There is a new trend in the workforce that has my colleagues and I going in circles. Is asking a candidate’s current salary now taboo? In Austin, Texas there are no rules regulating these conversations, but in many states and cities around the country this question is outlawed. The question, “What is your current salary?”…
I recently found myself repeating a line from an old 90’s movie Jerry McGuire, “help me, help you.” It was after a couple of clients preformed a series of interviews only to have the candidate make it to the final interview and not get the offer. If you’ve been doing recruiting long enough, you’re bound…
Would you believe your challenges in hiring candidates who stay and thrive stem from you not understanding artificial intelligence (AI)? The AI I’m talking about in this case is pre-employment assessments. While it’s likely you already perform some sort of assessments—8 out of 10 employers do—you may not be conducting the right ones in the right way.
You’ll begin wearing all hats, serving as chief of technology, operations, finance, marketing, sales, and so on. But, as you hire your leadership positions, you should find yourself with fewer and fewer of those “in the weeds” roles to play yourself.
Using tech recruiters to fill tech positions is common in the startup world, but getting the value you expect isn’t. You’ve likely been told about the proprietary vaults of candidates you can’t access. Or you’ve been promised high-quality hires without any indication of a repeatable data-driven process behind the claim.
I’ll certainly remember 2017 as a benchmark year. After all, it’s the year recruitAbility got its start. In just a few short months, we’ve learned a great deal and, thankfully, our instincts on the relationship between recruiting and retention have been spot-on. We’ve also seen some surprising industry trends that will shift hiring in 2018 in several ways.
Most of the time, to fill most jobs, you don’t need the help of a recruiter. That’s a bold statement coming from someone who recruits candidates for a living, but it’s true. And it’s not something every recruiter is willing to admit.
It’s not going to get easier, folks. The talent gap that we’re facing in today’s workforce, specifically in tech and engineering, is going to get wider and wider with no end in sight.