Everything You Need To Know About Investing in Recruiting Technology

If your team is looking to invest in some new recruiting technology, you’re not alone. According to Aptitude research, 62% of companies are increasing their investment in talent acquisition technology. But how do you know what tools you need? What options are even available to you?

Before investing, you need to define what your team needs and what sort of investment you’re willing to embark on. After all, there are plenty of options for recruiting technologies.

There are ATSs, CRMs, HRISs, chatbots, resume screening, assessment tools, interview scheduling, job aggregators, video interviewing, talent intelligence platforms, and more! When the options are that limitless, you’ve got to go in with a strategy.

Choosing the Right Recruiting Technology for Your Team

Start by taking a look at your existing processes. 

What is missing? Where are there roadblocks? Where could things be made easier to improve your recruiters’ work balance? 

Make a wishlist of everything you’d like to see in new recruiting technology, and then talk to others. Groups on LinkedIn, Twitter, and Facebook are great places to crowdsource opinions on what has worked for other people with the same issues. You can share what you’re looking for, and there’s no doubt that someone has faced the same problems and has a tool they love.

Tip: What are your plans to get your recruiting team on board with a new tool? What can they expect to get out of it? Make sure to have a change management plan before implementing a new tool. Let’s face it: No tool will provide ROI if the team doesn’t use it. 

When you have a shortlist of tools, it’s time to get to researching.

Research, Research, Research Your Options

Let’s say you’ve decided you need an interview scheduling tool and a talent intelligence platform; great! Now what?

As you begin the research phase, it’s essential to understand the true extent of what sort of investment you’re ready to handle. Investing in recruiting technology takes more than just budget; it takes time and effort from your team to change the status quo. Get your stakeholders together and make sure that everyone is aligned about what is needed, expectations of the technology, and the budget (in both dollars and time). Knowing your expectations, timeline, and budget will help narrow down the vendors.

If you’re looking for more questions to ask yourself and your team in the research process, check out our blog post here.

This is another excellent time to turn to social media for reviews. When you’ve selected your shortlist, look up reviews for those particular vendors in recruiting and sourcing groups. You’ll be able to ask questions of actual users and hear the good, the better, and the ugly. 

Get Some Demos On The Calendar

When you have a few vendors in mind, it’s time to schedule demos. This is another place where you need to decide who is involved and to what extent. Do all of your stakeholders need to be in each meeting? Or are you appointing only a couple of people to handle the demos and report back? The right way to go about it will vary depending on your team, but it’s essential to make the decisions before scheduling those demos. 

Tip: Have at least one person who knows the budget, one who knows the team’s needs, and one who will use the tool on the call. If all of those roles can be handled by just one person – that works, too!

We also suggest coming into demos with all of your current questions ready. Some great questions to start with are:

  • What does the support process look like for existing customers?
  • How easy is it to add seats or change roles as your team grows?
  • When is the tool updated? How often can you expect optimized functionality?
  • What sort of data security is provided?
  • How does your tool fit within our existing processes?

You’ll come up with more questions as you see the tool and imagine how your team will use it, and any vendor worth their salt will be ready and willing to answer any questions you have.


Tip: Come with your concerns alongside your questions! Consider framing your thoughts into the sentence, “I’m worried that….” This will allow the vendor to assuage your fears and give you the clarity you need to know if the tool will solve your problems.

Onboard and Adopt With Intent

Spoiler: You can’t just give a tool to your team without some onboarding and adoption plans in place. Change is hard to handle, no matter how valuable that change may be. Your vendor should provide you with an outline of how the implementation process will go, but when it comes time to use the product – that’s on you. 

One of the easiest ways to get people on board is being incredibly transparent about what the tool does, how it does it, and how it will affect their work process. Take these conversations slowly to avoid overwhelming everyone. While it may take up most of your day to implement this change, recruiters are still focusing on sourcing and hiring, so they can’t take on software implementation full-time.

Tip: When onboarding, start with a small group of “pilot” users. Bring in a diverse group from your recruiting team to test out the new tool, give feedback on how it can be better used in reality, and then make adjustments before rolling it out to the whole team.


Remember…there is no single right way to implement recruiting technology. There are some best practices and some ways to do things more effectively, but ultimately, what works for your team is what works for your team. Hopefully, these suggestions will help you move into the new year with the knowledge you need to make the best choice for your team.

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The Right Resources for Recruiting Success

The new year always brings a sense of opportunity and optimism – even amid a continued roller coaster of crises and changes. We can look at the future and guess what may come, but we don’t have much certainty when it comes down to it. 

That said, the right resources for recruiting success often don’t change.

The Resources That Stand the Test of Time

Through all that the world has experienced, the foundation of recruiting is still simple: connections and people. By focusing on the resources that support connections and people, your organization is set up for success regardless of the landscape.

Quality and Consistent Communication

Communication is one of, if not the biggest, needs in a successful recruiting relationship. Recruiters need effective communication from their hiring teams and candidates to do their job well.

When there are gaps in communication between you and the hiring team, you can bridge the gap by defining goals together and asking the right questions. When it comes to communicating with candidates, transparency is best. Tell them when they can expect to hear from you, and be clear about when you wish to hear from them.

Ask yourself: 

“How can I change our recruiting process to be more dedicated to communication?” 

“What makes a better email or better meeting?”

“How can I be more transparent about communication expectations?”

It may not transform everything right away, but communication is the foundation for relationships, and relationships are the foundation for recruiting, so it’s bound to support your goals.

Clean and Normalized Data

We’ve talked about clean data in the past here, here, and here. But it’s worth repeating: Automation, Artificial Intelligence, and Machine Learning cannot work effectively without clean and normalized data. And if you’re looking to add automation technology to your work process, you’re going to need clean data first.

In a recent review of over 62 million candidate records, we found that existing candidate data isn’t as thorough as it needs to be. For example, 51% of candidate records didn’t have a resume attached. But recruiting success relies on data-driven decisions.

If you’ve been holding off on correcting or cleaning your existing data, now is the time. If you want to dive deep into the role of data in automation, recruiting, and hiring decisions, give a listen to The Work Podcast hosted by Jeanne Achille and John Sumser. Shon Burton, our co-founder, sat down with them to look at the reality around data usage in recruiting.

Talent Intelligence

Ultimately, Talent Intelligence is more of a must-have than most people realize. It provides the ability to take disjointed and siloed talent data and gives you actionable insights and tactical steps to better utilize that data.

The best part of Talent Intelligence? It’s flexible to your goals. It can be utilized in any industry and can even help develop recruiters’ skills and increase their confidence when communicating with hiring managers.

Automation and Artificial Intelligence

So much of what recruiters are doing is manual and time-consuming. Implementing technology like automation and artificial intelligence shouldn’t be used to “replace” the recruiter role, but it should support recruiting success.

And if you have concerns about adding automation and AI to your tech stack, we should probably spoil something for you: you’re already using it. If you’re using Google to search, you’re using AI. If you’re using a tool to send emails after someone applies, you’re using automation.

As soon as you realize that the right technology can fit seamlessly into your work processes, it’ll become way less scary to implement them.

Social Media Management

Are you on Twitter? LinkedIn? Instagram?

So are your candidates!

Being active on social media can be an incredible way to grow your brand, connect with candidates, and understand what the hiring world is facing. You can create lists on Twitter of fellow Talent Acquisition industry members and follow LinkedIn publications. You can post about your open positions or simply use it as a place to network and grow your community.

Just remember: While you’re sometimes judging candidates on their social media profiles, they’re judging you. Avoid being cruel about any interactions with candidates, especially avoid naming people or sharing identifying information. 

Social media is a great place to share best practices, hopes for the future and be transparent about what the world is facing, but let’s not bully people.

Consistent Learning and Development

If there’s one takeaway from the past two years, it’s that flexibility and adaptability are the number one set of skills you can cultivate.

The way to cultivate them? Learning and development efforts.

L&D programs can help new recruiters get up to speed faster and help seasoned recruiters stay ahead of the curve and ready for whatever may come their way. By valuing growth efforts, recruiting teams can expect improved retention, more skilled recruiters, improved bottom-line results, and more.

Do remember that L&D work isn’t a one-size-fits-all system. Your team should define your goals and then set up their education plans to coordinate with those goals. Howard Schulz created an overview of learning and development for Masterclass here, an excellent overview to start with.

Recruiting Strategies with Dedicated Testing Plans

As you can see, we haven’t mentioned any particular strategy as the right one for recruiting success in 2022. That’s on purpose. The right approach will vary depending on your goals, company, team culture, and more. The one universal thing? You need to have one.

Alongside your strategy and goals, you need a plan to test them out. To create a good test, take a book out of marketing strategies and make sure you:

  • Test only one particular change at a time (i.e. Send outreach emails at two different times to test the send time of your outreach emails, but the content of the email stays the same across the test.)
  • Have a timeline when the test will be running
  • Metrics of what success looks like (i.e., Do you want the open rate to go up? The reply rate? Read time?)

Ultimately, dedicating your efforts to evergreen strategies for success will serve you better than following the trends. 

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What Does Staffing Look Like in 2022?

2022 is just around the corner, and that means two things:

  1. We all get to be boggled by how another year has gone by.
  2. We need to start thinking about what to be ready for when it comes to 2022 staffing.

We’ve dealt with a whole lifetime of change in the past two years, and while it’d be nice to slow down, we likely won’t be doing so anytime soon.

A Quick Look at Staffing in 2021

After the early 2020 hiring freezes and transformations, hiring came back with vigor. In September, SIA projected a 16% growth rate for staffing in 2021. Retirements, “The Great Resignation,” new desires for the role of work in life, a newly empowered workforce, and more are making the industry move increasingly fast. 

We even released a new instance of HiringSolved catered specifically to staffing teams and the changing industry needs you’re facing.

But enough about the past – what’s ahead?

What Does Staffing Look Like in 2022?

Alongside the massive growth that will continue into the new year, there’s also an expectation of increasing turnover and a labor shortage. As Adrianne Nelson, Staffing Industry Analysts Senior Director of Global Membership Products, stated in a recent podcast episode, “It’s good to be in staffing right now, but tough to find talent.”

Facing an ever-changing hiring landscape, staffing teams need to be focused on a few particular things for success in 2022.

Speed and Efficiency

Speed is the name of the game this upcoming year, but that doesn’t mean your team can sacrifice quality. The market isn’t slowing down anytime soon, so your teams need to move fast to keep clients and candidates successful. Waiting too long to get through candidates and extend an offer means missing out on top talent.

Beyond that, teams need to redeploy contractors quickly to keep them employed and keep teams fully staffed. Automation and Artificial Intelligence can’t be avoided in 2022 if you want your team to get people hired and keep them employed.

Controlling Spending

Let’s be honest: Is there ever a time where you don’t have an eye on the budget? Staffing teams need to be able to use their earned data better to fill requisitions faster, so they can fill even more. Recruiters need to get up to speed quickly to start making those placements that clients are clamoring for.

Therefore, tools and resources will be a worthy investment in 2022. If you haven’t already hit the ground running on that research process, check out Talent Tech Lab’s 3-part series about Talent Intelligence starting here.

Building Expertise

Clients are going to be relying ever more on staffing teams to be the hiring experts. In a hiring environment like 2022 promises to be, hiring managers are turning to recruiters to be Talent Advisors, and staffing teams will be no exception. Your team will need to know their industry well to edge out the competition and build a successful reputation.

For many staffing teams, building industry expertise varies depending on the growth of each segment. TRICOM outlined some of the fastest-growing segments YoY (August 2020 to August 2021):

Travel Nurse – 85%
Allied Health – 33%
Office/Clerical – 21%
Industrial Staffing – 29% in June
Life Sciences – 21%
IT – 19%

If you’re looking to dedicate your team’s expertise, those segments are well-worth keeping an eye on in 2022.

Flexibility and Innovation

Whether it’s the transition to work from home or being ready for constant changes, staffing teams need to have the data, resources, and time they need to shift and innovate.  The staffing industry has always been fast-moving, but these past couple of years have highlighted how being flexible separates success from failure. How can your team become more flexible in the new year?

To stay ahead, your team needs the space, time, and energy to innovate. In 2022, support your team’s ability to learn and grow. This could take the shape of new software or simply by listening to what they have to say.

Ultimately, 2022 is looking like a new year of continued growth and opportunity, but the teams who are ready to tackle it head-on will be the ones who are standing tall by the end of the year. Now you tell us…what do you see happening in 2022? We want to hear your thoughts on Twitter!

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Why We Love Working with Recruiting and Staffing Teams

It’s that time of the year where we take a moment to take stock of what this year has brought us. 2021 has simultaneously felt like just a continuation of 2020 and an entirely new challenge. Through it all, we’ve been reminded just how happy and grateful we are to be a part of the Talent Acquisition industry.

Why We Got Started in Talent Acquisition

We’ve been in the industry since 2012, but our co-founder Shon Burton has been in it even longer. He started as a staffing recruiter for the technology industry, where he was “crushingly surprised about how hard recruiting was.”

He began to look at recruiting from an engineering perspective. And he figured out how to automate some of the manual processes to make recruiting just a little easier.

From our start, we’ve focused on supporting recruiters and making their work as effective as possible. Since then, we’ve built our Talent Intelligence platform off of that experience to reach our newest iteration.

But enough about us.

Why Recruiters Are the Best

We’re constantly reminded how incredible recruiting and staffing teams are through our years in the industry. We’ve seen you all deal with economic downturns, hiring freezes, applicant overwhelm, healthy economies, a pandemic, and that’s just the start.

Throughout it all, we’ve seen teams and industry leaders like you and yours approach each day with care, compassion, and unmatched energy. But it’s a tough industry to be in. Many professionals are feeling overwhelmed, undervalued, and beyond stressed. Today, we’re seeing some of the most significant numbers of HR and TA professionals citing burnout as a major source of concern in their work.

We wanted to take some time today to share why we love working with recruiting and staffing teams. What is it that inspired us to join HiringSolved? What are we grateful for in this industry? Our team had plenty to share.

Kunal Patel

“Our clients are impacting and changing the lives of your neighbors, friends, family, and coworkers everyday. Helping them find their next adventure in their career. We get to help make that happen with our tech and be part of a greater overall purpose that is beyond just another dollar, but actually bringing change and happiness to people’s lives through the use of our tech.”

– Kunal Patel, Executive Director, Business Development

“Every recruiter I’ve worked with has been unbelievably kind and passionate. They’re always so generous with their time and knowledge. When I started at HiringSolved, I had never worked in the Talent Acquisition industry before and I relied on learning from so many great recruiting and staffing professionals. Everyone was always so passionate about sharing their love for hiring and making the candidate and employee experience better. It inspires me every day to reflect that positivity and generosity in our content.”

– Devyn Hinchee, Senior Manager, Marketing and Communications

“I joined HiringSolved after working as a sourcer where I was one of those overwhelmed people looking for tools to make life easier. Working with these teams every day to help make their processes more efficient gives me the chance to bring the tools I needed to our users. The teams I work with are so passionate about getting people into the right jobs. It’s an honor to support such an impactful industry.”

– Dan Louks, Customer Success Manager
James Houchin

“Working at HiringSolved is more than a job. It’s an opportunity to improve the face of hiring for candidates AND employers. HiringSolved makes an opaque and emotional process transparent and equitable—values that our company and products live out daily.”

– James Houchin, Director of Marketing

“I know this is a cliche, but the best part is helping customers solve problems…Ask questions, listen, learn, and provide a solution that helps. By listening instead of being a pushy salesperson, you can better understand the real issues at hand and work together to solve them. In the end, if I’ve solved their problem and my customer is happy, then I’ve done my job.”

– Marc Mapes, Executive Sales Director

All in all, we love working with recruiting and staffing teams because we know that those teams have the power to change the world of work for the better. We get to work with these passionate people every day while building tools and solutions to support those goals, and there’s no other industry we’d rather be a part of. 

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A Practical Guide To Implementing a Talent Intelligence Platform: The Recap

Our co-founder Shon Burton and Vice President of Customer Success Jill Stutzman-Deaner recently joined David Francis from Talent Tech Labs to go over the practical side of Talent Intelligence. Jill and Shon dove into everything that recruiters need to know before they embark on implementing a platform solution.

If you missed it live, no need to stress! We’ve compiled the key takeaways just for you.

Want even more about implementing a Talent Intelligence platform?
Talent Tech Labs also created a coordinating report to give you all of the information you need!

What Is Talent Intelligence?

Before we dive into the takeaways, let’s define Talent Intelligence.

Talent Intelligence combines the vast amount of candidate data that organizations have with Artificial Intelligence to help teams make better decisions when it comes to talent.

Talent Intelligence is often used to:

  • Match internal and external candidates to open roles
  • Understand and contextualize skills and job market trends
  • Perform strategic workforce planning
  • Proactively source passive candidates
  • And more!

Key Takeaways From A Practical Guide To Implementing a Talent Intelligence Platform

While the hour was jam-packed with helpful insight, there were a few takeaways that are worth noting before embarking on your journey.

You Don’t Have to Rip and Replace Your Entire Tech Stack

When implementing Talent Intelligence, it’s possible to go the “rip and replace” route. Some teams choose to undergo an entire tech stack transformation. This will often require significantly more time, budget, and resources to happen.

For many teams, that’s just not possible.

There are platforms out there that will allow you to use Talent Intelligence as a system enhancer rather than a replacement (shameless plug for HiringSolved here). It’s significantly more cost-effective, takes less time to implement, and still provides quality talent intelligence access.

At the End of the Day, It Comes Down to Data

As Jill said in the webinar, “You’re only as good as good as your data.”

Too many teams are dealing with inaccurate or unhelpful candidate data. In fact, after a review of over 63 million candidate records, we found:

Overview of candidate data health in graphic icons:
51% of candidate records were missing resumes
37% of records were missing educational data
1 in 4 records were missing work experience
5% of records were missing contact information

The problem comes when you add automation or Artificial Intelligence to ineffective data. When you apply automation to insufficient data, you’ll get bad decisions. But it’s not necessarily the fault of the automation; it’s the fault of the data. When implementing a Talent Intelligence platform, you should work with your vendor to shine a light on the gaps in your data. Together you can build a plan to fix them so that you can get the most out of your investments.

Talent Intelligence Can Move the Needle on Diversity…If You Use It Right

The need for diversity feels like it has finally hit center stage. The conversation is no longer around, “Do we need diverse teams?” but it has transitioned into, “How do we build diverse teams?”

While technology is complementary to diversity initiatives, you need to focus on a more holistic approach that includes technology, people, goals, and beyond. Talent Intelligence tools like our Diversity Prediction can help you to visualize what you’re working with, but it can’t be the whole of your diversity recruiting strategy.

After defining your goals, work with experts to determine where Talent Intelligence fits into those goals.

Visible and Transparent Artificial Intelligence Is the Way Forward

When AI just sits in the background of your systems and processes, that can be scary. You’re not sure why it’s doing what it’s doing, you’re not sure what to trust, and you can feel like you’re not in control of the process. 

Blue and white image with a quote from Shon Burton, "There's no replacement for the human element when you're communicating about a stressful thing like a job."

While you don’t need to be a machine learning expert to use AI in your recruiting or staffing process, you should understand what the AI is doing and why it’s making the decisions it is. That way, you can remain in control of the situation. Increasing visibility and transparency around the functioning of AI in platforms also leads to increased trust amongst the team.

Here at HiringSolved, there are times that we have even fallen back to less complex automation systems because they’re more transparent. You get the same quality results, but we’ve made it easier to understand how the AI got to that point to better live up to our values of transparency in technology.

AI Shouldn’t Replace Your Entire Process

We say this a lot, but let’s repeat it: AI and technology should be used as a complement to your human processes, not as a replacement. Shon said it best, “There’s no replacement for the human element when you’re communicating about a stressful thing like a job.”

Tools like Talent Intelligence and automation should be used to give your team more time to do the human parts they’re so skilled at. After all, automation alone doesn’t always innovate, but it does give you the time you need to innovate.

It’s essential to understand what technology can and can’t do when you implement a tool like Talent Intelligence and adjust your goals and KPIs accordingly.

Overall, this webinar gave an excellent overview of the role of Talent Intelligence and the most practical way to implement it. But there’s always more to learn! If you want to learn more, we are always happy to chat!

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Introducing The Newest HiringSolved

That’s right – we’ve got some news. 

We are officially announcing our newest iteration of HiringSolved.

HiringSolved grew from the mind of Shon Burton, an engineer turned staffing firm owner, and Trevor Olson, a technology pro who thrives on making things that don’t exist yet. After years of training our artificial intelligence on billions of open web data points, we evolved into an internal data search product that brought talent intelligence to recruiting teams at the forefront of talent acquisition.

But now it’s time for something better.

Why We Updated HiringSolved

We always want to bring the best to our users. So there were a couple of inspirations behind creating our newest iteration.

Shifting Industry Needs

2020 changed everything, and we had to change with it.

With the impact of The Great Resignation, the “she-cession,” the work from home revolution, layoffs, industry shutdowns, and more, the way that work fit into our lives changed. Recruiting and staffing teams needed to move even quicker than usual and provide opportunities to a new, empowered workforce.

User Feedback

At our core, we create solutions for our users. Therefore, we worked alongside our current users to get their feedback on what was working with our tool and, more importantly, what wasn’t. We needed to make a more secure and customizable tool that searched faster, more intuitively, and required even less time to get trained on.

Challenge accepted.

What to Expect from the New HiringSolved

In the newest iteration of HiringSolved, we’re taking things back to basics. While we’re using cutting-edge AI functionality, we’ve simplified the interface and user experience to be Recruiting Simplified. In our quest to build a better experience for each team, we’ve made a system that can be personalized to its users. That way, the features your team needs to be successful are always at the ready.

Better Search

The number one problem with candidate databases, like ATSs and CRMs, is search. HiringSolved’s search-forward interface and functionality leads to intuitive candidate searching with faster and more accurate results. Search every single data source in your database (including resumes, notes, etc.) by keyword, Boolean, job title, or by uploading a resume or job description to find who you need in seconds – really, seconds. One of our users, Green Key Resources, spent over 10 minutes searching for qualified candidates in their databases. After implementing HiringSolved, their search time went down to just four seconds. With time savings like that, just think of how many more placements your team can make!

Talent Redeployment, Candidate Matching, and AI

To better serve the needs of staffing teams, we’ve also created a brand-new feature, Talent Redeployment. Our intelligent automation will scour users’ existing placements to match contractors coming off a contract to new opportunities. Recruiters are notified at 90, 60, and 30 days before contracts expire and served potential new roles so that every candidate can keep working and every recruiter can keep their roles filled.

What about candidates who aren’t currently on a contract? We can match them too! HiringSolved will analyze your current database to suggest qualified candidates for each of your open roles intelligently. In seconds, recruiters can get an initial list of candidates and get to work finding the perfect fit.

The intelligent automation doesn’t stop there. RAI, our AI-powered recruiting assistant, is behind every moment in HiringSolved. It is ready to support any of your searches with intelligent suggestions to get the best results. 

Insights Every Step of the Way

Through every step of the process, users will see talent analytics about their entire candidate pool to provide powerful insights as they meet with clients and hiring managers and build that expertise that brings clients back time and time again and empowers recruiters to become talent advisors. In addition, our improved Diversity Prediction helps to visualize the diversity of your current pipelines and outlines where there are roadblocks on your path to diverse and successful teams.

The HiringSolved Results

With the new HiringSolved, our Beta users see increased placements and more intelligent and quantifiable decision-making. Beyond that, they’re seeing faster team development and training, increased recruiter effectiveness (i.e., placing more people in a shorter time), and continuous employment for candidates.

With unified searching, teams can visualize and get insights and analytics on every piece of data in every database. No more bouncing from ATS to CRM to HRIS…it’s all in HiringSolved. That means that the money and time that was spent gathering that data is no longer wasted.

Let’s be honest – a blog post will never do a talent intelligence platform justice…there’s just too much to explore! We’d love to give you a one-on-one personalized demo to help you see what HiringSolved can do for you. 

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Common Diversity Recruiting Mistakes and How to Avoid Them

Image of an empty board room

Are you still holding out on making impactful changes because of common diversity recruiting mistakes? Even as the year comes to a close, we’re confident that diversity recruiting will continue to be a focus in 2022 and beyond. After all, in 2021, an overwhelming 98% of companies cited it as an organizational focus, compared to 78% in 2018

Despite the social and professional importance of a dedicated diversity recruiting effort, many organizations lack the action steps they need to take to make a difference. Our research shows that only 5% of companies have a documented diversity strategy that recruiting teams are held accountable for. For many, this apprehension is due to the fear of making mistakes. Before we dive in, let’s start with this. 

You’re going to make mistakes. Everyone does. 
It’s okay when mistakes happen!

The problem arises when those mistakes aren’t corrected. So let’s dive in and look at some common diversity recruiting mistakes and how you can avoid and fix them.

Common Diversity Recruiting Mistakes and How to Avoid Them

Diversity recruiting will look different depending on your team, but there are some mistakes that we’ve seen fairly often. We’ve gathered 6 of them here to help you get started.

Not Talking About It

The #1 mistake when it comes to diversity recruiting? Not talking about it! We get it – talking about diversity can feel uncomfortable. You may avoid talking about it because you’re concerned about how you’ll be perceived or that you’ll use the wrong terms, or you may feel that it’s not your place, but if you value diversity at the office, then it’s your place.

One of our most popular blog posts of all time is our January 2020 post, How to Start the Conversation About Diversity & Inclusion, which shows how much support we need to provide people as these conversations get kicked off. Head on over to that post to get the tips you need to open one of the most important conversations you’ll have at work.

Missing Documented Goals and Strategies

Like we mentioned in the intro, only 5% of companies surveyed have a fully documented diversity strategy. Compiling goals and strategy may feel like nothing more than a stumbling block on the way to success, but the fact of the matter is that you can’t be successful without knowing what success looks like.

How do you build the right strategy for you? Start here. You’re going to have to be honest and clear about where your company and team are currently at. It could mean confronting some uncomfortable truths, but there’s no better starting point than today.

Bias Creep in Job Requirements, Descriptions, and Postings

Bias creep is when unconscious bias creeps into a conversation or document. Unconscious bias is a critical issue to tackle head-on. 

Do you require multiple years of experience for an entry-level role? Do you request that all experience be progressive? Are you using “he/she” in your job posting or description?

While these things may seem innocuous, they are biases.

When working with a hiring manager, and you see questionable requirements, ask, “Why?” Why does this role need that level of experience? Do they need those years, or are there just specific skills you’re looking for?

When you are writing job posts, you can use the gender-neutral (and entirely grammatically correct) “they” or try using “you” to pull the reader in. It’s also important to be aware of the connotations of some of the terms in your text and how readers could perceive them. It’s well worth taking the extra time to ensure that your requirements, descriptions, and postings are welcoming to all!

Unpaid or Underpaid Roles

For many years, the way into an industry was with roles like internships that paid in experience rather than a salary. While this worked great for the companies’ bottom-line, it also provided opportunities only to those who could afford to work for free.

Underpaying employees tends to have the same results – closed doors to the people who need a salary to thrive.

As a recruiter, you likely won’t have a significant role, if any, in deciding the salary for a position. But if you build the Talent Advisor relationship with your hiring managers, you could play a role in the conversation about the importance of a living wage. If you’re working with a leader who has expressed interest in diversity recruiting, you can play a major role in ensuring that they understand the problem with underpaying employees. Arm yourself with information about standard pay rates and use your experience placing talented candidates to share what other people in that kind of role have been paid.

Inaccessible Applications or Interview Processes

Now we’re not just talking broken links here; we’re talking accessibility like alt text, captions, and ease-of-use. Suppose you’re looking to increase inclusivity and diversity. In that case, one of the most significant changes you can make right now is to audit your application and interview processes and implement accessibility features.

Alt text and captions are some of the easiest ways to increase accessibility. Make sure to avoid jargon if possible and make sure that fonts are easy to read. For more tips, check out this page to help ensure that your career pages are welcoming to all.

When it comes to interviewing, can you adjust your schedule to accommodate candidates who may not be able to interview during standard business hours? If not, how can you set up a system that allows you to connect with them when it’s possible for both of you? If you’re using pre-recorded videos, how are you ensuring that people who have difficulties with eye contact aren’t inadvertently being marked down for being “untrustworthy”? 

Ask questions about your processes and consider how people with abilities different from yours are welcomed into the experience. There are also experts you can bring in to audit your systems and make them more accessible for all!

Relying Too Little or Too Much on Data

We love data. We’ve probably made that pretty clear at this point. It can be constructive when it comes to diversity recruiting. But data can sometimes preclude our ability to see people as people.

You need to define where data fits into your strategy and understand what the limits of that data are. Data is an excellent thing to use in survey and feedback collection, understanding your organization’s current diversity, or defining direct goals. But data can only go so far. Data won’t make action happen; it just shows you where that action needs to happen.

While these diversity recruiting mistakes are common, that doesn’t mean they can’t be avoided or fixed should they happen. Like we said in the introduction, mistakes will happen… it’s what you do next that matters even more.

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Taking Action on Your Recruitment Strategy

Image of post it notes on a computer symbolizing your recruitment strategy

You’ve outlined your goals, you have buy-in from your leadership, and you have a plan in place…what happens with your recruitment strategy now?

The simple answer: Be like Nike and just do it.

The more realistic answer: Take your time and do it right.

Making the shift from strategy to action isn’t as easy as it seems. In fact, “employees at 3 out of 5 companies rated their organization weak at execution.” Executing a strategy infers a change to the status quo, and changing the status quo is hard. While there’s no singular right way to get a recruitment strategy going, we do have some suggestions to get it done.


Before you jump in…do you have your recruitment strategy in place? If not, these blog posts are an excellent place to start:

Building the Right Diversity Recruiting Strategy
Recruiting Efficiency: How to Measure and Improve It
7 Steps to an Efficient Recruiting Process


What Does Strategic Action Look Like?

Strategic action is simply taking action on a defined strategy with a unified goal and team. There are a few particular benefits that come from strategic planning and action.

Better Resource Usage

Strategic action allows you to allot resources as you know you need them, rather than spending time and money on guesses and hopes. 

Everyone Knows Their Role

Everyone on your team should feel empowered to take authority over their tasks and role. By planning and taking action strategically, every recruiter will know the tasks they are responsible for and give them the confidence to take power over their own space.

Mitigated Risks

When you know what you need to get done and who is responsible for it, you can avoid mistakes and risks. The expert recruiters on your team can collaborate to understand where there may be issues, and they can make recommendations as needed to make sure things go off without a hitch.

Taking Action On Your Recruitment Strategy

It’s clear that moving from plan to action strategically is the way to go, but how do you do it? We’ve got four tips to make the process a little easier.

Confirm Your Plans and Buy-In

In theory, you’ve already confirmed your plans. But before starting any execution, ensure that you have full support for all of the work. Send that one last email, have that one last meeting, etc., to confirm that everyone is on board. 

Make sure that all of the expectations are set with everyone involved, including team members and stakeholders. The goals, priorities, timelines, and tasks should all be aligned before the work can begin.

Set Accountability and Deadlines

You know what you’re going to do, but do you know who will do it? And when will it get done? If you’re leading a whole team, you’re going to need to assign tasks and deadlines. If this is a strategy you’re implementing for yourself, you can still set those deadlines to help inspire action.

Maintain Productive Communication

You probably meet with your team reasonably often, but how do you feel coming out of those meetings? 2020 led to a massive surge in recruiting teams working from home, and with it came a new influx of meetings and adjusting communication styles.

Make sure that your communication has an objective and is delivered in an effective medium. For example, if you’re looking to brainstorm, a meeting can be perfect. But if you just want a status update on where everyone is with their tasks, a Slack channel or email thread may be more appropriate. By prioritizing your communication time to be productive, your team can prioritize their work hours to be productive!

Assess and Adjust

Implementing a recruitment strategy isn’t just a “set it and forget it” situation. 

Within your plan, define how often you plan to check in on your progress. How often it is appropriate varies depending on the strategy, but at least monthly is a good benchmark. By checking in often and thoroughly, you can make plans to adjust if things aren’t working out. Remember that your recruitment strategy should have included outcomes to measure against.

Want to keep your team morale up? Build milestones into your plans and celebrate when you reach them! The celebrations don’t have to be significant but can be something simple like a shout-out in a Slack channel or a digital Starbucks gift card.

While you should take your time, taking action on your recruitment strategy does come down to getting to work. Motivate yourself and your team through valuable efforts and productive communication, and make sure that you celebrate your successes! In no time at all, you’ll begin to see the incredible results that come from working strategically.

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The Power of Recruiting Data and Better Search

Recruiting data – love it or hate it – is the gold of the hiring world. From internal to social data, there’s plenty out there. But quantity doesn’t always lead to quality. Bullhorn shared in a blog post last year that “27% of company leaders aren’t sure how much of their company data is accurate and can reduce company revenue by 12%.”

Why Does Recruiting Data Matter?

It’s simple: Decisions are made better by data. Hiring decisions are no exception.

Quality of Hire

Recruiting data can help you find candidates similar to your top performers. It can also help you understand what exactly makes a quality hire. This knowledge will support any of your quality of hire goals.

When the quality of data is good, the quality of hire can soar right along with it.

Recruiting Efficiency

We’ve talked about recruiting efficiency before, and quality data is the reason efficiency can exist. Whether you have information on how many qualified candidates you already have in your database or you’ve normalized every data point, data used well leads to making better decisions faster.

Identify Growth Opportunities

That’s what we call problems: growth opportunities. No recruiting process or database is perfect, but understanding your data can identify the places where your team needs to grow. You can determine gaps in your diversity recruiting goals or where you may need to head to social media to track down some new potential candidates. Just like data can show you what you have, it can also show you what you’re lacking.

The Cost of Bad Recruiting Data

Can insufficient data really be that much of a liability to your team?

YES.

Bad data costs your team time and money that it can’t afford to lose. In the world of The Great Resignation and new work cultures recruiting teams are trying to do more with less. Any and all roadblocks are unwelcome.

In fact, after reviewing over 62 million data points, we found some shocking statistics around the quality of data within talent acquisition databases.

Bad Data Can Equal Bad Hires

Great hires can be made without great data, but good data will set your team up for success. Bad hires can cost companies upwards of a quarter of a million dollars, which doesn’t even touch on the morale and company culture costs. For staffing companies, bad hires can also translate to reputation damage. No one will continue hiring you if every person you place is less-than-ideal.

Costly and Inefficient Recruiting Processes

We’ve found that 40-60% of all qualified candidates already exist in internal databases (ATS, CRM, etc.). If your team cannot access those candidates and therefore heads out externally for every requisition, there’s a good chance that they are wasting their time, budget, and effort.

The Role of Search in Actually Using Recruiting Data

Let’s be honest: Your database isn’t helping anyone if it can’t be searched and the data used.

How does your team search your databases? 

Too many teams are still relying on outdated search mechanisms (think Boolean – a great tool but a pain to learn, modify, and manage). We’ve had users who (pre-implementation of HiringSolved) were able to search only by job title or name, and some users who just couldn’t search.

Even if you bring in optimized search, it only works with normalized, clean, and quality data. 

Shon Burton, one of our fearless founders, recently went over everything you need to know about data health and search in talent acquisition. He shares 4 game-changing insights HiringSolved has learned in nearly a decade of data experience along with 3 key ways your current process is setting you up to fail, 2 ways to invest in the future of your recruiting success, and the one thing that all successful organizations have in common when it comes to their data.

You can watch the full webinar here, but check out the video below for a sneak peek!

Ultimately, managing, using, and optimizing recruiting data is a long-term project that deserves time and attention. But there’s no doubt that investment will be returned in the value that your team receives.

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Automation and Staffing: Is the Investment Worth It?

We’re not going to lie: Adding automation to your staffing team and process is an investment. Between the time spent and budget used, many teams question whether automation is worth the effort it takes. Maybe you’re concerned about whether you can continue running your business while augmenting your processes. Perhaps you’re worried that your team doesn’t have good trust in automation. 

To determine whether automation is right for your business, you need to look at three things: what challenges you’re facing, what the investment is, and your expected returns and successes.

Staffing Challenges of the Future

While we can’t confirm exactly what the world will be facing as time goes on (Did anyone really have a worldwide pandemic on their five-year plan?), we can look at the current world and make an educated guess about what may be coming. We looked at some of the current staffing challenges on our blog What AI Recruiting Software Can Do For Staffing, but let’s review.

The Effect of COVID

We cannot underestimate the effect of COVID. COVID challenged our understanding of work, interpersonal relationships, and what we wanted our lives to be. In the grander scheme of the economy, COVID presented hiring freezes, layoffs, and the immediate need to “do more with less.”

The Great Resignation

COVID didn’t simply affect the economy; it affected how people look at the role of work in their lives. Many people are feeling the need to resign from their current positions and look for one that better suits their desires. For staffing teams, that means ensuring that roles are appealing and facing a time crunch as companies need to meet the staff shortage.

New Job Seeker Needs

The Great Resignation is spurred in part by job seekers who are now even more focused on flexibility, pay, benefits, and taking on a role that brings value to their lives. As a staffing recruiter, there’s not much you can do to change a client’s culture. But you can take on a role as an advisor to your client and build the relationship on trust that you know what you’re talking about.

Keeping Clients Happy

Staffing teams are successful when their clients are successful. You need to be able to work fast and effectively. As many companies face a staffing shortage, decreasing time to submit and the quality of your candidate slate is more crucial than ever.

The Investment of Implementing Automation

Implementing automation will take time, budget, and buy-in from stakeholders and users. While it’s not an investment to take lightly, it’s entirely within your control to make it as seamless of an implementation as possible.

Stakeholder Buy-In and Support

As with any project, it’s critical to understand the goal and reasons for the project to get buy-in towards the value of automation and staffing. 

  • Why does your team need automation?
  • What problems will it solve?
  • Who should be involved in the discovery process?
  • Who is responsible for deciding the budget availability?

By getting buy-in from your stakeholders at the start of the process, you can feel more confident entering into the discovery and implementation phases, knowing that you are getting input from everyone you need it from. Stakeholders will vary from company to company, but you’ll likely have at least one C-level executive (like a CIO or CTO), one or two high-level team managers, as well as a core group of staffing recruiters to test the tool. Everyone should be aligned on the goals and have some core objectives for the process.

Now we know that spending time organizing people and resources when you just want to dive in can feel like a waste of time, but remember that you’re setting up your tomorrow for success if you take time to plan today.

Your Budget In Dollars and Hours

Now that you know who is involved in the process, it’s time to make sure that you know how much time you need and the budget you have to focus on this project.

Be sure to keep an eye out for the planning fallacy as well. It would be best to have a realistic expectation of what it will take to find a tool, implement it, train on it, and use it. If you have a project manager on your team, now is a great time to get them involved to help create appropriate time and effort estimations. 

While quality and intelligent automation can take as little as four weeks to implement, it’s important to remember that there are bound to be delays or roadblocks.

Roadblocks To Be Ready For

No project goes off without a hitch. But being ready for those risks and roadblocks is possible. Consider roadblocks like:

  • Disagreement among team members
  • Budget changes
  • Changes in needs for the tool
  • User adoption and acceptance
  • Delays in documentation approval

While you don’t need to think out an entire contingency plan for any conceivable roadblock, you can define the critical path you need to take to get the implementation done.

The ROI You Can Expect

We’ve gone over what it takes to get automation into your team, but is it worth it?

We’re biased, but yes. It is.

While the investment in time, dollars, and effort is apparent, the return on that investment will make it all worthwhile. Every staffing team will experience different ROI depending on what their goals are and what sort of challenges they’re facing, but just like the roadblocks, there are certain results you can expect.

Shorter Time to Slate/Fill

Staffing teams need to move fast. You need to get find candidates and bring them into the open roles as quickly as possible. Automation and talent intelligence applied to your existing data allow you to search more efficiently. That means getting slates to clients faster than ever before.

Automated matching can ensure that your team uncovers the best candidates in seconds rather than hours. With a shorter time to fill, you’ll see an increase in sales volume. After all, the faster you can do work, the more work you can do.

Decreased Costs

Job advertising, operational costs from manual workarounds, duplicate data – staffing costs add up quickly. But automation can serve all of them. After implementing automation and talent intelligence, we’ve seen staffing teams save over $200,000 in operational costs alone. It may not always be easy to quantify those savings, but there’s no doubt that the right automation will decrease costs.

More Confident Recruiters

Staffing teams need to hold onto the recruiting team they need to get the job done. Giving them the right tools to be successful is a valuable way to invest in your team. You can build up their skills, confidence, and abilities to get the job done. It can take time to help staffing recruiters build trust with automation, but automation can provide the time recruiters need to develop the relationships that businesses thrive on. Beyond that, it can help more junior recruiters get up to speed faster. In no time, you’ll see a significant improvement in their recruiting performance!


When it comes to deciding whether the investment in automation is worth it, you need to look at the whole picture. Is four weeks of implementation time worth $200K in cost savings, increased sales volume, and more confident recruiters? 

With the right project plan and the right partner in place, investing in automation and staffing is well worth it.

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