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An independent talent acquisition community dedicated to recruiting and supporting individuals in their career journeys.

Are you a sourcer or recruiter who likes to play games at work?While I don't recommend playing Super Mario during work, there is one game that helps enhance your sourcing skills, and it's free. There's a website called Sourcing Games and it's exactly what it sounds like. It will have you go through fun sourcing activities, such as hunting down the name of a person when all you have is a picture. Or, attempting to find a hidden message on a webpage within the code. Each activity is something like you may have to do if you are searching for talent.A sourcer or recruiter must dig, essentially be a detective, and think outside of the box. These games help new sourcers to understand what sourcing is all about, and they help veteran sourcers keep their skills sharp.Sourcing Games was created by Jan Tegze who is also the author of Full Stack Recruiter.https://sourcing.games/
Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble podcast about the strategies, techniques, and trends shaping the recruitment industry. Hope you’re ready for the next episode.https://talktalenttome.com/?#podcasts?
The Chad and Cheese podcast is a show from Chad Sowash and Joel Cheesman about recruiting and HR. Chad and Joel have a ton of recruiting industry experience and the best part about their show is they aren't fake. They speak their minds; unfiltered. Which is very refreshing.Chad started at Monster.com before it was Monster, built DirectEmployers from the ground up, and built Randstad's first military veteran hiring program. Joel worked at one of the first job boards, as well as, popular websites like Recruiting.com. He's also started various businesses and is a well known recruiting industry blogger.Put these two fine feathered birds together and what do you have? A high quality and very helpful podcast.https://www.chadcheese.com/?#podcasts?
The Sourcing Challenge Show is a popular podcast and YouTube video show where where Mark Lundgren, Dov Zavadskis, and Aaron Lintz talk to Talent Sourcing Professionals from around the world about how they got started in the in Industry, what they are exited about working on now and more.You can find the Show on YouTube http://social.sourcingchallenge.com/Show and Spotify http://social.sourcingchallenge.com/Spotify.
A YouTube Channel by Dean Da Costa which gives sourcing and recruiting tips. For example, here's a quick clip he uploaded showing how to search the web for a certain username. People are creatures of habit. If someone uses a username at one website, then they may use that same username other places. Dean (at least at the time of posting this) publishes fairly frequent videos that can enhance your Internet recruiting abilities.https://www.youtube.com/c/DeanDaCostathesearchauthority/?#video?
Sourcers Who Code is a collective learning community of Talent Acquisition professionals interested in innovative solutions & upping their game by learning to code. Our Goal: To improve recruitment processes by strengthening our ability to talk both Talent & Tech ? a tremendous value-add!https://www.youtube.com/playlist?list=PLh9V7buk0vuDxX9G_acEyuZ4VVMa7b51v?#video?
SourcingIRL started as an Opensource Recruitment project that’s evolved into a full-fledged Youtube Channel with over 1400 subscribers on Youtbe and 700 Followers on Tiktok. I can’t thank everyone enough for making this DIY Sourcing Thing into a reality. Within these videos, you’ll find recruitment tools, strategies, and 5minHacks that I’ve learned and continue to learn as technology evolves. Whether you are a Sourcer, Recruiter, Jobseeker looking for insider tricks, or Video Nerd (like me), this channel has content to help.https://www.youtube.com/c/GregHawkes-SourcingIRL
Here are a couple of search engines which help to find people by pulling in their information from a large variety of sources.First, there's freepeoplesearchtool.com. This is actually a Google search, but it's created using a Google product called Google Custom Search (GCS). In short, Google will let anyone create a custom search box and embed it on a website. You adjust settings as you're setting it up so that it performs a more tailored and custom search for you without having to do as much boolean operator logic.If you want to try something non-Google related, then there's IDCrawl. This is very different from Google because they focus on crawling the web solely for information about people. They have a People Search, Username Search, and Reverse Phone Search. They even have some fun features such as trending searches.Do you have other favorite people search tools? ?#sourcing?
GitHub is a website where developers can store the code for software/websites/apps they are working on. It logs all changes to the code, lets others contribute code, and people may report issues. There's more to it than that, but this is a basic explanation.A trend that started on GitHub is to also create lists of awesome things. People have created "awesome lists" for software coded in certain languages (list of PHP software for example), podcasts, and all kinds of things. There are also lists for recruiting. It works well because of the fact that GitHub tracks all of the changes and lets other contribute.Although there may be more than this, two notable awesome recruiting resource lists are one that I started, and what may be the original, one started by Sjamilla van der Tooren.Mine: https://github.com/zerosonesfun/awesome-recruitingSjamilla van der Tooren's: https://github.com/Sjamilla/awesome-recruitment
To get your job postings to appear on Google Jobs, you need to follow these steps:Create a job posting on your company's website or any other job site. Make sure to include relevant details such as job title, location, and job description.Use structured data markup to ensure that Google can understand the information in your job posting. You can use schema.org's JobPosting structured data format to do this.Submit your job posting to Google by either:a) adding a sitemap that includes your job posting URLs to Google Search Console, orb) using the Google Cloud Talent Solution job search API to submit your job postings directly to Google.Once your job postings are indexed by Google, they should appear in Google Jobs search results.It's important to note that Google has specific guidelines for job postings, and not all job postings may be eligible to appear on Google Jobs. Make sure to review Google's job posting guidelines to ensure that your job postings meet their requirements.Hopefully your company's technology team members already have this implemented. There's no way for a recruiter without access to add HTML, to add jobs instantly to Google Jobs.
As a recruiter, I know how challenging it can be to fill hard-to-fill jobs within a short period. But don't worry, I have some effective tips to help you out. Here are some tips to help you fill hard-to-fill roles within 30 days:1. Clearly Define the Role: Before beginning the search, it's essential to have a clear understanding of the job requirements. This will help you to narrow down your search to the most qualified candidates and save you time in the hiring process. [1]2. Utilize Social Media: Social media is a powerful tool that can help you reach a vast audience quickly and at a low cost. Use your company's social media channels to post job openings and encourage your employees to share them with their networks. You can also use targeted advertising to reach candidates who may not be following your company's social media pages. [2]3. Employee Referrals: Employee referrals are an excellent way to find qualified candidates who are a good fit for your client's company culture. Offering a referral bonus can encourage your employees to refer their friends and colleagues to your company. [3]4. Work with Recruitment Agencies: Recruitment agencies have a vast network of qualified candidates and are experts in the hiring process. They can help you fill hard-to-fill roles quickly and efficiently. [4]5. Offer Competitive Compensation: Offering a competitive compensation package is crucial to attract top talent in a tight job market. Research industry standards and offer a salary and benefits package that is competitive with other companies in your industry. [5]By following these tips, you can streamline the hiring process and fill hard-to-fill roles within 30 days. I hope these tips help you find the right candidate for your clients' open positions.1. SHRM. "6 Tips for Filling Hard-to-Fill Positions." https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/6-tips-filling-hard-to-fill-positions.aspx2. Business News Daily. "5 Tips for Social Media Recruiting Success." https://www.businessnewsdaily.com/8167-social-media-recruiting-tips.html3. Forbes. "How to Recruit Top Talent: 8 Tips to Get Great Employees." https://www.forbes.com/sites/ashleystahl/2019/03/06/how-to-recruit-top-talent-8-tips-to-get-great-employees/?sh=4e9b81d75e574. Recruiter.com. "The Benefits and Drawbacks of Using Recruiters." https://www.recruiter.com/i/the-benefits-and-drawbacks-of-using-recruiters/5. Glassdoor. "5 Tips to Recruit Hard-to-Fill Positions." https://www.glassdoor.com/employers/blog/5-tips-to-recruit-hard-to-fill-positions/
As a recruiter, one of the most important skills to have is the ability to cold call potential candidates [1]. Cold calling can be intimidating, but with a few simple tips, you can become a pro at it!1. Do your research: Before making a cold call, do your research on the candidate you're calling. Look at their resume and LinkedIn profile to get an idea of their background and experience. This will help you tailor your conversation to their specific skills and qualifications [1].2. Prepare a script: While you don't want to come off as scripted, it's helpful to prepare a basic outline of what you want to say. This will help you stay focused and ensure you cover all the important points [2].3. Start with a strong opening: The first few seconds of a cold call are crucial. Introduce yourself and explain why you're calling. Be friendly and engaging, and try to pique their interest with a hook. For example, "I came across your profile on LinkedIn and was really impressed with your experience in marketing" [1].4. Keep it conversational: Avoid sounding like a telemarketer by keeping the conversation casual and conversational. Ask open-ended questions and try to get the candidate talking about their experience and goals [1].5. End with a clear call to action: Make sure to end the call with a clear call to action. Let the candidate know what the next steps are, whether it's scheduling an interview or sending over more information [2].With these tips, you'll be well on your way to mastering the art of cold calling as a recruiter!Sources:[1] "10 Tips for Cold Calling Success" by Alison Doyle. The Balance Careers. https://www.thebalancecareers.com/tips-for-successful-cold-calling-2059647[2] "How to Master the Art of Cold Calling" by Stav Ziv. The Muse. https://www.themuse.com/advice/how-to-master-the-art-of-cold-calling?#sourcing?
In the dynamic and ever-evolving landscape of recruitment, the art of communication with potential candidates is a blend of finesse and science. By delving into the intriguing nuances of psychological communication strategies, we uncover the tools to establish profound connections with candidates, resonating with their minds and evoking positive and engaged responses.Building Trust and Empathy: The Personal TouchPsychological Aspect: People inherently respond to communication that is personalized and empathetic, as it fosters a sense of connection and understanding.Imagine this scenario: You stumble upon a candidate's remarkable achievements in a project where their expertise in a specific technology shines through. An introductory message acknowledging these accomplishments genuinely and early on establishes a foundation of trust."Hi [Candidate's Name],I came across your impressive work in [specific technology or project], and your expertise in [relevant skill] really caught my attention. Your accomplishments are truly impressive!"Harnessing the Power of Reciprocity: Your Invitation MattersPsychological Aspect: The principle of reciprocity suggests that when someone feels they owe something in return, they are more likely to respond positively.Now consider this: You present an exciting opportunity within [Your Company Name], showcasing the potential for their proficiency in a specific skill to make a significant impact. By inviting them to a brief, exploratory conversation, you create an environment where curiosity can thrive."Hey [Candidate's Name],I wanted to share an exciting prospect at [Your Company Name]. Given your background in [specific skill], I believe you have the potential to make a significant impact. Would you be open to a brief chat to explore this?"Personalization Beyond the Surface: Aligning GoalsPsychological Aspect: Individuals respond positively when communication resonates with their personal goals and aspirations.Imagine noticing a candidate's passion for a particular interest on their profile. At [Your Company Name], we celebrate individuals who share our enthusiasm for a related project/initiative. Communicating how their passion aligns with your organization opens the door to a deeper discussion on how their contributions can shape a shared future."Hello [Candidate's Name],I noticed your passion for [specific interest] on your profile. At [Your Company Name], we value individuals who are equally passionate about [related project/initiative]. Let's discuss how your enthusiasm could contribute."The Impact of Social Proof: Showcasing SuccessPsychological Aspect: The power of peer influence is undeniable. Utilizing social proof can ignite curiosity and interest.Consider highlighting the achievements of peers at [Your Company Name] who have harnessed their similar skill set to excel in your projects. By tapping into this principle, you naturally pique their curiosity about the potential for their own achievements."Hi [Candidate's Name],Many of your peers at [Your Company Name] have achieved remarkable feats by leveraging their skills similar to yours in our projects. Are you intrigued by the possibility of achieving the same?"Navigating the Interview Phase: Cultivating BelongingPsychological Aspect: Creating a sense of belonging and relevance fosters engagement and investment.Imagine acknowledging the alignment of a candidate's skills with the values of your team. By recognizing traits like a specific quality that you've observed in their profile, you create a conversational environment that encourages them to visualize their role within your organization."Hello [Candidate's Name],We're thrilled about the potential alignment of your skills. Our team values [specific trait or quality], which we recognize in your profile. Let's delve into how your contributions can flourish."The Personal Touch: Recognizing IndividualityPsychological Aspect: Tailored attention and genuine recognition resonate deeply with individuals.Imagine discovering a candidate's enthusiasm for a specific cause or interest. Presenting how your organization actively supports a related initiative showcases a commitment to their values, amplifying their sense of purpose in considering your opportunity."Hi [Candidate's Name],I noticed your enthusiasm for [specific cause/interest]. At [Your Company Name], we actively support [related initiative], and your participation could make a significant impact."Concluding with Appreciation: Cultivating PositivityPsychological Aspect: Expressing gratitude fosters a positive connection and encourages further engagement.As we wrap up this journey, showing appreciation for the time and thought they've invested fosters a sense of reciprocity. Even if the current opportunity isn't a perfect match, acknowledging their remarkable skill or quality leaves a lasting impression, setting the stage for potential future interactions."Hello [Candidate's Name],We appreciate the time and thought you've invested thus far. While this specific opportunity might not be an exact match, your [specific skill/quality] stands out. We look forward to potential future interactions."Final Thoughts: Nurturing Authentic ConnectionsIn a world where success hinges on effective connections, integrating psychological insights into your communication approach becomes indispensable. Remember, the synergy of personalization, reciprocity, and authenticity forms the bedrock of impactful candidate engagement, forging connections that resonate with both parties.
No matter how many years (or days) you've been recruiting or sourcing, a solid first step is to research the role you'll be recruiting for. Thanks to advances in AI this is now easier than ever. This article will show AI chat transcripts to help you learn how to communicate with AI chatbots to research the role you're recruiting for prior to the intake session.First, stay skeptical. The AI might get it wrong so remember, this is just an extra tool. Use your knowledge of the company you recruit for, your general recruiting experience, and some extra web searches to verify.For this tutorial I used Open AI's free ChatGPT (currently GPT-3.5) and Google's Bard. ChatGPT is used for general role research and recruiting advice. Google Bard is used to access some search statistics. Below is a transcript of each chat.Let's say that you need to research a role that requires "Spring Boot" experience. You don't know what "Spring Boot" is. You can begin by giving ChatGPT some basics about the role. After many of the prompts I also include an explanation around why I went about the conversation the way I did.You:I am a recruiter and I need to fill a software engineering role based out of Atlanta, GA. The applicant must have:- Spring Boot experience- Java coding experience- 5 years of software development experienceNext, I will ask you a series of questions to help me fill this job opening. Do you understand?Explanation: Ending with "do you understand?" isn't really to see if the AI understands. It's a way to give the AI information to base the entire conversation off of, then pause and let you ask a related question. If you didn't ask, "do you understand?" then the AI would possibly reply right away with a long drawn out answer that may or may not be helpful.ChatGPT:Yes, I understand. I can help you with your recruitment process for the software engineering role in Atlanta, GA, by providing information and answering questions related to the qualifications you've mentioned. Please feel free to ask your questions, and I'll do my best to assist you.You:What is Spring Boot?Explanation: Here the AI is being asked about one of the key parts of the job that the recruiter is unsure about.ChatGPT:Spring Boot is an open-source framework for building Java-based web applications and microservices. It is part of the larger Spring Framework ecosystem, designed to simplify and accelerate the development of production-ready applications. Spring Boot provides several benefits for software development, including:Auto-Configuration: Spring Boot offers auto-configuration, which means it can automatically configure various components based on project dependencies and sensible default settings. This reduces the need for manual configuration and boilerplate code.Embedded Servers: Spring Boot includes embedded web servers like Tomcat, Jetty, and Undertow, which simplifies the deployment of web applications without the need for external server setup.Standalone: Applications built with Spring Boot are standalone and can be run as standalone JAR files. This makes deployment and distribution more straightforward.Opinionated Defaults: Spring Boot provides opinionated defaults for various components, making it easier for developers to make decisions about technologies and libraries to use.Production-Ready: Spring Boot includes features for monitoring, metrics, and health checks, which are essential for building robust and production-ready applications.Simplified Dependency Management: It simplifies dependency management through the use of the Spring Boot Starter POMs, which package common sets of dependencies for specific use cases.Spring Ecosystem Integration: Spring Boot seamlessly integrates with other Spring projects, such as Spring Data, Spring Security, and Spring Cloud, allowing developers to build complex applications and microservices with ease.In the context of your recruitment for a software engineering role, Spring Boot experience is essential because it indicates that the candidate is familiar with modern Java-based web application development practices and can work efficiently within the Spring ecosystem to build robust and scalable software solutions.You:How popular is Spring Boot?Explanation: Asking how popular the skill or technology is can help to gauge how hard the job will be to fill and uncover other information.ChatGPT:As of my last knowledge update in September 2021, Spring Boot was highly popular in the world of Java-based web application development and microservices. It had gained significant traction within the developer community and was widely adopted by companies and organizations for building robust and scalable applications. However, please note that the popularity of technologies can change over time, so it's a good practice to check more recent sources for the most up-to-date information.Spring Boot's popularity can be attributed to several factors:Simplicity and Productivity: Spring Boot's focus on convention-over-configuration and its auto-configuration features make it easy for developers to get started quickly and be productive.Integration: It seamlessly integrates with other Spring projects and libraries, enabling developers to leverage the entire Spring ecosystem for building complex applications.Microservices: As microservices architecture gained popularity, Spring Boot was often chosen as the framework of choice for developing microservices due to its ease of use and support for building RESTful services.Community Support: Spring Boot has a large and active community of developers and a wealth of documentation, tutorials, and community-contributed libraries, making it easier for developers to find solutions to common problems.Corporate Backing: Spring Boot is part of the larger Spring Framework ecosystem, which is developed and maintained by Pivotal (now part of VMware). This corporate backing adds credibility and support to the framework.Enterprise Adoption: Many large enterprises and organizations rely on Spring Boot for building their mission-critical applications, which further contributes to its popularity.To get the most up-to-date information on Spring Boot's popularity, you can check developer surveys, job listings, and technology adoption reports, which can provide insights into its current status and usage trends in the software development industry. Additionally, websites like Stack Overflow and GitHub can provide indicators of community engagement and project activity.You:How hard is it to find someone with Spring Boot experience?Explanation: You can continue to try and find out how difficult the role will be to fill by asking questions like this.ChatGPT:Finding someone with Spring Boot experience can vary in difficulty depending on several factors, including the location, the specific skills and experience required, and the current job market conditions. Here are some considerations:Location: The ease of finding candidates with Spring Boot experience can be influenced by the location of the job opening. In tech hubs or areas with a strong software development community, you may find a larger pool of candidates with Spring Boot experience compared to less tech-savvy regions.Specific Requirements: The level of difficulty in finding candidates with Spring Boot experience can also depend on the specific skills and experience you're looking for. For example, if you require deep expertise in Spring Boot, microservices architecture, and related technologies, it might be more challenging to find candidates with a precise match.Job Market Conditions: The overall job market conditions can impact your ability to find candidates. In a competitive job market where there's high demand for software engineers, it may take more time and effort to identify and attract candidates with the desired skills.Recruitment Channels: Utilizing various recruitment channels can help in finding candidates with Spring Boot experience. This includes job boards, professional networking sites, recruitment agencies, and tapping into your professional network for referrals.Salary and Compensation: The salary and compensation package you offer can also affect your ability to attract candidates. Highly skilled developers with Spring Boot expertise may have salary expectations commensurate with their skills and experience.Training and Development: Consider whether you're open to hiring candidates with Java and general software development experience who are willing to learn Spring Boot on the job. Providing training and development opportunities can expand your candidate pool.Remote Work: If your organization allows for remote work, you can potentially cast a wider net and consider candidates from outside your immediate geographical area who have the required Spring Boot experience.To improve your chances of finding the right candidate with Spring Boot experience, it's essential to clearly define your job requirements, use a combination of recruitment strategies, and be prepared to assess candidates thoroughly during the interview process to ensure they meet your specific needs.Keep in mind that the software development landscape is dynamic, and the availability of candidates with specific skills can change over time, so it's advisable to stay flexible and open to various sourcing and hiring strategies.You:What major software has been built with Spring Boot?Explanation: Now that you know what Spring Boot is, knowing what popular software it is used to build can give you more clues. In this case you'll see that it blew the roof right off of this investigation. This question allows you to see that it is used within many very popular companies.ChatGPT:Spring Boot has been used to build a wide range of software applications across different domains. While it's challenging to provide an exhaustive list of all the software projects built with Spring Boot, I can highlight some notable examples and use cases:Netflix: Netflix uses Spring Boot extensively in its microservices architecture. Spring Boot has been employed to develop various components of their streaming platform, including recommendation engines, user management, and content delivery.Alibaba: Alibaba, the Chinese e-commerce giant, relies on Spring Boot for building parts of its e-commerce infrastructure. They have contributed significantly to the Spring ecosystem and have adopted Spring Boot for their cloud-native applications.Ticketmaster: Ticketmaster, a global ticketing platform, uses Spring Boot to power parts of its ticketing and event management systems. Spring Boot helps them scale their services efficiently to handle high traffic during ticket sales.Adobe Experience Manager: Adobe uses Spring Boot in its content management system, Adobe Experience Manager, to build scalable and extensible web applications.Intuit: Intuit, the financial software company behind products like QuickBooks and TurboTax, employs Spring Boot for developing various financial and accounting applications.Uber: Uber uses Spring Boot in some of its backend services, including those related to real-time ride tracking and dispatching.LinkedIn: LinkedIn has integrated Spring Boot into parts of its infrastructure, enabling the development of performant and scalable services.American Express: American Express uses Spring Boot for developing financial services applications, including customer account management and payment processing.Walmart: Walmart, one of the world's largest retailers, has utilized Spring Boot for building e-commerce and supply chain management solutions.Government Agencies: Several government agencies, both in the United States and in other countries, have adopted Spring Boot for developing various government systems and services, including taxation, healthcare, and citizen services.Financial Institutions: Many banks and financial institutions use Spring Boot for building applications related to online banking, payment processing, and fraud detection.These examples demonstrate the versatility and scalability of Spring Boot for a wide range of applications and industries. Spring Boot's ease of use, robustness, and compatibility with microservices architectures have contributed to its adoption in diverse software development projects. Please note that the specific technologies and frameworks used alongside Spring Boot can vary depending on the project's requirements and tech stack.You:Besides LinkedIn, are you able to suggest specific job boards or websites that might have a large population of people with Spring Boot experience?Explanation: You can ask where to search for talent.ChatGPT:Certainly, there are several job boards and websites where you can find a large population of candidates with Spring Boot experience. Here are some popular platforms to consider:LinkedIn: As you mentioned, LinkedIn is a valuable resource for finding candidates with Spring Boot experience. You can use its advanced search features and filters to target candidates based on skills, location, and experience.Indeed: Indeed is a widely used job search platform that allows you to post job listings and search for candidates with specific skills, including Spring Boot.Glassdoor: Glassdoor not only lets you post job listings but also provides insights into company reviews and salary information, helping you attract top talent.Dice: Dice is a specialized job board for technology professionals. It often has a significant number of tech-savvy candidates, including those with Spring Boot experience.Stack Overflow Jobs: Stack Overflow has a dedicated job board for developers, where you can find candidates who actively engage with technology-related content. Many developers skilled in Spring Boot visit this site.GitHub Jobs: GitHub Jobs allows you to target developers who have public code repositories on GitHub, which can provide insights into their coding skills and contributions.AngelList: If you're looking for candidates interested in startup environments, AngelList is a platform specifically designed for startups and tech companies.CareerBuilder: CareerBuilder is a general job board that attracts candidates from various industries, including technology.Tech Job Websites: Consider industry-specific job websites or forums related to technology and software development. These can be a good source for finding experienced Spring Boot developers.Local Job Boards: Depending on your location, there may be local job boards or tech community websites specific to your region where you can find candidates with Spring Boot expertise.Tech Conferences and Meetups: Attend or check the websites of tech conferences and meetups in your area or related to your industry. These events often attract tech professionals who may be interested in job opportunities.Remember to use relevant keywords like "Spring Boot," "Java developer," and "microservices" in your job listings to attract candidates with the specific skills you're seeking. Additionally, consider using Boolean search operators to refine your search results and find candidates who closely match your criteria.It's also a good practice to network within the developer community, attend tech events, and engage with local tech organizations to tap into potential candidates with Spring Boot experience who may not be actively searching for jobs but could be open to new opportunities.You:Besides keywords like "Spring Boot," "Java developer," and "microservices," what other keywords can I search for on the web to potentially find people with this type of experience?Explanation: You can ask how to search for talent.ChatGPT:To expand your search for candidates with Spring Boot experience, you can use a variety of related keywords and phrases. Here are some additional keywords and terms to consider when searching for candidates with this type of experience:Spring Framework: Candidates experienced with Spring Boot often have expertise in the broader Spring Framework, so using "Spring Framework" as a keyword can yield relevant results.Java EE (Java Platform, Enterprise Edition): Candidates skilled in Java EE may have relevant experience, as Spring Boot is often used for enterprise-level applications.Java Backend Developer: This is a broad term that can encompass developers with experience in Java, including Spring Boot.RESTful APIs: Spring Boot is commonly used to build RESTful APIs, so candidates familiar with this technology may have relevant skills.Microservices Architecture: Candidates with expertise in microservices architecture may be well-versed in Spring Boot, as it's a popular choice for building microservices.Java Spring Developer: Using variations of "Java Spring" in your search can help you identify candidates with Spring Boot and Spring Framework experience.Spring Data: Spring Boot often integrates with Spring Data for data access, so candidates with Spring Data experience may be suitable.Spring Security: If security is an important aspect of the role, consider searching for candidates with Spring Security experience.DevOps: Candidates with DevOps skills may have experience with Spring Boot in the context of building and deploying applications.Cloud Technologies: Candidates familiar with cloud platforms like AWS, Azure, or Google Cloud may have experience deploying Spring Boot applications in the cloud.Containerization: If containerization is relevant to your role, consider searching for keywords like "Docker" and "Kubernetes," as Spring Boot applications are often containerized for deployment.Continuous Integration/Continuous Deployment (CI/CD): CI/CD tools like Jenkins, Travis CI, and CircleCI are commonly used with Spring Boot, so candidates experienced with these tools may be suitable.Java Spring Boot Certification: Some candidates may have pursued Spring Boot certification, so including this term in your search can help identify certified professionals.Backend Frameworks: Alongside Spring Boot, candidates may have experience with other backend frameworks like Node.js, Django (Python), Ruby on Rails, etc. Consider including relevant framework names in your search.Remember that using Boolean search operators, such as AND, OR, and NOT, can help you refine your searches and find candidates with the precise combination of skills and experience you're looking for. Experiment with different keyword combinations to cast a wider net and identify potential candidates who may not appear in more narrowly defined searches.You:Create a boolean search string for me which combines everything that we just discussed in order to find people with this experience in Atlanta, GA.Explanation: It can create search strings for you.ChatGPT:Certainly, here's a boolean search string that combines various keywords and criteria to help you find candidates with Spring Boot experience in Atlanta, GA:("Java developer" OR "Java Spring developer" OR "Java Backend Developer" OR "Spring Framework" OR "Java EE" OR "RESTful APIs" OR "Microservices Architecture" OR "Spring Data" OR "Spring Security" OR "DevOps" OR "AWS" OR "Azure" OR "Google Cloud" OR "Docker" OR "Kubernetes" OR "CI/CD" OR "Spring Boot Certification" OR "Backend Frameworks") AND ("Spring Boot" OR "SpringBoot") AND "Atlanta, GA"This search string includes a wide range of relevant keywords related to Spring Boot and Java development. You can use this search string on various job boards, professional networking sites, and search engines to identify potential candidates in Atlanta, GA, who match your criteria for the software engineering role.You:If someone has 5 years of Java coding experience but they have never worked with Spring Boot, could they pick it up quickly?Explanation: At this point you got to thinking. Maybe "Spring Boot" experience will be easy to find, but maybe it won't. Maybe you could go into the intake session and suggest a different approach.ChatGPT:Yes, it's possible for someone with 5 years of Java coding experience to pick up Spring Boot relatively quickly. Here are some reasons why:Java Proficiency: Having 5 years of Java coding experience means the individual is likely to have a strong foundation in Java programming concepts, which is a significant advantage when learning Spring Boot. Spring Boot is built on top of Java, so a solid understanding of Java is beneficial.Spring Framework Familiarity: If the candidate has worked with the broader Spring Framework before, even without Spring Boot experience, they may already be familiar with some Spring concepts and principles. Spring Boot simplifies and streamlines many aspects of the Spring Framework, making it more accessible.Learning Resources: There is an abundance of learning resources available for Spring Boot, including official documentation, tutorials, online courses, and books. With dedication and access to these resources, individuals can quickly grasp Spring Boot's core concepts and best practices.Community and Support: The Spring community is large and active, and there are numerous forums and communities where developers can seek help and guidance when encountering challenges while learning Spring Boot.Hands-On Practice: Practical experience is often the most effective way to learn. Candidates can work on small Spring Boot projects or contribute to open-source Spring Boot projects to gain hands-on experience and confidence.On-the-Job Learning: Many organizations are willing to hire candidates with strong Java skills and provide on-the-job training in Spring Boot. If the candidate is a fast learner and adaptable, they can acquire Spring Boot experience while working on real projects.However, it's important to consider the specific needs of your project and the candidate's willingness and aptitude for learning new technologies. While learning Spring Boot is feasible for someone with Java experience, there may be a learning curve involved, and the candidate's ability to adapt and apply their knowledge effectively should be evaluated during the hiring process.You:Write an elevator pitch that is very convincing, and almost impossible to disagree with, which explains why we need to remove Spring Boot from the qualifications and focus on people with Java experience. This will be discussed with the hiring manager to convince them to allow me to change the job requirements.Explanation: You now know that really all you need is someone with Java coding experience. You just have to convince the hiring manager.ChatGPT:"Elevating Your Talent Pool: The Case for Rethinking Spring Boot Requirements"In today's competitive job market, we recognize the importance of finding the right talent to drive our organization forward. While Spring Boot expertise has been a valuable criterion, we propose a strategic shift that can significantly benefit our hiring process and, ultimately, our company's success.Here's why we should reconsider our focus on Spring Boot and prioritize candidates with strong Java experience:Access to a Larger Talent Pool: Java is one of the most widely adopted programming languages globally, with a vast community of experienced developers. By embracing candidates with strong Java skills, we instantly expand our talent pool, increasing our chances of finding exceptional individuals who may not have worked extensively with Spring Boot but possess the core Java proficiency we need.Flexibility and Adaptability: Hiring Java-savvy candidates allows us to prioritize adaptability and learning potential. Java developers often excel in quickly picking up new technologies, making them well-suited to transitioning to Spring Boot with the right training and resources.Diverse Skillsets: Candidates with diverse backgrounds and skillsets can bring fresh perspectives and innovative solutions to our projects. Embracing Java-experienced individuals can enrich our development teams with a broader range of skills and experiences.Reduced Hiring Time: Removing Spring Boot as a strict requirement streamlines our hiring process. We can efficiently identify top Java talent, reducing time-to-hire and ensuring that our positions are filled more swiftly to meet project demands.Enhanced Team Dynamics: Building a well-rounded team with a mix of Java and Spring Boot expertise fosters collaboration and knowledge sharing. Cross-training opportunities within the team can lead to more resilient and skilled developers in the long run.Cost-Efficiency: Focusing on Java experience may result in cost savings as we open the door to a wider candidate pool. We can allocate resources to training and upskilling, ensuring our team members acquire Spring Boot proficiency as needed.Risk Mitigation: In a fast-evolving tech landscape, diversifying our team's skillsets ensures resilience against unforeseen technology shifts. A Java-strong team can pivot and adapt to new challenges more effectively.By evolving our hiring strategy to prioritize Java proficiency while remaining open to Spring Boot learning and development, we not only increase our chances of finding exceptional talent but also strengthen our team's adaptability and resilience. This strategic shift aligns with our commitment to innovation, diversity, and long-term success, ensuring that we continue to thrive in a dynamic industry.Let's embark on this journey of reevaluating our qualifications to harness the full potential of our talent acquisition efforts and foster a team of well-rounded, adaptable, and high-achieving developers.You:Rewrite it and make it a script for a more casual, live conversation. It can't sound robotic or like it was written by AI.Explanation: The above pitch was too formal. So, you ask for a more casual script to convince the hiring manager that focusing on Java only, instead of Spring Boot, is the way to go.ChatGPT:Sure, here's a more casual and conversational script for discussing the idea of reconsidering Spring Boot qualifications in real-time with a hiring manager:You: "Hey [Hiring Manager's Name], I've been thinking about our job requirements for the software engineering role, and I wanted to chat with you about a potential adjustment. I believe it could really benefit our hiring process and the team. Do you have a moment to talk?"Hiring Manager: "Of course, I'm all ears. What's on your mind?"You: "Well, you know we've been pretty firm on requiring Spring Boot experience for this role, but I'd like us to consider a change. Hear me out: What if we shift our focus a bit and prioritize candidates with strong Java experience, while still being open to Spring Boot learning?"Hiring Manager: "Interesting, go on. Why the shift?"You: "Here's the deal – Java is incredibly popular and widely used. It opens up a much larger talent pool for us. Think about all those skilled Java developers out there who might not have Spring Boot on their resumes but could be quick learners when it comes to it. They could bring fresh perspectives and diverse skills to our team."Hiring Manager: "That makes sense, but what about the Spring Boot expertise we thought was crucial?"You: "I'm glad you asked! Java developers are known for their adaptability. They often thrive when learning new tech. So, we'd provide training and resources for them to pick up Spring Boot. Plus, a diverse mix of Java and Spring Boot experience on the team can lead to stronger collaboration and knowledge sharing, which can be a huge win."Hiring Manager: "I see the benefits, but what about the time it might take for them to get up to speed?"You: "Great question. While it might take a bit to get them fully Spring Boot proficient, it's worth noting that this shift could actually reduce our hiring time. We'll be able to identify top Java talent more quickly and ensure our positions are filled faster."Hiring Manager: "And what about the risk of not having Spring Boot experts right away?"You: "Good point. In the ever-evolving tech landscape, having a team with a mix of skills can be an asset. It means we're better equipped to handle shifts in technology trends. Plus, it's cost-effective as we can allocate resources to training rather than paying a premium for Spring Boot experts."Hiring Manager: "Hmm, you make some compelling points. It's definitely something to consider. How do you see this benefiting the team in the long run?"You: "Long-term, we'll have a team that's not only adaptable but also capable of cross-training and supporting each other. We'll build a culture of continuous learning and innovation. It aligns perfectly with our commitment to staying competitive and thriving in our industry."Hiring Manager: "Alright, I'm intrigued. Let's explore this further and discuss the details. Thanks for bringing this up."You: "Absolutely, thank you for being open to it. I think it's a positive step towards building a stronger, more dynamic team."This script maintains a conversational and casual tone while conveying the benefits of reconsidering Spring Boot qualifications for the software engineering role. It encourages a collaborative discussion between you and the hiring manager.You:What is a good initial screening question to ask an applicant to help prove that they have spring boot experience?Explanation: For now, you end this chat by getting a couple of screening question suggestions.ChatGPT:A good initial screening question to assess an applicant's Spring Boot experience could be:"Can you describe a specific project or use case where you utilized Spring Boot, and what role you played in its development?"This question serves multiple purposes:Specificity: By asking for a specific project or use case, you encourage the candidate to provide concrete examples of their Spring Boot experience, demonstrating that they have hands-on familiarity with the technology.Role Clarification: The second part of the question ("what role you played in its development?") helps you understand the candidate's level of involvement. Did they play a key role in designing, developing, or maintaining the Spring Boot application, or was their involvement more peripheral?Depth of Experience: Depending on their response, you can gauge the depth of their Spring Boot experience. A detailed, insightful answer indicates a deeper understanding, while a more general response may suggest a more surface-level familiarity.Communication Skills: This question also assesses the candidate's ability to effectively communicate their technical experiences, a valuable skill for collaboration within a team.After their response, you can follow up with additional questions to delve deeper into their Spring Boot experience, such as asking about challenges they faced, how they addressed them, and any specific features or components of Spring Boot they worked with. This way, you can gain a more comprehensive understanding of their expertise with Spring Boot.You:What is a good initial screening question to ask an applicant to help prove that they have java experience?ChatGPT:A good initial screening question to assess an applicant's Java experience could be:"Can you provide an overview of your Java development experience and highlight any significant projects or accomplishments that showcase your Java skills?"This question serves several purposes:Experience Overview: It invites the candidate to provide a high-level summary of their Java development experience, allowing you to gauge the breadth of their knowledge.Specific Projects: By asking for significant projects or accomplishments, you encourage the candidate to provide concrete examples of their Java work, demonstrating their hands-on experience.Skill Showcase: It gives the candidate the opportunity to highlight specific Java-related skills, technologies, or frameworks they have used, providing insight into their expertise.Problem-Solving and Achievements: Candidates may mention challenges they faced in Java development and how they overcame them, giving you an idea of their problem-solving abilities.Communication Skills: Like the Spring Boot question, this query also assesses the candidate's ability to effectively communicate their technical experiences and achievements.After their response, you can follow up with more specific questions related to their Java experience, such as asking about the types of Java applications they've worked on, their familiarity with Java libraries and frameworks, and whether they've contributed to open-source projects in the Java ecosystem. These follow-up questions will help you gain a more comprehensive understanding of their Java expertise.Now you have a good bit of information about the role. But, you want some recent data that you can show the hiring manager during the intake session. You can chat with Google's Bard and ask it for recent search trend data. For example, you can ask it to tell you what locations search for "Spring Boot" the most. While not guaranteed, this could point to locations that have people with this experience. After asking this question, here was Bard's reply:Bard:Sure, I can help you with that.According to Google Trends data for 2023, the top 5 U.S. cities where the Java-related search term "Spring Boot" is searched for the most are:San Francisco, California New York City, New York Seattle, Washington Austin, Texas Los Angeles, California These cities are home to many large tech companies that use Spring Boot, such as Netflix, Alibaba, LinkedIn, Uber, and Zillow. The high search volume for Spring Boot in these cities suggests that there is a lot of interest in the framework among software developers in these areas.Here is a table of the top 5 cities with their corresponding search interest score:City Search Interest Score San Francisco, CA 100 New York City, NY 95 Seattle, WA 90 Austin, TX 85 Los Angeles, CA 80I hope this helps! Let me know if you have any other questions.As you can see, using the latest AI chatbot technology, you never have to go into an intake session blind. You're able to go into the meeting and immediately start talking about the role as if you've been recruiting for this type of talent for years. This should be one of the first things you do in your recruiting process.How do you use AI technology? Let me know in the comments.?#AI?
In the realm of talent acquisition, pushing boundaries and thinking outside the box have become imperative for staying ahead in the competitive race for top-tier talent. It's not just about embracing Artificial Intelligence (AI); it's about blending the prowess of AI with the dynamism of something extra like gamification to revolutionize the recruitment landscape. Gamifi-what?Gamification, in essence, harnesses game mechanics and elements to engage and motivate individuals, often seen as a powerful tool to transform traditional processes into interactive and rewarding experiences. Picture this: platforms that turn recruitment into a series of challenges or games, providing valuable insights into candidates' skills and suitability for roles. For instance, companies like Marriott utilize virtual simulations of job roles to assess candidates (Spinify). This innovative approach not only captivates candidates but also enables recruiters to delve deeper into assessing their capabilities.Before we continue on talking about gamification, let's step back a bit and talk about how AI alone is changing Talent Acquisition.The Evolution: AI Redefining Talent Acquisition1. Precision Targeting and Bias ReductionBy deciphering data, AI illuminates regions brimming with desired talent pools, enabling companies to focus their recruitment efforts strategically. It also champions objectivity by grounding decisions in tangible metrics like skills and experience, reducing biases that often cloud traditional selection processes (Leena AI).2. Automated Screening and Personalized EngagementStreamlining the initial phases, AI automates candidate screenings, ensuring that only the most qualified individuals progress in the recruitment journey. Moreover, it ushers in a new era of personalized interactions, engaging candidates through automated communication tailored to their preferences (Leena AI).3. Predictive Analytics for Enhanced Decision-makingLeveraging candidate data, AI crafts predictive models forecasting success in roles. This not only augments retention rates but also upholds a higher standard of workforce quality, propelling organizations towards unparalleled excellence (Leena AI).4. Personalized Career NavigationGuiding individuals towards tailored career paths, AI offers personalized career recommendations, aligning candidates' skills and aspirations with fitting roles (Phenom Press Release).These are just a few quick ways AI helps the recruiting industry. It's very exciting! I love researching the latest in AI. Everything that recruiters dislike doing, the administrative tasks, can be automated! Giving them more time to truly recruit.Alright, now that we've set the stage by revisiting what AI can do for us, let's go back now and continue talking about gamification, along with AI, and how that could give you a leading edge.The Game-Changer: Gamification Redefining EngagementHere are several ways gamification can help your recruitment process.1. Engaging Candidates through Interactive ChallengesGamification injects vitality into recruitment by fostering engagement through challenges and online games (Workable). Imagine a candidate visiting a job posting but then getting to play a fun game to see if the role is a fit for them. They go from nervous and overwhelmed by all of the job ad text, to letting their guard down and having fun. A game could even help you understand something as small as, how they like to be contacted.2. Skills Assessment and Cultural Fit EvaluationEmploying game mechanics such as puzzles, simulations, and quizzes, recruiters gain a deeper understanding of candidates' problem-solving abilities, adaptability, and cultural alignment (Graduates First). In other words, you could take the gamification further and instead of giving applicants traditional assessments to gauge cultural fit, gamify it, with AI. The game results could instantly tell you if the candidate is a cultural fit by comparing answers with cultural fit data that you've collected over the years and/or with your company's mission, goals, etc.3. Personalized and Predictive InsightsPairing gamification with AI yields predictive insights into candidates' behaviors, skills, and cultural compatibility, transcending traditional assessments to make more informed hiring decisions (Fireflies.ai). So, you aren't only making things more fun and getting instant comparisons, but since you have also added AI, you can predict how well the employee will do long-term. And/or the AI could tell them instantly that there's no need to complete a certain game again, the company already knows they won't be a fit for this other role. And instead, they should apply for this other job opening the company has available.4. Enhanced Employer Branding and TransparencyA well-designed gamified experience not only bolsters employer branding but also fosters transparency by ensuring candidates comprehend the purpose and fairness of the assessments (Fireflies.ai). Maybe at any point the candidate could ask an AI chat bot how an assessment works and the AI could tell them in detail, as well as, explain how it is fair.The Synergy: AI-Powered Gamification as the Future of Recruitment1. Strategy Formulation: Clear Objectives and Game SelectionCrafting a successful gamified hiring process demands defining objectives and choosing games that aptly evaluate desired competencies (HirePro). Treat this seriously as you would when selecting an ATS. Assign a Project Manager and a highly skilled and technical implementation team.2. AI-Powered Tools for Seamless IntegrationAI-powered tools like HireVue and Pymetrics streamline sourcing, screening, and messaging, freeing recruiters to focus on strategic aspects (Select Software Reviews). Try to select tools that can be integrated with gamification software or even better have this feature already built in.3. Transparency, Monitoring, and Ethical PracticesMaintaining transparency and ethical practices, monitoring effectiveness, and addressing biases remain paramount in this dynamic landscape (Fireflies.ai).The gamification brings the fun, and the AI ensures fairness, accuracy, as well as, dynamic, accurate, personal, and real-time data. Also, prior to AI exploding like it has, companies of course used gamification at times, but it likely took a long time to research and implement. With AI it could be faster to put together, as well as more personalized, and just overall more impressive for all involved.Embracing the Future ResponsiblyWhile AI and gamification offer unparalleled advantages, vigilance against biases and ethical considerations remains non-negotiable. A balance between technological advancements and human touch ensures a positive candidate experience and equitable recruitment processes. Always keep this in mind and make ethics, transparency, and privacy one of your top priorities from day one when implementing these features. Perhaps even the number 1 priority above all else. Someone on your team should be focused on this and may need to be present at all or most meetings. If implementing something in a more fair or private way will cost more money or be more work, then pay more money and allot more time. Do it right.In conclusion, the fusion of AI and gamification presents a paradigm shift in talent acquisition. Their collaborative potential not only redefines the recruitment landscape but also propels organizations towards a future brimming with top-tier talent and innovation. In other words, making things fun (gamifying) will produce better results than traditional and boring methods. ?#gamification?
Proactive Recruiting is a forward-thinking approach that focuses on identifying, engaging, and attracting potential candidates before a specific hiring need arises. Unlike traditional recruiting, which waits for candidates to apply for open positions, proactive recruiting seeks out potential candidates in advance. This approach involves establishing contact with these candidates, nurturing relationships, and generating interest in your company's opportunities.To implement proactive recruiting, it's essential to have a recruitment plan that aligns with your strategic workforce planning. Despite the low unemployment rates, talent professionals believe that people are always open to new, exciting opportunities. By employing proactive recruiting strategies, you can effectively reach these individuals.A real-world example of proactive recruiting can be seen in the use of software like Recruiterflow. This tool helps organizations adopt proactive recruitment by allowing them to know at which stage their candidates are and engage more with candidates in the later stage who have more chances of joining the company. It also enables the creation of a series of recruitment emails focused on useful, relevant content, which builds a relationship with a prospect and helps them become more ready to apply.Keeping candidates "warm" and engaged throughout the process is crucial. This can be achieved by sending candidates engaging and relevant content, creating an easy application process, and responding to candidates early and often. Additionally, automating interview scheduling and keeping candidates informed about the next steps can significantly enhance the candidate experience. These strategies not only keep the candidates engaged but also help in building a robust talent pipeline for future needs.Here are some related articles that may help you brainstorm as you think about your proactive recruiting strategy.6 Best Proactive Recruitment Strategies7 Ways to Keep Candidates EngagedBest Recruiting Software (Reviewed by Experts for Q4 2023)22 Ideas to Make You a More Proactive RecruiterDo you have more or better ideas? Leave a comment!
Data-driven recruiting in talent acquisition goes beyond just looking at the supply and demand of candidates, time to fill, and locations with the most talent for a certain role. It involves making hiring decisions based on in-depth analytics tied to the hiring funnel and hiring plans, as well as adjusting and optimizing the recruitment process, improving diversity and inclusion, and using data to identify and attract the highest quality talent. This approach allows organizations to identify, engage, and interview candidates more efficiently and effectively, leading to smarter decisions based on rich, real-time insights tied to the recruitment and hiring funnel. Data-driven recruiting also entails making objective hiring decisions based on a variety of data sources beyond the usual resume screening, interviewing, and extending job offers, and using a range of recruiting metrics to track the success of the recruitment process and make it more effective.Confused? Well, here are some hypothetical examples of data-driven recruiting in talent acquisition:Predictive Analytics: Using historical data to predict future hiring needs and trends. For instance, analyzing past hiring data to forecast the number of sales representatives needed in a specific region based on sales growth projections.Performance-based Hiring: Utilizing data on the performance of current employees to inform future hiring decisions. For example, identifying common traits or experiences among the highest-performing salespeople and using that data to guide the selection of new sales hires.Sourcing Strategy Optimization: Analyzing the sources of hire data to determine the most effective channels for different types of roles. For instance, using data to find that engineering roles are best filled through employee referrals, while marketing roles see more success through job boards.Diversity and Inclusion Metrics: Tracking and analyzing data on the diversity of applicant pools, interview slates, and hires to ensure a more inclusive recruitment process. For example, using data to identify potential biases in the hiring process and taking steps to address them.Candidate Experience Analysis: Gathering and analyzing data on candidate experience to identify pain points in the hiring process and make improvements. For instance, using survey data to pinpoint areas where candidates are most dissatisfied and taking action to enhance those stages of the process.Here are some scenarios where data-driven recruiting could be particularly useful:Predicting Future Hiring Needs: By analyzing historical data, organizations can predict future hiring needs more accurately. For example, a retail company could use sales data to forecast the need for seasonal staff during peak periods.Improving Time-to-Hire: Data analysis can identify bottlenecks in the hiring process, allowing organizations to streamline their processes and reduce time-to-hire. For instance, by analyzing the time taken at each stage of the hiring process, a company could identify areas for improvement and reduce time-to-hire for critical roles.Enhancing Candidate Quality: By analyzing data on the performance of past hires, organizations can identify the characteristics and experiences that are correlated with success in specific roles. For example, a technology company could use data to identify the universities that produce the highest-performing software engineers and target their recruiting efforts accordingly.Optimizing Recruitment Channels: Data analysis can help organizations identify the most effective recruitment channels for different roles. For example, a company could use data to determine whether job boards, social media, or employee referrals are the most effective channels for different types of roles, and allocate their recruiting budget accordingly.Improving Diversity and Inclusion: Data analysis can help organizations identify and address biases in the hiring process, leading to a more diverse and inclusive workforce. For example, by analyzing data on the demographics of applicants and hires, an organization could identify areas where they are underrepresented and take steps to address this.Alrighty, but where do I get this data?Applicant Tracking Systems (ATS): These systems capture and store data on candidates throughout the hiring process, providing valuable insights into candidate pipelines, time-to-fill, and source of hire.Interview Scores: Data from interview evaluations can be used to assess candidate performance and make more informed hiring decisions.Employee Performance Data: Analyzing the performance of current employees can help identify the characteristics and experiences that are correlated with success in specific roles, guiding the selection of new hires.Sourcing Analytics: Data on the effectiveness of different recruitment channels, such as job boards, social media, and employee referrals, can inform sourcing strategies and budget allocation.Diversity and Inclusion Metrics: Data on the demographics of candidates and employees can help organizations enhance diversity and inclusion in the workplace by identifying and addressing gaps in representation.Recruitment Marketing Analytics: Data from marketing efforts, such as website traffic, conversion rates, and candidate engagement, can provide insights into the effectiveness of recruitment marketing strategies.But, just like all things, there could be some downsides. You never want to go full-in on any one technique. Relying too much on data-driven recruiting can have some negative aspects, including:Overlooking Intangible Qualities: Data-driven recruiting may overlook intangible qualities that are important for a candidate's success, such as cultural fit, personality, and soft skills.Potential for Bias in Data: Data used in recruiting, such as performance metrics and sourcing analytics, can be influenced by bias. Relying solely on this data may perpetuate existing biases in the hiring process.Loss of Human Touch: Over-reliance on data may lead to a loss of the human touch in the recruiting process, potentially alienating candidates and leading to a poor candidate experience.Inflexibility: A rigid focus on data may lead to inflexibility in the hiring process, making it difficult to adapt to exceptional candidates who may not fit the data-driven criteria.Privacy and Ethical Concerns: The use of extensive data in recruiting raises privacy and ethical concerns, particularly with the increasing use of AI and predictive analytics in hiring decisions.#data
A large company will have software, analysts, and in short, fancy ways to conduct data-driven recruiting. But, for a small business or an individual recruiter, I’d like to provide a free tracker for Google Sheets or Excel. It could be used as an ongoing tracker for a recruiter within a particular function. Over time, the recruiter will be able to see stats around time to fill, the recruiting funnel, and where people are coming from (source/specific source).I found this tracker here but modified it so that it made more sense as an ongoing tracker versus per job. I also updated verbiage, added specific sources, and on the dashboard I added the top 5 specific sources. Finally, to protect yourself (data privacy) I added some data validation to try and prevent you from listing full names. It’s just a good practice. So, the name column will only accept this format: John D. The Specific Source column asks you to get in the habit of inputting referrers in a certain format as well for consistency and data privacy.In the future I might enhance this further. If you have suggestions let me know in the comments below.Copy the tracker?#templates?
AI powered search engines are the next big thing when it comes to finding things online. My searching habits have already shifted towards 50/50: 50% regular searches and 50% AI searches. The only reason I still use a regular search engine half the time is out of habit and because overall AI search engines have room for improvement. They still can be very useful for recruiters.I tried out five of these search engines in two ways. First I tried seeing if they can present resumes to me (or, links to resumes or LinkedIn profiles at least). Then, I tried asking for the TA news. The first one I tested is called Andi.Andihttps://andisearch.com/Quickly I found that Andi doesn't like to provide resumes or even links to LinkedIn profiles. I tried a few different prompts and all it did was give me information or tools related to the type of job I mentioned which was Software Engineer. I would argue that a regular web search would be better than Andi even for basic information. Or, just use Bard, Bing, ChatGPT, or any of the others. I'm sure Andi is helpful for other types of searches but currently, maybe not for recruiters. I didn't hate the results for "latest Talent Acquisition news," but it was mostly 2023/2024 talent trend articles which after a while all say the same things. It just doesn't stand out to me.Perplexityhttps://perplexity.comNext I gave Perplexity a quick test and it was very quick because I'm already used to Perplexity. It's my go-to AI search engine at this time. I heard about it thanks to someone's YouTube video about the latest AI tools out there. The video wasn't about Talent Acquisition or even search engines. It just goes to show that you never know what kind of gems you'll find in a random YouTube video.Perplexity works great finding potential candidates if you're a Sourcer. Is it better than a LinkedIn Recruiter account? No. Does it at least produce results in interesting ways? Yes. Also, for this test I stuck with a very simple search. The goal of this post is to simply see which AI search engines can find any resumes or profiles at all. I could do more in depth searching examples in the future.As far as a basic TA news search, it works great for that too. It provides good summaries and a better variety of results than some other search engines.Tip: Don't simply ask any of these search engines to search LinkedIn. They might respond with something like, sorry I can't search through websites directly. So, instead you have to remind it that you just want it to search the web. Not break into LinkedIn or disrespect privacy. ?You.comhttp://you.comYou.com gets a lot of praise from certain YouTubers. But, I'll save you some reading time... it's another dud for recruiters if you are trying to find people. Currently, it's not even good for getting the latest TA news. It produces results, but in paragraph form, with very little links. Not every result includes a link or citation. I wonder how much they paid to be able to own you.com? Maybe it's a company that's owned you.com for a very long time. I hope.Bard (Gemini)https://bard.google.comOff to the Bard. Side note I think Google is going to dump the Bard name and switch to Gemini. That's what I heard anyway (this was written when the name was changing back in early 2024). Bard doesn't work well for finding resumes or profiles. I even started my prompt with, "search the web." It still told me that it couldn't search through LinkedIn. It's moments like this when I find myself arguing with a bot and saying things like, "I SAID, the WEB, you know, a GOOGLE search since you're a GOOGLE tool? I don't want you actually searching ON linkedin..." ? Arguing doesn't help though. But, Bard is great for news and information. Better than a regular Google search? I say yes. Because you get context. Binghttps://bing.comIf you use the Edge browser you can easily use AI search which is powered by Open AI's ChatGPT 4+. But, and this shocked me, it doesn't like to search for LinkedIn profiles or resumes. It's great for news/info. It's similar to Bard. In fact, I used to rank ChatGPT higher than Bard but I don't know anymore. Bard is getting better and better. But, for pure information, re-wording, text generation, I still just use the free Open AI ChatGPT 3.5 a lot of times. Because it's fast. Using the bing chat is a little slow, processing wise. Okay, so which one wins. Well, this wasn't even close. Perplexity. And no, they are not a sponsor, but can be if they'd like ? . Perplexity will find resumes, profiles, news, information, and more. Plus it processes very fast and it's free. There's a catch with the free plan. If you use their copilot feature (which is needed for in depth research) you can only do 5 searches every 4 hours.If Perplexity keeps improving and growing I might even start paying for Pro. Which is very rare for me to do. I've only paid for premium AI plans once or twice and I've cancelled quickly. I just can't justify the cost for me personally. Even if there were zero free plans out there (so no way to use AI at all unless you paid), I might just not worry about using AI right now.Related hot take: If a company comes out and provides even more AI searching features and tools for free (like the original Google), they'll explode in popularity. That's probably the smartest business plan at this point if you are new and want to take business from Open AI and other big names in the AI Chat/Search game. So, if you have money/investors, I would do that if I were you.?#AI?
Recruiters can leverage various AI tools to enhance their recruitment process without incurring costs. Here are some free AI tools and methods recruiters can use:1. Celential.ai: This tool uses AI and ML models to automate the sourcing process, providing a list of qualified candidates for tech roles. It covers a wide range of specialized positions and allows filtering by various criteria[1].2. Recruit'em: An X-ray search tool that simplifies the use of Boolean search strings, enabling recruiters to quickly find talented candidates on platforms like LinkedIn, Twitter, and GitHub[1]. This one's not really AI, at least not in today's sense - but good to list.3. Mighty Recruiter: Offers a free recruiting platform that includes an Applicant Tracking System (ATS), a job board, candidate ranking, matching, and automated messaging tools[1].4. Magical: A Chrome extension that automates repetitive tasks such as filling out forms and creating message templates for candidate outreach[1].5. ChatGPT: Can assist recruiters by generating interview questions, writing Boolean search strings, and other recruitment-related tasks[1].6. Recruitment Chatbots: AI chatbots can save time and improve the applicant experience by automating communication, screening, and scheduling with candidates[3].7. AI Recruitment Best Practices: AI can streamline candidate screening, match job requirements with qualifications, and support diversity and inclusion efforts. It's important to use AI ethically and transparently[5].8. Job Bot: A recruitment chatbot that helps source and screen hourly workers, automating various recruitment activities such as contacting candidates and scheduling interviews[6].9. Alicorn Hunt Tools: Go to our tools page and try out our AI chat bot. https://alicornhunt.com/tools/ai-chat/By integrating these AI tools into their recruitment processes, recruiters can save time, reduce costs, and improve the overall efficiency and effectiveness of their hiring efforts[1][3][5][6].Sources:[1] The 15 best free sourcing tools for recruiters in 2023 https://www.celential.ai/blog/free-sourcing-tools-for-recruiters/[2] How to Use AI Recruitment in Your Hiring Process https://hiring.monster.com/resources/recruiting-strategies/talent-acquisition/future-of-ai-recruiting/[3] A How-To Guide For Using A Recruitment Chatbot | Ideal https://ideal.com/recruitment-chatbot/[4] Best 66 Free Recruiting Automation Software Picks in 2024 - G2 https://www.g2.com/categories/recruiting-automation/free[5] AI For Recruiting: Best Practices and Opportunities https://www.linkedin.com/pulse/ai-recruiting-best-practices-opportunities-alejandro-montini[6] Recruitment Chatbot Ultimate Guide + 2023 Recommendations | Recruiteze https://recruiteze.com/definitive-guide-recruiting-chatbots/[7] Top 12 AI Recruiting Software and Recruiting Tools for Hiring Top Talent - Arc Employer Blog https://arc.dev/employer-blog/top-10-ai-recruiting-software-and-recruiting-tools/[8] 8 Ways to Use AI for Recruiting and Hiring | ClearCompany https://blog.clearcompany.com/ways-to-use-ai-for-recruiting-and-hiring[9] smartrecruiters.com https://www.smartrecruiters.com/recruiting-software/smartpal/[10] Top 10 AI Apps for Recruiters: How to Use Them? https://www.linkedin.com/pulse/top-10-ai-apps-recruiters-how-use-them-kwancommunity[11] AI recruiting: An HR professional's guide https://www.hrmorning.com/articles/ai-recruiting-hr-professionals-guide/[12] Recruitment Chatbots: A TA Leader's Guide https://www.dialpad.com/blog/recruitment-chatbots/[13] Free Sourcing Tools for Recruiters | WizardSourcer https://wizardsourcer.com/tools/[14] 10 Steps to Build a Winning Recruiting Pipeline for AI and ML Resources https://www.linkedin.com/pulse/10-steps-build-winning-recruiting-pipeline-ai-ml-madhu-subramanian[15] Pros and Cons of Recruiting Chatbots - Indeed https://www.indeed.com/hire/c/info/pros-and-cons-of-recruiting-chatbots[16] Top 7 FREE Recruitment Tools https://www.socialtalent.com/blog/recruiting/top-7-free-online-recruitment-tools[17] AI In Recruitment: 6 Ways The Recruitment Landscape Will Change https://www.talentful.com/resources/6-ways-ai-will-change-recruitment/[18] How to Use Recruitment Chatbots to Your Advantage https://www.kforce.com/articles/how-to-use-recruitment-chatbots-to-your-advantage/[19] 10 Free Candidate Sourcing Tools | Fountain https://www.fountain.com/posts/10-free-candidate-sourcing-tools[20] How to use AI for recruitment https://resources.workable.com/tutorial/ai-for-recruitment[21] Revolutionizing Talent Acquisition: How Recruitment Chatbots Transform the Hiring Process and Boost Company Growth https://www.linkedin.com/pulse/revolutionizing-talent-acquisition-how-recruitment-chatbots[22] 7 Top-Rated AI Recruiting Software | Capterra https://www.capterra.com/resources/ai-recruiting-tools/[23] Artificial Intelligence (AI) in the Hiring Process: Legal Considerations and Best Practices https://www.payrollpartners.com/artificial-intelligence-ai-hiring-process-legal-considerations-best-practices/[24] 2 Examples of Companies Using AI Chatbots in Their Recruiting https://www.reworked.co/employee-experience/how-2-companies-used-ai-chatbots-to-redefine-their-hiring-processes/?#AI?
Stop! What's that sound? Oh, okay it was just a pin drop. No worries. I have a sixth sense. It's sensing when something is different in the world of corporate work. I haven't seen as much celebrating or as much engagement on LinkedIn. It's normal to see someone you used to know still looking for work going on 2 years later. What's going on?Well, you could blame the economy but that may not be the only reason the job market feels... strange. Some say it's also quiet hiring. I think in a previous post (or maybe I dreamt it) I said I'd try not to promote the "Great" and "Quiet" phrases. Because I'm tried of them. But, I'm taking that back because I need to talk about quiet hiring.The recruiting industry has seen a significant shift towards "quiet hiring," a trend that has emerged as a powerful tool for organizations to source top candidates without the traditional hiring process. This approach has gained traction due to its cost-effectiveness, ability to retain skilled employees, and foster a culture of cross-functional teamwork and employee growth. However, the quiet hiring trend has also led to some unexpected consequences, including a decrease in the visibility of job openings and a shift in the job market dynamics.Quiet hiring involves acquiring new skills without increasing the employee headcount, focusing on internal talent development and leveraging freelancers and gig workers. This method has been adopted by many organizations to counteract the quiet quitting phenomenon, where employees leave without actively seeking new employment. By discreetly scouting for qualified individuals who are not actively seeking employment, employers can secure the most in-demand talent without the publicity and competition associated with traditional job postings.The rise of quiet hiring has been driven by several factors, including the economic downturn, labor shortages, and the desire to mitigate the risks associated with traditional hiring processes. Companies are turning to this new quiet phrase to fulfill immediate business needs, maximize productivity, and maintain competitiveness without committing to full positions or worrying about talent retention. This approach has also been embraced by small businesses as a cost-effective way to navigate economic challenges.Despite its benefits, quiet hiring has led to a decrease in the visibility of job openings, making it harder for job seekers to find opportunities. This shift has been attributed to the strategic and discreet nature of quiet hiring practices, which often do not involve public job postings or advertisements. As a result, the job market has become quieter, with fewer job openings being publicly advertised and more opportunities being filled through internal promotions, freelance engagements, or quiet hiring practices.Moreover, quiet hiring has also led to a shift in the job market dynamics, with a higher emphasis on retaining current staff and fostering a culture of cross-functional teamwork. This approach has been beneficial for companies looking to reduce recruitment costs and allocate funds to other areas, such as employee retention initiatives and employee development programs. However, it has also raised concerns about job security and the future of traditional job openings in the recruiting industry.So, the shift towards quiet hiring in the recruiting industry has been driven by various factors, including economic challenges and the desire to retain skilled employees. While this trend has led to cost savings and employee growth, it has also resulted in a quieter job market, with fewer job openings being publicly advertised and more skilled workers unemployed for longer periods of time.In the end, to everything there is a reason and the potential for negative consequences. I worry that businesses continue to be a little too creative when it comes to hiring which in turn leads to quieter job boards, more unemployed, and psychological terror. The best way to hire is to be normal. Hire like normal. Then the economy and everything else will return to normal.Here are some of the key concerns associated with quiet hiring:1. Lack of Diversity in the Workplace: When job openings are not publicly advertised, the pool of applicants may be limited to individuals who are already connected to the company or the hiring manager. This can result in a homogenous workforce that lacks diversity in terms of race, gender, age, and experience, potentially leading to a less innovative and inclusive work environment [1].2. Unfair Advantage for Internal Candidates: Quiet hiring can create an unfair advantage for internal candidates. Since job openings are not publicly advertised, current employees may have an easier time learning about the position and applying for it. This can lead to a lack of opportunities for external candidates and foster a culture of favoritism within the company [1].3. Lack of Transparency and Trust: The absence of public job postings can make it difficult for employees to understand the company's hiring process and to trust that the most qualified candidate is being selected. This can lead to feelings of dissatisfaction and mistrust among employees, negatively impacting morale and productivity [1].4. Risk of Overburdening Employees: Quiet hiring can involve tasking existing employees with extra work on top of their current job descriptions or pushing them into new roles without their input. This can lead to frustration, job dissatisfaction, and burnout. Overloading employees with work, regardless of additional compensation or benefits, is not a sustainable solution to the hiring puzzle. Research shows that overburdening employees with a heavy workload is a key contributor to burnout, which can result in reduced productivity, lower confidence, and increased turnover [2].5. Potential for Mismanagement: If not carefully managed, quiet hiring can lead to mismanagement of employee roles and responsibilities. Without clear communication and understanding of the transition process, employees may feel overwhelmed or confused about their new roles, leading to decreased job satisfaction and increased turnover [2].6. Cost Considerations: While quiet hiring can be less expensive than traditional hiring processes, it's important to consider the long-term costs associated with overburdening employees. The U.S. economy has estimated that workplace stress costs over $500 billion each year, indicating that pushing employees to take on additional work can actually cost organizations more money than it saves them [2].In conclusion, while quiet hiring can offer benefits such as cost savings and the ability to fill roles quickly, it's crucial for organizations to weigh these advantages against the potential downsides. Careful planning, transparency, and consideration of employee well-being are essential to mitigate the risks associated with quiet hiring practices.Citations:[1] https://medium.com/@erikhughpollard/the-problem-with-quiet-hiring-36b14d284871[2] https://www.vaco.com/blog/quiet-hiring-pros-cons/