Welcome to “The Most Interesting Recruiting Stories of the Week,” a weekly post that features talent acquisition insights and information from around the web to kick off your weekend. Here’s what’s of interest this week:
Top Articles to Read Now
Research from Josh Bersin shows that only 1 in 4 companies are recruiting in an optimized way today. Berin writes: “I remember sitting on a plane watching a software company recruiter using LinkedIn to frantically send InMails to hundreds of candidates for hours. She told me it was one of the most frustrating things she does. Today I hope she’s using a more intelligent and automated process, and spending her valuable time talking with people over the phone (or carefully looking at their video interviews, assessments, or job previews.)”
“New York City businesses are pushing back on a law that would require them to publish salary ranges on job ads, intended to close the racial and gender wage gaps, with some citing concerns that it will hinder their diversity efforts in hiring,” according to this CNBC article. Still, [w]hile business groups say the salary law could hurt their efforts to diversify senior leadership and work toward pay parity, data shows that historical pay practices have led to a widening wage gap across race and gender.”
From Business Insider: “The Information reported on Tuesday that the tech giant plans to send recruiters to high schools in the US and Canada. Back in December, The Wall Street Journal published an article stating that Amazon is planning to set up ‘mock fulfillment centers in high schools to plant the seeds of future careers.’ The media reports also indicated that Amazon will look to entice young recruits with large bonuses, college tuition benefits, and salaries well above the federal minimum wage.”
“As the labor market reorders, more Americans are making the leap from blue-collar jobs and hourly work to “new collar” roles that often involve tech skills and come with better pay and schedules,” according to The Wall Street Journal. “More than a tenth of Americans in low-paying roles in warehouses, manufacturing, hospitality and other hourly positions made such a switch during the past two years, according to new research from Oliver Wyman, a management consulting firm that surveyed 80,000 workers world-wide between August 2020 and March 2022.”
According to website Big Think+: “Some of the most prominent biases in recruitment processes are familiarity heuristic (favoring a candidate with a similar background), elitism (favoring a candidate from a well-known institution), and career archetypes (ignoring a candidate whose career path doesn’t match conceptions of what it ‘should’ look like). —
“Microsoft is expanding its accessible hiring initiatives to embrace neurodiverse individuals, via a program dubbed the Neurodiversity Career Connector,” HR Dive reports. “In its pilot phase as of last month, the networking program connects neurodiverse talent with disability-inclusive employers.”
“Adam Karpiak never set out to become a recruiter,” begins this LinkedIn Talent Blog post. “In fact, he didn’t even know it was a career until a recruiting firm saw his resume online and reached out — they liked his sales experience. Turns out, it was his calling. Today, 333,000+ LinkedIn followers await daily advice from the self-described ‘recruiter helping job seekers rediscover their value.'”
“The on-campus presence that once served as the heart and soul of early talent programs shifted to a remote world,” writes Madeline Laurano on ERE.net. “And, for many companies, it may never come back as employers continue to deploy virtual events. Indeed, according to a new study by Aptitude Research, 82% of companies will have some mix of virtual and in-person events this year.”
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