Happy Friday! Take a look at this week’s must read articles for recruiters, hiring managers and everyone in between:
Uncounted in the Unemployment Rate, but They Want to Work (Read @ New York Times)
Millions have left the labor force in the last year, many home with children or health concerns. The statistics may not reflect their aspirations.
The New Dynamic Between Internal Mobility and Retention (Read @ Indeed.com)
Before, in a prepandemic workplace, internal mobility done right often meant retention done right. But all that’s changed since early last year, when expectations were different.
Benefits of Using iRecruit TXT: Communicate with candidates who prefer text over email
iRecruit TXT is available to all customers. Text candidates efficiently using built-in templates, creating a record of the conversation. This month we’re taking a look at some of the benefits you’ll enjoy when you use iRecruit TXT.
How to Make Your Job Post Gender Neutral (Read @ HR Daily Advisor)
Whether we realize it or not, job posts often contain language that favors one gender over another. The way an employer describes a job, such as by using certain words, may imply a bias toward specific traits that may be associated with only one gender.
A Crisis of Long-Term Unemployment Is Looming in the U.S. (Read @ Harvard Business Review)
The stigma of long-term unemployment can be profound and long-lasting. As the United States eases out of the Covid-19 pandemic, it needs better approaches to LTU compared to the Great Recession. But research shows that stubborn biases among hiring managers can make the lived experiences of jobseekers distressing, leading to a vicious cycle of diminished emotional well-being that can make it all but impossible to land a role.
Is a Great Candidate Experience Possible in High-Volume Recruiting? (Read @ ERE)
A company’s culture and values are drivers of a strong brand. This is something so obvious, so ingrained in employer branding that it can sometimes cause leaders to overlook another significant influence of their organization’s reputation — candidate experience.
How a Teenager’s Viral Post Points to a Huge Hiring Opportunity (Read @ LinkedIn)
At the beginning of March, Ryan Lowry posted a hand-written letter on LinkedIn with a simple message: Hire Me. Ryan wrote the note to future employers, explaining that “you will have to take a chance on me,” because, even though he’s “gifted at math, really good with technology and a really quick learner,” Ryan is autistic.
6 Simple Hiring Policies That Will Boost Diversity (Read @ Glassdoor)
When thinking about systemic injustices that affect underrepresented groups, it’s easy to get overwhelmed by the colossal task of dismantling deeply entrenched patterns and practices. But take comfort knowing that change will never happen based on any single gesture, no matter its magnitude or impact; instead, it will come with the aggregated power of incremental gains.
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