0 comments on “Gig Workers and Boomerangs: Shifting Talent Demands of the New Economy”

Gig Workers and Boomerangs: Shifting Talent Demands of the New Economy

As the mid-point of 2017 arrives, TalentCircles has taken a step back to look at the direction of the economy and our talent supply. We weren’t shocked to see that we’re faced with a shifting landscape. A landscape that requires talent acquisition and candidate engagement, but it also requires the ability to inventory our employees. Why? It’s all about the generational workforce.

Understanding what Millennials want from their employers, as stated in their recent survey, can be summed up in one sentence, ‘Freelance flexibility with full-time stability’. But, what if that is not what you want?

With over 7.2 million workers entering the on-demand workforce, or gig economy, it’s time to realize that the skills business needs may not be available to you…when you need them. Intuit’s new report for the on-demand economy provides insights and predictions that should have all C-Suite members concerned and taking action now.

TalentCircles has published our latest white paper, addressing this topic. Understanding that over 10,000 baby boomers retire each day adds an additional layer of complexity. Now, we believe, the movement will not just be to capture – engage – screen – hire  candidates during talent acquisition, it will also be inventory – blend – balance the generational workforce.

Gig Workers and Boomerangs, blending the workforce of the new economy.  It’s going to happen…


0 comments on “The Time to Invest in Women-Founded Tech Companies is Now”

The Time to Invest in Women-Founded Tech Companies is Now

business woman at seminar

On Wednesday, June 7, TalentCircles President and CEO, Susan Magrino, is thrilled to be speaking at “Women CEOs in Growth Stage Tech: A Think Tank and Learning Event.”

This event was created specifically for women CEOs and Founders to make some very real and very valuable connections.

Founders, investors and decision-makers will be present at this event, and everyone will learn how they can impact the growth of women-founded tech companies.

So, if you are interested in women-in-tech, and want to expand your knowledge, investment or involvment in this aspect of the technology industry,  register here.

And for more information about recruiting women for the tech industry, contact TalentCircles at 415-835-0202 or

0 comments on “How to Attract Candidates for the Toughest Jobs to Fill in 2017”

How to Attract Candidates for the Toughest Jobs to Fill in 2017


According to a Jobs Report by, the toughest jobs to fill in 2017 will be:

  1. Data Scientist
  2. Financial Advisor
  3. General and Operations Manager
  4. Home Health Aide
  5. Information Security Analyst
  6. Physical Therapist
  7. Registered Nurse
  8. Software Engineer
  9. Truck Driver

These careers are predicted to have between 7% and 30% growth over the next decade. And it’s likely there won’t be enough qualified candidates to fill them.

According to HCI (Human Capital Institute), less than one quarter of organizations feel they have a strong enough talent pool to fill their most important positions. If you don’t want to be among the companies stuck with a large number of open positions and a low number of interested applicants, you need to plan for your future recruitment needs now.

Here are some strategies to help generate interest in your organization and its jobs so you can create and maintain a robust network of talent.

Join Industry and Trade discussion groups – If you want top talent in a particular field to be interested in working with your company, it helps to take an interest in what’s important to them. Make an effort to get to know the talent you want to recruit.

Advertise on university websites and college career services offices – 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. They can make your company name recognized among peers and faculty.

Have a strong corporate website – Make sure your website has engaging, interactive information, along with a robust, up-to-date social media presence. Make it easy to find job opportunities and key company information.

Provide the opportunity to interact with company staff members – Whether applying for a job today or considering future employment with your company, potential candidates want to feel welcome and like company employees are knowledgeable and responsive to any questions.

Provide an honest portrayal of the company’s culture, values and vision – Candidates want to know how well they will fit in with the organization and that what’s important to them is in line with the company’s principles. A clear description of the work environment up front can prevent unrealistic expectations and possible disappointment later if the applicant is not a good match for the company culture.

Be flexible as well as willing to offer flexibility – Be open to alternative work experiences and degrees. And, consider offering perks such as flexible scheduling and remote work options. This can entice strong candidates to join your talent network and broaden your reach for finding qualified talent.

Create enticing job ads – Understand who your target audience is and speak to them directly with your ad. Make the job title interesting and be specific about the key responsibilities and expectations. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Try using video and great graphics.

Stay connected – Continue to actively engage with people who show some interest. Whether it’s in a virtual community, a newsletter, or through email or engagement on social media sites, keep in touch. Working with a vendor who offers things like automated, yet personal, messaging and cloud-based recruiting software will candidates will greatly enhance your recruiting efficiency and effectiveness.

When candidates do apply:

  • Make your response quick and personal – Responding to applicants with personalized messaging doesn’t need to be complicated or time-consuming—but it does need to be fast. There are many automated options that can provide an immediate response while still adding a personal feel. At the same time, a personal phone call still goes a long way in making a candidate feel valued, so make the effort to reach out to people you don’t want to lose.
  • Be honest – If the individual doesn’t seem to be the right fit for the current job, that doesn’t mean he or she wouldn’t be great for a future position. Don’t alienate good candidates by giving them false hope or mixed messages, and then never getting back to them.

To keep potential candidates engaged, continue to provide significant information and resources they could find valuable. Show them that you have their best interests in mind and that remaining in your talent community can open them up to great opportunities now and in the future.

For more information on building the perfect talent network call us at 888-280-0808; email; or visit

0 comments on “Using Talent Communities to Fill the Need for Women in Tech”

Using Talent Communities to Fill the Need for Women in Tech


There has been no shortage of talk and concern about the lack of women in the tech industry. But some companies and individuals have decided to do more than just talk or make empty promises.

LiveHire is an Australian talent technology company that has partnered with the insight and technology company, CEB, to create Women in Technology, “an industry movement to attract 100,000 women, from anywhere, interested in working with technology.” And companies like Amazon Web Services, Salesforce and Dropbox have gotten on board.

Rather than seeking out or trying to attract women with technology-related degrees or backgrounds, the idea is to open the playing field to a much broader audience. This is where talent communities can make a huge impact.

In a traditional hiring scenario, job qualifications that include specific technical skills are listed in job postings, and people without the proper tech backgrounds are discouraged from applying. But when companies think in terms of core competencies, aptitude and transferrable skills instead of tech-specific experience they can create diverse talent communities that encourage women to join based on shared interests.

People coming from non-tech jobs who have strong problem-solving skills, good management capabilities, and excellent team-player or leadership abilities can be taught the tech stuff. So, by creating a “community” that attracts women who have the aptitude and attitude your company values—even if they lack specific technical training—you will have a much better chance of building a large talent pipeline full of people who will fit your current and future needs, as well as your corporate culture.

Start generating interest in your organization and the jobs you have available by making your online community a place where potential employees can learn more about your business and products, and find loads of helpful information about how their skills can transfer to a career in tech. This is also where they can share information about interests, skills and past experiences, so you can gather mountains of data about your community members to help you inform your recruiting and hiring decisions.

As you build your talent community, always have the candidate experience in mind. Make it easy and inviting for candidates to join your community and apply for jobs. And, make sure your job descriptions are enticing, convey your company culture and aren’t filled with loads of intimidating technical jargon.

If you’d like more information on building the perfect talent community of women for tech jobs, contact us here at and we can provide you with all the tools you need to engage and screen your candidates, as well as capture and manage all their data. Call us at 888-280-0808 or email

0 comments on “Will You Be Able to Attract Strong Tech Candidates in the Future?”

Will You Be Able to Attract Strong Tech Candidates in the Future?

Tech for the future

According to current industry data, the fight for tech talent is only going to increase. Are you prepared? Will you be able to attract strong tech candidates in the future? Talent for tech-specific jobs will be scarce and recruiters need to make changes now if they want to be able to compete for this limited resource. Think about it. And ask yourself: What am I doing today to create a workplace that will attract job seekers ten years from now?

This is the kind of question that made Cisco Systems perform a complete overhaul of their talent acquisition approach. In a recent RecruitingTrends Thought Leadership piece, Jill Larsen, senior VP for talent acquisition at Cisco, put it this way, “Our mission was simple: We needed to build a best-in-class TA organization to inspire today’s talent for tomorrow’s Cisco.” In the article, How Cisco Disrupted Its Approach to Talent, Larsen provides three lessons that talent acquisition leaders need to follow if they want to be prepared for the future that technology is bringing our way.

She points out the importance of diligently using social networks to capture the attention of job candidates and stay connected. Investing in your talent brand is a necessary step to help you reach more potential talent, give candidates an accurate picture of your culture, and turn all your employees into ambassadors for your organization.

Larsen also explained the necessity of having great recruiters, noting that they are often the first contact that potential candidates have with a company. In the article, she puts it this way: “Recruiters should be equipped with the ability to generate talent pipelines, know how to competitively differentiate your company, deeply understand your products and markets, be able to consult to all their constituencies and, most importantly, they need to be able to negotiate and close the deal to hire the best candidates.” This requires a strong commitment and investment from the company, but, when done correctly, the results will prove that it was well worth the time and money.

The third lesson Larsen offers is the importance of using cloud-based technology. She says that using cloud-based systems that integrate with each other allows for better productivity and a much greater ability to analyze the mountains of data available inside your talent communities. All of this lends itself to more successful strategic planning, as well as the ability to connect with the right people, form symbiotic relationships, and make your organization an appealing option for strong talent.

For more information on building strong talent communities and integrating cloud-based technologies, visit, call us at 888-280-0808 or email

0 comments on “The Unexpected Benefits of Talent Communities for People with Disabilities”

The Unexpected Benefits of Talent Communities for People with Disabilities


Strong talent communities have become an integral part of good recruiting and hiring strategies. The bigger the talent community, the more options for high quality talent employers have. But to populate those communities, it’s up to recruiters and talent management personnel to be open and creative in the way they seek out potential employees and consider what they can bring to the table.

One way to do this is to reach out to the disabled segment of the population. Even with the increased focus on diversity and inclusion in the workplace, people with disabilities are often overlooked as a strong recruitment source. This needs to change.

Recruiting people with disabilities can provide a variety of benefits for your business or organization, including some that can be rather unexpected.

When you consider that nearly 20% of adults in the U.S. alone has a disability, according to a study by the Centers for Disease Control, targeting the disabled population for recruitment opens you up to huge number of potential talent pool members.

Aside from sheer volume, however, people with disabilities also bring different perspectives. Take Jules Dameron, a deaf film director and actor, for example. In the article Deaf Talent community showcases art, Dameron pointed out that “the deaf community should feel empowered in the fact that they have a different perspective with different abilities than everybody else.” She believes “Being deaf is a gift because our brain is wired completely different. We are spatial in the way we relate to the world. We have a really different way of seeing the world than hearing people.”

Dameron also encourages people to drop their preconceived notions that deaf people are lacking and instead make an effort to meet deaf individuals and learn how much they have to offer.

The deaf community is just one example, but Dameron’s point relates to groups with all types of disabilities: Take the time to get to know people before you judge them and make assumptions about their capabilities and what they can offer. Make an effort to attract and engage people with disabilities by creating talent communities that speak to their interests and concerns.

Something to consider as an added benefit of hiring people with disabilities is, the more you learn about them and understand their needs, the greater your ability to at marketing your products and services to that segment and possibly gain them as customers.

Not only that but you’ll be educating your other employees as well, and they, in turn, can carry that education to their communities.

If you’d like to learn more about recruiting and engaging people with disabilities, here are some good resources:

EARN – Resources to help employers recruit, hire, retain and advance people with disabilities

Recruitment and Retention section of the Office of Disability Employment Policy (ODEP) offers Information, resources and research about work and disability issues

The Job Accommodation Network (JAN) helps employers integrate people with disabilities

You might even look into grants from the Workforce Innovation and Opportunity Act (WIOA). The WIOA is intended to help people get the education and training they need to secure long-term career placement. It is also meant to improve services and employment outcomes for individuals with disabilities. Its grants provide for job search and placement assistance as well as employment counseling, career planning and many support services.

Here at TalentCircles we can help with all of your talent recruitment and engagement needs. For more information, visit, call us at 888-280-0808 or email

0 comments on “Has Your Association Become Complacent? Make These Two Changes Now”

Has Your Association Become Complacent? Make These Two Changes Now

Businessman Talking to Bored Staff in Meeting

Good professional and trade associations can bring a lot of value to their members. They provide wonderful networking opportunities, relevant training and education, great vendor discounts, and one strong voice powered by the strength of all the members. They also send the message that the companies and individuals who are members are trustworthy.

Even with all this going for them, many associations tend to be too idle when it comes to staying current with the latest technology and, according to the post, 5 Technology Trends Every Association Exec Should Follow, investing in exceptional talent. But this is a huge disservice to association members and their businesses.

Two of the most important things association leaders can invest in to avoid becoming complacent, and outdated, are member engagement and a good Association Management System.

Association Management System

In the simplest sense, your Applicant Management System (AMS) is computer software that enables you to collect, store and track information, as well as provide members with your information and services. With the right system, however, it becomes a way to generate interest, connect with members often and cultivate relationships.

It’s important to select an AMS that is built on an open platform that is highly configurable so you can continue to add or modify options as your needs change. In addition to being able to spread out costs over a longer time period, the great thing about investing in a platform that allows you to add on stand-alone products at your convenience is that you don’t have to have all the answers about what you need before you actually know what you need.

While you may find that your specific needs change and grow, one constant will be the ease of use.  Be sure you have an AMS that emphasizes quick data search, sort and retrieval, easy administration and dynamic web capabilities.

Member Engagement

A good AMS will also be pivotal in successfully engaging association members. With one system that collects and contains all member information and activity, you can analyze the data to adapt your focus.

Stay aware of what members really want and need. Provide the kind of information, assistance and services that help them solve problems and address their concerns. And do it in a variety of ways so you capture their attention and continue to keep them interested.

When you know your audience, you can actively engage with them through regular emails, video posts and seminars, social media and virtual communities. Many options for staying connected can be automated through your AMS while still conveying a personal feeling. The key is to keep in touch and continue to provide significant information and resources your members find valuable.

Engaged members use association services, provide feedback, are active in online forums, attend meetings, network with other members, offer suggestions and ideas, and are advocates of the association.

And, an added benefit of having engaged members and a great AMS is that you will have plenty of information available, at your fingertips, to search for potentially great talent to add to the association’s leadership or administrative team.

There are many great options available to help you keep your association current and valuable. If you’re not sure where to start, or have questions about improving your current association management strategy, please visit, call us at 888-280-0808 or email

0 comments on “Diversity and Inclusion in the Workplace: It’s Everyone’s Responsibility”

Diversity and Inclusion in the Workplace: It’s Everyone’s Responsibility

Diversity and inclusionA diverse workforce isn’t simply a numbers game focused on how many members of certain groups of people a company employs.  It’s about bringing the diverse perspectives, work experiences, life styles and cultures of those groups together to make the company a better place.

Hiring individuals with diverse backgrounds is just a small piece of the puzzle. Organizations truly focused on diversity and inclusion go beyond investing in blanket diversity initiatives and instead work to foster lasting cultural change among their talent. The entire workforce knows they have responsibility for respecting, embracing and building on people’s differences.

In this blog post, 10 Ways Employees Can Support Diversity and Inclusion from Profiles in Diversity Journal, Robin Pidrelli offers several ideas for how employees can help foster true diversity and inclusion in the workplace. She suggests things like starting or joining an employee resource group; organizing diversity-related events; becoming a mentor; actively learning about colleagues’ different cultures, races, religions and backgrounds; and, being sure to treat people in the way THEY want to be treated—not the way YOU want to be treated.

Not only is creating a diverse and inclusive workforce the right thing to do, it’s also been shown to be the best strategy for a company’s success.

First of all, diverse companies are more attractive to new generations of workers. 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.

In addition, Research continues to demonstrate 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, this 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.

Another positive outcome of creating diverse workforces is how it engenders more open-mindedness in the mainstream. 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, or with physical or mental disabilities, talent-diverse companies provide a chance to challenge preconceived ideas and prejudices, and help stop discrimination.

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.

If you have questions about talent diversity and inclusion, or would like to learn more about the best hiring and recruiting practices, visit, call us at 888-280-0808 or email

0 comments on “Government Hiring Freeze is an Opportunity to Rethink Your Recruiting”

Government Hiring Freeze is an Opportunity to Rethink Your Recruiting

Rethink recruiting

A recent article in The New Orleans Advocate discussed concerns about how the Trump administration’s federal hiring freeze will affect the functioning of New Orleans’ brand new Veterans Affairs Medical Center.

Certainly, the concerns about losing (for now) the many job opportunities the hospital was bringing to the city, and the lack of staff resulting in the inability to treat the many patients who need help, are quite valid. At the same time, though, the government sector might be able to find a positive in this unexpected setback.

If you’re in a government department, use the current hiring freeze as an opportunity to re-invest in your hiring infrastructure so you are even better prepared to recruit and hire when the freeze is lifted.

One of the first things to look at is your current technology. The rate at which new technology options are being introduced in the talent acquisition industry is astounding. Even if your current budget doesn’t allow for an entire revamp to the newest technologies, you can still benefit immensely by incorporating small pieces over time. The recruitment and talent acquisition space has stand-alone products for everything imaginable, so you can pick and choose the elements that are most important to you at any given time. The key to integrating them successfully, however, is to look to the future and always keep your long-term goals in mind.

Whichever technology options you choose, you will want to make sure the components lend themselves to building and maintaining a strong talent network. In order to engage the individuals you’d like to add to your talent network, you will want to use things like webinars, virtual communities, chat booths and social sharing. And, you will need a good system for tracking and managing the data for all those potential applicants.

It’s also important to be equipped to give candidates what they want. At the top of the list are consideration and communication. The best talent wants to work with businesses and agencies that   keep them in the loop during all aspects of the hiring process, from application to interview, to hired or not hired. They expect to know where they stand within a reasonable amount of time, throughout the various steps in the process. They also want a short, straightforward way to apply for jobs and learn about the company and the position. If it takes too long, or requires too many steps, applicants get bored and frustrated and move on. Things like video questionnaires, video resumes and live video interviews are a huge plus.

Ultimately, you want a talent recruitment system that incorporates a multitude of automated options with a personal approach that helps you build connections. Ensure you have a strong corporate website with an honest portrayal of the company’s culture, values and vision, while also regularly engaging with your talent network through relevant, interactive information and a robust, social media presence. Make it easy to stay connected and provide reasons to keep people coming back.

So, put this government hiring freeze to good use. Reevaluate your recruiting methods and reinvest in them so you will be poised to hire the best talent when the freeze is over.

For more information on ramping up your recruiting strategy, visit, call us at 888-280-0808 or email

0 comments on “Build Your Talent Network: Reach Out to Rural Students”

Build Your Talent Network: Reach Out to Rural Students


The education of rural students has not been a high priority focus for government, or for most universities and colleges. But this often-overlooked population can be a great source of future talent. The key is for recruiters, employers and college career development offices to start building meaningful connections within rural communities.

By focusing on what’s important to their community members and providing a way for them to be heard, as well as to connect with colleges, employers and other similar communities, talent seekers can help pick up the slack left by government and simultaneously lay the foundation for creating strong talent networks.

Ask Questions

For starters, find out where rural community members are struggling most when it comes to students’ continuing education and job opportunities. Child poverty is often high in rural areas, and poverty is strongly associated with lower educational attainment. Find out what community members need in terms of resources and motivation for encouraging high school students to not only graduate but to consider furthering their education and focusing on specific types of jobs and careers. Provide “virtual communities” that encourage people to share concerns, ideas and stay connected. Where possible, physical visits to rural locations are an excellent way to show true interest and build relationships.

Listen to Understand

While some issues might seem obvious, don’t assume you know what all rural students, parents and businesses need. If you’ve set up a good system for encouraging input and you can get people talking, really listen to understand what they want. Financial concerns are likely to be a major player in many rural areas, but there might also be a number of ways you can help just by supplying information that addresses their issues and questions.

Explain Opportunities

It’s likely that lack of information and resources causes many students in rural areas to feel that they have very limited options. They might see college as something completely unattainable because they don’t even know where to begin or what questions to ask. Or even who to ask. Providing opportunities that give them better insights into the college application and career development processes can be a big help. Perhaps you could set up an online community where students can find mentors; or, your HR or college career services office could partner with rural communities to provide a realistic picture of the many different job opportunities and how to get those jobs. What kind of education, and what are the steps needed to get it? What skills do they need and what do they have to do to develop them? Be a reliable source of information.

Stay Connected

Continue to be a valuable resource and you will build a loyal following. Your goal with a talent network is to develop strong relationships with potential candidates well in advance of when you actually need them. To do this, focus on nurturing these relationships just as you would any other friendship or acquaintance: Stay in touch through social media, reach out often, show that you’re interested in things that matter to them and be available when they need you. Fortunately, there are many electronic options available to balance the speed and ease of technology with the power to build and maintain solid relationships, while also storing all the candidate information you amass so you’ll have many people to reach out to when new positions open up.

Also, remember that technology isn’t the only way to go. You can add to your talent network through some good old-fashioned hospitality by sponsoring local events or holding an onsite meet and greet to get to know local talent and introduce them to your company or university.


If you’d like more information on the strategies for building a strong talent network, contact us at 415-835-0202 or