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Recruiting

1
Remote working as the new normal will lead to significant shifts in compensation philosophy and guidelines. Will cost of living differences still make sense?
Recruiting
Compensation
Once work from home/remote work becomes the norm, will companies force lower salaries on employees who choose to move to a lower cost of living market? Will top talent tolerate a lower salary, or will they demand their same big city salary even when they move to cheaper areas? Compensation teams may need to create more "national" salaries (vs regional/local) and begin to benchmark more to the true value of contributions by an employee vs a regional benchmarking survey.
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12
JV
John Vlastelica
2
Companies will take advantage of recruiting talent who can work from home to improve diversity.
Recruiting
Remote
Inclusion
Companies face big challenges recruiting for diversity when the total addressable market is small in their target markets, usually close to their big offices. Focusing diversity recruiting efforts on the markets where the diversity already lives will allow for quicker diversity hires and encourage more local investments in cities and schools that don't get the attention of big tech/big employers today.
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9
JV
John Vlastelica
3
Employers will identify new benefits attached to remote work to retain workers.
Remote
Recruiting
Work Practices
Other
Part of the reason employees stay with a specific employer is because switching costs are high for many - moving to a new city and uprooting my social/personal life, or if the employer is still local - the commute would be worse, transportation is a hassle to figure out, daycare for the kids is going to be more inconvenient...even bringing the dog to work (a more common "benefit" in tech). With WFH being the norm, the switching costs are much lower - so if I'm an employee who's now bored or feeling unrecognized or getting micromanaged, and a recruiter calls me about a new role, it's much easier to make a move if I'm not physically moving. Would talent be more fluid with less friction? Certainly. So then it'll be interesting to see if/how companies introduce NEW friction - do they pay for your amazing home office (buy you a giant monitor, ergonomic office chair, provide exercise classes in your home, offer home delivery of meals, offer home cleaning services, credits for uber rides, etc?
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9
JV
John Vlastelica
4
More companies will start hiring internationally now that the floodgates to hiring remotely have broken.
Compensation
Recruiting
This will help with cost of labor, multi-language support, and time zone coverage.
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6
KM
Kenny Mendes
5
Massive but not complete shift away from on-campus to virtual recruitment for hiring students, grads
Recruiting
Remote
In the U.S. and Canada, the majority of students and recent graduates of one-, two-, and four-year colleges and universities are hired by Fortune 1,000 companies, government agencies, and other employers who hire at scale, meaning dozens or even hundreds a year. People say that small businesses employ most people and that's probably true if you include the owners and 1099 contractors, but it isn't true when it comes to who employs the bulk of students and recent grads.

College and university recruiting hasn't changed much since the 1950's. Employers assess their needs a year or more in advance, determine which schools to visit and what resources will be needed to properly engage the stakeholders on those campuses (career services, professors, students), fly out recruiters and hiring managers mostly in the fall but some in the early winter too, invite top candidates back to headquarters for a day of interviews, extend offers, etc. But more and more organizations have layered on what some call "virtual" recruitment, which essentially means reaching, engaging, and hiring on-line through job boards like
(my company) and other sourcing tools. Very few organizations have looked at their virtual sources as being any more important than any one of the dozens of schools they may visit.

For the 2020-21 school year, it is become apparent that many and perhaps most college campuses will be closed or inaccessible to visitors at least for the fall. Even if the campus is open, many students will opt to attend classes remotely and so won't be on-campus to meet and interview with employers who physically visit the campus. Employers are scrambling to shift resources from on-campus to virtual, and many are doing so very, very reluctantly as a virtual model requires far less resources, especially on the staffing side. You just don't need nearly as many recruiters and nearly as much budget to hire dozens or hundreds on-line versus flying around the country so those whose jobs or travel perks are threatened are, understandably, not happy.

When the C-suite sees that their early careers recruiting program can be accomplished with far fewer resources and perhaps even better align with their diversity hiring efforts as more students will be hired from more schools, will they want to go back to the old model? I can't see it. It seems to me that we're at a tipping point where college recruiting moves from 1952 to the 21st century. As more students are hired virtually, it also seems to me that we'll see an acceleration in more employers becoming school and even major agnostic, as productivity data has shown that there is little correlation between the school the student attended and their major and their productivity and some studies show a negative correlation.
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6
SR
Steven Rothberg
6
Create shorter-term employment models
Recruiting
Remote
Performance
Work Practices
Employee Experience
With more employees working remotely (in roles that support it), talent will be more fluid now that the traditional considerations that had to align (i.e. commute, relocation/location) are no longer a factor. Offset this with one-year tours of duty (akin to LinkedIn's model) with clear outcomes and mutually-additive value for the company and employee.
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4
LS
Lars Schmidt
7
Projects and take-home work will play a much larger role in decision making during the recruiting process.
Inclusion
Recruiting
Data
Companies will have to adapt their interviewing practices to involve more work-sample tests if they want to make accurate hiring decisions, and this will promote more inclusive hiring processes. The companies that don’t adapt will over-emphasize video-conference interviews and their process will be riddled with even more bias than before.
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4
KM
Kenny Mendes
8
Humanization of Work
Recruiting
Remote
Work Practices
Employee Experience
Culture & Values
Whether it's going to work or working from home, companies need to humanize work. They need to take the "Robot out of the Human.) That includes transforming not only how works get done, but how people access the work. The pandemic might be the tipping point the world was waiting for when it comes to commuting up to 3 hours every day (not to mention saving the planet!) The pandemic ripped wide open how fragile the current system of work, jobs, and employment were. It immediately shattered the productivity and functional myths about working remotely. Even with the challenges of working from home, work gets done with little preparation and a hodge-podge of technology. Imagine if the transition had been planned! Regardless companies must treat employees as human beings. This isn't only a moral argument but a functional and strategic one too. From all indications, a lot of workers aren't "going back to work as usual."
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2
IW
Ira Wolfe
9
Humanization of Work
Recruiting
Remote
Work Practices
Employee Experience
Culture & Values
The pandemic was a tipping point. It was a much needed catalyst moving management toward the humanization of work - taking the Robot out of the Human. Whether work is going to an office/plan or working from home, companies must value the wellbeing of the human being. That includes reevaluating how works gets done AND how people get to work. The silver lining in the pandemic has been that myths have been shattered why work couldn't possibly get done without congregating workers under one roof. Commuting 1 to 2 and even 3 hours every day was insane. Work from home has been a wake-up call and many companies have responded. Slow to adopt industries like healthcare have responded with telehealth. But others are waiting for life to go back to "normal." Normal died. It's a mere memory. Now is the time to focus on how to improve productivity while fostering wellbeing.
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1
IW
Ira Wolfe
10
Job Descriptions-Overhaul the process for how they are formed, who drafts them and the information they include
Recruiting
Hiring managers collaborate on formulation of job descriptions. Complete a template that asks key questions to ensure they are clear about who they want for the role and the candidate is clear about the expectations. ie, "what does success look like in the role?" If the hiring manager isn't sure because its a newly created role or out of their purview, just include that in the job description. "You will help to define this role through the interview process and shape it as you are on-boarded". They should identify the skills and background they want BUT be prompted to question WHY they think that background will guarantee those skills to mitigate bias and broaden the pool of candidates.
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1
Shayna McDonough
11
Mitigating unconscious bias in recruitment and screening
Recruiting
Integrating blind recruiting tools (building out these functions as options in ATS systems) that remove first name, school and maybe even places of employment-leaving in job details) from resumes. This can help candidates move through the process without consideration of gender, ethnicity, school name or employer prestige. Blind screening minimizes the chance of subconsciously scrutinizing candidates due to gender or race & diversifies the candidate pool based on the merit, accomplishments and skills presented in resumes. It might surprise hiring managers that they can get the same level of skill, experience and success from candidates that dont have backgrounds they thought were needed.
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0
Shayna McDonough
12
Finally move on from using MS Word and PDF built resumes which current ATS "try" to interpret
Recruiting
Data
Work Practices
Performance
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0
DM
Declan Murphy
13
Distributed role profiles
Remote
Work Practices
Employee Experience
Culture & Values
Recruiting
We were already moving through a period where individuals had a much broader range of choices in terms of how they related to their employer (employed, contract, freelance, etc). Designing organisations that can draw strength from a distributed workforce is step 2 on top of this already existing variety. If we can then maintain this level of flexibility through to the way that we describe roles themselves and step away from formal job descriptions and into hiring for potential, values, behaviors, energy and the ability to learn and collaborate
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0
A
Andy
14
Cancel the Cover Letter
Recruiting
Learn more about the candidates capacity for success in the role by requiring they answer 3 questions relevant to the position BEFORE accepting their resume. They can be quantitative, qualitative or a combination of both depending on expected volume. This insight from candidates will be more effective than an open ended cover letter. The resume provides a glimpse of past successes whereas 3 job relevant questions can provide an indicator of future success. Do they have good ideas? Are their responses aligned with our values? Is their approach different but needed? Lets get their resume and if that backs up their responses , schedule an interview/
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0
Shayna McDonough
15
Preparing candidates for the interview by providing them with context for the conversation. Share the style & the flow of the meeting and then give them the key areas of their skill, experience, process approach and ideas we want to understand about them during the interview.
Recruiting
Interviews are not a perfect science and some say not a reliable predictor of someones performance. But imagine how much better candidates would do if we set them up for success. Interviews are the most unpredictable part of the process. Candidates prepare by studying the website, mastering the job description & reflecting on tons of examples from their work history but so many times the interview goes in an unexpected direction they didn't prepare for. By providing more context for the meeting, you will likely get more of the actual person and not the representative they sent to the interview. This authenticity will help you to evaluate if they are a match for the role more effectively.
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0
Shayna McDonough
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