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Ugh! Being an inclusive employer is a lot of work!

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It seems like being an ‘inclusive’ employer would be super easy! You just accept everyone! Can’t we all just get along!?

The reality is, that being an inclusive employer is hard because being inclusive isn’t about accepting everyone. What!? Oh, great, Tim has finally lost his mind, buckle up!

I wrote a post about Jeff Bezos’s annual letter and how he lays out a great framework for how organizations and leaders should manage performance. Many people liked the post, but there was also a strong reaction from a lot of people who hate Amazon’s culture.

They hear and read media accounts of Amazon being a bad place to work. About Amazon’s hard-charging, work a ton of hours, you don’t have a great work-life balance, etc. Some people go to work for Amazon and tell themselves during the interview process that “yeah, I’ve heard the stories, but I’m different, I want this, I want to be a part of a giant brand like Amazon, I can handle it because it’s a great step in my career.”

That’s when they find out they actually lack self-insight and they should never listen to their inner voice because it lies to them!

So, what does this have to do with ‘inclusion’?

If you truly believe in inclusion, you then believe that Amazon is a great place to work, for those who desire that type of culture. It might not be a culture you would ever choose to work in. Amazon actually likes the people that self-select out! It makes their job easier because they don’t want you anyway!

If you stand up and shout Amazon is an awful employer, you don’t understand inclusion. No one forces you to go to work at Amazon, and Amazon does not hide who they are. In fact, Amazon might actually be the best company on the planet to show exactly who they are as an employer and what you’re signing up for if you decide to go to work there.

Amazon is giant and the vast majority of its employees love working for them. Those employees thrive in that environment. It’s what they were looking for. It’s how they are wired. If you put them into another what you might consider, an ’employee-friendly’ environment, they would hate it and fail.

Inclusion is hard because it forces you to think in a way that theoretically every environment is potentially a good fit for the right person. We struggle because in our minds something that is opposite of what we want must be bad. Because it’s so hard for us to even consider someone else might actually love an environment we hate.

Being an ‘inclusive’ employer is about accepting all types of people (race, gender, religion, etc.), but it’s also about only accepting all of those people who actually fit the culture you have established. That’s the hard part! Amazon accepts everyone, but you better be ready to go a thousand miles an hour and never stop.

Being an inclusive employer is hard because if it’s done right, it’s not just about being an accepting employer of all, it’s about being accepting and then only picking those candidates who actually fit your culture. The outcome can be awesome. The work to get there can be overwhelming. And if done incorrectly you go from being inclusive to exclusive.

The Human Resource Executive 2022 Top HR Tech Influencers! Do Lists Matter?

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A big list got released yesterday and I wouldn’t be writing about it unless I’m on it, right?! Well, I might write about it if I wasn’t on it. I mean, it feels great to be recognized for something you have passion for and enjoy. Recognition at any level tends to feel good, which is why it’s so powerful.

There are so many people on the 2022 Top HR Tech Influencers that I admire and call friends including my two HR Famous podcast partners – Jessica Lee and Madeline Laurano! They both made the list. Also friends like: Steve Boese, Sarah White, Laurie Ruettimann, Jeanne Achille, Stacy Zapar, Jackye Clayton, Torin Ellis, Kyle Lagunas, George LaRocque, Trish McFarlane, Erin Spencer, Joey Price, Jason Averbook, and so many others.

What the heck is an HR Tech Influencer?

I know, personally, probably 65% of the Top 100 list. So, I can only speak about those individuals, but I’m guessing the rest of the list is fairly similar. First, they are super passionate about HR technology. We are all super nerds for this stuff and when we get together the talk gets deep into nerdy. Second, they all care about making technology and the function of HR, and all the sub-functions of HR, better.

Some do this through working as an actual practitioner in the weeds of day-to-day HR. Some do it by working on the vendor side to improve and create the next generation of technology we will come to rely on. And others work in the analyst space building a bridge between the vendor and practitioner improving the knowledge base about what we buy and why.

Every single one of these folks is a 1%er when it comes to HR Tech knowledge. Meaning, on average, they would know more about HR Tech than 99% of the other folks working in HR. They are the definition of Gladwell’s 10,000 hours. They made themselves into experts and that by itself is a pretty amazing accomplishment. Not many folks in the world could call themselves an expert at anything!

Who has the “real” juice?

Damn! That’s the million-dollar question! And I literally mean, a million dollars! Because vendors and conferences are trying to figure out who has the juice! What’s the juice? It’s that something special that a person has, through a combination of a lot of factors, where they command a large audience of potential buyers. It’s a combination of expertise, personality, access, charisma, honesty, giving back, etc. No two folks have the same factors or create the same juice.

In the HR Tech World, there is one person who has more juice than anyone at the moment. That guy is Josh Bersin. Josh is like the gallon-size bottle of juice and most of the rest of us are like the 6 oz glass of juice in comparison! That’s just a fact. I’m lucky that Josh invited me to be a faculty member in his academy, but I’m not saying this because of that. The reality is he moves the market like no one else in our space.

Vendors are always trying to figure out who has the juice. Who is going to bring buyers into the tent? Honestly, if you can’t afford Josh, it’s probably a combination of a lot of folks on that list, as well as a bunch of folks who aren’t on the list but still have juice (William Tincup, Matt Charney, Kris Dunn, Deb McGrath, Rob Kelly, Hung Lee, Guillermo Gorea, Chris Hoyt, Gerry Crispin, Erica Young, Chris Harvilla, etc.).

Juice has little to do with the social footprint, but you can’t ignore a large audience. Some folks might have a ton of juice on Twitter, but nothing on LinkedIn, or IG. No presence on Twitter, but a great following on Facebook. The key is interaction on whatever platform they are on. Like, are you really on Twitter if you tweet and no one engages?

TL;DR – There’s Josh Bersin, then there is a cliff, and then there are the rest of us at the bottom of that cliff. Also, no one wants to see their real “juice” number, it’s humbling.

Do these lists matter?

So many people will say, No. I get that. But, for the millions of HR pros out in the world, this is a great start if you are trying to educate yourself about technology within HR. So, in that vein, these lists do matter. I got into HR Tech because of a conversation I had with William Tincup seven years ago! I met him through my interactions with other influencers on the list. I became an expert in this space because of that interaction.

Because of lists, like the Top 100 HR Tech Influencers, I have people reach out to me daily with questions they have about the technology in our space. A list like this gives people an avenue to pursue and access expert opinions.

Are these lists inclusive of every voice that should be heard? Of course not, that would be impossible. It’s also super hard to get minority and young voices on these lists, based on the demographic of HR Tech nerds in general. But this list does an exceptional job at adding these voices, especially around female voices (which make up the majority of HR pros!). It’s a snapshot of a moment, and the list is ever-evolving. Also, vendors rarely make it on because of conflict of interest with selling, but some of the best minds in HR Tech are working at vendors. But they do matter to a great number of people who are trying to better their HR Tech knowledge.

Shout out to the HR Exec team, including, Elizabeth Clarke and Rebecca McKenna for putting in the work to create and edit this list. It’s a thankless task usually that only comes with criticism.

You can check out the full list right here.

What in the France is going on in California!?

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You might have seen this recently being discussed on the interwebs, but the California legislature introduced a bill that would shorten the workweek from 40 hours per week to 32 hours per week! From the WSJ:

“A bill moving through the Legislature would shorten California’s normal workweek to 32 hours from 40 for companies with more than 500 employees. Workers who put in more than 32 hours in a week would have to be paid time-and-a-half. And get this: Employers would be prohibited from reducing workers’ current pay rate, so they would be paid the same for working 20% less.”

“Democrats say a shorter workweek will help businesses retain burned-out workers and increase productivity and profits. “There has been no correlation between working more hours and better productivity,” Assemblywoman Cristina Garcia says.”

Do California Legislators Understand How Stuff Gets Built?

So, it’s not actually true that there isn’t a correlation between, hours, productivity, and profits. There might not be a massively strong correlation, but there is one! If you are building cars in an assembly plant, you can definitely build more cars in 40 hours than 32 hours, given all things are equal with the run rate of the line, supplies, etc. You can just turn the line on faster for 32 hours and make up the difference. It doesn’t work like that!

The issue is when we are talking about mostly white-collar work. Can an office worker get their week’s worth of work done in 32 hours vs. 40 hours if they focused and stay on task? Quite possibly, we see folks do this for a short period of time often. I live in Michigan and many Michigan employers will give their employees Friday off from June through August because of the nice weather or half-day Fridays, and workers just put in extra effort to make up for the lost time and productivity. But, this is done for a certain period, not on an ongoing basis.

Should the USA have a 32-hour workweek?

First, in a free democratic, capitalist society, which is what America is, I’m not in favor of the government dictating what a private business can do around working hours. We have worker protections in place already which I believe are fair and just, and economic market dynamics also force employers to be competitive.

If the government would like to make public employment a 32-hour workweek, well that is something they can vote on, and as citizens, we can decide if we want those politicians in office. I don’t think anyone in an HR role would be surprised this comes out of California. Historically, California is the biggest pain in the neck for HR pros.

Second, I like to believe that there is still an American Dream. This can be debated, but with millions of immigrants still trying to get into the U.S., I think it’s alive and well for the vast majority of individuals. Part of that dream is being able to build a business and make it successful. That takes work, more than 32 hours a week type of work. I get this potential law is for businesses over 500, but it still makes no sense for a fast-growing business.

In today’s world, workers have choices, and businesses have choices. If a business feels it is in their best competitive advantage to offer a 32-hour workweek at full salary, they can do that. They shouldn’t be forced to do this, let simple economic theory play itself out.

Okay, HR Pros, hit me in the comments – what do you think? Should California/America employers over 500 be forced to offer a 32-hour workweek at a full salary?

HireVue launches the HR Industry’s First AI Explainability Statement!

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AI Explainability What?!

First, this is a big deal and I’ll explain what it all means and why you as an HR pro or Recruiting Pro should care.

AI is being built into almost every part of the HR and TA tech stack. Algorithms and Machine learning are having a massive impact on how we find, offer, develop, and promote talent in our workforces, so having an understanding of how this is happening is very important to the risk side of HR.

What is an AI Explainability Statement?

Basically, it’s the behind-the-scenes stuff you don’t think you want to know. It’s how the sausage is made, and it matters a great deal. You want to know that the tech you are using is reducing bias and not putting your company at risk of a lawsuit. You also want to know how and why your tech is doing what it’s doing.

HireVue didn’t have to do this. No one else has to this point. But, it’s important they lead with this as they probably have caught more flack than anyone else in our industry over how their technology was selecting one candidate over another based on some early testing they did with facial analysis technology, that they no longer use and haven’t in years.

What is HireVue’s AI Explainability Statement?

Okay, first, let me give you the overview because the actual statement is more like a white paper that is 29 pages long! Here’s the overview:

HireVue considers the ethical development of AI, candidate transparency and, privacy to be core values of the business. HireVue’s AI Explainability statement is the latest proactive step to ensure that its technology is at the forefront of emerging best practices in the use of HR hiring technologies. The Explainability Statement, together with previously commissioned independent audits, provides customers with meaningful information about the logic involved in HireVue’s technology. Together they are the latest tools to help companies understand the processing of personal data.

You can click here to read the full statement (and Yes, it’s worth a read if you’re using AI-based tools in your HR & TA Tech Stack!)

Why does this matter?

I’ll let the chief data scientist at HireVue explain:

Lindsey Zuloaga, Chief Data Scientist at HireVue: “Being at the forefront of defining the transparent and ethical use of AI and software is at the heart of what we do. Our mission is to create a level playing field for anyone seeking employment, reducing bias and providing organizations with a more diverse pool of talent. Deploying AI correctly and ethically, powers a significantly more consistent, less biased, more engaging screening process for recruiters and candidates alike. We believe there needs to be more transparency around its use in HR, this is why we’ve published our own AI Explainability statement, to best support our customers and educate the industry.”

Here’s what we know after using AI-based hiring tools for a few years now:

  1. AI does what it’s trained to do. So, if you train it inappropriately, it will act inappropriately.
  2. AI has the ability to significantly reduce bias and increase fairness in hiring as compared to manual processes where we just leave hiring to humans and our guts.
  3. We can constantly monitor and correct AI. We are less likely to constantly monitor and correct our human hiring managers.

Big Kudos to HireVue for being the first out of the gate to do something like this. They’ve taken a lot of criticism for some things they’ve built and tried in an attempt to make hiring better that didn’t go as they planned, but they’ve corrected and taken a lead within the industry from this learning. This is exactly what you want from a vendor you rely on to help you make consistently better hiring decisions.

Could You Buy Yourself Out of a Metric You Rely On?

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Here’s the thing, any metric you can buy your way out of probably isn’t a great metric to measure you or your team against.

Why?

First, if money is going to help you get better at something and you have the money, then by all means make yourself better.

But the most helpful metrics are the ones where money has little impact on the ultimate success.

Example:

If you can’t get enough candidates in the top of your funnel you can always spend more money to solve that issue. It’s a simple advertising spend issue. You can buy yourself into great top-of-funnel results.

What you can’t buy is the number of screened candidates you send on to your hiring managers. That’s an effort metric. You have to do that work. The metric is achieved will always lead to more results and more success.

Bitter Recruiters, Hire Miserable Employees!

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Want great employees? Hire great recruiters, who love your company and love recruiting!

There are over 40,000 recruiter openings right now on LinkedIn. You are currently running lean because it is so hard to find talent. Every single employee you have, and every single new employee you hire, better be really strong, or you are going to be hurting.

During the most recent ten-year run of good fortune that most organizations have had, we’ve made some really crappy recruiter hires. Recruiters who don’t really like recruiting and most of them don’t even like working for you. They are miserable. Miserable, but need a job, so they aren’t going anywhere.

The pandemic actually helped some organizations weed out miserable recruiters, at first. But the last year has burned out a ton of recruiters that were left and many are flat out miserable. They hate you. They hate candidates. They hate hiring managers. They hate the job.

Sometimes you need to give someone a gift. If they are miserable working for you as a recruiter, they will recruit other miserable people.

On the opposite side, people who love your organization make the best recruiters even if they have never recruited before. That doesn’t mean run out and make those who love your company recruiters! That might actually make them miserable! It’s the balance of loving your org and loving to recruit which is the secret sauce! But I do think you can grow recruiters, especially if you use employees who love your organization!

I keep hearing about organizations that are paying insane salaries for average and below-average recruiters, simply because they have recruiting experience. I would rather hire two people with no recruiting experience that I know will actually, at a minimum, tell people how great it is to work with our organization.

When I work with organizations to improve their recruiting I usually find a few common threads. First, they do some dumb process elements that actually detract from recruiting not add to better recruiting. Second, they don’t use their technology to its fullest, Third, and this happens every single time, they have people recruiting who hate their job and hate the company! Every. Single. Time.

So, be better! 

There is actually one more common mistake organizations and Talent leaders are making, they are not investing in developing their recruiting teams. In fact, on average, recruiting teams might get fewer development dollars than any other department in the company!

Why?

That one is easy! Because no one knows how to recruit to begin with so they don’t know what to do when delivering recruiter training!

Great TA leaders are recruiting great recruiter talent right now like no other time in history. Most are overpaying for that talent, but that’s what the market is demanding. They are also investing in their recruiting teams with great training. When I’m speaking to recruiter training technology companies and stand-alone recruiter trainers their phones are ringing off the hook!

The last piece that makes you better, faster, is dropping those recruiters who hate their job and hate your organization. You think you can’t because you’re so desperate for recruiting capacity, but losing this dead weight will actually help much more than you know!

It’s Harder to be a Corporate Recruiter than an Agency Recruiter, Today!

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And in this corner, weighing at 185 and standing 6 feet 1 inch, from Shrimp Taco Capital of the World, Mr. Corporate Recruiter! And in this corner weighing in at, “wait, what? what do you mean she won’t give us her weight?” Weighing in at the same weight she was the day she got married, and standing 5 feet, 6 inches with heels, from City of Night Lights, Ms. Agency Recruiter!

It’s been an argument that is as old as the profession. Who is better? Who has the tougher job? Etc.

For the most part, it’s an easy breakdown. Corporate recruiting folks, on average, do far more inbound recruiting, than outbound recruiting. Agency folks do far more outbound recruiting than inbound recruiting. Corporate folks have way more meetings and politics. Agency folks have to way more ass-kissing, but get to do way more actual recruiting. Corporate folks do way more administering of the recruiting process. Agency folks do way more contacting of candidates.

All that being said…

Corporate Recruiters Have a More Difficult Job, Today!

Why?

Basically, in today’s market of ultra-low unemployment and way too many open jobs, corporate recruiters are put in a no-win, highly stressful situation. Yep, they get paid salary and very little performance pay, but they are being forced to perform right now, so that big salary is really meaningless when your quality of life sucks!

Let’s breakdown all the reasons:

  • Corporate C-suites are pushing their TA teams over the edge. The c-suite thinks their TA teams suck, but really have no data to support it except for all the open jobs. But when you take a look at what those same TA teams did in 2019 vs. today, in almost all cases they are performing better. But, hey, the job isn’t getting done so let’s bash them over the head with extreme pressure.
  • Corporate recruiters can’t go tell a hiring manager who sucks to just f’off. Oh, you want me to find you someone but your JD sucks, you won’t give me feedback, you won’t give me interview times, and you throw me under the bus in board meetings! Agency recruiters won’t tell you to f’off, but they’ll just not work on your awful opening. Espeically right now when 99% of companies have needs and there is always someone better to work with.
  • Corporate recruiters have been conditioned and trained to do mostly inbound recruiting and for decades it’s actually worked okay. That is what made the job so desirable! Oh, hey, I get paid full salary and great benefits and I just have to post jobs and wait for someone to apply!? Yes! Sign me up! Inbound recruiting, by itself, is not working very well right now. Corporate recruiters are being forced to do heavy lifting and work longer hours. All the while, without the tools and training they need to be successful.
  • Corporate TA teams have worked for decades under this notion from our finance team that every year we should be able to reduce our budgets. Than we have a hiring crisis and some dumb corporate Accountant in finance who thinks they know everything says you can have 10% more to “help” out. When in reality you’re probably closer to around 300% underfunded to actually make it work. Agency folks are historically cheap, but they spend money when they can get the business! And they can turn that around over night!
  • This one stings a little, many Corporate Recruiters didn’t actually take the Corporate Recruiting job because they love to recruit. They took it because they love to administer a recruiting process. Those are two very different things, but now they are being forced t recruit. That sucks. If you took a job that you loved and now someone changed that job, that sucks.

All of this leads to the fact that being an Agency Recruiter, today, is a better job than most Corporate Recruiting jobs. Agency Recruiters have far less stress. There is still stress, but not like corporate. Agency recruiters can pick and choose, way more than corporate, on the openings they work and focus on. The commission stress that agency recruiting gets a bad rap for, isn’t really an issue, today, because everyone is so busy.

Do you agree or disagree? Give me your reasons in the comments!

Don’t Fall In Love With Your Work Robot!

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Okay, this isn’t some sex robot post! I mean those are creepy. This is about your super cool and hip work robots that we’ll all have at some point in the near future because for some reason we can’t grow enough humans to do all the work so we can watch TIkTok all day.

The University of Michigan did a study, which should have you already questioning its validity, because, well, it’s Michigan, but I digress. The study was about the relationship between humans and robots in a work setting and team dynamics:

A new study by the University of Michigan and Sungkyunkwan University (South Korea) researchers indicates that these bonds can be detrimental as workers become more attached to the robot than their colleagues.

Human-robot teams can actually fracture into subgroups functioning more like two competing teams rather than one overall coherent team, the study showed. Much attention has been directed at the positive outcomes of bonding, such as higher work engagement and enjoyment, but few studies have looked at the negative repercussions for team relationships and performance.

In the lab study, 88 people were assigned to 44 teams, each consisting of two humans and two robots, that would move bottles from different points in a competition. The participants answered questions about their performance and connection to their human and robot partners. Among the results: When humans connected more with the robot, a subgroup within the team pairings emerged, which negatively altered the teamwork quality and performance...

So, is it good or bad to fall in love with your robot co-worker?

Turns out, humans get jealous and robots don’t! Within a team setting, if you get tight with your robot co-worker more than your human co-worker, the team performance will suffer!

If you flip the script, and you get tight with your human co-workers, but you don’t get tight with your robot co-workers, the performance of the team does not fall, and actually increases a bit. Why? Because robots don’t give a shit about your feelings! Good or bad. They don’t care if you like them or don’t like them. Now, with advances in A.I. far above what we have now, that might change, but as of today, robots do robot stuff and they do it pretty well.

The funny part of all of this is that we, as humans, can actually think we build a relationship with a robot that is more fulfilling than what you can build with a real human. I guess that shouldn’t be surprising. Most of us would rather spend time with our pets than most people, so spending time with a robot that never talks back and just works really hard, is probably a great alternative to real human co-workers!

What if you’ve already fallen in love with your Robot co-worker?

Well, all I can say is:

Love is love is love is love is love…

Also, don’t push it in Debbie’s face around the lunch room table. That’s never good for team dynamics.

It’s Actually Easy to Hire the Greatest Talent! Here’s How!

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If you had the best technology, the best recruiting talent, best assessment science, great hiring managers who were visionaries, charismatic, and engaged, if you led the market in total compensation and had amazing perks, then hiring the greatest talent in the world is simple.

The formula is simple. 

The hard part of hiring is doing it at scale when you don’t have all those advantages. 

General Motors is playing catch up with Tesla. Is Tesla better than GM? Hard question to answer because Tesla is making a fraction of the cars per year that GM is making. It’s actually way easier to make an expensive low volume automobile than to make a million competitively priced automobiles per year. Tesla sells to a tiny fraction of the world, the elite of the elite. GM sells to the masses and provides automobiles that way more people can afford. 

Building a hiring process for the masses is difficult.

You now bring in competition, and at that level, candidates have more choices, brands are harder to differentiate, etc. You now have to do “other” stuff to get candidates to accept your offer. Being the best, paying the most, having the best tools and products, and the best leaders make it super easy to hire the best.

So, what’s the use of even trying to hire great talent if we aren’t the best?

That’s the right question!

First, it’s easy to hire the greatest talent, but we f*ck it up constantly because we actually suck at knowing who the greatest talent is! We are actually exceptional at picking good talent that we really like. But we suck at actually knowing who’s the best and then hiring them.

This means, if you become exceptional at knowing who is the best, you can actually pick off some really great talent, because those with all the power, all the resources, get cocky. They don’t do all the work they could. Often they assume someone is the best, without really doing the work. There’s this weird corporate psychological thing that happens. Basically, the thought process is, “if I’m here, I must be great, so if I find someone who’s like me or better than me, they also must be great”.

The problem is, just because you work for an outlier brand has no correlation to the fact you’re great. You may be great, or you may have just won the job lottery.

So, what did we learn?

Hiring great talent is super easy. But, it’s also not.

The Weekly Dose: @TheRecruitBot – Recruiting is tough, Recruitbot is here to help!

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Today on the Weekly Dose I review the recruiting technology and machine learning-based sourcing tool, Recruitbot. There are a handful of really good sourcing technology tools on the market and each of them is working to carve out how they are unique and stand out from the rest. Recruitbot definitely has some key characteristics that help them achieve this.

RecruitBot uses machine learning to understand your hiring preferences, so you can intelligently source from our exclusive database of 350+ million global candidates, as well as every resume in your ATS. But, wait, Tim, I’ve seen others say they have 700+ Million candidates!? Isn’t that better? That’s one of the first things you notice about Recruitbot is the candidates you source from their database are constantly being verified for active email addresses. So, yes, the number is smaller, but all have been validated!

What do I like about Recruitbot?

  • The great thing about sourcing tech is that you can literally find millions of candidates! The bad thing about sourcing tech is you can literally find millions of candidates! Sourcing tech is not a resume database, the vast majority of these profiles have no idea who you are, so this really takes you back to true outbound recruiting.
  • Recruitbot has a very efficent and easy to use interface that allows day-to-day recruiters to build simple and effective nuturing campaigns in minutes to reach out to these candidates and work to get them to respond.
  • Recruitbot has a unique feature that allows a recruiter to pull a search and then easily send those profiles to a hiring manager who can then “Thumbs Up” or “Thumbs Down” each one, so the machine learning can quickly begin to learn what it is your hiring manager likes and doesn’t like, and it will continue to learn over time making it even more effective.
  • I mentioned above, but it can’t be understated, it’s not all about the number of profiles, but the number of profiles you can actually connect with! This is a Recruitbot strength.

My team got to test out Recruitbot for the past six weeks so we got a great inside look at what works great and what the challenges are using sourcing tech.

With any outbound recruiting/sourcing tool, you can not treat it the same as inbound. It’s awesome to be able to pull a great list of potential candidates, but you then just can’t spam them and think you’ll get any kind of decent response. You might, and it’s worth a try, but don’t hold your breath. It’s very “profession” and “market” specific. I can send out a mass campaign for “Sales Pros” and I”ll get a decent response. If I do the same thing for “Software Engineers” I might get zero response.

The key is personalization, on a mass scale, which is an art form when sourcing at a large scale. Being able to word your outreach in a way that feels and sounds personal, but that can also be sent to 25 potential candidates. You learn very quickly with Recruitbot, you need this still to take full advantage of the tech.

One of the great things my team loved about the tool was the ability to source a list of candidates, build the campaign and then just let it run and forget about it, while they sourced and recruited on other things, and then through the next days candidates would pop up from the campaign that had an interest. This did change their workflow a bit, but it was welcomed. We get so set in source, contact, source, contact, repeat. Instead of sourcing a bunch, then letting the tech do its thing!

Recruitbot is well worth a demo if you’re in the need of some sourcing technology, and your TA team has made the decision that some outbound recruiting is needed at your organization.