programs also significantly reduce the turnover of clinical talent—one of the biggest issues in healthcare (with some providers seeing rates of up to 60%). Gale Healthcare Solutions released new survey data today showing that gig-style work options offering flexible schedules and quick pay to workers can address the national nursing shortage and retain sought after nursing staff. The vast majority of clinicians – 89% – said they strongly prefer getting paid daily or sooner versus waiting for weekly or biweekly pay schedules. This finding held true across all age groups, not just younger workers. “Healthcare has 2-3 times as many job titles, skills, and career clusters as other industries, but traditional recruitment and retention solutions alone aren’t effective enough to close the clinical capacity gap. Career pathways from dead-end administrative roles to future-proof clinical jobs are one of the most strategic solutions to fill the clinical shortage over time. However, employers will need to develop long-term strategies to build their pipelines, as the certification requirements and learning/reskilling timelines are very long for clinical roles. As a result, healthcare organizations must think and act outside of the box, and they must start today if they want to survive beyond tomorrow. What’s interesting is that leaders in any industry can learn from these innovations to future-proof their organizations.” -Kathi Enderes, SVP, Research, and Lead Healthcare Industry Analyst at The Josh Bersin Company The healthcare industry is becoming increasingly complex, and healthcare recruiters need to stay ahead of the curve in order to remain successful. By understanding the top healthcare recruiting challenges of the future, healthcare employers can (and need to) prepare themselves for the changing landscape. These challenges can be solved, but only with a fresh perspective and the leadership to make it happen.
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Emissary is a candidate engagement platform built to empower recruiters with efficient, modern communication tools that work in harmony with other recruiting solutions.
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