Angel Cruzado

Miro scaled from 300 to 1500+ employees in 18 months. Here are five TA tips from their Head of Tech Recruiting. 👉 TA teams should assess tools for return on investment, making sure they meet the evolving needs of the company. Tools that no longer serve their purpose should be reconsidered to allocate resources more efficiently. 👉 It's important to have adaptable processes and tools as the company scales. What works at one stage may not fit another which is why you have to iterate constantly. 👉 Miro leveraged external resources like freelance recruiters, RPO and placement agencies to hit their hiring goals. 👉 People are likely to want to hire people similar to them but hiring someone opposite brings new ideas and energy to the team which can lead to great results. 👉 Burnout is a real issue across all companies and it should never be ignored. Be transparent about how you're addressing burnout within your company. Do you have any burning questions about Miro's road to 1500+ employees? ⬇️

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Your TA TechStack should enhance the talent journey and streamline user workflows. In other words AI (software/tools) shouldn't replace recruiters. TA Leaders; It's on us to educate and inform our stakeholders, that these tools help the house get built. We still need humans to do the work. Thank you Matt Charney for calling out SELECTING PEOPLE is more important than selecting software.

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We all know the frustration of a candidate disappearing mid-application process. At Leap Onboard, we see it all the time. But what if there was a way to keep candidates engaged and excited about joining your team? In this article, we explore the importance of candidate engagement during the hiring process. By prioritizing clear communication, timely updates, and a streamlined experience, you can significantly reduce the chances of getting ghosted. Here's where Leap Onboard comes in. Our platform empowers you to seamlessly connect with candidates, personalize their experience with targeted posts, track interactions, and efficiently handle onboarding documents. Imagine this: a candidate feels valued throughout the process, receiving regular updates and clear expectations. They breeze through onboarding with all the necessary documents easily accessible. This kind of smooth, responsive experience fosters enthusiasm and makes them more likely to want to join your company. Ready to ditch the ghosting game and build stronger relationships with your candidates? Let's chat about how Leap Onboard can help!

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Could AI tools improve how CEOs and CHROs work together? I believe the answer is YES. Right now, HR leaders often struggle to show the C-suite what workforces need for well-being and high performance. There's simply so much workforce data, many leaders don't have the time or staff to translate all that information into effective, workforce-wide strategies. With GenAI tools that can deliver precise workforce data insights, in natural language, all stakeholders will be able to see how key psycho-cognitive factors impact performance, and how to address them. More on the CEO/HR link from Stephanie Mehta at Fast Company https://lnkd.in/g5hAW5qe sparQ™, meQ's new GenAI tool, solves the data disconnect between CEOs and CHROs. Drawing from the data collected in our Workforce Intelligence platform, companies can use sparQ to more easily identify hidden risks driving diminished employee mental well-being and decreased productivity—and provide better direction for remedial actions. More on the practical promise of GenAI to make meQ data more understandable and actionable for organizations and individuals: https://lnkd.in/e2thRbeU

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The future of recruiting is here! Paycor Smart Sourcing uses advanced AI to create personalized candidate searches, refine matches based on your preferences, and streamline outreach. Redefine what's possible in your recruiting process.

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As though keeping track of country regulations isn't complex enough? Similar to pay transparency, we are seeing AI regulation in the United States pop up at the state level. How ready are you for the growing number of AI regulations across the HR Tech industry in the US? Probably not too ready. During our webinar, we explored the critical considerations for HR leaders who are either considering adopting AI or are already utilizing vendors incorporating AI in any aspect of their talent acquisition (TA) or talent management (TM) processes. Here's the recording of our webinar for your listening pleasure: https://lnkd.in/gjfXy-YT #Talent #HR #HRTech #AI #ArtificialIntelligence #Legal #Compliance #USA #UnitedStates #AIatAMS

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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⚡ JUST RELEASED - The Ultimate Guide to Recruiting Passive Talent: https://lnkd.in/e8UEk_-t ⚡ Whether you’re a seasoned recruiting pro or someone new to the talent acquisition game, our guide will help you: ✅ Unlock access to a more qualified talent pool that can bring unique expertise to your team. ✅ Get actionable tips on personalized communication that resonates with passive candidates. ✅ Understand the key elements of creating an employer brand that attracts and retains top talent. ✅ Utilize recruitment technologies, including AI, to identify and engage passive talent more effectively. ✅ Navigate the obstacles of passive talent recruitment with expert advice and proven strategies. ✅ Identify critical metrics and KPIs to measure the effectiveness of your passive recruitment efforts. Check out our guide and start turning passive talent into passionate hires today! #Recruitment #TalentAcquisition #HR #PassiveTalent

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OK we have a confession to make: We don’t know everything about AI. Because nobody does right now. But here’s what we do know: That doesn’t matter. You don’t need to become a complete expert on AI to be able to expertly use it in talent acquisition. You just need to know the right things. The most important things. These things. Our CEO Adam Godson cut out the clutter and confusion and created a resource on AI built specifically for the talent leader. Consider this your “break glass in case of AI emergency.” With how quickly things have changed with AI (and continue to change), it’s officially an emergency. Time to break it.

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Breadcrumbing hurts your employer brand and spurs ghosting. Learn why your company's reputation takes a hit when you string people along. This article also shares strategies on how to create genuine connections and attract top talent.

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Beware of the dangers of commoditizing your recruiting agencies. This can result in: → No shared direction or strategy, so recruiters aren’t aware of the best ways to add value → Misaligned incentives between the party engaging the vendors (HR) and the hiring manager who’s feeling the pain of a lagging hiring process → Squeezing margins and pitting vendors against each other leads to a commoditized, non-strategic engagement → No clear outcomes means no clear measure of success—which means you can’t optimize your recruiting strategy Read more here: https://lnkd.in/gmmNwhPQ

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Want to improve your access to top talent? Ceipal’s partnership with Dice, a powerful platform for recruiting in the tech space, gives you exactly that. In today’s rapidly changing hiring landscape, the ability to tap into the most in-demand tech talent across IT, engineering, and healthcare is more important than ever. And with this partnership, you’ll get a seamless integration that enables data to flow, improves productivity, and reduces response time while saving you money. With a few clicks, you can access top talent and cross post any job directly to Dice, maximizing your reach. Claim your two-month free trial with Dice today and start finding and hiring the right tech talent more quickly. Click here- https://lnkd.in/g52exwPG #dice #talentacquisition #recruiting #staffingandrecruiting

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There is a lot to unravel here in the latest Josh Bersin and AMS report on the current state of corporate hiring. Unfortunately, one clear finding is that many companies still view their Internal TA teams as a fulfillment centre, to the detriment of their long-term business goals. Report highlights: 🔎 Companies still struggling with skill shortages - 60% respondents 🔎 Cost reductions across hiring teams, improving efficiencies, and doing more with less - 58% respondents 🔎 Workforce planning and TA strategic alignment remain significant challenges - 42% respondents say they do not have a workforce plan 🔎 Only 32% of TA leaders feel they act or are treated as strategic partners to the business Skill based hiring, Internal marketplaces, AI/Automation and smarter capacity planning can all help address some of the challenges above. However, what we're seeing from the clients we work with is the importance of how supportive the CHRO/CPO is in uplifting the TA function and supporting it with a long term view. TA Tapestry our diagnostic tool has been purposely created to identify these challenges, allowing you to build alignment across the business (TA, HR and the Business) pinpoint the areas of prioritisation and improve the effectiveness and efficiencies across your hiring processes. It's simple, its effective and can certainly help to level up the TA game. www.macrameconsulting.com

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Remote work shakes up global salary standards In our latest podcast episode, I had an enlightening discussion with Marta Bisisi, VP of People at Superside, about crafting future-proof compensation frameworks in a fully remote environment. Here's what we uncovered 🧐 1️⃣ Iterative Adaptation As companies evolve, so must their compensation models. It's not about setting it once and forgetting it; it’s about regular updates to ensure relevance and competitiveness. 2️⃣ Geographical Flexibility The shift towards remote work is blurring traditional geographical salary boundaries. Companies are now sourcing talent globally, finding high-quality candidates beyond high-cost regions like the San Francisco Bay Area. 3️⃣ Equal Pay for Equal Roles At Superside, the approach to compensation is straightforward—pay equality for the same roles, regardless of location. This model challenges the conventional cost-of-living adjustments and emphasizes value over geography. This episode dives deep into how remote work is not just changing where we work, but also how companies plan their growth and manage talent across the globe. 🎧 Tune in to gain practical insights on setting up a scalable and fair compensation framework that supports a global team. #RemoteWork #TalentAcquisition #CompensationStrategy

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GoodTime's 2024 Hiring Insights Report illuminated a lot of the issues talent acquisition specialists face in today's hiring market. What it didn't highlight was how Hire-Train-Deploy models like ours can solve for almost all of these problems. For example: 📌 On average, TA teams hit just 51.3% of their hiring goals in 2023. 📌 44% of TA leaders said hiring became more competitive in the last 12 months, and 27% reported a lack of qualified candidates as a primary hiring challenge. Solution: When candidates are trained using an HTD model, they're not just qualified — they're highly skilled, trained by curriculum that is unique to your business and goals. 📌 A significant 34% of TA leaders cite talent retention as a top challenge. 📌 Layoffs have significantly affected employee morale. 📌 Companies that experienced layoffs in 2023 were about 83% more likely to report fair or poor engagement from employees. Solution: HTD Talent creates the best-in-class Associate Experience including: - starting salaries + raises - relocation - no legal training requirements - complete transparency to client/location/curriculum up-front ...all of which leads to 90+% retention rates 📌 99% of TA teams are now employing AI and automation. 📌 Talent teams still spend 35% of their time scheduling interviews alone, among other easily automated tasks. Solution: Automate hiring by working directly with a HTD provider so TA specialists can better focus on supporting candidates in the pipeline. What issues are you experiencing with hiring? Drop your thoughts below, and check out the full report from GoodTimes in the comments ⬇️ #hiring #talentacquisition #techhiring #techjobs

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Happy Birthday to Pequity's Comp Cycle Software! 🎂 🎉 Shout out to my team for building an amazing software that not only saves companies time and money, but also provides more competitive and accurate compensation outcome for employees. Here's to many years more! 🥂 #compensation #comp #comptech #hr #hrtech #birthday

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The role of the CHRO continues to gain prominence as a strategic power player among a company's top executives. In an ever-shifting business environment, CHROs must have the skills to make smart investments in people to drive the busines forward. In a recent article, Paige McGlauflin at Fortune underscores this point and offers the 4 new skills that every CHRO needs, according to industry experts. Read the article below and check the comments for a link to a sample development path for CHRO successors.

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Thank you Lattice for recognizing GoodTime as one of the 30+ Cutting-Edge AI Tools for HR Teams! AI transformation is a must for TA & HR teams. What GoodTime believes in is not AI that pretends to be humans. We believe in AI that augments humans. We call it #HumanCentricAI that automates mundane, manual work with intelligence all the while making the hiring process even more human. There are so many other AI based softwares mentioned in this article. Please read along!! https://lnkd.in/gudchTZW

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🌟 Why Conduct Compensation Benchmarks? 📊 💼 Stay Competitive: Ensure your pay scales match or exceed industry standards to attract top talent. 🔄 Employee Retention: Competitive compensation leads to higher job satisfaction and reduced turnover. 📈 Informed Decisions: Base your compensation strategy on data, not guesswork. ⚖️ Fairness & Transparency: Promote a culture of fairness by offering equitable pay. Let's discuss how SortedHat can help you make informed compensation decisions. DM me to chat! #HRAnalytics #CompensationBenchmark #EmployeeRetention #CompetitivePay #FairCompensation #DataDriven #HRStrategy #SortedHat #TalentAttraction #Compliance #BudgetManagement

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