Great Resignation

Great Resignation - What is it and how do you Navigate it?

The balance of power is shifting toward employees, taking many managers and employers by surprise. As the "Great Resignation" sweeps through the nation, local companies are facing competition from out-of-state work remote opps. The sentiment is that companies need to adapt to the requirements of the evolving workforce to keep the lights on (in the office to which no one is going). Here is everything you need to know about the Great Resignation. 

What is the Great Resignation? 

Americans are leaving their jobs in droves. In August, 4.3 million Americans quit their jobs. While some people have left the workforce entirely, job security and better pay are top concerns for others. The quit rate rose to a series high of 2.9% in August, according to the Labor Department's Job Openings and Labor Turnover Survey.

In the UK, the number of open jobs surpassed 1 million for the first time ever in August. There are several reasons why workers are walking away – poor working conditions, fears of contracting Covid-19, and existential epiphanies among them – and researchers are discovering more as they continue to collect and mine data. In other words, employees are resigning at very high rates than ever witnessed before. 

What has Sparked the Great Resignation?

The Great Resignation is propelled by three forces: the changing generation, the economic crisis, and the realization people have had that they can have a different social contract, spend more time with family when they work remotely, and skip the commute. 

Many employees planning to quit before COVID-19 pressed pause on their resignations amid job market uncertainty. During the past year and a half, they have had a chance to evaluate what matters to them and shift their work priorities.  It's not surprising that as the job market recovers and employees regain confidence, they're ready to take the leap.

As COVID-19 vaccination rates increase and restrictions loosen, some employers are calling employees back to the office. But employees have grown accustomed to remote work flexibility. Employees are ready for a reset on what work looks like – not a return to 2019 normal. As a result, employees are open to new opportunities that afford them the ability to work remotely, as well as offer better benefits and incentives to keep them - inflation is up, healthcare is of the utmost importance, and people will not settle.

What can employers do about the Great Resignation? 

Here is what employers can do about the Great Resignation to mitigate adverse effects:  

Be Prepared for Change 

Employers need to prepare themselves for change. Employees are no longer happy with the status quo. Employers can no longer stay in their comfort zone and attempt to keep things on an even keel of the old saying "If it ain't broke, don't fix it" mentality. As the leader of your company, you to prepare yourself to create a culture that faces those changes head-on and embraces them. 

Encourage Innovation and Openness

On the way to resolution—and seeking to maintain employee satisfaction—creating an environment that fosters innovation and encourages openness will get you far. So, employees need to know that they are safe when speaking up. The only way to know if your workforce is happy, is to ask them - and get their feedback. Ask what they need, what would make their lives easier.

Create a learning culture 

Your people want to grow their skills and stretch their brains. And if you aren't helping them do that, they'll go somewhere that will. Furthermore, The best way to retain employees during the Great Resignation is to make learning the core of your people's everyday work.

Learning can be a core tenant of your organization, but that doesn't mean much if people aren't learning in ways that benefit them and your organization. The number one reason people leave their jobs is lack of career development. Also, companies need to start investing more than hard dollars into their workforce. Training and development go a long way.

At Loxo, we believe that you should not allow the Great Resignation to put your business down. Our best-in-class applicant tracking system serves as the backbone of your recruiting business processes. With Loxo's automated recruitment solutions, your business can access top talents in a competitive business world. Request a demo today to learn more and get started.


recruiting status report

Recruiting Status Report Tips

Recruiting status reports are crucial in maintaining positive relationships with clients and ensuring transparency from the very start of recruitment projects.

Whether created weekly or monthly, these reports help clients quantitate the progress you're making and rest easy while you handle the heavy lifting of recruitment.

Status reports also help clients hold up their end of the bargain by staying on top of their interview schedules and making timely decisions on the candidates you have presented.

What is a Recruiting Status Report?

A recruiting status report details the progress made on a recruiting project over a given period, most commonly weekly or monthly.

While these reports help clients feel good about their open job being filled on time, they also help clients stay organized and on schedule when reviewing candidates, interviewing candidates, and making hiring decisions.

Whether weekly or monthly, status reports need to orient your client in the recruiting process and leave them confident of your company's progress toward hiring a great candidate.

Recruiting status reports should contain plentiful data points demonstrating the progress of your recruiting project, such as:

  • The recruitment project's stage is currently in (sourcing, interviewing, offer negotiation, etc.).
  • Interviews completed and scheduled: candidates interviewed, interviewers present, and outcomes of these interviews for each candidate.
  • The activities performed and deliverables completed since the last progress report by individual recruiters assigned to the client's search project.
  • The client's hiring team (interviews performed, candidates approved, etc.), the dates of performed actions, and the people responsible.
  • Satisfaction of client demands for candidates and the recruiting project (sourcing a candidate with X and Y experience, sourcing a candidate from a competitor, beginning interviews by X date, etc.)
  • Meeting of SLA (Service Level Agreement) requirements: communication practices agreement, minimum candidate quality/quantity, time per interview, etc.
  • Job advertising spends vs total budget.
  • Shortlist of top candidates (candidates with X and Y experience).
  • Research indicates an update to the client's candidate requirements (if this is the case).
  • To give the client an explanation of why no candidates have met client criteria for the open position (if this is the case).

Including all of the data points, we've listed in your report will give you happy clients, but the more detailed the information and the more frequently these reports are generated, the more time you lose to updating clients instead of getting work done for them.

When deciding how thorough your agency's status reports should be, always balance clients' desires with the time demanded of you and your recruiters to prepare these reports.

Are Recruitment Status Reports Still Necessary?

Recruiting status reports help ensure good client relationships by giving them essential information on your progress, but they can be a severe time sunk for your recruiters when prepared manually.

Instead of researching, discovering, sourcing, engaging, and interviewing candidates, all tasks that advance the recruitment process, recruiters are stuck at their desk writing status reports.

Suppose detailed status reports are being requested every week. In that case, this procedure will eat away at the efficiency of recruiters and the speed of the hiring process, especially if they are preparing weekly reports for multiple clients.

So, are recruiting status reports still necessary?

Yes and no.

Is it necessary for clients to be updated with data that demonstrate your progress with their recruiting project, as is contained in recruiting status reports?

Yes.

Is it necessary for this data to be prepared manually and input into a template labeled "recruiting status report?

No.

So, while the information provided in a recruiting status report is indispensable for keeping clients satisfied, collaborative, and up-to-date, the format of the report itself is secondary.

The Future of Recruiting Status Reports

In the future, there will be no recruiting status reports, only recruiting project status data that are easy to share with your clients.

Loxo is an all-in-one recruiting platform that eliminates the time-consuming process of preparing recruiting status reports by creating sharable reports in minutes.

All of the information input into a recruiting status report from your project dashboard can be exported as a pdf, making it easy to share your progress with clients without taking time away from your work.

Now, instead of dropping what you're doing to start an impromptu report for an impatient client, you can provide the information your clients want the minute they ask for it.

To see how easy it is to prepare sharable recruitment project data for clients, schedule a demo of Loxo, and we'll show you how it's done.


Signs you need a new ATS

5 Signs You Need a New ATS

It's that time again. We're quickly approaching the end of yet another calendar year. As you prepare to say goodbye to 2022, you may count yourself among those who are looking for new opportunities to grow both personally and professionally in the coming year.

Chances are, if you're reading this, you may have found yourself questioning whether it's time to invest in a new ATS finally. You may have even begun researching your options, even asking trusted friends for referrals; however, you may not have been ready to make the switch in 2022

While time is the solution to many life's problems, it's unlikely to solve your recruiting pains. Instead, use the current holiday lull to revisit the switch. If you're still doubtful, here are the signs it's time to make the switch.

You still Rely Primarily on Your Inbox & Spreadsheets.

If your whole recruiting process is built upon your inbox, spreadsheets, or even worse, paper to manage candidates, it's undoubtedly time for a change. There is no denying these methods serve their purpose in the early days of any agency. They allow you to move quickly, offer familiarity, and are a convenient option for those with limited budgets.

But, these tools quickly outgrow their usefulness. Inboxes become bloated, spreadsheets become unmanageable, and papers get lost in the shuffle. A good ATS quickly solves these pains and allows you to manage all of your work from one platform.

You Plan on Growing Your Team

Are you planning on growing your team in the coming year? If you are, it's important to remember that what works at your current size may be unscalable as your team grows.

Nothing is more frustrating to owners and employees alike than feeling stalled because you don't have the resources to scale your growth. Your ability to be proactive will be instrumental to how quickly and easily you navigate each phase. Instead of waiting until you start experiencing growing pains, be bold and choose the right tool, an ATS, that will scale up with growth.

You Spend More Time Entering Data than Recruiting

Data entry is a fact of life for anyone who spends at least part of their day working on a computer. It doesn't matter where you are on an org chart. We all have our fair share to do. However, improvements in technology have automated the amount of data entry required of us, if not almost eliminated.

If you spend most of your day copying and pasting between screens, it's time for an ATS. Modern ATS dramatically cut down on the amount of time you spend entering information, freeing you up to focus on what you do best — recruiting.

You Don't Have Real-time Status Updates into Your Recruiting.

Take a moment and think about your current recruiting efforts. How many open roles are you currently working on? How many candidates are you engaging for each position? It's incredible how quickly the numbers add up. Now, imagine if your clients we're to calling you at this exact moment asking for updates on the status of each role, including information on individual candidates. If the thought of this happening induces anxiety at spending hours manually compiling data, it's time for a change.

You never have to spend hours on this task again with an ATS. Instead, run a report on your open roles or check out your hiring pipeline to quickly find the information you need.

You Don't Have Any Visibility Into Your Business.

Imagine driving a car on a dark road late at night without headlights. Hopefully, it's difficult to imagine because you would never take that risk. Each turn, hole, or change in direction presents new challenges that are difficult, if not impossible, to navigate.

While a lot less complicated, recruiting without visibility into the overall performance of your efforts is essentially the same. You'll navigate a few roadblocks successfully, but your overall performance will suffer. There will be multiple inefficiencies, and parts of your process will be ineffective. An ATS allows you to easily identify these obstacles so that you can quickly address them and move forward without spending more time on a task that is failing to produce results.

Your Legacy ATS System Is more trouble than it's worth!

If your current system can't keep up with the trends and functionality that the modern recruiter needs, then it is time to make a change. The days of the need to integrate a million different tools to get the full functionality you need for your everyday efforts are long gone, and now you can get ONE solution to manage your entire workflow and sourcing efforts. Why pay for more software when you don't have to? Add Loxo to your wish list this holiday season and treat yourself to a shiny new ATS!

Well, if you read this far, I think it's safe to assume you can relate to one or more of these signs. Don't keep putting off the inevitable. Put a new ATS on your holiday wish list and check off one of your New Year's resolutions. And, if you're not sure where to start your search, why not schedule a demo with a member of our team and learn how 2022 can be your best recruiting year yet.


Group picture of multiethnic job applicants; improve diversity recruiting concept

Improve Diversity Recruiting in 5 Actionable Steps!

Most CEOs and recruiters would agree that a diversified workforce helps companies achieve better results. Companies that have diverse teams have 19% higher revenues. Having employees from different perspectives and backgrounds in your group will bring newer and more varied ideas to innovation and solve problems in your company. It makes sense then why more companies around the globe are focusing on improving their diversity recruiting.

However, diversity recruiting goes past just improving business results. Diversity recruiting is a noble cause for every business to go for as it has enormous benefits. Building teams from qualified candidates regardless of their gender, race, background, sexual orientation, or socio-economic background is a big step toward accomplishing true equality at the workplace.

Why Is Diversity Recruiting Important?

Workplace diversity is a fast-growing trend in the business world for a good reason. Apart from being a good moral choice, diversity recruiting improves innovation, performance, and productivity. Some of the key benefits of diversity recruiting include the following:

  • A broader range of skills and experience on your team
  • Increased cultural and language awareness
  • More extensive and more diverse candidate pools

These benefits have proven that diverse workforces effectively solve problems, avoid bias mentalities, and drive more creativity and innovation at work. In addition, diversity allows teams to debate the advantages of different methods and come to a possible best conclusion using a much more comprehensive range of information. As a result, your team can make better decisions and achieve the overall best results.

How to Improve Diversity Recruiting

Below are proven-to-work steps to recruit a more diverse workforce:

Review Your Job Descriptions

While job specifications include equal employment opportunities, most recruiters do not often consider incorporating an all-encompassing skill set to encourage more people to apply for the position. In most cases, recruiters write job descriptions with rhetoric that is limiting. Using inclusive language is a foolproof way to get more diverse candidates to apply for your position. 

In their practice, long-time recruiters have noticed that, unlike men, women are more reluctant to apply for jobs if they feel like they miss out on the requisite job skills. HBR reports that women only apply for jobs that they are sure to meet 100% of the criteria, while men apply for jobs they think meet 60% of the requirements. So, if your job advert says you need someone with six years of experience, be 100% sure you cannot hire someone with five years of experience because you will turn some female candidates away.

In addition, studies have found out that the language you use in your job descriptions can attract or turn away candidates from applying. For example, if you want to attract female candidates, avoid using ''masculine-type'' words such as ambitious, challenging, or aggressive.

Eliminate Bias at the Sourcing Stage

Bias can enter the searching and sourcing stage in terms of race, gender, and socio-economic background. A case study found that when most recruiters search for candidates on LinkedIn, they are more likely to view male candidates' profiles regardless of the profession or job role. Arguably in every profession seniority level, there are more males than females.

The best way of eliminating bias at the sourcing stage is to learn more about Loxo's diversity filters to help in your quest to eliminate discrimination.  A recruiter may now enter a list of female names to search for female candidates. Then they can add other parameters like skills, years of experience or, job titles. Or add ethnic names to reach diverse candidates.

Eliminate Bias in the Screening Process

Bias is most likely to come into play during the screening stage. However, unconscious bias training can significantly help. Empirical evidence reveals that most hiring managers rate males as more competent and hireable than their matching female candidates for STEM positions. Worse yet, women find job adverts that use masculine wording less appealing.

To avoid bias at the screening stage, you can also use techniques such as;

Blind hiring- This means anonymizing or ''blinding'' the candidate's information from the recruiting manager that can lead to bias. Fortune 500 companies prefer this type of hiring not to judge a candidate based on name, address, etc. 

Artificial intelligence in resume screening- Using AI technology is another way to remove bias at the screening stage. You can pre-program your system to filter for specific skills and experience and let the AI technology analyze those parameters. AI will help you shortlist the best candidates to improve diversity at your workplace.

Improve Your Diversity Hiring in Your Candidate Shortlisting

Whether the priority is more diversity based on gender, race, ethnicity, or other dimensions, it pays to have a more diversified interview slate. An organization looking to hire more women may not want to bring more male candidates than females in an interview.

 A study featured on HBR found out that if there are four candidates and three are women, there is a 75% probability an organization will hire a woman. But if there are three males and one female, there is a zero percent chance a company will hire a female.

The study also found out that if there are at least two female candidates on the shortlist, the odds of hiring a female candidate are 79 times greater, while the odds of hiring a non-white person are 194 greater. In addition, using AI to automate your shortlisting can help improve diversity recruiting.

Be Careful of What You Do or Say During Interviews

Having a diverse interviewing panel is an integral part of setting the right interview tone. This is an opportunity to assure candidates you hire people like them too. However, it would be best to be careful what you say or do in the interview to improve diversity recruiting. 

In addition, giving compliments to female candidates in an interview activates a ''stereotype threat,'' and they will do less well in the discussion. Give everybody the best chance to perform well in the interview.

 Improve Diversity Recruiting With Loxo AI

Workplace diversity is a top priority in the business world today. Diversity recruiting helps a team become more innovative and productive. In addition, a diverse team can make better decisions benefiting the company. Using automation software in sourcing, screening, and shortlisting candidates helps in improving diversity recruiting at your company.

Wouldn't you want to improve your diversity recruiting without breaking the bank? Loxo is the AI-powered platform you need for sourcing and recruiting candidates. You will easily attract and recruit diverse top talents in no time while saving your time and resources.

Contact us today to schedule a demo.


Women using the rise of talent intelligence to make more placements.

The Rise of Talent Intelligence and Modern Recruitment

Believe it or not, recruitment as we know it today originated as a product of World War II. The war left significant gaps in employment. There were so many vacancies in the workplace, which gave birth to staffing agencies. The modern recruitment agency is a bi-product of history, and finding the right person to fill roles has always been hard for companies. Let us take a walk down memory lane to learn more about recruitment history and the rise of talent intelligence. 

A History of Recruitment 

Recruitment and staffing have existed for millennia. Ancient Egyptians and the classical Greek and Roman cultures employed recruiters to find soldiers for military service. Conflict sculpted what we know today as the modern recruitment agency. During World War II, employment agencies boomed in the West to staff the vacant workplaces by those conscripted to take up arms. 

Upon the surrender of Axis forces, servicepeople returned to their home nations. however, recruiters became overwhelmed, this time to fill public and private sector roles with veterans. Thanks to the technology boom powered by vast public R&D investment during the war, many were equipped with novel and valuable skills, e.g., plastics, computing, aerospace, and energy.

During the following decade:

A new practice emerged: the creation of resumes that showed the applicants' profiles and skills. Staffing companies at this stage became even more focused on efficiently linking qualified applicants with the right jobs. However, recruiters only had newspapers at that time. Due to the lack of technology, recruiters struggled to keep up with hard copy resumes.

By the late 1970s and early 1980s, candidate databases emerged. These new Databases helped recruiters make better placements and made it easier to find and invite talent into the hiring process. 

In 1994, the first public job search engine went live. Innovators created the Monster Job board, where job seekers could search the job database with the web browser. Monster Job disrupted the recruitment industry with its vision and ease of use. With the explosion of job boards and recruitment movement from print media to online channels, print ads for job requirements have almost become outdated.

Talent Intelligence 

In the past couple of years, we have seen the rise of an emerging breed of tools. These tools combine data from their recruitment CRM's and ATS to help them make strategic decisions around hiring. We call the solutions in this emerging category "Talent Intelligence."

Some Talent Intelligence tools are optimized to provide significant picture insights, such as which markets have more female software engineers or whether your pay rates are below the market (potentially handicapping your talent acquisition efforts). Other Talent Intelligence tools provide a rich view at the individual talent level, answering questions such as which candidates are most likely to succeed in a role or which high-performing internal employees might also be a high potential flight risk.

How Talent Intelligence Impacts the Whole Organization 

Managing talent may fall under the umbrella of Human Resources, but the entire organization feels its impact. Hiring accuracy, decreasing time-to-fill, and retaining talent are integral to an organization's bottom line. When leveraging Talent Intelligence, you use a data-backed approach for engaging with your workforce across the employee lifecycle.

Workforce strategies need to be aligned with business strategies to create a cohesive ecosystem. With the power of machine learning, automated processes, and the ability to visibly connect data points, recruiters can make faster and more accurate hires. Global organizations must adapt to new technologies faster than ever before if only to keep up with their competitors.

At Loxo, our best-in-class applicant tracking system is the backbone of your recruiting business processes. With Loxo's automated recruitment solutions, your business will have a talent-intelligence advantage in a competitive business world. Request a demo today to learn more and get started. 


Man Reading about Recruiter email statistics

Recruitment Email Statistics Should Should Know

The email has been around since the 1970s, yet it is still highly influential today, even with the younger generation. It is one integral part of marketing that has passed the test of time and will likely excel in the future. We know this from the candidate email statistics that prove any business can easily use emails to achieve their marketing goals.

Here are the marketing statistics that show how essential email is to marketing, and marketing needs an email.

82% of World Marketers Use Emails Consisting Of Less Than 60 Characters Subject Lines

Research conducted by Aweber analyzed about 1000 emails coming from top 100 world marketers to see how the experts craft their success emails. 82% of the experts sent out emails with less than 60-character subject lines from the study. It is a fact because most email service providers don't show complete subject lines exceeding 60.

The average subject line for these top marketers was about 43.85 characters in length. Marketers can note the importance of using short and catchy subject lines from this state. As an email marketer, it is best to try as much as possible to restrict yourself to the 60 subject lines mark to succeed immensely.

Also, remember that most recipients use their mobile devices to access emails on the go. Therefore, long subject lines would be infuriating to view small screen sizes, with other materials in the same tiny space. 

People Spend an Average of 2.5 Hours on Weekdays Checking Personal Emails during Work Hours

Research by Adobe studied the ways white-collar employees use emails in their daily life. They reported that people usually spend an average of 2.5 hours checking their inboxes and take even more time to deal with work-related emails. Some people check their inboxes before starting their day, especially before they get out of bed.

Marketers can realize from this state that most people have included checking emails as part of their lives. They can do it anytime without separating personal emails from their work. Therefore, there is no need to wait long to send your non-work-related emails outside business hours as a guarantee that the target will view them.

To ensure you maximize the traffic, make your email skimmable. Most of the time, employees view these emails by simply scanning and may not take action until after work.

The Current Average Number of Email Accounts to User Ratio Is 1.75 and Still Rising Steadily

Many people now use more than one email account simultaneously, increasing the global email usage rate steadily over the past few years. Radicati Group specializes in market research, specifically in the technology domain. They conducted a study and established that the average email account to user ratio is currently at 1.75, and the index may grow to 1.86 at the beginning of 2022.

The study also suggested that these numerous emails that consumers create have well-defined purposes. Some are strictly for communicating with family members and friends, while others are for buying things online.

Since it is easy for people to create new emails for specific purposes. Marketers need to remember to update and remove any updated emails that add no value. Also, ensure you provide incentives to your consumers when they keep you in the loop after updating their emails.

You can use these candidate email statistics effectively to maximize your email marketing strategies. Loxo enables corporates to find top talents in the broad global and competitive market. Join us to take the first step to a fruitful AI recruiting program.


Interviewing Passive Candidates

Interviewing Passive Candidates Verses Active Candidates

Getting top talent is a full-time job in itself. The few qualified people most of the time are happily employed elsewhere or self-employed. It becomes an uphill task to woo the employed ones away from their jobs as they are not actively seeking a job. These candidates are known as passive candidates.

According to statistics from a LinkedIn report,  70% of the workforce is passive. They are not looking for jobs but are willing to discuss relevant opportunities that come their way. Hence, employers have to work twice as hard to get good talent.

Covid-19 has seriously impacted the job market. As the world recovers economically, there are more jobs than there are qualified people to fill them. While finding talent is hard, it is even more challenging to convince someone to leave a stable position in a new company, especially in the Covid-19 era.

Here are a few tips to guide you when interviewing passive candidates.

1.    Ask Open-Ended Questions

If the candidate makes it to the interview process, they are interviewing you as much as you are them.  Ask open-ended questions, then listen to what they have to say. Don't rush them, but note any gaps and pain points in their current role, such as salary, company culture, benefits, etc. Tell them how your offer or position will accommodate their current job's shortcomings. In short, offer them what their current job is not.

2.    Improve Your "Wooing" Skills

When interviewing passive candidates you have to acknowledge that you are the one who needs the candidate. Let them know the value they will bring to your company and what you are willing to offer them for their value.  The remuneration could be in terms of benefits, perks, money, flexibility, or anything they lack in their current job.  Never make the mistake of treating them like active candidates, or they will lose interest.

3.    Be Flexible

When you are wooing a passive candidate, you have to be flexible and work with their time, not yours. Accommodate them and their schedule, and if they are totally unavailable for a physical interview, don't fret. Consider using technology by doing a video interview on Skype or other means.

4.    Integrity

Do not promise the candidate things you know you cannot deliver. Remember, you are enticing this person from a job where they are happy. Making them leave their job, only to find you gave them empty promises is the height of unprofessionalism and lack of integrity. Be upfront about what you can afford in terms of payment and the other perks and benefits.

The employment industry is talent-driven, and candidates, whether passive or active, always have options. Listen to the candidate, tell them the best you can offer, discuss what they want, and tell them where you can make compromises. In the end, honesty wins.

5.    Make The Interview Process Short

The candidate has a job, which means they are already short on time. They are not willing to go through the tedious process since they are not looking for a job. You are the one looking for a candidate, so make the process as painless as possible for them. This is a key distinction when interviewing passive candidates. You already know their worth, so the interview process should be automatically cut in half.

When the candidate expresses interest, act fast as they may quickly lose interest. If they reach out concerning the position, set up a meeting immediately at their convenience. However, while you rush things, be sure to go through the hiring procedure before making an offer. Don't act in haste and regret at leisure.

Conclusion about Interviewing Passive Candidates

Hiring passive candidates is a tricky affair. It isn't easy to entice someone to take a job offer when they were not looking in the first place. The adage the Pied Piper calls the tune rings true here. You need them more than they need you, so you have to be strategic about the whole issue.

 

Once they express interest, move in haste. Make the interview pleasant. The interview mood will tell the candidate a lot about your office culture. Nobody wants to work in a stressful environment, so make it worth their while.

Interested in learning more about how Loxo can help you engage and interview more passive candidates? Check out our website here.


A Diverse Recruiting Strategy is needed for hiring a diverse workforcehave fun talking, happy multiethnic diverse applicants speak and chat joke laugh before hiring process, employment concept

Create a Diversity Recruiting Strategy That is Strong

The January 2020 report from the U.S. Bureau of Labor Statistics found that more job openings in the current job market are available than people searching for work. As a result, businesses in all industries face the tightest labor market in nearly 50 years, requiring employers to adapt.

In addition to a shortage of applicants, rapidly changing workplace demographics have been a struggle for many businesses. Workplace demographics continue to evolve fast, and they won't slow down anytime soon. In addition, experts predict that people of color will become the majority in the next few decades, making workplace diversity and the development of a diversity recruiting strategy critical.

What Is a Diversity Recruitment Strategy and Why Is It important?

A diversity recruitment strategy attracts, engages, assesses, and hires a diverse and talented workforce. Companies that invest in improving their DE&I to benefit from diverse backgrounds, experiences, and perspectives. A well-defined diversity recruitment strategy creates and defines goals, actionable items, and measures of success.

Often, a diversity recruitment strategy is part of a larger plan of inclusion that ensures that the company workforce reflects the communities they operate in and serves the needs of their customers. Many leading companies recognize the business benefits of workplace diversity and its effect on job satisfaction, community impact, and innovation.

With a rapidly shrinking labor pool, workplace diversity is more important now than ever before. Talented job candidates have more options than ever and can search out companies that proactively promote inclusion. Trends in populations by age, sex, race, and ethnicity create a challenge for many businesses that require direct, measurable actions that a diversity recruitment strategy provides.

How To Get Started

A diversity recruiting strategy, like many business plans, is a constantly evolving process. When creating or revising your strategy, it is essential to carefully consider factors outside of your business and how they will affect your recruiting efforts.

Current events in the news, such as pay equity, the #metoo movement, and BLM, affect employees directly and create reasons for a company to be deliberate about diversity and inclusion. It is also critical to consider your competition and how your diversity initiatives compare to evaluate your strategy and success efforts.

As part of a larger plan to foster inclusion, your diversity recruiting strategy is related to how your company will respond to advancing technology, the skills gap, training and development, and career planning. While pay and benefits were once the primary motivation for job seekers, talented applicants today are also concerned with company culture and employee resources. These factors can affect how your brand is perceived, impacting diversity, recruiting, and retention.

Define your Goals

Once you have examined these factors, present them to crucial decision-makers for input and develop a shared starting point and vision to ensure support. Your diversity recruiting strategy should align with your company's mission and goals and reap the business benefits that come with addressing the needs of a workforce that includes men, women, people of many ethnic backgrounds, veterans, young, old, and more.

As you work with your key people to define and set your goals, establish and record the main objectives of your diversity recruiting strategy. Define your specific goals utilizing the company and job seeker data to reduce the gap between what's important to potential employees and the company. Meeting the expectations of job seekers concerning diversity will place you at the forefront in many applicant's job searches.

Create and Execute Your Diversity Recruiting Action Plan 

With well-defined goals established and the support of your leadership team, it's time to create and execute your plan. Examine each phase of your process and determine what steps are required and who is responsible for implementation. As you begin to execute, consider your hiring processes and policies and tailor them to job applicants' values. When creating and managing your plan, there are several vital things to consider.

Attract

Examine how your company defines diversity and how that definition equates with job seeker expectations. Position your brand to reflect a commitment to diversity by clearly communicating this message throughout your organization, in public forums, and in your marketing efforts to attract a diverse pool of talented applicants.

Engage

Your recruitment communications should be as diverse as your potential candidates, with unique messages targeting specific demographics. Choosing the right message and channel of communication can help you increase brand awareness and reach a diverse group of qualified applicants.

Sourcing

Often we fall into the habit of doing things the same way we've always done it, which can be costly. As the workforce has evolved, so have the resources that potential candidates use to search for jobs. Ensure that your efforts enable you to source from the most desirable applicant pools.

Screening

To attract the most qualified candidates, you should write your job descriptions in a way that attracts a diverse group. In addition, be aware of unconscious bias during the screening process by utilizing technology to keep your talent pool diverse.

Interviewing

To remove any possible bias during the interview process, develop standardized interview questions. Additionally, your hiring team should reflect the diversity of your company. A properly trained hiring team is capable of effectively interviewing applicants from a diverse range of backgrounds.

Assess

Different assessment types are suitable for diversity.  Moreover, one assesses with a standardized evaluation, created with a focus on eliminating subconscious bias. When communicating with applicants, use the communication form that their demographic group prefers.

Offer and Hire

After narrowing down your choices, it's time to present your candidate with an attractive offer. This includes employee benefits that are attractive across demographic groups. Additionally, your proposal should consist of employee resources that will help your new hire acclimate and succeed.

Measuring Success

Measuring the success of your diversity recruiting strategy is crucial to its effectiveness. One of the best ways to measure the success of your plan is to define key performance indicators or KPIs. By tracking KPIs monthly or quarterly, you will begin to notice a correlation between company-wide KPI progress and diversity metrics.

Join us for our daily webinar to learn more here. You can also learn more about Diversity recruitment in this blog.


Attract passive candidates

How to Attract Passive Candidates in This Market

The days when recruiters could sit and wait for candidates to apply are gone. 70% of the workforce is not looking for another job right now, yet many would jump ship if given the right offer. Instead, you need to reach out and proactively look for these valuable passive candidates.

The perfect candidate for your role probably doesn't need a new job. But they might be open to an offer that is better than what they are getting from their current employer. So, how do you attract these candidates?

Employee Referrals

Having an employee referral program is number one. Work with hiring managers to get a list of employee referrals. This will help recruiters build a talent pool of people who are already a good culture fit to reach out to. Employee referrals consistently have a high ROI, with 82% of employers considering it to have the best ROI of all hiring methods. Employee referrals also reduce time to hire and increase the quality of applicants. On top of that, you can be sure that a referred candidate will be a good match for your company culture.

Managing Qualified Candidates You Did Not Select

When you have an open position, you will inevitably turn down some highly qualified candidates. While some of the candidates you didn't select are poor fits, others may just not be quite as good as the competition.

Too many hiring managers send these candidates a generic form letter (or worse, nothing at all) and then leave it be. Six months later when you have a similar role open, those candidates are unlikely to apply again.

Instead, list out the candidates that were "near misses" and send them nice, polite, personal notes. You don't necessarily have to tell them why they didn't get the job. Then keep engaging those candidates. Keep them on your mailing list. Proactively reach out when you have another position.

Improve Your Social Media

Work with your client on employer branding. Getting good passive candidates is an intricate dance, with a combination of good benefits, good employer reputation, salary, culture, and reaching out at the right time on the right day. Encourage your clients to place well-targeted ads on Facebook, Instagram, and LinkedIn to showcase their open positions and talk about their company culture. Instagram "Stories" can be particularly valuable, especially if you are trying to find younger candidates.

You can even use retargeting ads, which keeps your brand top-of-mind, although you should not overdo it, as it can also become distracting and annoying. Make sure you are not over-selling your clients.

Make the Application Process Easy

Remember, these people don't need a new job. You are trying to convince them that they want a new job, with your company. Making people jump through extra hoops makes them have second thoughts about leaving their current company. You have to be way ahead of the game when it comes to snagging a candidate from their current role.

Make sure that your career site is mobile-friendly. Avoid extra steps such as "Please upload your resume, now answer all of these questions that should be answered on your resume" or making people create accounts. Avoid personality quizzes. You might add these things later in the hiring process, but definitely steer clear of them in the future.

Keep the lines of communication open and make sure there's a way for prospects to directly contact the hiring manager or recruiter.

Emphasize Your Culture and Growth Potential

Finally, make sure that in all communications with potential candidates you emphasize what makes your company unique, showing both the company's potential for growth and the candidate's career progressing and growth there. Paint a picture for the candidate of what their life could look like if they switch to your company or your client's company. Many people feel that they have to change jobs to advance; by emphasizing the potential for growth you can attract those candidates, but more importantly, keep them longer.

Millennials also place a high value on cultural fit when choosing an employer. Be honest about the kind of culture and work environment you are building in your company and what kind of candidates fit the bill. This helps you attract not just high-quality candidates, but ones that will work with you on your goals.

Attracting passive candidates is not easy, almost by definition. Loxo can help. Our professional recruiters know how to locate and attract valuable passive candidates and can help your company find the talent you need to grow in this competitive market.


diverse recruiting 2021

Diverse Recruiting in 2022: Trends and Best Practices

2020-2021 have been years of growth and learning, and diversity has become a scorching topic even as we head into 2022. This article outlines trends we can expect to see for diverse recruiting in 2022 and things you can do to increase diversity within your organization. Most organizations now seek to hire a diverse workforce as a way of progress and equality and as a way to increase innovation and grow revenue. Research backs up this trend as a study of 171 European companies indicated that creating diverse management teams leads to revenue growth from new products and services. 

What will diverse recruiting in 2022 look like?

Diversity involves hiring managers and upper-level executives from different backgrounds, parts of the world, nonlinear career paths, various races, ethnicities, sexes, and age groups. Creating a culture of diversity means hiring folks from all walks of life and allowing more participation in executive meetings. A diverse workforce brings new perspectives and novel solutions into the mix and helps organizations meet their goals. Millennials seek a diverse workforce and prefer to work for companies that make an effort to hire diverse candidates, so recruiters need to make an effort to source diverse talent. Companies doing what they can to create a workforce environment that encourages diversity and inclusion will attract better talent overall.

More importantly, recruiters need to increase diversity when seeking leadership positions. Did you know that only 6% of the top-level CEOs are women, and Overall, racially marginalized people account for less? Furthermore, most job seekers want to join organizations with an inclusive culture. This article outlines how companies and recruiters can ensure they are broadening their network and hiring more diverse candidates for 2022.

Broadening Job Requirements

Of course, we are not talking about hiring underqualified people, but we are discussing broadening the requirements for the positions you are looking to fill. You can teach software, process, and technology on the job. You cannot, however, teach communication, values, or time management skills. Firms should eliminate some of the "must-have" skills that can be trained on the job to encourage more candidates to apply for complex positions. "Must-haves" are a huge turn-off for women, as research indicates that women only apply for jobs where they meet 100% of the requirements while men will apply even if they meet only 60% of the qualifications. Instead, emphasize that your organization is committed to diversity and inclusion as a way of assuring diverse candidates to apply for jobs. Reduce the requirements to only those that are necessary to perform the role.

One way of increasing diverse recruiting in 2022 is to broaden job requirements to include candidates with different skill and education levels. For instance, some corporations such as Google and Apple no longer require a 4-year degree for certain positions. Several organizations have also reduced their work experience requirements and instead focus on the candidate's potential when hiring. Firms are looking for candidates who may not yet be experts in their fields but are teachable. They go for candidates with soft skills, abilities, and cultural fit. This approach increases workplace diversity and helps underrepresented groups get more opportunities. 

Using Inclusive Language in Job Posts and Messages

The language recruiters use in job descriptions means a lot to potential candidates. For instance, one organization realized that only two percent of their coders were women. After investigation, they found that they were using the word ''hackers" when describing developers. This word would then turn off women applicants. Small details in a post, such as a description, can prevent an organization from attracting a diverse talent pool. Recruiters should avoid discriminatory language when writing job descriptions. Recruiters should use inclusive keywords when writing job titles and descriptions because most of them use overly masculine terms.

Studies indicate that words with subtle masculine connotations such as aggressive, ambitious, determined, and dominant turn off female candidates. Others like ninja, guru, and rock star are outrightly masculine and project the image that the recruiter is looking for alpha males and do not appeal to women candidates. Instead, recruiters should use committed, considerate, cooperative, honest, and trustworthy words to appear more inclusive of feminine candidates. However, just being conscious and using neutral and inclusive terms will make a difference in the candidates that apply. Firms should also avoid using corporate jargon such as KPI and SLAs in their advertisements. Doing this is a turn-off for talented candidates from applying for entry-level positions. Such language makes them feel like outsiders and like they are under-qualified.

Recruiters should instead use general terms when writing technical job descriptions. Ensure that your job descriptions connect with the applicant you are appealing to, such as women and racially marginalized people. Engage marginalized candidates by joining culturally diverse groups on LinkedIn. Further, encourage your clients to embrace inclusive workplace policies to attract and retain a diverse workforce.

Diversity, Equity, and Inclusion

Employers should ensure that accommodating diverse candidates does not end at the recruitment level. The diverse recruiting trends indicate that employers should embrace diversity training in their workplaces as most employees lack these skills or are entirely unaware that they exist. Training includes creating exercises to promote team dynamics and a culture of diversity and inclusion. The training can consist of different methods, such as cross-cultural training and sharing of ethical best practices.

Organizations should ensure that all their training and development programs are fair, impartial and provide equal opportunities for diverse candidates to achieve excellent performance. They should create a culture that embraces diversity by introducing friendly policies such as female-friendly maternity leave, flexible work schedules, and inclusive benefits. Firms can also partner with minority institutions to offer training and internships for minority groups. These training initiatives will equip them with the skills they need to perform in their jobs and excel professionally. For instance, PepsiCo works with minority colleges and sponsors diversity recruitment conferences. This approach has enabled the organization to have women and minorities, making up 54% of its workforce.

Diversity Sourcing Tools and The Help Of AI Technology

Recruiters can also use software such as Unitive to detect unconscious bias before it can cause damage. It helps to track preference in job descriptions, resume screening, and performance reviews. It also detects biased words and other biases that are irrelevant to job performance. Other tools like Textio Hire analyze job descriptions and propose improvements that make the post more appealing to diverse applicants. Meanwhile, the Gender Decoder tool can automatically tell if your post leans towards male or female candidates.

You can also work with automated sourcing platforms, such as Loxo to enhance your candidates' diversity. Loxo has diverse settings and filters to comply with regulations and allows recruiters to present diverse candidates to clients. This helps find candidates that may be outside your network. As the AI learns from these placements and sourcing trends, it will recommend more diverse candidates in the future.

Loxo is a leading talent intelligence platform and a global leader in artificial intelligence in recruitment. Sign up for a free demo if you want to see how Loxo can increase your access to a diverse talent pool.