July 15, 2024

In 2016, about 1 in 8 people  in the labor force were black/African American employees. While the number has been growing throughout the years, there is a good chance that some of them work at your company. If they do, it’s even more critical that you recognize and honor Juneteenth at your company. But what should you do for this holiday? If you aren’t sure what the holiday celebrates or what you should do for your employees, keep reading for some ideas. What Is Juneteenth?Juneteenth National Independence Day is a federal holiday that the United States celebrates each year on June 19th (this year, it’s being honored on June 20th, 2022). This Juneteenth celebration focus is essential as it remembers the ending of slavery in the United States.However, it also acts as a large celebration of black history and culture. This holiday is celebrated because, on June 19th, 1865, Gordon Granger (a general for the Union) arrived in Galveston, Texas. Ths is where he announced that the Civil War had ended, and that they had abolished slavery.Why Is It Important to Honor?This is an important holiday, but why should you celebrate it at work? Well, your company is impacted because you likely have some employees affected by this holiday. When you honor this holiday, you demonstrate that your company’s leaders know how it will impact your employees.It can also help engage your employees. This is a great way to promote change in your culture because all of your employees will be involved in the process. Creating a solid or healthy culture requires efforts from all employees rather than just human resources or leadership. This can be one way that you can bring your employees together.It can also act as a way to change. This holiday celebrates how far we’ve come as a nation and a society, but it also reminds us how much work we still have to do. Keep in mind that all of your employees’ experiences will be different, but Juneteenth can encourage employees to take steps to show empathy and better understand different experiences. Holding celebrations or events for this holiday can also promote awareness, which is the first step to change in any organization. Find Speakers to Educate About the HolidayOne event you can hold is asking speakers to come and talk about the holiday. It would be great if you had someone in your leadership team who could speak about the holiday, the history, and why your organization wants to honor it. The reasons for each organization might differ, but this will help show employees why your company must take the time to celebrate it. You could set up a town hall meeting to give employees a brief history of the holiday and then open the floor for discussion. You could even speak on a different theme each year to highlight the cultural significance of the holiday. Encourage your employees to attend and bring questions to engage in the conversation.Host a Lunch and LearnIf no one in your company is knowledgeable about the holiday, you may want to hire someone who is. This would be an excellent opportunity to sponsor relevant workplace activities, like a Lunch and Learn. This combines learning with a social event to connect your employees and educate them. It is also great because it won’t impact your employee’s work day as it’s typically held over a lunch break. To set this even up, you’ll need to find someone who can speak. You can still do this if you have a virtual team but host it over Zoom or Microsoft Teams.After that, email all the employees about the event. Figure out how long you want the event to go. Most of them last between thirty minutes to an hour. You can also decide if you want to extend or reduce that time. At the end of the Lunch and Learn, have an open discussion where employees can ask questions. You could have someone moderate comments and opinions if there are no questions. Ensure that this is still a safe and supportive environment for employees. If you’re hosting this event in person, you may also want to offer Juneteenth-related food , like pork, soda, red velvet cake, strawberry, watermelon, hot links, brisket, pork, and chicken. Offer Paid Time OffYou don’t have to give your employees the day off as an employer, but it is a mandated federal holiday. You can decide to make it an annual corporate holiday. This can be the perfect way to support your employees and let them celebrate Juneteenth in their way on the day. If you can’t afford to let, employees take off during that time, offer them an extra day of PTO they can take whenever they want. If Juneteenth falls on a weekend like it does this year, offer a day off on the following Monday or the Friday beforehand for the company holiday.Participate in Local Juneteenth EventsYou may also want to look at what your local community is doing in honor of Juneteenth. This can be a great way to boost your culture and company’s connection with the local community. You can participate in the event or attend it depending on how many employees or hours you can afford to attend. If you have the resources, you may even want to host your Juneteenth event for the public. You could open it up to other local businesses or participants to participate in the community. Be Active on Social MediaYou can also celebrate Juneteenth virtually through your social media channels, like LinkedIn, Facebook, Twitter, or other platforms. You can do this to raise awareness for a holiday and showcase how you will celebrate it. You may want to share your company’s view of Juneteenth and discuss its significance. If you’ve celebrated it before, you can share different ways or traditions. You may even want to highlight some employee quotes or experiences you can share. Donate to Good CausesDo some research to find a suitable charity or fundraising organization promoting racial justice that helps highlight Juneteenth. If you offer to donate and match employee donations, you can even have this be a morale-building event. However, ensure that you find the right cause for social and racial justice and that your employees support it. You should also thoroughly research the organization to ensure you know where your donations are going. Hire a Diverse WorkforceWhile many companies still have unconscious biases when hiring employees, take this time to review your diverse and inclusive workplace hiring processes and employment data. You may want to consider ways to further prevent unconscious biases in your hiring process to have a more diverse workforce. You can also take this time to ask your employees about how they view diversity at your company currently. But ensure that if you ask them about this, you follow up with any results with change to support diverse and inclusive workplaces.Discover More Ways to Support Your EmployeesThese are only a few ways to support your employees and recognize Juneteenth, but there are many other ways that you can keep your employees. As experts in all things recruiting, we have the HR experience and knowledge you need to strengthen a company culture that supports your employees. If you’re looking for more information that can help you support your employees with Juneteenth celebrations or future ones, make sure you check out our HR publication, Recruiter Today. We publish daily content to help you create a supportive environment at your company.Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!Today’s Question: What advice would you give to companies trying to attract more Gen Z professionals to their team, and why?These answers are provided by the Young Entrepreneur Council (YEC), an invite-only organization composed of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.1. Offer Location IndependenceRemote work is the new normal. Many Gen Z job seekers won’t even consider a position that requires them to conform to a traditional office routine. Many candidates automatically filter out job listings that don’t offer a remote or hybrid work option. Gen Z prizes work-life balance, and building a hybrid work culture at minimum is essential to recruiting the best talent. — Andrew Powell, Learn to Win 2. Help Build Their Career PathsTry to help with building their career paths with transparency and candor. Gen Z employees are coming of age in an era where they have more power, but they want to work with you to sustain a future. Be honest about what you can provide and work with your candidate if you make an offer. — Duran Inci, Optimum7 3. Strive for AuthenticityThe best thing you can do to attract Gen Z workers is to be authentic. This means that you should stop using formal language and an overly stiff way of presenting yourself. Embrace humanizing your brand and be active on social media. You can create behind-the-scenes and humorous content to brand your business in a way that appeals to Gen Z professionals. — Blair Williams, MemberPress 4. Get on TikTokNo longer just quirky dance videos, TikTok is becoming a key resource to engage Gen Z professionals on career advice and job opportunities. We’re seeing a migration from traditional sites like LinkedIn to other social channels where Gen Zs already have a strong network and presence. At Hirect, several hires reported their first association with our brand was content we posted on TikTok. — Rong Zhang, Hirect 5. Make Your Mission ClearGen Z professionals are less motivated by money and are focused on the mission of companies they join. If you are at a mission-focused company, make it clear to prospective employees what the company is doing to further its mission and improve the world. — Josh Weiss, Reggie 6. Promote FlexibilityBe more flexible. You can offer them study options, getaway benefits, and work-from-home positions. Emphasize achieving tasks and goals rather than measuring time. — Alfredo Atanacio, Uassist.ME 7. Focus on Social and Environmental CausesCompanies that want to attract more Gen Z professionals should place a higher emphasis on social and environmental causes. Gen Z places more importance on worldly issues and speaking out about them. If your company also aligns with their values, you can use that to attract them to your brand and start a conversation. — Jared Atchison, WPForms 8. Design a Mentorship ProgramGen Z professionals don’t want to do the same thing over and over for the rest of their lives. They want to advance their careers, learn about the industry and meet other professionals. If your goal is to find more people in this group, I suggest creating a mentorship program where you help young professionals match their full potential through one-on-one meetings, online lessons, and e-books. — John Brackett, Smash Balloon LLC 9. Clearly Define Your BrandCompanies that have a strong brand can clearly articulate why they do what they do, and this attracts younger markets. Adding a social component is hugely attractive, and giving back to your communities is an appealing factor if you’re looking to expand and attract younger talent. The business owner needs to clearly define the company mission and market it. — Libby Rothschild, Dietitian Boss 10. Offer the Right PerksGen Z is all about incentives. They will give it everything they’ve got in the office, but they do want something in return. These folks are more likely to work for a company that offers perks, such as unlimited paid time off, company retreats, and annual bonuses. I believe this is partly due to the surge in tech businesses and, thus, open jobs that need to be filled. — John Turner, SeedProd LLC 11. Create a Culturally Rich EnvironmentGen Z employees love going to modern workplaces that offer flexibility and equal opportunities to everyone, so it’s important for you to ensure that your workplace has these features. You can do that by creating a more culturally rich work environment that values its employees irrespective of their gender, nationality, or race and by offering a flexible working schedule. — Thomas Griffin, OptinMonster Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

The United States labor market is in a state of unprecedented disruption. In November 2021 alone, a staggering 4.5 million professionals resigned . Many left to start companies of their own. Others snagged more lucrative positions. The unemployment rate crept down to below the four percent mark,reaching 3.6% by March 2022 .If you’re a recruiter or hiring manager, you may have given up trying to find American workers to fill jobs. After all, the alternative sounds incredibly appealing: recruit from the global workforce. And sourcing employees from a worldwide pool certainly has its upsides.For one, you open the doors to a wealth of talent from anywhere. You also have the opportunity to expand into new markets or build a 24/7, always-on team. Plus, your efforts to bring in people outside the country could significantly increase your diversity goals.There’s just one stumbling block: Finding foreign candidates can be tricky. Without a comprehensive global talent acquisition roadmap, you could scramble to locate the right people for your openings. This isn’t to imply that global recruitment isn’t possible or worthwhile. As long as you keep a few tips in mind, it can be.1. Recruit Talent From Countries With Strong Remote WorkforcesAs you might suspect, some countries make working remotely easier for their residents than others. Target your talent searches with appropriate search engine digital advertisements or local job posting sites. Not sure which countries are most appealing to virtual workers? Check out international payroll company Remote’s report , “The Best Destinations for Remote Work.” According to their findings, Canada, Spain, and New Zealand lead the pack. Think of this process as throwing a ball into a pool filled with dozens of people versus a pool with one or two swimmers. You’re more likely to get someone to toss it back in the well-occupied pool.2. Hire Global Workers as Independent Contractors FirstQuickly check freelance job boards like Upwork, DesignHill, and We Work Remotely. Notice a few—or many—foreign-based professionals who could potentially fit your needs? Consider hiring those professionals as independent contractors first. Then, you can see if they have the skills to become full-time employees.Just be sure to speak with your lawyer to avoid misclassifying foreign workers. Misclassification can be a costly mistake, especially if you run afoul of laws in other countries. The way around a misclassifying mistake may be to run all your freelancers through a job board portal. The company running the portal completes all the transactions to protect your interests. You get the chance to see how well freelancers perform. Just remember that not all freelancers are interested in a full-time gig.3. Make Sure That Your Foreign Job Postings Appeal to Foreign WorkersProfessionals from other countries deserve to read job postings written for them. In other words, don’t wing it or use Google Translate. Hire a native speaker to construct your advertisements. Otherwise, you could end up having trouble getting candidates to apply.Go beyond language and context to look at perks and benefits, too. Is the salary you’re posting going to catch the eyes of a global worker? Or will it seem far too low, especially once converted to foreign currency amounts?It’s worth spending quite a bit of time on this part of your worldwide recruitment strategy. Your advertisements and job postings are first impressions. As such, they should shine.4. Touch Base With Employees From Foreign UniversitiesLet’s say you’re interested in hiring newly minted university graduates. You’re not having success in the United States, so you want to go abroad. One place you could find emerging talent is at strong-performing universities.Getting a talent pipeline started with a university in another world may take time. Nevertheless, it could become a valuable source of applicant leads. LinkedIn is a good resource for finding people who work worldwide, including in academia. It never hurts to get in touch with someone to see if their graduates might be interested in remote work.5. Lean Into the Power of AIAI-powered candidate-sourcing platforms aren’t perfect and may show bias . Yet they can help you identify potential global candidates suitable for your next role. With AI as your digital recruitment “eyes,” you have the advantage of having leads brought to you. Though you’ll have to follow up with them appropriately, you’ll save yourself the trouble of hunting for them. After all, finding foreign workers online can feel like the “needle in a haystack” experience.In time, your AI sourcing machine could help drive names into a proprietary clearinghouse of prospective talent. When positions opened up, you could look first to the clearinghouse to find recruits from anywhere.Growing your brand globally isn’t something you should do without forethought. At the same time, it isn’t something that only works for the largest enterprises with foreign headquarters. With the right processes and tools in place, you could assemble a powerhouse team of superstars from every corner of the globe. Sofia Hernandez has been a senior HR executive at multiple Fortune 500 companies. Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

We’ve talked about job postings and sourcing candidates, but you also need to know how to do outbound recruiting effectively.Posting a job where active candidates are searching for a position, or leveraging social media or referrals for sourcing, will, in essence, take care of itself.However, you have also sourced a list of potential passive talent, so you need to start “marketing” the job opportunity to those prospects – reaching out with an initial message to get their attention and start a dialog.As in all aspects of hiring, each step is essential. Your outbound recruiting represents embracing the best practices of outbound recruiting marketing, including subject line, content, timing, and other aspects. Keep reading to look at each of these messaging components.Recruiting MessagesHaving identified a list of possible candidates, you need to get your job opportunity in front of them. This is your initial touchpoint. First, you might ask yourself, is it worth reaching out to already employed, passive candidates. They aren’t looking for a job, are they?Interestingly, Gallup reports that 51% of US employees are actively looking for a new job or watching for new job openings. And there are twice as many “actively disengaged” workers in the world as there are “engaged” workers who love their jobs. Employed workers are a great source of potential candidates.Whether using email or LinkedIn InMail, the most common messaging techniques, there are some crucial guidelines to follow. According to Monster’s 2018 State of Recruiting Survey, 67% of recruiters “said they felt that they needed to understand marketing to be successful.” And they are right. You need to embrace email marketing best practices.Subject LinesLet’s start with the critical subject line. There is lots of clutter in today’s inbox, so getting your message opened is the crucial first step, and the subject line is the key. Here are some thoughts and best practices to keep in mind:Subject line length is essential. The best subject line length uses as few words as possible to provide the information or incentive that gets the reader to open it (simple, but it needs to be your mantra). The best performers are between thirty and fifty characters, including spaces.Be specific. Make it relevant. Why should the recipient open this email? A good subject line tells what is inside and drives the call to action. Show the value and ensure it ties to the content—no bait and switch.Use relevant keywords. Titles and industry-specific terms can help. The first two words in a subject line are essential. Move keywords upfront.Make it personal. According to multiple sources, the candidate’s name in the subject line can increase an open rate by up to 26%. Referencing other personal data can help even more. As an example, according to Beamery, this is one that they have found effective:Subject lines framed as a question can perform well. “Interested in a dream Sales Job at [Company]?” as a general example. And adding a sense of urgency is an excellent way to inspire action. “Ruby-on-Rails developer job opening – expires in one week.”Avoid using promotional phrases or words and punctuation that make it sound spammy, i.e., urgent, $, make money, etc. There are plenty of online resources to help with that, but here is a quick guide fromHubspot , and below are some spam-like wording attached to employment:Additional incomeCompete for your businessEarn extra cashExtra incomeWhile you sleepIncome from homeHome-basedEarn per weekExpect to earnMessage ContentNow, the actual message. The content of your email needs to be carefully crafted. The essentials:Include where you heard about them — e.g., “I saw your contribution on GitHub,” “Reviewed your LinkedIn profile and saw you worked at X, which is very complimentary to our company.” You might want to put this first to demonstrate your message isn’t a generic email blast.According to Glen Cathey, noted expert on recruiting, “My secret weapon was to be incredibly detailed and specific about exactly why I was reaching out to them, which wasn’t [about] the job I was recruiting for, but rather their skills and experience, to show them I understood them.”You want to offer a brief introduction (who you are and your role) and let your candidates know about your current opening. Include only what’s necessary, but the more personal, the better.Define what your company is working on and what the job is, how that relates to what the candidate is currently doing, and why what you’re doing would matter to them. Highlight the significant challenges in the job rather than listing skills and “must-haves.” Tell a story.Key: your purpose is to elicit a response, not share a long story. Keep the message focused on “why they should care” and “how they take action.”  Consider including a link to the job description. Since you are a startup and there is a chance the candidate hasn’t heard of your company, you might want to include some company information (or, even better, a link to the “About” page on your website).Include a specific call-to-action, like asking when they would like to schedule a call to discuss the job opportunity, which could either require a reply or a “Let’s Chat” button, or you could provide a link to an open calendar where they can schedule their own call time (using something like Calendly). Or suggest a specific day and time. And a soft sell is usually more suitable: “I’d like to get to know you better and introduce our company to you.” Versus, “Please let me know when you can do a phone interview.”Depending on the role and if you want to do some screening first, you could also provide a link to the online job application. Situations vary, so think through your process and match your email communications.People scan emails. Use bullets, bolding, headlines, and underlines to make for easier consumption. So for theoverall length, the shorter, the better. Again, your goal is to elicit a response.And for closing your communication, use what is most appropriate and what you are most comfortable with. Some basics:Sincerely, Regards, Yours indeed – These are the most straightforward and valuable closings to use in formal business communication.Best regards, Cordially, and Yours respectfully – These closings are slightly more personal.SenderWho the email is “from” is something good to test. The company recruiter, the hiring manager? See what works best. Note that reach-outs from founders aren’t intrinsically more valuable unless they’re personal and targeted.TimingThere are no definitive rules on the best time of day to send. Top Echelon says right around mid-morning or mid-afternoon, specifically between 10 and 11 a.m. and 2 and 3 p.m. Those timeframes are generally ideal for recruiters to send out their emails. They also suggest not sending at night, before 7 a.m. and after 4 p.m. On the other hand, Yesware data suggests early morning (6 a.m. or 7 a.m.) or evening (8 p.m.) time slots work best. Re. InMails, LinkedIn says there is no magical time of day. Response rates are all the same.  So what should you do? You must test to see what works best for you and your target audience.During the week, Tuesdays and Thursdays are traditionally the best days for marketing emails, with Tuesday number one. What about weekends? There is conflicting data on this as well.The Yesware study says the best reply rates are on the weekends.  Beamery says they found Sunday evening works best. Others, like Top Echelon, say don’t send on the weekends. LinkedIn says the day of the week has no impact on the InMail response rate. Again, testing is highly recommended here. See what works best.MobileMany of your candidates will probably view your message on their phones. Make sure it’s mobile-friendly. It should be responsively designed and, as noted above, as short and scannable as possible.TextingWhile reaching out to try to recruit passive talent is best served via direct email/messaging, texting is another way to communicate with candidates.Jobvite’s 2018 Recruiter Nation Study had some exciting stats about recruiting via texting. According to the study, 43% of recruiters have used texting to reach out to candidates or current applicants, and 88% report positive feedback from the job seeker.They also note that it works better for a younger talent pool. Texting as a communication channel does have its risks, depending on the audience and the type of message (e.g., one can assume a reminder for a scheduled interview might be better received than an initial cold outreach message). Use your best judgment as to when and how to text.Metrics and MeasurementMost email platforms have tracking capabilities, and it’s precious to get campaign metrics – open rates, click-through rates, and even conversion rates if you send them to a job application form, for example. Metrics allow you to see the effectiveness of your subject lines (driving open speed) and your message content and design (driving click-throughs).It’s best to use an email marketing platform to do your sending since analytics is a standard feature. Or look at a recruiting solution likeRecruiter.com, which has built-in candidate engagement tools and the corresponding email metrics.Even if you send from your personal Gmail account, though, Google Analytics can be used for tracking email opens (add the Google Analytics tracking code to your Gmail messages). Get as much hiring data as you can so you can measure effectiveness.Regarding conversion rates, the system you use for your communications will determine what you can track. As noted, it’s possible to look at the job application form submission tied to sends and click-throughs to get actual conversion rates, but you need an analytics system that allows that type of tagging and reporting.Remember that you can also manually measure success, counting interviews, tendered offers, and accepted job offers, and tie that back to campaigns and messages. You can even look at conversion between each step, from contact to interview to close. Even if it’s manually done, measurement and metrics give you the information you need to optimize your recruiting process.TestingAnd that brings us to the last part of this discussion, using that data – i.e., leveraging metrics in testing to optimize performance. In A/B testing, a single element competes against the original (control) version. You use metrics generated through A/B testing to identify the optimal approach (the winner!). For example, basic subject line testing uses two (or more) subject lines to see which gives you the best open rate.Or, in an email, a new version of a headline might compete against the original headline to know where you get the best click-through. Testing is one of the ongoing outbound recruiting efforts, and the current champion (the winner) can continue to be challenged until a new winner is found, driving even higher performance. It’s classic “test, learn, and optimize.”Typically, for more extensive lists, a subset of recipients is pulled out, broken into two or more “cells,” the message is sent to all cells with only one test element changed for each, and the results show the winner, which is then sent to the remaining recipients on the list.In the case of working with smaller lists, you might send half the list one message, half the other, and see which performs best. That will inform your following statement, and you can challenge that winner again. Slowly build your best practices and ratchet up results.You can test each element of your communications. Besides the subject line, you can try copy length, messaging, HTML vs. text, the close, who it’s “from,” call-to-action, day/time sent, and many other elements. Of course, you must balance the time it takes for testing with the ROI, but at the least, start testing the basics like subject line and length of copy. Test and learn and optimize!Improve Your Outbound Recruiting Messaging TodayOutbound and inbound recruiting are essential to the recruiting strategy driving your company’s growth. Your communications must be practical and follow the latest in digital marketing best practices. Focus on each piece.You can send a message to an extremely qualified candidate about the best job offer on the planet, but if the subject line is horrible, that person may never see it. Cold calling can also be effective if you apply the right strategy. Spend the time crafting excellent communications. Remember that outbound recruitment requires patience.Follow the guidelines above on structuring your subject line and message. Track what is happening and test and optimize. Embrace the proven methods of email marketing to be a great communicator and fill the positions with outstanding candidates as fast as possible.If you’re still struggling to recruit qualified candidates, contact us today ! We have the recruiting solutions and expertise that you need to grow your business with the best employees.Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

Building positive working relationships with your employees is critical for enhancing engagement and productivity. As a company, we have realized that fostering these relationships from when the employees join the organization yields tremendous results. However, it is not as easy as it sounds.Forming these bonds takes time, dedication, and a lot of work. Moreover, when employees are working remotely, you have to deal with unique challenges that come with it. Relationships are easier to forge when you can interact physically regularly. When you do it through a screen, you must put more effort into engaging effectively with the other side.Nevertheless, we have found these strategies helpful in connecting and establishing relationships with our remote new hires.  Enhance New Hires’ Experience During the Onboarding ProcessThe first few months are always a learning period for new hires as they familiarize themselves with the company and the people. And as such, they don’t know much about the company or who to turn to when they need help. It can be confusing, mainly because they don’t have the privilege of walking to the next person for guidance. Enhancing their experience at this time might mean providing an FAQ for the most common questions new hires have asked in the past. We have also found partnering with a PEO during the hiring and onboarding of remote workers helpful. The PEO or the professional employer organization is a full-service human resource outsourcing type that provides many services for businesses, such as payroll and benefits administration.A PEO can be a great resource when you need to hire foreign employees . These organizations leverage their extensive experience to find you the best talents in the remote employment market. They are also instrumental in developing onboarding processes that ensure an excellent experience for remote new hires. PEOs also take up most HR processes, giving you enough time to concentrate on your new hire’s onboarding.Be AvailableAs a company, you must ensure that your new hires are settling in well even long after the onboarding process is over. This communicates that you are invested in their success in the company. What we do in our company is check in with the new remote workers regularly.But, we are careful not to come off as intimidating or distrusting. We inform them of our planned regular communication in the first few months to ensure everything is going okay. Another reason for prioritizing communication is to ensure that the new hires are kept in the loop of what is happening in the organization. This ensures that they are not left out, which goes a long way in helping new hires feel valued as part of the team.Give Clear ExpectationsAs said earlier, remote workers don’t have the opportunity to walk down the hall for clarification. Moreover, trying to reach you for answers with no success can be frustrating, which can set them off with a bad taste in management. You will want to give clear expectations to avoid such scenarios.Think about ways to provide new hires with clear directions so they know better how to accomplish their work. Likewise, let them know what they can expect from you as well. We have seen that letting them know the best time that they can send emails or make phone calls plays a vital role in avoiding frustrations.Foster a Supportive CultureBesides focusing on the relationship with the management, fostering the same connections and bonds between new hires and the rest of the team is equally important. We do this by striving to create a welcoming and supportive culture for new workers. It can be hard to connect with the rest of the team if the culture is competitive.As much as we reward good performances, our goal is to have everyone collaborate and work together as a team. Another thing we do is create an environment that is safe to share opinions or ask questions without the fear of intimidation from the rest of the team. This hasn’t been easy considering the distance each employee works from the other.However, holding regular virtual meetings and virtual happy hours and trying to get everyone together often helps enhance relationships between employees.Base Relationships on Trust and RespectDisrespecting employees and barking out orders harshly doesn’t do any good to the relationship that you are trying to build. Moreover, it can be hard to tell the extent of the damage it does to employees’ morale when working away from you.Yes, new hires are bound to make mistakes since they are new to the company’s procedures and policies. But, correcting and advising new hires respectfully is paramount if you are to enhance your relationship  at such a time. We take our managers and department heads through training on best practices when giving feedback. Nothing too lengthy, but enough to equip them with skills that help them communicate with new hires better.It’s All About CommitmentThe first few months are critical for new hires and you as well. It is the time to test whether you are fit for each other. Committing yourself to enhance the relationship with new hires helps retain them and set them up for company success.Moreover, when they are working remotely, putting in the extra effort is essential. The above tips have proven helpful in our endeavor to form meaningful connections with remote new hires. Customize them to your needs to see results. Leah Collins is an employee recruiter.Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

The process through which corporations seek, track, and interview job candidates and train new employees is called talent acquisition. A talent source looks for and finds suitable candidates. They do this by employing a variety of proactive recruiting tactics.Sources seek applicants who are both active and passive. The human resources (HR) department is normally in charge of this.What Is the Significance of Talent Acquisition? Finding and employing the right people is a critical component of an organization’s business plan and directly impacts the company’s future performance. A company’s productivity, decision-making, and ambition will suffer if it doesn’t hire the right people. In a competitive market, these factors make it difficult for a company to remain steady.The most efficient strategy to maintain your company’s talent needs is to build a pipeline of candidates. You can use sourcing to connect with potential candidates before a need arises. This is extremely useful when you consider that hiring a new employee can take anywhere from a week to several months.“Hiring is the most important people function you have, and most of us aren’t as good at it as we think. Refocusing your resources on hiring better will have a higher return than almost any training program you can develop.” – Laszlo Bock, Co-founder, and CEO of Humu and Author of Work Rules Why Recruitment Is An Important Part For Any Business?Recruitment refers to hiring new candidates in a company or firm. This is a significant part of any business because performing business activities for growth highly depends on recruiters and engaged employees.However, if a firm has an efficient and capable recruiter , it can ensure better outcomes for the business. Great recruiting has a domino effect that leads to higher productivity as well.Secondly, it also boasts strong relationships among employees and hiring managers. This can lead to an effective and peaceful workplace where one enjoys working with a higher level of motivation.Effective recruitment skills will eventually result in a business’s growth, taking its popularity to a peak. Therefore, hiring recruiters makes a vital difference in a business’s growth as the recruiter will know how and what strategies to apply while hiring process and who is the best fit for the company. In short, select the right candidate for a specific job, then you’re sure to see positive results in the business’s overall performance.Why Should Talent Acquisition Managers Hire Sourcers and Recruiters?Sourcing has gradually established itself as one of the most important aspects of personnel management.Regularly, you’re likely to hear the term “talent scarcity,” which refers to the claim that there aren’t enough talented individuals to satisfy demands. However, even the most experienced talent acquisition team does not believe in this perspective.They know that plenty of skilled people are available; many are just working elsewhere. And the vast majority of them would consider a job change if the opportunity presented itself.Sourcing has swiftly established itself as one of the most important aspects of personnel management. Find out why sourcing is so critical for every human resources team.We’ll start with some stats because data is increasingly vital in talent acquisition. We guess that they correspond to your experience:CEOs and other C-Suite executives’ top worry in 2019 was attracting talent. This is partly because 83% of TA experts had difficulty finding acceptable applicants. Across the board, more than a third of them reported a drop in candidate quality.According to HR managers, 42% of resumes they receive are from individuals who do not fulfill the job requirements.86% of the best-qualified candidates for an open position are currently employed and not looking for a new job.Even if they aren’t actively hunting for work, 90% of global professionals are open to new prospects.Some Other BenefitsThese data points, taken together, show why sourcing is critical in both recruitment and talent management. According to the Gem poll, they explain why over 58% of TA professionals have dedicated sourcers on their talent teams. The following is for the other 42% of organizations without a process for aggressively recruiting passive talent.We all know that the economy—record-low unemployment rates and a candidate-driven job market —has a significant impact on the TA sector. Daily, you’re likely to hear “talent scarcity,” which refers to the claim that there aren’t enough talented individuals to meet demand.However, the most experienced talent acquisition teams do not subscribe to this viewpoint. They know that plenty of skilled workers are available; many are just working elsewhere. And the vast majority of them would consider a job shift if the opportunity presented itself.That’s why, even though they’re overwhelmed with applications, Apple, Google, and Amazon have teams of specialized sources.Consider the following scenario: Passive recruitment methods help you build a candidate pool of the greatest possible talent, which includes your internal talent pool, referral pool, and active pool. However, looking for talent that isn’t “accessible” expands the pool significantly.Of course, this isn’t to say that active candidates aren’t qualified; there’s plenty of exceptional talent out there looking for the correct job description to apply to. You’re selling yourself short if you limit yourself to active talent. A TA method that examines both active and passive candidates is ideal. You’ll find the best talent rather than just the best available talent this way.What Is the Difference Between Sourcing and Recruiting?Rather than being a separate operation from recruitment, sourcing is a subset of it. If your company hasn’t made sourcing people a specialist function, it should at the very least identify the differences between sourcing and recruitment. Sourcers and recruiters have different KPIs, techniques, and additional skill requirements. The sourcer’s responsibilities include, among other things, the following activities:Using public databases such as LinkedIn, online communities, social media profiles, competitive companies, and other sources to find competent candidates.This necessitates a basic understanding of search strings and data mining.Identifying potential individuals who meet a set of criteria. This necessitates a comprehensive picture of the organization, a thorough awareness of the sector in which it operates, and an appreciation of how current internal talent stacks up against market supply.Using various forms of outreach and long-term nurture campaigns to generate interest in available positions or the organization and ultimately persuade talent to apply. Here, engagement, relationship-building, and a strong feeling of the company’s brand are crucial.To determine who qualified, phone screens and prospect assessments were performed. (The most acceptable sources know everything there is to know about the positions they’re looking to fill.) In this sense, sources are highly taken as the SDRs of recruiting.Candidates who would not have applied on their own must identify, engage, qualify, and submit to the process. For some sources, the journey is complete once the recruiter has received enough qualified candidates to fill the pipeline. In other circumstances, sourcing is never “complete,” and the pipeline is never “sufficiently packed.”The idea is to maintain a steady supply of talent so that when the next position arises, it is quickly filled with the people you’ve been grooming.On the other hand, recruiters post jobs, review resumes and applications, schedule interviews, conduct reference checks, create a candidate profile in the company’s ATS, make formal employment offers, and generally manage connections for a hiring manager. Recruiters must keep up with current employment laws and regulations.They must be able to negotiate salaries and “sell” benefits. They take the pipeline the source has filled and work their way through it until all the roles are filled. Whether or not you consider them distinct roles (and there are excellent arguments for both), they are different activities.What Are Some of the Advantages of Talent Sourcing?Setting aside time and money to fill pipelines with hireable talent is time-consuming but worthwhile. There are numerous advantages to employing passive talent (or non-applicants, as the case may be). One of the main reasons sourcing is so crucial is because passive talent will not come to you. Here are some of the things that sourcing may help with:It Raises The Standard of HiringSourcing necessitates devoting more time to defining your ideal candidate than you might otherwise. You’ll gain a more excellent knowledge of the function and what “success” looks like in it as you do so. Your search keywords will be more effective if you have a better understanding leads to an improvement in hiring quality.Other BenefitsBut there’s more:You have complete control over the quality of your candidates. While job ads cannot guarantee eligible candidates, sourcing allows you to design queries to find only candidates with the proper skills and expertise, live in the right location, are likely swayed by the average salary given, and whatever other criteria you specify.Passive employees are 120% more likely  than active employees to make an impact. They’re also 33% more inclined to seek out challenging work. In the end, this means that passive talent is less likely to cause a turnover. Given the high recruitment and onboarding costs, loyalty and retention are critical components of your employment strategy.Skill development is 17% less likely for passive talent. Passive talent is more likely to be up-to-date with technologies and industry advances because they are currently employed. You’ll spend less time measuring their familiarity with key processes and technology and catching them up to speed because they’ve already proven themselves in a similar work setting.The motivations of passive talent are clear. Because passive talent isn’t in a rush to obtain a new job (they already have one), they’re less inclined to exaggerate their talents or experience. Exaggeration and embellishment are typical applications, but passive talent has little to gain from this tactic.You’ve contacted them; you have already impressed; they don’t need to lie to sway you. They’ll be open and honest about what they can provide and what they ask in return. It’s a partnership built on mutual trust.Hire a Talent Sourcer or Recruiter TodayIf you want a good talent lead generation, you’ll want to hire the right talent source. Whether you’re hiring software developers, creative professionals, or other recruiters, Recruiter.com can help you.We have the recruiting solutions that you need to take our business to the next level. Whether it’s sourcing software, recruiters on demand, or niche career communities, we have you covered.Contact us today to discover what talent solution works best for you. Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.