It’s hard to not be overwhelmed by today’s sourcing technology market. It’s no longer just LinkedIn or bust - now there’s tools that offer automation, some that specialize in tech talent, still others that function like CRMs. Some are stand alone platforms, while others provide added functionality to your current workflow. With the seemingly endless options available, it’s no wonder that the software evaluation process has become convoluted and frankly, broken.
When you set out to evaluate a new tool for your team, what you are really trying to decipher is its ROI. That’s why we’ve put together the Vendor Evaluation Checklist - to help you dig past the stats, jargon, and buzzwords so that you can understand the true value a tool will bring to your team.
With the new year around the corner, it's time to start thinking through your 2020 plan. What are your top hiring priorities? What skills and technology gaps stand in the way of those priorities? How can you equip your team with the necessary skillset and resources?
While significant progress has been made since the days of suffragettes, there is much to be done in order to secure gender equality. In fact, with the current rate of progress, the gender pay gap will remain for another 108 years - a timeline we can all agree is just not good enough.
One of the biggest fuelers of gender inequality in the workplace is institutionalized bias. And one of the reasons bias is so pervasive and persistent is because a majority of the time it’s unconscious - so ingrained into our daily interactions, collaborations, and perspectives that we just don’t notice it.
Here’s a snapshot of the current state of gender bias and how to identify it within your workplace:
As we head into the last few months of 2019, it’s easy to get caught up in our increasingly busy schedules and much more difficult to proactively set ourselves up for success in the new year. However by dedicating an hour or two in November for a webinar or networking event, you can pick up great strategies and gain new perspectives to help you prioritize your 2020 goals.
Get started by attending one (or both) of these two great events aimed at arming you with the know-how to take your candidate experience to the next level:
Over the last 6 years, the demand for data scientists has increased by 344% – a 29% increase year over year. In fact, the demand for data scientists is growing so fast, it has far exceeded the current talent supply.
If you have a DS job req on your plate, then you are no stranger this talent shortage. In a field with more job openings than candidates, it's critical that employers find a competitive edge to capture the attention of data science talent.
At Entelo, we believe that competitive advantage starts with your sourcing practices. That’s why we’ve put together this Data Science Sourcing Cheat Sheet to serve as a guideline to help structure your candidate searches. Print this cheat sheet and keep it at your desk for quick sourcing tips, tricks, and ideas at your fingertips.
As any seasoned recruiter knows, it often takes more than just one email to catch a candidate’s eye. In fact, recruiters who consistently leverage follow-up emails receive 50% more replies overall than those who do not. That’s why more and more recruiting teams are taking a page out the marketing book and investing time and resources into candidate nurture campaigns.
However, an increase in emails to candidates doesn’t necessarily equate to an increase in positive responsiveness. Rather, if your messaging comes across as repetitive and demanding, you run the risk of annoying candidates and ultimately damaging your company’s employer brand.
Don’t let that dissuade you from nurture campaigns all together! With the right know-how, you can get in front of the candidates with the right message, at the right time. Follow this step-by-step guide and you’ll be well on your way to more effective candidate email nurture campaigns.