Have you ever ordered groceries online? I can’t allow that level of trust with a stranger. They aren’t going to compare prices and make sure I get the best deal. They don’t know that I would swap broccoli for green beans, but only if the broccoli is on sale and it doesn’t look like it’s melting in the bottom of the produce stand. I’m a little neurotic about groceries, but that’s not the point.
The pandemic accelerated the creation of shop-for-you apps at places like the grocery store. However, the smart technology is not quite intelligent enough. There are a variety of things that can go wrong when a person completes orders without any context.
Katrina to speak on writing better recruiting messages and developing candidate experiences.
Economists like to talk about the job market in terms of employer and candidate markets. The basic difference? The party with more control. In an employer market, as we experienced a year ago after the pandemic, employers have all the power in the world. A ton of people are applying. Companies have their choice of active and passive candidates.
That's not the market we're living in right now. Candidates have the power. Around the world, companies are seeing fewer applications and having more people drop out of the process because they already have an offer in hand.
Still, so many hiring managers still believe they’re living in an employer market. They value speed over effectiveness and encourage teams to recycle old tactics to facilitate speed. However, current conditions are unlike any job market recruiters have seen. The “tried and true” job posting templates aren't working anymore — but there are some ways to refresh old these old templates for newfound success.
Imagine this. I was sitting in a panel interview for a job. There were three executives and a recruiter seated around the table. I was feeling great. It was my last of three interviews that morning. I was sure if this went well. I was getting an offer this week.
They asked me some standard interview question like, "Where do you see yourself in 5 years?" At this point, I was feeling terrific about my chances, so I went for the fun answer: “Working for you, Sean.”
I smiled. I was expecting a laugh, but that's not what happened next. It was as if the air left the room. I think I heard a mini gasp come from one of the executives. The person I referred to as Sean? Not his name, and he was the kind of person who took that very personally.
"It's Steven," he said with a huff.
"Shit," I said under my breath.
There’s a responsibility for companies to show vs. tell people they are LGBTQ-friendly. The candidate experience is the perfect place to start — and there are three simple areas to do that.
#RecognizeThis – the Workhuman LI Live series where we get real and talk about the good, bad, and ugly as we dive into strategic and pragmatic insights into Creating the Human Workplace where all talent and businesses can thrive. Happy Pride Month! We are highlighting LGBTQIA+ in the workplace today.
I’m thrilled to be joined by Katrina Kibben and Aaron Byrne to get their perspectives on the steps we can take to create more accepting and inclusive workplaces? Specifically, places where our brothers, sisters, and they in the LGBTQIA+ community feel at home.
Around 2009, some companies got a great idea that they would create unique job titles. Witty, right? These job titles would be ultra-unique and use hip buzzwords to differentiate their company from another company down the street with the same idea and open requisition.
Katrina spoke with students about the power of storytelling to transform best in class practices into strategies that are best for their unique hiring situation.
With COVID-19 vaccines finally rolling out to essential healthcare workers and at-risk populations, and eventually the general public, there’s a new hope for hiring in 2021. And not a moment too soon — in December 2020, the U.S. alone lost 140,000 jobs. Join #TheCandEs virtually on March 17th and 18th for two days of great speakers and sessions talking about Employer Branding, Recruitment Marketing and Targeted Sourcing in 2021.
Want to increase your job post engagement with candidates from diverse backgrounds? Sure, but how? First, we have to change the way we've always done things. Job post strategies haven't changed in the last 100+ years, leaving us with 100-year-old biases.
This hands-on presentation will provide examples of why many job postings fall flat, particularly regarding inclusion, and four ways you can refresh this content. You'll walk away with tactics to increase qualified candidate engagement by as much as 300%, and you'll reach many more qualified candidates from diverse backgrounds. Bonus: we'll show you the search strings you might be using every day that are actually making things worse.
You'll learn how to:
- Break the trends with better tactics for talking about skills and education in your job postings
- Avoid creating psychological barriers that send candidates from diverse backgrounds running away
- Recognize what works and what doesn't about your current job posts
- Hone your writing to improve response rates, including from those hard-to-find candidates and passive job seekers from diverse backgrounds
Three Ears Media