Tag: job-search

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.

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.

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.

Future of Freelancing: How to Sell Your Knowledge

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.

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.

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.

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!

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Laid Off From Work? Here’s What To Do Now

News of recent layoffs at industry giants including Goldman Sachs, Twitter, Stripe, and Microsoft have rocked the job market in recent months. As the threat of a recession looms, companies are looking to slash payrolls in anticipation of lower-than-expected earnings in the near future. While that may be good for the bottom line, thousands of workers are finding themselves without a job or under threat of imminent unemployment.

If you’ve recently been laid off, know that you are not alone. Many have been where you are now and have come out stronger on the other end. This is temporary. And although the feeling can be jarring, it’s important to take some steps now to be sure you’re ready to start your next opportunity when the time comes.

Get All Your Ducks in a Row

Receiving a notice of termination or furlough isn’t the end of the story. If you’ve already been laid off, be sure you have all the documentation from your former employer. Do you have insurance in order? Are you entitled to any type of compensation or benefits as part of your severance? Have you checked on your final paycheck and reviewed your 401(k) contributions?

Ensuring you have the proper documentation from the HR department and filing for unemployment are crucial for your own security. You’ll also want to do some research to be sure your employer was compliant with local employment law in their actions. While these steps can be daunting, they are the most important and time-sensitive tasks to ensure you’re able to get back on your feet.

Think Positively

There’s no sugarcoating it – layoffs suck. But, it’s important to remember that they’re not indicators of your skillset or performance as an employee. Oftentimes, they are the end result of things beyond your control. When thinking back to your time at your previous employer, focus on what went well and what you’re looking for in the future.

Many people use this time to reset and go after new opportunities that they’ve long been interested in. Set some time aside to consider what makes you happy and how you’ll achieve what’s next for you. Although this feels like an uncertain time, it can be a time of personal growth and opportunity. Don’t wallow; embrace it.

Leverage Your Network

You’ve spent years working hard and building a network. Now’s the time to put it to use. Even if you feel like you don’t have strong connections, there are likely dozens of former coworkers, managers and even friends who would be more than willing to connect you with new opportunities.

You don’t have to even reveal that you were laid off or ask outright for help. You can simply mention that you’re interested in something new and ask if they know of any options that might be a good fit. It may feel uncomfortable at first, but, if you don’t put yourself out there, you may miss out on the support your network can offer. Services like LinkedIn and ScaleFront can also provide you with easy access to online professional networks where you can exchange resumes and connect with others who are searching for talent.

Consider Freelance in the Interim

While job searching can feel like a full-time job, don’t feel like you have to wait for a job offer before you can actually start working. Freelancing can be a great way to add some extra cash to your pocket while also allowing you to hone existing skills and learn new ones. Some laid off workers have even built whole new careers as a result of freelancing following severance from full-time employment.

Whether you’re a developer, content writer, or social media expert, there are plenty of freelance websites where you can get started. If you’re looking for project work, ScaleFront has options from top tech companies who are recruiting for these services right now. You can choose from short or long-term assignments that match your skills, earning you extra income and, in some cases, a path to permanent employment.

Use ScaleFront to Find Your Next Opportunity

If your industry has reported recent layoffs, it’s understandable that you may be worried about your future. Whether you’ve already been laid off or are bracing for it, the good news is that work opportunities still abound in all sectors. It starts by knowing where to look.

ScaleFront is one great option. With an integrated recruiting platform and talent marketplace, you’ll be able to connect with qualified professionals from around the world who are looking for talent with your unique skills. And with customized filtering and an intelligent search platform, you’ll quickly find the exact open roles that match your background and interests.

Whether you’re looking for a long-term opportunity or something during a transition period, give ScaleFront a shot today!

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Recruiting in 2023: What to Expect in the New Year

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.

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.

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.

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.

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.

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.

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.

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Is Now a Good Time to Job Hunt?

As we approach the end of 2022, it’s important to examine the current job market within the context of the broader economic environment. Sure, we’ve all seen the headlines that some large tech companies have implemented workforce reductions or hiring freezes in recent weeks. As the economic outlook dims, these firms are making sound business decisions to evaluate their workforce strategies.

The fact remains, however, that the job market still remains attractive to candidates. Opportunities abound in fields including technology, finance, and health services. Workplaces also continue to see structural changes in our post-pandemic work, and employers have not stopped seeking skilled talent to capitalize on market opportunities.

At the same time, candidates are in the driver’s seat more than ever before. They have access to more “insider” information and networking opportunities, giving them an edge in negotiations. So while it may seem like things have chilled recently, now is still a great time to find your next white-hot opportunity.

The Job Market Is Still Favorable

While the headlines might be scary, the reality is that tech layoffs aren’t as massive as the news has portrayed. According to a count by TechCrunch, 44,000 tech jobs were lost in October 2022. That’s not a lot in the grand scheme of things.

The overall job market still remains very attractive to job seekers. The U.S. economy added more than 260,000 jobs in October 2022 for a historically low unemployment rate of 3.7%. That means there are still many more jobs available for every candidate looking. Wages also increased 7.7% in October 2022 compared to a year ago, which is great news for job seekers looking to offset inflationary price hikes.

Not only is the labor market still growing, but an increasing number of individuals are looking for new opportunities as well. It’s estimated that 40% of workers are considering leaving their current role in the next six months. This is good news. It means they are confident enough that they will find something else, and it means that existing roles will continue to open up for prospective candidates.

Pay Is Becoming Even More Transparent

More than ever before, candidates are applying to roles with an exact understanding of how much they can expect to earn. Job search and review sites such as Glassdoor and Indeed display self-reported salaries for anyone to see. And now, local governments are getting involved too in an effort to promote pay transparency.

Several states and jurisdictions already have laws in place that require employers to publicly share information related to base pay, bonuses, benefits, and other compensation. New York City joined this list on November 2. California and Washington state are set to follow in January 2023. That means that a sizable number of jobs available from Fortune 500 firms, including tech businesses, will display a pay range alongside the job description. This grants prospective workers important insight into what jobs are worth applying for and what they can expect to receive at the end of the negotiating process. Employers can no longer benefit from the ignorance of candidates.

Recruiting Practices Are Shifting

As the bargaining power shifted to candidates in recent years, recruiters were forced to change their approach in order to attract top talent. More recruiters now focus on building relationships and nurturing candidates, which benefits those looking for new positions. With fewer people applying to jobs, candidates now have more direct access to HR teams who are more willing to understand their experience and match them with the best available open roles.

And as workplace flexibility continues to evolve, candidates now have more options to meet with recruiters and hiring managers and perform interviews. Most interviews, at least in the initial stages, now take place remotely on platforms such as Zoom and Teams. What used to be a stressful in-person interview process is now taking place from the comfort of the interviewee’s home. This also enables candidates to conduct more interviews without taking too much time away from their current work.

Find Your Next Opportunity With ScaleFront

If you’re a job seeker, it’s understandable that you may be wary of the current market. However, indicators suggest that now is still a great time to seek employment. Whether you’re plateauing in your current role, need a shift in your career, or are new to the job market enitrely, ScaleFront is a great place to start your search.

ScaleFront is a top recruiting platform and talent marketplace. Our proprietary referral network enables qualified professionals from around the world to connect with job seekers just like you. Our platform is open and transparent, ensuring that recruiters and candidates have access to comprehensive profiles and insights for better opportunity matching. With customized filtering and an intelligent search platform, you’ll quickly find the exact open roles that match your talent and interest.

Start your next job hunt with ScaleFront today!

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Why You’re Going About Hiring All Wrong

If you’ve noticed that it’s gotten harder to fill open roles at your organization, don’t take it personally; it’s not just your company that’s affected. For the first time in years, hiring has slowed down across the board. Many recruiters are now seeing open roles stay open longer as they wait for the right candidates to apply and ultimately accept offers.

Compared to the past couple years, this slow down represents a notable shift in hiring practices. Companies must now approach talent acquisition creatively in order to stay competitive in recruiting top candidates. It’s no longer enough to simply post a job on LinkedIn and wait. By leveraging networks, relationships, and internal talent “pilot” programs, candidate matching will become easier.

As expectations for an economic recession pick up steam, hiring challenges will only continue to grow. Here’s why you’re currently going about hiring the wrong way and how your organization can retain a strong pipeline of top talent in these uncertain times.

Adjust to the New Job Market Now

Yes, it’s true that the hiring landscape has shifted in the latter months of 2022. You may have seen the headlines that major companies have instituted rounds of layoffs or hiring freezes as they confront changes in consumer demand due to inflation and a looming recession. These are natural indications of a labor market shift. If your company was born before the pandemic, it’s likely that you’ve survived this in the past and will once again.

The good news is that the hiring market remains strong. In fact, more than 260,000 jobs were added in October 2022. This means that companies are still posting open roles. While that’s a good sign for the economy, it’s a bad sign for companies.

With uncertainty in the air, some candidates are hesitant about switching jobs. Unemployment also remains low, and now more jobs being posted means more competition for you to fill your open roles. Supply of talented candidates is low while demand for their talent remains high. That means you need to start working on rethinking your recruiting strategies now. You can’t afford to wait.

Don’t Ignore the Value of Relationships

When there’s a large pool of available candidates, hiring is transactional. Finding the right person for the job takes little time, and then you move on. We’re in a different environment now, which means hiring managers and recruiters need to invest more in nurturing relationships, both internally and externally.

47% of tech companies agree that in the past year, developing meaningful connections with candidates has become crucial. Engagement keeps the door open to prospects who weren’t hired but might be a great fit for another or future role. Always follow up with applicants, provide feedback, and circle back. Maintaining these close ties will ensure candidates remain encouraged to apply for future opportunities and your pipeline remains full.

Relationships on the inside matter too. Don’t be afraid to reach out to existing employees to let them know what roles are open and to encourage them to refer people in their networks. You’re more likely to find untapped talent using this approach, and, because the prospects are friends of existing employees, you’ll receive higher response rates too. If your talent sourcing needs a boost, it pays to think creatively.

New Hires Don’t Have To Be “New”

Many major organizations now partner with external staffing agencies to fill open roles on a temporary or semi-temporary basis. This is a great way to connect with talent as a trial run before extending permanent job offers. Oftentimes, these temporary roles do become full-time at some point. If the contractor was performing well, then there’s no need to go through an arduous external hiring process for the role.

Former employees can also be a great source of talent that shouldn’t be overlooked. One 2016 study found that 29% of workers returned to a former company at some point. As a talent manager, it’s worth advising hiring managers to consider former employees for open roles, especially if it would be a promotion for them. If you know someone has the right skills and experience having worked alongside them for years, then why not invite them back if it’s the right fit? The worst they can say is no.

Find Top Talent Today With ScaleFront

Necessity is the mother of invention. The current hiring slowdown we’re experiencing means that recruiters need to get inventive in order to continue to find exceptional talent. Adjusting your processes to creatively build teams, nurture relationships with candidates, and look within are all crucial elements of finding the right candidates in the current hiring climate.

ScaleFront, a top recruiting platform, offers you a place to do all of this and more. Our talent marketplace and referral network connect you with qualified professionals from around the world. Our platform is also open and transparent, ensuring that both recruiters and job seekers have access to comprehensive profiles and insights to secure the right connection. With customized filtering and an intelligent search platform, you’ll quickly receive leads that you can trust to meet your hiring criteria.

Find the talent you’ve been searching for with ScaleFront today!