2 comments on “How is Workplace Diversity Changing?”

How is Workplace Diversity Changing?

diverse to big ideas
A diverse workforce isn’t simply a numbers game focused on how many members of certain groups of people you employ.  It’s about bringing the diverse perspectives, work experiences, life styles and cultures of those groups together to make your company a better place.
This starts with inclusion. Beyond just accepting people’s differences into your existing culture, the focus needs to be on valuing and respecting those differences in order to create a new learning culture. A culture that appreciates differing viewpoints and inspires healthy conflict rather than conformity. If you create an environment where people are comfortable being themselves and are encouraged to voice their opinions, you’ll be able to build a fully contributing workforce
Neil Lenane, Business Leader Recruiting at Progressive Insurance was quoted in a recent Forbes article saying, “If you do not intentionally include, you unintentionally exclude.” Time and again, research shows that businesses who focus on building diverse teams outperform those who don’t. A big part of that performance is due to the innovation that comes from combining all of those people’s different outlooks.
Diversity is something that makes us smarter
In fact, a recent Scientific America article, says that diversity makes us smarter. It cites several studies that show how social diversity brings unique experiences and input to workplace problem solving, which in turn leads to better decision-making and business outcomes. The lesson, the article says, is “when we hear dissent from someone who is different from us, it provokes more thought than when it comes from someone who looks like us.”
According to the article, just bringing different types of people together causes them to believe that they will automatically have different perspectives and this makes them work harder to explain their own viewpoints as well as to understand the outlooks of others. This ultimately leads to better outcomes.
In Scott Page’s book, The Difference, he says that “progress and innovation may depend less on lone thinkers with enormous IQs than on diverse people working together and capitalizing on their individuality.”
Extending beyond employees in the workplace
Something else to consider when it comes to including diverse groups in your workforce is how those different perspectives can be applied to your customers. The innovative ideas that come from these groups can open you up to new product, service or marketing ideas that you might otherwise have never thought about. You’re likely to find there are all types of opportunities to expand your market by reaching out to minority groups or capitalizing on niche markets.
If you want to learn more about developing a robust diversity and inclusion strategy, and how to measure the impact of a diverse, inclusive and culturally competent workforce, check out SHRM’s upcoming Diversity & Inclusion Conference & Exposition.


And, for information on how we can help you add diverse talent to your existing talent pool, call us at 415-835-0202 or email us at sales@talentcircles.com.
1 comment on “Talent Leaders Say Quality of Hire is What Matters Most”

Talent Leaders Say Quality of Hire is What Matters Most

When asked what single metric is most valuable in tracking their recruiting team’s performance, talent leaders say that quality of hire is what matters most. This is according to LinkedIn’s Global Recruiting Trends 2016 report.
The top three methods companies are using to measure “quality of hire” are 1) new hire performance evaluations, 2) turnover or retention statistics, and 3) hiring manager satisfaction.


While performance evaluations and retention statistics were nearly tied—at 50% and 49% respectively—as the most commonly used methods for measuring quality of hire, the majority of respondents in the LinkedIn study said they feel there is definitely room for improvement in the way quality is currently being measured. 
When you consider that some estimates put almost half of all new hires in the category of “failures” within 18 months, the “quality of hire metric” seems to be a pretty important one.
Some suggestions for better measurement strategies when it comes to quality of hire include replacing standard job descriptions with performance objectives. The majority of job descriptions tend to emphasize skills and experience, or talk about competencies in broad behavioral terms. Concentrating instead on ramp-up time, specific end results and definable accomplishments provides a way to actually measure and track success.
Since quality of hire denotes the value a new employee brings to an organization, companies also need to be clear about what “value” means to them. Things like employee engagement and cultural fit have become extremely important when it comes to employee retention. And since retention is one way employers measure new hire quality, recruiters who really understand the culture and corporate brand of the companies they work with, will be the most effective at providing high quality new hires.
Speaking of corporate branding, another one of the trends the LinkedIn study reported is that 59% of respondents said they will be investing more in their corporate branding strategy than they did last year. Social media has made corporate branding more important than ever. This is actually good news when it comes to the “quality of hire” issue. A company’s brand is all about its core values, beliefs and purpose. When a company’s branding is really clear, it helps lay the groundwork for ensuring the candidate and company are a good match for each other.
Accurately capturing and tracking performance data not only gives you a clear picture of how you’re currently doing on the talent management front, it will also help you continually improve future recruiting strategies.
If you have questions about tracking performance data or how to recruit the highest quality new hires, we can help. Call us at 415-835-0202 or email us at sales@talentcircles.com.
4 comments on “Want to Improve Your Campus Recruiting Process? It’s All About Relationships”

Want to Improve Your Campus Recruiting Process? It’s All About Relationships

While the need for instant access and automated everything is standing strong, the ability to balance the speed and ease of technology with the power to build and maintain solid relationships is what will set you apart from the competition. Start incorporating these strategies into your new college recruitment plan and you can look forward to a highly successful campus recruiting season this fall.
Strengthen your relationships with Career Services – Beef up your alliances in the Career Services departments of the universities that interest you. Making them your key point of contact gives you a central, reliable location for information and introductions. They can get you opportunities with student organizations, suggest the right department heads to contact and help you build solid partnerships within the university.
Get personal – Start getting to know the talent you want to recruit before you even step foot (whether virtually or in-person) at the campus job fair. Using social media, you can track candidates based on their interests, groups and activities and continue to follow those that show potential. Shortly before the job fair, make contact to introduce yourself and encourage them to meet with you during the event for a quick chat. Associating a real and amiable person with your company can go a long way in encouraging top talent to apply and/or join your talent network.
Offer internships and create ambassadors – One of the best ways to create a strong talent pool is to provide internship opportunities for college students. They get experience and exposure to your company, and you get to test drive a potential future hire. The relationship you build with interns can be far reaching. Whether they continue to work for you or not, they can make your company name recognized among peers and faculty. They can help market your brand, share information and become some of the strongest ambassadors for your organization. Additionally, if you have alumni working for your company, include them in your campus recruiting activities as presenters, interviewers or just as a friendly face who has something in common.
Keep Everyone Well-Informed – Honesty and integrity are key when it comes to building relationships. This is no different in the recruitment process. Let people know right away what you’re offering and what you’re expecting. If you don’t have any immediate job openings during the career fair, be honest about that, but also explain how they could benefit in the future from being part of your talent network now. When you are actively trying to fill jobs, stay in contact with students who have interviewed so they know where they stand in the process while decisions are still being made. Any feedback you can give on their resumes and interview skills will be greatly appreciated as well. It’s also a great idea to keep career services informed about how many students you interviewed, extended offers to, and hired. Let them know how their students’ work performance compares to that of students at other universities you’ve worked with and offer to be part of a regular follow-up program. The university, the students and your organization will all benefit.


Remember, it’s all about building and nurturing the relationship so that everybody wins. Here at TalentCirclesTM we can help you do that as efficiently as possible by using technology and tools like TalentCatchTM to capture and organize all the information you gather. Contact us at 415-835-0202 or sales@TalentCircles.com to make following up and engaging with your university contacts and the students you want to keep in your talent network a cinch.
6 comments on “Integrate a Talent Network into Your Recruiting Process”

Integrate a Talent Network into Your Recruiting Process

Recruiters with large numbers of people in their talent networks are always in high demand. The more people there are to choose from, the more options for high quality talent employers have. Not only that, but a strong talent network also helps companies save on time and hiring costs and lowers turnover. So, if you haven’t already done so, it’s time to plug a good talent network into your existing system.
A complete talent acquisition and recruiting solution, like what we offer here at TalentCircles, will help you successfully integrate a talent network that works with your needs. Ultimately, the goal is to bring supply and demand together so you always have the talent you want whenever you need it. Here are some of the features and benefits you should expect from a quality talent network solution.
Mimic real-life interactions – Uses a virtual setting to enable you to screen, interview and interact with candidates so you optimally execute on your staffing plan: hire fast, hire well, and hire cost-effectively.
Networking and Communication – Regular, ongoing texts and emails keep you in constant communication with your candidates so you don’t have to start over at square one, waiting for new applicants, each time you have a job opening. Maintaining regular communication lets you identify bottlenecks and minimize problems. Ongoing engagement with candidates is essential.
Create relationships with your future hires – Helps you build, brand and manage your live talent network. Let’s you interact with active and passive candidates. Enables you to screen them efficiently as well as manage your attraction and selection process
Create Profiles – Candidates have a live account in your network they can update and enrich, including adding availability schedules. Profiles can be used for searching, matching, and business intelligence purposes.
Cloud-based and mobile-ready–Be accessible anywhere at any time on tablets and smartphones. Capture candidates during job and career fairs. Scan paper and electronic resumes and automatically transform them into profiles.
Social Candidates join your talent community using their preferred social login. They can share information about jobs and your company with others in their social networks.
Content Marketing Offer videos, documents, blogs, webinars that interest your candidates.
Jobs – Post jobs on your network or import a job feed. Let candidates share jobs with their own social networks.
Searching and Semantic Job Matching Find the best candidates—those whose skills and attitudes fit your company’s needs and culture—in your talent pool. Automatically.
Notifications Send notifications when new jobs or new content are posted in your talent network.
Sharing– Easily—and electronically—share candidate information, test results, ratings, portfolios, video interviews and more with all stakeholders.
Email Campaigns and Messaging Send branded emails with customizable templates to candidates and track effectiveness. Send private messages to your candidates synced with your desktop messaging application.
Integrated Calendar – Send invites for virtual and in-person meetings – synced with your desktop calendar application.
Questionnaires Attach pre-recorded questionnaires to your job postings and sort candidates by scores.
Video Interviews & Webinars Screen candidates, discuss documents and conduct job reviews or information sessions.
Circles and Categorization Segment your community into branded groups of interest like “Sales”, “Veterans” or “Students”. Support a variety of tools which can be used to screen and help categorize candidates according to things like experience, skills and behavioral qualities.
Import Résumés Import old candidate data from spreadsheets or other systems easily.
Analyze & Report Track performance on a huge variety of data points, and report on your activity to fine-tune your attraction methods.
Stop letting good candidates slip through the cracks and take control of the recruitment process. Take a Quick Tour of what we offer, then call us today to get started on integrating a talent network into your hiring and recruiting strategy. 415-835-0202 or sales@TalentCircles.com


2 comments on “Good CEOs Get Why Diversity and Inclusion Matters”

Good CEOs Get Why Diversity and Inclusion Matters

Focusing on talent diversity is no longer optional. It’s a requirement for optimum business performance—and the mandate needs to come from the very top. A true diversity and inclusion initiative is about more than ensuring that rules are followed and the requisite diversity programs and regulations are in place. It needs to be part of a company’s core values, not an add-on that looks good on paper. More and more CEOs are recognizing the benefits of true talent diversity for not only their companies bottom lines, but also for their employees’ personal growth and the growth of the economy as a whole.
Diverse companies outperform non-diverse companies
Research continues to show that companies with a diverse workforce perform better financially. According to PricewaterhouseCoopers’18th Annual Global CEO Survey, 85% of the CEOs surveyed said their formal diversity and inclusiveness strategy has improved their bottom line. And recent research from McKinsey shows that out of 366 public companies examined, ethnically diverse companies are 35% more likely to have financial returns above their respective national industry medians. Furthermore, a new Credit Suisse report explains that companies with women as board directors, as well as those with lesbian, gay, bi-sexual and transgender employees in senior roles, outperform the companies that lack that diversity.
Focusing on Diversity helps bridge the talent gap
The wider the net that businesses cast to find talent, the more options they’ll have. When those options open up to include multiple channels and as many varieties of people as possible, the talent gap gets smaller. Not only do companies up the sheer numbers of people to add to their talent networks, they also generate more interest from the talent they want to recruit when they can show their commitment to talent diversity. Research from PricewaterhouseCoopers shows that 86% of female and 74% of male millennials take a company’s policies on diversity, equality and inclusion into consideration when deciding whether or not they want to work for them.
Helping the economy
When it comes to gender diversity and inclusion, people are seeing a very positive ripple effect” on families, communities and overall economies when companies provide women with more opportunities to advance in business. In fact, according to the nonprofit diversity organization, Catalyst, “The economic empowerment of women can improve a country’s growth and stability, combat shrinking labor forces and raise the gross domestic product.”
Opening opportunities to learn and grow
People of differing backgrounds bring wide-ranging experiences and varied viewpoints to the table in companies that embrace diversity. This variety of ideas and opinions often leads to much better decision-making than in companies with too many likeminded people. Some research also suggests that it’s not just the variety of ideas that lead to improved decisions, it’s also the increase in processing time. Diverse groups take more time to process all the information at hand in order to thoroughly understand different viewpoints and therefore they make better informed decisions that drive high-performance cultures. Additionally, a great by-product of diverse cultures in the workplace is an increase in knowledge, understanding and acceptance that can translate to communities outside of work. For people who normally might not get the opportunity to interact with and really get to know people from different ethnic groups, or with a different sexual orientation or global outlook, talent-diverse companies provide a chance to challenge preconceived ideas and prejudices, and help stop discrimination.
A truly diverse organization goes beyond investing in blanket diversity initiatives and instead works to foster lasting cultural change in talent networks.


If you have questions about talent diversity or would like to learn more about the best hiring and recruiting practices, call us at 415-835-0202 or email us at sales@talentcircles.com.
3 comments on “5 Staffing Trends Holding Strong in 2016”

5 Staffing Trends Holding Strong in 2016

As we hit the halfway mark of 2016, these five staffing trends appear to be holding strong. So, if you’re not already focusing on them, it’s time to start.
·       Branding matters – A brand is more than a logo and an external appearance. Ultimately, it’s the identity of everything the company embodies. When you think about the purpose of your business, along with the core values and beliefs that drive it, you are getting at the heart of your brand. Candidates want to see that heart to determine if a company’s values and objectives are in line with their own. This is actually a good thing because it helps lay the groundwork for ensuring the candidate and company are a good match for each other. Once you’ve clearly defined your brand, you need to promote your business through social media and actively network and build relationships.  Whether you do it electronically or in person, be authentic and clear about what you believe in, and you’ll attract likeminded candidates and colleagues with whom you can build lasting alliances.
·       Revisiting the use of social media for recruiting – There’s no question that social media and online professional networks are necessities when it comes to a good recruiting strategy. But many employers and recruiters have taken a step back to reevaluate the way they’re using them. While placing hiring ads on popular social sites is still useful, staying on top of new developments and options within these sites can help you more effectively leverage social media. Focusing on niche community sites within an industry can get you in front of more relevant candidates. And, with each new in-app function the popular social sites come up with, there are more ways to engage with your audience. With a more sophisticated approach to social media, you can do things like create exceptionally targeted ads that will only appear when a user meets your specified criteria.
·       Struggling to find quality candidates – Unfortunately, plenty of recruiters and hiring managers are still seeing a skills gap and are having trouble finding good people. While the Internet has given us the ability to reach a larger number of potential candidates than ever before, there is a need to balance quantity and quality. With a good applicant tracking system you can determine which recruiting campaigns and efforts yield the best candidates. Recruitment analytics software can provide incredible insights for developing specialized recruiting campaigns that will get you not just quantity, but, most importantly, quality candidates.
·       Focus on passive candidates – Given the skills gap and the difficulty in finding qualified people to fill jobs, reaching passive candidates is more important than ever. Fortunately, it’s also easier than ever. In addition to traditional networking, which you should still be doing, social media networking provides a natural path for getting in front of people who aren’t actively looking for a new job but might be open to the possibility. Starting conversations based on shared interests, mentioning connections and building relationships is the key to filling your talent pool with strong candidates for current and future positions.
·       Investment in new technology – Without a doubt, if you haven’t replaced outdated recruiting practices and technologies with automated systems, you will struggle to stay in the game. The mountain of information now available to recruiters and hiring managers is a powerful asset in the hiring process, but it can also be overwhelming if you have to sort through all the data manually. That’s where applicant tracking or customer relations management systems come in. Being able to integrate all your information across a variety of platforms, and then easily search, organize and evaluate candidates isn’t a “nice to have” option, it’s a must have to compete in today’s market. Let technology organize data and crunch numbers while you bring the humanity to build relationships and make the best decisions.


To learn more about the best hiring and recruiting practices, call us at 415-835-0202 or email us at sales@talentcircles.com.
1 comment on “Using Video Interviews to Attract Top Talent”

Using Video Interviews to Attract Top Talent

While a phone call, email and social media can provide a cursory view of the personality and skills of a potential hire, most hiring managers wouldn’t consider extending a job offer for a significant position without an actual face-to-face meeting with the candidate. Why? Because non-verbal cues and cultural fit are too important to overlook.

Technology has made the world a much smaller place in terms of our ability to instantly communicate with people electronically regardless of location, which is great. Until we can actually teleport, however, location does present some challenges for recruiters and hiring professionals in terms of the face-to-face aspect of interviewing. A good deal of time and money can wasted be when recruits, who end up not being a good fit, are flown in for in-person interviews at the company’s expense. And, if left to the applicant to handle travel expenses, some exceptional talent may choose to walk away rather than invest the time and money early in the interview process. And this is where video interviews come into play.

What is a video interview?

Video interviews offer the benefits of in-person interviews without the scheduling hassles or travel time and expenses.

With a good video interviewing platform, you’ll be able to choose different video options depending on your needs. The two most common video interview styles used by recruiters and hiring managers are live-video interviews and one-way video interviews.

Live-video interviews are the most similar to an in-person interview. You still need to schedule a time that works for all parties involved, but with everyone being able to “attend” the interview from a remote location, there is no need for anyone to travel and scheduling becomes much easier. The interview interaction very closely mimics that of actually being in the same room with each other. You’re able to see and hear responses in real time, but it also gets recorded so the interview can be shared with other stakeholders who weren’t present during the live version. The recordings can be scored or ranked so the best get first priority when collaborating with stakeholders.

In One-way interviews, candidates are emailed a link they can access at any time that’s convenient for them. They are provided with text or video-based questions that they will answer via recorded video. In their video recording, candidates will demonstrate their personalities and discuss their skills. Depending on the video platform you use, you can customize options like how long someone can sit and think before hitting record to answer each question. And you can standardize questions for each job so comparing applicants is easy. After a candidate submits his or her video, the recruiter or hiring manager can view the interview whenever it’s convenient and can share it with others on the team who have a vested interest.

A good platform will also have tech support available to help with everything from set-up to viewing and sharing recordings to troubleshooting technical problems. 

Why use video interviews?

There are plenty of reasons to incorporate video interviews into your standard hiring practices.

·       One of the best aspects of video interviews is how much time they save. Rather than being at the mercy of travel arrangements for candidates who live a long distance from the job location or interview site, video interviews can be done almost immediately and without the expense of airfare, hotels, etc. In addition, hiring managers can review and make decisions about a multitude of video interviews in the amount of time it normally takes to schedule and conduct just one traditional, face-to-face interview. And, with the ease that video interviewing provides, recruiters and hiring managers can get more in-depth information from candidates early in the process, rather than waiting until later to set up an actual interview.Overall, getting through interviews faster shortens the length of hiring time. Quicker hiring means less chance of losing good candidates.
·       Collaboration also improves with recorded video interviews because every member of the team or group of stakeholders can see the interview first hand without actually having to be present at the exact time and location of an in-person interview.
·       Job applicants like to know they’re dealing with companies that are up on cutting edge technology. Using video interviews sends a positive message and is likely to help attract top talent.
·       Being able to sort through a large talent pool quickly provides the opportunity to interview many more people than standard interviewing would allow. And with more people available, the more options you have for better hires.
·       Video interviews allow you to continually add to your talent pool. Even if someone isn’t a great fit for the current job opening, you’ve got an interview already on file for consideration when other job opportunities arise.

To learn more about getting started with video interviewing and other cutting edge recruiting practices, call us at 415-835-0202 or email us at sales@talentcircles.com.
2 comments on “What Can Employers do About the Skills Gap?”

What Can Employers do About the Skills Gap?

Although there has been some back and forth about the severity of the employment “skills gap” problem, it looks like enough people are feeling the effects of it to make it an issue that needs addressing.

As might be expected, employers are still seeing shortages in the STEM (science, technology, engineering and mathematics) fields, but, according to a recent study from CareerBuilder, plenty of other occupations, such as those in the management, legal and service sectors are struggling to find skilled workers too.

And this struggle can be costly. The CareerBuilder study found that for each job vacancy lasting three or more months, a company loses, on average, more than $14,000. And one in six companies loses $25,000 or more. The study goes on to point out, “Considering the fact that 54 percent of employers currently have open positions for which they can’t find qualified candidates, and 35 percent of all employers have positions that stay open for 12 weeks or longer, those costs can add up quickly and have broader implications for business performance.”

The specific reasons for the lack of qualified workers varies somewhat, but one recurring theme is that colleges are not preparing students adequately for jobs in the real world.
Sometimes this stems from in-demand jobs just not seeing enough graduates in the appropriate majors. Other times, students might graduate with the right major but the college curricula just haven’t been able to keep up with how quickly technology changes. 

This leads to students lacking the critical, job-specific skills needed to handle leading edge technology.

If companies require specific new skills that colleges don’t teach, recent college grads aren’t finding the jobs they expected to upon graduation. In the last two decades, underemployment (referring to recent college graduates working in jobs that don’t require bachelor’s degrees) had pretty consistently measured around 33%. In 2012, however, that number rose to 44%, according to the New York Fed paper, “Are Recent College Graduates Finding Good Jobs?”

Colleges shouldn’t be expected to handle all the blame and burden alone, however. Academia and business need to work together. Academic institutions should be talking to employers about what they need; which will likely lead to colleges and universities having to reevaluate the process for creating and updating course curricula. At the same time, with technological advances seeming to impact the pace at which we do just about everything these days, companies need to be more willing to pick up where college leaves off and take an active role in training employees.

One Harvard Business Review articlepoints out that apprenticeships are a great way to get new employees up to speed. In fact, it states that “Graduates of apprenticeship programs enjoy an estimated $250,000 increase in lifetime earnings, and employers get a 38%return on their investment.” The article also suggests that employers in similar sectors join together to the address skills gap issues. It encourages them to work with educational institutions to design training initiatives that focus on career pathways while integrating classroom education with real-life or simulated work sessions.

Remember, when companies invest in training their employees—and offer truly competitive compensation for workers with in-demand skills—they engender employee loyalty.

In addition to businesses and academia working together, job seekers need to do their part in actively keeping up with the latest innovations and changes in their field. They need to be willing to seek out and ask for training when necessary and ensure they have, or are at least working toward, marketable job-specific skills. Not only that, but companies also want to see that they have the necessary “soft skills.” Many employers mention that it’s equally challenging finding people who can communicate effectively, get along well as part of a team, have confidence and a good attitude, are flexible, and can be resourceful problem solvers.

It will take a true joint-effort on the part of academia, employers and job seekers to bridge the skills gap and ensure a real, long-term solution to the problem.

For more information about finding the people with the skills needed to succeed in your current job openings, contact us at 415-835-0202 or email us at sales@talentcircles.com.
1 comment on “Making the Tech Industry More Attractive to Women”

Making the Tech Industry More Attractive to Women

It’s no secret that the tech industry has a substantially higher number of males than females. But what is surprising is that rather than seeing an increase over the past few decades in the number of females getting tech-related college degrees, the number is actually decreasing. In 1984, 37 percent of all computer-science graduates were women, but today that number is just 18 percent. Not only that, but a mere 0.4 percent of high school girls express interest in majoring in computer science.
So, what is keeping more women from entering the technology industry? If Silicon Valley is any indication, maybe the fact that men with bachelor’s or graduate degrees make 52 – 61% more than women with the same educational attainment level has something to do with it.

Or, maybe it’s the tech culture. ComputerWeekly.com shared a recent survey citing women’s top three reasons why the technology field is less appealing to female recruits:

1 – The masculine/“macho” culture
2 – Being the only female on the team
3 – Women having to work harder to succeed
Interestingly, “Women having to work harder to succeed” was near the very bottom of the list of reasons men gave for the tech industry’s lower appeal to women. Men considered the industry’s “geek” or “nerd” image as the main reason that keeps women away. And that, too, seems to be valid.
According to a post on Forbes.com by Tracey Welson-Rossman, founder of the non-profit organization, TechGirlz, which teaches middle school girls about opportunities in the tech industry, she has had a lot of opportunity to understand the decline in the number of females entering the technology field. “The facts are clear: girls think computer careers are boring, the media portrays techies as nerds and geeks, schools offer few programming or tech classes, and parents do not fully understand all the choices that tech offers for careers.” She points out there needs to be a change in the way technology, as a career, is being presented to girls. If tech jobs are explained in ways that make them appealing to girls, then girls will pursue them.
In order for more women to seek out opportunities in tech, girls need to start being exposed to them early on. And in a positive, interesting light. Taking the focus away from something that may seem like drudgery for some (perhaps programming) and shifting the focus to include creative problem solving, can make a big difference in generating interest. This is what spurred the quadrupling of women computer-science graduates at Harvey Mudd College.
Hopefully, the curriculum at elementary, middle and high schools will start containing more resources for introducing computer science and technology-related career ideas as early (and intriguingly) as possible. Schools and parents need to stress the importance of women in technology fields and nurture that message throughout the school years.
Even if that happens, it seems that the tech environment itself has quite a bit of work to do if employers want to retain the women that actually do enter the field. Presently, they are underpaid, often passed over for promotions, feel isolated, and seem to struggle more than in other industries when it comes to work-life balance and gender biases. In fact, compared to their male peers, women are more likely to leave the industry within a year. As more women leave the tech industry, fewer positive role models for girls remain and this only perpetuates women’s reluctance to enter the tech field.
As an employer or recruiter in the tech industry, here are some things to keep in mind in your efforts to attract more women to your company and keep them once they’re there:

  • Revamp your job descriptions to make them more creative and interesting
  • Get involved in tech organizations for women to learn more and recruit potential hires
  • Pay women better
  • Demand gender equality throughout your company
  • Actively recruit more women across all job levels to prevent the feeling of isolation
  • Groom women for leadership and promote them fairly
  • Listen to female employees’ ideas and suggestions
  • Institute policies for better work-life balance
  • Avoid hiring in your own image and actively encourage diversity

Remember, having talented women in key leadership roles shows that you support women’s career advancement, which will be very attractive to future female recruits.
And, in addition to better departmental communications, organization and innovation potential when you add more women to your tech environment, here’s one more important fact to consider: according to the index provider MSCI, companies with strong female leadership see a 36% higher return on equity. So, what are you waiting for?
Call us at 415-835-0202 or email us at sales@talentcircles.comfor more information on successful recruiting strategies.
2 comments on “Are Your Job Descriptions Compelling Enough to Recruit College Grads?”

Are Your Job Descriptions Compelling Enough to Recruit College Grads?

Compelling job descriptions

Consider that your job posting might be the first impression a person has of your company. If you look at your current listings, do they convey the image you want? Does yours stand out among other job postings? Today’s college graduates are looking for exciting opportunities with a company they can feel good about. As an employer or recruiter, it’s up to you to “wow” your audience—or at the very least, intrigue them.
Obviously you need to be honest and realistic about what someone can expect from the job, but there are ways you can keep it real while also making it compelling. Here are some ideas to help you get noticed.
Grab the reader’s attention immediately.Treat your job description as an ad, because it is one. And just like with any ad, you need a great headline. Rather than the job title being the first thing people read, think about some ways you can draw people in. Try something like, “Want a job that has you looking forward to Monday mornings?” Or, open with something fun and unexpected about the company. Give people a reason to want to get to know more about your company and the job you’re hiring for.
Give your job descriptions a personality. Even if you’re able to capture attention with a great headline, your audience will lose interest if the actual description of the job is dull. A dull, uninspired job description equates to a dull, uninspired job. Convey your company culture and use a voice that sounds inviting. Sell people on why it’s a good job and why the company is a great place to work. And stay away from tired language like, the qualified candidate will possess… Try something with more flavor like, Looking for someone with a passion for design or with a powerful intellectual curiosity.
Don’t go overboard on the details. Keep the job posting on the short side. Around 600 words is a good length, although a more complex job might require something a bit longer and an entry level or very straight forward position can be a little shorter. The goal is to cover the key points so potential candidates are informed, but you don’t cause strong applicants to glaze over and lose interest.
Know your “Must have’s” versus your “Would be nice to have’s.” It’s important to list the top four or five critical qualifications of the job. What skills or qualifications (any licenses or degrees, for example) are you absolutely unwilling to compromise on. List these as non-negotiable. This will weed out the truly unqualified individuals. Then, think through what other qualities or skills you would want someone to bring to the table and why. Do they play a major role in doing the job successfully? Perhaps there are things that really aren’t all that essential. You need a good balance between enough and not too many when it comes to required and preferred qualifications. You don’t want to risk pushing away talented individuals because of too many unnecessary restrictions.
Include graphics/pictures – Make it visually appealing. No one wants to wade through tons of text to decipher what the job and the company are all about. Here is a fun example of a job listing that combines personality and visual appeal quite nicely: Job Description – Be Awesome
Include videoYouTube has over a billion users (almost one-third of all people on the Internet) and every day they watch hundreds of millions of hours of video on YouTube. Additionally, growth in watch time on YouTube is up at least 50% year over year for three straight years. In other words, YouTube is somewhere you want to be. Here are some ways to incorporate video with your job listings.
  • Use candid interviews with employees about why they love working for your company.
  • Show the unique benefits your company offers.
  • Show the diversity of the people who are employed at your company.
  • Talk about exciting projects employees get to work on.
  • Do your employees get to make a difference in the world? Let them talk about it.
  • Define the qualities of the types of people who are successful in your company.
  • Talk specifically about the work potential employees would be doing.
  • Create a fun video that emphasizes your company culture so you can attract other employees with similar attitudes.
  • “How-to videos” on a technical topic posted on YouTube can be a great way to introduce your company to potential job candidates
Make it easy to apply. Think Amazon’s “Buy now with 1-click” option. It’s clear, direct and super simple. Don’t turn people away by requiring them to complete excessive forms and jump through hoops in order to apply for the job.  And make the call to action inviting. You could use something like, Click here to join the crew! Using video to conduct interviews after people apply (with Skype, for example) is also an appealing option. Mention that in your ad if it’s an option for you.
And, just a reminder, don’t forget the essentials. While it’s important to give your job listings personality and pizzazz, don’t get so caught up in the creative side that you neglect to include the necessities in your posting: Job title, job summary, main responsibilities, mandatory qualifications and skills, preferred qualifications and skills, location (including if travel will be involved), instructions for applying and contact information.

Call us at 415-835-0202 or email us at sales@talentcircles.comfor more information on successful recruiting strategies.