Over the last few weeks, our podcast team has been hard at work putting together the final episodes of Hiring On All Cylinders: HR Tech Edition and in the process we've witnessed a central theme emerge. What do an editor of a major HR publication, an HR tech startup CEO, and the founder of a technology advisory firm agree upon, you might ask?
As the Head of Diversity & Inclusion at Dentsu Aegis, DK Barkley plays a pivotal role in the direction of the company’s overall diversity strategy. At the start of this year, his team identified two main areas of focus – increasing female representation in leadership and hiring and promoting talent from underrepresented groups.
New recruiting technologies hitting the market today have unlocked the potential to completely revolutionize recruiting as we know it. But with the promise of new technologies must come a dedication to learning complex tools and changing behavior across the organization. And if your team happens to implement many new tools in one fell swoop, then team downtime and your laundry list of training to-dos only snowballs.
When you think of the typical Entelo user, you may envision a scrappy startup recruiter juggling 50 open reqs. But in reality, Entelo is just as widely used to help the world’s largest companies recruit talent. This morning Entelo announced some big wins in the large enterprise segment – with 5 of the top 8 largest companies in the Fortune 500 now using Entelo for recruiting automation.
The passive talent market is tricky. As a recruiter, you want to get in front of passive talent with the right opportunity at the right time – before they raise their hands and announce to the (recruiting) world that they’ve hit the job market. Since they’re not actively looking, this becomes quite the guessing game.
If successful, you beat the competition to the punch and are making hires before they can say “impressed by your background.” More often than we’d like, however, recruiting outreach garners no response at all.
It’s estimated that in 2018 the average business professional received 120 emails a day. That comes out to 600 emails a week flooding your candidate’s inbox – and when many of those emails offer little more than a useless distraction, it becomes exceedingly difficult to cut through the noise as a recruiter. Add to the mix an average attention span of a mere 8 seconds and you have all the ingredients for an uphill battle.