4 Methods to Determine Recruitment ROI August 24, 2018

4 Methods to Determine Recruitment ROI

Within the HR space, we see all levels of professionals face the same challenges when it comes to finding talent and doing this cost-effectively.

From an entry level recruiter to the Director of Human Resources, everyone makes the choice to try new methods and new tools to make their recruitment quicker and bring down the cost per hire.

Of course, with those choices, comes risk!

“How do I know I can make the hire within a reasonable time frame, if I am paying for LinkedIn Recruiter?” and “What is the ROI if I pay this amount of money to Indeed?”

And of course,

“Do I calculate cost per hire based on actual hires? Or are there other methods to measure the ROI on my recruitment tools?”

These are all questions us HR professionals need to ask ourselves, as we evaluate the success of our hiring and the make decision to use a tool, long-term. And with that, HR Tech has advanced significantly over the years, making our metrics that much more complicated.

Since this territory comes with a lot of “what if’s?” and not as many guarantees as we like, here are our methods for considering cost-per-hire and how to avoid becoming “Penny Wise and Pound Foolish” with your recruitment. Continue reading “4 Methods to Determine Recruitment ROI”

3 Fundamental Reasons Companies Fail to Attract Top Talent August 17, 2018

Fail may seem like a harsh term, but it’s time to face the cold hard facts.

According to the CBRE report in “Scoring Tech Talent in North America 2018,” places like San Francisco Bay Area and Seattle, WA, (two of our biggest client markets, by the way) are scored as the top-ranked tech talent markets. Yet, both these hubs experience something referred to as “brain gain,” which means they are creating more jobs than there is tech talent available. *(Read more about the tech talent market reports and research from CBRE here).

So how do recruiters from these ‘brain gain” locations get away from this classic supply & demand conundrum? Here are our 3 fundamental reasons companies fail to attract top talent AND how they can fix it.

Continue reading “3 Fundamental Reasons Companies Fail to Attract Top Talent”

To Be or Not To Be(zos): Are You Recruiting Like Amazon? August 9, 2018

To Be or Not To Be(zos): Are You Recruiting Like Amazon?

Just exactly how difficult is the hiring process at Amazon? We’ll let you decide.

Over the last five years, Jeff Bezos hiring strategy has been one of the most talked about topics. With writers from Wall Street Journal, Huffington Post, and Fast Company adding to the multitude of articles covering the fascinating process, we thought we would take a deeper look at (1) how Amazon uses “bar-raisers” to recruit new personnel and (2) list off the pros and cons of using this extensive recruiting process.

Read more to find out if this tech-giant’s recruiting strategy is right for you. 

Continue reading “To Be or Not To Be(zos): Are You Recruiting Like Amazon?”

3 Ways to Prep For A Busy Recruitment Season August 2, 2018

3 Ways to Prep For A Busy Recruitment Season

As temperatures continue to rise, August is here, and the summer season swings toward autumn, talented young professionals begin to spruce up their resumes in time for the wave of positions opening soon.

Fishing through the sea of applications for the right person can be overwhelming, starting in September, The Balance recognizes this time of the year as the busiest season for talent to look for new opportunities.

According to a previous source from Business News Daily, the seasons of the year typically mirror common business cycles. Taking time to understand seasonal hiring trends may help you stay ahead of the pack, finding better, more suitable candidates before the year is out.

In order to help you navigate the tides of the talent pool, here are 3 ways to prep for this upcoming hiring season: Continue reading “3 Ways to Prep For A Busy Recruitment Season”

7 Ways You Can Excel At IT Recruitment Without IT Experience July 27, 2018

7 Ways You Can Excel At IT Recruitment Without IT Experience

Uh-oh, you’re responsible for hiring a “Full Stack Developer (LAMP)” for your company, but you aren’t even sure what LAMP stands for. Or, you find yourself looking at their resume and your first instinct upon seeing “C++” is that it must be a typo.

Don’t fret! Skillgigs is here to remove your fear of missing awesome talent and lead you to better decision making! Since we know technical recruitment is not only a numbers game, but it also means finding those purple squirrels or as close as you can get to them. With that said, here is the breakdown on how to hire top tech talent, even if you aren’t super technical yourself. Continue reading “7 Ways You Can Excel At IT Recruitment Without IT Experience”

It’s all about the UX stupid! Recruiting trends in 2018 June 10, 2018

It’s all about the UX stupid! Recruiting trends in 2018

2018 has been a monumental year so far for the recruitment market. This year, we saw the increase in cloud-based recruitment platforms, artificial intelligence tools being integrated with applicant tracking systems, and a growing focus on making the entire candidate experience a positive one. User design has finally started to adjust so that talent gets the best possible impression when visiting career websites and job portals. Then this experience goes forward as new hires participate in on-boarding and training efforts.

Here are some of the most prevalent ways that organizations are working to improve the recruitment user experience (UX) in order to attract and retain a strong workforce. Continue reading “It’s all about the UX stupid! Recruiting trends in 2018”

5 Ways Hiring is Changing in 2018 May 17, 2018

5 Ways Hiring is Changing in 2018

Most would agree…recruitment, sourcing and hiring have all become fairly dated until recently. The usual practice of searching, nonstop dinging of email resume submissions, and the repetitive process of reviewing resumes is anything but productive. The time for smarter recruiting is here and we want to highlight the best part of hiring: the human touch.

Looking at The 2018 Global Recruiting Trends report and Human Resources Today’s 10 Recruiting Trends in 2018, we compiled 5 of the most significant hiring trends taking over the job market and paving the way for identifying actual quality talent.


  1. Recruitment Technology

The role of AI and chatbots within hiring has made a huge impact on how companies work faster and automate the more tedious parts of recruitment. The 2018 Global Recruiting Trends shared that 76% say “AIs impact on recruiting will be at least somewhat significant” moving forward this year and beyond. Meaning – if you aren’t already using it, you’re probably already falling behind your competitors.

While there is an assortment of tools out there to simplify parts of your workflow, it’s important to think about where your biggest hiring pains are and evaluate which smart technology can help you find quality talent, automate screening or save you time. Skillgigs’ marketplace specializes in premier talent, meaning employers access a pool of only top talent, thereby eliminating a lot of wasted time on unfit candidates.


  1. Cultural Fit

Individuality has never been so appreciated than a time like this! Candidates come to employers in a variety of strengths, backgrounds, and culture. Top companies automatically require some level of technical ability; however, the actual person has to understand and connect to the goals and vision for the company on an almost personal level. Companies in growth pay attention to this because they understand these are the attributes that can differentiate an A player from a B player.  Here’s more on what employers look for when it comes to evaluating culture fit: 7 Attributes That Actually Matter When Hiring Talent.


  1. Paying Attention to Data

Most companies are driven by data, so why would talent acquisition be exempt from the process? Recruitment is a numbers game and we all know there are real number goals set for companies to grow. Whether it be a hiring manager applying pressure or the CEO of a new startup, the hiring space is about growth and growth is about numbers.  Companies are creating strategies and implementing new tools in their recruitment practice to put up the biggest fight against competitors and truly optimize their quality of hiring.


  1. Passive Job Seekers

Hiring quality talent has turned into 1 big game of attracting top professionals to opportunities that they didn’t look for in the first place. Human Resources Today listed a few inbound recruitment methodologies that HR departments are using to convert passive job seekers into active job seekers. Highlighting the candidate experience, these practices prove that talent cares about culture and the brand of the company when it comes to converting into an active job seeker.


  1. Social Recruiting

Human Resources Today said, “Social Recruiting is the process of using social media channels for recruiting purposes. The term refers to different ways of using social media networks (such as Facebook, Twitter, LinkedIn etc.) and websites (blogs, forums, job boards and websites like Glassdoor for example) to find, attract and hire talent.”

HR tech savvy professionals know that their placements are all about timing. To reach your quality talent, you need to be at the right place at the right time. The job marketplace moves fast, so social recruiting allows you to have a pulse on that movement. The Skillgigs marketplace itself only activates talent for 1-3 months at a time, knowing full well how fast this talent can move and how responsive they may be at any given time in their career.

How AI-Based Testing Is Changing Talent Evaluation May 10, 2018

How AI-Based Testing Is Changing Talent Evaluation

The talent market is made up of an endless number of skills, personalities, and objectives. Candidates have unique qualities that they offer employers, but the key is to make sure the right candidate is matched to the right opportunity. Sometimes this is difficult to determine a candidate face value, therefore employers lean on candidate assessment to learn more about a candidate’s worth under the surface.

According to Computer Weekly, the Innovation Economy Report by the Silicon Valley Bank advised that 94% of the fastest-growing technology firms admit securing the talent needed to expand is a real challenge. Artificial intelligence (AI) represents a chance to harness advanced technology that can support better candidate selection.

What are some ways that AI-based testing is changing the way recruiters evaluate talent?

Smarter candidate assessments

  • Recruitment technology has advanced to the level of candidate assessments that essentially learn how each candidate will respond based on his or her behaviors. This type of psychology is paving the way for how to determine candidate skill sets. Tech Talent Labs names a few really cool assessment tools that ask questions to evoke and evaluate a behavioral response. Pymetrics, for example, “applies neuroscience games and cutting edge AI” to evaluate talent in a smarter way.
  • This, of course, makes it harder for a candidate to mislead hiring managers by claiming knowledge, traits, and skills that aren’t there. This makes candidates more accountable about what they say, and helps to shortlist candidates sooner in the recruitment process.  

Pre-screening using chatbots

  • A more recent addition, but one that shows promise already, is the use of chatbots that conduct pre-screening with candidates. Built into the applicant tracking system, the chatbot initiates the first few contacts with the candidate, starting with the moment they complete the application. The candidate gets an acknowledgement via email. In a subsequent email, the candidate is invited to schedule an interview and take a brief online assessment. The chatbot that learns something about the candidate in an interactive chat session. The results of the chat session and the assessment are furnished to human recruiters who can decide to move forward with a candidate.  
  • The Recruitment Network club references the app, Mya, as an example for how a chatbot screening tool can eliminate the extra time to it takes to submit a cover letter and hear back from a recruiter. Assuring the quality and effectiveness of the screening, Mya records data and can even answer questions posed by the candidate.
  • The Skillgigs AI Interviewer takes the chat feature to the next level and asks questions on skill density, taking into account confidence level, amount of information offered & clarity about that specific skill. Our AI interviewer confirms confidence in a skill set, while also grading the actual technical skills, so recruiters avoid someone who can’t walk the talk. Our 2-part interviewer asks questions and then asks the candidate to apply their knowledge in a coding practice. This combined computes a report for the recruiter.

Better, more responsive candidate experience

  • One thing that is pivotal for success in recruitment is making the entire candidate experience a positive one. A survey conducted by Software Advice, an organization that reviews HR technology, survey job seekers to find out how a negative candidate experience impacted them. They asked job seekers what actions they would take after a bad experience occurred when applying for a job.
    • 83% of the job seekers said they would never apply to a company again that gave them a negative experience
    • 63% said they would refuse a job offer with a company where they had a poor candidate experience
    • 59% said they would tell others not to apply at that company
  • However, the same survey revealed the power of a positive candidate experience, which AI supports by being more responsive to candidates and keeping them in the loop.
    • 96% of the candidates said they would apply to the company all over again
    • 93% said the next step would be to immediately accept the job offer
    • 66% said they would leave a positive review on Glassdoor

Improved talent matching

  • Increasing the dimensional view of each candidate happens with artificial intelligence technology. Instead of a flat resume-based system that flags certain keywords carefully placed by the resume writer, an AI-enabled talent matching system examines candidates under multiple layers of traits, skills, and qualities. These can be presented in our 3D resume model, a patented technology, which provides more information that hiring managers can use to make selection decisions.
  • See how the 3D resume model works here: www.skillgigs.com

Faster short-listing

  • Recruiters have very little time to track down the best candidates, especially when one knows that the same candidates are being pursued by other hiring companies. Talent platforms that can quickly assess, categorize, and match candidates to jobs give recruiters the advantage they need to focus on their shortlisted candidates. This provides faster access to the right people and increased speed at which they can process candidates.

Less bias in selection

  • The human element has always been a part of recruitment, with many trusting their instincts vs evaluating candidates on real qualities. Bias, which happens unconsciously, is not favorable in terms of hiring — especially when it comes to increasing diversity in the workplace. Fortunately, AI takes the human element out of candidate evaluation so that hiring becomes more equal. The end result is a stronger workforce based on skills and not on factors that don’t relate to career success

How to make your average recruiter look like a superstar April 26, 2018

How to make your average recruiter look like a superstar

Corporate recruitment is the most vital aspect of developing a strong business that is supported by skilled employees. With all the competition out there from other organizations, recruitment agencies, and headhunters — you need to be on your A-game to attract and hire the best candidates. Instead of being average, a recruiter needs to be a superstar (or at least look like one)!

What elevates a recruiter to superstar status?

The annual America’s Best Recruiters list for 2018 was published by Forbes, highlighting the most highly rated recruiters in the profession. Market research company Statista supported this effort by asking 30,000 recruiters, 4,500 job candidates and human resource managers who had worked in recruitment agencies sometime in the last three years to nominate their top 10 executive and professional recruiting firms. It turns out, top ranking recruiters earning six figures or more are focused on data-driven results and relationship building. The survey also revealed that recruitment has shifted from an action of merely searching for candidates to one of finding out who candidates are so they can be matched to the best jobs.

  • Attracting talent

Three out of four recruiters admit that attracting talent is still the most time consuming and costly aspect of recruitment. Having a plan of action and a system for attacking this task can move you into the top spot as a recruiter. In certain industries, such as healthcare and technology, this is a challenging prospect. However, it’s not impossible if a recruiter understands the window of opportunity is very slim and takes concerted effort — focused only on candidates who are ripe for a new job.

  • Industry knowledge

To rise to rockstar level as a recruiter, one must also have a deep understanding of the industry. This can come from personal experience or as a result of building relationships. In order to become proficient at something, one has to spend a great deal of time in the environment of the task. The same goes for recruitment. Getting to know the unique nature of the industry helps to better address the needs and goals of the best talent.

  • Recruitment data

The world of recruitment is filled with tools that gather data from multiple sources, all designed to help in the decision-making process and rate effectiveness. We often focus on recruitment metrics like time to hire instead of quality of hire, because this is what the industry tells us is important. Using a data-rich platform that displays the value of candidates in multiple formats, such as skill density maps and 3D resumes, can give recruiters better results. Instead of weeding through hundreds of resumes, today’s AI-enabled data tools allow recruiters to immediately target the best candidates, which makes them look like they have super-powers.

  • Relationships

The top recruitment firms use relationship building to the fullest. It’s not just about getting to know a few good candidates to place them in jobs. It’s about tracking their career paths and being there when they are ready to seek a new job. Long-term relationships are built through trust that only comes from successful placements and maintaining contact. Committing to the long-term success of candidates keeps talent pipelines filled and produces many referrals. Finding out what interests candidates, understanding their goals and values, and respecting their gifts is what makes for better relationships. As the healthcare and IT labor pool continues to shrink, this will be the way to secure talent.

  • Mentoring

There is a strong connection between coaching candidates and their success when interviewing for new jobs. Only the best recruiters take the time to mentor candidates to put their best face forward. The Undercover Recruiter advises that all candidates take the time to research the company well, followed by practicing interview questions and preparing for the big day. From the standpoint of a recruiter, don’t you want your candidate to have the best possible chance of impressing the hiring manager and getting the job? Take the time to coach the candidate, and share whatever inside knowledge you have that can give your candidate the advantage.

  • Client Management

When pitching any candidates to a client, use the tools available to you to present their skills and experience in a strategic way. 3D Resumes and visually stunning skill maps are highly appealing to clients when evaluating candidates. Many employers will also want to know more about the candidate’s long-term career goals, if they share the same values as the company, and if they are committed to the industry. These factors are not always evident on a dull paper resume. Interview your clients to ensure you know exactly what they are looking for in employees, what makes them successful, and what challenges they have with hiring. Clients who end up with a great hire will return for more in the near future, thinking of you first as their superstar recruiter who can make it happen.

Being a recruiter can be one of the most rewarding careers, or it can break you. Whether you work independently or as part of a team, it’s critical to your success to stand out. Use the tools that help manage the above aspects of recruitment and you will rise to the top.

Employer’s 5 Tips for New Hire Success November 22, 2017

Employer’s 5 Tips for New Hire Success

Starting a new job can be a rough experience. 1st impressions are at every corner, knowledge for the actual company is severely disadvantaged compared to people who already work there & the newbie spends all day shadowing/overloading themselves with information. As the person that hired them – you stand waiting, wondering if you made a good decision with your hire. While I am sure you made an excellent choice, here are my tips for onboarding to guarantee success.

  • Simple – but often forgotten, make your office or department aware that a new person will be coming on board. Describe to your current employees what the new person was hired for and how each of them can assist in providing training. Even further, make sure your current employees have cleared space on their schedules to go over company processes and educational materials. This way, they can prepare to make room in more than one way.
  • Make your planning for the new hire a 1st priority. They usually don’t know exactly what you need, until you have provided direction. Inc. even said in their “Building an Onboarding Plan” article, that your planning should start at recruitment. You may not even know who the individual is yet! I suggest compiling a folder that contains training materials, company info and policies, overviews of your services, a hierarchal description of the office, and any legal documents they should be aware of. Tech companies, especially, should include any tutorials and login credentials to tools and software the newbie will be driving. This enables you to send the new person materials prior to their start date, so as not to overload them on the first day & to prove your company’s commitment to employee success.
  • Start bonding ASAP. Aside from the awkwardness of being the new person, your new hire is probably looking for a fresh start with a group of motivated individuals. It’s an undeniable fact that coworkers gel in the workplace, when they get along and maintain the “work hard, play hard” mantra. Set up lunches, cocktails & gatherings to guarantee a healthy amount of time is spent on company bonding. The hard work will naturally follow, if you have a good egg.
  • Schedule regular briefings with the new hire. I would say initially, every other day, schedule mini meetings just to re-cap what they are learning. Suggest who to meet with, how to approach some parts of training, just to ensure they are on the right track. Moving forward, create weekly meetings to plan execution for what you hired them for. The meetings then inherently can be used for evaluating the execution.
  • Be ready to work with an eager beaver. So as to make a good impression, new hires typically want to jump into action & immediately start work on the bigger projects. To satiate their interest, include short and long term goals for their position in your onboarding planning. While they grow into the position, and gain authentic background for the company, your new hire will be strategically training themselves to build up to the bigger projects.

The tips overviewed are pretty straightforward & if you’re a successful company, then you are probably already using most of these methods. However, with the current tech shortage & high turnover – it’s never a bad idea to audit your process. Keep an open door, plan well, and manage the fluidity of working with a new person.

Additionally, if you are ever looking for other employer management tips, check our our employer blog here. Happy hiring!