Today's job market looks shockingly different than it did just three years ago. Then, fewer companies offered remote or hybrid opportunities, and the labor force was much larger. Things have changed since facing the COVID-19 pandemic as companies were forced to shift to remote opportunities to ensure business continuity while battling record-high unemployment.&nbsp; Now, the unemployment rate is finally steady at 3.6%. However, employers are struggling to find people to fill open jobs. The older workforce is opting for retirement, and other employees are shifting to new roles and industries that align with their changing wants and needs, such as higher pay and remote or hybrid work.&nbsp; ​In 2022, there was excess labor market demand as the number of job openings outnumbered unemployed Americans by almost 2 to 1. As a result, companies compete against each other to find qualified candidates to fill open roles, and some even struggle to get applicants to show up for interviews. With the continued scarcity of workers despite the level of employment reaching a pre-pandemic high, we wanted to take a closer look at what workers and job seekers are looking for on the job market. We surveyed workers ages 25 to 65 years old, ranging from new graduates to those in the senior part of their careers, with some even holding executive titles. We recently worked with these respondents at eHire to learn more about their insights, experiences, and attitudes about the current job market.&nbsp; ​75% of these respondents work in the tech industry, which has seen several changes in recent years, including the acceleration of digital transformation, the rise of remote and hybrid work, the call for more sustainable practices, and evolving company cultures.&nbsp; Outlook on the Job MarketWhen asked about their outlook on the job market, 34.7% said it's pretty good, 19.83% said it's okay, and 15.70% said it's the best they've seen since they've been working. On the other hand, 14.05% find the current outlook to be challenging. ​40.68% of those surveyed know someone personally or professionally who has received a job in the past month. In addition, 38.14% know someone who's gotten one in the past two weeks, and 17.80% said they know someone who's received one in the past week. Job Interests and Interview MethodsRespondents were asked about their current job interests, and 33.06% said they're actively seeking new roles, 23.14% are passively looking, and 25.63% aren't currently looking but would consider new opportunities if approached. 18.18% are happy in their current role. ​We know the interview phase can be intimidating and challenging for some job seekers. So we surveyed respondents on a better way to interview with a company to learn more about the role and workplace environment. For example, 39.66% said a happy hour or an informal lunch would be a good option, 28.45% would like to see a log of the actual hours that current employees work, and 19.83% would like to peek at employees' Slack messages for additional insight. Some things they'd hope to learn from these alternative interview methods would be: Who everyone really is and what their personalities are likeWhat the actual work/life balance looks like, and what the actual hours worked areThe details of people's work and habitsThe Rise of Remote WorkAn Accenture report found that workers prefer a hybrid work model 83% of the time. We asked our respondents what the ideal hybrid work model looks like for them and their team to perform their best work. 21.92% said they'd prefer to be 100% remote, 53.42% find value in being half remote, half in the office, 8.22% would like to be in the office most of the week, and 13.70% would like to always be in the office.&nbsp; Companies are always looking for exciting benefits and perks to draw in applicants. We asked workers if they could design the perfect job offer, what some must have, should have, and what nice-to-have elements or perks would be.&nbsp; 55.74% said must have in regard to healthcare benefits&nbsp;47.54% responded must have to salaries in line with their expectations40.32% expressed must have regarding flexible work hours&nbsp;36.07% communicated must have to work from home or work from anywhereEmployer BenefitsIn the current job market, employers need to find ways to attract potential candidates to their job openings. This includes ensuring that candidates have a thorough understanding of what the roles and companies they're considering have to offer. Our respondents said some of the most important things to learn about a role before they accept a position are:&nbsp; Job responsibilities and expectations for the role&nbsp;Team and company culture&nbsp;Salary and benefits&nbsp;What the working environment is likeBased on these survey responses, a few things are clear:&nbsp; Most employees prefer a completely remote or hybrid model due to potential transportation savings, their ability to get more work done from home, a decreased commute time, and less upkeep regarding their appearance.&nbsp;Workers want to know what they're getting into when seeking new roles. They value information about the expectations of the position, what the company culture is like, what types of personalities their coworkers will have, and most importantly, what the salary and benefits are for the role.It's clear that finding candidates in this current job market isn't due to a lack of talent; it has more to do with job seekers' changing their expectations. They want more out of where and how they work––they desire better pay, benefits, and a better work/life balance. Therefore, it falls on companies to step up to meet job seekers where they are.&nbsp;&nbsp; Employers should consider the benefits of offering remote or hybrid options at their company. They should also focus on making detailed job listings to ensure potential applicants have all the information they need regarding expectations, salary, benefits, and the company culture. It's essential that this information also be discussed during the interview process.&nbsp; eHire is well-versed in finding amazing talent in the tech industry. Our team also collaborates with businesses to customize the hiring process for greater efficiency. We analyze hiring processes against industry best practices, business needs, and the skills desired to create the best hiring plans. Get in touch with one of our recruitment specialists HERE.

​Workers and Their Views on the Current Job Market

Nearly three years into a post-pandemic world where inflation is soaring above eight percent, the most pressing issues for potential employees are (unsurprisingly) competitive wages and cost of living adjustments—and rightfully so. Amid the historically high cost of transportation, housing, groceries, and fuel, new social challenges like The Great Resignation add to employers’ growing list of challenges.&nbsp;Workers want their current employers to adjust compensation, or they may be forced to look elsewhere for higher wages. In most major cities across the United States, the cost of living has increased by nearly three percent on housing and transportation alone. This does not include the cost of inflation itself, which affects the cost of goods and services independent of living costs. (Inflation in Atlanta led the nation at nearly nine percent.)What can your company do to offset some of the burden associated with immediate pay raises, improve employee morale, and retain your best talents? Read on to find out.<h2>#1. Be Transparent.</h2>First and foremost, be transparent about your salary plans. Share openly if you are planning to increase salaries gradually or communicate why you can’t make a full cost of living adjustment at this time. Myriad studies show that transparency is&nbsp;<a href="https://www.tinypulse.com/resources/employee-engagement-survey-2013" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">the #1 indicator of employee happiness</a>, and employees who trust their employer are&nbsp;<a href="https://www.forbes.com/sites/forbestechcouncil/2019/11/04/five-reasons-why-transparency-is-good-business/?sh=6bd856755f86" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">more engaged and loyal</a>&nbsp;than their more dubious teammates.Transparency benefits the employer/employee relationship, but it is also simply the right thing to do. In a world where housing is hard to come by, grocery bills are stressful, and gassing up to commute to work makes you cringe, your company can leverage transparency as an added benefit of employment, creating a more positive work environment for current and future employees.Find satisfaction in being the good guy, and your employees will reward you with trust and loyalty. It’s truly a win-win.&nbsp;<h2>#2. Be Optimistic.</h2>Optimism might be your company’s greatest antidote to inflation-driven panic. One recent&nbsp;<a href="https://www.ipsos.com/en-us/news-polls/with-inflation-on-the-rise-financial-confidence-declines-among-millennials-and-gen-z-in-america?cid=other-eml-alt-mip-mck&amp;hdpid=8080ac9b-c04c-4ca3-8946-59961313d79a&amp;hctky=1926&amp;hlkid=e01851fec35b43be86d5c1cea77df3ab" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">study</a>&nbsp;showed a whopping 90% of Gen Zers are nervous about their financial future. This study showed four major areas of concern: overall finances, family-related expenses, keeping up with monthly bills, and fear of unknown expenses. That’s a lot of financial fear. Help your employees remain optimistic by providing reassuring updates and intentional communication when possible.&nbsp;Remaining optimistic about your company’s forecast is the best way to ensure employee retention. According to consulting group&nbsp;<a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/how-to-demonstrate-calm-and-optimism-in-a-crisis" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">McKinsey</a>, “When the path ahead is uncertain, people turn to leaders to help them gain clarity and a grounded hope for a better future.” Acting with calm optimism gives your organization a&nbsp;<a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/demonstrating-corporate-purpose-in-the-time-of-coronavirus" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">sense of purpose</a>, creating an environment that fosters an attitude of perseverance and unity.Some studies suggest that&nbsp;<a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/demonstrating-corporate-purpose-in-the-time-of-coronavirus" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">times of uncertainty are very beneficial for companies</a>&nbsp;because potential leaders emerge in times of crisis. Avoid drawing your leadership circle too tight by purposefully sharing decision-making efforts with relevant staff and key stakeholders. In doing this, you will foster an environment that supports longevity and attracts highly-skilled talent.<h2>#3. Be Strategic.</h2>Another way to support your employees well during this historical time is to understand the difference between raises, cost of living adjustments, and inflation hikes.One study found that most US companies plan to<a href="https://www.wtwco.com/en-US/News/2022/01/us-employers-again-boosting-2022-pay-raises-wtw-survey-finds" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">&nbsp;increase salaries by 3.9%</a>, which does not fully compensate for inflation but is higher than last year's average raise, which was approximately 2.8%.It is also important to note that inflation and salary increases are not the same. Inflation represents changes in the market based on the cost of goods and services. However, salary raises are based on supply and demand for labor. Keep in mind, wages are considered “sticky”—meaning the rate sticks and does not go down. It is difficult to reduce wages if the market deteriorates, so many companies are opting to&nbsp;<a href="https://www.forbes.com/sites/johnbremen/2022/04/07/why-salary-increases-do-not-keep-pace-with-inflation/?sh=770501c57533" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">be more strategic about inflation compensation</a>&nbsp;by investing in employee programs like flexible bonuses, stock options, and benefit plans. These options create a strong work culture and do not drive up fixed pay costs.​Knowing the difference between consumer inflation and labor market growth will help you balance short and long-term financial requirements while creating a workplace that conveys respect, consideration, and resourcefulness as core values.&nbsp;<h2>#4. Be Supported.</h2>Use a trusted recruiting firm to acquire the highest performing talent in the job pool. We know that times are changing, and it can be difficult to keep up with hiring best practices. As hiring experts in the tech space, eHire understands leading hiring processes and can make recommendations, like a proper salary range for a position. We stay current on salary trends, competitive options, and industry best practices, so we can guide you in building the optimal hiring process.At eHire, our mission is to do more than just connect your business with the right talent—we equip your team with the latest information on hiring to make your process stand out.&nbsp;<a href="https://www.ehire.com/contact?source=sproutsocial.com" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Reach out to us anytime</a>&nbsp;to learn more about our tech hiring solutions.&nbsp;

​With Inflation at 8%, How Should Your Business Deal with Raises?

While it’s now possible for many companies to return to business-as-usual and bring employees back to the office, it’s clear that for many a hybrid work-from-home model is here to stay. As business continues to trend in a digital direction, what do prospective employees expect from your hiring process? Although the majority of job seekers in our recent survey (85%) said they’d be willing to interview in person, many (16%) still aren’t. And if the interview process or required skills assessments are too time intensive, you may miss out on attracting good candidates. So how can you make your interview process more competitive? Our recent survey of 150 professionals offers insight into job candidate preferences and expectations.&nbsp; Communication Is KeyWhen asked how often a business’s hiring process is made clear up front, the majority of job seekers found communication lacking: 46% said it was sometimes clear 26% said the process was rarely made clear, and 5% said it was never clear 18% said it was frequently clear&nbsp; Only 4% reported the hiring process was always made clear. Lack of information about the hiring process can leave job seekers feeling like they’re in interview limbo and can result in great candidates withdrawing from consideration altogether. Time is a FactorWhen asked, job seekers prefer that the interview process spread outa bit: 62% prefer interviews broken up over several days 38% would rather complete all interviews in a single day. There is also a limit to how many days candidates are willing to spend on the process: 44% of those polled said four interviews are too many. 30% drew the line at five. 20% said three was too much.&nbsp; Only 6% said two interviews were too many. Patience for Skills Assessments is LimitedWhen we asked about skills assessments during the interview process,&nbsp; 80% said they’re willing to complete an in-person skills assessment. 60% prefer assessments in the form of a take-home assignment. Although skills assessments are a generally-accepted part of job interviews, they can’t be too lengthy: 60% of job seekers are only willing to spend 15-30 minutes on assessments. 26% said they’d spend up to an hour. 9% said 2 hours is acceptable, and only 6% are willing to spend 3 hours or more. Bonus InsightWe asked those in the highly competitive coding market what they believed to be the best way to measure their unique skills and learned the following hot tips: 37% thought their previous work samples were the best metric 25.5% prefer an interactive whiteboard session 23.5% would opt for a take-home assignment&nbsp; 14% said an online skills assessment was best So How Can You Maximize Your Interviews?&nbsp;1. Establish expectations up front.&nbsp; Be sure to provide candidates with a clear picture of the position prior to coming in for interviews. This includes position responsibilities, work hours, leadership and advancement opportunities, as well as compensation 2. Have a clear interview process you can share with job seekers. Letting candidates in on your company’s process will give them a greater sense of involvement and assurance that they’re progressing through your team’s hiring hierarchy and are not just sitting on the back burner. 3. Keep skills assessments short and sweet. Make sure to stay focused on the unique requirements for the role to ensure that you’re asking the right questions.&nbsp; 4. Consider breaking up the process. Think about spreading a long, one-day interview process out over several shorter days to alleviate some of the pressure candidates are under, while still being efficient with everyone’s time.&nbsp; 5. Limit the total number of interviews. Candidates expect to speak with multiple people during an interview process, but try to cap the total number of interviews at 3.&nbsp; ​ To check out the full infographic, download it here. <img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBOFI4SlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--fef253799b2abbe65003c488c2a821ff81401003/eHire_Interview_Sentiment_Infographic-061422-800.jpg">​ Our team at eHire is always here to do more than connect your business with the right talent. We help equip your team with the latest information on best practices in hiring and maintaining great employees. Reach out to us anytime for help finding the key players needed to grow your company. Share This Blog

16% of Prospective Employees Aren’t Willing to Interview in Person ... and Other Interview Process Insights 

​Tiffani Bova is a rockstar in her own right. She came up through the world of sales, spent some time at Gartner as a VP, Distinguished Analyst and Fellow, and now serves as the Customer Growth and Innovation at Salesforce, the world’s number one CRM. She is also the author of the book “Growth IQ.”We had the unique opportunity of hearing her present a dynamic keynote titled “Customer Experience is the New Battleground” at the 2018 TAG Summit. She certainly did not disappoint and our team walked away better understanding what our customers truly value in their experience with us.​<img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBZ0RyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--75dd068c74643106d5f86cee29cc0678bd1c076f/IMG_0997-1024x768.jpg">Photo Credit: Tiffani Bova, SalesforceIn case you missed it, we wanted to recap the key points so you can grow your business as well.<h3>Everybody Sells A Job To Be Done</h3>Tiffani spoke about her experience with Uber. Though the ridesharing app takes her from point A to point B just like a taxi does, the customer experience is why she chooses to order a ride through the app instead of hailing a taxi.One reason is currency. She never has to worry about a credit card working in a foreign country or having the correct type of money to pay for the ride.<blockquote>“It doesn’t matter where I am in the world, for whatever reason, no credit card machine ever works when I’m in the back of a cab. So, that doesn’t always work in my favor.”</blockquote>The second reason is taking uber doesn’t require her to do more work for her expense report.<blockquote>“I never remember how much the ride was and what I paid. And somehow, I stick the receipt in, and I lose the receipt. It never makes it to my expense report, or I have to take a picture of the receipt and it attach it. But, no, now with Uber it connects directly to my expense report. It actually says the time, the day, the ride, my start location, my end location, and all I have to do is say where was I going”</blockquote>The third reason is for safety. Uber has a GPS on every ride, so her loved ones will know where she is in the event of an emergency.​<blockquote>“Because of my heavy travel schedule, I feel like someone will know where I was last. So, between American Airlines and Uber, someone will find me.”</blockquote><h3>Customer Experience is Everything</h3><blockquote>“I don’t care what else you do in order to grow if your customers have a bad experience it doesn’t matter. You could have the best product in the world, and if it’s tough to use they won’t use it again, and they definitely won’t talk about it.”</blockquote>Tiffani reminded us that customer experience must be the foundation of any decision we make about our business. Customers will pay more for a better experience, so there is real revenue at stake. The companies that are growing the fastest are the ones that are the most focused on the customer.<blockquote>“You know, you have a Four Seasons on this side of the street, you have a Holiday Inn on this side of the street. Both do the same job, a place to sleep. Why do people choose one over the other, and pay exponentially more, for one of them versus the other one?”</blockquote><h3>B2B is really B2C</h3>Tiffani mentioned how consumer experiences are following us into the B2B world. We don’t leave our consumer personalities at home when we show up for work.​The best news is that if you can create an amazing customer experience, you can justify raising your prices and customers will gladly pay you more.<blockquote>“Netflix has raised their price four times in the last two years. You might be surprised to know that the cancellation rate has gone down and the activations from free customers non-paying to paying customers have gone up. Why is that possible? Because they’re so maniacally focused on if you can’t find what you’re looking for in 90 seconds or less you will leave. It’s all about that user experience. And by the way, those growth rates that they have, with no salespeople.”</blockquote><h3>Bad Experience Can Cost You Your Best Customers</h3>57% of customers have stopped buying from a company because of a bad experience. Customer expectations have gotten higher, so companies are being forced to rise to the occasion.We carry our consumer expectations into work and are frustrated that our work experience has yet to catch up with our consumer lives. Tiffani mentioned a couple of things that are contributing to this notion.One is speed. We want things in our work lives to happen at the same speed as our consumer lives. You have to be ready to communicate on your customers medium of choice. Is that Facebook messenger? Perhaps it’s chat? Tiffani reminded us to be where our customers are and be ready to engage with them on their terms.​<blockquote>“It’s sort of all about us. We, as customers, we’re like, “What do you mean you only have service from eight to five? I’m in another state.” Happens to me even with our travel company. It’s based on Pacific Standard time. So, if I’m out on the East coast, and it’s eight o’clock in the morning wherever I am, and I want to call a customer service agent for my flights, it’s considered after hours, which is premium pricing. But it’s 8:00 AM over there.”</blockquote>Tiffani mentioned how it really comes down to delivering those moments of “Wow,” where your customer feels like they had a wonderful experience.​<h3>AI meets Human</h3><blockquote>“Many people ask, “Well, don’t you think technology is gonna wipe out jobs in AI, machine learning?” I don’t. I think machine plus human is the most powerful thing that we have to our advantage”</blockquote>Tiffani reminded us that you have to use technology in order for it to be effective. Managers can help their teams by skilling them up to take advantage of the capabilities available to them.<blockquote>“So, my future state of when it’s time for me to retire is this scenario, which is when my scale in my bathroom talks to my Fit Bit, locks my refrigerator and calls the car to take me to the gym, I am out. That’s it. So, if you ever see a Tweet from me with my feet up and the beach in front of me, know that that has happened, and I’m officially out. Because we could actually do what I just described today. We’re getting very close to all of this.”</blockquote>Tiffani gave the consumer example of the Fourth Industrial Revolution. She also spoke of how bots and AI can make the entire manufacturing process more efficient.<blockquote>“You have to think about things selling the things, and servicing each other, and bots talking to AI, and AI talking to manufacturing, and ordering Widgets, and delivering customer service, bots answering quick customer service calls so you don’t actually have to have humans. Then when it escalates, the human gets involved. This fourth industrial revolution is changing everything, but you have to be able to take advantage of it.”</blockquote><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBdi9xIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--512c94c6cd153d0ea0baba7a2ebcc2a2e396c047/IMG_0900-1024x768.jpg">Photo Credit: Tiffani Bova, Salesforce<h3>Personalize Beyond The First Name</h3>Customers want to be treated as more than just a number. They want connected experiences and we must leverage the data and technology at our disposal to make it happen.<blockquote>“Once again, I don’t care, B2B, B2C, doesn’t matter because we’re all individuals at the consumer level. So, however you slice it, I can’t get rid of my expectations.”</blockquote><h3>Transforming The Customer Relationship</h3>Tiffani spoke about how processes often roadblock your team’s ability to deliver on customer expectations.<blockquote>“Case in point, I had a hard failure on my internet access about a year ago. And I called into my provider, and the call was 90 minutes. I didn’t care if it was all day cause I had a hard failure, and I really wanted to have it fixed. And the guy at the other end of the phone was spectacular. He was patient. He was helpful, but every 29 minutes he had to hang up the phone on me and call me back.”</blockquote>The call center was a cost center. Cost of the time the rep was on the phone was a higher priority than Tiffani’s problem. It wasn’t the rep’s fault. He simply was following procedures put in place by his leadership.<blockquote>“The metric is what drives that behavior. He hung up on me every 29 minutes because he can’t be on the phone longer than 30, because somebody made that brilliant decision that I am a X dollar a month customer and a consumer. I sort of behave like a small business in my house based on how much pipe I have coming in and everything I have going on. But because I’m in the consumer business they treat me that way, and he has to get off the phone every 29 minutes. So, someone made a decision he can’t stay on the line.”</blockquote><h3>Context is King</h3>Tiffani challenged us to ask what your customers expect from companies like yours. Smaller companies often have an advantage here because there are fewer silos and they can move faster. Larger companies are often hamstrung by complexity, which gets the best of them and makes it harder for them to truly wow their customers.To understand what’s going on in the marketplace, you have to approach customer centricity from the outside in. Tiffani gave an example of how Amazon always has an empty chair in every meeting to represent the customer.Tiffani also reminded us that it’s ok to course correct. Even with best efforts, you won’t meet 100% of your customer’s expectation 100% of the time.<h3>B2E</h3>Tiffani remarked about how the lines of B2B and B2C are increasingly blurring. She suggested removing the consumer or business part and really focusing on what you should be expected to have as a business.After listening to Tiffani share her wisdom, our biggest takeaway is that our customer is in the driver’s seat and expect us to deliver a consumer-like experience in a business setting.

Tiffani Bova - Customer Experience is the New Battleground

​Let’s face it: we all come to the hiring process with our box of biases. Experiences throughout our careers shape how we think. It also affects what we feel is a good fit for our team (and what is not).It is hard to admit it, though. Biases are often unconscious, meaning we are not aware of them.The unfortunate outcome is you risk filtering out high potential candidates. Or worse, landing in legal trouble.Hiring someone with familiar attributes may reduce your overall risk. The downside is you may not attract the best talent to reach your business goals.<a href="https://www.linkedin.com/in/lauraarnold/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Laura Arnold</a>,&nbsp;Director of People Operations at eHire, offers some wisdom on this topic. Additionally, she shares some practical tips you can implement to get better hiring results.In this video, Laura explains:<ul><li>The definition of unconscious bias</li><li>Examples of bias in your company</li><li>One simple step you can take to avoid bias</li></ul><iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/SmbFT7EAMq0"></iframe> ​<a href="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBczcwIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--4f6faf14c949c6ce3078e741ef9e0748cfd9cccd/Ehire_eBook_080419%20(3)-compressed.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(66, 139, 202); background-color: transparent;"><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBenExQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--315e9d284900ae3ae6d002e5e704bdbba2cd6bf2/Copy-of-Copy-of-Why-Your-Top-Candidates-Are-Not-Calling-You-Back-(1).png"></a>

One Simple Tip to Avoid Bias in Your Hiring Process

Everyone knows the importance of documenting the established rules and procedures for their company. Your business certainly has a manual to give to new hires outlining everything from security protocol to appropriate workplace attire.While this knowledge is undoubtedly crucial, it’s not the only information necessary to keep your business running smoothly. It’s just as important to be sure to capture and pass on your company’s&nbsp;<a href="https://herothemes.com/blog/tribal-knowledge/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">tacit knowledge</a>.<h2>What is Tacit Knowledge?</h2>In his book,&nbsp;<a href="https://www.amazon.com/Tribal-Knowledge-Paradigm-Creating-Innovation/dp/1481024329/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">The Tribal Knowledge Paradigm</a>, Leonard Bertain defines tacit knowledge as, “The collective wisdom of the organization. It is the sum of all the knowledge and capabilities of all the people.”More specifically, tacit knowledge is the unwritten knowledge of your company that is amassed by employees over time. It’s most often undocumented, but stored in the heads of your team passed down through your company from employee to employee.This vital knowledge could encompass a wide range of expertise like:<ul><li>How to most effectively communicate with important clients.&nbsp;</li><li>How to operate specific equipment.</li><li>Individual strengths of various team members.</li><li>Demographic information for particular regions.</li><li>Where to find more coffee supplies in the office (or better yet, the best nearby coffee shop).</li></ul><h2>Why is Tacit Knowledge Important to Your Business?</h2>Tacit knowledge is accrued by long term employees during their tenure in a company, and it’s constantly evolving. It’s often comprised of a combination of your company’s core procedures and on-the-spot problem solving as new, unexpected situations arise. This wealth of experience allows employees to remain flexible while maintaining quality standards.While this is knowledge that can only be gained over time, once learned it can be passed down to save team members from having to go through the process time and time again. In order to provide a consistent, positive customer experience and a supportive workplace culture, tacit knowledge needs to be shared.<h2>The Importance of Documenting Tacit Knowledge</h2>Since tacit knowledge is gained through daily on-the-job experience, it’s very specific to your business, and documenting it has a number of benefits:<ul><li>It goes beyond standard procedures.&nbsp;Manuals and other best practice guides offer the important day-to-day information your employees need. But situations arise where this information won’t be sufficient. Tacit knowledge informs your team how to handle outside-the-box situations.&nbsp;&nbsp;</li><li>It’s a training tool.&nbsp;<a href="https://www.resco.net/blog/what-is-tribal-knowledge-and-how-to-capture-it/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Capturing your company’s tacit knowledge</a>&nbsp;helps your newest team members become seasoned pros in no time, having access to years of acquired practical knowledge at their fingertips. This also relieves your senior staff from the responsibility to pass this information on to new hires.</li><li>It increases productivity.&nbsp;Instant access to your company’s tacit knowledge empowers employees to problem solve quickly, reducing time spent away from their core duties.</li><li>Documenting it prevents losing it.&nbsp;Since tacit knowledge is most often held by senior team members, it can be lost when those employees retire. Documenting it while they’re still on the team prevents this loss</li></ul><h2>How Can You Capture Tacit Knowledge?</h2><ol><li>Develop a strategy to manage tacit knowledge.&nbsp;Before you start collecting your team’s tacit knowledge, be sure to have a platform in place for storing and sharing it.</li><li>Identify the “knowledge holders.”&nbsp;&nbsp;Who are your team’s tacit knowledge holders? Begin with your most senior team members, but be sure to identify all employees who team members seek out for tips and advice.</li><li>Determine what knowledge they have.&nbsp;This can be tricky as tacit knowledge is often deeply ingrained. Try asking these knowledge holders to document a typical day, or ask other team members to recall a time when another’s tacit knowledge was critical in their success on a task.</li><li>Document knowledge as you go.&nbsp;There are many different ways to document tacit knowledge, so companies and team members should choose what works best for them. You have so many options, including audio or video recordings, an interview process, or even a written account.</li></ol>Tacit knowledge doesn’t have to remain a well-kept secret known only by select team members. It can be the backbone of your team’s communication and efficiency. Making it easy to document and access your company’s tacit knowledge will&nbsp;help every member of your team excel.Our team at&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">eHire</a>&nbsp;is always here to do more than connect your business with the right talent. We help equip your team with the latest information to&nbsp;help your team succeed.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">Reach out to us</a>&nbsp;anytime for help finding the key players needed to grow your company.

How to Capture Tacit Knowledge 2022

​Healthcare Information Technology (IT) is a hot job field, especially in the Atlanta area. We wanted to see what skills were most highly demanded. We analyzed 10 Health IT job descriptions from hospitals and healthcare companies in the Atlanta market to find out.﻿Our jobs came from&nbsp;<a href="https://www.mckesson.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">McKesson</a>,&nbsp;<a href="https://www.anthem.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Anthem</a>,&nbsp;<a href="https://www.aetna.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Aetna</a>,&nbsp;<a href="https://www.wellstar.org/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Wellstar</a>,&nbsp;<a href="https://www.emoryhealthcare.org/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Emory Healthcare</a>,&nbsp;<a href="https://www.gradyhealth.org/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Grady Healthcare</a>, and&nbsp;<a href="https://www.northside.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Northside Hospital</a>. The roles included Product Owners, Product Managers, Security Analysts, Project Managers, Solutions Architects, Software Engineers, Network Services Engineers and even Director-level leadership roles. This gave us a good representation of what Health IT skills were most in demand in Atlanta.<h3>And here’s what came out of the word cloud:​</h3><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBM2ZXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--49bcc726c77268b969e66fe56174aa456b561a98/Healthcare-IT-Skills-In-Demand-In-Atlanta-Cropped.png">It wasn’t enough to just do a word cloud, though. We also wanted to assess the availability of those skills in the Atlanta market.For that, we went to our friends at&nbsp;<a href="https://www.careerbuilder.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">CareerBuilder</a>&nbsp;for talent insights.<h2>Information Security</h2>Information Security was the highest demanded skill. This is not a surprise. Healthcare companies have a lot of sensitive health data to safeguard. The skill is also mandated by HIPAA (Health Insurance Portability and Accountability Act). This further increases the demand for this skill.So what does the market look like for this type of talent?Currently, for information security, there are 1,471 professionals and 7,528 related jobs in Atlanta.The average candidate has between 11 and 15 years of experience. They also typically have a Bachelor’s degree. The majority of the degrees come from Georgia State University and Kennesaw State University.The median salary for an Information Security role is $90,000. The low end of compensation is $54,770 and the higher end of compensation is $126,650.<img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMzdXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--f060135ae29d6b6dfa03fe0ccd3dec61b2ddbf17/Compensation-Details-(1).png"><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNGpXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--c59c73078feb911b881922708338a9d8fbfd37ec/Education&amp;Experience-Details-Summary.png">Chart sources: CareerBuilder<h2>Systems Analyst</h2>Healthcare companies have many systems to optimized in order to ensure the most positive patient outcomes. Human lives are at stake. They can’t afford to wait on an inefficient system in order to receive the care they need.So what does the market look like for this type of talent in Atlanta?There are currently 2,158 Systems Analysts and 7,091 Systems Analyst Jobs.The average Systems Analyst in the Atlanta Market has between six and ten six to ten years of experience. They also typically hold a Bachelor's degree, which is usually from Georgia State University.The median compensation for a Systems Analyst is $75,000. The lower end of the salary range is $53,560 and the higher end is $96,000.<img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMy9XQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--aa2275be305c3e32150ae43a31a43b5ac163fb27/Compensation-Details-(4).png"><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNG5XQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--77644f6a43b698b3447c7a6417f38cbfbca197e3/Education&amp;Experience-Details-Summary-(1).png">Chart Sources: CareerBuilder<h2>Degrees</h2>We learned that degrees are important to healthcare hiring managers. It was in every job description we pulled. We have found that there is usually a preference for certain schools when hiring talent. According to CareerBuilder, people with the talent above most often graduated from&nbsp;<a href="https://www.gsu.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Georgia State University</a>,&nbsp;<a href="https://www.kennesaw.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Kennesaw State University,</a><a href="https://www.phoenix.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">University of Phoenix</a>,&nbsp;<a href="https://www.devry.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Devry College</a>&nbsp;and&nbsp;<a href="https://www.gatech.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Georgia Tech</a>. Talking to job seekers from any of these schools would give you the greatest options of talent for your jobs.<h3>Schools that produce the most information security talent​</h3><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNHpXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--8a824f6ae2d110836e50654918fe64e3e1dc3bb2/Screen-Shot-2020-03-10-at-2.57.26-PM.png"><h3>Schools that produce the most systems analyst talent</h3><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNDNXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--0a8cac3ea5d624abfad3c6e337f56188c438dde1/Screen-Shot-2020-03-10-at-2.55.04-PM.png"><h3>Soft Skills Are Still Important</h3>We noticed a number of soft skills that came up in our word cloud. This told us that technical chops weren’t enough. Healthcare IT professionals also need to exhibit leadership skills.Verbal communication skills were a repeating skill requested. Typing great code is only half the battle. These professionals also need to communicate well with others in the organization so they can drive change.Another area we noticed was strategy. The roles we studied weren’t simply software development. Healthcare companies need people who can analyze the big picture and offer innovative solutions.We also liked seeing the word customer. Focus on the customer is critical in healthcare with big implications for both the patient and provider.<a href="https://www2.deloitte.com/us/en/pages/life-sciences-and-health-care/articles/elevating-health-care-consumer-experience.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Matthew Hitch of Deloitte Healthcare</a>&nbsp;summed this notion up perfectly:<blockquote>“Many consumers expect a different experience and set of interactions with their health care providers than they have in the past, and this holds true across age groups and customer segments. If health care providers don’t fully embrace the idea of customer-driven encounters, they can open themselves up to risk. First, their ability to attract and retain patients within their network can become severely limited, and second, payment contract mechanisms that are changing due to value-based care require a much closer patient-provider relationship, especially with the expectation that patients will start engaging in activities on their own to look after their health. So, unless the provider-patient relationship changes, an organization may compromise its ability to manage risk.”</blockquote><h3>Bringing It All Together</h3>Healthcare companies in Atlanta have a tremendous need for technical talent, but it can be hard to find. The shortage also means most healthcare IT professionals are already employed and may be difficult to recruit. eHire specializes in helping you find the best people quickly so you can meet your deadlines and achieve your goals, which in your case, means saving more lives and keeping humans healthy.Feel free to chat with us and let us know your biggest takeaways from the article. We are also happy to provide you with additional talent insights that are relevant to your specific needs. Just let us know. We’re here to help.

Highest Demanded Skills in Healthcare IT

The hiring process is a legitimate challenge for many businesses, and if you're struggling with the process of recruiting the best talent, you're not alone. 49% of the workforce has turned down an offer due to a bad recruiting experience. The methods that used to draw talent aren't working with the current workforce. In addition, hiring managers have to deal with juggling advertising platforms, recruitment technology, gatekeeping resume scanners that sometimes overlook good candidates who didn’t use the right keywords, and more.&nbsp;There could be a wide range of reasons why you're not hitting your recruiting goals, and you might be surprised at just how easy these things are to overlook. If you're experiencing issues like not getting hits on your latest job descriptions, high employee turnover, not attracting and keeping top talent, or your HR department seems overwhelmed,&nbsp;it might be time to evaluate where your process isn't working.&nbsp;Learn more about the signs you’re recruiting and hiring process isn’t working and what you can do about it&nbsp;<a href="https://www.linkedin.com/pulse/3-signs-you-need-help-your-recruiting-kathleen-laney/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">HERE</a>.eHIre not only identifies top talent in tech, but works with businesses to create customized hiring processes that are efficient for your business and also works well for potential new hires. We analyze hiring processes compared to industry best practices, business needs, and the skills desired to create the best hiring plans. Get in touch with one of our recruitment specialists&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">HERE</a>.

​3 Signs Your Hiring Process Isn't Working for You

Finding and attracting the right talent in a pool of talent can be an exercise in frustration, especially if you don't have the right tools. Recruiting technology is essential to your efforts in today’s marketplace, and knowing how to use the right features will prevent you from missing out on solid applicants. Here are a few recruiting technologies you need to know about and how you can apply them to your search efforts.&nbsp;<h2>Features You Want</h2>There are important&nbsp;<a href="https://www.recruiter.com/i/evaluating-recruiting-technologies-10-features-to-consider-before-you-buy/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">factors to consider</a>&nbsp;before you settle on a recruiting tech stack. First, make sure that the software you're using has cutting-edge AI. Without advanced artificial intelligence in your software packages, your gatekeeping software amounts to little more than a basic keyword scanner, which could cost you hits.You also want software that will help you engage potential candidates and convince them you have something better to offer than anyone else. Automated form letters are off-putting to job seekers, who will see through them in a second.&nbsp;You need personalized interaction that augments (but does not replace) human contact.Your software should help you create an effective, diverse talent pipeline using data analytics and reporting. At the same time, it needs to have cross-platform capabilities allowing you to use the data in as many ways as possible. It also needs to have top-notch information management capabilities and flawless data protection and privacy regulations.<h2>Recruiting Technologies to Employ</h2>Five of the most&nbsp;<a href="https://www.hrtechnologist.com/articles/recruitment-onboarding/do-you-use-these-recruitment-technologies-hiring/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">important recruiting technologies</a>&nbsp;you need to know about are:1.&nbsp;&nbsp;&nbsp;Automated recruitment marketing.2.&nbsp;&nbsp;&nbsp;Chatbot technology.3.&nbsp;&nbsp;&nbsp;Blockchain technology.4.&nbsp;&nbsp;&nbsp;Virtual reality.5.&nbsp;&nbsp;&nbsp;Video interviews.&nbsp;<h3>1. Automated Recruitment Marketing</h3>Advertising is essential to attract good recruits, but the days of putting out a classified ad in the local paper are long gone. You need software that can seek out platforms where your potential recruits hang out online. It's important to take advantage of social media, chat rooms, and other platforms across the web where the best and brightest in your field can be found.This is where automated recruitment marketing comes into play.&nbsp;This form of AI tech can search the web to determine where your best candidates are, and it can also assist you in determining the size of your advertising budget. It can also be used to schedule ads, track expenditures and conversions.&nbsp;&nbsp;&nbsp;<h3>2. Chatbot Technology</h3>Almost every website you come across these days has an automated chatbot designed to engage directly with the viewer. … and chatbots are here to stay. They can reach out to your candidates, perform screenings, and update candidates about where they stand in the process. They’re also able to guide them toward good jobs based on their resumes.When considering chatbot technology, look for those with advanced artificial intelligence and the ability to carry on natural conversations.&nbsp;It's also important to be very clear with your audience about their limitations and what they can do. If you choose the wrong solution or your chatbot doesn’t work the way someone thinks it will work, you can actually turn off your potential candidates. As a recruiter, be involved with the development and integration of chatbots to ensure they’ll perform well.&nbsp;<h3>3. Blockchain Technology</h3>Blockchain technology isn't yet mainstream; it’s more up-and-coming, so using it can get you ahead of the game. Blockchain has the potential to simplify the hiring process. It allows you to protect your candidate data with ironclad security while at the same time making data verifiable so you can engage in essentials like background checks, verification of educational and salary histories, and other important aspects of the search.<a href="http://www.hireright.com/benchmarking" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">According to a 2018 employment screening report</a>&nbsp;by HireRight,&nbsp;84% of employers have caught applicants in lies on their resumes.&nbsp;This makes data accuracy vital, and blockchain technology has the potential to verify accuracy and assist in weeding out candidates.&nbsp;<h3>4. Virtual Reality</h3>Virtual reality can take your recruitment experience to the next level. Applicants can tour your entire workplace without ever leaving their homes; for example, or&nbsp;virtual avatars can be used to do initial interviews with multiple candidates in order to present those with the best potential to human recruiters.&nbsp;<a href="https://www.hrtechnologist.com/articles/digital-transformation/the-future-of-virtual-reality-in-the-workplace/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Current predictions</a>&nbsp;state that by 2030, avatars will be standardized in recruiting across many industries. Getting in now could give you a serious edge over the competition.&nbsp;<h3>5. Video Interviews</h3>Virtual meetings through Skype, Zoom, Teams, and other platforms became prevalent during 2020, and all the evidence shows video isn't going anywhere.&nbsp;Over 66% of job seekers are only willing to wait about 2 weeks before they consider an opportunity missed, and they move on to others.&nbsp;Video interviewing can help you to fill positions faster, keeping candidates engaged and making potential hires feel like they’re applying for a job at a company that knows where the future lies.If you're looking to streamline and modernize your hiring process, eHire works with companies to develop tailored hiring processes that increase your chances of picking people who are the right fit and shorten your time to hire. As your recruiting firm, 96% of our candidates accept the job offers we bring them.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Reach out to us</a>&nbsp;so someone on our hiring team can share how our proven process works.

​5 Recruiting Technologies You Need to be Using

In today’s market, job seekers have more choices than ever before. ​You are competing with many other companies to attract the best talent.So how can you set yourself apart from the pack?The answer is social media!Changing jobs is a big life decision and job seekers want to make the best choice possible.Social media can help them understand what it would be like to work for your company.<a href="https://www.linkedin.com/in/kyletothill/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Kyle Tothill,</a>&nbsp;Managing Director at eHire, offers three key factors you should consider to elevate your company’s employment brand:<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/1BHuwcWY9gU"></iframe> <h2>​</h2><h2>Here are some great examples of companies using Instagram to build their employment brand:</h2><a href="https://salesloft.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​SalesLoft</a>shares how it blends its commitment to the community with employee perks.<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.instagram.com/p/ByDvBYZJvLn/embed/captioned/?cr=1&amp;v=12&amp;wp=540&amp;rd=https%3A%2F%2Fehire.staging.krakatoa.eu-2.volcanic.cloud&amp;rp=%2Fblog%2F2019%2F11%2F3-key-factors-that-will-supercharge-your-employment-brand-on-social-media#%7B%22ci%22%3A0%2C%22os%22%3A599.4000000953674%2C%22ls%22%3A336.3000000715256%2C%22le%22%3A587.6000000238419%7D" height="1202"></iframe> ​<a href="https://www.kabbage.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​Kabbage</a>&nbsp;shares its love for both humans and furry friends. ​<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.instagram.com/p/B0lmHHTJk5T/embed/captioned/?cr=1&amp;v=12&amp;wp=540&amp;rd=https%3A%2F%2Fehire.staging.krakatoa.eu-2.volcanic.cloud&amp;rp=%2Fblog%2F2019%2F11%2F3-key-factors-that-will-supercharge-your-employment-brand-on-social-media#%7B%22ci%22%3A1%2C%22os%22%3A606.4000000953674%2C%22ls%22%3A336.3000000715256%2C%22le%22%3A587.6000000238419%7D" height="941"></iframe> ​<a href="https://www.us.jll.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​JLL</a>&nbsp;highlights the human element of how their team members can become the best version of themselves. ​<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.instagram.com/p/BWh8SfrAyCi/embed/captioned/?cr=1&amp;v=12&amp;wp=540&amp;rd=https%3A%2F%2Fehire.staging.krakatoa.eu-2.volcanic.cloud&amp;rp=%2Fblog%2F2019%2F11%2F3-key-factors-that-will-supercharge-your-employment-brand-on-social-media#%7B%22ci%22%3A2%2C%22os%22%3A608.7000000476837%2C%22ls%22%3A336.3000000715256%2C%22le%22%3A587.6000000238419%7D" height="657"></iframe> ​<a href="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBczcwIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--4f6faf14c949c6ce3078e741ef9e0748cfd9cccd/Ehire_eBook_080419%20(3)-compressed.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(66, 139, 202); background-color: transparent;"><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBenExQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--315e9d284900ae3ae6d002e5e704bdbba2cd6bf2/Copy-of-Copy-of-Why-Your-Top-Candidates-Are-Not-Calling-You-Back-(1).png"></a>

​3 Key Factors That Will Supercharge Your Employment Brand On Social Media

In the month of November 2022, layoffs, hiring freezes, and restructuring have been in the headlines as tech industry titans such as Twitter, Meta, Salesforce, and Microsoft have made significant cutbacks. Companies have tightened their belts, letting go of employees in unprecedented numbers as they brace for a potential recession. The tech industry has lost <a href="https://www.forbes.com/sites/ashleystahl/2022/12/09/how-will-widespread-tech-layoffs-impact-next-years-job-market/?sh=2f282f51b5d7" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">$7.4 trillion</a> over the last year following rapid hiring during the pandemic.&nbsp; With 2022 coming to a close, what do these changes mean for the new year as tech companies continue to navigate the growing pains of the hiring surge and the economic downturn? Keep reading as we break down our outlook for the tech industry in 2023. <h2>The Job Market</h2>Data shows that top tech companies have laid off nearly 25,000 employees over the past few weeks. Despite the mass layoffs, experts believe the current market still favors tech professionals. Highly skilled professionals will have the upper hand, and hiring companies will need to meet their terms to draw them in. Additionally, within the <a href="https://venturebeat.com/programming-development/want-a-new-tech-job-in-2023-heres-what-you-need-to-know/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">information security sector,</a> jobs are expected to maintain stable growth and increase by 35 percent over the next decade –– a much faster increase than any other industry. <a href="https://www.theregister.com/2022/12/01/forrester_2023_predictions/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">Frederic Girion</a>, Vice President of Forrester, predicts that companies will have to be more strategic in creating talent pools. This includes turning to freelancers, vocational schools, and even automating processes.&nbsp; In our opinion, we expect companies will still feel the impacts of attrition and high employee turnover from 2022. This could be especially true for those who are still struggling or intending to make a meaningful reduction to their workforce. In the long term, strategic acquisition risks could influence growth companies who fail to properly manage employee communications during layoffs or overreact to market conditions. <h2>New Year, New Tech Upgrades</h2>Speaking of automation, IT modernization will continue to be a key focus for tech companies in 2023. Although spending cutbacks are high on many organizations' lists, large enterprises will continue to focus on their digital transformation initiatives. Spending on new technologies is predicted to hit <a href="https://www.channelfutures.com/channel-research/comptias-it-industry-outlook-2023-highlights-ai-metaverse-cloud-computing" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">$1.3 trillion in 2023</a>. Additionally, 51 percent of companies expect to increase technology spend by an average of 21 percent through upgrading their hardware, software, and cloud and managed services to keep pace with the remote-work environment and competing demands.&nbsp; Solutions such as cloud computing, IoT (Internet of Things), AI, and machine learning will support their internal infrastructure needs and business opportunities.&nbsp; <h2>Changes for Growth Companies</h2>In the new year, we anticipate that growth companies will still feel the need to bring profitability and break-even operating plans to the forefront of their strategies –– potentially leading to slow hiring or workforce reduction. <a href="https://news.crunchbase.com/layoffs/forecast-2023-tech-hiring-down-rounds/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">For example</a>, in 2021, many companies raised capital at inflation valuations. But now, as reality hits and they struggle to grow into those valuations and fail to or can’t raise additional capital, they’re likely to conduct layoffs in 2023 to cut expenses.&nbsp; <h2>Tech Companies and Their Comfort Zones</h2>At the onset of the pandemic, companies focused on the "business as usual" mindset. From office and business closures, the shift to remote work, and a scarcity of goods, they tried to ensure business continuity in the wake of the unexpected. However, now it may take more than usual to keep up. It may be necessary for tech companies to step out of their <a href="https://connect.comptia.org/content/research/it-industry-trends-analysis" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">comfort zones</a> to satisfy the evolving needs and demands of customers. Regardless of the industry, companies and their various departments seek better solutions to support and enhance their operations. Whether the goal is to improve security, streamline business processes, or upgrade their technology to remain competitive, tech providers must identify new ways to appeal to potential customers and their specific needs. <h2>The Changing Workforce Dynamic</h2>2022 has been filled with talk of the Great Resignation, quiet quitting, and remote and hybrid work. Yet, the current <a href="https://www.forbes.com/sites/bernardmarr/2022/11/28/future-of-work-the-4-biggest-workplace-trends-in-2023/?sh=50e1616a2e2f" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">workforce dynamic</a> is nothing like it was three years ago. The current workforce feels more empowered by their abundance of job options, work environment flexibility, and more. They’ve brought new values and expectations to the table that have significantly impacted company cultures.&nbsp; Recent studies show that 58 percent of the workforce has the opportunity to work from home at least once a week. Additionally, 38 percent have the option of a telecommuting work model. Along with this shift to remote work, there has come a need for greater cybersecurity measures to protect sensitive company information. Furthermore, the need to ensure that employee output remains up has led to an increase in the adoption of employee-tracking software, which ties back to the previously mentioned increased investment in technology. Some organizations are now having to ensure that employees are doing their jobs and taking breaks, but without infringing on their privacy rights.&nbsp; Collaborating will also be top of mind going into the new year. In remote and hybrid settings, teams must find ways to collaborate with their coworkers. Whether they're relying on Google Meet, Slack, or Zoom, technology plays a significant part in maintaining a collaborative work environment.&nbsp; Lastly, flexibility is a major component of the current and future work dynamic. Countries such as Sweden, Belgium, and England have recently implemented trial periods for four-day workweeks. In 2023, we could see the same happening in the U.S. as companies aim to attract and retain employees by improving incentives and benefits.&nbsp; <h2>The Return to the Office</h2>Despite many workers demanding flexibility in their working arrangements and a good work-life balance, a recession could lead to remote workers having to return to the office. While the current economy and labor shortages have given workers the upper hand in deciding how and where they work, a recession could put them in a less favorable position. <h2>The Road Ahead</h2>With rapid growth on the horizon for the tech industry, it will be interesting to see how things shape up amid the impending economic conditions and changes in the job market. Despite the recent layoffs and restructuring, specific roles and skills — particularly IT-related — will remain in <a href="https://connect.comptia.org/content/research/it-industry-trends-analysis" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">high demand</a>. As organizations prioritize cloud operations and cybersecurity solutions, the need for server administration, networking, and storage roles will rise.&nbsp; As a result, we can expect countless opportunities opening up within the tech field for both business growth and careers. For tech-job seekers, now is the time to start planning their approach by focusing on strategic and technical skill development to give them a competitive advantage. For businesses, now is the time to assess operational and technological needs and budgets to ensure they can adapt to the changes within the tech industry. When it comes to your recruiting needs, eHire is here to find top talent to fill your open roles. Our expert team is ready to connect you with the best talent and the information you need to enhance your hiring process. <a href="https://www.ehire.com/contact?source=sproutsocial.com" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(74, 110, 224);">Contact us today</a> to learn how we can get your 2023 off to the right start.

The State of the Tech Industry in 2023

When recruiting new talent, hiring managers have a lot to consider about each potential hire. Background, grit, education, experience… and yes, gender. While the push for gender equality in hiring is relevant in all fields, the impact of gender disparity—specifically in the tech field—is considerable.While employers should naturally consider female candidates at least as strongly as their male peers, there is compelling evidence that tech employers would actually do well to prioritize qualified women. Even defining “qualified” in terms of how women present in the tech field deserves a closer look. Here’s why:<h2>Women Built Computer Science</h2>The field of computer engineering has long been overwhelmingly&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-strategy/women-in-engineering-the-sobering-stats" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">dominated by men</a>&nbsp;and according to&nbsp;<a href="https://techjury.net/blog/women-in-technology-statistics/#gref" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">TechJury</a>, only 20% of tech jobs worldwide are held by women. This wasn’t always the case, and actually was the other way around when computer science was in its infancy. The first coders were women, and since WWII created a shortage of male software engineers during the 1940s, women were the majority. As a result, many pioneers of early computer science were women.For example, the first fully electronic computer (dubbed Electronic Numerical Integrator and Computer, or ENIAC) was developed by six mathematician women now known as the&nbsp;<a href="https://www.linkedin.com/pulse/how-six-girls-designed-first-all-electronic-computer-set-kate-schatz" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">ENIAC Six</a>. Directly contributing toward the same war effort that placed them in tech, these women alone programmed the ENIAC with little more than blueprints since the purpose of the artillery-targeting computer was tightly classified. Even the term “software engineering” was coined by&nbsp;<a href="https://www.smithsonianmag.com/smithsonian-institution/margaret-hamilton-led-nasa-software-team-landed-astronauts-moon-180971575/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Margaret Hamilton</a>&nbsp;to describe her work, which included coding from scratch for the Apollo project in the ‘60s and ‘70s. Women largely founded the field of computer science, and they’ve become no less of an asset to the field.<h2>Women in Tech Tend to Work Harder</h2>The disparity between men and women in tech roles is narrowing with slow, arduous progress. More women are coming into the field, largely thanks to&nbsp;<a href="https://www.collegeraptor.com/find-colleges/articles/college-majors-minors/7-organizations-working-to-promote-women-in-stem/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">STEM initiatives aimed at women and girls</a>. The overall culture in computer engineering as a “guy’s world” persists, though, and women graduating into tech can face difficulty being taken seriously and advancing their careers.<a href="https://research.hackerrank.com/women-in-tech/2018/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">Research by HackerRank</a>&nbsp;suggests equally qualified female developers are over 3.5 times more likely than their male peers to be stagnated in junior roles, and a peer-reviewed&nbsp;<a href="https://peerj.com/articles/cs-111/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">GitHub study</a>&nbsp;of 1.4 million users shows that women’s code proposals are more likely to get accepted in open-source development—but only if the accepting developer doesn’t know the proposed code was written by a woman.Receiving less recognition for the same accomplishments, women are much more likely to think through their work and be more prepared to defend it as compared to their colleagues.<h2>Women Are More Qualified Than They Seem</h2>Professional gender roles run deep, and the barriers to women in computer science tend to convince them they’re not really doing as well as they are.&nbsp;<a href="https://www.forbes.com/sites/kathycaprino/2020/10/22/impostor-syndrome-prevalence-in-professional-women-face-and-how-to-overcome-it/?sh=49a678d373cb" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Research</a>&nbsp;by Forbes contributor and career coach Kathy Caprino finds that almost all professional women undervalue, and in turn understate, their own abilities.This effect is stronger for women in fields with exceptionally high saturations of professional men. A&nbsp;<a href="https://www.thecrimson.com/article/2016/4/25/computer-science-gender-gap/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Harvard survey</a>&nbsp;found that women with a full eight years of programming experience report roughly the same level of confidence in their skills as first-year men. A female developer is statistically likely to hold back in stating the true quality of her skills, so if she looks qualified on her resume she’s likely to excel.<h2>Tech Women Are More Passionate About Their Field</h2>Societal pressures still discourage girls and women from pursuing education and work in computer science, so it’s an ongoing struggle for interested female students to stick with a tech major and then stay in the field. Women can be subject to&nbsp;<a href="https://www.ehire.com/blog/2019/11/one-simple-tip-to-avoid-bias-in-your-hiring-process" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">hiring bias</a>, more women&nbsp;<a href="https://www.yalescientific.org/2020/11/by-the-numbers-women-in-stem-what-do-the-statistics-reveal-about-ongoing-gender-disparities/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">switch</a>&nbsp;out of STEM majors than men, and&nbsp;<a href="https://www.cnet.com/news/half-of-young-women-will-leave-their-tech-job-by-age-35-study-finds/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">half the women who go into tech leave the field by age 35</a>.Considering all the unique challenges women face to get into and stay in computer science, women who continue in tech careers are demonstrably passionate about working in the sphere of technology. Now that you know why women developers can be the perfect fit for your hiring needs, eHire can take care of the rest. Our tech industry experts resource our highly qualified talent pool to pair you with candidates who have the desired skills and experience. To find out more about how eHire’s recruiting specialists can find you the skilled talent you need,&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">contact us</a>&nbsp;today.

​Why You Need to Hire Female Developers

Nailing down top talent in the tech industry can be tough, but when you’re a start-up with less resources, it’s more like showing up to a gunfight with a slingshot.&nbsp;While tech-driven ventures offer better pay opportunities (<a href="https://www.embroker.com/blog/startup-statistics/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">more than double the current U.S. average</a>), a start-up still may not be able to pay salaries comparable to a well-established company. Also, a fledgling new business may not have an in house recruiter or even an H.R. department. There are less resources, and many people may be doing more than one job. And then, there’s the future: tech start-ups have the&nbsp;<a href="https://www.embroker.com/blog/startup-statistics/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">highest start-up business failure rate</a>.&nbsp;With the increased risk, it’s hard to promise someone you’ll provide a place where a new hire can stay awhile. That’s why start-ups not only need a solid recruitment strategy, they need a bit of an edge. They need to capitalize on all of their strengths and do it in a unique and memorable way.&nbsp;To pull ahead of the competition, there are three things you can do before you even begin hiring:&nbsp;1) Determine your non-negotiables,&nbsp;2) Brainstorm the incentives you can offer, and&nbsp;3) Craft an attention-getting and compelling job description.&nbsp;Read more about these three things, and learn the best places to look for talent, the most important qualities of a start-up employee, and more about how to assess potential talent&nbsp;<a href="https://www.ringcentral.com/us/en/blog/startup-hiring-tips/" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">HERE</a>.&nbsp;&nbsp;The team at eHire is highly experienced with hiring for startups, on some occasions acting as their hiring departments. Additionally, our team is able to assist startups with designing the optimal hiring process for various positions.&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Contact us</a>&nbsp;at eHire to get started with finding the right talent to help you scale.

​Scale Up Your Start Up: Tips for Hiring Top Talent

The pandemic has changed the entire way we work, including the hiring process, with video conferences and interviews through platforms such as Zoom, Google Meet, or Teams. Digital video has not only changed the hiring process, it’s upgrading it as well.Using video is allowing many companies, especially those searching for specialized talent, to broaden their search and cover geographic areas they would never have previously. It’s allowed other businesses to cut down on the time their hiring process takes, as well as perform skills assessments in real time. And once someone is hired, video can streamline the onboarding and training process.Learn more about the ways digital video is upgrading the hiring and onboarding processes&nbsp;<a href="https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/digital-video-upgrades-the-hiring-experience.aspx" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">HERE</a>, and then consider the ways you can better implement video into your recruitment and hiring process.eHire is a next-level tech staffing firm with national clients. We not only match businesses to skilled, qualified candidates from our personal network, but we also guide companies in designing the best hiring processes for tech positions. To improve your process, schedule a consultation with one of our hiring professionals&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">HERE</a>.

​How Video Is Changing and Even Upgrading the Hiring Process

Right now we’re in a worker’s employment market—open jobs outnumber job seekers. So, high-performance recruiters are in greater demand than ever. Due to the increased need, there are now more challenges for businesses when it comes to&nbsp;<a href="https://www.ehire.com/blog/2019/09/you-are-in-the-drivers-seat-the-new-ehire-dot-com" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">securing top recruiters</a>&nbsp;to handle their hiring needs. To assist you in finding and selecting a good partner, use the recommendations below as your guide for locating, filtering, and vetting recruiting firms to ensure you select the best agency for your company’s specific needs.<h2>Define your company’s needs.</h2>You first need to meet with your team to discuss your business needs and hiring challenges. Spend time listing out the different kinds of positions you anticipate filling and a good estimate of the number of positions you think you’ll fill over a certain amount of time based on your rate of turnover. Think about things like:<ul><li>Are your openings permanent, temporary, project-based, or a mix?</li><li>How long does your typical hiring process take, and how long do you want it to take?</li><li>Are there certain roles you have the most trouble with filling?</li><li>Do you have issues finding enough applicants with the right qualifications?</li><li>Do you need a better way to assess and track candidates or new hires?</li></ul>After making a list of what’s important, think about prioritizing it so that you can find a recruiting firm that can focus on what’s most important to you.<h2>Are the recruiters experienced in your industry?</h2>Examine the niche(s) in which the recruiting agency operates. Look for a team with the deepest knowledge of your industry and that’s used to working with candidates in roles similar to the ones you want to fill. Those are the professionals best equipped to anticipate your company’s needs, adeptly access and attract top candidates, and bring aboard the best talent to fill key positions. They know how to access candidates with the specific skill sets you need. They’re also clear on how to avoid bringing in people with more generalized skill sets that cost you much more to train and develop into top performers.&nbsp;<h2>Look for a recruiting agency that searches the entire candidate pool.</h2>You don’t want to pick a recruiting firm that gets a request to fill a position and then scours LinkedIn and job websites to connect with those looking for work who seem to have the needed skills. First of all, those who are actively seeking make up only around 30% of the workforce. You want someone who’s actively making connections with industry professionals in similar positions regardless of whether or not they’re currently seeking a job, a recruiter who’s looking at 100% of the workforce. There’s also an advantage to talking with highly-qualified candidates who are “open,” but not actively seeking. Because they’re not applying and interviewing elsewhere, they’re less likely to be entertaining other offers.<h2>Look for recruiters who know the right hiring processes for the positions you need to fill.&nbsp;</h2>The most effective recruiters are tightly focused on their niche. They know they can best serve companies who will most benefit from their&nbsp;<a href="https://www.ehire.com/blog/2021/08/3-signs-your-hiring-process-isnt-working-for-you" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">hiring processes</a>&nbsp;and networks. For example, businesses in the tech industry need to fill positions that require specific skills, and those hiring processes often include online or practical assessments, specified interview questions, or interviews with multiple team members. A recruiting firm like eHire that specializes in hiring for the tech industry is already familiar with the processes typically used to fill those positions, and a firm that already knows the processes is easier to quickly on-board as an extension of your team. In addition, some firms, like eHire, can also advise you on the best hiring practices and processes for your business so that you can improve turnover and reduce the time it takes to hire.<h2>Do they communicate thoroughly with candidates?</h2>How do they identify candidates and foster budding professional relationships with them as your company’s representative? What kinds of questions do they ask them in order to gauge their interest in working for your company? The way recruiters communicate with candidates is important because it's the messaging they’ll convey on your behalf. If that communication is done well, not only will it help communicate your company culture and brand, but it will also give you a good indication as to where you stand with a candidate. 96% of eHire candidates accept the offers we extend to them.&nbsp;Our recruiters communicate so thoroughly with candidates that we know exactly what it will take for someone to say “yes.”&nbsp;<h2>How are the agency’s reviews? What do their clients say?</h2>When you’re considering hiring a recruiting firm, ask&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">to be connected to well-established contacts</a>&nbsp;who will provide sufficient references and evaluations. Of course, some clients and/or candidates are likely to require confidentiality. But, a solid recruiting firm should have plenty of clients and candidates who are willing to share positive comments on their behalf.&nbsp;<h2>Can they tell you the success rate of their hires?</h2>Ask for the agency’s current and historical&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">metrics</a>&nbsp;reflecting&nbsp;successful&nbsp;placements. When&nbsp;completed search&nbsp;numbers are comparatively high (80% to 90%), those also indicate strong performance. Additional measures that should be considered include ratios of interviews to offers, and offers to closes, among others.&nbsp;Recruiters who nurture relationships are typically more successful in building strong networks of people who can fill professional roles. The recruiting metrics tell the story of that success or lack of it.<h2>Choose recruiters with strong values and high standards.</h2>Various research reports estimate numbers anywhere from 49% to over 90% of applicants offered jobs say they would reject a job offer because of a bad experience during the hiring process. Other&nbsp;<a href="https://www.forbes.com/sites/jacquelynsmith/2012/06/20/new-survey-finds-that-bad-applicant-experiences-hurt-you-as-an-employer/?sh=49198180612a" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">research reports</a>&nbsp;indicate that employers also pay a high price in other ways for low standards in recruiting. Making the wrong decision in this critical area means a higher likelihood of unsuitable job placements, which lead to excessive turnover costs, reduced customer satisfaction, and profit losses. Plus, poor ambassadors for your business damage your&nbsp;<a href="https://www.ehire.com/blog/2019/11/3-key-factors-that-will-supercharge-your-employment-brand-on-social-media" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">employer brand</a>. A recruiting group with strong business values can attract high-caliber candidates who will strengthen your team and bring greater overall value to your company.&nbsp;<h2>Does the recruiting service you want to work with fit your budget?</h2>If you’ve found a recruiting group that seems to offer all the attributes you’re looking for, don’t be alarmed at their 25% - 30% quote. Compare the performance of inexperienced or lower-quality, lower-cost operators to a top agency placing large numbers in the region where you&nbsp;need&nbsp;strong recruiting. The well-recognized recruiting firm that specializes in your company’s needs will cost less in the long run. How? A high-performance recruiting service delivers higher-value results with greater speed and efficiency. That, of course, translates into reduced attrition and increased employee and customer satisfaction rates, which are essential to increasing profit margins.<h2>As you embark…</h2>Make sure you choose a firm that has recruiters with whom your team likes to work. If they’re acting as an extension of your team, then your team members will be working with them closely, and hopefully, for an extended period of time. Therefore, this partnership should be enjoyable for your team as well as beneficial to your company.The recruiters at eHIre are tech industry experts who build networks of skilled professionals in various tech professions. They’re familiar with highly-selective processes and filling key positions that impact the success of growing businesses.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(17, 85, 204); background-color: transparent;">Contact us</a>&nbsp;to see how we streamline your hiring process or assist your hiring managers.

​How to Choose the Right Recruiting and Hiring Firm

Should you ask job applicants to reveal their salary history?It’s a complicated question, and there are pros and cons to consider.&nbsp;It’s worth noting that in many states, this is no longer a question. SHB (Salary History Ban) legislation has gathered momentum, and as of July 2021,&nbsp;<a href="about:blank" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">twenty-one states</a>&nbsp;in the U.S. had bans in place preventing businesses from seeking the information during the hiring process.&nbsp;For those of you still weighing this aspect of your hiring process, here is a summary of the pros and cons and some resources to explore.&nbsp;<h2>The Potential Benefits of Requesting Salary History</h2>Most hiring managers see these as the primary reasons for requesting the information.<ul><li>I want to avoid wasting time&nbsp;with applicants whose salary expectations don’t match with what we can offer.&nbsp;</li><li>The salary they’ve commanded in the past can be a key metric&nbsp;in evaluating the quality of a candidate. Their salary history reveals something about their career progress and drive.</li><li>We need this information to help position our salary offer.&nbsp;</li></ul>The practical advantages seem very clear up front, but there are other issues to consider.&nbsp;<h2>The Potential Drawbacks of Asking Candidates About Their Salary History</h2>As noted above, salary history bans have gathered momentum for a reason.&nbsp;<ul><li>More and more candidates view this request as an invasion of privacy,&nbsp;and you could risk alienating a great candidate.&nbsp;</li><li>The information can also be misleading.&nbsp;A candidate may have been underpaid and undervalued in a previous workplace. There’s a great deal of history beyond the number which you don’t understand.</li></ul>There’s an excellent breakdown of the arguments for and against&nbsp;<a href="https://www.thebalancecareers.com/what-is-a-salary-history-1919067" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">in this article</a>&nbsp;by The Balance Careers blog.<h2>The Most Powerful Argument Against Asking for Salary History</h2>A persuasive moral argument was made against this practice in&nbsp;<a href="https://hbr.org/2020/07/stop-asking-job-candidates-for-their-salary-history" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">this article from The Harvard Business Review</a>.&nbsp;The main rationale for abandoning this practice is because asking about salary history can&nbsp;perpetuate cycles of pay disparity for women and minorities. In spite of any well-intentioned efforts you make to&nbsp;<a href="https://www.ehire.com/blog/2019/11/one-simple-tip-to-avoid-bias-in-your-hiring-process" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">avoid bias in the hiring process</a>, this one practice alone may undercut your efforts.&nbsp;The reason is simple and understandable.&nbsp;If a candidate has been underpaid in the past, and you base their next salary on their history, the cycle continues.&nbsp;This isn’t just optimism or theoretical thinking. In Harvard Business Review’s study associated with the article, they learned that SHB legislation has generated substantial pay increases for both Black (+13%) and female (+8%) candidates.They also present evidence that the assumed benefits of the practice of requesting a salary history are not as potent as once believed.<h2>Like many aspects of the hiring process, salary histories are a complicated issue.</h2>It’s not easy to reexamine commonplace practices like salary histories in the hiring process, and questions like this aren’t always simple to resolve.Our team at&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">eHire</a>&nbsp;is always here to do more than connect your business with the right talent. We equip your team with the latest information on best practices in hiring and help you resolve concerns like this.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(5, 99, 193);">Reach out to us</a>&nbsp;anytime to refine your hiring practices and find the key players needed to grow your company.​

​Should I Ask Applicants About Their Previous Salary?

<h1> </h1>Job interviews are nerve-wracking for all parties involved. After all, this is a high-stakes conversation. Your candidates really want the job, and you want to find the very best fit for your team.&nbsp;Unfortunately, many interviewers miss out on incredible opportunities and potential by using the same standard (and boring) interview questions over and over again.One of the best ways to find the most qualified employee and the best fit for your company’s unique culture is to ask unique questions.<h2>Why Ask Unique Questions?</h2>Why should you think outside of the box when asking interview questions?&nbsp;It’s true the main purpose of a job interview is to assess an applicant’s skills and determine if they’re capable of filling the job requirements. However, qualifications aren’t the only important factor in&nbsp;finding the best fit for your team.Catching candidates off-guard with unique questions allows you to see the many different shades of a prospective hire’s personality.&nbsp;<ul><li>Are they collaborative?</li><li>Are they creative?&nbsp;</li><li>What unique attributes will they bring to the table in addition to their technical skills?</li></ul>Interesting and unusual questions also keep the interview engaging for both parties!&nbsp;When you passively ask the same questions over and over, it’s easy to zone out and miss the important nuances in candidates’ personalities, which indicate how well they’ll fit in.Even better, candidates will remember your company as that&nbsp;awesome, fun team&nbsp;they’d love to join! In the end, adding creative questions into the mix improves the&nbsp;<a href="https://www.ehire.com/blog/2021/08/3-signs-your-hiring-process-isnt-working-for-you" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">hiring process</a>&nbsp;for everyone.&nbsp;<h2>Some “Do’s” When Asking Creative Interview Questions</h2>When deciding what questions to ask, make sure&nbsp;to take into account the necessary skills for the position you’re filling.&nbsp;For example…<ul><li>For a management position,&nbsp;make sure to ask questions that display a candidate’s style of leadership or problem solving.&nbsp;</li><li>For a creative position,&nbsp;ask questions that require out of the box or imaginative answers.&nbsp;</li></ul><h2>The “Don’ts” For Asking Unique Interview Questions</h2>Don’t ask any questions just to be “different.” Your questions should be fun but also have a purpose.&nbsp;The goal is to learn about each candidate’s skill set and personality&nbsp;to assess how they’d fit in with your company culture.&nbsp;Most importantly, even when challenging your candidates to think on their feet, the goal is never to make anyone uncomfortable.&nbsp;And of course, never ask questions that reference a candidate’s protected class information (gender, race, ethnicity, age, etc.) or that are&nbsp;<a href="https://www.glassdoor.com/blog/inappropriate-interview-questions/" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">inappropriate or discriminatory</a>.Make sure to have a variety of unusual questions available. It’s great to have tried and true favorite questions, but having an arsenal at your disposal allows you to&nbsp;stay in the moment&nbsp;with your candidates and&nbsp;tailor the interview&nbsp;based on what each personality reveals.&nbsp;<h2>Some Of Our Favorite Unique Interview Questions</h2>You’ve established what you’re looking for when asking unique questions. Now comes the fun part: What questions will you ask? We recommend you build up a large arsenal of options. To get you started, here are some of our favorites!Great Icebreakers&nbsp;- These are fun questions to put a candidate at ease while also learning about their personality and interests.<ul><li>What’s your idea of an amazing day?&nbsp;</li><li>If you could have one superpower, what would it be and why?</li><li>If you were living on a deserted island and all of your basic needs were already met, what 2 items would you bring and why?</li><li>If you could have dinner with 3 famous people, alive or dead, who would they be?</li></ul>Assessment Questions -These are lighthearted, but they also paint a picture of how a candidate performs in a team setting.<ul><li>Tell me about a time you were the hero in your workplace.</li><li>What personal or professional accomplishments are you most proud of?</li><li>Your friend’s birthday is coming up. Tell me how you go about picking out a gift for them.</li><li>If you had an unlimited budget, what innovation would you want to create in our industry?</li></ul>Just for Fun!&nbsp;- These are some questions to showcase a candidate’s personality.<ul><li>If you had to move across the country tomorrow, where would you go and why?</li><li>Describe a time when you laughed the hardest.</li><li>If you could only watch one movie over and over again for the rest of your life, what would it be and why?</li><li>Out of all the trips you’ve taken, which was your favorite?</li></ul><h2>It’s Time to Shake Up Your Interview Process.&nbsp;</h2>Interviews don’t need to be tense. You can relieve the pressure, improve the&nbsp;<a href="https://www.ehire.com/blog/2019/11/3-easy-steps-to-simplify-your-interview-process" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">interview process</a>, protect your reputation as a workplace, and increase the odds of finding the right cultural fit for your team by keeping your interview approach agile and alive with a wide range of unique questions.Our team at&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">eHire</a>&nbsp;is always here to do more than connect your business with the right talent. We equip your team with the latest information on the&nbsp;best practices&nbsp;in hiring.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">Reach out to us</a>&nbsp;anytime and we’ll work to find the key players needed to grow your company.​

​Best, Most Unique, and Valuable Interview Questions You Should Be Asking

Did you know the percentage of women in the US population is just over 50%, but the percentage of women working in the tech industry is&nbsp;<a href="https://www.cio.com/article/201905/women-in-tech-statistics-the-hard-truths-of-an-uphill-battle.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">just over 25%</a>?&nbsp;Some studies say it could take more than 12 years to achieve&nbsp;<a href="https://www.cnbc.com/2020/09/29/it-could-take-12-years-to-reach-equal-representation-of-women-in-tech.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">representational equality in tech</a>.Shocking, right?&nbsp;Why aren’t there more women working in tech today? How can you attract these vital employees to your team (and incentivize them to stay)?<h2>Why Aren’t There More Women in Tech?</h2>To understand why there aren’t more women currently in the tech industry, we have to go way back to the beginning. While statistics show women in high school scoring higher grades than their male counterparts, there just aren’t as many women pursuing math science or computing tracks.But how can that be? Some experts attribute the low number of women pursuing these courses of study to the way we’re raising young women in general. If you take even a casual look at the toys, shows, or products marketed towards girls in our society, there is a gross underrepresentation of women working in these fields.&nbsp;This doesn’t only occur in the media we expose young women to, either. For women who do pursue tech education, mentors and role models for&nbsp;<a href="https://www.ehire.com/blog/2022/01/why-you-need-to-hire-female-developers" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">women in tech</a>&nbsp;are far and few between.<h2>What’s Driving Women Away from the Industry?&nbsp;</h2>So, what’s the problem with the tech industry? Why aren’t more women dominating in this field?&nbsp;For starters, like many industries, there is a tremendous pay gap for female employees in tech. In most markets, there is a pay gap of 10% or more between male and female employees.And remember how we talked about the insufficient number of mentors and role models for young women pursuing careers in tech? That doesn’t stop at the college level. Less than a quarter of upper-level management positions in the tech industry are held by women. Some studies even say it’s closer to 10%This gross underrepresentation isn’t just a bad look, either. The lack of women in leadership trickles all the way down through company culture, leaving many female employees feeling unsupported and underappreciated.Worse yet, the lack of female leadership can (and often has) resulted in a sexist,&nbsp;<a href="https://medium.com/spectra-hackathon/bro-culture-in-tech-its-a-problem-ed9fa92843c7" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">“bro-culture” across the tech industry</a>, leaving women feeling not just unseen, but also unsafe.<h2>The COVID Factor</h2>Because it’s 2022 and we’re still coping with the pandemic, we can’t ignore the way COVID-19 has affected women in the industry.Everyone had to make changes and adjust their work lives in the last few years. Even more severely affected were parents, having to navigate not only their own challenges but those of their children as well.Women ended up shouldering more of these impossible burdens than their male colleagues. Almost twice as many women as men reported feeling more burnt out at work amid the pandemic in a recent survey.With women already being a minority, these increased responsibilities at home have caused even more women to leave the tech industry in recent years.<h2>How Can You Attract More Women to Your Team?</h2><ul><li>Evaluate Your Hiring Process- Is your&nbsp;<a href="https://www.ehire.com/blog/2019/11/one-simple-tip-to-avoid-bias-in-your-hiring-process" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">hiring process biased?</a>&nbsp;Are there women involved in these searches? First impressions matter for both employee and candidate. Make sure your hiring process is inclusive and welcoming to female candidates.</li><li>Close the Pay Gap- This one seems like a no-brainer. Is there a pay gap between men and women in your company? It’s time to examine why that is and more importantly, close it</li><li>Offer Equal Benefits- It’s easy to fall into the trap of thinking about how to make your company seem more attractive to women, but the key is to make your company more inclusive for everyone. Instead of just offering maternity leave (which often ends up in female employees being left behind), consider&nbsp;<a href="https://www.businessinsider.com/data-great-place-to-work-maven-paid-parental-leave-benefits-2020-12" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">offering parental leave</a>&nbsp;for all of your employees.&nbsp;</li><li>Offer a Mentorship Program- Consider a program within your company that connects women in leadership positions with new employees for guidance and support</li><li>Ensure Opportunities for Advancement- Make a concerted effort to provide opportunities for female employees to shine and excel.&nbsp;</li><li>Be Mindful of your Company Culture- Be sure to look critically at both the culture among current employees and your own hiring practices. The more inclusive, the better!</li></ul>Our team at&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">eHire</a>&nbsp;is always here to do more than connect your business with the right talent. We help equip your team with the latest information on best practices in hiring and maintaining great employees.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Reach out to us</a>&nbsp;anytime for help finding the key players needed to grow your company.

Attracting Women to the Tech Workforce

With so many companies adapting new work-from-home hybrid models, it’s become&nbsp;more important than ever to be mindful about how we’re supporting our female employees.&nbsp;As we’ve seen over the last few years,&nbsp;<a href="https://www.brookings.edu/essay/why-has-covid-19-been-especially-harmful-for-working-women/#:~:text=COVID%2D19%20has%20also%20increased,the%20rate%20of%20men%20surveyed." rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">women are often carrying a heavy load</a>&nbsp;when it comes to balancing domestic and parental duties, as well as their responsibilities at work.<h2>What Can We Do to Create a More Equitable Workplace for Women?</h2>Acknowledge there’s an issue at hand.&nbsp;Don’t wait for your team members to speak up about the inequity women face in the workforce; point it out yourself! What a relief it could be for your female employees to know that you see their struggle and want to better support them.Be honest about your company and culture.&nbsp;Do your employees feel they can speak freely about their challenges and needs, or have you allowed a culture to thrive where people feel they need to hide their personal needs from their co-workers? You can’t shy away from the hard questions if you want to improve.Talk to your female employees.&nbsp;Want to know what working women need in order to keep all their plates spinning? Ask them. You have a wealth of knowledge right on your own team!Show solidarity.&nbsp;Maybe you’ve already implemented substantial&nbsp;<a href="https://www.bizjournals.com/sanfrancisco/news/2021/11/15/designing-equitable-benefits-for-a-diverse.html" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">equitable benefits</a>&nbsp;and policies in your company; that’s great! But are&nbsp;you&nbsp;modeling these policies for your team? It’s important to show that participating in this new culture is encouraged.Don’t wait until there’s a problem.&nbsp;Think ahead and have procedures in place to allow for productive conversations around your employees’ evolving needs.&nbsp;<h2>Learn More About Creating a Supportive, Equitable Workplace Culture for Women</h2>Want to learn more about how to support your female team members?&nbsp;Check out&nbsp;<a href="https://www.forbes.com/sites/hvmacarthur/2021/03/30/creating-an-equitable-future-for-women-in-the-workplace/?sh=378ae975cc4c" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">this article</a>&nbsp;from Forbes for more tools.<h2>Make Sure Your Company Is Following Best Practices in the Hiring Process for Women</h2>Our team at&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">eHire</a>&nbsp;is here to do more than connect your business with the right talent. We also equip your team with the latest information on&nbsp;best practices&nbsp;in hiring, especially for&nbsp;<a href="https://www.ehire.com/blog/2022/03/attracting-women-to-the-tech-workforce" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">hiring female talent</a>&nbsp;in the tech industry.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(5, 99, 193); background-color: transparent;">Reach out to us</a>&nbsp;to find and hire the key players needed for your company’s success.

The Equitable Workplace: How to Create a More Supportive Workplace Culture for Women

These past few years have resulted in a myriad of changes, from how we connect with friends and family to how we conduct business. The inevitable shift from working in an office to entire teams working from home leaves one wondering,&nbsp;“How can I maintain my company’s unique culture when all my employees are working separately?”&nbsp;<h2>What is Company Culture?</h2>The culture of a company is defined by&nbsp;the beliefs and values at the core of a company&nbsp;and is apparent across all aspects of day-to-day business; from recruiting to customer support.It may feel like your&nbsp;<a href="https://www.ehire.com/blog/2019/10/an-in-depth-look-at-atlantas-best-places-to-work-everything-you-need-to-know-about-culture-and-employment-brand" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">company’s culture</a>&nbsp;is dependent on the way things function within your physical building. However,&nbsp;company culture has little to do with where your employees work. It’s about how the entire team unites under these company values.<h2>Leaders Set the Tone and Steer the Culture</h2>Whether your company operates from within your office building, entirely remote or a hybrid,&nbsp;your team looks to your company leaders to establish the culture.&nbsp;The most important piece to your company’s culture is not where your team is located, it’s who is running your team and how they’re modeling these unique beliefs to their entire team.&nbsp;<h2>Being Apart Doesn’t Mean Being Disconnected</h2>While it may seem daunting, your company can thrive in a remote model. Check out&nbsp;<a href="https://inside.6q.io/how-to-grow-a-positive-company-culture-with-a-remote-team/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">this great article</a>&nbsp;for more tips on how to foster a positive company culture with your remote team.Our team at&nbsp;<a href="https://www.ehire.com/client-experience" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">eHire</a>&nbsp;is passionate about the success of your team, and we know retention is just as important as selecting the right person for a position. We equip you with the latest information on&nbsp;best practices&nbsp;in supporting your employees, no matter where they’re working.&nbsp;<a href="https://www.ehire.com/contact" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Reach out to us</a>&nbsp;anytime for more tips on growing and supporting your team.<h4>Share This Blog</h4>

How to Encourage Company Culture While Working Remotely

​At eHire, our clients often ask us what they should and should not include in their job description. You want to make sure you get great candidates and that is totally understandable. Often, the temptation is to list every single quality that perfect hire must have to ensure you get exactly what you are looking for.The problem here is many awesome candidates also have imposter syndrome, meaning they might talk themselves out of applying for your job because they don’t think they are qualified.We recommend running a simple LinkedIn search for people already working in the role you are hiring for. This will give you a sense of common skill sets, education and years of experience.By creating a realistic job description, you will have a much higher likelihood of attracting great people who can help you meet your deadlines and achieve your business goals.<a href="https://www.ehire.com/consultants/jeff-kolve" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​Jeff Kolve</a>, Director of Recruiting at eHire, sheds some light on how to create a realistic job description so you can attract great people quickly, meet your deadlines and achieve your business goals.Check out this one minute video for more insights:<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed//hpK5NzhkXj4"></iframe> ​Here are the links to resources mentioned in the video:<a href="https://storybrand.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">StoryBrand by Donald Miller​</a><a href="https://readable.com/blog/the-flesch-reading-ease-and-flesch-kincaid-grade-level/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Flesch-Kincaid</a><a href="http://gender-decoder.katmatfield.com/&amp;sa=D&amp;source=hangouts&amp;ust=1571929653180000&amp;usg=AFQjCNF5MJG_lcQEKDLf-3ugSYePLtiO8g" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Gender Decoder</a>

What Should You Include In Your Job Description? 

Unemployment is at an all-time low. Job seekers have their pick of where they want to work.But you know all this…You experience it every day attempting to attract these people to come work for you.So how can you stand out?Simplify your interview process.Every additional step in your interview process adds time. And time increases your risk of losing that job seeker.<a href="https://www.linkedin.com/in/jeffp/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Jeff Pierce</a>, Director of Technical Operations, offers three simple steps you can take today to simplify your interview process:​<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed//qcQd8IlMZO8"></iframe> ​<a href="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBczcwIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--4f6faf14c949c6ce3078e741ef9e0748cfd9cccd/Ehire_eBook_080419%20(3)-compressed.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(66, 139, 202); background-color: transparent;"><img src="https://ehire.staging.krakatoa.eu-2.volcanic.cloud/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBenExQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--315e9d284900ae3ae6d002e5e704bdbba2cd6bf2/Copy-of-Copy-of-Why-Your-Top-Candidates-Are-Not-Calling-You-Back-(1).png"></a>

3 Easy Steps to Simplify Your Interview Process

eHire formed in 2009 when the CEOs of two companies combined forces to reject commodity recruiting and build a better agency. Based in Atlanta, eHire cultivates relationships with companies and job seekers. Through fostering deep connections in the technology community, we provide faster access to top talent so our clients can accomplish their goals and reach their objectives.

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You know the ins and outs of running a successful tech company, but recruiting the right professionals who will stay with you and impact your success can be tricky. Hiring the most skillful talent in the technology industry is an art, and we can design the optimal hiring process for you through our services. Our team will advise you on the number of required interviews, appropriate skills assessments, key interviewers, and more.&nbsp;

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16% of Prospective Employees Aren’t Willing to Interview in Person ... and Other Interview Process Insights

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How to Capture Tacit Knowledge 2022

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​5 Recruiting Technologies You Need to be Using

​3 Key Factors That Will Supercharge Your Employment Brand On Social Media

The State of the Tech Industry in 2023

​Why You Need to Hire Female Developers

​Scale Up Your Start Up: Tips for Hiring Top Talent

​How Video Is Changing and Even Upgrading the Hiring Process

​How to Choose the Right Recruiting and Hiring Firm

​Should I Ask Applicants About Their Previous Salary?

​Best, Most Unique, and Valuable Interview Questions You Should Be Asking

Attracting Women to the Tech Workforce

The Equitable Workplace: How to Create a More Supportive Workplace Culture for Women

How to Encourage Company Culture While Working Remotely

What Should You Include In Your Job Description?

3 Easy Steps to Simplify Your Interview Process

Workers and Their Views on the Current Job Market

With Inflation at 8%, How Should Your Business Deal with Raises?

3 Signs Your Hiring Process Isn't Working for You

5 Recruiting Technologies You Need to be Using

3 Key Factors That Will Supercharge Your Employment Brand On Social Media

Why You Need to Hire Female Developers

Scale Up Your Start Up: Tips for Hiring Top Talent

How Video Is Changing and Even Upgrading the Hiring Process

How to Choose the Right Recruiting and Hiring Firm

Should I Ask Applicants About Their Previous Salary?

Best, Most Unique, and Valuable Interview Questions You Should Be Asking