The post pandemic job market has left employers and job applicants in uncharted territory with both job hunting and recruiting procedures changing substantially. Both sides have identified frustrations with the process. A U.S. employer survey conducted by Indeed found that more than 43% of employers have lamented the increase in time it takes to hire applicants with another 41% of employers saying it is only getting harder to find quality candidates to interview. On the other side, over 60% of job seekers have reported having negative experiences with potential employers.

Today’s Hiring Process Falls Short

The hiring process has long failed to keep up with the rapid shifts we’ve seen in the job market. Many recruitment sites, including Indeed, started by implementing a pay per click model with job applications. This template made no guarantees of companies acquiring quality candidates, despite the volume of clicks their listings garnered. Companies could spend a hefty penny before seeing results. Indeed’s new options are in direct response to this sizable concern.

If hiring speed is your company’s concern, Indeed designed their Pay Per Application (PPA) model to help secure complete and quality applications in a timely and efficient manner. Under this model, an application cost is determined at the time a job is listed. The price is based on market conditions for that specific job. If the job listing is unique to the area it is being posted to and there are many candidates seeking that type of employment, a job sponsor can expect a lower application cost. However, if there are multiple listings that match the same job description and only a few candidates seeking that type of career, job sponsors can expect a higher application cost to correlate with the demand.

Indeed Offers New Options To Meet Your Company’s Priorities

With PPA, several tools are implemented on the backend to ensure that only qualified applications are getting through, including deal breaker screening questions, which recruiters can set up to automatically reject submissions that do not meet a job’s mandatory criteria. To make sure there are no surprises when it comes to costs, job sponsors can choose to receive a specific amount of applications. Alternatively, they can choose to receive an undefined number of applications until a job is manually paused or closed by the job sponsor. Indeed will allow recruiters to reject an application that does not fill a job’s criteria for up to 72 hours before getting charged for receiving that submission.

Indeed will also offer a Pay Per Started Application (PPSA) option that is aimed to provide a job sponsor with started applications on an accelerated timeline. Job sponsors will be charged each time a job seeker clicks a button to initiate the application process. In this instance, instead of spacing a listing’s budget across a formulated timeline, dynamic price setting can lead to  getting budgets being spent faster or slower than before.

It’s Time To Adapt to Market Demands

According to a survey conducted by Indeed, more than 96% of employers desire a site that can help match them with quality candidates. With millions of companies still hiring, Indeed’s Pay for Results option provides employers resources to skillfully reach those applicants. The timing could not be better as shifting demographics in the U.S. threaten to further impede the job market. A shrinking labor force will only increase the need for competitive job recruitment tools.

Recruiting candidates can also be laborious, taking more than a month to fill a position in some cases. PPA and PPSA options were designed to save employers time and money with crafted tools built for bringing you more quality applications while making sure that qualified candidates see and find your company’s job listing. Today, the market is as competitive for organizations as it is for candidates. Unequipped companies risk losing talent if they are not utilizing algorithms to drive their listings to qualified candidates.

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Welcome to the Use Case Podcast! Today we have Chris Havrilla, the Vice President of Product Strategy and Talent at Oracle. We’ll be talking about the use case or business case for why their customers use Oracle.

The episode talks about Oracle Grow, a product that focuses on enhancing the worker experience by providing personalized guidance and growth opportunities. The software integrates various Oracle products, such as learning, careers, and talent, to create a comprehensive view of an employee’s role and skills.

Oracle Grow has a diverse use case, as it can be used by organizations of any size and industry to improve workforce productivity and engagement. The software offers insights into an employee’s current and future career paths, enabling them to develop new skills and master their existing role.

Oracle Grow helps workers take control of their growth opportunities and provide clear guidance that was previously unavailable. With Oracle Grow, organizations can create a more motivated and engaged workforce, which ultimately leads to better business outcomes.

Give the show a listen and please let me know what you think!

Thanks, William

Listening Time: 28 minutes

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In this preview episode, William Tincup is joined by Donald Knight, Chief People Officer of Greenhouse Software, to discuss what to expect from the coming series.

They see the conversation on DEI has shifted towards allyship and championing all people, as the root word of allyship is “all.” Donald emphasizes the need to engage in these conversations all the time and for all people.

This series is a must-listen for anyone interested in DEI. If you want to learn how to create meaningful change in your workplace, then check out the series. Join us for lessons learned, progress and pitfalls, and candid conversations about growth and transformation.

We have the full list of episodes right here for you.

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Thanks for tuning in to this special episode of Greenhouse: DEI in Action . Of course, comments are always welcome. Interested in what Greenhouse has to offer? Check out their website

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Melissa Fischer, CEO of NurseRegistry, was a guest on the Recruiting Daily Podcast to discuss best practices for nursing retention and keeping them happy.

Nurse Registry is based in the San Francisco Bay Area and focuses on finding opportunities for nurses within California. Fischer emphasized that there are many opportunities available for nurses beyond working in hospitals or glamorous roles such as ER or labor and delivery nurses. She believes it’s important to get these opportunities in front of nurses so they can find their perfect fit.

Before discussing happiness in the workplace, Fischer and William Tincup talked about the demand for nurses. Pre-COVID, Tincup believed there weren’t enough nurses to fill open positions, let alone future positions. While this may not be entirely true, the demand for nurses is still high.

Fischer stated that Nurse Registry has seen an increase in demand for home health and private duty nursing due to the pandemic. She believes the key to meeting the demand for nurses is to promote nursing as a career choice and create more opportunities for nurses to advance their careers. This article targets the phrase “nursing retention” to highlight the importance of keeping nurses happy to retain them in the field.

Listening Time: 28 minutes

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Welcome to the Use Case Podcast! Today we have Brian Keenan from Odyssey, and we’ll be talking about the use case of Odyssey and why their customers stay with them. Odyssey is a software company that enables connections between employees and underrepresented candidates for partner companies.

Keenan explains that his company started as a mentoring platform, where professionals would offer 30-minute virtual slots to candidates for career journey advice or mock interviews. However, they later pivoted to building software that would allow companies to have direct connections with their employees and external candidates. This enabled companies to facilitate coffee chats, one-to-ones, and other structures to connect with candidates and create more equitable access to opportunities.

The podcast also touches on the difference between underrepresented and marginalized and how these terms are often used interchangeably. Keenan suggests looking at the core issue of some people having access to opportunities while others do not. He emphasizes that it is essential to understand the various factors that contribute to this problem, such as social and economic disparities, and work towards creating a more equitable system.

Keenan believes that technology can play a significant role in facilitating these connections and creating a more inclusive workplace.

Give the show a listen and please let me know what you think.

Thanks, William

Show length: 25 minutes

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In this episode of the Use Case podcast, William Tincup interviews Mark Simpson, CEO of Pillar, about interviewer best practices.

Pillar is an interview intelligence platform that provides data on best practices for interviews. Simpson discusses how Pillar helps companies improve their hiring process and build better teams by evaluating and selecting the right people for the job. The conversation also touches on the importance of standardization and technology in the hiring process to reduce bias and promote fairness.

The discussion highlights the need for interviewer best practices to combat biases during the hiring process. Simpson emphasizes the importance of using technology to standardize the interview process and make it more objective. He notes that standardization can help reduce biases and improve the quality of hires, as well as reduce first six-month attrition rates.

The conversation provides valuable insights into how companies can leverage technology to create a fair and efficient hiring process. Overall, the podcast offers useful tips and strategies for companies looking to improve their hiring process and build better teams.

Listening Time: 28 minutes

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Samer Saab of Explorance

Welcome to the Use Case Podcast! today we have Samer Saab from  Explorance and we’ll be talking about the use case or business case for why his customers use Explorance.

Explorance is a company that provides people insight solutions to help organizations bring actionable insights driven by listening to their employees. The episode discusses the business case or use case for why Explorance’s prospects and customers use their services.

Their solutions help bring to surface understanding of employee needs, expectations, and competencies to support them throughout their journey. The two solutions offered by Explorance are called Blue and Metrics that Matter. They work in synergy to support learning, development, engagement, inclusion, and employee experience.

The podcast also touches on talent intelligence. However, TA is just is a churched-up way of saying people analytics or people insights. Saab emphasizes that companies need to start being part of the solution and not the problem by transforming data into actionable insights that lead to action recommendations.

Explorance primarily offers insight-to-action solutions by connecting the dots between what organizations already know about their employees’ behavior and what they are telling. Insights alone were enough in the past, but now organizations need to be more agile, and their teams need to be autonomous to act on the insights provided by Explorance.

Give the show a listen and please let me know what you think.

Thanks, William

Show length: 24 minutes

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In this episode of the Recruiting Daily Podcast, Ivori Johnson, who leads diversity, equity, inclusion, and belonging at ChartHop. She discusses how performance reviews can help combat workplace bias.

Johnson explains that biases can lead managers to favor certain employees over others, which can ultimately affect their performance evaluations. She suggests creating a process to eliminate biases as much as possible and introducing mechanisms to make managers aware of their workplace biases and be more objective in their evaluations. The conversation also touches on the importance of standardized interviews in reducing bias during the recruitment process.

Workplace bias is a prevalent issue that can affect employee performance evaluations. In this podcast, Ivory Johnson shares insights on how performance reviews can be used to combat workplace bias. She suggests creating a process that eliminates biases as much as possible and introducing mechanisms to make managers aware of their biases and be more objective in their evaluations. Additionally, the conversation highlights the importance of standardized interviews in reducing bias during the recruitment process. By taking people through similar interview processes and asking similar questions, companies can reduce bias and promote fairness.

Listening Time: 33 minutes

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Clovers and TalVista are two companies that recently merged, and the CEOs of each, Doug Leonard and Scot Sessions, share their experience with William Tincup in this episode of the Recruiting Daily Podcast. The discussion focuses on the mechanics and outputs of mergers and acquisitions. The TalVista merger is important for practitioners to understand, as it sets an example for how to do it right.

Clovers was founded during the coronavirus pandemic and recognized the potential for virtual interviews to accelerate. The company’s mission statement was to create a virtual interviewing platform that could be used by companies of all sizes. The TalVista merger was an opportunity for both companies to combine their expertise and offer a more comprehensive suite of products to their customers.

They aim to revolutionize the recruiting industry by providing a complete suite of products that enable companies to find, hire, and retain talent. The merger has allowed them to expand their offerings beyond just virtual interviewing.

Clovers and TalVista include tools for diversity and inclusion, candidate experience, and analytics. Clear communication and transparency during the merger process has been key. Practitioners can now focus on creating value for their customers rather than just increasing revenue.

Quotes on the TalVista Merger from Our Guests

“Do you know that TalVista last year processed nearly a hundred thousand resumes for our clients? We often hear resumes are dead. Well, you know what they’re not. People are using ’em. It’s an an easy entry point, but people need to be more consciously aware and focus on their skills, abilities, and experience…rather than the school, their name, their location.” -Scot Sessions

“We’re here to put [our services] together into a comprehensive solution that really moves the needle, that is the goal. To really leverage our research, and be thought leaders in this space because we have a lot of data.” -Doug Leonard

Listening Time: [45] minutes

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The post Inside The TalVista Merger with Doug Leonard And Scot Sessions of Clovers appeared first on RecruitingDaily.

Welcome to the Use Case Podcast with William Tincup! Today, we have Nancy Xu from Moonhub, and we’ll be talking about the use case or business case for why their customers use Moonhub.

Moonhub is a startup that aims to revolutionize the future of work by creating a virtual workspace that mimics a physical office. Moonhub allows remote workers to feel more connected and engaged with their colleagues, and they provide companies with a more efficient way to manage their workforce. They also discuss the challenges of building a startup during a pandemic, and the importance attracting investors and customers.

Moonhub’s unique approach to remote work has caught the attention of investors and industry experts alike. With social elements such as chat rooms, coffee breaks, and even a virtual water cooler, Moonhub is poised to change the way we think about remote work.

Their story of innovation and adaptability in the face of adversity is sure to inspire others. They understand that building a successful startups in today’s ever-changing business landscape is no easy task.

Give the show a listen and please let me know what you think.

Thanks,

William Tincup

Show length: [28] minutes

Enjoy the podcast?

Be sure to check out all our episodes and subscribe through your favorite platform. Of course, comments are always welcome. Thanks for tuning in to this episode of the Use Case Podcast!

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Snyder explains that ChatGPT can conduct interviews and provide automated responses to job applicants but can also be biased towards certain groups of people. Unfortunately, ChatGPT may not be able to handle sensitive conversations. Snyder suggests that HR professionals should use ChatGPT as a tool rather than a solution to their hiring problems.

Kieran Snyder on the future of HR Tech

“We’ve seen people try to write job posts with ChatGPT. It’s really tempting. We’ve seen people try to write sourcing emails. ‘Hey, William, met you at this conference. Got a great role for you,’ That kind of thing. We’ve even seen people try to write higher stakes sort of feedback or performance management content. Everything”

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Hiring has evolved so much in the past few years, and 2023 is no different. Art has unique insight into what to expect in this current environment, and what tech hiring trends are important to keep in mind.  From large tech firm hiring behaviors to valuing soft skills, we’re going through the entire list.  Be prepared, 2023 is a hiring battlefield and we need all the tools we can get to survive this melee.

Art Zeile on Tech Hiring Trends:

“One of the famous statistics that came out over the last couple weeks is that Meta actually hired three times as many people last year as they laid off in the last quarter of the year.”

“You want somebody empathetic, it says something about your culture. By adding to the soft skills and adding dimensions to your culture, you are telling the candidate what kind of a company you are and what kind of values are important to you.”

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The post Top Tech Hiring Trends for 2023 With Art Zeile of DHI Group appeared first on RecruitingDaily.

Adoption accelerators are tools and support techniques that help facilitate change enablement programs to drive employee adoption in organizations.

Company needs often change, and your workforce needs will also change in turn. But, with certain adoption styles and support programs you can make these transitions more seamless for your workers.

Nancy Estell-Zoder on Adoption Accelerators:

“We’ve seen great opportunity with our adoption accelerators. The intent is to simplify that process. Recognize that there are easy ways to gain value, and focus on the critical problem that you’re trying to solve.”

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On today’s episode of the RecruitingDaily Podcast, William Tincup talks to Gal Almog, Sr Vice President of Paycor about the power of AI, and how their new platform is shaping the way we filter and find new potential hires.

In this strange world of machine learning, we now have the ability to find oceans of candidates across multiple pools through social media filtration and competent AI development.  With huge strides in sourcing AI made by platforms like Talenya, the gap between a recruiter’s intuition and a computer’s best guess is narrowing.

It’s only a matter of time before these machines redefine the standard for how we source candidates. With how these technologies are looking, we might even already be there.

Check out Talenya and see if it’s a platform that your company could take advantage of!

The post AI For Sourcing With Gal Almog of Talenya appeared first on RecruitingDaily.

On this episode of the RecruitingDaily Podcast, William Tincup is joined by Robert Boersma of Talent.com. They discuss the good, bad and ugly on the recent cultural shift towards pay transparency.  Now that the way we talk about pay has changed, is your company up to date on how to optimize job descriptions and resumes?

Pay range availability is sometimes seen as an additional recruiting challenge, but it also eases some burdens. Consider how you handle your interview questions, job description, and even the timeliness in which you discuss pay with your applicants. Let’s get to the root cause of how pay transparency affects hiring metrics, and what you can do to stay on top of it.

Conversation Highlights on Pay Transparency:

Listening time: 27 minutes

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The post Unpacking Pay Transparency with Robert Boersma of Talent.com appeared first on RecruitingDaily.