Hiring software engineers has become increasingly difficult this year, particularly in New York. If you’re like many of the startups we’ve worked with, there seems to be a widening divergence in hiring-manager target pay and candidate expectations, leaving both recruiters and startup leaders wondering how to respond. Should you raise pay to compete with major tech firms? By how much? What about internal equity for the employees already at the company?
While the topic of candidate engagement and experience with assessment has been written about many times before, the stakes are higher than ever. The prime directive for talent acquisition is providing an excellent candidate experience across the board because:
Job seekers are people. People get distracted. So, you have to ask yourself: “Are my recruitment marketing materials attracting and engaging job seekers”? To answer this question, understand the job seekers’ environment when searching for and applying to jobs.
If you’re reading this article right now, I’m guessing you’re the type of person who likes to consume anything you can get your hands on about TA. Anything from articles, blog posts, social media posts, videos, podcasts, reddit, conferences, and whatever other new channel gets thrown at us (TikTok, anyone?). And you do all of this to help learn and grow. I’ll even take it one step further and surmise that you are on top of not just the best-in-class TA strategies but that you are also intimately familiar with all the newest technologies in TA from AI to automation to CRMs to Tengai.
Universum’s annual list of “most admired” employers is out, with many of the usual suspects (Google, Apple, Amazon) topping the list. Not surprisingly, many of these top-40 brands also sit atop Kantar’s 2019 list of the most valuable consumer brands.
Ghosting is an emerging issue in recruiting and has now been rated as the No. 1 challenge by nearly 6 percent of employers (Source: LinkedIn). Ninety-five percent of recruiters say they have experienced “candidate ghosting” (Source: iHire). This ghosting problem is likely to get worse because 40 percent of candidates now believe it’s reasonable to ghost firms. And a whopping 28 percent of workers have backed out of an offer after initially saying yes.
Communicating with job candidates isn’t necessarily that expensive. It’s more about putting together an efficient process and following it, so that even when you’re overworked, you don’t neglect to get back to people.
The ultimate goal of any business function should be to have a direct and measurable impact on their company’s bottom line and corporate strategic goals. Having a direct and visible impact on bottom-line results will make your team proud. But it will also get you more executive support and funding. Even though nearly every recruiting leader strives to “be more strategic,” few talent-acquisition leaders seem to be aware of the specific recruiting areas that generally have the highest impact on bottom-line business results like revenue generation and workforce productivity.