Collaborative Recruiting: How Partnerships Drive Successful Hiring Strategies

Collaborative recruiting

Collaborative recruiting is a team-based hiring method that gets key stakeholders involved in selecting and hiring candidates. Taking a collaborative approach to recruitment can help improve hiring outcomes by ensuring candidates are a good fit, but it can also make hiring much quicker and easier.

Collaborative recruiting can be further enhanced through a recruitment partnership through a platform like ScaleFront. Here’s how recruitment partnerships like these can enhance your collaborative hiring strategies.

Successful collaborative recruiting in tech industryBuild Strong Recruiting Partnerships

Collaborative recruiting allows you to build strong relationships with recruitment firms. You can leverage their expertise and network of partners, which is a win-win for all parties. You can grow your company while helping your recruiting partner grow their business. Maintaining a strong talent pipeline is crucial in today’s economic environment where attracting talent is growing increasingly difficult.

Recruitment partnerships help open up talent to your organization and streamline the hiring process.
It’s estimated that the top talent is recruited within just 10 days of looking for a job. Collaborative recruiting allows your business the opportunity to land candidates that can be integral to your long-term growth objectives.

Greater Access to Talent

Collaborative recruiting can help you find the right talent faster. How? By enhancing your access to talent. When your partner with recruiting platforms like ScaleFront, you get access to a much larger talent pool of top candidates.

Along with a broader candidate reach, you also get access to:

  • Specialized talent pools
  • Passive candidates – 73% of candidates are passive

Leveraging the expertise of recruitment partners will allow you to identify top candidates with greater precision. You’ll also have access to tools that can help you throughout the hiring process, from identifying the right candidates to meeting with them and hiring.

A Streamlined Approach to Hiring

Hiring the old-fashioned way is time-consuming and complex. It can take more than 23 days to find and hire the right candidate. Recruiting platforms like ScaleFront simplify and streamline the process of finding, screening, and selecting candidates to speed up the hiring process.

Here’s how:

  • Employers work with ScaleFront’s team of experts to discuss their hiring needs and define their search parameters for candidates.
  • The referral network finds and selects the best candidates based on these parameters.
  • ScaleFront filters the talent pool and sends the top candidate profiles to the employer.

From here, the employer can schedule meetings and interviews to get the hiring process moving.

ScaleFront’s technology makes recruitment as simple as possible, thanks to its advanced tech, which includes:

  • Automation saves time and reduces the administrative burden, allowing you to focus on more important things.
  • Intelligent Search narrows your search to candidates that will best fit your needs.
  • Rapid Scheduling makes it quick and easy to schedule interviews, meetings, and more. Calendar integration ensures you never miss an appointment.
  • Candidate Tracking allows you to see where candidates are in the hiring process at a glance.

Leveraging the tools offered through a recruitment partnership will help you find and secure talent more quickly.

SImplify recruitment process with ScaleFront

A Better Candidate Experience

Collaborative recruiting also benefits the candidate by providing a better hiring experience. ScaleFront’s user-friendly interface ensures a consistent and positive candidate experience. The platform’s integrated tools also make it easy to:

  • Coordinate interviews
  • Schedule meetings
  • Communicate via video chat or calls

With ScaleFront’s communication features, conversations are kept within the app to ensure quality and confidentiality.

Gain Recruitment Insights and Best Practices

Recruiting partnerships provide you with smart hiring tools, but they also connect you to valuable recruiting resources. Recruitment partners offer industry expertise and experience that can enhance the hiring process. With ScaleFront’s data-driven analytics, you gain important insights into:

  • Your ideal candidate’s preferences
  • Market trends
  • The best recruitment practices
  • Proven recruitment strategies

Leveraging your partner’s expertise and following the best practices and strategies for recruitment will optimize your hiring outcomes over the long term.

Measure Success and Make Improvements

Collaborative recruiting can be effective, but how effective? If you’re taking this approach to hiring, it’s important to have the right tools to measure success and find areas of improvement.
With ScaleFront, you can track and evaluate the performance of your recruitment partnerships with ease.

ScaleFront’s advanced reporting capabilities allow you to analyze key data and metrics to measure the success of your recruitment partnerships. Having access to this feedback and insights allows you to make strategic improvements to your recruitment process for better outcomes. Analysis of this data will help you gauge what’s working and what isn’t working with your recruitment process.

The Bottom Line

Collaborative recruiting can drive successful hiring strategies and lead to better outcomes. Partnerships with recruiting platforms like ScaleFront can further enhance and improve recruitment.
Learning to adapt and embrace collaboration as a strategic approach to hiring can help improve employee retention and ensure you’re hiring the best candidates for the role.

Are you ready to leverage the power of collaborative recruiting? Click here to get started!

Strategies to successful collaborative recruiting in tech industry

The Benefits of Using an Online Recruitment Platform for Tech Hiring

Tech hiring tips and strategies

When it comes to filling skilled technology roles, many HR managers are finding that passive recruiting efforts are no longer enough to source quality candidates. With so much demand for tech workers, companies must be proactive in meeting job seekers where they are. That’s where online recruitment platforms, such as TopTal or ScaleFront, can help. Using intelligent search and a variety of built-in features, these tools help connect recruiters with talented professionals who are ready to work.

This post explores just how an online recruitment platform can make your tech recruiting more efficient and productive while saving your team valuable time (and money) in finding skilled workers.

Benefits of using online recruitment platform for hiring tech top talent

Enhanced Visibility and Reach

Instead of waiting for candidates to come to you, online recruitment platforms have existing pools of vetted, screened candidates who are actively seeking opportunities. This gives recruiters more choices and opportunities to find the right hires for niche roles. By specifying detailed parameters, the platforms will match you with a broader, more diverse candidate list than you would have received by simply leveraging an internal job board or referrals.

Time and Cost Effective

Online recruitment platforms eliminate the manual tasks associated with recruiting, allowing you to spend more time evaluating talent. With automated resume screening, job posting, and distribution, and even built-in interview scheduling and assessment tools, platforms such as ScaleFront streamline sourcing and screening. You’ll receive a list of shortlisted candidates in little time at far less the cost of hiring external recruiters or headhunters.

Efficient Candidate Screening and Shortlisting

Using smart technology and automation, recruiting platforms eliminate the chore of candidate screening. Based on your inputs, the tools will parse through databases to find individuals with the right skills, education, and experience for specified roles. Hiring teams will then receive an initial batch of shortlisted candidates to evaluate without the potential bias or subjective screening practices that come into play during manual shortlisting processes.

Access to Advanced Tools and Features

Instead of investing in tech-forward recruiting tools, online recruiting platforms allow HR departments to tap into a variety of hiring solutions in one seamlessly integrated option. Example features often include automated resume parsing, reference/background checks, initial video screening, interview scheduling, and communication channels between candidates and hiring teams. These features allow recruiters to consolidate their hiring tasks using a simplified interface and make more informed decisions using the power of smart sourcing technology.

Online recruitment platform can help HR professionals to reach top tech talents

Data-Driven Hiring Decisions

Oftentimes, the data behind the recruiting process is overlooked, but it can have valuable implications for organizations looking to optimize their hiring efforts. Many online recruiting platforms automatically collect data on the screening, sourcing, and selection process. This can allow recruiters to analyze key information on hiring times, candidate criteria, and other valuable insights to further refine their processes in the future.

Improved Candidate Experience

Online recruiting platforms don’t just serve recruiters. They see job seekers as their customers as well, and, as such, they make significant investments in the candidate experience. Depending on the tool, candidates often enjoy features such as real-time application status updates and notifications, integrated messaging, and interview scheduling. With a more personalized experience, jobseekers will feel more satisfied when going through an interview process with your company and will be more likely to recommend and consider you for future opportunities.

Bottom Line

The demand for tech workers remains high across all industries. Now’s the time to start investing in options that will give you the best opportunity to find the talent you need. With integrated smart technology, advanced, candidate-first features, and optional analytics, online recruitment platforms can help you find talented hires for your open technology roles in no time.

If you’re still on the hunt for the right platform, start your search with ScaleFront. This talent marketplace provides recruiters with comprehensive profiles and a variety of integrated tools to help you not only source but better connect with candidates throughout the hiring process. Sign up today and see why recruiters from across industries are making the switch!

Learn more how ScaleFront can help you hire top tech talent

How to Attract Top Tech Talent: Tips and Strategies for HR Professionals

Recruitment strategies for tech recruiters

IT tech spending is expected to grow by 2.4% in 2023 despite reports of tech layoffs. Businesses must work to attract top tech talent because demand is still outpacing supply in the industry. To appeal to the best talent, HR teams need to align with the needs of these professionals and leverage recruiter resources adequately.

HR professionals can do a few things to attract the tech talent their employers need to exceed expectations, fill skill gaps and help spur growth. We’ll be discussing tips and strategies that position your company as a top destination for these professionals.

Tech recruiters tips and strategies

Build a Strong Employer Brand

  • Employer branding, or its reputation and identity, can do one of two things:
    Organically attract top talent
  • Push potential talent away

Successful recruitment teams build brands that employees want to be a part of and help grow. Prime examples of companies with strong branding include Google, SAP, Salesforce, and HubSpot. Google alone receives 3 million resumes per year. Many of these applications are from the best-of-the-best talent in the industry.

Building a strong employer brand is possible if you do the following:

  • Improve company culture: Start within and ask employees what you can do better. Ask if employees are happy with benefits, growth potential, pay, leadership, and more. Use these suggestions to create an internal company culture that people want to join.
  • Content strategy: Create content about your brand demonstrating what it’s like to be a part of your team and show tech talent what they gain by being a part of your company.
  • Invest in your team: Your employees are your greatest asset. Invest in these professionals, and offer opportunities for growth, training, and advancement.

Branding is only part of the puzzle. You also need to offer competitive pay and benefits packages.

Offer Competitive Compensation and Benefits Packages

Review the best resources for recruiters, and you’ll quickly find that top talent often follows the money. If you want to work with the smartest minds in tech, you need to offer compensation and benefits that match their skill sets.

LinkedIn, Microsoft, Google, Qualcomm, and Facebook are the top-paying tech companies for early career pay and even for mid-career pay. The benefits of these companies are also exceptional. You need to offer competitive compensation, which means:

  • Matching or going above the market in your area
  • Offer competitive benefits packages, going beyond just healthcare and paid vacation time

For example, Google has assistance programs for mental health and wellness centers. They used to supply snacks and food to employees as well. Severance packages of 16 weeks plus an additional two weeks every year are another benefit.

You’ll need to find the happy medium for tech workers in your area and try to think “outside the box.”

Provide Opportunities for Growth and Development

If you want to attract and retain top tech talent, you need to provide opportunities for professional growth and development. In fact, 49% of employees expect their employers to support career growth.

Implementing a professional development program can help not only attract talent but retain it and improve job satisfaction along the way.

SAS, a business analytics software and services company, offers several opportunities for growth, including:

  • Career mentoring
  • Emerging leadership programs
  • A career resource center

Recruitment tips for HR professionalsOffer Flexible Work Arrangements

Today’s tech workers want flexibility in where, when, and how they work. A recent survey from Slack found that a staggering 94% of workers wanted more flexible work schedules.

Giving employees the option to work remotely or set their own schedules can help appeal to the top talent looking for a better work-life balance.

Many companies in the tech industry are offering flexible work options, including:

  • Dell has been allowing employees to work remotely since 2009.
  • DuckDuckGo has a “work wherever, whenever” policy, so employees are free to make their own schedules.
  • GitHub offers remote work options as well as unlimited paid time off.

Leverage Social Media and Networking

If you want to recruit top talent, then you need to be where your ideal candidates are – and chances are, they’re on social media.

An estimated 4.9 billion people worldwide are using social media, which means some of the most talented tech professionals are likely using these platforms daily. Many of these individuals are looking for job opportunities.

Social media is one of the best resources for recruiters, but networking can be just as effective. Recruiters should leverage both to attract talent.

Use these tips to succeed with social selling:

  • Define your ideal candidate and appeal to them by giving them a glimpse of your company culture, unique offerings, and team.
  • Focus on the big 3: Twitter, LinkedIn, and Facebook. These are the platforms your ideal candidates are most likely using.
  • Don’t be afraid to experiment with YouTube and Instagram to highlight what you offer as an employer.

Salesforce uses the hashtag #SalesforceOhana when posting content about employees on social media. Their social recruiting strategy is all about positioning themselves as a fun place to work and encouraging employees to serve as brand ambassadors.

Bottom Line

You must take a comprehensive approach to attract top tech talent. Implementing the tips and strategies above are a step in the right direction.

Click here to discover how ScaleFront can help bring top talent to your business.

Recruitment tool for tech recruiters

Beyond the Resume: How Recruiting Firms Add Value to Your Hiring Process

Top executive recruiting firms

In today’s competitive job market, it’s not enough to sit idly by and wait for candidates to come to you. Proactive recruitment measures have become table stakes, and there’s no one better at sourcing top talent than recruiting firms. These organizations no longer just connect companies with talent pools. They now offer niche, industry-specific guidance and capabilities that help you amp up your hiring game and find exactly the right candidates every time.

In this article, we’ll explore just how recruiting firms can add value beyond resumes and help your organization build a stronger, more effective hiring process.

Expedite hiring process with recruiting firms. Learn more how on ScaleFront

Leveraging Industry Expertise and Insights

When working with recruiting firms, it’s best to select one that specializes in your industry (if at all possible). This ensures that the talent sourcers you’re working with already understand the skillsets you need and what factors affect opportunities in your particular market. And since these firms work with other competing organizations, they’ll also be able to appropriately advise you on the competitive environment for talent and what you should do differently to ensure your firm remains a top choice for jobseekers.

Streamlining the Screening Process

According to a 2023 study, approximately 118 people apply for any given open role. That’s a lot of resumes to sift through for any HR team. Let recruiting firms take the hassle out of the screening process. By leveraging automation and customized filtering, they’ll take on the tedious task of shortlisting qualified applicants. This frees up more time for your recruiters and allows them to focus on more important priorities, such as interviewing and ultimately negotiating.

Providing a Personalized Candidate Experience

One advantage of working with recruiting firms is the ability to tap into a wide network of job seekers. These firms work hard to cultivate relationships with candidates and ensure they are provided with all the resources they need as they go through a hiring process with a company like yours. For prospective employees, that typically means a more pleasant, personalized interview and hiring experience. Ultimately, this reflects positively on you as a potential employer and ensures the candidates you receive are ready and qualified.

Ensuring Cultural Fit

In today’s world, competitive pay and benefits are not enough to attract and retain top talent. Workers desire an environment that is aligned with their values, and organizations would be wise to similarly recruit based on cultural fit. Recruiting firms can support these efforts by leveraging behavioral interviews, personality assessments, and other evaluations during the initial screening process. This ensures that shortlisted candidates can not only do the work but are also right for your company’s mission and values.

Bottom Line

Whether you’re a small business owner or a human resources executive with a Fortune 500 company, partnering with a recruiting firm is always a wise decision. By leveraging the specialized expertise of these organizations, you can build a continuously strong talent pipeline of qualified candidates for virtually every role in your organization. A resume doesn’t tell the whole story. Recruiting firms know this well, and it pays to tap into their technologies and insights when recruiting fresh talent.

Amp up your tech recruiting strategy the right way with ScaleFront – sign up today to see the difference. Get started with best tech recruiting strategy with ScaleFront

The Top 6 Recruitment Tools Every Tech Recruiter Should Use

Helpful tools in recruitment

The recruitment process has become increasingly digital and streamlined, thanks to a wide range of innovative tools available to tech recruiters. From applicant tracking systems (ATS) to AI-powered recruitment solutions, technology has revolutionized the way HR professionals find and hire top talent. In many ways, the job description of a recruiter has been completely rewritten as technology has replaced repetitive tasks. Sourcing, candidate communication, and even the interview process have been completely revolutionized in recent years.

In this article, we explore six essential tools that every tech recruiter should consider using and how they can help optimize existing recruiting efforts, save time (and money), and ultimately find the best people for the job.

Beneficial recruitment tools for tech recruiters

Applicant Tracking System (ATS)

ATS software has become table stakes when it comes to recruiting in the tech world. These solutions help streamline the hiring process for recruiters, ultimately saving them valuable time by helping HR teams sort through resumes, schedule interviews, and search and filter candidates from an in-house database of applicants. For analysts and compliance specialists, these tools are also useful in measuring real-time HR analytics and ensuring compliance with labor laws and regulations.

Tech recruiters have an abundance of ATS tools available to them. Popular solutions include SmartRecruiters, Greenhouse, Lever, and Workable. Ultimately, the right solution will depend on your HR processes, what you rely on automation for, the size of your team, and how many roles you have open at any given time.

 

Video Interviewing Platforms

As remote work has become more and more commonplace, so too has the hiring and interview process. Many tech companies now begin initial screenings or conduct entire interview rounds exclusively over video interviewing platforms. These tools allow candidates to schedule interviews, submit pre-recorded videos, or meet live with hiring teams from the convenience of their home or office.

For HR managers, these video platforms allow them to save money and gain access to a larger pool of candidates early in the process than if they had to fly in each person for an interview. Some platforms even include AI-powered tools that assess candidate responses and physical reactions, providing more insight to recruiters than if they had met the job seeker in person. Popular video interview platforms include HireVue, Spark Hire, and InterviewStream, all of which are built with recruiters in mind.

 

Talent Sourcing Tools

In the competitive world of tech recruiting, finding the right pool of applicants is often the most challenging part of the process. That’s where sourcing tools come into play. Using smart technology and optimized candidate-matching processes, these solutions allow recruiters to find and attract job seekers to open roles based on job descriptions and candidate profiles.

Some of these sourcing tools act as an ATS, allowing HR teams to store resumes, screen databases, communicate with candidates, and schedule interviews. While your organization’s careers page can attract applicants organically, sourcing tools provide an untapped pipeline of individuals with a diverse array of talent who are actively seeking employment. Examples of popular sourcing solutions in the tech space include LinkedIn, ScaleFront, and TopTal.

Using advanced technology in recruitment

AI-Powered Recruitment Tools

Tech recruiters increasingly value artificial intelligence (AI) as experience that they look for in candidates. And now, many of those same recruiters are leveraging the power of AI to find and hire these same professionals. Tools that leverage AI and machine learning technology can help HR managers sort through resumes, process candidate data, match applicants, and handle repetitive tasks such as interview scheduling and conducting assessments.

By automating tasks and reducing manual interventions, these solutions can help organizations save time and resources, allowing recruiters to focus on efforts that require more interpersonal interaction. Interestingly, AI can also improve the candidate experience by making the hiring process more streamlined and providing quick answers to questions from job seekers. Whether you’re using ScaleFront for sourcing, HireVue for interviewing, or Mya for communicating, you’ll see AI already integrated into hiring processes across the board. 

 

Job Board Aggregators

With so many companies hosting open opportunities on their individual job pages, it often can be difficult for job seekers to sort through the pack. Enter job board aggregators. These sites compile open opportunities from a variety of sources and present them to users in one easy-to-use interface. For applicants, they provide a way to easily search for open roles, submit applications, set alerts, and even see reviews and ratings for employers.

For recruiters, these platforms often allow them to post open roles and reach millions of job seekers who are actively seeking employment. With a wider pool of candidates and a sizeable database of resumes, it’s easy for companies to find exactly the right talent for open roles. Among both job seekers and recruiters, the most popular platforms for technology roles include ZipRecruiter, Glassdoor, and Indeed.  

 

Recruitment Platforms

For technology organizations large and small, recruitment platforms have become a popular solution to handle end-to-end recruitment processes. These tools can help with job posting, sourcing, resume screening, applicant tracking, and communication. If you’re in the market for a new HR solution, it’s worth considering how a recruitment platform can help complement your existing sourcing efforts.

Just keep in mind that not all recruitment platforms are created equal. Some platforms are only designed for specific purposes, such as screening or interview scheduling. Ideally, you’ll want an all-in-one solution that integrates several modern recruitment tools in one platform. ScaleFront, for example, integrates smart sourcing technology, AI, interview scheduling, and communication management, giving recruiters a one-stop shop for their sourcing needs.

 

Conclusion 

Technology has revolutionized the recruitment process, making it easier and more efficient for HR professionals than ever before. This article has highlighted six essential recruitment tools that every tech recruiter should consider using. From applicant tracking systems and job board aggregators to video interviewing platforms and AI-powered tools, each solution offers its unique benefits that can help streamline the hiring process, save time, and ultimately find the best talent for open roles. By integrating this technology into existing recruitment efforts, tech recruiters can stay ahead of the curve and compete in a rapidly evolving job market.

If you haven’t yet taken the plunge and committed to new tools, now’s the time to start exploring your options. With so many tools on the market, it’s easy to find the right one to help supplement your recruiting efforts in the right way. If you’re looking for an all-in-one platform, options such as ScaleFront are great places to start. Get started with ScaleFront today. 

Top recruitment tools ever tech recruiter should use

The Role of AI in Modern Tech Recruiting

When it comes to recruiting for technology roles, recruiters know that they must keep pace in order to remain competitive. That means investing in not only a positive candidate experience and the right sourcing strategy but also the necessary tools to find the best possible person for the job. Increasingly, these tools are becoming more and more advanced, and that’s a great thing for recruiters and hiring managers.

Artificial intelligence (AI) has gone from a buzzword to a tactical solution for industries across the spectrum. For HR teams, it has proven to be a valuable tool that can help them more easily sort through resumes, match candidates to open roles, communicate with job seekers, and schedule interviews. It can also play an integral role in onboarding and post-hire processes.

Although AI can be incredibly supportive, it’s important to understand its limitations as well. This post details the benefits and drawbacks of using AI in tech recruiting and how human interaction still plays an important role.

The role of AI technology in recruitment

Benefits of AI in Modern Tech Recruiting

Open corporate jobs receive 250 applications on average – that’s a lot of resumes to sort through! The right AI tools can make resume screening easy by automatically parsing through applications and presenting the recruiter with the best matches based on the job description. By having a machine look at resumes, it eliminates any potential human bias that might come into play. The recruiter can still, of course, shortlist candidates based on what the AI tool recommends.

Many organizations have even integrated AI into the initial stages of the hiring process by utilizing chatbots and virtual assistances to recommend opportunities and provide information to prospective workers. These integrations can not only save organizations money, but they can help deliver improved candidate experiences while also freeing up HR teams to focus on less repetitive tasks that need their attention.

Limitations of AI in Modern Tech Recruiting

While AI solutions can be valuable, time-saving tools for recruiters, it should be noted that they are not (and should not be) a replacement for a human. Recruiters are professionals who specialize in people. AI tools are essentially robots; they cannot make adequate assessments regarding soft skills and interpersonal qualities that many culture-driven organizations put at the forefront of the hiring process.

Depending on how these tools are programmed, they can also perpetuate biases and end up putting forward candidates who all appear pretty similar. As workplace diversity initiatives become more and more important, human eyes may be necessary early on in the screening process to ensure that a diverse array of talent is ultimately shortlisted for any available opportunity. After all, what’s written on a resume isn’t always an indicator of fit for a job.

The Importance of Human Interaction in Recruitment

For many candidates, the hiring process and their relationship with a recruiter play an important role in their ultimate decision to accept an offer. If AI solutions are leveraged too heavily during recruitment, you lose that valuable human-to-human connection, and the candidate experience suffers as a result. Ideally, job seekers will be introduced to a human early on in the process, if only so they can have a face to associate with the organization. 

People are complex, and, ultimately, a robot cannot take the place of an interviewer. Recruiters, having conducted a myriad of interviews over their careers, have developed a seasoned intuition for identifying qualified individuals and any potential red flags when interviewing candidates. As you look to leverage AI solutions as part of your hiring strategy, it’s best to consider how these tools will support recruiters rather than replace them in part.

Candidate experience affects job offer decision

Achieving a Balance Between AI and Human Interaction

There’s no doubt that artificial intelligence is a net positive when it comes to tech recruitment. As more solutions come online, it’ll be up to organizations to determine how to best integrate them into their existing processes. Ideally, the best strategy harnesses the power of AI to optimize processes while also retaining the human interaction that recruiters are skilled at delivering.

If you decide that using AI is the right fit for your organization, it’s important to prioritize training and development. All members of your HR team should understand at the onset how to best leverage the technology to streamline their efforts without sacrificing the “human element” in recruiting. Some solutions are better than others. ScaleFront, for example, helps talent managers strike a balance between automation and human processes. Their intelligent search platform delivers optimal candidate profiles, but it’s up to its users to ultimately select who to shortlist for each open position.

Bottom Line

AI has become an essential tool for modern tech recruiting, offering a range of benefits from resume screening and initial candidate engagement to interview scheduling and onboarding. However, it’s important to understand that AI has its limitations and should be used to replace traditional recruitment. While AI can save time, human recruiters bring essential skills to the table that should not be overlooked. Organizations that achieve a balance between AI and human interaction in their recruiting strategy are better positioned to attract the best talent while creating a positive candidate experience.

If you’re looking for an easy solution that harnesses AI tools to find the right candidates but also helps you build genuine connections, give ScaleFront a try. While some HR solutions rely too heavily on AI, ScaleFront takes a different approach. It balances smart technology with human interaction to help talent leaders source ideal candidates from around the world.

Amp up your tech recruiting strategy the right way with ScaleFront – sign up today to see the difference.

Attract ideal candidates with ScaleFront

Future of Freelancing: How to Sell Your Knowledge

Tips about freelancing

Freelance work has become incredibly popular over the past few years. Radical shifts in the job market during the pandemic gave workers more free time and flexibility to pursue intendend interests. For many, they turned to freelancing as a way to leverage their knowledge, skills, and experience to earn extra income during their own time.

Even if you’re already employed full-time, freelancing on the side can allow you to supplement your income on your own terms. You decide what jobs to accept work for based on what you enjoy doing and what you’re good at. Whether you’re a graphic designer or uniquely skilled at setting up Shopify accounts, there’s likely a profitable freelance niche that you can start pursuing today.

As freelance work has become more competitive, it’s more important than ever to find ways to differentiate yourself from the crowd. If you’re considering freelancing, here are some top tips to help your gigs stand out.

Things to know about freelancing

Identify Your Unique Knowledge and Skills

The first step on your freelance journey is to identify what you’ll actually be selling. Think about the work you’ve done in the past. What are you particularly good at? Don’t limit yourself. Even something as seemingly mundane as setting up an Excel worksheet can be sold as a freelance gig if presented in the right way. In addition to your skills and experience, what do you actually enjoy doing? Remember, you’re committing to selling your time, so you might as well enjoy what you’re offering.

The next step is to identify your target market. If you’re selling graphic design services, for example, your target market may be small business owners looking for logos. If you’re talented at photography, your market may be individuals looking for wedding, engagement, or family photos in your area. Identifying who you will be selling your services to will ultimately help you craft a unique offering and know where to network and spend your time.

Promote Your Services Far and Wide

So you’re ready to start selling your services, but how will people know you’re offering them? Now’s the time to start marketing yourself. Many freelancers start with family and friends. Let people in your in-person and online networks (e.g., Reddit, Facebook, LinkedIn, Twitter, etc.) know that you are now offering freelance services and invite them to recommend people who may be interested. Ultimately, this will help you grow your network as word-of-mouth is a uniquely strong marketing tactic in the world of freelancing.

You should also strongly consider developing your own website or profile on a freelance site. Once you have a prospective client, you can point them to your page to help them better understand your background, what’s included in your services, and what your rates are. You can also “show and tell” by sharing or uploading a portfolio of work you’ve done in the past. This can help prospective customers understand your unique style and what you will ultimately be delivering to them once they purchase services from you. 

How to be successful in freelancing

Find and Pitch Work at Every Opportunity

There’s a world of people out there looking for freelancing services (even outside your own network). One opportunity is online job platforms such as ScaleFront. Individuals and organizations large and small are constantly hiring freelancers to work on short-term projects or fill temporary roles. Start by browsing these job markets for freelance work in your niche. Usually, you can simply apply with just your resume and be hired quickly by recruiters. Some job portals even allow you to post your resume to help recruiters better find freelancers with your unique skills.

At every opportunity, don’t be afraid to put yourself out there. Take time to practice your pitch. What will you be offering, what makes you unique, and how can you help your clients achieve their personal or business goals? Once someone has indicated they are interested, never sell yourself short. Be sure to negotiate pricing and terms for your work as you feel comfortable. Your time is valuable. Although sometimes it helps to keep rates low initially to attract work, never compromise on a price you don’t feel comfortable with.

Continually Learn and Improve

Like any professional opportunity, success in freelancing is a direct result of your knowledge and effort. Regardless of your niche, always find ways to improve your skills and expertise. Stay on top of trends and take time to learn new things in an effort to expand your offerings. For example, if you’re a programmer, perhaps consider learning an additional programming language. If you’re a graphic designer focusing on logos, expand your offerings to website design or advertising. Investing in yourself will help you grow as a freelancer, allowing you to attract a wider pool of clients and grow your income at the same time.

There are even freelancing communities and organizations that you can join that are devoted to supporting individuals like you. Freelancers Union, for example, offers networking opportunities, mentorship, events, and support to help freelancers grow and develop themselves as solopreneurs. There are even organizations that offer health insurance to freelancers who have left their full-time roles in pursuit of freelancing. 

Online platform for freelancers

Bottom Line

If you’re considering starting work as a freelancer, there’s no better time than the present. By reaching out to your immediate network and establishing your own online presence, you’ll land your first clients and be on your way to establishing a successful side hustle. Over time, investing in yourself as an individual and broadening your skillset will allow you to expand your offerings and make your freelance work even more fulfilling.

If you’re looking for a short-term freelance assignment now, online tools are available to help. One popular option is ScaleFront, an online recruitment platform that utilizes a unique referral network. Simply register and search for opportunities within your skillset, and you’re sure to find a flexible, short-term assignment that meets your immediate freelancing goals. Get started today!

Considerations When Switching Recruiting Platforms

Finding the best recruiting platform

Gone are the days of simply posting a job on your website and waiting for top talent to come in. With so many online recruiting tools on the market today, jobseekers have more options to find the right opportunity, and recruiters are taking advantage of an increasing number of solutions to fill open roles with premier candidates. As a result, the job market has grown increasingly competitive. If you’re using outdated recruiting methods or platforms, you’re likely missing out.

Online recruiting tools have become one-stop-shop solutions for recruiters at organizations big and small across industries. If you’re looking to beef up your recruiting game with a new tool or are simply considering switching to a new platform, here are some key considerations to keep in mind.

Things to consider when switching recruiting platform

Assess Your Current Recruiting Process

First, it’s important to take a step back and examine your current hiring processes. What is working well, and what are you looking to improve? If you’re manually poring over hundreds of resumes for every role, utilizing a recruiting platform would certainly help you become more productive and efficient with your time. In many ways, it can do much of the work for you, and you’ll be surprised at how smart the solution is at matching the right candidates based on resume profiles.

If you’re using an outdated tool today, be sure to research the additional features that a modern tool could offer and how that could help you improve your process. By knowing your pain points and what you’re looking to do better, you’ll be able to identify exactly what you’re looking for in a newer solution.

Research and Compare Online Tools 

Before jumping the gun on purchasing a new tool, it’s important to do your homework. As the trend of online recruitment tools has grown in recent years, recruiters are certainly not left starving for options. This is a good thing, but, with so many choices, it’s even more important to understand how products differ and what the best option is for you and your HR team. If you’re juggling hundreds of open roles at a time, for example, a platform designed for smaller organizations may not be the best fit for you.

Refer back to the objectives you set for your hiring process and compare the different features of each tool to decide which fits your company’s needs best. When comparing options, some key features to consider include resume parsing capabilities, job posting options, applicant tracking software, and any available communication tools. Reading user reviews and recommendations is also a good way to see what other recruiters think before you buy.

Things to keep in mind when looking for a recruitment software

Consider Implementation Hurdles

So you’ve purchased a brand-new recruiting product – now what? Integrating a new technology solution can be a time-consuming task for many organizations. When reviewing options, it’s important to consider how such a tool will be operationalized and what costs are involved. Additional teams may also need to be brought in to ensure that the solution meets standards set by your organization and can be successfully integrated with existing platforms.

Data privacy and security are also important considerations as well. Personally identifiable information is often shared by job seekers in an online application, and they are trusting you to keep this data safe and secure. And finally, once the tool is in place, you’ll need to make a plan to train recruiters and relevant HR teams. Some solutions offer live, in-person training as part of a sales package, which can be especially helpful for big organizations.

Continually Evaluate Your Needs

After you have successfully purchased and integrated a new online recruiting tool, the final step  is to analyze its use and efficiency. Is it working as expected? Compare your prior process and productivity metrics to how your team is performing now. Have improvements been made? If you’re unhappy or not seeing the benefits you thought, it may be necessary to adjust your strategy.

Savvy recruiters know that the job market is always changing. What works today may not be the best way of finding candidates tomorrow. Even if the new solution is working well for you, it’s still important to stay up-to-date on new releases that may come out and any added features and updates. If your solution isn’t delivering for you a few years down the line, it may be time yet again to find something new in order to remain competitive.

Bottom Line

The importance of regularly evaluating your current recruitment process cannot be overstated. Finding top talent in today’s market takes creative solutions, and it’s important that your recruiting tools are working well for you. Not only can a new tool deliver increased efficiency and cost savings, but it can also help you delight hiring managers with the right candidates every time. 

One solution that can help you find those top candidates is ScaleFront. An online recruitment platform designed by recruiters, ScaleFront takes the pain out of hiring. Whether you’re looking for short-term project workers or long-term, permanent hires, ScaleFront puts top talent in your pipeline every time. Make ScaleFront a part of your online hiring solution today!

Find the top candidates with ScaleFront - the best recruitment platform in US

Tips for Recruiting in a Recession

The latter half of 2022 has been marked by rates of high inflation and continued market stagnation. As we enter 2023, economic uncertainty continues to loom. Although job numbers have remained relatively strong, there are signs that a weaker economic environment is on the horizon. While organizations of all types are exposed to this type of market volatility, recruitment firms and talent professionals can find it especially difficult to effectively achieve an optimized workforce during a recession.

Regardless of what actually lies ahead, it’s always good to be prepared for uncertainty. Here are the best practices for staying on top of your hiring game in an economic downturn:

Tips for recruiting in a recession

Assess Your Hiring Needs

As a talent professional, you should be continually assessing your company’s hiring needs regardless of the economic environment. It’s always a good idea to evaluate your long-term goals and what skills and talent your organization needs to attain them. During market downturns, most organizations shift into survival mode and begin focusing more on immediate needs. Are there open roles that are necessary to fill now? If so, it might be worth considering a freelancer or contractor for short-term project work.

When the market is volatile, it’s important to be quick with hiring decisions. As conditions change, funding for additional roles may be pulled, leaving open roles unfilled until things improve. Additionally, when making an assessment of your company’s hiring needs, be sure examine your overall hiring process as well. Are there areas you can tighten up, or do you need to change your strategy entirely to attract better candidates?

Hiring strategies in 2023

Create a Plan

Staying proactive is crucial in times of economic uncertainty. After assessing your needs, outline a plan of how you’ll accomplish your hiring goals in 2023. It may be helpful to create both a best-case and worst-case scenario. If a recession hits and continues to worsen, how will your talent needs change? Will there be hiring freezes? If the market pick up again, what additional roles will you open up?

Having a plan of attack will allow you to set appropriate expectations with hiring managers regardless of the hiring environment. Things can also change drastically over the course of the year, so it’s also important to remain flexible and pivot quickly. This will keep you ahead of the game and ensure your organization continues to succeed to the best of its ability.

Tips in accomplishing hiring goals

Utilize Hiring Software

One of the most drastic changes the pandemic has left us with is the increasing use of automation or AI, especially in the hiring process. If your company has yet to adapt to this change, it may be worth investigating whether adopting a hiring software is right for you. There are a number of valuable solutions  on the market today that can assist your hiring needs, including applicant tracking systems, candidate databases (or CRMs), and even onboarding software after you have acquired talent.

Each hiring software has different pricing models depending on the size of your company. When times are tougher, you may only be able to allocate funds for a few key platforms. When conducting your needs assessment, examine the current (if any) software you are using and what efficiencies could be gained by making strategic investments in new tools.

Recommended hiring software in 2023

Enlist Professionals

When recessions hit, organizations tend to become more resourceful enterprises operating at full capacity with as few resources as possible. This can lead to teams being spread thin as they take on more projects and responsibilities outside their normal scope of work. When this occurs, getting support from a professional recruiter or recruitment team can be one of your safest bets.

Outsourcing to a recruitment team will ensure an optimized hiring process in line with a set budget while also enjoying expert guidance in the current market environment. Giving a third party more responsibility and hiring tasks to control can also free up your business to focus on long-term strategy and growth, which is crucial during uncertain times.

Benefits of outsourcing recruitment team

Conclusion

The best thing you can do when facing a potential recession is to assess and develop a plan. Being proactive about hiring and knowing your next move are important to ensure your organization is able to attract and retain key talent to keep systems running and generate maximum revenue.

If your organization’s recession plan includes optimized hiring practices using software or professional support, reasonably priced solutions are available. One option is ScaleFront, an open recruiting platform that connects talent seekers with remote applicants around the globe. The solution also offers recruiting consultants who can help assess your needs and ensure your organization finds the right people to keep your business running.

Finding the right tools can make all the difference when times are tough. Make ScaleFront a part of your 2023 plan today.

ScaleFront, the best recruitment software.

Recruiting in 2023: What to Expect in the New Year

Recruiting trends in 2023

Recruiters and talent managers are among the most nimble workgroups in an organization. The hiring market is constantly shifting, and they know that they must continually adjust and adapt to keep up. The current environment is no different. New strategies are going to be required in order to find the best possible talent for hiring managers. From automating your systems to focusing on your brand and talent pipeline, now’s the time to start evaluating your current practices and what you can (and should) be doing better.

As we enter the new year, it’s time to set your recruitment resolutions. Here are some top recruiting trends to consider in 2023.

Talent acquisition and recruitment trends in 2023

Invest in Recruiting Automation

The internet age radically changed how candidates find and apply for jobs. Newspaper advertisements, job hotlines, and referral networks have been replaced by job portals, search engines, and web forums. If you haven’t upgraded your recruiting strategy to meet the moment, now’s the time. 

Software is available for talent teams that automates the entire recruiting and onboarding process. It can help you easily scan resumes, manage your candidate pipeline, nurture prospects, and increase performance with online recruiting systems. This is an essential tool in your HR toolkit. Don’t enter 2023 without it.

Invest in recruiting tools

Focus on the Data

As the rise of recruiting automation software has taken hold, recruiters have found incredible value in data and reporting. If you’re using the right tools, you can glean unique insight into your recruiting practices to ensure that you’re finding and hiring the right candidates in the most efficient way. 

Data-driven recruiting practices include tracking pipeline growth metrics and the overall quality of the hiring process via feedback scores. This can help address pain points from an internal or candidate perspective, helping you find great talent every time. Recruiters who don’t incorporate data in their strategy in 2023 will likely have a more difficult time competing for top candidates in a crowded field.

Data-driven recruiting practices is one of the recruiting trends in 2023.

Build a Better Brand

The hiring market has shifted since the onset of the pandemic in 2020. More than ever before,  candidates are in the driver’s seat and are looking for top companies to join. Your firm’s reputation will determine how many jobseekers you attract into your pipeline. A strong brand can also reduce turnover and recruitment costs.

Most candidates passively evaluate a brand before applying to the job. Even if you don’t work for a brand that’s a household name, there’s now a plethora of job review sites that invite current employees and applicants to submit honest feedback on companies. Developing a brand that resonates with prospective candidates should be a top priority for recruiters and companies next year.

Applicants or candidates also consider a brand image and reputation, building a good brand image is important.

Rethink the Candidate Experience

How you recruit and onboard candidates makes a big difference. No one is interested in a two-month-long, strenuous hiring process. Adding more interviews than necessary or drawing things out is an easy way to turn away top talent; they’ll get scooped up by the competition while you’re still scheduling more interviews.

Consider ways to make the applicant experience easier and more appealing. That includes not only streamlined hiring but also hybrid or remote flexibility. Not only will candidates come out happier on the other end, but your talent pipeline is likely to remain fuller with higher quality resumes.

Improving candidate experience is one of the nest recruitment strategies to implement.

Make DEI a Priority

A proper diversity, equity, and inclusion (DEI) strategy is nothing new. However, if you haven’t considered just how important it is in recruiting, make it part of your top strategies to carry into 2023. We all know that more diverse firms tend to be more innovative, successful, and relevant. That starts with hiring.

Look at your talent pool today and consider how you can attract candidates from different backgrounds, viewpoints, and perspectives. Consider, for example, redesigning job posts to be more inclusive. Or, find ways to source from different pools and target diversity referrals. There are a host of diversity-focused organizations and talent networks out there that would be more than willing to partner with you in 2023.

Making diversity, equity, and inclusion a priority is an effective recruitment practice to hiring success.

Recruit Better in 2023 With ScaleFront

Ultimately, recruiting is about more than just placing people in open roles — it’s about filling your organization with the right talent to help it thrive. Every new year brings new challenges and opportunities for firms. This year, let finding top talent be less of a challenge.

ScaleFront, a top recruiting platform, offers you a way to source incredible talent for teams across your organization. You’ll gain access to our search experts who’ll work closely with you to determine your criteria. From there, we’ll filter profiles on your behalf and send you the top candidates most worthy of an interview.

The right tools help find the right people. Start hiring in 2023 the right way with ScaleFront.

Improve your recruitment process with the top recruitment plaftfom, ScaleFront.