“This is a very noble profession. Always remember how many people you can impact.” – Scott Faurot, Senior Talent Acquisition Professional

We couldn’t agree more, Scott. In fact, we had the pleasure of sitting down with some of the noblest talent leaders over the past few months. 

We shared laughs. We heard inspiring stories. And, most notably, we gained actionable recruitment insights and hiring strategies for 2021. 

While we recommend grabbing a cup of coffee and viewing the conversations in full, there were some golden tips and talks that we had to compile for everyone. 

Actually Improving The Candidate Experience 

It seems like every year recruitment professionals are trying new ways to improve their candidate experience. In some cases, it’s hard to figure out where it’s falling short (especially with added challenges of a pandemic).

Thankfully, Recruiting Daily’s President William Tincup has a way to measure candidate experience at any stage of the hiring process. When we spoke, he gave us the example of making an assessment during the offer letter stage.

Measuring The Experience

“When you win [an offer letter], ask the candidate two questions. ‘Why did you say yes?’ and ‘Could we have done anything different to improve the process?’” 

Ask these right when they sign the letter before they’re onboarded and all that other stuff while it’s fresh in their heads. The same process goes for those that reject the offer letter. Ask them, ‘why did you turn us down?’ … if you don’t ask, then you don’t know if it had something to do with you. ” 

That’s definitely sound advice for assessing a candidate’s experience. However, Author and TA speaker Katrina Collier highlights a sure-fire way to ruin a candidate’s experience. 

Don’t Ghost Candidates

“Not getting back to people is unacceptable. To the recruiter who’s sitting there, it’s just another email, CV, ping, notification – it’s just more noise. But there’s a human being behind that notification who’s desperate to get back to work. There are so many simple ways to get back to someone.” 

Senior Talent Acquisition Professional Scott Faurot realizes that it’s not easy to get back to candidates, especially for rejections. That’s why he has a model for communicating with rejected talent called, “it’s NOT a no, it’s a NOT YET.” 

Building Relationships For Future Opportunities

“It’s tough for great recruiters to pick up the phone and tell someone they didn’t make the cut. I came up with the phrase, “it’s not a no, it’s a not yet.” We don’t want to say no to [a candidate] forever. They’re a silver medalist, and we want to keep them for future opportunities that are right up their alley. That’s the “it’s not a no, it’s a not yet’ mentality.”  I’ve had so many candidates that said ‘thanks for letting me down easy.’” 

With these insights for tackling candidate experience, there’s another area that gets a lot of headlines in the talent acquisition space:data-driven recruiting.” 

If You Haven’t Already, Start Data-Driven Recruiting 

If there’s one person that loves data, it’s founder, sourcer, and part-time superhero, Mike “Batman” Cohen

Data-Driven Decisions

He explains that everyone should “have access to data and make sure the decisions you’re making around tools, your processes… literally anything…  is based around data.” 

Mike explains, “if you ask for something like ‘best subject lines,’ you’ll get a thousand people giving you five of their ‘this is the best subject line.’ I say, ‘Cool. Show me the data. Let’s assume I believe you, but I do want to see the data to support it.” 

Data-Driven Team Strategies

He adds that it’s also important to analyze how you “look at your metrics. Are you using them to hold yourself and your team accountable for how hard you’re working, or are you holding them accountable for how smart you’re working?” 

To explain the difference, he gave this example. “If someone says, ‘I got 250 email responses last week,’ our natural reaction is to go ‘what?!,’ but we’re often missing the bigger picture. If you ask them how many people they messaged, they might say 16,000 and we realize that [response rate] is not that great anymore. 

Then there’s the person who gets 14 email responses, spoke to 11 of them, submitted 8 to the hiring manager for a job, and the hiring manager wanted to talk to 7 of them. That person is way more effective…. If you’re looking at how many responses, a person’s goal is going to be sending as many as you can, not necessarily finding the best. ”


Assess and Address Workplace Inequality

For successful DE&I efforts, it’s important to have leadership that’s willing to provide the support and resources to achieve workplace equality. At Coffee With Hiretual, we doubled down on leadership with the help of Kevin Walters, who works as the Lead Diversity L&D Program Manager at the industry leader for eCommerce, Amazon.  

In fact, he gave an important tip to any leader that’s looking to address DE&I gaps in their own organization

Kevin explains, “I’ve had CEOs trying to figure out, ‘who should we be talking to?’ and ‘what can we do about diversity?’ I always say, ‘do a self-audit… look to your left and right and see who’s missing around the room.’ When you think about that, maybe we should have some of those folks in the room making more decisions.” 

As Kevin provided a simple way to assess DE&I gaps, Director of B2B Marketing at Fairygodboss, Micole Garatti, highlighted an issue that leads to these gaps. 

“A one-size-fits-all approach for job seekers doesn’t actually work. Different segments of the population have different needs. Look at who you’re looking to attract…. A leading insurance provider in the UK, Zurich, tested out writing ‘remote work policy’ on 80% of their job descriptions and significantly increased applications from women and achieved gender parity in one year. But, in our survey, only 27% of organizations were publishing those policies. There’s a clear disconnect between what works, what job seekers need, and what companies are doing.” 

It’s amazing how a change in language can have a dramatic impact on the success rate of DE&I recruitment

Advice For Recruiters in 2021

For fans of The Office, they’ll remember when Dwight Schrute repeated some interesting advice his boss, Michael Scott, gave him.

“‘K-I-S-S. Keep it simple, stupid.’ Great advice. Hurts my feelings every time.” 

Don’t worry, our speakers have much kinder advice for recruiting, both for best practices and habits to steer clear of.  

Learning the “ABCs” of Recruiting

SVP of Talent Acquisition at Nielsen Melissa Thompson shared what she calls the “ABCD Model” for successful recruitment.  

It stands for: 

A – attract a diverse and qualified talent pool 

B – build a TA model to support the CRISP process

C – create an end-to-end experience for the HR manager and talent 

D – develop, which means training all the people in the process

Avoiding Pitfalls of “Traditional Recruiting”

On the other hand, Author and Director of Talent at BBVA Trent Cotton highlights some common pitfalls of recruiting that professionals should avoid. 

These pitfalls are: 

🙃 Making everything a priority, which means that nothing is a priority 

👎 Misalignment, which means spending time filling jobs that aren’t critical to organizational success

🥁 No rhythm or cadence to recruiting 

🔁 A feedback loop that’s completely broken

If you’re interested in Trent’s solutions to the pitfalls of traditional recruiting, check out his book and blog feed, titled Sprint Recruiting

The Recipe for Success in 2021

Finally, Scott Faurot added 5 tips for all Talent Acquisition professionals this year. 

1. Build relationships without intent

2. Be grateful for hard work

3. Go the extra mile 

4. Be respectful of the shortage of everyone’s time

5. Work hard knowing that you’re serving humanity well

Sounds like a recipe for recruitment success. 

Thank You For Everything

“2020 was madness on nine different levels. Whatever you did, let that go. Forgive yourself and love yourself.” William Tincup

We couldn’t have said it any better ourselves. With a heap of personal and professional challenges brought on by the pandemic, we just wanted to take a moment and say thank you. 

Thank you to the recruitment and TA professionals around the world that have overcome tremendous adversity. Always remember that you’re making a difference in the world by providing employers and employees with opportunities for success and happiness. Our only hope is that Hiretual can continue supporting you in that mission.  

Thank you to our Season 3 speakers and everyone that’s supported and been a part of Coffee with Hiretual, so far! For more Hiretual content, subscribe to our YouTube page and visit our Content Library for the latest recruitment tips, trends, and talks. 

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