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.

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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.

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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

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.

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.   

Is now a good time to search for a job?

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.

The job market is still favorable

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.

Pay is becoming even more transparent.

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.

Recruiting practices are shifting

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!

Find your dream job with ScaleFront

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.

Learn why you're going about hiring all wrongAdjust 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.

Adjust to the new job market today with online recruitment platformDon’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. 

Nurturing relationships both internally and externally, and using best recruitment platformNew 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.

Many major organizations partner with external staffing agencies to fill vacanciesFind 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!

Find top talent with ScaleFront today