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June 22, 2022

4 Trends in Shifting Candidate Priorities

Since the Great Resignation disrupted the workforce, it’s been a candidate’s hiring market. Candidates are heavily recruited by multiple companies simultaneously, causing them to drop out of less desirable recruitment processes at alarming rates. This trend leaves Talent Acquisition teams in a state of uncertainty, wondering how they can stay competitive as employers and keep candidates interested.

Key to remaining strategic and competitive is to keep up with shifting candidate priorities. According to employers, one of the most efficient strategies for combating high attrition and drop out in the recruitment process is to calibrate candidate messaging to exactly what candidates care about. Doing that poses some difficulties, though, because the unpredictability of candidate priorities is one of the top three challenges facing recruiting teams today.

Fortunately, we collect frequent data on candidate priorities and decision drivers. Candidate priorities have been changing quickly from quarter to quarter since 2020, but some key trends have emerged within those changes:

1. Diversity, equity, and inclusion are consistently growing in importance.

Once ranked as the 7th most important candidate priority in 2020, DEI most recently ranked as the 2nd most important at the end of Q1 2022. It is likely that DEI will continue to be a key decision driver in the future as more of Gen Z joins the workforce. Younger generations place greater importance on DEI with 30% of Gen Z and 22% of Millennials rating it as their top priority compared to just 12% of Baby Boomers.

2. Work-life balance might not be the catch-all buzzword it once was.

In 2020 and 2021, work-life balance ranked within the top 3 candidate priorities. However, by the end of Q1 2022, it had fallen to fifth. While still a high priority, it resonated less with candidates, especially those of older generations. Only 6% of Baby Boomers and 8% of Gen X ranked work-life balance as their top priority. Whether or not this will be a long-term trend remains to be seen. As Gen Z increasingly joins the workforce, they bring with them some of the highest support for work-life balance amongst the generations with 16% of Gen Z ranking it as a priority.

3. Compensation and benefits are (almost) always number one.

With the exception of Q3 2020, still within the heights of the pandemic when job stability became the biggest priority for candidates, total compensation, including benefits has held steady as the most important consideration for candidates each quarter. While this is important to always keep in mind, employers should keep up with other candidate preferences as well. For example, companies that may not be able to compete on the basis on compensation could successfully leverage the next most important candidate preferences to maintain a competitive advantage.

4. Overall, there appears to have been a shift in priorities from “job-first” to “person-first.”

While total compensation, including benefits still ranks as the number one priority important priority among candidates, the other top priorities indicate a “person-first” shift.

• Future earning potential fell steadily from a top five priority in 2020. By Q1 2022, future earning potential was the 9th most important candidate priority.

• Opportunities for advancement, also a top five priority in 2020, didn’t appear on the top ten list by Q1 2022.

• On the other hand, work location and DEI went from the 6th and 7th most important candidate priorities to both ranking as top three priorities.

• Culture and coworkers and appeal of role and responsibilities moved up the list from the least ranked priorities in 2020 to be tied for 6th place in 2022.

 

These changes seem to indicate a prioritization of personal values – an interesting development that will need to be followed.

 

If you’re interested in keeping an eye on changing trends in the Talent Acquisition space, follow us on LinkedIn!

Stay up to date as candidate priorities shift.

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Recruiting Recruiters in an Ultra Competitive Market

Tuesday, June 21, 2022
Large Group Presentation

The war for talent is fierce in the current labor market, particularly for recruiters. In the race to fill unprecedented requisition loads, recruiters have been left feeling burned out and open to changing employers.

Recruiting Recruiters in an Ultra-Competitive Market

Tuesday, June 21, 2022
Large Group Presentation

The war for talent is fierce in the current labor market, particularly for recruiters. In the race to fill unprecedented requisition loads, recruiters have been left feeling burned out and open to changing employers.

June 21, 2022

How to avoid ‘rainbow washing’ and recruit LGBTQ talent authentically

It’s June, and the rainbow logos are once again in bloom.

 

As I was adding a splash of seasonal color to my own LinkedIn profile, however, I couldn’t help but feel a twinge of doubt. With jokes about “corporate Pride” growing in number and volume, how can employers be confident that they’re doing the right things for the right reasons? What happens when support for civil rights becomes so ingrained in American culture that it gets the meme treatment? Do tweets and banners celebrating LGBTQ+ staff ring hollow? Are we guilty of “rainbow-washing?”

A lot is riding on the answers to these questions…

 

You can read Aaron‘s entire article in Fast Company by clicking the link below:
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Start acting on candidate insights in real time.

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Experienced Recruiting Council Working Group – August

Topic: Global Talent Acquisition
Tuesday, August 23, 2022
Discussion
Interactive

Working Groups are opportunities for you to connect with fellow Talent Acquisition leaders around a specific topic. We are excited to create this virtual meeting space for you to problem solve and share best practices with a small group of peers.

Join us on Tuesday, August 23, 2022: 4:00-5:00pm EST to discuss Global Talent Acquisition.

Experienced Recruiting Council Working Group – July

Topic: Candidate Care & Keep Warm Strategies
Wednesday, July 20, 2022
Discussion
Interactive

Working Groups are opportunities for you to connect with fellow Talent Acquisition leaders around a specific topic. We are excited to create this virtual meeting space for you to problem solve and share best practices with a small group of peers.

Join us on Wednesday, July 20, 2022: 1:00-2:00pm EST to discuss Candidate Care & Keep Warm Strategies

June 08, 2022

Case Study: Building a More Inclusive Recruitment Process

A Fortune 500 financial services employer recently approached us with a new talent acquisition goal – they wanted to build a more inclusive recruitment process all the way from sourcing to hire. 

To support them, we developed quarterly strategy sessions where we drilled in on each stage of the recruitment process. We also provided data-driven recommendations for optimizing each part of the candidate journey. The sessions covered attracting and sourcing candidates, building interview processes, and winning candidates during the offer/sell process.

Here, we’re sharing a key insight from each session:

 

Session 1: Attracting and Sourcing Candidates

Use inclusive language in candidate messaging
It’s important to signal an inclusive environment in your messaging. This is particularly relevant when trying to attract and source candidates from historically marginalized groups. 1 out of 3 Black candidates and over half of LGBTQ+ candidates have not applied to a job due to a job description that seemed to indicate a non-inclusive work environment. 

 

Session 2: Implementing Effective and Inclusive Interviews

Where possible, stick to two interview rounds
According to candidates, 90% of employers conduct more interviews than are needed, but how many interviews is too many? Most candidates believe two interviews are enough. And, if there are more than four interviews, employers run the risk of losing candidates. This is significant because 44% of employers currently hold five or more interview rounds, which indicates a substantive disconnect between candidate preferences and current interview practices.

 

Session 3: Winning Candidates During the Offer/Sell Process

Give candidates the opportunity to discuss their offer in detail
Let candidates know what aspects of their offer are flexible and give them a space to feel comfortable asking questions about the offer and advocating for themselves. Candidates from diverse backgrounds (women, candidates from historically marginalized groups, LGBTQ+ candidates) are often less likely than non-LGBTQ+ White men to negotiate job offers, which may create unwanted pay gaps. Also, candidates from diverse backgrounds are more likely to accept an offer if the employer provided opportunities to discuss the offer in detail.

These are just a few of the recommendations we shared with the employer. For more about inclusive recruitment processes, here are “6 Practices to Promote Inclusive Interviewing.”

Start acting on candidate insights in real time.

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2022 Experienced Recruiting Council Annual Members Meeting Materials & Recordings

Tuesday, May 24, 2022 - Wednesday, May 25, 2022
Discussion
Large Group Presentation

Here you will find the resources from our 2022 Experienced Recruiting Council Annual Members Meeting. On May 24th & 25th, we brought together 50+ experienced and lateral Talent Acquisition leaders in person for presentations, breakout sessions, and a bit of fun too!

On the right, you can access the live recordings of research presentations and concurrent panel discussions along with the corresponding research decks.

Undisruptable: Building Intuitively Adaptive TA (Keynote Presentation)

Balancing High Tech with High Touch: Success Stories Using Technology in Recruitment (Panel Discussion)

Innovations in Sourcing Diverse Talent (Panel Discussion)

Promising DEI: Attain, Retain, and Sustain Your Diverse Workforce (DEI Presentation)

10 Keys to the New Era of Talent Acquisition (Closing Remarks)

In addition to these resources, you have access to six documents synthesizing the key learnings and takeaways from the Talent Strategy Lab discussions. 

Employer Branding and Digital Outreach

Leveraging Technology Effectively in Recruiting

Pipeline and Process Analytics

Recruiting Non-traditional Talent / Skills-based vs. Experience-based Hiring

Staffing and Upskilling Your TA Team / Partnering with Hiring Managers

Winning and Retaining Diverse Talent

 

If you attended the event in person, you can receive SHRM professional development credits. Please use the code 22-DJN97
May 10, 2022

3 Sourcing Channels to up Your Tech Talent Recruiting

Employers are facing an unprecedented level of competition for tech talent in the U.S. As information technology systems become increasingly complex and essential in all sectors of the economy, companies across industries are competing for top tech talent.

With this heightened competition, tech professionals are bombarded with messages from recruiters on a weekly basis. 

Every two or three days, a different large tech company recruiter will message me and call me,” one software engineer said in an in-depth interview with Veris Insights. “Big Tech names, they’re definitely the most persistent. But then there’s smaller companies and then external recruiters that will reach out all the time, as well.”   

While most tech candidates use popular platforms like LinkedIn and Indeed, it is vital for recruiters to use alternative sourcing channels to source a strong pipeline, particularly given how much outreach candidates are receiving. Here are 3 alternative sourcing channels for recruiters to optimize their tech talent recruiting strategy. 

Social Media

Tech-specific Facebook groups and Reddit forums are the most popular platforms for tech talent searching for jobs. 3 in 10 software engineers, IT professionals, and data scientists have used tech-specific Facebook groups to look for jobs, and over a quarter of software engineers and IT professionals have used tech-specific subreddits, the most popular one being r/techjobs

In addition, 4 in 10 job-seeking tech professionals often click on recruitment marketing on Facebook, Reddit, Twitter, and Instagram when they see ads from employers. 

Consider expanding your employer marketing beyond traditional job-centered platforms to social media platforms like these. Creating a social media sourcing strategy can help you expand your reach — just make sure to be creative with your marketing content to suit the style of the platform.

Industry Events

Tech-specific events and conferences are another viable channel to recruit tech talent. In fact, over a third of tech professionals have gotten a job through a tech-specific event or conference. 

Software engineers attend more conferences in a typical year than other tech talent groups and are the most likely to have secured a job as a result of attending a tech event or conference. 

Consider (and continue!) attending events like these to attract candidates and fill your pipeline, particularly for software engineering roles.

Referrals

Lastly, referrals are still a reliable source of job opportunities for tech professionals. 61% of all tech professionals have secured employment through a referral, and tech professionals are more likely to seek out referrals than non-technical candidates. 

Promoting a referral bonus program among current tech employees can help you fill your pipeline with talent. It is important to be mindful of possible equity issues, though. Veris Insights research finds that majority groups seek jobs through referrals more frequently than marginalized groups.

In this fiercely competitive market, recruiters must look beyond their traditional sourcing channels for attracting talent. Exploring and leveraging these alternative channels can give you the competitive edge you need to win tech talent.

Also from Eda Incekara: 6 Practices to Promote Inclusive Interviewing

Revamp your tech talent recruiting strategy.

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April 22, 2022

How to Streamline Your Recruiting Process

To gain a competitive edge in today’s job market, employers must streamline their recruiting processes.

At the start of 2022, active job seekers were submitting nearly twice as many applications as they were in 2021. With candidates having more and more job opportunities to consider, employers must work even harder to keep them engaged in the recruitment process.

Minimize Time Spent Recruiting

During the application stage, the majority of candidates are willing to engage with 4 or more employers at the same time. By the first-round interview, however, most candidates are willing to engage with 1 to 3 employers. 

As the recruiting process continues and candidates begin to consider fewer options, moving candidates forward to a first interview quickly can help edge out competitors. Plus, it will ensure that your top candidates get the chance to interview. 

Prioritize Timely Communication

In addition to a shorter recruiting process, quick response time will keep job seekers more engaged and interested in your job opportunity.

More than 6 in 10 candidates have dropped out of a recruitment process because of employer-related delays (e.g., it took too long to hear back about an application or to schedule a first interview).

“If I’m not hearing from you, I’m assuming that it is a ‘no.’ So, I’m going to move on with other opportunities,” one candidate said in an in-depth interview with Veris Insights.  

Most candidates expect to hear back from potential employers within a week of taking a screening call or having a first-round interview, but they want a shorter turnaround as they progress in the process. For instance, half of candidates want to hear back after a final-round interview in less than a week.

To go a step further, consider providing candidates with an overview of your recruiting timeline so they can calibrate their expectations accordingly.

In today’s increasingly competitive job market, a streamlined recruiting process will be essential for keeping applicants engaged. Prioritize quick response time and movement in the process to minimize the likelihood of candidates dropping out of your pipeline.

Revamp your recruiting process today.

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