What AI Recruiting Software Can Do For Staffing

Image of people working in an office.

How is your 2021 looking? With a recent study finding that 64% of people will be looking for new jobs, we’re guessing the answer is: BUSY. 

While there’s no real way to know precisely what 2021 will bring, preparing for potential trends and making sure that you’re equipped with the right AI recruiting software can ensure that you and your team are ahead of the curve, rather than fighting to catch up.

The Challenges That Staffing Companies Are Facing in 2021

An SIA report shows a few things that staffing teams should keep in mind as we move forward.

  • The effects of COVID aren’t going away any time soon. While a vaccine rollout is incredible progress, we can’t underestimate the changes that the pandemic could continue to cause.
  • Accelerated automation could mean a change in the job market and a change in staffing task processes.
  • Reskilling/skills shortages are at the forefront of a lot of people’s minds, but only 10% of companies are ready for the shift. 
  • Focusing on more recession-proof industries like healthcare can help you weather the storm.
  • With 49% of companies considering shifting to in-house hiring, staffing firms could be in danger if you can’t prove value.
  • Burnout and overwhelm “was the catalyst for early retirement and a resulting lack of qualified workforce.” Staffing leaders need to make an effort to support their teams to prevent a further burnout crisis.

With staffing companies facing everything from a pandemic to burnout, how can you get ahead of the curve?

How AI Recruiting Software Can Serve Your Staffing Agency

First off: What is AI? How can it be used in staffing?

Artificial Intelligence (AI) is a branch of computer science focused on building machines capable of performing human tasks. Colloquially, it’s used to describe technologies that support and assist work processes, like automation or machine learning.

When AI technology is used in staffing, it can support high-volume hiring, decrease recruiter burnout and overwhelm, increase efficiency, add much-needed value to the client relationship, save money (HiringSolved was able to save one customer $200K through operational efficiencies alone), and more. Let’s take a deeper look.

Living in a COVID Economy

The good news: The economy will likely make a full recovery from the COVID-19 created recession before too long. But until we turn the corner, many companies face a lack of growth and massive budget changes.

For many staffing teams that means handling work with fewer people on staff or handling a massive influx of people looking for jobs, but fewer jobs to fill.

Artificial Intelligence gives staffing teams the ability to do more with less. While letting AI handle automatable tasks, recruiters can get more people hired quickly and help their clients get back to the staff numbers they need.

Text on purple background that reads: "Staffing agencies need to be agile and proactive in order to stay a leader as the job market evolves."

Skills Shortages and Reskilling

Staffing agencies need to be agile and proactive to stay a leader as the job market evolves. A May 2020 report from Deloitte shared, “74% of organizations say reskilling the workforce is important or very important for their success over the next 12 to 18 months, but only 10% say they are very ready to address this trend.” The skills market is always changing. Twenty years ago, jobs like a Social Media Manager or SEO Specialist were rare or completely non-existent. Skills shortages and reskilling are part of the evolution of the job market. 

AI software can help you analyze a job’s requirements and decipher if there is a shortage of qualified candidates or unrealistic needs given the market. Implementing AI into your process helps recruiters search more efficiently and provide a slate of better candidates quicker.

There is also a growing number of partnerships between staffing agencies and training programs to support reskilling and position growth. This shows that the staffing industry is taking the needed steps to be successful.

It’s not just placement candidates that are in need of reskilling. A Bullhorn survey shared that only “18% of respondents report the full adoption of their staffing technology.” When staffing companies are fighting with their existing software, like Salesforce, it can be overwhelming to adjust a process that feels broken. But adjusting to the changing times is no longer a nice-to-have, it’s a must-have. Invest in a solution with robust training opportunities to make sure that the team can learn together.

“Recession-Proof” Your Industries

Many staffing agencies have increased their work with “recession-proof” industries, like healthcare, where job opportunities are expected to grow 15% in the coming year. But when your agency is breaking into a new industry, it can be hard to get your team equipped.

The right AI recruiting software can help staffing teams no matter the number of requisitions they’re facing and no matter the industry they’re focusing on. If it’s an industry you’ve never focused on insights and analytics can help you get the data you need to hit the ground running.

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Use AI Recruiting Software to Stay Valuable to Your Clients

29% of large buyers of workforce solutions have a direct sourcing solution in place already and another 49% are likely to seriously explore it within the next two years.” With employers focused on budget, they are beginning to question whether they can afford staffing agencies.

To counteract these concerns, staffing agencies need to prove that their value is significantly higher than the cost. You can’t just keep doing the same things you were doing five years ago. You can innovate your existing systems to be faster and better than your client could do on their own with the right software.

Artificial intelligence software helps staffing teams move faster while keeping the quality of candidate slates high. By using artificial intelligence to move faster, agencies can get positions filled quicker while alleviating overwhelm concerns and saving money.

Counteract Burnout and Overwhelm

Burnout is a risk for recruiters at any time. Add on a pandemic, drastically changing work conditions, and an unstable economy, and it almost feels like a guarantee. Workplace changes like more flexibility are always welcome, but adjusting work processes can create a lasting reduced risk of burnout.

Artificial intelligence and automation can give recruiters hours back in their day by handling the time-consuming and repetitive tasks. By taking these tasks off their plate, team leaders can expect more engaged and productive employees.

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How to Improve Diversity in the Workplace

Launching or expanding a diversity hiring program to improve diversity in the workplace is a top hiring initiative for employers in 2021. This change can’t come soon enough.

Currently, there are 3 Black CEOs heading Fortune 500 companies, all men. White men make up 85% of “high-paying boardroom positions while representing only 38% of the U.S. workforce.” A 2020 survey found a “leaky pipeline” for women where they make up 47% of support staff, but only 23% of executives. With numbers like these, it’s clear that we have work to do when it comes to diversity in the workplace.

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How to Improve Diversity in the Workplace

Make It Personal

The most lasting changes are ones that are personally motivated. Take a cue from Walmart’s CEO who invested in personal learning and development before turning that education to his company. Educate yourself and analyze your own journey to valuing diversity before taking that education and values to your team.

When you’ve already started to put in the work, you’ll be better able to prove to your teams that this is something that is important to the company as a whole.

Examine Your Own Biases

In your personal learning, make sure you are questioning your own biases…even if you think you don’t have them. The fact of the matter is that everyone has biases. Kristen Pressner, a Global Head of Human Resources, evaluated her own biases against women in leadership in a 2016 TED talk that still strikes a chord today.

No one expects people to be completely unbiased, but you need to make an effort to recognize and actively fight against your harmful biases.

Audit Your Company Culture

Look at your team, office, and company and ask: Why are we the way we are? 

What sort of shared or diverse experiences already exist on your team? This is also a great time to talk to individuals and ask them about their lived experiences because everyone has different experiences and each one contributes to the company culture.

Get Transparent and Invest in Internal Communications

It’s about to get a little bit uncomfortable. If you’re committed to being an inclusive environment and creating a more diverse workplace, you need to be transparent about uncomfortable topics, like pay equity and management opportunities. 

You can post your positions with the average compensation rate and share what it takes to be a top-earner for each position. Publicly sharing this information means that everyone is always privy to the same information.

Every person at the company should be aware of what it takes to grow in their role. Publicly sharing growth opportunities and the steps they require will ensure that opportunity is equitable and available to everyone.

Foster Accountability

Whether you share goals publicly like Google did or you share them amongst your team, you need to foster accountability. How are you being held accountable to improving diversity?

Whether it’s goal setting or metric tracking, every single person should be held accountable to improving diversity.

Words Matter

One of the quickest ways you can improve diversity is by changing the language in your job postings. Instead of “he or she,” write “they.” Gender-inclusive language is a quick change that will have a seriously massive impact on the applicants that are comfortable applying. 

Beyond gender-inclusive language you can also question the connotations of the descriptive words that you use. Every word in the English language has a particular connotation and oftentimes particular genders are aligned with those connotations, i.e. dedicated and powerful are seen as male descriptors, while caring and gentle are seen as female descriptors. 

Do your best to avoid acronyms or jargon that can alienate people from a conversation.

If you’re unsure of what sort of words or language to use, there’s nothing wrong with researching it yourself or asking for help.

It’s a Journey, Not a Destination

Cliche phrasing aside, it’s true. Improving diversity isn’t something to check off your to-do list it’s an ongoing growth process. Build trust amongst your team by being open about where you have failed and clear about the steps the company is taking to do better.

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4 Questions to Ask Before Buying Recruiting Software

The right recruiting software can mean the difference between a mediocre and an extraordinary recruiting team. But buying the right software can feel overwhelming. Do you need a new ATS? CRM? Should you be using video interviewing software? What about assessment tools?

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The Right Questions to Ask Before Buying Recruiting Software

Before you buy any new software, there are a couple of questions that you need to have the answers to. Gather everybody who will be involved in the decision-making process and let’s get to work!

“Is This the Right Recruiting Software for Us?”

What sort of setbacks are already happening in your recruiting process? To integrate the right solutions, you need to know where you and your team need help. Being clear about what you need makes it very easy to answer whether the tool or software you’re considering is the right one for you.

“What Does Success Look Like?”

We love asking this question! We ask it of ourselves and of the people we work with all the time. Attainable and long-term goals help define the path that you and your team go down and the steps that you need to take. When you imagine using the perfect software, what does success look like? What does it do for you and your team that you can’t do currently? Are there changes for the future that you can envision with this software?

“What Is the Integration and Implementation Process Like?”

How long will it take? What happens with your data? What does training and onboarding look like? The software vendor you work with should be able to outline the timeline and process for you. Be sure to confirm what sort of support and training is available even past the onboarding process.

We recommend looking for a vendor who will do more than simply hand you software. You should be looking for a partner in your goals and processes. They should be able to lead and guide you to make sure that their success is your success.

CTA: There’s nothing we love more than partnering with our customers to achieve even their wildest goals. Get in touch with us today to learn how HiringSolved can serve you.

“Will It Grow With Us?”

Your team isn’t going to stop growing anytime soon, so why should your recruiting software?

Beyond ensuring that your recruiting software vendor has plans to make their product better, confirm that as your team grows with new recruiters and new data that the software will keep up. What will training for new team members look like? What happens when you get an influx of applicants into your system? Your vendor should have an idea of how they can support you as you grow so you can grow with confidence.

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Recruiting Efficiency: How to Measure and Improve It

When teams are faced with a talent overload and application overwhelm recruiting efficiency isn’t just a nice-to-have, it’s a must-have. In order to tackle more tasks the efficiency of a team needs to be a priority.

Recruiting leaders are often tasked with a goal that’s easy to say, but hard to do:

“Do more with less.”

Whether less means a leaner budget or a smaller team, leaders are often tasked with working with limited means of production.

How to Measure Recruiting Efficiency

We’ve talked before about the importance of keeping an eye on critical metrics. It’s all well and good to have goals, but without actionable steps and measurement, you won’t see results.

Each team has different metrics that are most critical to them and all metrics should be aligned with particular goals. If you’re looking to improve the recruiting efficiency of your team, here are metrics that will help.

Time to Fill: If efficiency is your goal, time to fill should be at the top of your list. Recruiters need to move fast and if you’re not tracking time to fill you could miss out on needed changes.

Cost Per Hire: If your eyes are on efficiency, then they’re also on budget. Getting cost per hire under control will be a game changer!

Applicant/Candidate/Hiring Manager Satisfaction: Satisfaction can be hard to measure, but if your applicants, candidates, and hiring managers aren’t happy then what is this all for?

Quality of Hire: Quality of hire holds incredible value! Tracking the quality of hire can tell you and your team if you’re on the right track for success.

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How to Improve Recruiting Efficiency

Prioritize Needs and Communication

We’ve said it before and we’ll say it again: Communication is key to recruiting success. Whether making sure that hiring managers know exactly what a position needs or scheduling regular check-ins with candidates and recruiters, communicating accurately and succinctly is key.

It may feel antithetical, but frontloading that work stops a lot of wasted time going back and forth!

Streamline the Hiring Process

It’s not conducive to a tight budget or happy candidates to have long and drawn out hiring processes. Many studies report that the average hiring process takes between 25 and 45 days (INSERT LINK). What if your team could help cut that down by finding candidates quicker and getting them through the hiring journey faster? You could save hiring costs, labor costs, and increase the satisfaction of hiring managers.

Streamlining the hiring process could involve increasing internal data usage (we’ll get to that in the next tip) or simply cutting out that third or fourth interview. Regardless of the changes, making an effort to streamline will make the hiring process more effective for recruiter, the candidate, and the hiring manager.

Increase Usage of Internal Data

One of the first changes to make if your team is facing leaner times is to audit and utilize what you already have. Your internal candidate date should be no exception.

Our research shows that after recruiters have started to source externally, (STAT) of candidates were already a part of the ATS or CRM. Recruiters are spending time and money to simply duplicate candidates that are already easily available to them!

To increase recruiting efficiency, update your team’s recruiting strategy to include searching internal data first before turning to external sources like social media. Say goodbye to wasting time recruiting duplicate candidates!

Learn more about how HiringSolved can help you optimize your internal data with a demo!

Go Agile and Optimize

If you haven’t heard about the Agile work style, you can visit this site to learn more about it.

Ultimately, being agile at work means constantly being willing to adjust things for the better. Being efficient is not a one-and-done change. It requires constantly being willing to adjust workflows in order to stay efficient no matter the business climate that you’re facing.

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AI and Recruiting: What TA Professionals Need to Know

Artificial intelligence often feels like a far-fetched idea from sci-fi with uses like C-3PO. In reality, artificial intelligence is used every single day in most people’s lives with tools like Siri and programs like Pandora. AI is also used nearly every day in recruiting!

Before we look at the role that AI can take in recruiting and talent acquisition, we need to differentiate between automation, artificial intelligence, and machine learning.

Artificial intelligence is “a science like mathematics or biology. It studies ways to build intelligent programs and machines that can creatively solve problems, which has always been considered a human prerogative.” (Source)

Automation utilizes and follows rules to handle simple and straightforward tasks, but it can’t learn or react to new situations.

Whereas machine learning is “a subset of artificial intelligence that provides systems the ability to automatically learn and improve from experience without being explicitly programmed. In ML, there are different algorithms (e.g. neural networks) that help to solve problems.” (Source)

The differences between these technologies may seem small, but knowing what separates them can help you understand exactly what functions you need.

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How AI and Recruiting Go Together

Since Artificial Intelligence is more of an umbrella term and study rather than a tactical tool, let’s look at where automation and machine learning can fit into a recruiter’s work day.

Automation’s usage in recruiting is fairly straightforward. Automation can give recruiters the power to automatically complete tasks like sending rejection emails or scheduling interviews. Tasks that don’t require a large amount of data or learning to complete are great candidates for automation. It’s believed that managers can spend upwards of 8 hours a week on tasks that could easily be automated. By shifting to an automation mindset, recruiters can spend less time on the tasks that don’t need their hands-on attention and more time on the tasks that do.

Since machine learning requires a certain level of data to work, searching and screening is a great place for it. ML will be able to understand the needs of a job while comparing those needs to the experiences of candidates.

What Artificial Intelligence Can’t Do

Artificial intelligence as a science is growing every day. While there’s no telling exactly where it will go, we can make some educated guesses. It’s unlikely that AI will ever reach a point where it can replace the human connection that candidates need in order to be placed successfully.

AI doesn’t work without human hands. It’s built and maintained by humans and includes all of the intricacies that come with that. While AI and machine learning can be an effective tool for limiting bias, it’s important to learn more about the neural networks of your particular tools.

And the number one thing that artificial intelligence, automation, and machine learning can’t do? Replace recruiters.

Consider the automated customer service line. If the chatbot is able to fix the problem then it’s great because you got the problem solved quickly. If you have a problem that the bot can’t understand, you’re left feeling frustrated and desperate to talk to a person. Applying automation and AI to recruiting is similar. While it can be an incredible tool when used in the right workflow, it can’t fix everything. Recruiters are simply too valuable to the hiring process to be fully replaced by artificial intelligence. But giving recruiters the power to use AI where it’s needed and focus their talents will make them unstoppable.

How to Create Your Ideal AI Recruiting Process

Make Sure You’re Using the Right Tools

Nothing is going to make you want to use new technology if it’s the wrong technology for your needs. When you’re updating your workflow to include artificial intelligence you need to be honest about what areas you need help in.

If you’re looking to optimize your resume reviewing capabilities, we have a report about exactly that!

If you’re looking to avoid the time you spend scheduling interviews, an automated calendar may be the best option!

Our team is always ready to help you take a look at your workflow and see where you can optimize with artificial intelligence.

Side-By-Side Comparison

A really powerful way to see how AI can affect recruiting is to run a side-by-side comparison. Run a task that you do on a regular basis as you traditionally would and then run it with an AI tool. What differences do you see? Does the tool provide anything that you’re not able to do without it? What problems do you think may arise with the regular use of the new tool?

By comparing the workflows side-by-side you’ll be able to see how the right AI can help!

Start Small

You don’t need to immediately decide to let automation and machine learning take over a vast portion of your job. Easing in to using new technologies can help you better make lasting change. If there is a small task that you can comfortably hand over to automation, give it a shot! (Scheduling meetings is often a good place to start.) As you get comfortable with the role technology can play, you can introduce it to more complex tasks.

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6 Steps to Creating Your Perfect Recruiting Process

As we move into this new year, a common question is, “How do we make this year better?” While many things are out of our control, what your recruiting process looks like could be more manageable than it currently feels.

According to recent surveys, “close to 70% of organizations that have furloughed or laid off employees during the COVID-19 pandemic will backfill roles that were eliminated (68%), even with hiring freezes (40%) being the most important cost-saving initiative to organizations during the pandemic to date.” (Source) Alongside an expected upturn in hiring, our own research is showing that recruiters have been facing 3 – 10X more applications for each position since the onset of COVID.

With more hiring and more applications, how can you and your team build a stable recruiting process for the new year?

Audit Your Current Recruitment Process

Every change should begin with really looking at where you’re beginning. What metrics do you currently track? How are they doing? How seamless is your current recruiting workflow? What complaints have team members made in recent weeks and months? Don’t be afraid to open the lines of communication and give teams the power to speak their truths. Quality communication and active intention will be the reason these changes are lasting.

Understanding where you’re at will allow you to make a prioritized list of changes and goals for moving forward.

Set Specific and Attainable Goals

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When you imagine your ideal recruiting process, what does it look like? Who is involved in which steps? What metrics are you tracking and which ones are your priority? When you’ve looked at what is important to you and your team, you can better set effective goals.

A prioritized list of goals is a great way to start off the new year! Alongside each goal be sure to add some action steps that can be taken quickly to set you on the right path. Personally, I like to set a goal and then set at least three benchmarks with each goal to make sure that I have a clear path to reach my goals.

When setting goals, make them as specific as possible. Instead of, “Improve Candidate Experience,” try something like, “Increase Candidate Experience Scores by 50%” and begin to send surveys to all of your candidates to ensure you’re hitting the right metrics.

If It Can Be Changed Today, Change It

Many changes take time to make, but there are often small but impactful changes that you can make today. One of the ways to make a poignant change is to update job postings and job descriptions. Katrina Kibben over at Three Ears Media has some excellent suggestions over on their site here. (I’m particularly partial to their post about building inclusive job postings.)

Just because changes can be done quickly doesn’t mean they’re not worthwhile. Take a look at the prioritized list you’ve made and look at what adjustments you can make today.

Implement the Right Recruiting Software

Too many recruiting teams are being stuck by ineffective tools. It’s 2021 and it’s time to make sure that you’re using technology that is valuable, effective, and necessary. Just like you’ve audited your recruiting process look at how the tools you use play a role in your success. The right recruiting software can help you hit your training goals faster, invest in the humanity of your team, and automate overwhelming tasks.

If you’re ready to see how the right recruiting technology can transform your recruiting process for the better, we can help!

Engage Hiring Managers in the Recruiting Process

Hiring Managers are a part of the recruiting process whether they’re actively involved or not. So how can you engage them effectively? We talk a bit more about bridging the communication gap on the blog here, but it ultimately comes down to this: Open communication between recruiters and hiring managers could be the secret to a seamless hiring journey.

Hiring managers should be completely in the know about the process so they can trust recruiters to take over. Meanwhile, recruiters should be asking good questions and getting to the crux of what a hiring manager is looking for from the start.

Constantly Assess and Grow

Lasting changes often aren’t a one-and-done situation. Effective growth requires reassessment, but taking the time to adjust when it’s needed will be key to your perfect process. Pick times throughout the year to reassess where you’re at to ensure that you’re constantly keeping an eye on your goals.


Creating your perfect recruiting process relies on honestly assessing where you’re at, opening communication, and constantly appraising where you’re headed. Lasting change can take time, but if you make an effort to make small changes whenever you can you’ll hit your goals.

Summary of the 6 steps to take: Audit your current recruitment process, set specific and attainable goals, if it can be changed today, change it, implement the right recruiting software, engage hiring manages, and constantly assess and grow

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Time To Fill: What It Means for the Business

Time to fill is one of, if not the most, common metrics that recruiting teams use to measure success. Let’s take a deeper look into what decreasing it can do for your company!

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What is Time to Fill?

Courtesy of SHRM: “Time to fill captures the time for the entire hiring process, from job requisition to job acceptance.”

Ultimately, the time to fill is the number of calendar days it takes to hire someone for an open position. Different teams have different rules about the start and end date, but for many teams, it’s when the job becomes publicly available to when an offer is accepted. 

The average across all industries is 42 days. But remember: different industries have different averages depending on the hiring process required for the job.

Why Is It Important To Track?

Time to fill is one of the few KPIs that hiring managers have an invested interest in. When hiring managers are faced with an open position, they are left shorthanded at work. Therefore, the shorter the time to fill the happier they’ll be. Also, the cost that is required to keep a job open (job ads, recruiter cost, etc.) can become incredibly high incredibly fast. Keeping it short helps to keep up a positive candidate experience as qualified or dispositioned candidates will hear back quicker.

How Do You Measure It?

First and foremost, your team must decide what events constitute the start of the period and what the endpoint is. For example, the start is the day that the recruiter first advertises the job and the end date is the day that an offer is accepted. Your time to fill would be the number of calendar days between the day that the recruiter first advertises the job or begins to reach out to candidates and the day that a job offer is accepted.

Image of calendar showing how time to fill can be calculated

How Does It Affect Your Business?

Understanding your team’s time to fill is incredibly important for a number of tasks:

  • Showing you how many requisitions your team can comfortably handle at one time
  • Contextualizing the efficiency of your team
  • Decoding the strength of your recruiting processes
  • Highlighting the accuracy of your data or search process
  • And more!

Here at HiringSolved, we have created search and match technology that can help you reduce your time to fill thanks to incredible search accuracy (96%!) and artificial intelligence.

Get in touch so we can show you exactly how we can change the way you recruit!

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What It Takes To Be a Great Recruiter in 2021

There’s something particularly refreshing about looking forward to the new year especially when we’re trying to leave behind a year like 2020. But what will great recruiting look like in 2021?

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Looking Back

2020 was one of the most unexpected years we’ve ever faced…and that’s putting it lightly. Between layoffs, workplace changes, budget cuts, and a national recession, every day left people wondering, “What’s next?”

In the recruiting industry alone, major companies like Google were looking at cutting marketing and recruiting budgets by 50%. We saw an unemployment rate of nearly 15%. While the majority of job cuts were for the in-person industries like hospitality, nearly every worker experienced some amount of shift. All of a sudden offices closed forcing otherwise in-person roles to shift to remote and work from home.

No one was left untouched by the difficulties of 2020. As we move into 2021 we’re all hoping for brighter days ahead.

What Recruiting in 2021 Could Look Like

This is usually the part of the blog post where we’d share what we expect 2021 to look like, but if 2020 has shown us anything it’s that the time we’re in is just too precarious to have expectations.

That doesn’t mean we’re not thinking about how 2020 has affected the world and the recruiting industry. In fact, we’re going to take this time to think about what recruiters can do personally to make 2021 great…no matter the world we’re faced with.

How to Make Your 2021 Shine

Focus on Inclusivity and Belonging

If anything good came out of 2020, it was the frank and long-overdue discussion about diversity in the workplace. Numerous companies are taking stands and making sure that their teams more accurately reflect the communities they inhabit. While there is still so much work to do, seeing that progress has been a guiding light in the year. As we move forward, we need to bring the same voracity to fostering inclusivity and belonging in our teams. Recruiting in 2021 will rely on making sure that your teams are welcoming to everyone.

Learn about the differences between diversity, equity, inclusion, and belonging here. There are an incredible amount of resources available to help you and your team amplify these traits, but this article from Forbes is a good place to start.

Invest in Candidate Rediscovery

We recently had Jeffrey Shapiro on the blog to talk about the importance of candidate rediscovery in your recruiting strategy. As we move into this new year there’s no better time to dig out past candidates and reconnect.

Your internal data, whether that’s previous candidates, applicants, or potential candidates, is a gold mine. Shifting your work process to checking your internal data before venturing into external sources will help you save time, money, and effort.

Not only does opening your pipeline to rediscovered candidates support your time constraints and budget it also builds a culture that supports growth.

Improve Communication

This is one of those goals that should be on your to do list every year. By investing in better communication, you’re investing in a better candidate experience and a more seamless workflow. Improving your communication can mean:

Making a stronger effort to disposition candidates quickly

Setting more realistic goals and expectations with hiring managers

Improving your check ins with team leaders so they are shorter and more impactful

Creating a weekly email to stay in touch with potential candidates

Take some time to audit where improved communication could make your work life easier and tackle this goal step by step.

Focus on Personal Growth

As time goes on, company leaders are going to be focused on understanding and correcting the skills gaps amongst their own teams. We’re entering a whole new world of work that requires different skills and abilities. What can you do today to help improve yourself to be a star player?

It’s a great time to sit down with a mentor to decipher where you want to be and what you need to do to get there. If you can, take some time to build out something like an IDP (Individual Development Plan) to map out the steps you need to take the reach your goals. Investing in your self-growth and your measurable skills doesn’t just help your team and company, it helps you.

Embrace Change

If 2020 did anything right, it taught us that we all need to work on our ability to embrace and face change. Uncertainty is one of the most difficult things for humans to deal with. We’re just notoriously bad when it comes to embracing change and uncertainty. If you do anything in 2021, do this: Embrace change in any way that you can.

The more you make a mental effort to embrace new changes in your life, the more equipped you’ll be to tackle anything that comes your way.

Embracing change is hard, but it is essential to growing. Here are some tips to get you started. If you’re a team leader, here is how you can help your team deal with uncertainty.

Ultimately, while none of us know what recruiting in 2021 will bring we can take this time to look inward and focus on how we can grow ourselves to tackle any challenge that may come our way.

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HiringSolved and AECOM Win a Bronze Excellence in Technology Award

We are thrilled to announce that HiringSolved has won a Bronze Excellence in Technology Award for Best Advance in Talent Acquisition Technology alongside our partner, AECOM!

In our work with AECOM, we were able to triple their productivity by defining a candidate shortlist in just 20 minutes and improving their search accuracy to 96%. You can see the full case study that achieved this win in our Resources.

HiringSolved’s industry-leading platform transforms hiring by eliminating the overhead and busy-work involved in the talent acquisition process. HiringSolved integrates with a company’s existing systems, enabling recruiters to bring talent intelligence to their workflow without skipping a beat. By giving recruiters 1/3 of their week back thanks to smart automation, they can shift their focus away from administrative tasks and back onto candidates.

“Technology is the great enabler of human capital management initiatives. It has never been more important than during this rapid evolution of remote work that challenged everyone to instantly adapt,” said Brandon Hall Group Chief Operating Officer and awards program head Rachel Cooke. “Winners of Excellence in Technology Awards are critical drivers of their organizations’ success, especially in these disruptive times. Their solutions resulted in substantial benefit to their business and the human capital management function. That is the ultimate differentiator: the positive business impact of technology.”

“With the difficulties of 2020, companies are looking to their most valuable asset for success: their people. We’re glad that HiringSolved helps incredible recruiting teams like AECOM simplify their recruiting and helps people get back to work,” Dave Barthel, EVP of Sales and Marketing at HiringSolved commented. “We’re thrilled to accept this award alongside AECOM and look forward to more successes with all of our wonderful partners.”

To learn more about how HiringSolved can transform your recruiting, get in touch!

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Recruiting on a Budget

Let’s be honest: None of us were ready for 2020. While economists warned of an upcoming recession, no one predicted a pandemic, a massive shift in how work is done, and drastic financial changes to companies the world over. The question is no longer, “How do we be the best recruiting team we can be?” It’s now, “How do we be the best recruiting team we can be with a significantly smaller budget?”

Image of people working on a budget with the text "Recruiting on a budget" on top

Many recruiting teams are facing drastic and concerning budget cuts. Major companies like Google are even aiming at cutting their marketing and recruiting budget by up to 50%. In general, CFOs are citing an estimated 7% decrease in HR spending for 2020.

How to Tackle Budget Cuts

Invest Effectively

When you’re facing budget cuts, you need to focus your investments effectively. Too many teams underutilize the people, data, and technology that they already have. If you’re looking to cut costs, you need to look at what you already have and start using it! Do you have a member of your team who is stellar at candidate communication? Work with them to create new outreach templates that the whole team can use. Do you have candidate data that is unsearchable and locked in your ATS? We can help with that!

It can seem odd to spend money or time when you’re trying to save money and time but when you front-load some of the effort the return on investment is staggeringly great!

Prioritize Needs

When you’re short on time, staff, or budget, you need to prioritize. Prioritizing needs allows you to focus on highest priority tasks first to ensure that none of the important work is lost in the shuffle. Each person on the team will have their own way of making this work. Be sure to support team members as they decide what works best for them and schedule frequent check-ins while everyone adjusts to a prioritized work list. 

This will also require being honest about what needs to be done versus what would be nice to get done.

Set Accurate Expectations

Don’t let communication fall to the wayside in the stress of the situation! Check-in with teams frequently and make sure that hiring managers are aware of all of the work that is being done behind the scenes. If at any point you run into roadblocks that you can’t solve owing to the budget, don’t be afraid to speak up. If you have a recruiting team of two trying to do the work of 60, you’re going to run into problems. Be honest about the problems you’re facing and realign expectations to be more realistic so no one experiences burnout.

Invest in Organic Communication and Growth

If you’re faced with a tight budget, it’s time to focus on inexpensive or free ways to reach candidates. Social media is going to be a major advantage here! Put out the call for applicants on social media consistently and with creativity. The more unique you are, the more people will remember you and share with friends.

Make sure to put the call out for referrals from internal teams as well!

If you’re looking for more, we created a brand new report just for you! The Better Cost of Recruiting: How to Save Money and Time takes a look at 3 simple ways that you can do just that…save time and money! We also do a deep dive into how HiringSolved was able to help AECOM cut 30% of their operational expenses while increasing their quality of work.

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