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6 Challenges Facing University Recruiting Teams in 2024

Wednesday, March 20, 2024
Webinars

The University Recruiting and early talent landscape continue to evolve at a rapid pace. So, to remain competitive and achieve lofty goals this year, University Recruiting leaders need to ensure they stay ahead of the curve.

That includes staying ahead of the challenges UR teams are likely to face in 2024.

On Wednesday, March 20th at 1PM EST, we explored the 6 challenges we anticipate University Recruiting teams will face this year. These include the continued impact of economic uncertainty on both students and employers, and the unique challenges of AI.

You can’t fully address a problem without a true understanding of that problem, so watch the webinar recording for the information you’ll need to get ahead of this year’s challenges and set your team up for success in 2024.

6 Challenges Facing University Recruiting Teams in 2024

Wednesday, March 20, 2024
Webinars

The University Recruiting and early talent landscape continues to evolve at a rapid pace. So, to remain competitive and achieve lofty goals this year, University Recruiting leaders need to ensure they stay ahead of the curve.

That includes staying ahead of the challenges UR teams are likely to face in 2024.

In this session, we dug into the 6 Challenges we anticipate University Recruiting teams will face this year:
– Increased applicant volumes
– Looming economic uncertainty
– Heightened scrutiny on UR
– Elevated student expectations
– Growing influence of politics
– AI disruptions

You can’t fully address a problem without a true understanding of that problem, so join us for the information you’ll need to get ahead of this year’s challenges and set your team up for success in 2024.

To receive SHRM credits for attending the session, use the code 24-3U4C7.

Recruiting in the Era of Generative AI: Strategies for Success in 2024

Wednesday, February 21, 2024
Webinars

More than 2 in 3 Heads of Talent Acquisition say they do not feel prepared to effectively incorporate generative AI into recruiting.

This isn’t surprising considering the creation of high-level TA strategies and policies for generative AI has lagged even as adoption has become widespread. For example, more than a quarter of job candidates are using GenAI in the application process and 51% of TA team members say they already use it for work-related tasks.

The reality is: Generative AI is not going away, and to be successful in 2024, Heads of TA must find ways to address the AI question.

In this session, we shared strategies Heads of TA can use to navigate this new era of recruiting, including how to:
– Establish internal policies for GenAI use in recruiting
– Implement compliance and bias checks and balances
– Set guidelines for candidate use of GenAI

Get the tools you need to succeed in 2024.

To receive SHRM credits for attending the session, use the code 24-AGDAW.

Recruiting in the Era of Generative AI: Strategies for Success in 2024

Wednesday, February 21, 2024
Webinars

More than 2 in 3 Heads of Talent Acquisition say they do not feel prepared to effectively incorporate generative AI into recruiting.

This isn’t surprising considering the creation of high-level TA strategies and policies for generative AI has lagged even as adoption has become widespread. For example, more than a quarter of job candidates are using GenAI in the application process and 51% of TA team members say they already use it for work-related tasks.

The reality is: Generative AI is not going away, and to be successful in 2024, Heads of TA must find ways to address the AI question.

At our webinar, we shared strategies Heads of TA can use to navigate this new era of recruiting, including how to:
– Establish internal policies for GenAI use in recruiting
– Implement compliance and bias checks and balances
– Set guidelines for candidate use of GenAI

Access the webinar recording and get the tools you need to succeed in 2024!

January 16, 2024

Return to Office Trends: The Rise of Hybrid Work Models

The landscape of work has undergone a seismic shift over the past few years, with remote work becoming an essential part of the professional experience. As we step into 2024, it’s crucial to understand the evolving dynamics of the return-to-office (RTO) trends. Let’s delve into the four key insights shaping the future of work.

1. The Dominance of Remote Work Options

Since 2019, the canvas of remote work has expanded exponentially, with sectors like Finance, Professional Services, and Tech leading the charge in integrating remote capabilities. Interestingly, the data from our research reveals that fewer than one in four employees in remote-capable roles is operating solely from the office. In 2023, 52% of remote-capable jobs were hybrid, and 29% were fully-remote. This trend underscores a fundamental shift in work culture, emphasizing flexibility and adaptability.

Expansion of Flexible Work Options in Job Ads 2019-2023 Chart.

2. The Attraction of Hybrid Work Models

The allure of hybrid work models is palpable. Remote work options are among the five most important benefits for candidates. Job seekers are at least 36% more likely to accept offers for hybrid or remote roles compared to strictly in-person roles. Moreover, candidates are increasingly prioritizing flexibility, with half of them willing to compromise on salary to secure hybrid work arrangements.

When surveyed about their likelihood to accept an offer:

    • • Workers currently working fully remotely were most likely to accept fully remote jobs.

    • • Candidates currently working hybrid were most likely to accept offers that were hybrid, with three days per week remote.

    • • Candidates currently working fully in-person were almost equally likely to accept hybrid roles with either one or 3 days per week remote.

    • • Offers for fully in-person were the least likely to be accepted.

 

3. The Implications of RTO Policies

While 2023 witnessed an uptick in RTO mandates, stringent RTO policies are likely to drive increased attrition among employees in remote-capable roles. Four in ten fully remote employees “report they would be very likely” to search for a new job if their employer removed remote work options, while a quarter hybrid employees would be “very likely” to search for a new job. 

“I was in the office [before the pandemic], and I don’t want that again. If I were to change employers, working remotely would be one of the first things I would ask for. Even if it’s only a few days per week, that would be appealing.” – 30-year-old Hispanic/Latinx Web Developer

 

4. The Multifaceted Benefits of Hybrid Work

The multifaceted benefits of hybrid work extend beyond mere flexibility. Employees in hybrid roles report heightened satisfaction levels concerning company culture, fostering a deeper sense of connection and camaraderie. Contrary to assumptions, hybrid employees match their in-person counterparts in terms of productivity while edging them out marginally in areas like innovation and creativity.

Benefits of Hybrid Work" 1. Increasing Job Offer Acceptance 2. Promoting Connection and Satisfaction 3. Driving Employee Retention 4. Supporting Key Business Outcomes

Hybrid Work Done Well

One example of a notable hybrid model is Spotify’s “Work from Anywhere” program. After implementing this format, Spotify saw improvement in four KPIs: time to hire, racial diversity, representation of women in leadership, and talent retention. A few features:

    • • Work Format Choice: Employees choose their work format (fully remote, hybrid, or fully in-office) in consultation with their direct manager.

    • • Location Choice: Employees can choose where to work across the world without sacrificing net pay.

    • • Financial Support for Co-working Spaces: If employees do not live in a location close to a Spotify office, Spotify supports them with a co-working space membership if they prefer the option to work in an office space.

    • • Office Equipment Support: Spotify supports employees that choose to work from home full or part time with office equipment to work from home.

    • • Online Learning & Development: Majority of learning and development activities happen online. Activities include live and virtual facilitator-led sessions to online courses and tutorials for self-led learning.

 

Talent Acquisition leaders tell us that hybrid work strategy is a key focus of their recruiting functions. As a whole, candidates show a preference for hybrid over remote-only or in-person offers. A hybrid policy can help you attract and retain top talent, improve employee retention and satisfaction, and position your programs more competitively. But adopting the policy formally can bring unique challenges including potential churn.

Download our guide to learn how to best position the narrative around hybrid work to your stakeholders.

Get a quick list of the best practices for hybrid work

Download Hybrid Work Done Well Guide

ERC Lunch & Learn – How to Leverage Data for Recruiters

Wednesday, March 13, 2024
Webinars
Working Groups

Topic: How to Leverage Data for Recruiters

This introductory session on the topic of leveraging data is designed to give recruiters a strong foundation of relevant data types in Talent Acquisition and learn how to apply them effectively in influencing the business.

 

If you would like any of the materials from this session, please reach out to your strategy lead!

ERC Lunch & Learn – Strategically Sourcing and Attracting Candidates for Recruiters

Thursday, February 22, 2024
Webinars
Working Groups

Topic: Strategically Sourcing and Attracting Candidates for Recruiters

Lunch & Learn sessions are designed to fill a need for more content-based events, where a member of our team will present Veris Insights data on key topics, followed by an optional discussion portion for those who wish to participate.

 

If you would like any of the materials from this session, please reach out to your strategy lead!

Experienced Recruiting Council Working Groups – January

Monday, January 1, 2024 - Wednesday, January 31, 2024
Working Groups

Working Group - 2024 TA Strategy

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, January 31st, 2023: 2pm-2:45pm EST To discuss TA Strategy.

December 06, 2023

Building Diverse Interview Panels Effectively

Diverse interviewing panels are a powerful tool for recruiting teams. They drive increased excitement and engagement among candidates, especially for candidates belonging to historically marginalized groups, and they help lend credence to your organization’s commitment to DEI.

Moreover, diverse interviewing panels have large upsides for the business. Building a diverse set of voices into the candidate selection process broadens buy-in for new hires, and it can help reduce potential bias in recruiting decision-making.

However, participating in interviews, especially for high-volume recruiting sequences, can be taxing, and, if planned poorly, can backfire by burning out panelists or even making them feel tokenized.

Five steps for creating diverse interview panels intentionally and effectively:

1. Before recruiting begins, work with hiring managers to build a broad coalition of potential interviewees drawing on both the recruiters’ and hiring managers’ internal connections. This distributes the interviewing load and will help prevent panelist burnout.

2. Be clear about your “why” for asking people to participate in panels that go beyond their demographic identity. 

a. Are they a potential mentor to the new hire?

b. Would new hires be in an adjacent or related team or workflow?

c. Does the panelist have a particular frame of experience that’s relevant to this hiring sequence?

3. Ensure that panelists have a genuine seat at the table for select decisions. For example, implementing formal debriefing sessions for interviewers to give feedback on candidates is one way to ensure that panelists feel that their perspectives are reaching hiring managers.

4. Actively solicit recommendations from panelists for individuals to bring into the interviewing process to continually build your pool of interviewers.

5. As interviews progress, proactively communicate with panelists to gauge their level of continued enthusiasm and bandwidth, and adjust interview scheduling accordingly to preempt burnout.

See how we can help TA leaders develop inclusive processes

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Making the Most of Spring Recruiting

Wednesday, December 13, 2023
Webinars

Recruiting during the spring semester presents an opportunity to not just fill immediate pipeline, but also build long-term relationships with underclass students to proactively fill future pipelines.

On Wednesday, December 13th, we shared data-driven tips your University Recruiting team can use to make the most of spring recruiting. These include best practices for recruiting in the spring and how to show up on campus even when you’re not looking to fill immediate pipeline.

We’ll also shared a framework to diagnose and respond to why you might be sprinting to extend offers in the spring (i.e., late requisitions, reneges, etc.).

Whether you’re already prepping for your return to campus or contemplating new approaches to optimize the spring semester, the recording of this webinar will help you make the most of Spring 2024.

To receive SHRM credits for attending the session, use the code 23-GE4GA.