Category Archives: Association of Talent Acquisition Professionals

The Big Talent Acquisition Disconnect! #BeBetter

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Do you know why talent acquisition sucks?

Yes!

It’s easy to say “yes” because TA is constantly messing stuff up for no real reason. I mean, there are a lot of reasons, but no reason it should continue for this long.

Case in point. Watch this quick TikTok:

@its_just_talia_ I was clowned by another one… but watch until the end 🤡 #jobsearch #layoffs2023 #jobinterview #careertiktok #careertok #NextLevelDish #socialmediamanager #socialmediamarketing #fyp #foryoupage ♬ Hip Hop with impressive piano sound(793766) – Dusty Sky

Okay, let’s break down all the terrible excuses TA will give us on why they would post this job on LinkedIn but not disposition this candidate before doing this!

1. We have a policy to post open jobs publicly for two weeks before we can offer a candidate.

2. The hiring manager wanted to do a last-minute check to see if anyone else was “fresh” on the market before we moved forward with this candidate.

3. We got this candidate via internal referral, and we need to post it first before we can make an offer.

4. We’re lazy AF and conflict-avoidant and don’t give two sh*ts about our candidate experience.

5. This candidate came to us via a third-party agency, and before we pay that fee, we need to see if we can find someone on our own.

6. We watched this candidate’s TikTok videos and decided we didn’t need that drama on the team.

I’m going to guess #4 is the winner based on my experience, but #6 also could be an option!

The reality is there is no excuse for the recruiter and/or hiring manager of this candidate to, at the very least, give them some insight into why they were posting this job on LinkedIn without saying something to her. Not. One. Reason!

You asked a candidate to devote major time and resources to jump through all of your hoops, which she did. You OWE it to her to give her feedback straight. “Look, Talia, thank you for your effort and professionalism. We’ve decided you aren’t the right fit for us based on “X.” That’s it. She might be pissed, but she’ll be less pissed than seeing the job posted again on LinkedIn the next day and not being told she didn’t get the job.

If you and your company do this. Just know you suck. Not your company, you. You personally suck for allowing this to happen to a person. You shouldn’t be allowed to work in HR or TA in any industry and in any capacity. If you’re a hiring manager and you allow this to happen, you should never be allowed to hire anyone every again for the rest of your life. You’re scum. You’re a bad leader. Turn your keys in.

Come on! Better better!

Happy Global TA Day! I Love Recruiting!

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Today is Global TA Day, put on by the Association of Talent Acquisition Professionals (ATAP).

The other day I had someone ask me, who doesn’t really know me and definitely didn’t know what recruiting is, isn’t recruiting hard because people don’t like you?!

I wish I could tell you I’ve never heard this question before. When I first started in recruiting 25 years ago, it was a common theme in my life. “Oh, you’re a headhunter! That must suck…”

I thought it would be all different when I went into the corporate side of Talent Acquisition. Okay, now I’m in “real” recruiting. But I wasn’t. Corporate TA, which I love, wasn’t real recruiting. It was just another form of recruiting. Either way, I enjoyed that side of recruiting as well.

Why? Why do I love recruiting?

Basically, at any moment in my day, week, or month, I’m going to be a part of a life-changing event. I’ve been a part of someone getting the job they dreamed of, or getting a pay increase that will change the direction of their life, or maybe a position that will allow them to move to a location that will fulfill something they’ve been searching for.

It’s not every day. It’s not every week. Heck, sometimes it might not happen in a month. But every morning when I get up, today might be the day! There’s a chance. There’s a chance today is going to be a great day.

I love recruiting because in recruiting, we have the ability to change our company for the better every single day. Maybe today will be the day I find the designer who will design a next-gen product that is the future of our company. Today might be the day I hire a nurse who will care for my grandfather when he is sick and help them recover. Today might be the day I hire a Barista who takes to extra seconds to recognize a person who tomorrow will need to be seen to make it through another day.

Aspirational? Hell, yes. And today, I’m here for it!

7 Quick Lessons to Improve Your Recruiting Immediately! #GlobalTADay

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First, before we get into the juicy content, Happy Global TA Day to all my TA, Recruiting, Staffing RPO friends out there working the grind! Today is a celebration of our profession! For me, recruiting has always been one of the most important aspects of any organization. We, the Recruiters, work daily to increase the talent in our organizations, and I’ve yet to find a CEO who won’t say that is one of the most important things an organization can do!

The 7 Lessons:

  1. Advertising works – what I’m finding right now with most TA shops, SMB to Enterprise, are they are funding their job advertising like it’s 2019, and 2021 is a completely different animal! I’m seeing organizations spending 5-10X to get the same traffic. So, open the check book, it’s time to up your advertising budget!
  2. Push for Referrals. No! Harder! Employee referral hires make up on average 40% of your total hires for most organizations. They are on average some of our highest quality of hires. Work to get more of these! That doesn’t necessarily mean higher referral bonuses. Before you pay more, invest in some great referral automation technology.
  3. Establish an Employee Advocacy Group. We have a small set of employees who love their jobs, the company, etc. This small group can help us spread our employer brand message, jobs, etc. For little more than some recognition, a few lunches, and some inside access. Use the power of your employees to incraese your brand!
  4. Nurture your own Resume Database in your ATS. Your ATS database is your most underutilized resource you have in Talent Acquisition, by a thousand miles! Maybe a million miles. Every single person in there at one time applied to a job saying I love you I want to come work for you. If we actually threw some great CRM technology on top of that database, you would be amazed at how many additional hires you could make. We currently use two tools Loxo and Candidate ID.
  5. Old School is New School. I keep hearing from Enterprise TA leaders that old school recruiting activities like, in-person career fairs are working right now! Why? All of the new automation has made recruiting a bit more impersonal, and candidates actually like being able to talk to a real human and get told “yes” or “no” to their face. At the very least, they don’t get ghosted or lost in the black hole!
  6. Increase your Automation! But, wait, you just said…Yeah, it’s one or the other, it’s both! A.I. driven automation, especially in high volume hiring, will help you hire faster and better. Having an AI driven chatbot on your career site will drive more applies. The data is all pretty clear on this tech.
  7. Train and Develop Your Recruiting Teams! Want to be better at recruiting, how about putting some money into making your recruiters better! I love the training tool that Social Talent has. My entire team has been through it. SourceCon also has some good training.

Bonus Tip! Actually, measure your recruiting funnel and react accordingly. I find most TA shops measure things that really don’t move the needle in recruiting. You need to know the baseline activity of your recruiters, so you can actually understand what your overall recruiting capacity is, and if recruiters are meeting a level of activity to produce results.

I actually wrote all of this in my book (The Talent Fix), along with some other stuff! But, as it turns out, most people hating reading books! 😉

Happy Global TA Day my friends!

3 Things to Stop, Start, and Keep Doing in Talent Acquisition! #SHRMTalent

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Hey, gang, I’m out at SHRM Talent this week, and I have to tell you, it feels amazing to be back doing some in-person events! I’ve been a part of some exceptional virtual events during the pandemic, and the content is always very strong, but there’s something about interacting live with practitioners, face-to-face, that can’t be replicated!

As I’ve been hitting sessions and talking with corporate TA pros and leaders this week, it’s clear that the pandemic has given us some new challenges in TA, but we also have so many things that were broken before that we keep doing. Usually, at SHRM Talent, I find a lot of stuff that speakers are telling us we should start doing, some will tell us some things to stop doing, almost no one says “Hey, keep doing this…”

The Top 3 Things I Heard You Should Start Doing:

  1. Find automated ways to include all applicants in the selection process. Currently, we eliminate too many candidates that we believe aren’t a candidate, by taking a five second view of their application or resume. Hello, unconscious and conscious bias! Also, this kills are diversity and inclusion. We need to find ways to let everyone in the process, without slowing the process down!
  2. Go back to old school techniques! I’ve been hearing from everyone at SHRM Talent that many are finding success by going back to some old school techniques like, in-person career fairs (no black hole!), actual newspaper advertising, community networking with religious organizations and community organizations, etc. Yes, digitial is important, but when everyone turns right, some will find success by turning left!
  3. 95/5 – Still only 5% of organizations are using Programmatic for job advertising. 95% of organization’s marketing teams are using Programmatic to sell your organization’s products and services. More organizations are going to have to start testing and using programmatic for job advertising.

The Top 3 Things I Heard You Should Stop Doing:

  1. Stop treating candidates like crap. Okay, you aren’t, but everyone else is! The fact remains that candidates are telling us in survey after survey they keep getting ghosted and not getting feedback after applying and interviewing.
  2. Stop spending money on “job boards” without knowing what your actual stastics are regarding that spend. Which “job boards”? Indeed, LinkedIn, ZipRecruiter, etc. If you are spending money to post a job you need to know what is actually happening or not happening. Too many of us are still posting jobs and spending a ton of money without really understanding what is happening. More spend doesn’t always equal more of what you want.
  3. Stop allowing HR to pre-board and on-board all those candidates you worked your butt off to get to a “yes”! The candidate has the relationship with a recruiter, and they are more likely to work with a recruiter on issues they might be having intially. It’s too easy for them to break-up with HR, because they don’t know HR.

The Top 3 Things I Heard You Should Keep Doing:

  1. Keep picking up the phone. Turns out, very few candidates claim they will accept a job without first speaking to someone either via phone or live about a job.
  2. Keep trusting your remote recruiters by fully understanding and knowing what they are actually doing through measurement of funnel recruiting metrics that validate why you trust them so much!
  3. Keep communicating non-stop with your executives, and really your entire organization, weekly on what’s really happening in recruitment. Be transparent and ask for help. When a crisis hits any part of your organization almost all employees would be willing to help. We are in a hiring crisis, it’s not time to be quiet, it’s time to be loud and get everyone on board!

Want to Recruit Better? Hire more Recruiters and less Recruiting Managers!

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Take a look at what’s happened in healthcare over the past 40 years:

 

In the healthcare industry over the past forty years, there has been a 2000% growth rate in the number of “Administrators” in healthcare, which the number of Physicians has remained relatively flat. Now, some of this growth in administration could be that for decades prior there might have been a lack of proper administration and some of this growth is just catching up, but 2000%!?

And we wonder why the cost of healthcare in our country is out of control!

Healthcare isn’t the only place where this happens! The more successful an organization is, the more mid-level management hires increase. So, in times of prosperity, we tend to want to surround the worker bees with tons of management “help”. Our organizations get bloated with none productive hires all hired believing we’ll make those who actually produce more efficient and effective.

We do this in talent acquisition, a ton!

I get asked by HR and TA executives frequently about hiring recruiting leadership. Recently, I spoke with a CHRO who was struggling to attract talent and fill positions and I asked her to give me their TA structure. “Oh, we have a Director of TA, a Manager of TA, and a Recruiter.” So, you can’t hire, but you’ve got two TA leaders and one person actually doing the hiring!?

I told her to fire the director and the manager and hire 4 more recruiters and let the team of 5 recruiters work the openings. I was exaggerating a little, but she got my point. Positions don’t get filled by managing them to death. Positions get filled by recruiters generating activity that leads to filling positions.

Of course, great leadership can help any function be more effective, but having leaders for the simple fact that we believe someone or something needs to be “managed” is short-sighted at best, and destructive at it’s worst. I’ll always choose a flatter structure over empire-building any day of the week. Give me some soldiers and let me fight!

The problem with hiring non-productive employees is what we’ve seen in healthcare. Once you get one administrator/manager every other employee wants to do the same thing. “Wait, I can get paid more and not have to actually produce!? Yes, please!” And soon you have a 2000% increase in hiring folks who don’t actually see patients, who don’t fill positions, who don’t make the donuts.

 

Why Aren’t You Celebrating When You Make a Hire in Recruiting?

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When I was a brand spanking new recruiter right out of college something amazing would happen every single time we made a placement. Now, granted, this one in an agency environment, and we were kind of a small business, startup, but if we (not I, but anyone on the team) made a placement we celebrated!

Now, I’ve heard of TA shops where they ring a bell or play a song, or something like that. NO, I’m talking about closing down the office and popping a bottle of champagne that usually turned into other drinks, and coming to work the next morning with a slight headache, celebration! Doesn’t that seem crazy now, in the world we live in!? I know high-volume recruiters who are making 15 hires a week or more! That’s a lot of champagne!

It might not be popping bottles, but we should still be celebrating!

Let’s be honest. Currently, for almost all recruiters, we are on a treadmill and it doesn’t look like that treadmill is going to stop anytime soon! If there was ever a time to celebrate a hire, filling a position, it’s now! I had a TA leader tell me last week that she has never been more stressed in her career than she has been right now, and over the past 6-12 months. The job is non-stop, and not trying to sound too life-coachy but we have to stop and enjoy our successes!

So, what can we do to celebrate filling a position(s) on a daily, weekly, and/or monthly basis?

  1. Acknowledge those fills as a true success. Period. Because here is what happens. We start off a meeting by saying, “Hey, I just want to recognize Mary because she made four fills last week and that’s just awesome! Now, let’s talk about the 660 openings we still have open!” That is defeating. Try and separate the success conversation from the rest of the work conversation.
  2. Have a senior-level executive, above the hiring manager, send notes of thanks and encouragement. We many times feel like second-class citizens in recruiting. We hear the hiring managers and their bosses talk sh*t about us in meetings. It’s our fault that these positions aren’t getting filled and because of that, they are failing. Actually, it’s all of our fault, but they love using that excuse. If senior executives recognize and celebrate the successes of the recruiting team, it goes a long way. It goes even longer if they actually understand their role in this failure!
  3. Have a Hiring Manager who just had some great fills happen, come buy lunch for the recruiters. Yes, it’s the job of TA to fill jobs, but if you’re a hiring manager and you want great recruiting, recognize and thank your recruiters, often. It’s a super hard gig right now. They will appreciate you.
  4. Have the CEO send a company-wide note or video recognizing an individual recruiter who has gone above and beyond to get positions filled. Share the stories. Yes, this makes this one recruiter feel special, but it also signals to the company how important recruiting is right now for our entire success.
  5. Don’t allow you and your recruiting team to be victims or use victim phrases or behaviors. Yes, we are in a difficult spot, but we are here together, and the only way we’ll get out of this, will be together, as one. We support each other, always. We only talk about our team and the teammates on our team in positive ways. We help each other, unconditionally. In times of crisis, victim mentality kills recruiting teams faster than anything. I’m not asking you to be “Polly-Ann-ish”. I asking you to understand where you are and do not allow outside forces to pull you apart.

Also, ring the bell, buy cupcakes, take the team down to Dairy Queen for an hour, do crazy stuff that shows the organization that a hire was made, and goddammit, that is important to recognize and validate!

Recruiting is hard. Life is hard. What makes it all worth it, it to feel valued. Valued for who you are, and the work you do. To have some enjoyment amongst the chaos. To feel supported by peers, and support them back. It doesn’t take much, but it does take something.

Keep grinding out there people. I see you! And once is while, Pop a Bottle of Champagne and Celebrate!

7 Very Short Rules For Being Better At Recruiting!

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Over the past few months have had dozens of conversations with Talent Acquisition leaders across America. From SMB to Enterprise, all types of markets, and all with basically the same kind of problem. The need to get better at recruiting, and the need to do it very quickly! (By the way, I actually wrote a book on how to do that! Duh!)

The reality is, none of these folks wanted to read my book (TL;DR). Okay, actually, some have, but they still wanted those silver bullets. Yeah, yeah, I can read the book, but “really” just tell me what I need to do right now to get better! We are desperate to hire better, NOW!

Very Short Rules for Better Recruiting!

1. You must advertise your jobs.

No, posting your jobs on your own career site doesn’t count! Also, this isn’t free. Quality advertising that gets results will cost some money. Also, just posting on job sites, for most, will not be enough. Job sites are for people looking for jobs. The best organizations advertise to people who are not actively looking for a job, and those people are not on job sites.

2. Stop working on requisitions for Hiring Managers who are not “immediately” ready to hire.

Your team already has limited capacity to recruit. You don’t need to be messing around with openings with a hiring manager who is unsure. “Well, just leave it open. Maybe someone will apply.” No, it’s canceled, when you’re serious about hiring we’ll re-open that position and make a hire.

3. If a job is always open, it’s never open.

No one wants a job that is always open. There is a problem with that job. Why can’t you fill it? Why is it never closed? “But, Tim, this is a greenfield position!” Stop it! Think about this from a candidate’s perspective and the recruiter’s perspective. A candidate doesn’t want a position that never closes, and a recruiter doesn’t want to work that position. Plus, it’s very difficult to get both recruiter and hiring manager ownership over a position that never closes. If you have openings that never get filled, there’s a bigger issue at play.

4. It’s not Quality or Quantity, it’s both.

When it comes to measuring a recruiter’s activity and performance, quality and quantity are not mutually exclusive. We need both. You must work through enough candidates to get both a certain level of quality and enough quantity to meet the obligations of the job. We don’t have a quality issue, because every one of our recruiters would only send high quality. Not having enough quantity then becomes a work effort issue, that can be solved in a number of ways.

5. If your recruiters aren’t using your old ATS, they will not use your new ATS.

We buy technology because we truly believe it will make our TA team/process better. Thus, if they are not using our technology, there is a belief that they are better than your investment in technology. So, you must assume that this will happen with any new technology you buy as well. In my experience, this actually happens in about 90% of cases. It’s not a technology issue, it’s an adoption issue.

6. You must know your own baseline recruiting capacity, then improve upon that.

Yes, I can tell you how many reqs, on average, a recruiter can effectively carry. Also, that number is basically meaningless to you. Your team, your leadership, your technology, your market, is different than everyone else. Continuous improvement of yourself, should be your true measure. You only know if that is happening, if you know your baseline performance.

7. Stop doing anything that doesn’t lead to or help you fill jobs.

Most of my job, as a recruiting consultant, is not about finding out what you’re not doing, but finding out what you are doing that you should stop doing. 100% of the time I find recruiters and recruiting teams doing things that have very little to do with filling open requisitions. While, organizationally, those things might be important stuff. Functionally, they are a waste of time.

Bonus Rule:

If you have recruiters who love to administer your recruiting process, but they do not love to actually recruit, you have two options: 1. Fire them; 2. Move them into Recruiting Operations if you’re an enterprise-size shop. You need recruiters who recruit, not ones who talk about the process. We do not have the time nor the resources to carry non-recruiting, recruiters on our teams. FYI, letting them go, won’t hurt your capacity, they weren’t really recruiting anyway!

What are your favorite recruiting rules for being better at recruiting? Share in the comments so we can all get better together!

The One Thing Most TA Leaders Miss When Creating Real Change

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Our Hiring Managers just won’t give us feedback, or give us interview times. My recruiters just won’t use our ATS or our CRM. I can’t get our executives to understand our brand isn’t what they think it is.

I had an F500 TA leader tell me last week that their biggest issue was not finding candidates, or getting qualified talent, it was simply we can not get our hiring managers to give us interview times. They desperately want and need talent, we have thousands of openings, but they won’t prioritize hiring, so we lose great candidates.

In the Talent Acquisition industry, we see a constant churn of TA leaders. Mostly they get fired because they are ineffective in creating the change they promised when they were hired. At least once per month, I’ll have some well-meaning TA leader reach out to me and ask me this question: “How do I continue to hire, using our broken processes and systems, but also build the new system and processes that I’m supposed to do?”

That’s the catch 22, right?

I wish I had some silver bullet answer for them, but I don’t. There’s no ‘one’ answer for this problem, but I think there are some core pieces to the answer that have to be met:

1 – You have to have an executive, or critical function hiring manager, who will be your champion when you break out your plan of change.

2 – An understanding by you and your team, that hiring as we know it right now, will not continue, and for a bit, we’ll probably get worse and some people might hate us, in the short run.

3 – Change only happens when you actually make change happen. (Damn, I should put that on a t-shirt!) 

The Final Step? 

You stop doing everything people are used to you and your team does. You create tension. You might just stop hiring altogether. Send a note out to your hiring managers explaining that Talent Acquisition is broken. To fix it, we have to blow it up. So, for the next 4 weeks, you are all on your own for hiring. Have fun!

Create Tension! 

The only way you’ll get lasting change is if others feel your same pain. Understand, when you stop hiring, you might just have a hiring manager who will be just fine hiring on their own! They don’t need you. If you and your team got killed in a bad ropes course team building accident tomorrow, let’s face it, the organization would still hire and move forward.

But, you’ve created tension and now you can build something new that will be “the” way you’ll be hiring moving forward. Maybe that is a rules-based approach where every single screened candidate sent to a hiring manager needs a 24-hour turnaround on feedback and also if a manager has you work on their opening they give you pre-assigned interview slots, etc.

If they don’t play along, you don’t work on their stuff.

Might you get fired? Yes. Of course. Might you get fired if you don’t change? Yes. Of course. Damn, isn’t Tension great! Also, why it’s really important to have an executive champion, who buys into your plan!

Every single TA Executive/Leader I speak with actually knows exactly how to fix their problem. Their real problem is they want to change, but they want to do it without adding Tension. That is where they fail.

Why Does Spam Recruiting Work?

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I just got done deleting the 17th phishing email from my personal email inbox today. Comcast, Amazon, Princes from far-off lands, I’ve never been more popular and, apparently, soon to be rich!

I was asking our Cyber Security company why phishing is still such a big deal. I mean don’t we all know by now that some Nigerian Prince isn’t going to give us a million dollars, or that Amazon doesn’t send us emails asking for our credit card numbers, or passwords!? There is no way someone can be this stupid, right!?

Apparently, I’m way wrong, we are all still a lot stupid! 

The reason phishing and spam are not because they are really tricking us. It’s the sure volume of messages and cadence. While we can all spot a fake fairly easily, can you always spot a fake when it’s sent a thousand times, all different times, with all different designs and strategies. Scammers will send a million to get one click. That one click will pay off.

Therein lies the strategy of why Spam Recruiting still works. It’s not about being good, or the best, it’s about being there all the time, knowing a certain percentage of the time will be the right time! Do we like it? Well, I guess that depends on who you are. If you happen to be that one person who gets the spam recruiting message at the exact time you’re desperate for a job, then yes, you will like it!

If you are the superstar performing software engineer getting twenty spam recruiting messages a day, you hate our industry!

Spam Recruiting Works Because It Works Some of the Time

I have never met one American-based TA Leader who believes that Off-Shore Recruiting firms (you know the off-shore RPO spam emails you get constantly all day long) actually are good. For the most part, they don’t recruit, they spam. Because they pay next to nothing to their workforce, they can spam a whole bunch and still make money, even if the entire process truly sucks.

They don’t have to be good. When you’re being paid like $10 a day, all you have to do is spam a couple of thousand people a week to get one placement a month and you’re making a profit for the “man”! Any company engaging in off-shore recruiting for hiring in the U.S. is basically engaging in slave labor. But, I digress. Back to crappy recruiting.

Bad recruiting is a lot like bad sex. If you really need a job, you don’t care how you get it. Which perpetuates you just continuing to be bad.

Spam recruiting works, and will always work, because the world will always have candidates who just need a job. They don’t care that you’re awful at your job. They don’t care that you are spamming them. All they care about is getting the job. Also, if you do care. If you do hate bad spammy recruiters. It turns out you also are fine with them being awful when you’re out of a job!

Spam works because we are all vulnerable at some point. It feeds on us being weak, naive, and desperate. But, at the end of the day, it works. It doesn’t work well. But it does work. And that sucks.

2021 Workforce Report by @iCIMS – 84% of HR Pros Believe Their Diversity Recruiting Sucks!

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I love workforce data and you love workforce data, so I’m super excited to share my breakdown of iCIMS’s latest report on the 2021 Workforce. Of course, we anticipate there will be a ton around remote workers and virtual hiring, and we can also anticipate the level of focus on DEI hiring and culture initiatives are only going to increase in 2021.

Let’s breakdown the iCIMS 2021 Workforce Report: 

– iCIMS hiring data seems to point to a moderate economic recovery when you look at the overall job postings, hiring activity, and employer sentiment to hire more in 2021 with 91% of employers stating they will be hiring in 2021. That’s a big number!

– Recruiting tech stacks are evolving in 2021 in a big way to accommodate the ongoing trend of being able to hire virtually. 97% of organizations stating they will invest in virtual interview technology. That’s a lot of video interviewing tech buys! And, online assessment buys! Probably some video job posting buys as well.

– Gig hiring isn’t going away anytime soon, in fact, it’s growing internally. 60% of organizations are relying on contingent labor to help meet workforce needs, which tends to go in the opposite direction of the economy. Meaning, as the economy weakens, we usually see growth in contingent as organizations get nervous about the future. In strong economies, we less growth in contingent. Also, organizations are posting more and more internal gigs for their own staff as development opportunities.

– 84% of organizations are concerned that their current strategies and tools are not reaching diverse and inclusive pools of talent. Hmmm…should be an excellent opportunity for sourcing and recruiting technology that states they can reach DEI talent, but be careful. Most of those tools, just reach back into the same pools you have already been trying to get talent. DEI recruiting starts and ends with real recruiting and outreach, professional apprentice programs, paid internships for DEI talent, employee advocacy programs, etc. There is no magic technology that will pull DEI talent out of a hat. Most fail at DEI recruiting because they keep doing the exact same thing they’ve always done, but added a picture of a person of color to the job posting.

– Probably one of the most overlooked tech items of 2020 from a recruiting standpoint. Internal collaboration tools like Teams and Slack had massive increases in usage. Recruiting teams that can figure out how to leverage these tools best, will have a distinct advantage at leveraging their employees to help them recruit better and faster. 90% of organizations started using these tools over the past year!

– Finally, 2.7 million candidates applied to jobs via Text Messaging in 2020, and that number is increasing every single month moving forward. Anytime I present and mention utilizing text messaging in recruiting it always gets more questions than anything else! Applying via text, communicating with candidates via text, is the new norm, not innovation. If you’re not doing it as a recruiter, you should be fired.

Go download the report, it’s packed with great information and data around how organizations of all sizes are moving forward with their recruiting technology and strategies.