Out of sight, out of mind. That’s the new reality companies are facing in the all-remote world.   Sure, hiring is a challenge. But so is knowing when employees are unhappy when you can’t see their body language. When you don’t have those informal check-ins.   Or when you don’t realize how badly you botched the onboarding process until it’s too late.   Jeff Smith and James Hornick will be back for the latest 600-second tirade in Episode 30 of The 10 Minute Talent Rant, "You Can’t Out Recruit Bad Retention"   Connect with James Hornick and Jeff Smith James Hornick’s LinkedIn page: https://www.linkedin.com/in/jameshornick/ Jeff Smith's LinkedIn page: https://www.linkedin.com/in/jeff-smith14/  

Hirewell Recruiting Insights

You Can't Out Recruit Bad Retention - The 10 Minute Talent Rant

You may not know this, but recruiters aren’t really HR people. We just pretend to be on the internet. So when we want to go deep on pressing issues, we call on some actual experts.   Erin Turnmeyer is the VP of People at Civis Analytics. Not only is she up to date on the issues, but she has a data-driven approach. And a snarky demeanor which we of course love.   She and James discussed a few pressing issues: What causes alignment challenges between HR and hiring manager? And how can it fix to improve hiring? How can you take a data-driven approach to diversity hiring? Is HR’s opportunity to get ‘a seat at the table’ closing?  

A Data-Driven Approach to HR with Erin Turnmeyer - Talent Insights

Everyone is frustrated that recruiting is so hard. Blame goes in every direction. A lot of it gets dumped on the technology.   Sure, recruitment tech could be better. But when you see worst practices in hiring persist year after year, isn’t that a bit of a cop out? How much of it is humans not using the tools correctly? Nate Guggia and James Hornick will talk about where recruitment tech misses the mark. And where poor messaging and strategy are the real issues.

Does Recruiting Tech Suck? Or Is It User Error? - The Employer Content Show

 Lots of companies want to be inclusive in their hiring. Unless it comes to little things like...previous experience. Vetting for necessary skills is one thing. But creating ideal profiles of who you think will be successful based on a couple of previous hires?  Kind of a recipe of everyone thinking and looking the same, don’t ya think? Jeff Smith and James Hornick will rage on the downsides of poorly conceived requirements in Episode 29 of The 10 Minute Talent Rant, "How About Some Diversity in Work Experience?" 

How About Some Diversity in Work Experience? - The 10 Minute Talent Rant

Having a cool product makes sales a lot easier. How does shooting drones out of the sky with RF signals sound?   That’s exactly what DroneShield does. And their CEO, Oleg Vornik, was gracious enough to come on the Talent Insights podcast to talk about a niche many people aren’t familiar with: government sales. Specifically in the defense sector.   Oleg and James discussed a variety of areas, including: Traits a good salesperson needs in government sales. And how the sales cycles differs from the private sector. The types of “fit” sales leaders should look for (spoiler: not “culture fit”) How to hire for roles you yourself may not have direct experience in. The downsides of employee referrals and what to watch out for. Interview blunders sales job seekers should avoid. How to best pivot into the defense sector when you don’t have experience.   Have a listen, here. 

Hiring Well in Government Sales With Oleg Vornik - Talent Insights

Anyone can get 3 people to say something nice about them. So what are we really expecting to find out with the good old fashioned reference check?   It's perhaps the biggest example of “we’ve always done it this way” pointlessness in hiring.   And don’t get us started on “backdoor” reference checks. (Asking someone the job seeker didn’t provide, behind their back). Actually, we’ll go there too. More garbage.   Jeff Smith and James Hornick will tear down the pointlessness in  The 10 Minute Talent Rant, "Reference Checks Are Stupid"  

Reference Checks Are Stupid - The 10 Minute Talent Rant

When it comes to sales hiring, what are people having the hardest time with that they shouldn’t?    Answering that question is Debra Senra, the Chief Revenue Officer at Ten Spot. When it comes to hiring sales people, she’s as good as they come. The short version? A lot. Hiring manager egos. Not doing the first interview yourself. Saying you want a diverse slate of candidates but showing blatant bias against previous experience. Or schools. Or age. If you’re hiring salespeople, you’ll want to hear this.

Hiring Well In Sales with Debra Senra - Talent Insights

It’s hard to outspend someone with deeper pockets. Which can make competing for talent against larger organizations seem impossible. Bigger budgets mean they can do more, right?   But money isn’t everything. When it comes to hiring content, throwing money at the problem only seems to make matters worse.   In episode 23 of The Employer Content Show Nate Guggia and James Hornick will go as far as saying the best things in life are free. Well, cheap anyway, let’s not go crazy...   Connect with James Hornick and Nate Guggia James Hornick’s LinkedIn page  Nate Guggia's LinkedIn page  

How Small Companies Can Win Hiring With Content - The Employer Content Show

Jeff Smith and James Hornick like to rant. But they also like to empathize. We’re nice people. :)   Look, hiring is hard. A lot of people are figuring it out for the first time. The biggest challenge is not knowing what you don’t know. Making mistakes that you don’t even realize you’re making.   It’s ok. We got your back in the 10 Minute Talent Rant, Episode 27, “How to Know That You Don’t Know How to Hire”   Connect with James Hornick and Jeff Smith James Hornick’s LinkedIn page Jeff Smith's LinkedIn page  

How to Know That You Don’t Know How to Hire - The 10 Minute Talent Rant

Three months ago, we released the first installment of Hirewell’s Data Insights series.  We crunched the numbers that we had seen over the previous 12 months to paint a picture of the hiring market.  The job market flatlined (Q2 2020) and then rebounded  (Q1 2021) in the span of 9 months.     Another quarter is in the books. We are back with the latest installment.  And guess what?  The numbers point to even more hiring activity. To give you some context, Hirewell has 75 recruiters that focus across 6 functional areas.  Hiring was up significantly in all areas: Tech Digital/Marketing  Human Resources,  Finance & Accounting Sales Real Estate Services   In Q2, we completed nearly 500 hires across 100+ different clients. I don’t say those numbers to brag (though I’m extremely proud of our team).  This is real hiring data from companies on a national basis. We continue to see some fascinating trends.   They included: 355% - increase in year over year activity (Q2 2020) 38% - increase in quarter over quarter activity (Q1 2021) 32% - increase in demand for Software Engineers (no surprise) 57% - increase in demand for Recruiters (continues to be amazing) 73% - Software Engineering Hires were fully remote 50% - Recruiting Hires were fully remote 0 - Number of Software Engineering Hires that were fully onsite 

Data Insights Q3 2021 - Talent Insights

It’s not a loaded question. And your answer speaks volumes. We get that the recruiter’s paradise of a single candidate hiring isn’t always feasible. But a “the more the merrier” approach raises a few red flags of its own… Do you really care about candidate experience? How much of a priority is this hire? And do you even know what you’re looking for?  While it’s good to have options, Jeff Smith and James Hornick will dissect the very real downsides of having too many in the next 10 Minute Talent Rant, Episode 26, “How Many Candidates Do You Need To Make a Decision?”   Connect with James Hornick and Jeff Smith James Hornick’s LinkedIn page Jeff Smith's LinkedIn page  

How Many Candidates Do You Need To Make a Decision? - The 10 Minute Talent Rant

Companies always say they want to stand out with job seekers. But few actually do.   You have plenty of opportunities. Your website, your social presence, your job ads, etc. They're yours. You can do whatever you want with them.   But place these things side-by-side, the messaging tends to look a little cookie-cutter. (I mean we all know how many JD’s are literally just copied off each other, right?)   What gives? Are companies afraid to go against the grain? Or do they just not know how?   Nate Guggia and James Hornick are welcoming back Mitch Sullivan to The Employer Content Show for Episode 22 “Why Are Companies So Bad At Selling Themselves?”

Why Are Companies So Bad At Selling Themselves? - The Employer Content Show

There’s the Final Interview. Then the Next Final Interview. Then the Final Final Final Interview.   Not a good strategy for winning top talent.   We get it. You’d rather be doing your actual job than running an interview process. But letting your indecision bleed through is no way to grow a team. Or run a business.   Jeff Smith and James Hornick will dunk on some of the most common ways companies repel talent.   Connect with James Hornick and Jeff Smith James Hornick’s LinkedIn page Jeff Smith's LinkedIn page  

Hiring Managers: You Might Want to Show Some Hustle on These Interviews - The 10 Minute Talent Rant

Not seeing salary info in job ads seems to be a hot button issue that all job seekers can get behind. (Except when it comes to having their current companies add it to their own job ads but I digress…) It’s common in the UK.. The state of Colorado just mandated it. But for most job ads in the US, salary ranges are nowhere to be found. But…why? If it gets more job seekers interested, what’s the hesitancy? Jeff Smith and James Hornick will uncover why it never seems to happen in the next 10 Minute Talent Rant, Episode 24, “Why Isn’t Everyone Putting Salary Info In Job Ads?”   Connect with James Hornick and Jeff Smith James Hornick’s LinkedIn page Jeff Smith's LinkedIn page    

Why Isnt Everyone Putting Salary Info In Job Ads? - The 10 Minute Talent Rant

In our 4th (and potentially final) edition of the What Candidates Want to Know series we hit on an area that’s near and dear to my heart: recruiting recruiters.   Yes, recruiters are job seekers too. And they’re in insanely high demand. It’s the #2 most in-demand position that Hirewell is seeing right now (behind the always-in-the-top-spot software engineers).   And as always, it’s a lot easier to attract top talent if you know how they make decisions. So Nate Guggia and James Hornick  cover on the latest The Employer Content Show, Episode 21 ”What Candidates Want to Know: Recruiting Recruiters Edition”   Connect with James Hornick and Nate Guggia James Hornick’s LinkedIn page  Nate Guggia's LinkedIn page    

What Candidates Want To Know Recruiting Recruiters Edition - The Employer Content Show

You don’t know what you don’t know. But you do know that hiring well doesn’t happen by accident. It happens by partnering with the smartest people. People who know recruiting, understand the market and give you the edge you need for building a world-class team. Luckily, you have Hirewell at your disposal, and The Recruiting Insights podcast, hosted by Hirewell CEO Matt Massucci. Full of recruiting insights from experts in the field, Hirewell Recruiting Insights helps you learn the ins and outs of recruiting so you can surround yourself with the best possible people.

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Hirewell Recruiting Insights

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