“A well-written job description can mean the difference between a trickle or a flurry of qualified applicants. Conversely, a poorly written job description can significantly expand the number of unqualified applicants. Writing a good job description requires an ability to prioritize essential skills and qualities while also ‘selling’ your company to job seekers.”

Now you know why you should prioritize writing attractive, effective job descriptions. Read on to learn how to do it.

Get insights from internal teams

Know what the job entails before writing the description. This step might include speaking with or interviewing people in similar positions within your organization to get a feel for their routine. Talk to the people the candidate would report to, so you can understand what their expectations are.

Don’t limit the description to what the job looks like now. Everything (people, businesses, jobs, etc.) evolves with time, so you should also consider what the job may entail in the future. This will help you craft a description that not only excites a prospect about the immediate possibilities but also encourages them regarding the potential for future growth.

Frontload the most critical information

Frontloading is a writing technique in which you provide the most important “big picture” information first and follow it with additional specifics.

In the case of job listings, the job title and subheading (or first paragraph) are your way of frontloading the information that job seekers care about most. When they see what they’re looking for right off the bat, they’ll go on to investigate the finer details.

What do they want to see, you ask? According to a LinkedIn study of 450 job hunters, the top three job particulars they wanted to see were:

1. Compensation
2. Qualifications
3. Job details (hours, location, specific duties, etc.)

Further down the list were things like performance goals, company culture, company mission, career growth, and company details. These elements do in fact matter, but more important information like qualifications and job details should come first.

Keep it simple

OnGig CEO Ron Kelly says, “Since your job descriptions are usually the foundation for your job postings/ads, you want them written like ad copy…not a legal contract.”

The average American adult reads at a seventh or eighth-grade level. So, if you write dense job descriptions with jargon, you’ll lose their attention. Keep things simple and straightforward without “dumbing down,” which can come across as insulting.

Be succinct

Along the lines of keeping it simple, descriptions should be as short as possible while still including all the important details. After all, the average adult’s attention span is eight seconds! That’s how long you have to get (and retain) someone’s attention.

Candidates should be able to locate the most essential information quickly, which is where frontloading comes into play. Get to the point and keep your sentences and paragraphs short. Don’t include a long list of qualifications that any one human being could possibly have.

Get personal

As humans, we’re inherently self-centered beings. As such, job seekers are more interested in what you can do for them – not what you want them to do. Highlight compensation, benefits, and growth opportunities.

Try to write your job descriptions in the first or second person (i.e., “you” and “we”) rather than the third person, which can sound impersonal. For example, try to say things like, “Your responsibilities will include” instead of “The successful candidate will…”

Stay professional

Don’t force your description to come off as jazzy, creative, or cute. Not everyone is receptive to pandering like “We’re looking for a programming ninja” or “Are you a sales rock star?” To avoid turning away candidates, stay professional.

Respectful, professional language is free from all inherent biases. Your job listings should never discourage people from applying because they feel they wouldn’t be welcomed due to their race, gender, age, neurodiversity, etc.

Frequently asked questions

Who is responsible for writing a job description?

This question doesn’t have one right answer, as it largely depends on the size of the company. If you’re an HR Manager for a business with 30 employees, for instance, you might take on this responsibility.

At a startup, the person who will supervise the new hire may be the one to write the description. Larger organizations likely have a recruitment team that handles a task like this.

How do you write a powerful job description?

Powerful job descriptions are clear, realistic, simple, respectful, and professional. They engage the jobseeker without resorting to gimmicky language.

A description should grab the reader’s attention quickly by placing the most important information first, highlighting what the company can do for them to encourage them to read further.

What should you avoid when writing a job description?

• Don’t make your job titles or descriptions too long
• Don’t get cute with your job titles or descriptions; stay professional
• Don’t focus on your company; focus on the applicant
• Don’t use unnecessary jargon or inflated language
• Don’t write job descriptions in the third person
• Don’t leave typos in your postings
• Don’t leave out benefits and salary information
• Don’t forget to check for and eliminate all inherent age, race, gender, or any other type of bias in your job descriptions

What’s the most important part of a job description?

Arguably, the most important part is the subheading (or first paragraph) to the job title since it serves as the first impression for your company and the job itself.

Is it clear and compelling? Does it contain all pertinent information like job title, pay range, and hours or shifts? If not, candidates may pass it on.

Want to find the best candidates?

It may be difficult to find candidates who match the specific skill sets and abilities that your company requires. You can tackle this challenge with Leoforce Quantum, an AI recruiting tool that can be easily integrated into your existing ATS or VMS. You’ll find qualified candidates faster while simplifying the recruiting process.

This technology also allows you to communicate with potential candidates via text, email, and chatbot, all in one consolidated chat board. You can communicate the skills you want from an employee and answer any questions that candidates may have.

Leoforce empowers you to achieve your recruitment goals, ensuring that your hiring process puts you in a position to find the right people every time.

The post How to write job descriptions that attract candidates appeared first on Leoforce.

Social media recruitment, often called social recruitment, is so popular because of how effective it can be. Not only does it help you connect with active job seekers, but it also allows you to reach passive candidates (those not actively looking for a job).

Social recruiting also meets people where they’re at. It’s safe to say that most job seekers use some type of social media when on the job hunt.

If your company hasn’t harnessed the power of social media recruiting, you’re missing out on opportunities to connect with top talent – especially candidates from younger generations.

Here are nine tips for your recruitment strategy so you can hire better candidates, see more traffic on your job postings, and improve your staffing retention rates.

Identify your target audience

The first step to any effective social media recruiting strategy is to define your target audience. Doing this will help you develop an action plan for which platforms you’ll use and the type of content you’ll produce.

Pick your platforms

Identifying your target audience will inform which platforms you’re going to use in your recruitment strategy. LinkedIn is by far the most popular social media platform for finding and sharing jobs. However, other platforms are gaining popularity too.

Instagram and TikTok are seeing huge gains in recruiting, especially among younger generations. Meanwhile, most job seekers want to see more opportunities posted on Facebook groups and career pages.

Share engaging content

Your social media recruitment strategy will only be successful with effective content creation. Social content posted on your company’s pages should be interesting and eye-catching enough to stand out against the noise.

Be sure to vary the content to ensure there’s something for everyone’s taste. The type of content you choose to create will depend on your target audience and brand and may include:

• Videos
• Photos
• Blog posts
• Infographics
• Personal accounts
• Podcasts

Be active and responsive

As you implement your social recruiting strategy, the most important thing you can do is stay active online. Participate in comments, reply to direct messages, and join different pages and online groups to find the best candidates possible.

Share your company culture

Most people turn to social media during their job hunt when they’re trying to Learn More about what it’s like to work at a company. Sharing your company’s culture through social media channels will attract candidates who identify with your brand.

You can share your company culture by creating content that shows potential candidates what it’s like behind the scenes. What do the offices look like? What kind of things do employees do together? What unique benefits do employees at your company receive?

By answering questions like these, you’ll establish company culture with potential candidates, and they’ll be more likely to engage with your social accounts.

Involve current employees

Who better to help your company recruit high-quality candidates than current employees themselves?

Turn the people you work with into ambassadors by asking them to tag your company accounts when they upload anything related to their work. Ask them to share positions online as they’re posted.

Participate in hashtags and trends

Posting content that uses hashtags and follows trends will garner more views for your posts. It also shows that your brand is timely, knows how to stay relevant, and can keep up with the ever-changing landscape of social media. Personalizing hashtags to your company is also a great way to track its usage across several platforms.

Don’t just jump on every hashtag or trend you see, though. Be intentional with the trends you follow. Everything you do should come back to the brand identity and culture you’re trying to cultivate.

Take advantage of social media recruiting tools

Different social media platforms offer powerful tools that recruiters can use to their advantage. For example, LinkedIn Recruiter allows you to filter for positions and find candidates that best fit the position you’re trying to fill.

Another great tool you can use in your recruitment plan is paid advertising. Set narrow filters on social media ads to ensure your recruitment content only reaches people in your target audience. You can also track each ad’s reach and engagement to measure success.

Track metrics for success

The most important piece of any plan or strategy is having a method to measure success. To do this, identify different metrics and data points that are important to defining a successful social recruitment campaign. For many companies, these metrics include the number of visits to your employment page, likes/comments/follows on social media, time to fill a position, and cost to hire.

Frequently asked questions

How long will social recruiting take to see results?

The time it takes your strategy to produce noticeable results depends on your company’s online presence. If you already have a strong or engaged following across different social media channels, you’ll likely see results much faster (weeks) than a company that needs to build its social media presence from the ground up (months).

Does social media recruiting work better for certain types of jobs than others?

Social media recruiting is an effective strategy for any type of job where ideal candidates are likely to have a social media profile. Of course, social media shouldn’t be your only method of recruiting – varying your strategy is vital to getting the best candidates. For highly competitive or specialized roles, you may want to invest in an advanced recruiting service.

Can social media recruiting boost retention?

Yes. You can boost retention by giving candidates a more personalized experience while applying to your open roles. Social media recruiting also attracts candidates who identify with your company culture, making them less likely to leave if hired.

How should I measure the success of social recruiting?

Measure success by identifying and tracking metrics that are important to your recruitment goals. These metrics may include:

• Traffic to your company’s employment page
• How many qualified candidates apply for a job
• The time it takes to hire a candidate
• The cost of hiring a candidate
• Engagement levels on your content (likes, comments, follows, etc.)
• Your primary source of leads and hires
• Performance of employees hired through social recruiting

While this isn’t a definitive list of all the metrics you can track, it should give you an idea of the different data points you can focus on.

Take advantage of AI to retain candidates from social media

Are you taking full advantage of digital resources to find and retain the best candidates?

It may be difficult to find candidates who match the specific skill sets and abilities that your company requires. You can tackle this challenge with Leoforce Quantum, an AI recruiting tool that can be easily integrated into your existing ATS or VMS. You’ll find qualified candidates faster while simplifying the recruiting process.

This technology also allows you to communicate with potential candidates via text, email, and chatbot, all in one consolidated chat board. You can communicate the skills you’re looking to obtain from an employee and answer any questions that candidates may have.

Leoforce empowers you to achieve your recruitment goals, ensuring that your hiring process puts you in position to find the right people every time.

The post 9 tips on social media recruitment strategies appeared first on Leoforce.

This mass exodus has caused a skilled workforce labor shortage. Combine that with increased job openings, and it’s no wonder companies and their recruitment teams are having a hard time finding qualified candidates to fill open roles.

Many companies are beefing up their employment offers with higher wages, remote work options, and other benefits like wellness and work-from-home stipends in an effort to stand out in a candidate-driven market.

But you could be missing out on what could be the key to your hiring woes – an effective employee referral plan.

How an employee referral program helps

An employee referral program engages your organization’s current employees to refer connections of theirs as qualified job candidates. Rewards are typically offered to employees that provide a referral who becomes hired.

A referral program is arguably the best recruitment strategy you can use to hire qualified candidates who will mesh with organizational culture and stick around longer. Other ways an employee referral program helps include:

• You’ll spend less time completing the hiring process
• Your company will save on recruiting costs (yes – even factoring in employee rewards)
• Employee engagement will improve
• Workers will stay longer
• You’ll get a better return on your recruiting investment

Tips for your program

Sadly, many companies don’t take advantage of the treasure trove that a robust employee referral program can turn into.

Dedicating resources to your program will compel current employees to participate, which can eventually form a more qualified and happier workforce. It’s one of the best candidate-sourcing strategies available, and here are five tips to doing it right.

Promote your plan

Marketing your employee referral program, both internally and externally, is one of the most critical pieces of its implementation. You don’t want to put in the time to develop a program for employees to not even know it exists!

Mention the program in onboarding and training documents. For smaller organizations, give a friendly reminder about the program when announcing that you’re looking to fill a position.

Clarify processes

Employees should understand the processes and procedures for referring someone and receiving any rewards. If your processes aren’t clear, employees will be less likely to participate, and you won’t get as many referrals.

Make it as easy as possible for employees to refer potential candidates. This can happen in different ways, such as handing a resume to a supervisor, sending an email, or submitting referrals through an online portal.

Give good rewards

An employee who refers someone for a position is acting as the liaison between your company and the potential new employee. It can mean a lot of back-and-forth on their end up until you take the reins with communication.

Show employees, you value their time and dedication by giving them worthwhile rewards if their referral is hired. This could be monetary bonuses or extra vacation days.

Communicate with employees

You might not realize it, but it can sometimes be stressful for an employee to refer someone to an open job. They’re putting their reputation on the line with you and the company by asserting that their referral will be the right fit. They’re also trying to help their friends and colleagues by connecting them to a supposedly good employer.

By maintaining constant communication with your employee about the status of their referral, you build trust, establish transparency, and help to calm any of their nerves.

Keep improving

Making changes, big or small, to your employee referral program should be an ongoing process. No matter how great you feel the program is, there will always be a way to improve. Aim to continuously evaluate and adjust as needed. One way to do this is by asking for feedback from employees at every level.

Frequently asked questions

What is a typical employee referral bonus?

A $20 gift card isn’t going to cut it for a referral bonus. If you want to make the referral process worthwhile for employees, you’ll need to provide a proportional award. Referral bonuses tend to fall somewhere between $1,000 and $5,000, but the amount can vary depending on the seniority of the position being filled. For example, referring C-level executive warrants a higher reward than referring someone at an associate level.

How do you measure the success of an employee referral program?

There are several qualitative and quantitative ways to measure success. If you’re interested in the numbers, you can track:

• The percentage of referrals that become new hires
• The length of time each referral stays with the company in comparison to non-referred employees (retention rates)
• The number of referrals you receive

Looking for more anecdotal data? Ask for anonymous feedback from employees at every level and hired referrals.

What percentage of hires should be referrals?

There’s no exact rule for what percentage of hires should be referrals. But look at it this way – many employers report that referred hires are more productive, more likely to stay longer, and generally better quality than non-referred candidates.

Do referrals make better employees?

Companies report referrals to make better employees in general. Referrals who are hired tend to be more profitable, more productive, and a better overall fit.

Do referred employees stay longer?

On average, referred employees stay with a company longer. About half of all referred hires will stay with a company for more than three years. On the other hand, the same number of non-referred employees will leave after a year and a half.

The most likely reason referred hires stay longer is that they fit better with the company culture. An employee making a referral typically knows something about the potential candidate’s attitude and personality. As such, they’ll know if the person will make a good fit better than any interview will.

Take advantage of AI to retain referred candidates

Is your recruiting team taking full advantage of digital resources to find and retain the best candidates?

It may be difficult to find candidates who match the specific skill sets and abilities that your company requires. You can tackle this challenge with Leoforce Quantum, an AI recruiting tool that can be easily integrated into your existing ATS or VMS. You’ll find qualified candidates faster while simplifying the recruiting process.

This technology also allows you to communicate with potential candidates via text, email, and chatbot, all in one consolidated chat board. You can communicate the skills you’re looking to obtain from an employee and answer any questions that candidates may have.

Leoforce empowers you to achieve your recruitment goals, ensuring that your hiring process puts you in a position to find the right people every time.

The post 5 tips to fuel your employee referral program appeared first on Leoforce.

“I still had a viable candidate. And in a way, they made my job easier,” said the executive vice president. “I was surprised at their decision and wanted to make sure we, as a company, hadn’t done anything to scare them away.”

This story isn’t all that uncommon. Candidates can drop out of the hiring process for many reasons. Sometimes, like in this case with Adams Bank & Trust, the candidate’s change of heart doesn’t cause a major problem. In other cases, however, the withdrawal can be costly for the employer in terms of both time and money. This is especially true if it means starting the recruitment process over again from the beginning.

Here are seven reasons why candidates might choose to drop out of the hiring process and what you can do about it.

They don’t feel the company is a good fit

When applicants accept an interview, they may take note of the workplace atmosphere and notice whether the interviewer and other employees look happy and busy. They’ll likely ask questions about your company’s policies and procedures, or things like the training culture, company values, and other elements that’ll affect their job satisfaction and lifestyle.

If a candidate doesn’t feel comfortable with what they see and hear, it could be a deal-breaker.

Solution: Keep the workspace tidy, comfortable, and appealing. Creating an inviting culture should be a priority.

 A long and difficult application process

A candidate’s first interaction with your company is the job listing and application themselves. A long and complicated process can cause potential applicants to give up right away.

In fact, Dr. John Sullivan, professor of management at San Francisco State University, says nine out of 10 potential applicants drop out when confronted with a wearisome application process.

Solution: Streamline your application process. Don’t ask for more information than you need at this early stage in the game.

A negative interview experience

Who’s conducting the interviews? Are they good brand ambassadors? Do they represent what you expect from your employees?

An interviewer who comes across as demanding, impatient, unhelpful, arrogant, critical, or uninterested can be the kiss of death. Similarly, suppose the candidate arrives unprepared for the interview because nobody told them where to go, who to talk to, or what to expect. In that case, it can leave a bad taste in their mouth about your organization’s ability to lead.

Solution: Give the candidate as much information as possible about the interview. Make sure interviewers represent your company well. 

Lack of communication

In a survey of 179 candidates, 75% said they had withdrawn an application at least once in a two-year period. 87.5% of those respondents blamed “communication issues” for their change of heart. In other words, the company failed to keep the candidate informed.

A candidate not knowing where they are in the hiring process or even if they’re still in the running can be very frustrating. It can also raise red flags about what working for your company might be like.

Solution: Communicate with applicants. Keep them updated as they move through the process and let them know what’s coming up. Never “ghost” anyone you’ve made contact with.

The hiring process wasn’t efficient

The time it takes to make a salary offer (or reject the candidate) could be taking too long even though you feel it’s not. In today’s world where every second matters, people don’t want to wait several weeks to hear back after an interview. Nor do they want to wait a month after a phone screen to know if you’ll be reaching out to them for an interview.

Solution: If your hiring process takes time and can’t become more efficient, disclose this fact to the candidates as soon as possible so they know there are reasons for having to wait. If you feel the process is indeed lacking efficiency, meet with your HR/recruiting team to review every aspect of your current process. Put yourself in the applicant’s shoes – how would you want the hiring process to go? Make an actionable plan to implement changes.

They received a better offer elsewhere

Most job seekers apply for more than one job at a time. You may not be the only one courting the candidate, and they may find the other shoe to be a better fit for any number of reasons, including pay, benefits, flexibility, remote options, culture, etc.

Solution: Stay competitive with pay and benefits, but also realize you can’t win over every candidate. Be gracious, wish the person luck, and let them know your door is always open should circumstances change.

Misconstruing the job description

This may sound like a “them” problem, but it’s actually an “us” problem more often than you realize. Perhaps your job description is too vague or leaves out important responsibilities. Or, conversely, it may sound too demanding or intimidating.

Candidates don’t want to feel under or overqualified for a position, and you don’t want to encourage anyone to apply that isn’t qualified. Nor do you want to scare away potential diamonds in the rough.

Solution: Make sure job descriptions are realistic, reasonable, and transparent about expectations and requirements.

Slow decision making

When an organization is slow to make a hiring decision, it can be disheartening for applicants who need to get on with their job search. Other decisions may ride on whether or not they get the job, especially if it means they’ll need to relocate.

If the candidate runs out of time to make these other big decisions, they may feel they need to drop out simply so they can move on.

Solution: Keep in mind you have other people’s futures in your hands. Try to move things along as quickly as you can, while still being thorough. Communicate frequently to help applicants feel that you’re making progress.

Leverage AI to Decrease Candidate Drop-Off

Is your recruiting team taking full advantage of digital resources to find and retain the best candidates?

It may be difficult to find candidates who match the specific skill sets and abilities that your company requires. You can tackle this challenge with Leoforce, an AI recruiting tool that can be easily integrated into your existing ATS or VMS. You’ll find qualified candidates faster while simplifying the recruiting process.

The Leoforce Candidate Engagement Agent helps you kick-off the candidate experience on the right foot from the very beginning. The Candidate Engagement Agent, powered by Agentic AI, delivers dynamic, human-like conversations that guide and qualify candidates in real time, whether they’re browsing your site, uploading a resume, or applying without one.

It adapts to candidate responses with intelligent branching logic, auto-schedules interviews through calendar tools, and follows up with timely reminders. All while reflecting your brand’s voice. Fast to deploy, simple to manage, and built to increase conversions, it helps you do more with the traffic and talent you already have.

Leoforce solutions also allow you to communicate with potential candidates via text, email, and chatbot, all in one consolidated chat board. You can communicate the skills you’re looking to obtain from an employee and answer any questions that candidates may have.

Leoforce empowers you to achieve your recruitment goals, ensuring that your hiring process puts you in a position to find the right people every time.

Frequently asked questions

Who should be involved in the hiring process?

Ideally, the people involved should have a stake in the outcome – managers, direct team members, etc. They’ll be able to best answer a candidate’s questions about the job, and they’ll also be most invested in making a good impression and finding the right fit. However, you shouldn’t have so many people involved in the process that you have too many “cooks in the kitchen” to be able to make a decision.

How many candidates should we have in our pipeline?

You want to strike the right balance between having enough applicants in the pipeline to recover should one or two candidates drop out, and not having so many that the process becomes too long. Much depends on the size of the company and the job description itself, but three to five serious candidates is a realistic number.

Should the hiring process be customized for different positions?

To a certain extent, yes. Many elements will be the same, like applications and interviews, but you can customize the application process and interview questions based on the job. Whoever is conducting the interview should have input. Not only will customization feel more personal and authentic to the applicant, but the interactions and answers you get will be highly relevant.

How does the hiring process impact the candidates’ experience?

Unless a candidate is already a follower of your company or they’re connected in some way, the hiring process is likely the very beginning of their experience with your organization. It sets the tone for the whole relationship, giving them their first impression of your culture and what working for the company would be like. Having a pleasant, streamlined hiring process is imperative to keeping people in the pipeline.

The post 7 reasons why candidates drop out of the hiring process appeared first on Leoforce.

Simply posting a job description and waiting for the right candidate to apply doesn’t always work. You’re limited to whoever chooses to apply, regardless of whether they’re truly qualified for the role. Passive recruiting opens the door to a much bigger pool of talent, making it easier to identify candidates with specific skills or experience.

Struggling to source candidates to join your team? We’ll explain why you should invest in passive recruiting and how to get started.

What is passive recruiting?

Passive recruiting is the practice of attracting potential candidates to your business who aren’t actively looking for a job. This can include networking with other industry professionals or referrals from employees.

By adding passive recruiting to your talent acquisition strategy, you’re able to broaden your talent pool and attract qualified candidates who may not be actively looking for work but are open to new opportunities.

The benefits of passive recruitment for your organization

There are several benefits of investing in a passive recruitment strategy, including:

• Creating a larger pool of talent to recruit from
• Lower competition. Passive candidates are less likely to be interviewing with other businesses
• Competitive advantage by sourcing top talent, regardless of their current work status
• Improving your employer brand by fostering relationships with passive job seekers
• Identifying potential candidates with a specific skill set for hard-to-fill positions

Passive recruiting strategies

Here are five ways to apply passive recruiting to your recruitment strategy.

Start a customer referral program

Good people know good people, and your employees are no different. Encourage staff to recommend family or friends that may be a good fit for the organization. Offer an incentive like a one-time bonus or an extra paid vacation day.

Engage with your existing talent pool

Use an applicant tracking system (ATS) to organize candidates for previous roles. Although some of these candidates may not have been a match for the position they were applying for, they could have the skills and experience to fill a new vacancy.

Reach out to these applicants to see if they’re still looking for work or open to a new opportunity. Tell them about the new role.

Source passive candidates through social media

Since so many people spend time on social media, it’s become an increasingly popular tool for recruitment. Using LinkedIn Recruiter, you can search passive candidates based on their job titles or skills. You can contact both active and passive candidates through InMail.

You can also use other channels like Facebook, Twitter, and Instagram to highlight your company’s culture and values. Consider engaging with prospective candidates.

Network with other industry professionals

Take advantage of industry networking events like conferences, trade shows, or meetings to connect with passive candidates. You can use a website like Eventbrite or CitySocializer to discover events happening near you. Introduce yourself, the company you represent, and any job openings to potential candidates who may be a good fit.

Use online job boards

Sites like Indeed and Workopolis allow you to search active and passive candidates based on their industry, skills, experience, and education. Once you’ve identified a potential fit, reach out to see if they’re still searching or open to a new opportunity.

Tips for recruiting passive candidates

Here are a few tips to help you successfully recruit passive candidates.

Build your employer’s brand

How potential applicants view your business matters. 75% of Americans would refuse a job with a company that has a bad reputation. Building your employer brand is one way you can improve your reputation among staff and potential job candidates.

Initiate a conversation

Start by introducing your company and the opportunity to the potential candidate and ask them to schedule a brief call to share more. If they say no, move on. They have your contact should they change their mind. Use the phone call to highlight the requirements of the role and what they need to know about the organization.

Improve your candidate experience

Create a frictionless recruitment process to keep passive candidates interested and engaged. Send the job description and benefits package to prospective applicants right after your initial phone call so the opportunity stays top of mind. Respond to questions or inquiries right away and make it easy for the candidate to apply for the role.

Highlight growth potential, perks, and benefits

A passive candidate isn’t looking for work because they already have a job. So, what perks, benefits, or opportunities can you offer that their current employer can’t? Typical motivators include:

• Better compensation
• More or better benefits
• Remote or hybrid work
• Flexible work schedule
• Work/life balance
• Opportunities for development

Frequently asked questions

What is meant by passive talent?

Passive talent or passive candidates are those currently employed and not actively looking for a new job. These candidates may be open to new opportunities depending on compensation, benefits, or other perks.

Are passive candidates better?

Passive candidates are typically better because they’re carefully selected based on their skills and experience with respect to your position’s role and responsibilities. Passive candidates are 120% more likely to want to make an impact in their new role and 17% less likely to need skill development.

How many candidates are passive?

70% of the global workforce are passive candidates who aren’t actively looking for work. If you’re not applying passive recruiting to your talent-sourcing strategies, this means you’re left with the remaining 30% of active job seekers. It’s a much smaller pool to source candidates from.

How do you approach a passive candidate?

There are several ways you can approach a passive candidate, including:

• Encouraging referrals from your current workforce
• Finding candidates in your existing talent pool
• Sourcing new candidates through social media
• Networking events with other industry professionals
• Searching job boards such as Indeed and Workopolis

Take advantage of AI to attract passive candidates

Is your recruiting team taking full advantage of digital resources to find passive job candidates?

Even though 70% of the world’s workers are considered passive, it may be difficult to find candidates who match the specific skill sets and abilities that your company requires. You can tackle this challenge with Leoforce Quantum, an AI recruiting tool that can be easily integrated into your existing ATS or VMS. You’ll find qualified candidates faster while simplifying the recruiting process.

This technology also allows you to communicate with potential candidates via text, email, and chatbot in one consolidated chat board. You can communicate the skills you’re looking to obtain from an employee and answer any questions that candidates may have.

Leoforce empowers you to achieve recruitment goals, helping your team connect with passive candidates.

The post Passive recruiting: What is it and how to leverage It? appeared first on Leoforce.

On average, companies need 42 days to complete a hire. Across all industries, the process is somewhere between 14 and 63 days. For small businesses, hiring challenges can push the process toward the longer end of that range. And when forced to balance hiring and urgent day-to-day matters, the effectiveness of your duties can suffer.

To overcome hiring obstacles, invest in candidate sourcing as a proactive approach to the recruitment process. It can help reduce skill gaps and speed up the time to hire.

Read on to Learn More about candidate sourcing and how to source the best candidates.

What is candidate sourcing?

Candidate sourcing is the process of actively searching for and qualifying job candidates who haven’t applied to an open role. You might do this by collecting names and contact information, asking for resumes, and building relationships with potential hires.

But candidate sourcing isn’t a perfect recruitment solution. Skilled labor shortages make it increasingly challenging to build a talent pool, and it can be tricky to keep skilled talent engaged until the next opening rolls around.

6 tips for successful candidate sourcing

Candidate sourcing thrives on leaving no stone unturned. As a recruiter, you need to understand where to look for candidates, how to attract candidates to the organization, and how to better engage candidates to keep them in your pipeline.

Here are six tips for building a comprehensive sourcing strategy:

Look for candidates on all channels

Don’t limit your sourcing strategy to job boards or professional networking sites like LinkedIn. Consider reaching your ideal candidate where they would search for work or hang out online. You can use a wide array of channels such as:

• Social media (like Facebook or Instagram)
• Company website
• Reddit
• Craigslist
• Industry-specific job boards 
• Niche forums
• Employer review websites (like Glassdoor)

Share attractive job postings

Reach out to your professional network to share job descriptions for your top positions. This could be through a LinkedIn post or direct email, for example. Encourage your connections to refer any applicants within their own network who they feel would be a good fit for the role.

Create a strong employer branding

Your employer branding indeed plays a role in attracting candidates. It’s what will set your business apart from the competition and help attract top talent. Build an employer brand that highlights your company’s values and work culture. Then work with your marketing team to find unique ways to promote your employer’s brands, such as sharing images from staff events, perks of the job, and employee videos.

Offer incentives for referrals

Hiring employee referrals can help improve the quality of hire and increase retention rates. In fact, 45% of employees sourced from referrals stay with an organization for longer than four years. Offer incentives to encourage existing employees to refer qualified friends and family for future roles. This could include cash bonuses, paid vacation time, gift cards, and more.

Look back into your candidate pipeline

Your talent pipeline may include any candidates who’ve previously shown interest in your organization. Their skills and experience may match the requirements of the positions you’re looking to fill. Before sourcing new applicants for a role, look through your candidate pipeline to see if there’s a match.

Focus on effective candidate engagement

Effective candidate engagement can help build lasting relationships with job candidates through the recruitment process and beyond. This can help to keep qualified candidates interested in your business and open to future roles. 

Here are a few ways to improve candidate engagement:

• Create a better candidate experience with an easier application process
• Promote your employer branding and give candidates a reason to want to work for you
• Update candidates on their application status and provide constructive feedback if you’re not moving forward with them

Auditing your candidate sourcing ROI

Once you’ve put candidate sourcing strategies into practice, track your results. Then audit your candidate sourcing ROI to refine the steps to what works best.

Using candidate sourcing tools like artificial intelligence (AI) recruiting software can help you streamline the candidate sourcing process. It becomes easier to match past candidates in your candidate pool to future job opportunities or attract better applicants to your organization.

Frequently asked questions (FAQs)

What is sourcing vs. recruiting?

Recruiting is the process of finding, interviewing, and hiring a candidate for a specific role. Sourcing is engaging with skilled potential candidates about an upcoming or future position.

What is inbound sourcing?

Inbound sourcing involves collecting resumes and applications from qualified candidates who are interested in working for your organization, either now or in the future. Inbound sourcing methods include posting positions on online job boards, growing your employer brand, or creating an employee referral program.

What is outbound sourcing?

Outbound sourcing involves reaching out to potential applicants about upcoming positions or job openings. You might use an existing talent pool for outbound sourcing or conduct outreach on platforms such as LinkedIn to engage qualified applicants for your talent pipeline. Outbound sourcing is a harder way to attract new talent as candidates often see this outreach as spam.

Ready to build an effective candidate sourcing strategy?

It’s a competitive labor market, and today’s top talent is in high demand. Creating a candidate sourcing strategy helps your business overcome hiring challenges to source, hire, and retain top talent. 

To create an effective candidate sourcing strategy, you’ll need the right tech to help. Implementing AI recruiting software like Leoforce Quantum helps you improve your candidate sourcing strategy and find better candidates for your business.

Leoforce Quantum can help you:

• Place your job ads in front of qualified candidates to improve the quality of applications
• Find the best candidates for your positions that are more likely to succeed in the role
• Reduce unconscious bias within your hiring process with diversity options built into the platform
• Improve candidate engagement with a consolidated communication dashboard to manage texts, automated chatbots, and email
• Easily review and shortlist your top candidates from any of your sourcing channels

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What are hidden workers?

Hidden workers are unemployed or underemployed individuals who are eager to work. Or if they are working, to increase their hours, skills, and opportunities. They are referred to as “hidden” not because they’re hiding, but because inefficient and biased recruiting practices are hiding these people from view. 

Workers are hiding in plain sight. The fact that hidden talent populations aren’t getting hired at a greater rate is a case of companies being blinded by antiquated practices and artificial intelligence (AI) system bias – not so much the individuals being hard to find.

The backgrounds of hidden workers

The authors of Hidden Workers: Untapped Talent found that hidden workers come from very diverse backgrounds, including:

• Caregivers
• Veterans
• Immigrants and refugees
• The physically disabled
• Partners of relocated workers
• People with mental health or neurodiversity challenges
• People from less-advantaged populations
• Previously incarcerated individuals
• People without traditional qualifications

Of course, these categories aren’t mutually exclusive. For instance, people from less-advantaged populations may not have traditional qualifications. And veterans may have mental health challenges or physical disabilities.

Suggested resource for talent sourcing: How you can uncover opportunities in the new talent landscape

Overcoming the talent shortage

In bygone employer-driven labor markets where unemployment was high, qualified candidates were plentiful. Jobs were few and far between, and employers didn’t necessarily feel the need to consider hidden talent pools.

But in today’s candidate-driven market, we’re experiencing a significant talent shortage as a result of several factors, including (but not limited to) COVID-19, the Great Resignation, the Great Retirement, and declining birth rates. We’re not replacing workers as fast as we’re losing them.

Due to this talent shortage and the recent emphasis on diversity, equity, and inclusion (DEI) hiring initiatives, it’s time to rethink your recruiting practices to attract hidden workers who have a lot to offer their employers. 

In the words of Henry Ford, “If you always do what you’ve always done, you’ll always get what you’ve always got.” Isn’t the point of business and life to grow, adapt, and develop? Changing your procedures, processes, and systems is one way to do this.

5 benefits of recruiting neurodivergent candidates in tech fields

There are plenty of benefits for your organization to recruiting neurodiverse job candidates. Tech companies, in particular, have found that hiring neurodivergent hidden talent not only helps fill their empty offices but also offers them a competitive edge in the marketplace. 

By focusing on skills rather than surface qualifications, you can be part of improving your organization’s productivity, retention, and bottom line. Here are five benefits.

Your vacancies will be filled

Technology and science jobs in the United States already outnumbered qualified candidates by almost three million back in 2016. By 2030, experts predict a global shortage of more than 85 million tech workers. 

An estimated one out of seven people have a neurodivergent condition. Consider the current adult population of the United States is around 258 million and that neurodivergent unemployment rates run as high as 80%. You’re looking at a possible 30 million people with neurological differences who could potentially fill tech roles. 

We can’t assume all 30 million of them would want or qualify for tech jobs, of course. But many neurodiverse individuals are uniquely suited for the tech industry.

Your team becomes more focused

According to tech expert and diversity champion Perrine Farque, neurodivergent employees have a knack for maintaining concentration over longer periods of time than their neurotypical counterparts. 

These individuals also tend to outperform neurotypical people on repetitive tasks, making them ideal candidates for jobs in fields like software QA, image analysis, or cybersecurity.

Information is processed better

Research has found that neurodiverse individuals process information better and is adept at perceiving essential information. They’re also particularly gifted at pattern recognition and spotting irregularities.

See higher productivity and fewer errors

Professionals in the JPMorgan Chase Autism at Work initiative, perhaps due to their eye for detail and superior ability to concentrate, make fewer errors than those outside the initiative. These individuals are also 90-140% more productive than neurotypical employees.

See better retention rates

Did you know that SAP, JPMorgan Chase, Microsoft, and EY have the four largest autism hiring programs? They all have retention rates over 90% higher than their competitors. 

Perhaps these high numbers are in part due to the ability of neurodivergent individuals to focus and stick to a task. These workers also may enjoy more job satisfaction because of the unfortunate and unfair difficulties they’ve traditionally encountered.

How to find neurodivergent hidden workers

Remember, hidden workers aren’t hiding – you just can’t see them. The most important step you can take is to determine the culprits within your policies and processes that are keeping them hidden from view. Simple changes could be all that’s needed to uncover these hidden gems and make the hiring process more comfortable for them.

Suggested resource for neurodivergent hiring: Neurodivergent talent: the new frontier in diversity hiring

Disable AI recruiting bias

Many companies rely on AI sourcing solutions to keep them from having to manually sift through stacks of resumes. These solutions save time, but you may have unintentionally created an AI hiring bias. 

Look at the parameters you’ve built into your AI that might discourage or disqualify neurodiverse applicants. Is your applicant tracking system (ATS) configured to weed out candidates who don’t fit a specific profile? Are you placing too much emphasis on degrees, certifications, experience, titles, or consistent employment? Note the measurable skills and abilities you’re looking for and find a way to change your filters to be based on those.

Adjust your hiring practices

What makes a good candidate? A firm handshake, eye contact, and an easy manner always doesn’t always translate to the best job performance. Similarly, a resume doesn’t always tell the whole story. 

When you’re open-minded about hiring neurodiverse applicants, you may need to adjust your application questions and interview practices. Pinpoint the attributes and aptitudes that really matter, and then adjust your expectations.

Use non-threatening language

We see this all the time. If your job description indicates you’re seeking a “team player” who is great with “interpersonal relationships,” and has great “people skills,” you may be scaring off neurodiverse candidates who are completely capable but are uncomfortable in some social contexts. Zero in on what you really need and be specific when describing job requirements.

Ready to get the competitive edge?

Diversity initiatives are no longer a “nice to have” – they’re a must for companies of all sizes.

Suggested reading on diversity hiring: Blueprint to drive DEI hiring in the workplace

At Leoforce, we recognize the need for your organizations to make data-backed hiring decisions and limit biases in your recruiting processes. Our AI recruiting platform, Leoforce, continues to get smarter over time, minimizing human bias and gut-feel reactions while accelerating diversity initiatives.

Request a personal demo of Leoforce Quantum to unlock the universe of talent and optimize your recruiting efficiency with data-driven AI.

Resources

• https://hbr.org/2020/12/how-businesses-can-find-hidden-workers
• https://www.investopedia.com/the-great-resignation-5199074
• https://www.ft.com/content/ea9ca374-6780-11ea-800d-da70cff6e4d3
• https://www.ey.com/en_gl/forensic-integrity-services/how-to-get-the-benefits-of-a-neurodiverse-workforce
• https://www.linkedin.com/pulse/why-neurodivergent-talents-competitive-advantage-tech-perrine/
• https://www.texthelp.com/resources/blog/12-neurodiversity-strengths-that-come-from-thinking-differently/
• https://www.imf.org/external/pubs/ft/fandd/2019/03/global-competition-for-technology-workers-costa.htm

The post Benefits of hiring neurodivergent hidden workers in tech appeared first on Leoforce.

On the contrary, the answer to that question is an unequivocal “maybe.” Disclosing neurodiversity (ND) may feel right for some candidates vying for a position, and at other times the opposite may be true. In the end, neurodiversity disclosure is a personal decision – one that each candidate must feel secure.

This article will cover the legalities of neurodiversity in the workplace, as well as the pros and cons of disclosure and how candidates should disclose (should they choose to do so).

Suggested resource on neurodiversity hiring: Neurodivergent talent: the new frontier in diversity hiring

In the end, you’ll have what you need as a recruiter to advise your clients in making an informed and comfortable decision.

The legalities of neurodivergence

In a previous post, we discussed what recruiters need to know about engaging neurodiverse applicants. One of the sections speaks to legal considerations. Here, we’ll review that information and consider how it may influence a neurodivergent job candidate’s decision to disclose their status.

Neurodiversity is considered a disability and is therefore protected under the American Disabilities Act and Equal Employment Opportunity laws.
Employers may not:

Inquire about a candidate’s medical information during the recruitment or interview process.
Make medical inquiries until after they’ve made a conditional offer of employment to the candidate. And even then they may only do so if they ask every candidate in the same job category the same questions. You can’t single out one person.
Focus on a candidate’s potential limitations rather than their ability to do the job.
Steer candidates to jobs for which they didn’t apply based on assumptions about their neurodiversity.
Disclose the candidate’s condition to any other employees or individuals.

Candidates may self-disclose their neurodiverse status if and when they so choose.

An anonymous author on the Exceptional Individuals website asserts that laws are in place to protect neurodiverse people from discrimination. They keep employers who may be disposed not to hire people with these differences from knowing about them and making such decisions accordingly. On the other hand, if ND candidates don’t disclose their situation – which by law they’re not required to do – they may run the risk of unconscious bias in the interview process based on differences that may show up which the interviewer doesn’t understand. In this case, what employers don’t know might hurt the candidate.

Individuals must decide for themselves whether they’d see more benefits or disadvantages from disclosing or not disclosing in accordance with the laws. To help them do so, you may want to point out the following pros and cons so the candidate can deliberate in light of their own situation, strengths, and limitations.

Neurodiversity’s competitive advantages

The fog of ignorance that has clouded our perception of people with neurological differences is starting to lift. In days past, people with conditions such as autism, dyslexia, dyspraxia, ADHD, and social anxiety disorder had a difficult time finding employment because they came across as “different.”

These days, society has come to understand that many people with these disorders have above-average abilities in areas such as:

• Pattern recognition
• Memory
• Mathematics
• Artistry
• Creativity
• Outside-the-box problem solving

Don’t those abilities sound like skills that an employer would like to have on their team?
A little research into a company could give ND candidates a feel for whether the organization understands neurodiversity and is an ND-friendly employer. This would help candidates know if divulging their differences would be a smart decision.

Other Advantages of Disclosing Neurodivergence

According to Neurodiversity Hub, other advantages of disclosing neurodiversity include:

• Neurodiverse candidates who disclosed their condition to their employers were over three-times more likely to be employed in certain sectors compared to those who didn’t disclose.
• Disclosure can afford ND candidates helpful accommodations in the interview process and the workplace.
• Disclosure leads to greater understanding and acceptance among prospective employers and colleagues.

Disadvantages of disclosing neurodivergence

Of course, disclosure may have some disadvantages that should also be considered. These may include:

• After disclosure, candidates may possibly be limited by narrow, negative, and/or ignorant stereotypes.
• Social ostracism may possibly occur due to biases, leading to an unpleasant work environment.
• Employers and colleagues may have unrealistic expectations due to rigid stereotypes.

Comprehensive research into the prospective hiring organization can go a long way toward helping a candidate choose how, when, and whether or not to disclose their neurodivergence.

Disclosing neurodivergence

If an individual decides to disclose their neurodiversity, they must also decide how, when, and to whom to disclose it. Per the aforementioned Exceptional Individuals article, here are some factors to consider:

Is the company interviewing or vetting?

Vetting is a process by which companies hire a third-party auditor to sift through candidates and decide when to send them on for an interview. The questions may be deeply personal if the job requires security clearance, but the answers won’t be disclosed to the employers. It’s in the candidate’s best interest to be open at this stage in the process.

Will they need interview accommodations?

If, to perform at their best, the candidate will need interview accommodations, it’s beneficial to disclose these needs to the hiring company’s HR department from the start.

Will they need workplace accommodations?

If the candidate feels that disclosure would work against them in the interview process, but they’ll need accommodations in the workplace, they may wish to wait to disclose until after an employment offer has been made. An explanation for not having done so before would be warranted.

Ready to diversify your candidate search?

Diversity initiatives are no longer a “nice to have” – they’re a must for companies of all sizes.
At Leoforce, we recognize the need for your organizations to make data-backed hiring decisions and limit biases in your recruiting processes. Our AI recruiting platform, Leoforce, continues to get smarter over time, minimizing human bias and gut-feel reactions while accelerating diversity initiatives.

Get a free demo to discover how Leoforce identifies, analyzes, and sources candidates who are the right fit.

Resources

• https://www.ada.gov/
• https://www.dol.gov/general/topic/discriminationhttps://exceptionalindividuals.com/about-us/blog/how-to-disclose-a-neurodiversity
• https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
• https://static1.squarespace.com/static/5a88ab00f43b552a84c3b7c9/t/5e498a1896cdbe0b6699e9cb/1581877797492/Reveal+or+Conceal+-+Disclosure+in+the+Workplace.pdf

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When applying for jobs, people look for an atmosphere that aligns with their personal goals and values. Workplace culture is formed by: 

• Policies
• Organizational structure
• Management
• Leadership
• Day-to-day practices and operations

A candidate’s first impression and experience of your corporate culture is the time spent speaking to you and the recruiting team. So, this first touchpoint is essential for delivering a great first impression. A recruiting tool like Leoforce makes this easy.

Work culture is defined by the beliefs, behaviors, and attitudes that make up the workplace itself. Different types of people may find themselves fitting in or feeling left out at various work settings. Culture is often associated with other physical attributes of the office, including break rooms and amenities.

Read on to learn what candidates truly want from their workplace culture, how culture has changed since the pandemic, and how you can fill the needs of both employees and the organization.

What is the work culture for remote workers?

Workplace culture has traditionally been defined by a company’s shared practices, norms, and attitudes. Before the pandemic, just 6% of employees worked primarily from home, and 75% had never worked from home at all.

In 2019, the average one-way commute in the United States hit an all-time high of 27.6 minutes. Doing away with commutes has the potential to save the average worker nearly an hour per day round trip. At that time with workplaces based in office settings, company culture was often defined by:

• Work-life balance
• Hours spent in the office
• Separation of senior and junior employees
• Dress code
• Hang-out areas
• In-office gyms
• Snacks
• And more

By May 2020, more than 33% of the U.S. workforce was working remotely. Working from home has brought flexibility, control over our own schedules, and autonomy over work. The change has also eliminated commutes.

On the other hand, culture can take on the atmosphere of one’s own home for those working remotely. Boundaries between work and life disappeared as people began working more than ever, at all hours of the day, and with no structured schedule.

The social component of interacting with colleagues and conversations by the water cooler has been transformed into virtual meetings. While face-to-face time is important, these sessions don’t exactly provide opportunities to develop close friendships or fulfilling connections.

What candidates really want from company culture

With over 55% of employees identifying that they would prefer to be remote at least three days a week, the autonomy and flexibility offered by remote work could be the wave of the future.

Aspects of work that matter most to employees include:

Work-life balance

Whether working remotely or in person, boundaries on the workday, email, and tasks are necessary. Employees don’t want to feel like they’re on the clock 24/7 or expected to be on-call at a moment’s notice. A 2021 LinkedIn survey found that work-life balance was the number one priority for job candidates.

Flexibility

Flexible work arrangements were the fastest-growing priority of candidates since COVID, with a 12% boost from pre-pandemic levels. With over half of the respondents stating they’d like a work-from-home arrangement, the option for flexible work is an essential benefit in today’s job market.

Shared values with leadership and peers

People want to work for leaders who listen to employee concerns and feedback. They also want a team of coworkers who share their values, as well as a supportive atmosphere that provides fun and inclusivity. It matters that leadership upholds company values and creates a positive work atmosphere for everyone to thrive.

Opportunities

Job seekers often look for positions where they’ll be able to benefit from what’s beyond the job description. This could be any of the following:

• Professional development
• Advanced learning
• Affordable healthcare
• Ample vacation time
• Opportunities to climb the corporate ladder
• Mutual respect

How can you meet the needs of both workers and the company?
It’s fair to assume that many companies believe an entirely remote workforce would dissolve company culture. Here’s how to strike a balance.

Establish a clear purpose for on-site and remote work

To meet the needs of job candidates while maintaining the heart of your company’s values and atmosphere, leadership should set explicit purposes for office space and reassess how and where work is done.

Reimagine ways to use the office, redesign the space to support organizational values, and reconstruct tools and processes so work can be done in person or remotely without diluting quality. Be clear why people would need to come into the office, which tasks must be done on-site, and the purpose of the physical space.

Offer better benefits, even if it means getting creative

With so many people looking to improve their relationship with work, you need to offer benefits that are truly worthwhile. Beyond the traditional offerings of healthcare and vacation time, you may have to get creative when thinking of ways to provide benefits to remote workers beyond the conventional snacks and break rooms.

Some options include:

• Hosting off-site events
• Distributing massage vouchers
• Starting a book-sharing program
• Instituting half days or days that end early (like summer Fridays)
• After-hours experiences
• Meetups to have meetings on a walk
• Sabbatical time off to pursue professional development or other interests

Want to expand your search for job candidates?

As the pandemic has changed the landscape in how many industries operate, this has also trickled down to what employees and job seekers want.

The transition from an employer to a candidate-driven market demands that you adapt to new methods of recruiting. With the help of better hiring methods and new recruiting tools like the Leoforce recruiting platform, you’ll be able to seamlessly improve the candidate experience.

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In July of 2021 alone, over four million Americans quit their jobs, with a large portion represented by mid-career workers aged 30-45. This demographic is showing an increase in resignations of about 20% compared to 2020. These numbers tell a story about cultural changes taking place in employee and employer relationships. The propensity to leave a job has created a labor shortage, posing new concerns for employers looking to build out their workforce.

What follows are the implications of the labor shortage, the main drivers behind this trend, and new ways for you to adapt to new recruiting methods such as turning to recruiting software for better candidates. Leave those archaic recruiting procedures behind.

Why are people leaving their jobs en masses?

It’s possible that the uncertainty that swept over society at the beginning of the pandemic caused workers to stay in their jobs longer than they intended. Some postponed their plans to seek new work. The Harvard Business review recognizes that part of what we’re seeing could be two years’ worth of resignations. 

But the story seems to be deeper than just logistics. Workers have reported: 

• Extreme burnout with the onset of remote work
• Expanding working hours
• Additional pressure from adapting to new conditions
• Higher workloads
• Existential reflecting that the pandemic forced upon all of us, 

What does this mean for recruiters and employers?

Because of the global labor shortage (particularly in hospitality and healthcare), workers applying for new jobs are aware of the leverage they have as many employers are desperate to hire. With the high inflation rates and dissatisfaction with the unfair conditions that have faced workers in the past, candidates are looking to have their standards met when it comes to lifestyle and pay. Due to this bargaining power, workers don’t plan to accept the years of stagnant pay that they saw for most of their careers. 

Recruitment traditions that we’re leaving behind

To adapt to the changing demands of jobseekers, you may have to revolutionize your recruiting processes and expectations. Here are some patterns that are being left behind in today’s hiring landscape:

Strict experience requirements

Rather than seeking to find the perfect candidate who already knows the ins and outs of the job, hiring managers should have looser expectations when it comes to candidate experience. Open your mind to more transferable skills, signs of raw potential, and the option to become educated and up-skilled on the job.

With an increase in online courses and countless online platforms to learn vital skills, you can train and tailor your organization’s workforce with more ease than ever before. Plus, by having such tight guidelines for prior work history, you lose out in the end, eliminating the possibility for more diversity and creativity. 

Searching in the wrong places

For many employers, especially small and local businesses, outdated ways of recruiting still dominate the industry. Whether it’s posting physical job advertisements in local newspapers, relying on word of mouth, or depending on internal promotions, limiting yourself to these methods makes hiring more difficult. 

Leveraging the wide reach of various online platforms is essential to reach today’s generation of workers. There are numerous recruiting software and recruiting tools for employers with the most diverse pool of talent to explore. 

4 ways for employers to adapt and thrive in the current labor market

The labor shortage that’s begun as a result of The Great Resignation has outlined an intimidating and potentially discouraging picture for hiring managers. Here are four key methods and concepts that you can use to attract job seekers and survive in this challenging hiring climate.

Take a data-driven approach

Have a retention or hiring problem? Assess the causes and factors at play. Look at key metrics including compensation, promotion duration, pay raise increments, and training or growth opportunities provided for employees. Which areas are unfulfilling? Do employees see better pay and situations elsewhere? Come up with ways to overcome these hurdles. 

Use a mix of recruitment strategies

Instead of sticking with the same sources and methods that you’ve always used, consider changing it up. Create an employee referral program, work with staffing firms, streamline processes with digital platforms, and make the interview process faster with quicker decisions and fewer steps.

Cast a wider net to candidates outside the norm

Instead of looking for individuals who exactly match the needs of the job, open the position up to workers of different backgrounds to widen your applicant pool on recruiting software. Offering the position to a candidate who might consider this role a step-up will satisfy the reason that person left their job in the first place. Lower the skills requirements and provide ways for candidates to make up for any lacking skills through training and education tools. 

Offer incentives

Low-wage jobs offering sign-on bonuses is a trend that’s been making headlines, but if workers are leaving their jobs for lifestyle reasons and insufficient pay, it might be time to re-think your employee compensation and benefits scheme. Sure, offering higher pay is always an option, but for many companies suffering from the same economic pressures as everyone else, this may not be possible. Other benefits can take the place of wages such as professional training options, company events, overtime pay, and office perks. Plus, offering an increased level of flexibility makes your company more competitive in the hiring space. By providing options for flexible work schedules where there’s a variety in shift times, personal lives, or job types, you’ll tap into a larger, more diverse pool of talent. Don’t you want to welcome workers who are tired of the traditional job schedule?

Ready to discover great talent in a tough market? 

Stop wasting hours on job boards and social channels sifting through bad resumes and unqualified applicants. Increase your candidate pool via the Leoforce platform, a recruiting tool for employers which provides you with a consolidated list of qualified candidates from more than 70 professional channels. 

Leoforce can even reach out and qualify candidates, so you can quickly start the interview process. Request a free demo to discover how Leoforce identifies, analyzes, and sources candidates who are the right fit.

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Lawmakers in several states – especially Nevada, Montana, New Jersey, New York, and Montana – have created new policies that limit an employer’s ability to pre-screen applicants. However, understanding the changing laws and practices can take some time.

Current changes and implications for employees with cannabis

The legal landscape surrounding cannabis and the workplace are evolving. As an employer, you need to navigate a maze of federal and state statutes and court decisions when developing substance abuse policies and drug-testing practices for cannabis.

Currently, 18 states and D.C. have legalized recreational cannabis use. In addition, New York City, Philadelphia, and Nevada have outright prohibited pre-employment cannabis testing in most industries. Despite these laws, employers can still test for cannabis and aren’t restricted from complying with federal testing requirements.

However, some state laws provide medical or recreational cannabis users with some level of employment protection against adverse actions, like a failure to hire or termination for a positive test result. On August 19th, 2021, the New Jersey Cannabis Regulatory Commission issued initial rules implementing the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act, which Governor Phil Murphy signed.

The act legalized the use of recreational cannabis for adults aged 21 and older, creating hurdles for employers seeking to maintain a drug-free workplace. The new agreements almost entirely regulate the recreational cannabis sector, leaving many questions unsolved.

Another hurdle is determining whether keeping cannabis on drug-testing panels (pre-or post-hire) continues to make sense if employers act merely on a positive test result. And if you stop testing for cannabis, how do you ensure employees are not coming to work under the influence?

These complications prove that an employee “under the influence” has become a critical component to these new changes now that a positive test result is not enough under many state laws.

Proving that someone is under the influence isn’t as easy as it seems. Cannabis remains detectable in the human system for long periods, and that detectability varies with the type of testing performed.

Current testing methods are accurate but won’t establish whether an employee was under the influence of cannabis during work hours. Until employers can spot-test for intoxication, these challenges will continue as more states decriminalize and legalize cannabis.

What job seekers should know

Just because cannabis might be legal in your state, that doesn’t mean that job seekers can’t be penalized for its use. Under the federal scheduling system, the government classifies cannabis as a schedule 1 drug, meaning that it’s perceived to have no medical value and has the potential for abuse.

Job seekers should familiarize themselves with their state laws and the policies of the hiring organization during their application process.

It’s essential for job seekers to know the products they’re consuming. Even legal products derived from (or modeled after) cannabis can cause a positive drug test result.

Where do employers & recruiters go from here?

Is pre-employment cannabis testing deterring candidates from applying to your job listings? Are you eliminating otherwise-qualified applicants? How do you ensure the safety of your employees if you decide to steer away from testing altogether?

Montana Governor Greg Gianforte signed legislation on May 18, 2021, that will provide protections for off-duty use of cannabis that began on Jan. 1, 2022. Citizens of Montana voted to legalize recreational cannabis in November 2020.

However, this ballot initiative didn’t protect employment-related practices. The newly-signed recreational cannabis law still permits you as an employer to take action based on the use of cannabis while working.

The key to determining the right approach to best serve your business is implementing universal policies and practices. Consider if your company has a “business approach,” requiring that pre-employment cannabis testing is based on a business need. There’s no one-size-fits-all approach. What would work for a manufacturing facility may not be what works for a marketing agency.

Safety & well-being of employees

The bottom line with any approach should be the safety and well-being of your employees. Ensuring people aren’t working under the influence of drugs is a crucial component of keeping the workplace safe.

One of the best ways to do this is by creating a robust reasonable suspicion testing program, putting policies and processes in place that focus on monitoring employees who are under the influence.

This testing requires training your fellow HR professionals and management. Your organization will need to administer the program on signs of impairment, proper documentation of those signs, testing procedures, and clear communication of the program to employees for awareness and transparency.

While a reasonable suspicion testing program should be an integral component of a substance abuse policy for any employer, it’s especially critical where pre-employment cannabis testing has been eliminated or where there are limitations on the use of a positive result.

The future of cannabis use testing

As employers and recruiters ponder on the future of pre-employment cannabis testing, one thing is clear – you can no longer take the stance of “it’s how we’ve always done it.”

In the search for new talent and in light of the ever-expanding web of cannabis laws across the nation, consider making some tough decisions. Decide what approach to pre-employment cannabis testing would work best for your workplace.

The post States and companies are changing the way they test for cannabis use appeared first on Leoforce.

Should salary ranges be disclosed in job listings? Will posting a salary range result in fewer qualified applicants?

Let’s answer these questions and more. We’ll start by sharing the laws that surround job postings and the information that must be disclosed. Then, we’ll go over the pros and cons of posting salary ranges and tips for doing so with tact. 

Laws about posting salary ranges

Believe it or not, most states have laws in place surrounding job listings and the information they need to include. This also applies to salary ranges, and new laws are being approved every day. 

Are you familiar with the laws in your state?

While most states still haven’t passed pay transparency laws, some have recently jumped on the bandwagon. Some cities have even started creating their own laws while they wait for their state governments to catch up. 

States and cities that have passed their own transparency laws

• California: The California Equal Pay Act bans employers from asking applicants about their salary history. It also requires an employer to disclose the pay range for a job (after the initial interview) if the applicant asks. This law has been in place since 2018. 
• Colorado: The Colorado Equal Pay for Equal Work Act requires employers to disclose the pay range and benefits for every job posting. This law has been in place since 2021. 
• Connecticut: The Connecticut Labor Statute requires employers to provide the salary range for a job if an applicant asks for it, or if an employer extends an offer for employment. This law has been in place since 2021. 
• Maryland: The Maryland Equal Pay for Equal Work Law requires employers to disclose the pay range if and when an applicant asks about it. It also bans employers from asking about an applicant’s salary history. This law has been in place since 2020. 
• Nevada: Nevada’s Senate Bill 293 requires employers to automatically disclose the salary range to an applicant after the initial interview, even if they don’t ask for it. This act was passed in late 2021. 
• New York City: The New York City Human Rights Law requires employers within NYC to list the minimum and maximum salary on each job posting. This law was passed in 2022. 
• Rhode Island: The Rhode Island Equal Pay Law, which will go into effect in 2023, requires employers to provide pay ranges when asked by an applicant. 
• Toledo, Ohio: Under the Toledo Pay Equity Act, employers must disclose the pay range for a job after an offer has been made, and if an applicant asks about it. This act was passed in 2020. 
• Washington: The Washington Equal Pay and Opportunities Act says that employers must provide a pay range for a position after an offer has been made and if an applicant asks for it. It was passed in 2019.

Three reasons companies don’t post salary ranges

States are beginning to step in with salary transparency laws because the workforce is demanding it. Research shows that compensation is one of the first things job seekers look at when deciding whether to apply for a position or not. In fact, job postings that do disclose salary ranges tend to receive more attention and interest than those that don’t. 

Why have companies historically resisted disclosing pay? There are three main reasons employers don’t reveal salary ranges.

The employer is hiding pay from competitors

Some companies, especially those in highly competitive industries, might be concerned about potential competitors. By revealing the starting pay in a job listing where anyone can see it, a competitor might have a leg up when it comes to advertising for their own job openings.

The employer wants to hide pay from current employees

Another common reason employers might choose not to disclose salary ranges is to prevent their current employees from discovering what new hires will be earning (in comparison to their own pay). Conflict could arise if the employer isn’t paying their employees’ similar dollars.

The employer is trying to lowball applicants

Unfortunately, employers may simply be looking to take advantage of applicants and new hires. By withholding salary ranges, especially until the end of the hiring process, employers have a better opportunity to lowball applicants and reduce the potential for pay negotiation.

The benefits of posting salary ranges in recruiting

For the sake of transparency and trust, it’s more effective to reveal a pay range before ever interviewing an applicant. In the end, your organization benefits by prioritizing honesty. Both sides see the expectations and the applicant understands what they’re getting into.

Some of the greatest advantages that come from sharing salary ranges include:

Time is saved

Instead of weeding through applicants who aren’t interested in the pay you’re offering, try disclosing the pay from the get-go. This can help streamline negotiations later in the hiring process and will provide you with applicants who are already happy with the compensation being offered. You might even yield a larger number of qualified applicants, especially if the offer aligns with industry standards.

Trust is built

There’s a much higher level of trust between you and the applicant when fair pay is prioritized. Rather than playing hardball or worrying about difficult negotiations, be transparent with pay so there’s a feeling of openness.

Recommendations for recruiting successfully

Publicizing salary ranges might leave you feeling overwhelmed or worried. But trust and transparency will bring happy employees. Try these ideas for better hiring success:

• Post salary ranges for every job: Don’t only share salary ranges for entry-level positions. Instead, be transparent all the way to the top. Provide ranges for every position.
• Make salary ranges realistic: Will you truly hire someone at the very top of the salary range? Or do you intend to offer something close to the low end of the range? Make sure that the salary ranges you disclose are realistic. Don’t just use a higher number to bait applicants.
• Provide clear guidelines: What are the skills and experience required for scoring pay at the very top of the salary range? Clearly define that.

Suggested resource for streamlining hiring: How to build HR flexibility and resilience post-COVID

Want to differentiate your organization from the rest?

Leoforce gives you a competitive edge with A.I. software for RPOs. The recruiting platform provides an inside look at job intelligence, searching sources like job boards, internal systems, professional sites, social databases, and other global talent sources for the most qualified candidates and ideal “culture-adds.”

Get connected to candidates you’ll love by coupling your disclosure of salary ranges with the Leoforce recruiting platform.

Request a free demo to discover how Leoforce identifies candidates who are the right fit.

Resource

• https://www.forbes.com/sites/jackkelly/2021/09/23/salary-ranges-should-be-listed-on-job-descriptions-and-worker-compensation-disclosed-for-all-to-see/
• https://app.leg.wa.gov/rcw/default.aspx?cite=49.58&full=true
• https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/salary-most-important-part-job-ad.aspx
• https://www.dir.ca.gov/dlse/california_equal_pay_act.htm
• https://leg.colorado.gov/bills/sb19-085
• https://www.cga.ct.gov/2021/ACT/PA/PDF/2021PA-00030-R00HB-06380-PA.PDF
• https://www.dllr.state.md.us/labor/wages/equalpay.shtml
• https://www.leg.state.nv.us/App/NELIS/REL/81st2021/Bill/7896/Text
• https://www1.nyc.gov/site/cchr/law/the-law.page
• https://www.ebglaw.com/insights/employers-take-note-rhode-island-amends-equal-pay-whistleblower-and-temporary-caregiver-laws/
• https://www.eastmansmith.com/publications-articles-Toledo-Pay-Equity-Act

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