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Spring Into Action – Interns, Externs, & Apprentices

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Filling open vacancies within a company is a daily challenge for Human Resources.  Seasoned talent coming from competitors may try to leverage their skills and experience to potentially negotiate. Whether that’s higher salary or benefits packages when seeking employment with a new company.  The hiring process can become a game of negotiation between a company and a prospective employer. Unfortunately, the employer will lose prospective talent to a competitor from time to time.

When filling some vacancies, a key talent pool can often be overlooked. Spring has sprung, and ‘tis the season when many new college/university and trade school students will be entering the workforce as new graduates who seek to utilize their skills acquired through advanced education. HR professionals need to explore the new graduate population as resources to fill entry-level and mid-level roles within an organization. New graduates seek work so let’s give them a chance to show what they have learned.

 

Benefits of New Graduates

New graduates offer a variety of benefits to an employer. From their coursework, they have learned new strategies and educational content that can be applied towards job duties.  Group projects throughout their major and general education courses provide opportunities for students to think creatively. They learn to express their ideas while learning from others’ perspectives.  They must plan and strategize to meet timelines and goals to ensure delivery of successful projects.  Communication, collaboration and team building are transferable skills that are essential in the workforce and are key components of higher education learning experiences.  

There are different ways students can acquire relevant experience that relate directly to the role(s) they seek in their desired industry(ies).  Internships, externships and apprenticeships are three experience opportunities designed to develop business acumen for students.  Each of these three experience opportunities have similarities and differences yet all offer beneficial insights and enhance marketability of new graduates.

Externship vs. Internship

Handshake explains the difference between an externship and an internship. Externships focus on connecting a student with a mentor in a company to learn more about what the mentor does and what tasks, functions and trends are anticipated within an industry.  Externships are typically unpaid and short-term.  Internships provide hands-on experience within the student’s desired career field. Unlike externships, internships tend to be paid, although if paid, wages are typically low. 

Internships tend to earn academic credit and can last up to a year while externships are often a part of a class so no additional academic credit is earned. Externships are often very short lasting up to a few weeks.  Apprenticeships are typically full-time training programs leading to industry recognized certifications and full-time employment using those specific skills. Internships and externships do not always lead to permanent employment with the organization in which the student completed the internship or externship while apprenticeships are the opposite.  

Unique Advantages of New Graduates

Hiring new graduates to fill vacant roles provide a myriad of benefits to an employer. New grads are anxious to find a job that allows them to use their skills from training. They want to be self-sufficient, make money and pay off any existing loan debt so employment is a key goal for them. New grads can be easier on the company’s salary budget.  Because new grads lack years of formal, industry specific work experience, they may be hired at a lower, but fair, market rate as compared to seasoned talent. New grads can be “molded” by company leadership. Meaning that they can be taught professional and company culture skills more easily. 

The “because we have always done it that way” mindset is not firmly implanted in their minds. Whereas tenured employees and job seekers might think this way. Pairing new graduate hires with a mentor can be a big help. They can train the new grad with skills that were not learned in the classroom.  Hiring new grads can build career longevity and set the new graduate up for success leading them to pursue internal advancement opportunities as time goes on.  Talent stays within the organization which can save time and money on recruiting and onboarding due to turnover.      

“Inexperienced” Candidates

If a new graduate does not have an externship, internship or apprenticeship on their resume at graduation time, it does not mean the person does not have pertinent experience or transferable skills applicable to vacant roles within a company.  Consider any full-time or part-time employment the student worked while completing higher education. Working while going to school takes time management skills.  Being a barista or server requires excellent customer service skills. 

Tutoring requires a person to be a subject matter expert (SME) with the ability to communicate knowledge to others in ways students understand.  Call center and retail associates must be organized, meet goals and deliver a positive customer experience. Babysitting and nannying require compassion and the ability to keep children safe and entertained. These examples are a fraction of part-time and full-time jobs that students have worked while training.  All of these examples encompass transferable skills. 

New graduates who have a degree but not experience through externships, internships or apprenticeships can benefit from On-The-Job (OTJ) training provided by the company.  OTJ training is especially useful in the manufacturing environment. These graduates may come with technology related training but need specialized training with differing equipment within the work environment.  OTJ can be part of a higher education training or trade school training program also.  

Recruiting New Graduates

If your organization is ready to recruit for your own internship, externship and/or apprenticeship programs, having a specialized application within your Applicant Tracking System (ATS) will help. Collect essential data such as contact information, college or trade school attending, anticipated graduation, links to portfolios, and answer fields where students can share achievements and awards.  Ensure the ATS application collects all the pertinent information needed to select the most prime candidates.  Keep open communication flowing with students through text and email.

Make sure that students receive an acknowledgement when they apply and especially if they are not selected so they can plan accordingly. Creating message templates within the company’s ATS can make communication personalized while quick and convenient. Make sure all applicants, whether it be for an internship, externship, apprenticeship or permanent employment, have a positive experience in the recruiting process.  Negative experiences can easily travel on social platforms and through word-of-mouth. Create and maintain a positive view of the company’s recruitment process. Leave job seekers with a satisfactory experience so they can share something positive about the company.  

Conclusion

Only a few months until the Spring and Summer terms are over.  Spring into action now to recruit new talent from the upcoming graduate pool from higher education and trade schools. Make sure the company’s branding on the company website and social media platforms are welcoming to new graduates. Communicate the benefits and why new grads should come to work for the company.  Appreciating the talents that new graduates bring can lead to a long-term relationship between graduate talent and the company boosts productivity and profits.

Key Strategies to Attract Top Talent

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Introduction

In today’s competitive business landscape, attracting and retaining top talent is a critical priority for companies striving for success. The ability to attract talented individuals not only enhances the overall performance of an organization but also contributes to its long-term growth and success. However, with the job market evolving rapidly, companies need to adopt innovative strategies to stand out and attract the best candidates. In this blog post, we will explore some key strategies that companies can employ to attract employees effectively.

If you have any trouble attracting top talent Full Service Hiring could be exactly what you need. Take the guesswork and hassle out of hiring and have our SHRM Certified strategists handle your hiring needs!

Build a Strong Employer Brand

Establishing a strong employer brand is crucial to attracting top talent. Potential employees want to work for companies that have a positive reputation and offer fulfilling experiences. Develop and communicate your company’s values, mission, and culture consistently across all channels, including your website, social media platforms, and job listings. Highlight employee testimonials and success stories to give candidates a glimpse into what it’s like to work for your organization. Cultivate a positive online presence, respond promptly to candidate inquiries, and leverage platforms such as Glassdoor to showcase your company’s strengths and engage with potential candidates.

Attract Top Talent Through Compensation and Benefits

In a competitive job market, offering competitive compensation and benefits is vital to attracting high-quality talent. Research industry standards and ensure that your compensation packages are on par or even surpass those of your competitors. Consider offering additional benefits such as health insurance, retirement plans, flexible working arrangements, and professional development opportunities. Tailor your benefits to align with the needs and preferences of your target candidates to create a compelling package that sets your company apart from others.

Embrace Workplace Flexibility to Attract Top Talent

In recent years, workplace flexibility has become increasingly important to employees. Offering flexible working options, such as remote work or flexible hours, can be a significant draw for talented individuals seeking work-life balance. Companies that embrace flexibility demonstrate their trust in employees and their commitment to supporting their well-being. It also widens the talent pool, as it allows companies to attract candidates who may not be able to commit to traditional office-based roles. Implementing flexible work policies can be a win-win situation for both the company and its employees.

 

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Prioritize Employee Development and Growth

Top talent is often attracted to companies that invest in their employees’ development and offer opportunities for growth. Establish a robust performance management system that includes regular feedback, coaching, and clear career progression paths. Provide training and development programs to enhance employees’ skills and expand their knowledge. Offering mentorship programs and educational reimbursements can also signal your commitment to their professional growth. By demonstrating a genuine interest in your employees’ career advancement, you will attract ambitious individuals who value continuous learning and development.

Foster a Positive and Inclusive Work Environment

Creating a positive and inclusive work environment is essential for attracting employees from diverse backgrounds. Ensure that your company promotes diversity, equity, and inclusion (DEI) throughout its operations and culture. Implement policies that prevent discrimination and foster a sense of belonging for all employees. Encourage open communication, collaboration, and respect among team members. Celebrate diversity and offer opportunities for employees to share their experiences and perspectives. When potential candidates see a company that values diversity and inclusivity, they are more likely to be attracted and engaged.

Attract Top Talent Through Effective Recruitment Practices

In today’s digital age, companies must adapt their recruitment practices to connect with top talent effectively. Leverage social media platforms, professional networks, and online job boards to advertise open positions. Craft compelling job descriptions that highlight not only the required qualifications but also the company’s unique selling points. Streamline your application process to make it user-friendly and efficient. Embrace innovative recruitment methods, such as video interviews and skills assessments, to gain valuable insights into candidates’ abilities and potential fit within your organization.

Conclusion

Attracting top talent is a multifaceted challenge that requires a proactive and strategic approach. By building a strong employer brand, offering competitive compensation and benefits, embracing workplace flexibility, prioritizing employee development, fostering a positive and inclusive work environment, and engaging in effective recruitment practices, companies can position themselves as desirable employers and attract the best candidates in the market. Remember, attracting and retaining top talent is an ongoing effort that requires continuous evaluation and adaptation to remain competitive in today’s dynamic business landscape.

Strategies for Remote Recruitment

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From 2019 to 2022, the remote workforce has tripled according to Gallup. Remote recruiting is Human Resources’ fastest growing strategy within talent acquisition to meet the needs of an evolving work environment. Remote recruitment involves the sourcing, screening, interviewing, and hiring of employees located throughout the world. Traditional means of recruitment used to entail a multi-step process. Phone screens, in-depth phone interviews and then, one or more onsite interviews prior to extending an offer of employment. While some traditions are tried and true, traditional recruitment as described is becoming antiquated. It does not accommodate the needs of an evolving remote and hybrid work model. Companies need to make the recruitment process efficient for all types of employees. When recruiting remote employees, an organization must examine their existing recruitment plans. Then make essential adaptations to make the evaluation process efficient for everyone involved.

 

SOURCING

Review your company’s culture and online presence. Remote job seekers will search for opportunities online. The description of the company found online can affect if they apply. The remote job seeker will want to click to learn more or scroll by. Craft your company’s website with a plethora of examples of the company as a whole. Company culture, history, commitments to employees, customers and society with an emphasis on the company’s investment in remote employees. Share pictures on the company’s social media pages to generate excitement about events within the company. Be sure to include remote employees’ experiences within the content.

Include videos from leadership discussing the company’s mission, vision and values. Having an informative and engaging website will help remote job seekers develop a connection to the organization and reiterate their desire to work there. Include benefits that support remote employees such as additional education and certification opportunities, flexible time, technology benefits, etc. Reiterate that promotion can occur for both onsite and remote workers. If your organization is truly a remote friendly company, broadcast that on the company’s website so remote job seekers can quickly identify that your company encourages remote workers. Make it more than words or a nifty “remote friendly” graphic by including testimonials from remote workers about their positive experiences so job seekers can get additional perspectives from those who do work remotely.

JOB POSTINGS AND DESCRIPTIONS

Now that the organization’s culture has been addressed, take a look at the job listings that are posted on the company website and job boards. Human Resources talent acquisition personnel need to craft job descriptions that attract remote employees. Clarify if the position is 100% remote or if the position is actually hybrid with some onsite work requirements. If it is hybrid, will there be occasional travel to the company headquarters or regional office, and if so, how often? Include specific expectations of the role that apply to its remote specification. Is there a specific time window or time zone that the employee must work?  What type of home work environment and technology are required?

An organization needs to examine all channels of promotion for remote jobs. Recruit existing remote employees to scan their networks for potential talent. Promote job listings on job boards that specialize in remote work opportunities. Utilize your Applicant Tracking System (ATS) integrations with niche job boards to expand your audience.

 

SCREENING AND PRE-INTERVIEW

Upon finding potential talent, it is time to evaluate further and put the “human” in “human resources”.  Remote recruitment does not readily offer the ability to bring talent onsite for interviews so it’s time to go to the talent themselves. Schedule the interview through your Applicant Tracking System (ATS). Phone screens offer an initial opportunity to evaluate basic skills, but for remote positions, consider replacing a phone screen with a video call. This gives recruiters an additional opportunity to develop a connection and evaluate communication and nonverbal language skills. Recruiters need to develop and refine video interviewing skills prior to kickstarting a video interviewing process.

Keep your interview area free from distractions and interruptions. Make sure all equipment is working prior to the interview. Doing this prevents precious interviewing time being wasted on resolving tech issues. Technical issues can occur no matter what. So have an alternate plan to continue the interview in case technical issues cannot be resolved. In a warm, welcoming manner, be the first person to join the meeting. This way the interviewee does not increase nervousness waiting for the interviewer(s). This is not a typical video meeting. Recruiters need to gauge and evaluate nonverbal communication cues, but that can be more difficult over a screen. Take notes regarding questions about qualifications and experience, but if you are taking notes using an interview guide within your ATS, ensure that you can see the interviewee the whole time.

INTERVIEWING

Craft interview questions to include segments focusing on time management, communication skills and autonomous experiences. Formulate questions to gauge the job seeker’s ability to work independently when remote and how they communicate with others when questions or challenges arise. How do they handle stress, particularly when they cannot get up and go walk to someone for assistance? Asking open-ended questions seeking examples will help recruiters find remote talent that will fit within the organization’s remote culture. Explore assessments to evaluate job skill compatibility along with behavioral and cognitive capabilities.  Conduct written assessments to get an example of how the job seeker expresses themselves. Writing samples can include how to respond to an angry client while researching the problem, providing instructions to a teammate or a client, or whatever is relevant to the position.

When the interview concludes, ensure they know the next steps in the process and how they will be contacted. Remote recruitment can take longer than traditional recruitment processes. All job seekers appreciate updates on their status in the hiring process. However it is essential to provide additional communication with remote employees so they can stay engaged in the hiring process. Depending on the intricacies of the job opening, examine the need for additional specialty interviews such as panel interviews. Including the remote candidate in a group meeting and encouraging their participation could give another perspective on interaction and group acclimation. Positions need to be filled quickly to mitigate productivity loss. However, take enough time to host enough video interviews and group sessions. Doing this will allow you to determine if the remote candidate is the best fit for the position.

HIRING

Once an employment offer has been extended to the soon-to-be new remote teammate and they accept, engage them in an active onboarding process starting with the use of onboarding software to automate part of the process. Keep the new remote hire involved with open communication and timely notifications of what is needed from them and what they need to do as well. Partner with the company’s Information Technology department to communicate technology security policies with the new remote hire.

Work with the new hire to validate that they have the tools they need to do the role. Craft communication plans with the new hire so they can start interacting with the team. Outline expectations for task completion, and most importantly, be available as questions arise. Check in on the new remote teammate and host weekly meetings to help them get up to speed on the responsibilities of their job. Remote work environments thrive on communication so ensure the team is there to support the new remote teammate as they learn the culture and their role.

Tailoring remote recruitment to meet the needs of remote job seekers provides the organization with the means to find candidates who want and can successfully complete the duties of a remote position. Remote employees must be self-directing and have stellar communication skills along with grit to handle tasks independently but be ready to collaborate and work with teammates digitally alongside them. Remote employees offer higher productivity and increased loyalty to an organization. As an organization seeks talent to fill vacancies, remote talent can provide the skills and commitment to forge a path of heightened productivity. Forge that path together, no matter where you are.

A Positive Candidate Experience Increases Retention

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Today’s hiring landscape and workforce are changing. Anyone who’s been in a hiring, interviewing, or an onboarding role for any period of time will tell you just how different today’s candidate marketplace is. Everything about the application process is shifting. From how candidates apply for jobs to how today’s companies successfully attract top talent. One important aspect businesses can take steps to improve their hiring process is the candidate experience.

If you’re exploring new methods for improving your hiring process, continue reading. Today, we’ll share insights about creating a positive candidate experience. The benefits of such methods can be game-changing in how you attract and retain top talent. Consider these candidate experience-related strategies and find your path to onboarding success, increased retention, and bottom-line company growth.

Defining a Positive Candidate Experience

Before you can improve a candidate’s experience, you should first understand what that experience entails. When an applicant reaches out to your company intending to submit for a position, every engagement that person has with your brand throughout the recruiting, interviewing, and onboarding process is considered the candidate experience. These interactions might include direct and non-direct communication, software and digital forms, and brand messaging.

Based on the definitions and candidate experience interactions, here are a few examples of areas of engagement:

  • Your company’s career website or landing page
  • Your company’s job postings and job descriptions
  • Your company’s online application submission process
  • Your company’s communication through any applicant tracking systems
  • Your company’s direct communication with internal hiring managers and staff
  • Your company’s candidate acceptance and rejection notices

However when you strategize to make improvements to create a positive candidate experience, you’ll aim to impact these interactions in a way that provides convenience and value. Start your enhancement efforts by analyzing each aspect of your current recruiting process. Begin outlining the next steps through the lens of an applicant to better understand what their experience is like.

Why the Candidate Experience Matters

In today’s recruiting landscape, ignoring the candidate experience can be detrimental to your hiring success. And creating a positive candidate experience matters, especially if your goals include finding, hiring, and retaining top talent quickly. Companies not addressing this aspect of the process will soon begin experiencing:

  • Difficulties in filling open positions, thus hindering company growth and stability
  • Lower application rates due to the word getting out about one or more poor candidate experiences
  • Business loss due to poor candidate experiences affecting consumer purchasing decisions

Here are some alarming stats to consider. One study outlined these metrics, demonstrating how detrimental a poor candidate experience can really be for a business:

  • 60% of candidates never hear back from a company after an interview
  • 42% of dissatisfied applicants say they will never apply with that unresponsive company again
  • 22% of those disgruntled candidates will advise others to avoid applying
  • 9% of dissatisfied applicants would ask their networks to boycott a company’s products and services

Your company’s success is directly correlated to the skills and dedication of your employees. Focusing on how you attract and retain those critical roles will ensure you continue to create the most positive candidate experiences with the best-fit applicants for every position you need to fill.

The Framework for a Positive Candidate Experience

Consider developing a positive candidate experience framework, from the initial job description posting through to the final onboarding steps. Be sure to include these objectives in your outline, ensuring every improvement you make supports the overall company objective and the candidate experience.

  • Clearly defined job descriptions outlining realistic expectations for the role
  • Clearly defined employee-level value propositions (what’s in it for them)
  • Clearly defined details and resources they need to make their decisions
  • Easy-to-use interfaces for both online and mobile-friendly application processes
  • Respect at every level of communication and engagement, including thank you and courtesy correspondence
  • Pleasant and seamless interviewing experiences
  • Simplified transitions for applicants onboarding into new roles
  • Professional and respectful job applicant rejection communications
  • Robust and thorough training for all onboarded new employees

How Companies Can Improve Engagement in Recruitment

What today’s hiring managers really want to know is how to improve the candidate experience in the recruiting process. Start by exploring these solutions. They involve actionable steps you can take right now to impact a more positive result within your recruitment efforts.

Get Technical

Use all the available innovations and software solutions you can to improve your candidate experience. This might include the use of video for interviews, or maybe applicant-facing dashboards where candidates can find real-time updates and information. Right now, Jobvite says the average recruiter fills a position within 30 days. These tech and software enhancements can speed up the hiring process and offer more robust communication and transparency for applicants.

Simplify the Application Process

Look for complicated steps in your current application process and strategize ways to simplify them. Every step a candidate takes should be straightforward and easy. For example, don’t ask for them to upload a resume AND fill out a lengthy internal application. Instead, offer one or the other. And any online forms you do require, make sure you have an auto-save feature that allows candidates to save their progress as they go. However today’s recruiters should also make sure to offer assistance with online application processes, including closed-captioned videos and alternative assistance features.

Personalize Communications

While automations make the application process more transparent and efficient, there’s still a need for personalization and customization with your candidate communications. Explore ways to incorporate more tailored messaging to applicants at various stages of their recruitment process, including addressing them by name.

Ask for and Provide Valuable Feedback from Candidates

LinkedIn recently shared its Talent Solutions report, indicating that 94% of today’s job seekers want feedback from their interviews. It also suggests that only 41% of applicants actually receive feedback. Look for opportunities to send feedback with every engagement. And tap into the value of post-interview surveys to obtain candidates’ sentiments about their experiences, as well.

Make a Positive Impression

Apply for your own job as a candidate. Be mindful as you navigate your process to look for what kind of impression your company makes. Is your brand message incorporated throughout? Does your application web page take too long to load? Are there images or pages with broken links? Are there typos in your job description? All of these details, which may seem minor, could be making a negative impression on candidates.

Tighten Up Communication Timelines

Don’t leave candidates hanging about final hiring determinations. If your evaluation process is going to take two weeks, communicate those timelines to the applicants. They’ll wait two or three weeks if you set the expectation accordingly. They will not wait if you don’t follow up at all and will likely venture elsewhere for employment.

Today’s companies are learning to prioritize the candidate experience. Consider these insights and improvements as you evaluate your processes. And remember, the ExactHire team can help! Contact us to explore better ways you can create positive candidate experiences with your recruiting efforts. You can’t change the job market. But we can certainly help you change your approach to it.

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5 Stats to Know About the Labor Market for 2023

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There are some key thing you need to do to be an effective hiring manager in today’s job market. It’s best to keep up with the relevant statistics regarding employment and unemployment. In addition to those job growth, earnings, and hiring best practices are also important. Today, we’ll share some of the very latest data from the Bureau of Labor Statistics, along with additional insights that will ensure you make the most informed hiring, interviewing, and onboarding decisions in 2023. Knowing the top five current labor market stats will only improve your ability to attract, hire, and retain the top talent professionals you need for your organization to grow.

The Top Five Stats in the Current Labor Market, 2023

The Bureau of Labor Statistics often shares insights and metrics that represent the current state of the labor market. But some of the most recent and interesting stats, as sought after by most of today’s business leaders, are these:

 

  1. The current labor force is growing at a rate of 0.5% annually. It is expected to continue at this pace over the next ten years. More precisely, the labor force grew to 161.2 million, an increase of 462,000, between 2020 and 2021. By 2031, the projections suggest the labor market will grow to 168.9 million.
  2. The aging population will contribute to a decline in labor force participation. Projections indicate a decline from 61.7% to 60.1% by 2031.
  3. Real gross domestic product, or GDP, is expected to continue to improve at a rate of 2.1% annually. This is slightly higher than the 1.8% rate in recent years.
  4. Healthcare-based and social assistance sectors are projected to create the most jobs through 2031. The biggest growth in employment is expected to be among the service sectors serving the aging population.
  5. One of the industry segments experiencing the fastest growth is leisure and hospitality. Rebounding from the economic impacts of the pandemic, these sectors, along with food consumption, accommodations, and public services, are expected to experience the most growth through 2031.

What Can Leaders Do with These Stats?

As a business leader or hiring manager, how can you take these latest labor market statistics and put them to use in your growth efforts? For starters, company leaders should recognize that the country’s experiencing its largest employment expansion ever. Coupled with record-low unemployment rates, these labor market conditions have made hiring ridiculously challenging.

But you probably already know that.

However, these latest stats point to continued growth. So, while many of these market dynamics were exacerbated by the pandemic rebound, it’s not expected to let up in the coming years. It means waiting for the market to “level out” or return to pre-pandemic conditions won’t be an option.

These five stats should also wave red flags to anyone running a business within the service sectors. Leisure, entertainment, hospitality, senior services, healthcare, and food services in particular. These particular markets are growing at higher rates. If your business model represents any of these services, employment is going to continue to be extremely competitive throughout the next eight to ten years.

Understanding these emerging trends and stats will help you strategize for improved applicant attraction methods and hiring best practices.

What Broader Trends Can Leaders Leverage?

Perhaps there is a bigger question for today’s business leaders. How can one capitalize on and leverage these labor market stats and trends? Here are some solutions worth considering as you look to improve how you attract, hire, and retain top talent in today’s employment landscape.

RippleMatch says many employers are relaxing their hiring requirements to broaden their talent pools. For example, opening positions up to potential candidates who don’t have college degrees or years of industry experience is proving successful.

Today’s hiring managers are seeking to improve their employee benefits and company culture initiatives at a much higher rate. The Great Resignation of 2021, where 47 million workers effectively quit their jobs, did so because of a growing need for flexibility and work-life balance.

A Different Approach to Hiring and Onboarding

What today’s current labor market trends really indicate is a need for a new playbook for company leaders looking to hire and retain top talent. Any business striving for growth will need the teams to execute those growth plans. And if you’re not changing the way you hire, you’re going to face hiring challenges ongoing for the next ten years.

Recognizing that you need a new approach might also mean you need a new hiring strategy partner. ExactHire fully embraces the emerging hiring trends and provides companies with the software solutions, hiring tools, and onboarding techniques needed for growth in this new labor market.

These top five labor market stats should inspire change and improvements within your company’s hiring practices. And ExactHire can be the partner you need to facilitate simplified applicant tracking and improved employee onboarding. Contact our team to talk about your challenges and growth goals for 2023!

 

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What Do Job Seekers Want in 2023?

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Your company needs to be able to attract and retain top talent if you expect to grow and scale in 2023. Hiring practices and onboarding processes of yesterday won’t necessarily be effective today. And the professionals you need to bring into your organization are going to be more careful about making career shifts. learning about job seekers wants and needs can give you a leg up on competition and put your job posts at the front of peoples wish lists.

Passive and active candidates alike have a new playbook for what they need from their employers. As well as what they will and won’t consider in company culture, benefits, pay, and growth potential. Improving your hiring strategies means understanding what job seekers want most in today’s employment landscape. Here is some of what hiring managers can expect from 2023’s candidate pools.

The DEIB Dynamic

Job seekers will be doing their homework on potential employers before they even apply. Companies that don’t have a visible and transparent position on diversity, equity, inclusion, and belonging, or DEIB, will likely be overlooked. Company inclusion is a top priority for candidates who are looking to elevate their careers with best-fit organizations. When your company provides relevant efforts and initiatives that support DEIB in the workplace, you can attract more top-quality candidates in 2023.

The 32-Hour Work Week

There are other trends rooted in surveys and job seeker feedback, including an emerging preference for a 32-hour work week. Forbes shared additional reasoning behind this more commonplace conversation, including an employee preference for less demanding work environments. Work-life balance is a big factor for professionals who are looking to make career changes. And while your company may not be fully prepared to adopt a shortened work week, you can be making improvements that prioritize a less stressful, less demanding work week.

Career Development and Growth Opportunities

Job seekers are looking for employment opportunities that also provide additional learning and growth. There is more value placed on a company that provides various paths for continuing education, professional development, and internal promotion. When crafting your job descriptions and benefits outlines, be sure to include career development initiatives and support your company has to offer as an incentive for job seekers interested in growth.

Tech, Software, and Modern Management Styles

When applicants interview for new positions, they’ll also be looking to identify whether or not the employer is a forward-thinking enterprise in growth mode. They won’t take the leap to join an organization that feels stagnant or is practicing outdated methods. As an employer looking to attract and retain top talent in 2023, be forthcoming about your company’s growth initiatives. Share new technologies or innovations your business has or plans to adopt. Modern management styles, including employee dashboards for HR and companywide suggestion channels, also signal to a potential hire that the company is employee-centric.

Remote and In-Office Flexibility

Be ready to have the interview conversations about remote work flexibilities. Job seekers don’t just prefer work-from-home or hybrid work environments; they’re growing to expect it in 2023. Of course, not every role within your organization can accommodate a remote work structure. However, when employees can work from a home office, it’s best to negotiate a flexible schedule accordingly.

Inspirational Company Culture

Most applicants won’t expect your company to offer bean bag lounge chairs and gaming stations like some of the entities in Silicon Valley do. However, an inspirational company culture is necessary for today’s hiring landscape. It’s not enough to develop a DEIB practice, either. Consider gathering feedback from your existing teams about what they love and maybe don’t love about coming to work. And follow up with your leadership teams about management styles that welcome new ideas, problem-solving, and reporting methods that employees can wholeheartedly get behind in their day-to-day work environments. Make sure your employees feel connected to the brand and know how they individually contribute to the success of the company. Those improvements will attract new candidates who want to be a part of your inspirational work environment.

Valuable Benefits

Consider reviewing your current roster of employee benefits. Are there perks that aren’t being used? Are there incentives that no one seems motivated to get? Today’s job seekers are more precise about what they value as a company benefit. Beyond pay structure and time off, they’ll be looking for customized and more unique company perks, including those relating to:

  • Financial Wellness
  • Family-Friendly Benefits
  • Affordable & All-Inclusive Healthcare
  • Voluntary Benefits

Knowing what job seekers want from their employers in 2023 will help you better prepare to meet those emerging preferences and new standards. Consider these insights as you improve your hiring, onboarding, and retention strategies. And if you need a partner, who can help you change your approach to hiring, let ExactHire be your guide!

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How to Reach Passive Job Seekers

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At ExactHire, we help employers hire through the use of our software and our team of SHRM certified strategists.  Our solutions are effective for attracting both active and passive job seekers. However, in this post, we will discuss how employers can attract passive job seekers. We’ll do this by defining just who is a passive job seeker, then explore their characteristics and establish how employers can launch an effective recruiting initiative.

Who is a Passive Job Seeker?

Put simply, passive job seekers are individuals who already have a job, but would consider another opportunity if it arises.

Think of them as employees on the go–who can quickly hop to the next opportunity when it shows up. They are not totally satisfied with their current job and constantly have an eye out for new opportunities to grow their career. Research shows that the percentage of passive job seekers is continuing to rise, particularly following the storm of the Covid-19 pandemic.

Characteristics of Passive Job Seekers

Now that we’ve identified who a passive job seeker is,  let’s explore the characteristics and traits of these professionals

1.) Open for contact

As discussed earlier, passive candidates are open for new positions, although they may not actively seek these positions due to present work engagements.

They’re always open to learning about new job openings. They’re willing to hear about job offers–bonuses, packages, and new roles. However,  since they are not actively searching for new opportunities, their interest must be triggered by job ads or direct contact.

Therefore, if you’re looking for passive job seekers, consider being actively engaged in finding them. Inquire from colleagues or others in your network whether there are talented professionals who’d be open to working in a different set-up..

2.) Have individual ambition

Passive job seekers are in a better position than most job seekers. That’s because they already have a job; they’re just seeking new opportunities and greener pastures.

Because they’re in a good position, it’s critical to give them an offer they cannot turn down. Professional and personal development motivate some candidates. Others are inspired by a flexible work schedule that supports a positive work-life balance. Others also prefer better payments and better perks. Sometimes targeting passive job seekers is about a fit between personal and company culture.

According to research by Glassdoor, below are five main factors that make professionals likely to show interest in a job offer:

  • Better payments and perks – 48%
  • Better, convenient access or easy commute – 47%
  • High salaries – 46%
  • Work-life-balance – 43%
  • Work-from-home flexibility – 41%

3.) Long-term thinking

Passive job seekers have a long-term thinking mindset. They think of the future and aren’t satisfied with short-term gains over long-term rewards. Their desire to grow and eventually realize their careers. Sometimes realizing their long-term goals may constitute finishing their education first or gaining more experience.

Either way, employers targeting passive job seekers must consider their long-term strategy. The fact that they’re seeking better opportunities is a clear indication of their plans and futuristic mindset. Giving passive job seekers clear opportunities for career growth and recognizing their life-long priorities is a great way of reaching out to them.

4.) Need to be updated

Passive job seekers like to stay updated. And as you embark on reaching out to them, it’s critical to lay a foundation of close contact. Try to establish rapport with them by establishing avenues for contact and interaction – whether online or offline.

For instance, you may build rapport with someone who’s interested but not ready to switch up to a new role just yet. If this happens, it’s advisable to keep in close contact with the candidate for future openings.

By keeping in contact, the professional may be able to make a change when the time is right. Keeping in close contact helps monitor your target job seeker even as time changes.

Why would you want a passive job seeker over an active one?

There are many reasons why organizations and recruiters prefer passive job seekers over active ones:

  • They’re passionate about development and growth. Their passion for growth and professional development implies that your organization can grow with people with a ‘growth’ mindset.
  • Won’t come without a reason. Passive job seekers won’t come to your organization without a reason. These job candidates need incentives for them to consider alternative positions.
  • Choose your organization. Passive job seekers take the time to study your organization. They’re keen to learn the dynamics that make your organization stand out. Because they have a clear goal to achieve, passive job seekers are critical of your organization.
  • Less time pressure. Active job seekers are pressured by time and situation. That means they’re less likely to be critical about their job preferences, which will have long-term implications on job satisfaction levels. Passive job seekers have less time pressure, meaning they’re positioned to make good career decisions.
  • Strong relationship before hiring. When targeting passive job seekers, you’ll find competent candidates who are interested, but not ready to leave their current positions. That is an excellent opportunity for you to build rapport with them and establish a relationship.

Focusing attention on passive job seekers gained momentum in the early 2010’s. Changing job patterns and shifting workplace dynamics have shifted the focus, allowing recruiters to focus their efforts on both active and passive candidates.

ExactHire – Streamlining Your Search for Passive Job Seekers

Whether you’re looking for active or passive candidates, ExactHire provides customizable software solutions that help streamline your hiring. ExactHire provides applicant tracking software, employee onboarding software, and employee assessment software to improve your hiring outcomes.

Rather not implement software? ExactHire Full Service Hiring is a solution for employers who don’t have the time or resources to manage a hiring process. Our team will advertise your open positions, manage applicant communications, screen candidates based on your criteria, and then deliver you qualified best-fit candidates.

What is Fair Chance Hiring?

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Please note:  The ExactHire team is not legal counsel, and we do not offer legal advice, so any questions regarding your company’s eligibility for exemption with the “Ban the Box” or FCA legislation and/or proper verbiage for your company’s employment application(s) should be discussed with your company’s legal counsel.

To understand Fair Chance Hiring, you first need to understand the United States incarceration problem. The United States has one of the highest incarceration rates in the world. Today, the number of incarcerations stands slightly over 70 million.

Sometimes, a criminal record can follow a reformed criminal for years. Making them feel physically and financially imprisoned long after serving their sentence.

Formerly incarcerated persons are no different from other Americans. They have the right to get a job, secure employment, and enjoy financial security and sustainability.

Previously incarcerated persons need to earn a living, support families, and feel they positively impact society. Being part and parcel of a thriving society helps reduce recidivism.

Unfortunately, having a criminal record often presents a demoralizing reality to past offenders. Due to their criminal history, past offenders are likely to be ruled out during interview and hiring processes. A study by Harvard University has shown that a criminal record interferes with an offender’s future job prospects. Having a criminal record reduces an employer’s call-back rate by half. Offenders are also likely to be ruled out in interview processes even when qualified.

These factors are the fuel behind the Fair Chance Hiring Act.

Fair Chance Hiring

The Fair Chance Act, or FCA, is based on the premise that everyone, regardless of their past criminal history, should have a chance to be employed if they are qualified for a position that they are applying for. The Fair Chance Hiring Act deems everyone equal and worthy to be assessed for positions they are qualified for and proficient in.

What are the benefits of fair chance hiring?

Companies and organizations that embrace fair chance hiring have an opportunity to expand their talent pool. They can also better understand their markets and customers–and achieve improved customer outcomes. So if you’re looking to bridge market and customer gaps, fair chance hiring may help you do just that.

Diversity and inclusivity

Although most organizations want to build a diverse workforce, conversations about inclusivity often stop at gender, race, and orientation. The conversation needs to extend to persons with criminal histories to build really inclusive workforces. Fair chance hiring helps organizations create a diverse and inclusive workforce by expanding the definition of a diverse talent pool.

Competitive positioning

In times of low unemployment, it’s a candidate’s responsibility to play the field and identify the most rewarding opportunities. Low unemployment rates mean job candidates will try out many job opportunities before deciding which one is ideal for them. This situation makes it hard for organizations to find, train, and keep new hires quickly and efficiently.

Fair chance hiring practices expand your reach to potential candidates that your competitors may not consider. And since persons with criminal histories have a challenging time finding jobs, you might not deal with a drawn-out hiring process, or deal with high turnover rates.

Better ROI for hiring

According to a survey by the Society for Human Resource Management, 80% of managers acknowledged that the value brought by persons with a criminal history is equal to that of workers with no criminal history.

Another study by the John Hopkins Hospital found out that after four years, workers with a criminal history had 44% better retention rates than persons without a criminal past. John Hopkins Hospital has employed persons with criminal past since 2000, making it a trendsetter in the fair chance hiring discourse.

But how does that translate into a better ROI for hiring? When hiring, companies my feel the need to spend excessively on recruitment by sponsoring job posts to beat our the competition. When onboarding, organizations will spend a significant amount of money hiring and training, which is a wasted if the new hire hops to another workplace. Fair chance hiring practices can offer a better return on investment by reducing the need to spend on recruitment and producing candidates that are appreciative of the employment opportunity and will therefore stay longer.

How do Companies Utilize Fair Chance Hiring?

Hiring persons with criminal records helps reduce recidivism rates, keeping past offenders from conflicts with the criminal justice systems. However, hiring persons with criminal histories isn’t just good for society; it has multiple business benefits.

Here are some key ways companies make good use of fair chance hiring practices:

  • Large talent pool. Businesses that use fair chance hiring have a more diverse talent pool in their pipeline. Fair chance hiring allows organizations to expand their search, accessing sometimes hidden talent and ingenious skills from formerly incarcerated persons.
  • Engagement rates. According to a study by Checkr, fair chance candidates outperform other candidates in engagement and trust by 30%. Organizations seeking to foster a strong work culture must include past offenders in their hiring talent pipelines.
  • Reduced turnover rates. Organizations that use high-volume hiring are victims of high turnover rates. Hospitality, retail, and construction are some of the most affected sectors by high turnover rates. Luckily, studies have shown that employees with past criminal histories are more loyal to their employers. And based on a published survey, employers who’ve hired fair chance workers have positive remarks about this talent pipeline.
  • Diversity and inclusion. Organizations are moving towards sustainability. There are many ways to examine sustainability, including environmental and social wellbeing. A crucial part of sustainability efforts is ensuring and upholding fundamental human rights, including the right to fair treatment regardless of race, color, ethnicity, religion – and criminal history.

Needless to say, hiring fairly is hiring diversely; organizations that hire formerly incarcerated workers enjoy diversity and inclusivity because they welcome candidates that are often marginalized and locked out of other job opportunities.

Today, more than ever, organizations have a clear chance to right a systemic wrong by simply acknowledging there’s an unfair playing field in the recruitment space. And by giving all applicants an equal chance, organizations can pursue short-term and long-term business gains.

How to Incorporate Fair Chance Hiring in your Organization

Looking beyond a criminal record can be challenging, especially for human resource and talent acquisition managers. Here are a few suggestions to get everyone on board in your organization with a fair chance hiring program.

Educate yourself and your team about the FCA

You must educate yourself and your team on the fair chance hiring act and best practices. When deploying fair chance hiring programs in your organization, start by educating hiring managers and HR personnel on the challenges faced by persons with past criminal histories. For instance, you can share existing statistics on criminal records and define the challenges experienced by formerly incarcerated persons.

The best practices in this step include:

  • Training all personnel involved in the hiring processes
  • Eliminating exclusions of persons with any type of criminal history
  • Eliminating and avoiding questions about past incarcerations in interview processes
  • Developing evidence-based policies for evaluating candidates with a past criminal history
  • Limiting questions about an applicant’s criminal history to what’s stringently related to employment situations or business performance
  • Keeping applicant’s information confidential

Organizations must be steadfast to implement fair chance hiring practices.

Focus on a candidate’s potential

It’s crucial to look at a candidate’s potential as opposed to their criminal history. While the criminal past may present realities about whom you’re working with, you may fail to notice a change of behavior or undermine their abilities if you consider criminal history as an overarching assessment metric. So, focus on a candidate’s potential and proficiency as opposed to their past criminal history.

Evaluate candidates based on roles

It’s critical to ensure you’re only looking at past criminal behavior as it relates to the job at hand or the nature of business operations. For instance, an organization dealing with cash, sensitive customer information, or confidential business transactions may reserve the right not to employ formerly incarcerated persons for genuine, tangible reasons.

However, organizations failing to employ candidates with past criminal histories for purposes other than the above violate the fair chance hiring act.

The EEOC calls out three metrics known as the Green Factors for determining whether or not a person’s criminal past is relevant to the job position at hand.

These factors include:

  • Nature, conduct, and gravity of the offense
  • The time that has elapsed since the offense or completion of the jail sentence
  • The nature of the job sought or held

Organizations must ensure they satisfy the above requirements before ruling out qualified candidates based on criminal histories.

Why Was the Fair Chance Act Passed?

The Fair Chance to Compete for Jobs Act, otherwise referred to as the Fair Chance Act, was passed on December 17th, 2019, as part of the National Defense Authorization Act. The below section demonstrates the key provision of this ‘ban the box’ act and its implications on the employment of persons with criminal histories.

The key provisions of the Fair Chance Act FCA include:

  • Federal agencies and federal civilian contractors will not request information on conviction history from applicants before a conditional job offer is passed to the job candidate.
  • Law enforcement agencies with access to confidential information such as criminal justice histories are exempted by law from discriminating against candidates based on protected information.
  • The US Office of Personnel Management OPM will use the policies and regulations implementing features of the Fair Chance Act FCA to be adopted by the General Services Administration and other oversight authorities.
  • The oversight agencies will establish procedures directing private contractors and job applicants to file complaints against violators of the Fair Chance Act 2019.
  • Another provision of the Fair Chance Act is that stringent and escalating penalties will be issued after a formal written warning to a Federal Agency representative violating this law. Federal Agencies will suspend payments or salaries to employers until the employer complies with the FCA law. But this depends on the severity of their violation.

The Fair Chance Act will begin two years after enactment, which means that as of 2021, the law came into effect, changing what has been once a discriminatory employment landscape for past offenders.

Who Benefits from Fair Chance Hiring?

Individuals, private organizations, and contractors benefit from the fair chance hiring act. For instance, organizations can take advantage of fair hiring to complement their mass hiring efforts, thus meeting short-term labor demands and navigating an unpredictable labor market.

In addition, governments can take advantage of fair chance hiring to create employment for past offenders and reduce recidivism rates. Government contractors and civil servant agencies can benefit from the wealth of knowledge past offenders have, especially relating to correction and post-jail adjustment.

ExactHire – Your Partner in the Adoption of Fair Chance Hiring

Are you an individual, organization, or institution looking to use fair chance hiring? Well, don’t worry. At ExactHire, we help you customize your recruitment, application, and screening process to align with your hiring priorities and strategy.

Take the first step, by scheduling a demo today.

 

Why Applicants Are Ghosting Your Company

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The Covid-19 pandemic  shifted the hiring equilibrium. Specifically, it led to a higher demand for labor in certain industries, and in others, it contributed to massive layoffs. The red-hot demand for labor in many industries is one reason why job applicants and employees began “ghosting” employers.

Even now, candidates are still disappearing at various stages of the hiring process–and even after accepting a position. Here are a few areas where employers may encounter ghosting:

  • Face-to-face interview
  • Phone screening
  • First day of work
  • Employment offer letter
  • After lunch, especially on the first day at work

So we we set out to examine some factors that contribute to applicants ghosting a company at these various stages.

Reasons Job Applicants Ghost Employers

Here’s why job applicants are likely to ghost a company.

1.) They are nervous and panic.

The hiring process can be a strenuous exercise of identifying the best candidate to fill an open position. Companies, by using hiring managers and recruitment personnel, design sophisticated recruitment measures to filter out the best from the rest.

All recruitment exercises aim to find the best talent for an available position. Unfortunately, seeking the best talent often leaves much to be desired in the eyes if the applicant, thus creating anxiety and confusion among them.

So, applicants may ghost a company if they find the recruitment process strenuous or overwhelming. This means that employers should seek to balance their priorities of speed-to-hire and best-fit selection with the applicant’s interest in feeling welcomed and valued.

2.) They are unsure of their qualifications for the position.

It’s a common scenario for employers to include many professional and educational requisites in job advertisements. While job ads aim to capture the best candidates, the job description may create expectations that are too demanding.

Employers should ensure that job requirements do not unnecessarily intimidate prospective candidates. Some qualified applicants shy away from ads that require extensive professional experience, so employers should be realistic in regard to what is truly required from the role.

The job ad must seem appealing to a wide range of qualified job seekers in order to maximize the number of job applicants. Make the job description welcoming and try to avoid writing it for specific candidates, as this may hurt your recruiting outcomes.

3.) They have other interviews lined up

Let’s be honest: a candidate is not likely to ghost an employer without an alternative or competing job offer.  Many times, job applicants ghost employers because they have other plans or available opportunities–and they act on them. This is difficult for employers to address, so it’s vital that they do everything they can to mitigate the risk.

One way to do this is provide creative job offers that include signing bonuses and early performance-based incentives. These benefits can help turn the attention of job candidates away from other job opportunities. They will also motivate new hires to remain loyal through those crucial first weeks and months.

4.) Ineffective communication

Job applicants will ghost your company if your communication is inadequate or ineffective. For instance, failing to communicate with applicants may create an impression that your company doesn’t care or, perhaps, even exist. For high-demand job seekers, this is a red flag that will encourage them to quickly look elsewhere.

It’s vital that employers communicate with applicants at every stage of the hiring process. This is accomplished by creating a communication plan that aligns with the hiring process. A communication plan builds rapport with job applicants by reassuring them that it’s worth the effort to apply and stick with the hiring process. Having this plan in place will also improve the chances of retaining new hires, as it provides a strong foundation for an excellent new hire experience.

5.) Your company is different from what they expected

Can you stay at place that you don’t like? Well, for the most part, you can’t. Why? Because we’re attracted to what we love or like. Our likes and passions inform our preferences in life – be it in school, home, workplace, or wherever.

Job applicants and new hires often ghosts employers because they don’t consider it an ideal place to work. This realization can occur at different stages in the hiring process, but when it does, it spooks the applicant or new hire–and they ghost!

An example of this could involve an applicant who is interested in a workplace that supports collaboration and teamwork. If that applicant is sold on an employer that provides that type of workplace, but then feels left alone and unwelcome in the first week of employment, they will ghost. So creating expectations is important, but it’s more important to ensure those expectations are realistic.

Other Reasons Job Applicants Ghost Your Company:

There are many other reasons employees are likely to ghost a company.

  • They saw or heard negative reviews or comments about the company
  • They feel that the job opportunity is a lateral move and decide not to risk it
  • They don’t see evidence of continued professional development
  • They’re unsure of a company’s culture
  • They’re using the interview to secure a counteroffer from another employer

Finally, a lack of psychological or emotional incentives like work-from-home, unmonitored working, and minimal supervision may contribute to applicants ghosting your company.

How to Handle Applicants Ghosting Your Company?

There’s value in using a proactive approach to prevent ghosting, but eliminating it completely is not likely. So, here’s what an employer should do if a job applicant ghosts them:

  • Write messages. The first step is to write emails or messages that evoke a response. If employers are still interested in pursuing a job candidate after they’ve not replied, sending a series of quick voicemails or emails, ‘when are you available to discuss your offer?’, could generate a response.
  • Cut your losses. For some employers, it’s probably best to cut their losses if they send a message that requires a response, but the applicant fails to respond. Unless there are extenuating circumstances, a job applicant’s failure to respond may reflect a character flaw that would make them a bad hire.
  • Keep a record. It’s advisable to keep a record of no-shows and ghosts. Keeping this list may save you money, time, and hiring resources in the future.
  • Boost morale. Sometimes employees may feel demoralized when a new hire fails to show up for a position that has been vacant for a long time. So, it’s advisable for employers to look inward at ways to improve a team’s morale–in addition to the  improving hiring process.

Employers must communicate and build rapport with job applicants to create an effective hiring process that minimizes the chances of ghosting. However when  ghosting does occur, it’t a sign that there may be something wrong with an employers hiring process, work culture, or both. Ghosting is not something to be ignored.

ExactHire – Enhance Your Hiring and Recruitment Efforts

ExactHire helps employers bridge gaps in the hiring process by offering two different solutions:

  • ExactHire Full Service Hiring – our team handles all the work of promoting open positions and screening applicants, then–delivers a short list of candidates for employers to choose from.
  • ExactHire Applicant Tracking System  – employers use our software to efficiently run an in-house hiring process with minimal staff.

To learn more about how these two solutions may address you current hiring need, please schedule a short consultation with us.