![\"8](\"https://textexpander.com/wp-content/uploads/Recruiting-tools-featured-600x300.png\")
\nCurious about the recruiting tools favored by some of the most innovative and fast-growing companies in the tech industry? Thanks to the TextExpander Virtual Summit, we recently had the privilege of chatting with Martin Ngo from Meta and the dynamic team of Connie Hoffman and Cortney Gault from the Amazon Robotics team. Our goal in this conversation? To find the best recruiting tools these titans of industry employ daily to streamline their recruiting and talent acquisition operations.
\n\n\n\nWhile it is no surprise that both Amazon and Meta boast an impressive array of in-house software recruiting tools, they also enlightened us about other game-changing tools they rely on. So, what exactly do these top-tier tech recruiters use to maintain peak productivity in their demanding roles on the hunt to acquire top talent in the industry? Let\u2019s dive in!
\n\n\n\n![\"LinkedIn](\"https://textexpander.com/wp-content/uploads/LinkedIn-Recruiter-560x329.png\")
LinkedIn has established itself as the go-to social network for professionals, and for good reason. It offers a unique platform specifically designed to cater to the needs of professionals across various industries without politics or other toxic discussions.
\n\n\n\nWhen it comes to recruiting top talent for nationwide and global companies, LinkedIn Recruiter emerges as a game-changing recruiting tool for hiring managers. It provides an array of features that streamline the recruitment process and empower professionals to make informed hiring decisions. Here\u2019s why LinkedIn Recruiter stands out as an excellent tool for connecting with top-of-funnel candidates and gaining valuable insights:
\n\n\n\n![\"HireEZ](\"https://textexpander.com/wp-content/uploads/hireEZ-560x294.jpg\")
hireEZ is an AI-powered outbound recruiting platform that\u2019s trusted by over 200,000 users. It\u2019s a platform designed to enhance talent quality, accelerate engagement, and fortify ATS sync. Here\u2019s a closer look at its key features:
\n\n\n\nHireEZ is highly rated on G2, a popular tech marketplace for honest customer opinions, with a rating of 4.6 out of 5.
\n\n\n\n![\"Entelo\"](\"https://textexpander.com/wp-content/uploads/Entelo-560x185.jpeg\")
Entelo is attempting to change what it means to source, engage, and hire diverse talent. Reducing time-to-hire has never been more important in a competitive job marketing. Top hires are moving at a record pace, and engaging with passive talent means using more than just sending an email.
\n\n\n\nToday\u2019s candidate journeys include creating content and landing pages, executing email campaigns and nurturing candidates through SMS, live chat, and social media. Its key feature is treating an open position like you would a marketing campaign.
\n\n\n\n![\"Seekout\"](\"https://textexpander.com/wp-content/uploads/Seekout-560x294.png\")
SeekOut is one of a new generation of AI recruiting tools, with a mention to empower both individuals and companies to grow together, providing actionable insights at every step of the talent journey. It\u2019s a lofty goal, but they\u2019ve got the recruiting tools to back it up.
\n\n\n\nSeekOut tackling the challenge of recruiting hard-to-find and diverse talent. They\u2019re not just relying on traditional search methods, though. They\u2019re using AI to drive their search, coupled with personalized messaging to engage potential hires. And they\u2019re not just looking for any candidates. They\u2019re seeking out those with specialized roles, filtering by specific requirements such as medical licenses, security clearances, or needed technical expertise.
\n\n\n\nThey also integrate external data with your People Operations systems to automatically build comprehensive profiles. SeekOut\u2019s talent marketplace is also designed to help employees find growth opportunities within your company. It\u2019s a platform where employees can find new roles and projects, connect with colleagues, and explore their future career paths without leaving your company
\n\n\n\nWhat\u2019s unique about SeekOut is that they\u2019re combining talent acquisition and management into one platform. It\u2019s a human-driven, AI-assisted technology that uses data-driven insights to understand your employee\u2019s needs and prepare them for the future.
\n\n\n\nThey provide access to hundreds of millions of candidates, including specialized pools, with powerful search capabilities to narrow the list to exact specifications. This isn\u2019t just about saving recruiting time. It\u2019s about ensuring you find the right person for every role\u2014which is a huge cost savings.
\n\n\n\n![\"TextExpander\"](\"https://textexpander.com/wp-content/uploads/te-screenshots-quicksearch-1-560x315.png\")
One tool Amazon and Meta recruiters can definitely agree on is TextExpander.
\n\n\n\n\u201cWhen your goal is to reach out to 50 to 70 people per week, manually typing that is going to take a lot of work, labor, and time. I use TextExpander to draft general templates and then spend a minimal amount of time tweaking those minor things to make it more tailored,\u201d Martin says.
\n\n\n\nCortney first used TextExpander at Indeed, but hadn\u2019t used it for 7 years before arriving at Amazon.
\n\n\n\n\u201cSo now that I\u2019m with Amazon, I\u2019m getting back into the TextExpander swing of things, and oh my gosh, so much has changed for the better. It\u2019s great stuff, all the new advances that you all have,\u201d Cortney says.
\n\n\n\nTextExpander offers a suite of features designed to make life easier for communication with candidates.
\n\n\n\nTextExpander offers faster sourcing without losing the human touch. It enables recruiting teams to respond to candidates quickly, no matter the platform or website as it\u2019s a system-wide tool. This means you can reach out to potential hires faster without sounding like a robot.
\n\n\n\nNext, TextExpander aligns and optimizes communication with candidates. TextExpander ensures that your communication with candidates is efficient and consistent. This helps maintain a professional image and ensures that all candidates receive the same information, reducing the chance of miscommunication.
\n\n\n\nTextExpander also helps eliminate repetitive copy-and-paste responses across platforms. You can create a bank of responses to common questions or inquiries, which can be accessed with a few keystrokes. This not only saves time but also ensures consistency in your communication for inexperienced recruiters
\n\n\n\nIn summary, TextExpander is empowering recruiting teams to work more efficiently. It ensures quick, consistent, and professional communication with candidates and eliminates repetitive tasks. This frees up time for recruiters to focus on the more strategic aspects of the recruitment process. It\u2019s not just about working harder; it\u2019s about working smarter. By using a TextExpander Snippet, teams retain a human voice while having the benefits of automation.
\n\n\n\n\n\n![\"OneNote\"](\"https://textexpander.com/wp-content/uploads/OneNote-1-560x280.jpg\")
When researching candidates, recruiters must make plenty of notes with important details, and Martin mentioned Microsoft OneNote in addition to Meta\u2019s own internal tools for compiling information on candidates. Microsoft OneNote is a versatile tool that allows you to capture, organize, and share notes across all your devices.
\n\n\n\nOneNote is designed for collaboration, making it easy to stay in sync with your team, no matter where you are\u2014hybrid, remote, or in the office. It also supports handwriting and drawing with a stylus or fingertip, and you can convert handwritten notes to typed text later.\u00a0
\n\n\n\nOne of the key features of OneNote is its accessibility. You can access your content from anywhere, even if you\u2019re offline. It works on any device or platform, so you can start on your laptop and update notes on your phone if you\u2019re talking with candidates on the go.
\n\n\n\nOneNote is part of the Microsoft365 family, which means it integrates well with other Office apps. You can shape notes with points pulled from Outlook email or embed an Excel table.\u00a0
\n\n\n\n![\"Google](\"https://textexpander.com/wp-content/uploads/Google-Sheets-560x250.png\")
Google Sheets is an online spreadsheet tool that allows you to create, edit, and collaborate on spreadsheets in real-time from any device\u2014desktop or mobile. It\u2019s part of Google Workspace and is designed to make data-driven decision-making easier and more collaborative. It also happens to be one of the best free recruiting tools.
\n\n\n\n\u201cGoogle Sheets was a big one, whether it was to analyze data or track candidates,\u201d Martin says.
\n\n\n\nGoogle Sheets offers a range of features that can be particularly useful for recruiting and TA teams:
\n\n\n\n![\"Calendly\"](\"https://textexpander.com/wp-content/uploads/Calendly-4-560x315.jpg\")
Recruitment is often a collaboration game, and Calendly is making collaboration a walk in the park. It\u2019s one of the best recruiting scheduling tools. You can share your Calendly availability with your team, allowing them to schedule meetings with candidates without the risk of double-booking.
\n\n\n\nCalendly is all about allowing you to schedule interviews in a flash, significantly cutting down your time to fill with candidates. By eliminating the back-and-forth emails usually part of scheduling interviews, you can focus on the main task: finding the perfect candidate.
\n\n\n\nCalendly integrates with Google Calendar, Microsoft, Outlook, and iCloud, ensuring that your schedule is always up-to-date with open slots. It also integrates with video conferencing tools like Zoom, GoToMeeting, and Google Meet, making it easy to set up virtual interviews.
\n\n\n\nWhile Cortney and Connie don\u2019t use Calendly, they mentioned that many of their peers use it at Amazon for scheduling. However, Marcie Arvelo, our recruiter here at TextExpander, can\u2019t live without it. \u201cI cannot go back.\u201d
\n\n\n\nIn essence, Calendly can be one of the hiring power tools in a recruiter\u2019s arsenal, helping to streamline the scheduling process, improve the candidate experience, and enhance team collaboration. It\u2019s not just about working harder; it\u2019s about working smarter. And with Calendly, you\u2019re well-equipped to do just that.
\n\n\n\n\n\nAs we wrap up, it\u2019s clear that the landscape of recruitment is rapidly changing, and the tools we use need to keep up. From sourcing top-tier talent with HireEZ and SeekOut, to improving communication efficiency with TextExpander and OneNote, to organizing and tracking candidates with Google Sheets, to scheduling interviews with Calendly, the latest technology is playing an increasingly pivotal role in making the talent acquisition and recruiting process more efficient and effective.
These tools are not just about helping recruiters work smarter; they also enhance the candidate experience, which can be a key differentiator in a competitive job market. Whether you\u2019re a seasoned recruiter or just starting out in the field, these tools are worth exploring as you strive to attract, engage, and hire top talent. These aren\u2019t the only tools to use. These are just the \u201cofficial ones.\u201d Plenty of top recruiters from Meta and Amazon leverage Twitter, Medium blogs, conference websites, and Github repos. When you need to find the best candidate\u2014get creative with your sourcing!
\n\n\n\nOverall, it\u2019s not just about working harder; it\u2019s about working smarter. With these tools used by Meta and Amazon, you\u2019re well-equipped to do just that. So, let\u2019s embrace these technological advancements and continue to push the boundaries of what\u2019s possible in recruitment. After all, the future of talent acquisition is here, and it\u2019s 100% digital.
\n\n\n\nDigital recruiting tools help you identify and contact candidates, schedule interviews, construct job postings, and move candidates through the hiring process while remaining compliant.
\n\n\n\nA tool specific to recruiters is an Applicant Tracking System (ATS), which tracks job candidates throughout the hiring process and select the right candidate for the position. Examples of recruitment ATS tools include:
\n\n\n\nAnother important recruitment tool is candidate relationship management (CRM). CRMs are often correlated with sales, but they\u2019re also an invaluable tool for recruiters to build a database of candidate leads. Examples of CRM tools for recruiting include:
\n\n\n\n\n\n\n\nMany ATSes integrate a CRM and vice-versa.
\n\n\n\nMany companies, especially larger ones like Amazon and Meta, build their own free internal tools for their employees to use. However, we identify three of the best three recruiting tools above:
\n\n\n\n![\"Best](\"https://textexpander.com/wp-content/uploads/Pasted-5-e1688838985633-600x263.png\")
\nJob recruitment can be a grueling and difficult process filled with repetitive typing of the same email responses, sorting through candidates that aren\u2019t the right fit or don\u2019t show up for interviews, and managing growing lists of candidates that need to be screened.
\n\n\n\nWith employees quitting their job with little-to-no notice, vacancies in companies and businesses are greater than they have been in recent memory. These vacancies put stress on current employees, make the company lose money, and result in a net-negative culture around the office.
\n\n\n\nLuckily, recruitment automation software can be used to get potential employees connected to your business so these vacancies can be filled as quickly as possible.\u00a0
\n\n\n\nRecruitment automation software has many different meanings to many different people, but for this article, this type of software is simply any type of software that can help automate the onerous process of getting in touch with, screening, or hiring potential employees. Some of the potential types of recruitment software that you can use are:
\n\n\n\nWhen you are recruiting for a job, you are consistently sending out similar messages to potential employees, but typical recruitment automation software may not have the resources or features available to streamline the process.
\n\n\n\nShorthand automation software can assist in automating and streamlining aspects of recruitment that are not focused on by other software types. Although this type of software is not the typical version of recruitment automation software, its uses are invaluable, and our pick\u2019s affordable price makes it worthwhile to add to your recruitment arsenal.
\n\n\n\nTextExpander allows you to create custom keyboard shortcuts for frequently used texts. You can create these shortcuts for email templates, job descriptions, or interview questions. TextExpander is platform agnostic: it can be used across any platform or web app you use without integrations or downloads. Seamlessly moving from LinkedIn, email, and your ATS means you\u2019ll save significant time not having to repeat your typing in multiple places. Additionally, these templates can be shared with team members who are also recruiting. On the whole, your team can save hours a week using these templates and snippets to speed up some of your writing. With features like fill-in-the-blank snippets for personalized communication and smart suggestions based on your typing habits, TextExpander will dramatically increase your productivity, reduce errors, and ensure consistency in your messages.\u00a0
\n\n\n\nApplicant Tracking Systems are databases where companies can store whatever recruitment-related data they need to. They can store and categorize applications to make the screening process faster and more organized. Additionally, it simplifies tracking and managing applicants by providing a centralized platform to organize candidate information, track communication, and monitor the hiring stages. Although an ATS can make your candidates searchable and easier to find, an ATS can be manipulated by certain users to give themselves a better chance at a job by using specific keywords in a resume or application.
\n\n\n\nPinpoint provides intelligent automation which allows you to streamline tasks like CV screening, interview scheduling, and communication with candidates, significantly reducing administrative time. Pinpoint is designed for larger companies that have large recruitment numbers. Its standout feature is the powerful analytics suite, which provides actionable insights to help refine your hiring strategy. Pinpoint also enhances the candidate experience with a customizable careers portal that enables easy application and keeps candidates updated throughout the process. Moreover, its robust diversity and inclusion tools, like its blind screening feature, can help your company build a more diverse workforce that does not adhere to any biases.\u00a0
\n\n\n\nJazzHR has features like automated job postings, customizable screening questions, and interview scheduling tools that save valuable time. JazzHR\u2019s advanced reporting and analytics give you actionable insights into your hiring process, allowing for continuous improvement. The standout feature is its collaborative hiring with real-time, role-based access for team members, facilitating collective and informed decision-making. JazzHR uses collaboration across the app to make the best collaborative ATS. Additionally, JazzHR is very affordable and geared toward SMBs. However, this cheaper price comes with some hindrances. Some contend that the UI is not intuitive and that the customization options are limited. For these reasons, Pinpoint is still our pick.\u00a0
\n\n\n\nAre you having trouble being noticed with all of the possible job opportunities around? If you feel this is the case, a job aggregator or job board might be for you. The difference between these two types is their pricing. Job aggregators scour the internet for listings and vacancies within companies and put them on their websites for free. A job board, on the other hand, displays websites that have paid to be on the site. Both of these have certain drawbacks. For example, with no prioritized viewing, jobs on a job aggregator can be lost in the noise with so many potential jobs present on the app or website. Job boards, however, have fewer users because of the fewer listings; therefore, there is not a massive pool of people to pull from.\u00a0
\n\n\n\nIndeed is consistently rated one of the top job-finding websites out there. With millions of job seekers visiting the site every month, posting jobs on Indeed gives you extensive reach. Unique features like Indeed Resume allow you to search millions of resumes to find candidates with the right skills. The platform also provides sponsored job postings to boost your visibility. Indeed\u2019s mixture of free and sponsored listings creates a combination of a job aggregator and a job board. Moreover, with Indeed\u2019s mobile app, job seekers can easily apply to your postings, increasing the number of potential applicants. Indeed allows for flexibility from the employer and the potential employee because of its pricing options and countless employment options.\u00a0
\n\n\n\nGlassdoor is a powerful platform that goes beyond job postings by providing insight into company reputation and employee satisfaction. This transparency is invaluable for recruiters, as it can help attract candidates who align with your company\u2019s culture and values. You can post jobs directly on Glassdoor, which reaches a large pool of informed job seekers. Employers can use the app for branding purposes to showcase their company\u2019s culture and benefits. Additionally, Glassdoor offers an option for employees to review the company or place of work. Glassdoor allows for great transparency, but this transparency can lead to employees being biased when discussing their previous employers. Additionally, Glassdoor allows for an extensive reach, but Indeed\u2019s reach is larger. Indeed is the better job site overall because of its reach and the options that it gives to employers and employees.\u00a0
\n\n\n\nA Recruitment CRM (Candidate Relationship Management) allows you to build and maintain relationships with both active and passive candidates by centralizing all communication and interaction data. For example, you can leverage the CRM to send personalized emails to potential candidates, keeping your company top of mind for when they\u2019re ready to make a career move. Furthermore, the tool enables recruiters to track a candidate\u2019s journey, ensuring timely and relevant communication. A Recruitment CRM not only helps in building a talent pipeline but also in improving the candidate experience, ultimately leading to higher-quality hires.
\n\n\n\nManatal is an innovative recruitment software that merges powerful Applicant Tracking System (ATS) capabilities with robust recruitment CRM functionalities. Manatal\u2019s CRM feature enables staffing and recruitment agencies to nurture relationships with candidates. It also allows for the segmentation of your talent pool. Manatal also uses targeted email campaigns to keep your company relevant to potential hires. A unique feature is its LinkedIn enrichment tool, which automatically pulls public candidate information from LinkedIn profiles into your CRM. Furthermore, the tool facilitates team collaboration with shared candidate interactions and notes.\u00a0
\n\n\n\nClearCompany is a comprehensive talent management platform that seamlessly integrates recruiting, onboarding, and performance management. It possesses similar capabilities of building talent pipelines to Manatal, but what makes ClearCompany unique is its ability to onboard candidates once they are selected. Another standout feature is its mobile-optimized career sites that attract quality applicants. All of these features greatly boost ClearCompany\u2019s ability to attain quality hires, but Manatal\u2019s LinkedIn enrichment tool makes it the best option.\u00a0
\n\n\n\nPredictive Hiring Software is a specialty tool that applies machine learning and AI to enhance the recruiting process. This technology can predict a candidate\u2019s future job performance and cultural fit by analyzing multiple data points from their resume, assessments, and social media profiles. For instance, some of these apps use predictive analytics to rank candidates based on their likelihood of success in specific roles. This significantly reduces bias and guesswork in the hiring process, leading to more objective and accurate recruitment decisions. However, setting up the characteristics that determine what makes a good candidate can be time-consuming and difficult to perfect.\u00a0
\n\n\n\nApplied\u2019s standout feature is the blind recruitment process, removing identifiable candidate information to reduce unconscious bias. Because it uses predictive hiring, the bias that a typical recruiter might have is eliminated by the software\u2019s selection. Applied leverages skill-based assessments and structured interviews to gather meaningful data on candidates, and its machine learning algorithms predict which candidates are likely to perform best. It also offers advanced analytics, providing insights into the effectiveness of your recruitment processes and the diversity of your hires. Additionally, numerical skills tests, work samples, and mapped cognitive tests can be used to determine a candidate\u2019s likelihood of fitting in by using more concrete numbers.\u00a0
\n\n\n\nFetcher is a powerful predictive hiring platform that combines AI and human expertise to streamline the recruitment process. The software employs machine learning algorithms to understand your hiring needs, scan the web for potential candidates, and predict candidate fit. One standout feature is Fetcher\u2019s automated outreach, which sends personalized messages to potential candidates and follows up intelligently, saving recruiters countless hours. The platform also integrates predictive analytics, providing insights into hiring trends and allowing for better strategic planning.
\n\n\n\nFetcher\u2019s AI capabilities are different than Applied\u2019s. Applied has more emphasis on using its predictive software to analytically decide if a candidate is a good fit, and Fetcher uses its AI capabilities to reach out to candidates that would be a good fit. Fetcher emphasizes choosing a candidate on the recruiter. For these reasons, we believe that Applied uses its AI capabilities more fully and completely. Therefore, Applied is our number 1 choice.\u00a0
\n\n\n\n![\"How](\"https://textexpander.com/wp-content/uploads/How-to-Get-Hired-featured-600x300.png\")
\nThe job market can be challenging and opaque, and figuring out how to get hired can be an exercise in frustration. We recently spoke to recruiter Martin Ngo to gain some insight into how recruiting works at Meta\u2014where he worked from 2017 until just recently.
\n\n\n\nMartin spent four years managing a Starbucks in the Bay Area before joining Meta\u2019s Sourcer Development Program. From there, he worked his way up to be a Senior Technical Recruiter, specializing in the most demanding technical niches like machine learning. Martin knows the recruiting process inside and out from one of the most desirable companies for job seekers.
\n\n\n\nHere are his insider tips for job seekers to gain an edge when trying to attract the attention of recruiters.
\n\n\n\nWe asked Martin about the Meta recruiting process. He told us that the first step was talking to the hiring manager to learn how quickly they needed to fill the position, the must-have skills, and the nice-to-have skills. From there, he would build a list of keywords that he would use to search LinkedIn for candidates.
\n\n\n\nTwo key takeaways for how to get hired: LinkedIn is invaluable, as is having the correct keywords in your profile to show up in recruiter searches.
\n\n\n\nThe trick is finding the correct keywords to put in your LinkedIn profile. Here are a few ideas:
\n\n\n\n\n\n\n\nA handy tool for spotting keywords is a word cloud. Copy a resume or a job listing and paste it into a free word cloud generator to spot the most commonly used words.
\n\n\n\n![\"How](\"https://textexpander.com/wp-content/uploads/Job-word-cloud-560x299.png\")
Martin also said that it pays to put links to speaking engagements and personal blog posts on your LinkedIn profile, to show that you are an active participant in your field. Martin says it shows more context about you beyond what\u2019s on your resume, and it highlights soft skills like presentation and communication.
\n\n\n\nOne of the more surprising revelations in our interview with Martin is that he often sought out personal blogs of candidates for more information. In the age of social media, personal blogs are often viewed as quaint and outdated, but they are still a powerful marketing tool.
\n\n\n\n\u201cI like blogs\u2026I\u2019d research their own personal blogs and what they\u2019re saying to help me better understand their work,\u201d Martin says. \u201cThere\u2019s only so much a candidate can share on their one- or two-page resume or on their LinkedIn.\u201d
\n\n\n\nYears ago, Michael Ellsberg shared similar advice in his article, \u201c8 Steps to Getting What You Want\u2026 Without Formal Credentials.\u201d Ellsberg recommended using a blog to document your journey of learning about a field by reading a book about that field every week and writing a blog post about it. It seems like that advice from 2011 still holds up.
\n\n\n\nBut the value of a blog can go beyond demonstrating your professional qualifications. Martin told us he also sought out personal stories that demonstrate character.
\n\n\n\n\u201cOne of my candidates had a beautiful story on their journey from a third-world country to the United States, and how they broke into tech. That was a beautiful story and journey and helped me to understand that they\u2019re motivated and can handle hardships and challenges,\u201d Martin says. Of course, the candidate met the qualifications, but that story helped push them to the top.
\n\n\n\nPretty much everyone who\u2019s ever had a job knows that the job hunt is a numbers game.
\n\n\n\n\u201cWhen you\u2019re on the job hunt, it gets tedious to type out the same information over and over again,\u201d Martin says. \u201cLeveraging TextExpander reduces the amount of time I spend filling out applications.\u201d
\n\n\n\nMartin recommends creating Snippets for things you have to fill out over and over again in job applications, such as your:
\n\n\n\n\n\n\n\nMost of us primarily think about our hard qualifications, especially for technical roles, but recruiters and other experts often talk up the importance of soft skills, which are hard-to-teach interpersonal skills.
\n\n\n\nBut which soft skills do recruiters look for? Martin offers the following list:
\n\n\n\n\n\n\n\n\u201cWe of course get folks who are domain experts in their field, which is great, but it\u2019s also great to see someone who says, \u2018Hey, you know what, I\u2019m maybe an expert and a pro but I still know there are new things to learn, and I want to learn them there,\u2019\u201d Martin says.
\n\n\n\nBeing noticed by recruiters takes having the right balance of both core competencies and people skills.
\n\n\n\n\u201cIt\u2019s the right balance of hard and soft skills because someone can be the best machine learning engineer, but if they can\u2019t present in a room of people, then it\u2019s going to be hard for them to work with teams, get buy-in, and so on,\u201d Martin explains.
\n\n\n\nCome up with stories demonstrating how you exhibit these traits and highlight them on your blog and LinkedIn profile.
\n\n\n\nIt\u2019s all too common for job hunters to submit resumes over and over again and never hear anything back. We imagine recruiters with impossible piles of resumes in their inboxes and wonder if it\u2019s even worth the trouble.
\n\n\n\nMartin says that while they found most of their candidates through LinkedIn, resumes are still \u201cabsolutely important\u201d when sharing a candidate with hiring managers.
\n\n\n\n\u201cResumes are super important when you\u2019re sharing with your hiring managers, because they want to see the nitty gritties of the person\u2019s experience and whether they align with the opportunities that they have on hand,\u201d Martin says.
\n\n\n\nMartin\u2019s advice on resumes is likely similar to what you\u2019ve always heard: keep them short and to the point.
\n\n\n\n\u201cPeople who are concise and are able to keep that narrative very clearly on their resume. I think that\u2019s a huge plus,\u201d Martin says.
\n\n\n\n\u201cWhat we don\u2019t prefer to see is a 10-page resume. I feel like you can be more concise,\u201d Martin adds.
\n\n\n\nWhat about GPA on a resume? Martins says that\u2019s largely up to debate except for one detail: \u201cIf you had a low GPA, please do not put that on there,\u201d he says. It might be more important for new grads, but otherwise you can leave it off if you have experience.
\n\n\n\n![\"Revolutionizing](\"https://textexpander.com/wp-content/uploads/Copy-of-Blog-Featured-Image-16-600x300.png\")
\nThe challenges of talent acquisition in 2023 cannot be overstated. Recruiters face the daunting task of finding the right candidates among a sea of applicants while ensuring a seamless and efficient hiring process. It\u2019s no wonder many recruiters find themselves overwhelmed by the complexity of talent acquisition in a hybrid and remote world. However, there is some hope around these challenges. The rise of recruitment apps and productivity tools has revolutionized how recruiters approach talent acquisition. These apps offer a myriad of benefits that not only enhance efficiency but also lead to happier candidates and a more streamlined process.
\n\n\n\nImagine a world where recruiting becomes a breeze and you cut out the wasted time. The most efficient tools optimize and automate every step of the hiring process. With the right recruitment apps, recruiters can say goodbye to manual, time-consuming tasks and embrace a more efficient approach. From sourcing and screening candidates to managing pipelines and scheduling remote interviews, these apps and services empower recruiters to focus their efforts on identifying the best talent for their organizations instead of fiddling with tools.
\n\n\n\nHaving the best recruiting apps is not just about helping talent acquisition teams. Candidates also see the benefits of a well-designed, technology-driven hiring and interview process. With user-friendly interfaces, simplified application processes, and real-time communication, candidates feel more engaged and valued throughout their journey. The result? Fewer potential hires slipping through the cracks and an overall more positive candidate experience which can lead to better ranking on sites like Blind and Glassdoor.
\n\n\n\n\n\n\n\n\n\u201cThere will be a general theme of \u2018make every hire count. Hiring managers will be facing a new reality. You\u2019re not going to get seven hires this year to add to your team \u2014 you\u2019re going to get two, so really think strategically about what talent you need.\u201d
\nJohn Vlastelica, CEO of Recruiting Toolbox
The world of recruitment has witnessed significant changes in the past five years. As technology has advanced and the dynamics of the workforce have shifted to new work styles, recruitment apps have evolved to meet the demands of the ever-changing environment. Let\u2019s take a closer look at how processes have transformed over the past few years and how the rise of hybrid and remote work has forced recruiters to adapt.
\n\n\n\nTraditionally, the recruitment process involved manual paperwork, lengthy email chains, and physical job postings. However, the game has changed entirely with the advent of recruitment apps like LinkedIn. These apps have revolutionized how recruiters source, screen, and communicate with candidates, streamlining the entire process.
\n\n\n\nIn recent years, hybrid and remote work have reshaped the recruitment landscape. As organizations embrace flexible work arrangements, recruiters face the challenge of identifying and attracting talent from different geographical locations. Recruitment apps have risen to the occasion, offering features that facilitate remote hiring processes.
\n\n\n\nOne notable change is the shift toward virtual interviews as hybrid and remote work are the default working model. With the help of video conferencing apps, calendar management services, and laptops with built-in webcams, recruiters can conduct interviews with candidates regardless of their location. This saves time and resources and opens up a broader pool of talent for consideration.
\n\n\n\nMoreover, recruitment apps have embraced features that enable collaboration among hiring teams. Previously, coordinating feedback and decision-making among multiple stakeholders was a cumbersome process. However, modern apps provide a centralized platform for team members to share their evaluations and streamline selection. No email chains are needed.
\n\n\n\nAnother crucial aspect that has changed is the emphasis on the candidate\u2019s experience during the process. As the job market remains increasingly competitive due to remote work, organizations recognize the importance of providing potential candidates a positive and seamless experience. Recruitment apps now offer intuitive interfaces, mobile accessibility, and instant communication channels, ensuring that candidates feel engaged and valued throughout the hiring journey.
\n\n\n\nThese apps have adapted to the rise of hybrid and remote work, offering features that facilitate remote hiring, virtual interviews, and streamlined collaboration. As technology advances, we can expect further innovations in recruitment apps as they continue transforming the talent acquisition process.
\n\n\n\nLet\u2019s dive into the criteria we used to curate our list and how we prioritized user-friendliness, features, and integration capabilities.
\n\n\n\nUser-friendliness sits at the forefront of our evaluation process. We recognize that recruiters need tools that are intuitive and easy to use. A user-friendly interface ensures that recruiters can quickly adapt to the new app, minimizing the learning curve and maximizing their productivity.
\n\n\n\nOf course, features play a crucial role in determining the effectiveness of a recruitment app. We looked at the range of features each app offers, considering their relevance to the talent acquisition process. From applicant tracking systems and candidate screening tools to interview scheduling and communication, we examine how these features address the pain points of recruiters and streamline their workflow.
\n\n\n\nIntegration capabilities are also a key consideration in our evaluation. We understand that recruiters often rely on multiple tools and platforms to manage different aspects of talent acquisition. Therefore, we prioritize apps that seamlessly integrate with other widely used tools, such as PeopleOps systems, email clients, or collaboration platforms.
\n\n\n\nBy employing a streamlined criteria list, we can curate a list of top recruitment apps that meet the demands of modern talent acquisition. Our focus on user-friendliness, robust features, and seamless integration ensures that the chosen solutions empower recruiters to streamline their processes, improve efficiency, and ultimately allow for better hiring decisions.
\n\n\n\nFinding the right recruitment apps can be a game-changer for talent acquisition. These tools offer a range of features that streamline processes, speed up communication, enhance collaboration, and ultimately help attract and hire the best candidates. Let\u2019s explore the top recruitment apps and discover their key features.
\n\n\n\n![\"Zoom\"](\"https://textexpander.com/wp-content/uploads/Zoom-1-560x315.jpg\")
Zoom is an easy-to-video conferencing platform that allows for seamless remote interviews and virtual collaboration with your team. With high-quality audio and video capabilities, screen sharing, and recording functionality, Zoom makes it easy to conduct interviews with candidates and share presentations with hiring managers. In a post COVID-19 world, it\u2019s become the default video app for most organizations.
\n\n\n\nKey features:
\n\n\n\n![\"Slack\"](\"https://textexpander.com/wp-content/uploads/mockuuups-woman-typing-a-macbook-air-mockup-560x373.jpeg\")
Slack is a real-time messaging and collaboration workspace that revolutionizes communication within the recruitment process among talent acquisition and hiring managers. Its dedicated channels for team collaboration and candidate discussions ensure smooth coordination, while integration with other apps allows for strong internal workflows
\n\n\n\nKey features:
\n\n\n\n![\"Microsoft](\"https://textexpander.com/wp-content/uploads/Microsoft-Outlook-1-560x315.jpg\")
Microsoft Outlook serves as a robust email management system for recruiters in the Microsoft ecosystem. It can become a communication hub with candidates as they move through the process. Its calendar integration feature enables easy scheduling of interviews and coordination with hiring teams. Task management and reminder features help recruiters stay organized and on top of recruitment activities and next steps.
\n\n\n\nKey features:
\n\n\n\n![\"TextExpander](\"https://textexpander.com/wp-content/uploads/te-screenshots-workswith-2-560x315.png\")
TextExpander is a powerful text expansion tool that boosts productivity as a recruitment app by automating repetitive communication with candidates and hiring managers. Recruiters can create customizable Snippets to quickly insert frequently used phrases or templates, saving valuable time as they go back and forth with candidates. Directors and managers can manage libraries of Snippets that their teams can use in facilitating interviews.
\n\n\n\nWith TextExpander, reach more candidates by typing entire emails or LinkedIn messages with just a few keystrokes. Every minute you save typing can be one more candidate reached. You\u2019re likely reaching out to 50+ candidates a week, right? With TextExpander, you can speed up that process by expanding your frequently used text using Snippets while easily inputting additional text through fill-ins to make it more personalized. Because TextExpander works wherever you can input text, so you can use it across all your internal talent management tools.
\n\n\n\nKey features:
\n\n\n\n![\"LinkedIn](\"https://textexpander.com/wp-content/uploads/new-recruiter-2-1-560x395.jpg\")
LinkedIn Recruiter is a talent-sourcing platform and recruiting app that provides access to a vast network of professionals. It\u2019s become a place where talent teams can learn about a candidate\u2019s work history in an informal way. Its advanced search filters enable recruiters to perform targeted candidate searches based on specific criteria such as years of experience or industry. LinkedIn InMail messaging facilitates direct communication with potential candidates.
\n\n\n\nKey features:
\n\n\n\n![\"Calendly](\"https://textexpander.com/wp-content/uploads/Calendly-3-560x315.jpg\")
Calendly is an online scheduling tool designed to simplify interview and meeting scheduling. With integration with popular calendar services like Google Workspace Calendar and Microsoft 365, recruiters can easily find mutually convenient time slots to meet with candidates.
\n\n\n\nKey features:
\n\n\n\n![\"Workable\"](\"https://textexpander.com/wp-content/uploads/Workable-2-560x315.jpg\")
Workable is a one-stop shop recruitment software that covers the entire talent acquisition process\u2014from sourcing to applicant tracking and collaboration. It streamlines candidate management, interview scheduling, and feedback collection from your company hiring managers, providing a streamlined hiring process.
\n\n\n\nKey features:
\n\n\n\n![\"Indeed](\"https://textexpander.com/wp-content/uploads/Indeed-2-560x315.jpg\")
Indeed is a popular job posting board that offers a wide range of candidates across industries and locations. Recruiters can access a vast library of resumes and source potential candidates based on specific keywords and criteria. Indeed\u2019s employer branding tools help showcase company culture and attract top talent.
\n\n\n\nKey features:
\n\n\n\nRevolutionizing talent acquisition requires staying ahead of the game and leveraging the power of the best recruitment apps on the market. In this blog, we took a look at the top recruitment apps that can transform your hiring process to end up with a better candidate. From Zoom\u2019s seamless video conferencing for remote interviews to TextExpander\u2019s ability to expand frequently used text, these apps offer features that streamline communication and collaboration.
\n\n\n\nBy incorporating these recruitment apps into your talent acquisition strategy, you can streamline processes, enhance collaboration, and attract the right candidates. As you search for potential apps, don\u2019t forget to focus on user-friendliness, feature set, and integration capabilities are key factors to consider when choosing the right apps and services for your organization.
\n", "content_text": "The challenges of talent acquisition in 2023 cannot be overstated. Recruiters face the daunting task of finding the right candidates among a sea of applicants while ensuring a seamless and efficient hiring process. It\u2019s no wonder many recruiters find themselves overwhelmed by the complexity of talent acquisition in a hybrid and remote world. However, there is some hope around these challenges. The rise of recruitment apps and productivity tools has revolutionized how recruiters approach talent acquisition. These apps offer a myriad of benefits that not only enhance efficiency but also lead to happier candidates and a more streamlined process.\n\n\n\nImagine a world where recruiting becomes a breeze and you cut out the wasted time. The most efficient tools optimize and automate every step of the hiring process. With the right recruitment apps, recruiters can say goodbye to manual, time-consuming tasks and embrace a more efficient approach. From sourcing and screening candidates to managing pipelines and scheduling remote interviews, these apps and services empower recruiters to focus their efforts on identifying the best talent for their organizations instead of fiddling with tools.\n\n\n\nHaving the best recruiting apps is not just about helping talent acquisition teams. Candidates also see the benefits of a well-designed, technology-driven hiring and interview process. With user-friendly interfaces, simplified application processes, and real-time communication, candidates feel more engaged and valued throughout their journey. The result? Fewer potential hires slipping through the cracks and an overall more positive candidate experience which can lead to better ranking on sites like Blind and Glassdoor.\n\n\n\n\n\u201cThere will be a general theme of \u2018make every hire count. Hiring managers will be facing a new reality. You\u2019re not going to get seven hires this year to add to your team \u2014 you\u2019re going to get two, so really think strategically about what talent you need.\u201d \nJohn Vlastelica, CEO of Recruiting Toolbox \n\n\n\nThe evolution of recruitment apps\n\n\n\nThe world of recruitment has witnessed significant changes in the past five years. As technology has advanced and the dynamics of the workforce have shifted to new work styles, recruitment apps have evolved to meet the demands of the ever-changing environment. Let\u2019s take a closer look at how processes have transformed over the past few years and how the rise of hybrid and remote work has forced recruiters to adapt.\n\n\n\nTraditionally, the recruitment process involved manual paperwork, lengthy email chains, and physical job postings. However, the game has changed entirely with the advent of recruitment apps like LinkedIn. These apps have revolutionized how recruiters source, screen, and communicate with candidates, streamlining the entire process.\n\n\n\nIn recent years, hybrid and remote work have reshaped the recruitment landscape. As organizations embrace flexible work arrangements, recruiters face the challenge of identifying and attracting talent from different geographical locations. Recruitment apps have risen to the occasion, offering features that facilitate remote hiring processes.\n\n\n\nOne notable change is the shift toward virtual interviews as hybrid and remote work are the default working model. With the help of video conferencing apps, calendar management services, and laptops with built-in webcams, recruiters can conduct interviews with candidates regardless of their location. This saves time and resources and opens up a broader pool of talent for consideration.\n\n\n\nMoreover, recruitment apps have embraced features that enable collaboration among hiring teams. Previously, coordinating feedback and decision-making among multiple stakeholders was a cumbersome process. However, modern apps provide a centralized platform for team members to share their evaluations and streamline selection. No email chains are needed.\n\n\n\nAnother crucial aspect that has changed is the emphasis on the candidate\u2019s experience during the process. As the job market remains increasingly competitive due to remote work, organizations recognize the importance of providing potential candidates a positive and seamless experience. Recruitment apps now offer intuitive interfaces, mobile accessibility, and instant communication channels, ensuring that candidates feel engaged and valued throughout the hiring journey.\n\n\n\nThese apps have adapted to the rise of hybrid and remote work, offering features that facilitate remote hiring, virtual interviews, and streamlined collaboration. As technology advances, we can expect further innovations in recruitment apps as they continue transforming the talent acquisition process.\n\n\n\nThe criteria for selecting the recruitment apps\n\n\n\nLet\u2019s dive into the criteria we used to curate our list and how we prioritized user-friendliness, features, and integration capabilities.\n\n\n\nUser-friendliness sits at the forefront of our evaluation process. We recognize that recruiters need tools that are intuitive and easy to use. A user-friendly interface ensures that recruiters can quickly adapt to the new app, minimizing the learning curve and maximizing their productivity.\n\n\n\nOf course, features play a crucial role in determining the effectiveness of a recruitment app. We looked at the range of features each app offers, considering their relevance to the talent acquisition process. From applicant tracking systems and candidate screening tools to interview scheduling and communication, we examine how these features address the pain points of recruiters and streamline their workflow.\n\n\n\nIntegration capabilities are also a key consideration in our evaluation. We understand that recruiters often rely on multiple tools and platforms to manage different aspects of talent acquisition. Therefore, we prioritize apps that seamlessly integrate with other widely used tools, such as PeopleOps systems, email clients, or collaboration platforms.\n\n\n\nBy employing a streamlined criteria list, we can curate a list of top recruitment apps that meet the demands of modern talent acquisition. Our focus on user-friendliness, robust features, and seamless integration ensures that the chosen solutions empower recruiters to streamline their processes, improve efficiency, and ultimately allow for better hiring decisions.\n\n\n\nThe top recruitment apps\n\n\n\nFinding the right recruitment apps can be a game-changer for talent acquisition. These tools offer a range of features that streamline processes, speed up communication, enhance collaboration, and ultimately help attract and hire the best candidates. Let\u2019s explore the top recruitment apps and discover their key features.\n\n\n\n1. Zoom\n\n\n\n\n\n\n\nZoom is an easy-to-video conferencing platform that allows for seamless remote interviews and virtual collaboration with your team. With high-quality audio and video capabilities, screen sharing, and recording functionality, Zoom makes it easy to conduct interviews with candidates and share presentations with hiring managers. In a post COVID-19 world, it\u2019s become the default video app for most organizations.\n\n\n\nKey features:\n\n\n\n\nEasy video conferencing for remote interviews and virtual collaboration\n\n\n\nHigh-quality audio and video capabilities\n\n\n\nScreen sharing for effective presentations and coding exercising\n\n\n\nRecording and playback functionality for reviewing interviews or sharing with hiring managers\n\n\n\nEasy for candidates to join meetings if they don\u2019t have a Zoom account\n\n\n\n\n2. Slack\n\n\n\n\n\n\n\nSlack is a real-time messaging and collaboration workspace that revolutionizes communication within the recruitment process among talent acquisition and hiring managers. Its dedicated channels for team collaboration and candidate discussions ensure smooth coordination, while integration with other apps allows for strong internal workflows\n\n\n\nKey features:\n\n\n\n\nReal-time messaging and collaboration platform for streamlined communication internally\n\n\n\nPrivate channels for team collaboration and candidate discussions\n\n\n\nIntegration with calendar services\n\n\n\n\n3. Microsoft Outlook\n\n\n\n\n\n\n\nMicrosoft Outlook serves as a robust email management system for recruiters in the Microsoft ecosystem. It can become a communication hub with candidates as they move through the process. Its calendar integration feature enables easy scheduling of interviews and coordination with hiring teams. Task management and reminder features help recruiters stay organized and on top of recruitment activities and next steps.\n\n\n\nKey features:\n\n\n\n\nCalendar integration for scheduling interviews and coordinating with hiring teams\n\n\n\nTask management and reminder features to stay organized and on top next steps\n\n\n\nIntegration with the rest of Microsoft 365 for easy document sharing and collaboration\n\n\n\n\n4. TextExpander\n\n\n\n\n\n\n\nTextExpander is a powerful text expansion tool that boosts productivity as a recruitment app by automating repetitive communication with candidates and hiring managers. Recruiters can create customizable Snippets to quickly insert frequently used phrases or templates, saving valuable time as they go back and forth with candidates. Directors and managers can manage libraries of Snippets that their teams can use in facilitating interviews.\n\n\n\nWith TextExpander, reach more candidates by typing entire emails or LinkedIn messages with just a few keystrokes. Every minute you save typing can be one more candidate reached. You\u2019re likely reaching out to 50+ candidates a week, right? With TextExpander, you can speed up that process by expanding your frequently used text using Snippets while easily inputting additional text through fill-ins to make it more personalized. Because TextExpander works wherever you can input text, so you can use it across all your internal talent management tools.\n\n\n\nKey features:\n\n\n\n\nCustomizable Snippets for automating repetitive communication, such as sending personalized emails or interview preparation information\n\n\n\nDepartment-wide snippet libraries ensure all team members stay on brand\n\n\n\n\n\t\n\t\n\n\t\t\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\n\n\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\tType this shortcut below em.seek \n\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\n\t\t\t\n\t\t\n\t\n\t\n\t\t\t\t\t\n\t\t\t\tMy name is [My Name] and I work on the talent acquisition team here at [My Company].\nI know [Candidate\u2019s Company] is a great organization and that you may not be actively looking for something new. But, if you\u2019re open to hearing more about us, I think you\u2019ll be impressed with what we have to offer.\nIf I don\u2019t hear back from you here, I\u2019ll try to give you a quick call during lunchtime on [Day]. Of course, if there\u2019s a time that works better for your schedule, shoot me a quick reply, and I\u2019ll happily accommodate.\nLooking forward to speaking with you!\n[Your Name]\t\t\t\n\t\t\t\n\n\t\n\n\n\n5. LinkedIn Recruiter\n\n\n\n\n\n\n\nLinkedIn Recruiter is a talent-sourcing platform and recruiting app that provides access to a vast network of professionals. It\u2019s become a place where talent teams can learn about a candidate\u2019s work history in an informal way. Its advanced search filters enable recruiters to perform targeted candidate searches based on specific criteria such as years of experience or industry. LinkedIn InMail messaging facilitates direct communication with potential candidates.\n\n\n\nKey features:\n\n\n\n\nThe largest work-based social network service\n\n\n\nAdvanced search filters for targeted candidate searches based on skills, experience, and location\n\n\n\nEasy to find candidates when starting a talent search\n\n\n\n\n6. Calendly\n\n\n\n\n\n\n\nCalendly is an online scheduling tool designed to simplify interview and meeting scheduling. With integration with popular calendar services like Google Workspace Calendar and Microsoft 365, recruiters can easily find mutually convenient time slots to meet with candidates.\n\n\n\nKey features:\n\n\n\n\nOnline scheduling tool for hassle-free interview and meeting schedules\n\n\n\nIntegration with popular calendar apps, such as Google Calendar and Microsoft 365\n\n\n\nCustomizable availability settings to accommodate different time zones and availability\n\n\n\nAutomated email reminders to reduce no-shows to interviews\n\n\n\n\n7. Workable\n\n\n\n\n\n\n\nWorkable is a one-stop shop recruitment software that covers the entire talent acquisition process\u2014from sourcing to applicant tracking and collaboration. It streamlines candidate management, interview scheduling, and feedback collection from your company hiring managers, providing a streamlined hiring process.\n\n\n\nKey features:\n\n\n\n\nAll-in-one recruitment software for sourcing, tracking, and feedback management\n\n\n\nIntegration with popular job posting boards and career websites for broad talent reach\n\n\n\n\n8. Indeed\n\n\n\n\n\n\n\nIndeed is a popular job posting board that offers a wide range of candidates across industries and locations. Recruiters can access a vast library of resumes and source potential candidates based on specific keywords and criteria. Indeed\u2019s employer branding tools help showcase company culture and attract top talent.\n\n\n\nKey features:\n\n\n\n\nOne of the most popular job boards of the last 15 years\n\n\n\nResume database for finding candidates based on keywords and other smart criteria\n\n\n\nEmployer branding tools to help attract top talent\n\n\n\n\nWrap up on recruitment apps\n\n\n\nRevolutionizing talent acquisition requires staying ahead of the game and leveraging the power of the best recruitment apps on the market. In this blog, we took a look at the top recruitment apps that can transform your hiring process to end up with a better candidate. From Zoom\u2019s seamless video conferencing for remote interviews to TextExpander\u2019s ability to expand frequently used text, these apps offer features that streamline communication and collaboration.\n\n\n\nBy incorporating these recruitment apps into your talent acquisition strategy, you can streamline processes, enhance collaboration, and attract the right candidates. As you search for potential apps, don\u2019t forget to focus on user-friendliness, feature set, and integration capabilities are key factors to consider when choosing the right apps and services for your organization.", "date_published": "2023-06-29T07:00:00-07:00", "date_modified": "2023-07-11T07:05:48-07:00", "authors": [ { "name": "Clive Hanks", "url": "https://textexpander.com/author/bradleychambers", "avatar": "https://secure.gravatar.com/avatar/4ca8c91a5b643d67054474d25dcdc9d4?s=512&d=retro&r=g" } ], "author": { "name": "Clive Hanks", "url": "https://textexpander.com/author/bradleychambers", "avatar": "https://secure.gravatar.com/avatar/4ca8c91a5b643d67054474d25dcdc9d4?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/Copy-of-Blog-Featured-Image-16.png", "tags": [ "productivity", "recruiting", "Blog", "By Profession", "Recruitment" ], "summary": "What are some of the best recruitment apps for finding and hiring the best talent?" }, { "id": "https://textexpander.com/?p=73791", "url": "https://textexpander.com/blog/peter-van-teeseling-dscoop", "title": "TextExpander Champions: Peter van Teeseling of Dscoop", "content_html": "![\"TextExpander](\"https://textexpander.com/wp-content/uploads/Dscoop-featured-600x300.png\")
\nWe love talking to TextExpander Champions all over the world. We recently had the privilege of speaking with Peter van Teeseling, who hails from the Netherlands and is the executive director of Dscoop.
\n\n\n\nWhat is Dscoop? \u201cDscoop is short for Digital Solutions Corporative. It\u2019s a global community of printers. And then specifically printers using HP industrial printing technology,\u201d van Teeseling says.
\n\n\n\n\u201cIt\u2019s been around for 18 years, and we have 15,000 members worldwide now,\u201d he adds.
\n\n\n\n\u201cSo we\u2019re not talking about a little laser printer or photo printer that\u2019s on your desktop or an office printer. We\u2019re talking about industry\u2014digital printing presses. Our members are printing houses\u2014as they call them here in Europe\u2014anything from a small mom-and-pop shop with maybe one press to like Shutterfly that operates a fleet of dozens of HP Indigo Digital presses,\u201d he adds.
\n\n\n\nDigital printing offers significant advantages over traditional offset printing. \u201cIt\u2019s short run. It\u2019s highly customizable, highly personalized,\u201d van Teeseling says.
\n\n\n\nWhen you think about printing presses, your mind probably goes immediately to books, but the printing world is much broader.
\n\n\n\n\u201cA lot of products are being printed. Walk into any supermarket and look around. You\u2019ll see glass jars with a label on them. That\u2019s printed. Maybe you buy pet food, which is in a full biodegradable plastic pouch, but it\u2019s printed. If you have a box of cereal, it\u2019s printed,\u201d van Teeseling says.
\n\n\n\n\u201cLook around your home. A lot of it is printed,\u201d he adds.
\n\n\n\nDigital printing allows companies to experiment. Peter told us about a coffee company in Tanzania that wanted biodegradable packaging. The printer was able to print off several samples with different materials, dig holes, and bury them to see which ones were actually compostable.
\n\n\n\nFor the past 8 years, Peter has been using TextExpander to help guide Dscoop. \u201cI\u2019ve always liked not having to do repetitive work\u2026 it\u2019s a no-brainer,\u201c van Teeseling says.
\n\n\n\n\u201cIn my work as Executive Director, I work with a team of 18, all remote. Everything happens online. I\u2019m the only one in the Netherlands. I have colleagues in Belgium, UK, Spain, Germany, India, Malaysia, and the U.S. And I have to clearly communicate to our 15,000 members,\u201d he says.
\n\n\n\n\u201cSo writing happens every day,\u201d he adds.
\n\n\n\nHow does Peter communicate across so many different languages and cultures?
\n\n\n\nPeter says that not much gets lost in translation because everyone involved realizes that multiple nationalities and cultures are communicating, so they keep it simple and keep their mutual differences in mind.
\n\n\n\n\u201c[It works] as long as I think you can put yourself in the other person\u2019s shoes and try to understand what they\u2019re saying and, respect that they come from a different culture,\u201d van Teeseling says.
\n\n\n\n\u201cI\u2019ve been doing this for quite a while now, for 10 years. So you do develop. You can read someone else\u2019s writing, and in Japan, they say you can read between the words what their intent is,\u201d he says.
\n\n\n\n\u201cAnd then you get used to colleagues using different expressions for saying something different,\u201d he says.
\n\n\n\nPeter uses Snippets to automate making connections between peers, and for simple things like his name, phone number, email address, and mailing address.
\n\n\n\n\u201cThose are the things that, for me, are priceless, simple things like file naming. I\u2019m pretty adamant about how I name my files. So my file names are year-month-date, underscore file name. I have a Snippet for that and don\u2019t have to think about it,\u201d he says.
\n\n\n\n\u201cOne particular use that, for me, is very effective is recruitment. In the last year, I hired three new team members. Well, that requires a lot of communication, and again, that\u2019s all sort of standardized through TextExpander. So a decline or an interview or something else, then I use Calendly to have them book a meeting. So all these things more or less working work in sync,\u201d he says.
\n\n\n\n\u201cAnd like I said, I use Calendly. So I have a bunch of Snippets for different meeting links. And, again, you don\u2019t have to think about it,\u201d van Teeseling says.
\n\n\n\n\n\nPeter also uses a Snippet to paste plain text, so he can copy text from rich-text editors like Google Docs and paste it into their content management system without bringing the formatting along as well.
\n\n\n\nPeter is humble about his TextExpander usage.
\n\n\n\n\u201cI don\u2019t do sophisticated things like scripting and everything else. I do see things that other people do, but coding is not my thing at all,\u201d van Teeseling says.
\n\n\n\nBut even without using TextExpander\u2019s more advanced capabilities, Peter saves an incredible amount of time with TextExpander. He saved over 27 hours in 2022! That\u2019s over 3 8-hour work days.
\n\n\n\n![\"\"](\"https://textexpander.com/wp-content/uploads/2022-hours-saved-560x351.png\")
And he\u2019s already saved over 4 hours in 2023.
\n\n\n\n![\"\"](\"https://textexpander.com/wp-content/uploads/2023-hours-saved-560x351.png\")
It goes to show that anyone can save a great deal of time with TextExpander, even if your usage is simple. Reducing time typing common things like names, numbers, and messages is TextExpander\u2019s bread and butter. You don\u2019t have to be a super user to be a \u200b\u200bTextExpander Champion.
\n\n\n\n\u201cI love the product. And as I said, for me, it\u2019s one of those \u2018no-brainer\u2019 apps that I miss if it\u2019s not there. I actually find myself on other computers trying to use Snippets and it\u2019s like the computer is broken. TextExpander should be standard on every computer,\u201d he says.
\n\n\n\n\u201cYou don\u2019t have to think about it. Rather than typing it over and over again and having to correct your typing mistakes you just go on autopilot. You don\u2019t have to think about it. It\u2019s just there,\u201d he says.
\n", "content_text": "We love talking to TextExpander Champions all over the world. We recently had the privilege of speaking with Peter van Teeseling, who hails from the Netherlands and is the executive director of Dscoop.\n\n\n\nWhat is Dscoop? \u201cDscoop is short for Digital Solutions Corporative. It\u2019s a global community of printers. And then specifically printers using HP industrial printing technology,\u201d van Teeseling says.\n\n\n\n\u201cIt\u2019s been around for 18 years, and we have 15,000 members worldwide now,\u201d he adds.\n\n\n\n\u201cSo we\u2019re not talking about a little laser printer or photo printer that\u2019s on your desktop or an office printer. We\u2019re talking about industry\u2014digital printing presses. Our members are printing houses\u2014as they call them here in Europe\u2014anything from a small mom-and-pop shop with maybe one press to like Shutterfly that operates a fleet of dozens of HP Indigo Digital presses,\u201d he adds.\n\n\n\n\n\n\n\n\n\nDigital printing offers significant advantages over traditional offset printing. \u201cIt\u2019s short run. It\u2019s highly customizable, highly personalized,\u201d van Teeseling says.\n\n\n\nWhen you think about printing presses, your mind probably goes immediately to books, but the printing world is much broader.\n\n\n\n\u201cA lot of products are being printed. Walk into any supermarket and look around. You\u2019ll see glass jars with a label on them. That\u2019s printed. Maybe you buy pet food, which is in a full biodegradable plastic pouch, but it\u2019s printed. If you have a box of cereal, it\u2019s printed,\u201d van Teeseling says.\n\n\n\n\u201cLook around your home. A lot of it is printed,\u201d he adds.\n\n\n\nDigital printing allows companies to experiment. Peter told us about a coffee company in Tanzania that wanted biodegradable packaging. The printer was able to print off several samples with different materials, dig holes, and bury them to see which ones were actually compostable.\n\n\n\nFor the past 8 years, Peter has been using TextExpander to help guide Dscoop. \u201cI\u2019ve always liked not having to do repetitive work\u2026 it\u2019s a no-brainer,\u201c van Teeseling says.\n\n\n\nDscoop and communicating across borders\n\n\n\n\u201cIn my work as Executive Director, I work with a team of 18, all remote. Everything happens online. I\u2019m the only one in the Netherlands. I have colleagues in Belgium, UK, Spain, Germany, India, Malaysia, and the U.S. And I have to clearly communicate to our 15,000 members,\u201d he says.\n\n\n\n\u201cSo writing happens every day,\u201d he adds.\n\n\n\nHow does Peter communicate across so many different languages and cultures?\n\n\n\nPeter says that not much gets lost in translation because everyone involved realizes that multiple nationalities and cultures are communicating, so they keep it simple and keep their mutual differences in mind.\n\n\n\n\u201c[It works] as long as I think you can put yourself in the other person\u2019s shoes and try to understand what they\u2019re saying and, respect that they come from a different culture,\u201d van Teeseling says.\n\n\n\n\u201cI\u2019ve been doing this for quite a while now, for 10 years. So you do develop. You can read someone else\u2019s writing, and in Japan, they say you can read between the words what their intent is,\u201d he says.\n\n\n\n\u201cAnd then you get used to colleagues using different expressions for saying something different,\u201d he says.\n\n\n\nHow Peter van Teeseling uses TextExpander at Dscoop\n\n\n\nPeter uses Snippets to automate making connections between peers, and for simple things like his name, phone number, email address, and mailing address.\n\n\n\n\u201cThose are the things that, for me, are priceless, simple things like file naming. I\u2019m pretty adamant about how I name my files. So my file names are year-month-date, underscore file name. I have a Snippet for that and don\u2019t have to think about it,\u201d he says.\n\n\n\n\u201cOne particular use that, for me, is very effective is recruitment. In the last year, I hired three new team members. Well, that requires a lot of communication, and again, that\u2019s all sort of standardized through TextExpander. So a decline or an interview or something else, then I use Calendly to have them book a meeting. So all these things more or less working work in sync,\u201d he says.\n\n\n\n\u201cAnd like I said, I use Calendly. So I have a bunch of Snippets for different meeting links. And, again, you don\u2019t have to think about it,\u201d van Teeseling says.\n\n\n\n\t\n\t\n\n\t\t\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\n\n\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\tType this shortcut below cal.interview \n\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\n\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\n\t\t\t\n\t\t\n\t\n\t\n\t\t\t\t\t\n\t\t\t\thttps://calendly.com/d/nmc-ht7-q9s/textexpander-champion-interviews\t\t\t\n\t\t\t\n\n\t\n\n\n\nPeter also uses a Snippet to paste plain text, so he can copy text from rich-text editors like Google Docs and paste it into their content management system without bringing the formatting along as well.\n\n\n\nKeeping it simple\n\n\n\nPeter is humble about his TextExpander usage.\n\n\n\n\u201cI don\u2019t do sophisticated things like scripting and everything else. I do see things that other people do, but coding is not my thing at all,\u201d van Teeseling says.\n\n\n\nBut even without using TextExpander\u2019s more advanced capabilities, Peter saves an incredible amount of time with TextExpander. He saved over 27 hours in 2022! That\u2019s over 3 8-hour work days.\n\n\n\n\n\n\n\nAnd he\u2019s already saved over 4 hours in 2023.\n\n\n\n\n\n\n\nIt goes to show that anyone can save a great deal of time with TextExpander, even if your usage is simple. Reducing time typing common things like names, numbers, and messages is TextExpander\u2019s bread and butter. You don\u2019t have to be a super user to be a \u200b\u200bTextExpander Champion.\n\n\n\n\u201cI love the product. And as I said, for me, it\u2019s one of those \u2018no-brainer\u2019 apps that I miss if it\u2019s not there. I actually find myself on other computers trying to use Snippets and it\u2019s like the computer is broken. TextExpander should be standard on every computer,\u201d he says.\n\n\n\n\u201cYou don\u2019t have to think about it. Rather than typing it over and over again and having to correct your typing mistakes you just go on autopilot. You don\u2019t have to think about it. It\u2019s just there,\u201d he says.", "date_published": "2023-03-02T07:00:00-07:00", "date_modified": "2023-02-21T10:42:42-07:00", "authors": [ { "name": "Josh Centers", "url": "https://textexpander.com/author/joshcenters", "avatar": "https://secure.gravatar.com/avatar/280cefa60ee3078963e7ac3118eb3abf?s=512&d=retro&r=g" } ], "author": { "name": "Josh Centers", "url": "https://textexpander.com/author/joshcenters", "avatar": "https://secure.gravatar.com/avatar/280cefa60ee3078963e7ac3118eb3abf?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/Dscoop-featured.png", "tags": [ "productivity", "Blog", "By Profession", "Recruitment" ], "summary": "Peter van Teeseling of Dscoop talks about how he uses TextExpander to coordinate across borders and save time." }, { "id": "https://textexpander.com/?p=69996", "url": "https://textexpander.com/blog/sourcing-principles-and-strategies", "title": "Sourcing Principles and Strategies", "content_html": "![\"Sourcing](\"https://textexpander.com/wp-content/uploads/sourcing-1-600x300.jpg\")
\nOnly a tiny percentage of professionals applies to job ads. The rest? The rest aren\u2019t even looking.
\n\n\n\nYour company might have no problem attracting qualified and diverse candidates. However, companies in more competitive industries need to proactively seek out talent \u2014 a practice also known as sourcing.
\n\n\n\nIn this post, we\u2019ll define sourcing, explain the basic principles of this practice, and share tips to help you start building your talent pipeline.\u00a0
\n\n\n\nSourcing is seeking candidates to meet a present or future hiring need.
Sourcing helps companies prepare for when a position becomes available, setting the foundations for efficient and effective hiring processes.\u00a0
The essentials of sourcing are understanding hiring needs, going where candidates are, and building relationships. We look at these three principles in detail below.
\n\n\n\nBefore you go searching, you need to know what you\u2019re looking for. That\u2019s why, when a position becomes available, the first thing to do is to meet with the hiring manager(s) to discuss the duties and goals of the job as well as the skills required to do it.\u00a0
\n\n\n\nAnd if the job doesn\u2019t exist yet? You can anticipate hiring needs based on the company\u2019s turnover rate, hiring challenges, and short and long-term goals.\u00a0The questions below are a good place to start:\u00a0
\n\n\n\n\n\n\n\nBefore setting any hiring targets, it\u2019s important to sit down with hiring authorities to create a plan for meeting future hiring needs.
\n\n\n\nExceptional talent may be on LinkedIn, Facebook, Twitter, Meetup.com, Slack \u2014 or offline, at networking events, golf courses, professional conferences, and more.
\n\n\n\nOnce you know what you\u2019re looking for, you\u2019ll want to go where qualified professionals with the skills you seek spend their time. Use the possibilities available in each platform/environment to kickstart conversations.
\n\n\n\nCultivating connections, online and offline, is essential to sourcing. Invest time every day in connecting with people. Grab coffee with desirable prospects. Go to lunch with colleagues who can make referrals or intros.
\n\n\n\nProactively sourcing will lead you to candidates for jobs that don\u2019t exist yet. Whenever that happens, save those connections and build a relationship with them over time.\u00a0You can send them periodical updates and follow them on social media so you know what they\u2019re up to. When a job does become available, you\u2019ll be ready to add these candidates to the recruiting process (or recommend them, if your focus is sourcing).
\n\n\n\nHere are tips for getting started with sourcing talent.
\n\n\n\nSourcing specialists are known as internet recruiters for a reason. They are experts in the art of searching, and Google is one of their main tools.
To start using Google like a sourcer, learn operators (characters or commands that tell Google what to include and/or exclude from results as well as where to look) and Boolean search techniques (using keywords and operators to increase the relevancy of search results).\u00a0
The ultimate professional networking tool, LinkedIn is the social media platform you\u2019ll want to be active in. Through LinkedIn, you have potential access to millions of professionals around the world. You can connect with them through groups, an intro from a shared connection, or by directly reaching out.\u00a0\u00a0
\n\n\n\nLinkedIn\u2019s sourcing and recruiting tools, Pipeline and LinkedIn Recruiter, have helpful features such as advanced search filters, pipeline management, and analytics.
\n\n\n\nLinkedIn is where you\u2019ll be spending most of your time \u2014 but don\u2019t let this keep you from exploring other social networks and communities. When deciding which platform to invest your time in, consider size, demographics, profile depth, and accessibility.
Facebook offers limited profile depth, but you may be able to find some good leads in work-related groups. Twitter may also be a good source of hire. (Tip: Search industry-related hashtags on both platforms to uncover even more leads.)
Last but not least, online professional communities and forums can be the best sources of qualified candidates. Professionals who are active in their professional communities tend to be interested in and committed to their profession and industry.
\n\n\n\nMany professional fields \u2014 communications, marketing, software development, and design especially \u2014 are filled with professionals who are skilled through alternative routes.
\n\n\n\nWhen sourcing for these and other roles, focus on the essential skills needed for the job as opposed to this or that degree, or this many years of experience. Focus on portfolios, not r\u00e9sum\u00e9s. Be open to learning more about professionals with unconventional backgrounds.
\n\n\n\nSourcing is a great way to tap into a wider, more diverse pool of candidates. It\u2019s an effective strategy for preparing for future hiring needs. In short, it\u2019s a positive addition to any recruitment strategy.
\n\n\n\nSourcing does require special skills, which is why some companies hire dedicated sourcing specialists. If you\u2019re fond of technology and enjoy the thrill of searching for the perfect candidate, this could be the ideal career for you!
\n\n\n\nFor more content from this series, check out:
\n\n\n\n![\"Interviewing:](\"https://textexpander.com/wp-content/uploads/interviewing-2-600x300.jpg\")
\nFrom the outside, interviewing looks easy. We think we\u2019re natural pros at it and can do it without preparation. What could be so hard about sitting down with job candidates and asking them questions?\u00a0
\n\n\n\nThe problem, of course, is that interviewing is anything but \u201cnatural.\u201d Effective interviewing requires skills that interviewers must develop and refine over time. These include the ability to build rapport with interviewees, listen actively to what they say, document what happened, and analyze the information collected. The process may not be spontaneous, but it can be learned, practiced, and improved.\u00a0
\n\n\n\nIn this post, we\u2019ll show you the basics of effective interviewing for the purposes of hiring. By following these guidelines, you\u2019ll be able to obtain more and more valuable information from job applicants while also improving their candidate experience. You\u2019ll also be on your way to mastering a skill that isn\u2019t just useful in the context of filling a job position, but in any situation where it\u2019s necessary to exchange information.
\n\n\n\nUltimately, interviewing is a process for exchanging information. An interview is not an interrogation, but a guided conversation in which two people (ideally two, but could be more) learn from each other.\u00a0
\n\n\n\nIn the context of a job interview, candidates are (at least in theory) just as interested in assessing fit as the interviewers are. They\u2019re evaluating the interviewer(s) and the company they represent just as much as the interviewer is evaluating them.
\n\n\n\nInterviews can be structured or unstructured. Structured interviews have a clear objective and are based on a specific set of questions (and examples of what constitutes good answers). Unstructured interviews feature open-ended questions that change based on the person being interviewed.
\n\n\n\nStructured interviews are an inclusive recruitment best practice because they prevent unconscious biases from affecting hiring decisions and give all candidates a fair chance.
Additionally, there are different types of job interviews.
\n\n\n\n\n\n\n\nHiring processes typically include one screening interview (for narrowing down applicants) and at least one in-depth one-on-one interview (for zeroing in on the best candidate or candidates).\u00a0
\n\n\n\nTime constraints are a reality for most interviews, especially job candidate interviews. An effective interview, then, is one that fulfills the goals of hiring managers and job candidates given their limited time together.\u00a0Here are strategies for recruiters and hiring managers to get the most out of these conversations:
\n\n\n\nFirst, set a goal for the interview. Next, determine what type of interview you will do. Finally, decide what questions you will ask before you send that schedule interview email.\u00a0
\n\n\n\nThe goal of every interview is to ensure that both you and the other person get the necessary information to make an informed decision. This requires building rapport with candidates so they feel comfortable sharing, expertly guiding the conversation to cover essential topics, and listening actively.\u00a0
\n\n\n\nThe main thing to know about closing an interview is that the end is the part that matters the most. Ask any therapist; they\u2019ll tell you that the final minutes of a session are when the most meaningful information is exchanged.\u00a0
\n\n\n\nNow is the time to look back at your notes, reflect on how it all went, and plan the next session.\u00a0
\n\n\n\nInterviews can be insightful and illuminating for both hiring managers and job candidates when they\u2019re properly planned and conducted. The strategies outlined in this post are a great place to begin \u2014 check out the resource below for more helpful tips.
\n", "content_text": "From the outside, interviewing looks easy. We think we\u2019re natural pros at it and can do it without preparation. What could be so hard about sitting down with job candidates and asking them questions?\u00a0\n\n\n\nThe problem, of course, is that interviewing is anything but \u201cnatural.\u201d Effective interviewing requires skills that interviewers must develop and refine over time. These include the ability to build rapport with interviewees, listen actively to what they say, document what happened, and analyze the information collected. The process may not be spontaneous, but it can be learned, practiced, and improved.\u00a0\n\n\n\nIn this post, we\u2019ll show you the basics of effective interviewing for the purposes of hiring. By following these guidelines, you\u2019ll be able to obtain more and more valuable information from job applicants while also improving their candidate experience. You\u2019ll also be on your way to mastering a skill that isn\u2019t just useful in the context of filling a job position, but in any situation where it\u2019s necessary to exchange information.\n\n\n\nWhat interviewing actually means\n\n\n\nUltimately, interviewing is a process for exchanging information. An interview is not an interrogation, but a guided conversation in which two people (ideally two, but could be more) learn from each other.\u00a0\n\n\n\nIn the context of a job interview, candidates are (at least in theory) just as interested in assessing fit as the interviewers are. They\u2019re evaluating the interviewer(s) and the company they represent just as much as the interviewer is evaluating them.\n\n\n\nTypes of interviews\n\n\n\nInterviews can be structured or unstructured. Structured interviews have a clear objective and are based on a specific set of questions (and examples of what constitutes good answers). Unstructured interviews feature open-ended questions that change based on the person being interviewed.\n\n\n\nStructured interviews are an inclusive recruitment best practice because they prevent unconscious biases from affecting hiring decisions and give all candidates a fair chance.\n\n\n\nJob candidate interviews\n\n\n\n\n\n\n\nAdditionally, there are different types of job interviews.\n\n\n\n\n\n\n\n\nScreening interviews are for assessing candidates\u2019 compatibility and communication skills, clarifying anything that\u2019s unclear in their CVs (like gaps in employment), and verifying if the salary being offered meets their expectations. \n\n\n\nIn-depth one-on-one interviews are for evaluating candidates\u2019 experience and job-related skills. They can include behavioral questions (to know how candidates handled past situations), or situational ones (to understand how they would behave in hypothetical scenarios).\n\n\n\nGroup interviews with multiple candidates are for evaluating how a candidate behaves in a team; when it\u2019s an employee panel interviewing one candidate at a time, the purpose is to introduce them to the team.\u00a0\n\n\n\n\nHiring processes typically include one screening interview (for narrowing down applicants) and at least one in-depth one-on-one interview (for zeroing in on the best candidate or candidates).\u00a0\n\n\n\nHow to interview effectively\u00a0\n\n\n\nTime constraints are a reality for most interviews, especially job candidate interviews. An effective interview, then, is one that fulfills the goals of hiring managers and job candidates given their limited time together.\u00a0Here are strategies for recruiters and hiring managers to get the most out of these conversations:\n\n\n\nPreparing for an interview\n\n\n\nFirst, set a goal for the interview. Next, determine what type of interview you will do. Finally, decide what questions you will ask before you send that schedule interview email.\u00a0\n\n\n\nTips:\n\n\n\n\n\n\n\n\n\n\n\n\nLet candidates know how the interview will go. Send candidates a summary of what the interview will cover so they know what to expect. (For inspiration, check out our post on What to Expect from TextExpander\u2019s 7-Step Hiring Process.) This will increase candidates\u2019 confidence and improve their sense of perceived fairness in the process.\n\n\n\n\n\nLearn as much as you can about the candidates beforehand. Review r\u00e9sum\u00e9s and cover letters in advance.\n\n\n\n\n\nAllocate blocks of time for essential topics. This will ensure that you cover all the bases.\n\n\n\n\n\nAnticipate candidate questions. Remember, you\u2019ll be expected to answer questions, too \u2014 so be prepared to describe the role, explain basic company info, and even answer some difficult questions (see CareerBuilder\u2019s interviewing guide for examples).\u00a0\n\n\n\n\n\nMeet with the interviewer panel before the interview. If others are interviewing with you, get together beforehand to go over the interview outline and ensure that questions don\u2019t overlap.\n\n\n\n\nConducting an interview\n\n\n\nThe goal of every interview is to ensure that both you and the other person get the necessary information to make an informed decision. This requires building rapport with candidates so they feel comfortable sharing, expertly guiding the conversation to cover essential topics, and listening actively.\u00a0\n\n\n\nTips:\n\n\n\n\n\n\n\n\nMake an effort to put candidates at ease. Find a quiet space with no distractions. Greet candidates warmly, give them time to adjust to you (and the space, if you\u2019re meeting in person), and offer explanations for anything that can be anxiety-inducing (e.g., \u201cAs we speak, I\u2019ll be taking a few notes on my laptop so you\u2019ll hear some typing. This is to help me remember the things we\u2019ve discussed\u201d). Avoid humor and sarcasm, which can create suspicion and/or confusion.\n\n\n\n\n\nAsk good questions. Start with broad questions, then move on to specific ones that elicit short, Yes/No type answers. For example, you might begin with \u201cWhat are your thoughts on using TikTok to promote our business?\u201d and end with \u201cWould you recommend we use this social media channel?\u201d\n\n\n\n\n\nListen actively. Show you\u2019re present and engaged by nodding, using expressions like \u201cahh,\u201d and \u201cmm-hmm,\u201d and checking if you understood correctly by paraphrasing, summarizing, or asking clarifying questions. Resist the urge to fill the silence while the candidate is trying to formulate a reply.\u00a0\n\n\n\n\n\nTake notes. Record significant events, impressions, and information. (These notes will help you reflect on the interview and plan your next session.)\n\n\n\n\n\nAnalyze the information you\u2019re receiving. Did the candidate give you a clich\u00e9 response? If so, they\u2019re probably not being 100% honest. Are there conflicting facts in their story? Make a note and ask them about it later. Body language is also data \u2014 what do you see them do when they are saying what they are saying?\n\n\n\n\n\nAsk follow-up questions as needed. Validate assumptions by asking direct questions (e.g. Do you mean\u2026? Are you saying that\u2026?). This will give the interviewee a chance to expand, clarify, or formulate a definitive response, and help you get a more accurate picture.\n\n\n\n\n\nKeep your biases in check. Do NOT ask questions that pertain to race, gender, sexual orientation, origin, religion, age, health, and/or physical ability. (Here is a list of illegal interview questions to ask.) Also, don\u2019t write candidates off based on pseudo red flags. Do this instead:\n\nIf the candidate has a hard time answering a particular question (like, \u201cWhat\u2019s your greatest weakness?\u201d), try framing it as a behavioral question (for example: \u201cTell me about a time when you received negative feedback\u201d). \n\n\n\nIf the candidate does something \u201cwrong,\u201d such as arrive a few minutes late, pay attention to how they handle the situation. You might get a chance to witness one of their strengths.\n\n\n\n\n\n\nClosing an interview\n\n\n\nThe main thing to know about closing an interview is that the end is the part that matters the most. Ask any therapist; they\u2019ll tell you that the final minutes of a session are when the most meaningful information is exchanged.\u00a0\n\n\n\nTips:\n\n\n\n\n\n\n\n\nDon\u2019t end abruptly. Let the candidate know that the interview is coming to an end by calmly telling them \u2014 don\u2019t tap on your watch or get up from your chair to indicate that the session is over. Schedule another chat if necessary.\n\n\n\n\n\nEstablish a plan of action. Decide what needs to be done or achieved by both of you. Send a clear, concise summary of the plan so that everyone understands what was agreed on.\u00a0\n\n\n\n\nFollowing up\n\n\n\nNow is the time to look back at your notes, reflect on how it all went, and plan the next session.\u00a0\n\n\n\nTips:\n\n\n\n\n\n\n\n\nDo what you said you would. If you said you would follow up with the candidate no matter what, do that. If possible, provide helpful feedback to candidates who are not moving forward.\u00a0\n\n\n\n\n\nIdentify opportunities for improvement. If you have a video recording of one or more interviews, make time to watch and evaluate your performance. Ask yourself: How good were the questions I asked? How successful was I in making candidates feel comfortable? Make notes on the positives and negatives of each session.\u00a0\n\n\n\n\nMaster the art of interviewing\n\n\n\nInterviews can be insightful and illuminating for both hiring managers and job candidates when they\u2019re properly planned and conducted. The strategies outlined in this post are a great place to begin \u2014 check out the resource below for more helpful tips.", "date_published": "2022-10-14T07:53:00-07:00", "date_modified": "2023-04-12T11:04:22-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/interviewing-2.jpg", "tags": [ "Blog", "By Profession", "Learning New Skills", "Recruitment" ], "summary": "Effective interviewing doesn't come \"naturally\". In this post, we dive deep into the best ways to get to know candidates while improving their experience." }, { "id": "https://textexpander.com/?p=69524", "url": "https://textexpander.com/blog/comprehensive-guide-to-job-postings", "title": "Comprehensive Guide to Job Postings", "content_html": "![\"Comprehensive](\"https://textexpander.com/wp-content/uploads/comprehensive-guide-to-job-postings-600x300.jpg\")
\nCompanies can take months to fill an open position. Often, the problem isn\u2019t a talent shortage: it\u2019s bad job postings.
\n\n\n\nBad job postings have one or more of the issues below:
\n\n\n\n\n\n\n\nIn this blog post, we\u2019ll show you how to avoid the pitfalls above and share tips for creating job postings that attract candidates.
\n\n\n\nHere\u2019s how to create more effective job descriptions.
\n\n\n\nGet in-depth information about the job goals and duties. Here\u2019s how software companies Basecamp and Zapier ensure the accuracy of job descriptions:
\n\n\n\n\n\n\n\nEstablish what candidates need to succeed. Researchers at Harvard Business School suggest coming up with a list of must-have skills and short-term objectives \u2014 and keeping it short and relevant.\u00a0
\n\n\n\nKeep your biases in check by \u201cfocusing on the results you\u2019d like to see, rather than the type of person that you think could deliver those results,\u201d\u00a0Gopika Maya Santhosh, insights analyst at LinkedIn, recommends.
\n\n\n\nWrite a job description that\u2019s easy to read and understand. Use simple, concrete language and avoid jargon, buzzwords, and meaningless phrases.\u00a0Tools such as the Hemingway app can help you create a job posting that\u2019s clear and concise.
\n\n\n\nUse language that\u2019s inclusive to everyone, including candidates from underrepresented groups. Eliminate gendered, age-biased, and off-putting copy with the help of tools such as Textio Hire and Gender Decoder.
\n\n\n\nSell your company to job candidates as if they were potential investors. \u201cIf a company wants to land the best talent, it should appeal to them with its mission, values, and goal,\u201d says recruiting expert Marissa Peretz.
\n\n\n\nClear, concise, compelling, and inclusive job postings take more time to create than rehashing an old job description, but the investment is worth it. Good job postings don\u2019t just lead to more and better applications \u2014 they lead to happier new hires.\u00a0
\n\n\n\nTo improve the quality of your job postings, follow the guidelines included in this post:
\n\n\n\n\n\n\n\nCheck out the other posts in this series:
\n\n\n\n\n\n\n\n\n", "content_text": "Companies can take months to fill an open position. Often, the problem isn\u2019t a talent shortage: it\u2019s bad job postings.\n\n\n\nBad job postings have one or more of the issues below:\n\n\n\n\n\n\n\nThey fail to accurately describe job duties They set the bar too high for candidate eligibilityThey use biased languageThey have no sell in them\n\n\n\nIn this blog post, we\u2019ll show you how to avoid the pitfalls above and share tips for creating job postings that attract candidates.\n\n\n\nHow to create an effective job posting\n\n\n\nHere\u2019s how to create more effective job descriptions.\n\n\n\nUnderstand what the job (really!) entails\n\n\n\n\n\n\n\nGet in-depth information about the job goals and duties. Here\u2019s how software companies Basecamp and Zapier ensure the accuracy of job descriptions:\n\n\n\n\n\n\n\nBasecamp gets existing employees to do the work that will be assigned to the new hire. \u201cWhen it comes to an all-new position at the company, we like to try to do it first with the people we have so we really understand the work,\u201d Basecamp co-founder Jason Fried wrote on Reddit.\u00a0\n\n\n\nAt Zapier, recruiters have kickoff meetings with hiring managers to get the full details of the position, including what a typical day on the job looks like, who the new hire will interact with, and what contributions are expected from them.\n\n\n\nIdentify essential requirements\n\n\n\n\n\n\n\nEstablish what candidates need to succeed. Researchers at Harvard Business School suggest coming up with a list of must-have skills and short-term objectives \u2014 and keeping it short and relevant.\u00a0\n\n\n\nKeep your biases in check by \u201cfocusing on the results you\u2019d like to see, rather than the type of person that you think could deliver those results,\u201d\u00a0Gopika Maya Santhosh, insights analyst at LinkedIn, recommends.\n\n\n\nBe clear\n\n\n\n\n\n\n\nWrite a job description that\u2019s easy to read and understand. Use simple, concrete language and avoid jargon, buzzwords, and meaningless phrases.\u00a0Tools such as the Hemingway app can help you create a job posting that\u2019s clear and concise. \n\n\n\nUse language of belonging\n\n\n\n\n\n\n\nUse language that\u2019s inclusive to everyone, including candidates from underrepresented groups. Eliminate gendered, age-biased, and off-putting copy with the help of tools such as Textio Hire and Gender Decoder.\n\n\n\nSell the job and your company\n\n\n\n\n\n\n\nSell your company to job candidates as if they were potential investors. \u201cIf a company wants to land the best talent, it should appeal to them with its mission, values, and goal,\u201d says recruiting expert Marissa Peretz. \n\n\n\nAttract more and better candidates\n\n\n\n\n\n\n\nClear, concise, compelling, and inclusive job postings take more time to create than rehashing an old job description, but the investment is worth it. Good job postings don\u2019t just lead to more and better applications \u2014 they lead to happier new hires.\u00a0\n\n\n\nTo improve the quality of your job postings, follow the guidelines included in this post: \n\n\n\n\n\n\n\nUnderstand what the job (really!) entailsIdentify essential requirementsCommunicate clearlyUse language of belongingSell the job and your company\n\n\n\n\n\n\n\nCheck out the other posts in this series:\n\n\n\n\n\n\n\nHow To Improve the Candidate ExperienceSo You Want To Be a Recruiter?", "date_published": "2022-08-26T15:46:00-07:00", "date_modified": "2022-09-12T11:33:29-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/comprehensive-guide-to-job-postings.jpg", "tags": [ "hiring", "recruiting", "skills-based hiring", "Blog", "By Profession", "Recruitment" ], "summary": "Learn how to create effective job postings with our expert tips." }, { "id": "https://textexpander.com/?p=69437", "url": "https://textexpander.com/blog/how-to-improve-the-candidate-experience", "title": "How To Improve the Candidate Experience", "content_html": "![\"How](\"https://textexpander.com/wp-content/uploads/candidate-experience-1-600x300.jpg\")
\nTo strengthen and protect their brand image, companies need to (also) invest in candidate experience. In this post, we\u2019ll explain why candidate experience is important and show you how to create a positive one.
\n\n\n\nCandidate experience is the sum of the multiple interactions job candidates have with an organization during the hiring process \u2014 from job posting to job offer letter \u2014 and how they feel as a result.\u00a0
\n\n\n\nCandidate experience can influence a job candidate\u2019s decision to stay or drop out of the hiring process. It can also shape their future interactions with the company. As experts Kevin Grossman and Adele Schoolderman wrote, candidate experience determines \u201cwhether or not the job seeker will apply again, refer others, have any brand affinity and/or make purchases and/or influence purchases\u2026\u201d
\n\n\n\n\n\n\n\nSo how do you ensure candidates will want to do business with you when the hiring process is over? By showing respect for them at all touchpoints. Here are some tips for doing that:
\n\n\n\n\n\n\n\nCreate a job description that\u2019s clear, honest, and inclusive.
\n\n\n\n\n\n\n\nSimplify and improve every step in the hiring process.
\n\n\n\n\n\n\n\nGear up for timely communication.
\n\n\n\n\n\n\n\nAdd a human touch.
\n\n\n\n\n\n\n\nJob seekers are customers, influencers, and potential employees. By following the guidelines in this post \u2014 writing good job descriptions, respecting applicants\u2019 time, overcommunicating, and \u201cstaying human\u201d \u2014 you\u2019ll keep them loyal to your brand.
\n\n\n\nLiked these tips? Check out our other posts in this series:
\n\n\n\n\n\n\n\n\n\n\n\n\n", "content_text": "To strengthen and protect their brand image, companies need to (also) invest in candidate experience. In this post, we\u2019ll explain why candidate experience is important and show you how to create a positive one.\n\n\n\nWhat is candidate experience?\n\n\n\n\n\n\n\nCandidate experience is the sum of the multiple interactions job candidates have with an organization during the hiring process \u2014 from job posting to job offer letter \u2014 and how they feel as a result.\u00a0\n\n\n\nWhy candidate experience matters\n\n\n\n\n\n\n\nCandidate experience can influence a job candidate\u2019s decision to stay or drop out of the hiring process. It can also shape their future interactions with the company. As experts Kevin Grossman and Adele Schoolderman wrote, candidate experience determines \u201cwhether or not the job seeker will apply again, refer others, have any brand affinity and/or make purchases and/or influence purchases\u2026\u201d\n\n\n\n\n\n\n\nCreating a positive candidate experience\n\n\n\nSo how do you ensure candidates will want to do business with you when the hiring process is over? By showing respect for them at all touchpoints. Here are some tips for doing that:\n\n\n\n\n\n\n\nCreate a good job posting\n\n\n\n\n\n\n\nCreate a job description that\u2019s clear, honest, and inclusive. \n\n\n\n\n\n\n\nClear means simple, concise, and direct. (No jargon or buzzwords. No beating around the bush.)Honest means reasonable requirements and an accurate depiction of duties. (You describe real job needs and challenges plus the skills needed to succeed.)Inclusive means using words of belonging. (You eliminate biased language that alienates people from underrepresented groups.)\n\n\n\nRespect candidates\u2019 time\n\n\n\n\n\n\n\nSimplify and improve every step in the hiring process.\n\n\n\n\n\n\n\nMake the job application form shorter and optimize it for mobile.Replace the job application form with a skills test.Make interviews remote.\n\n\n\nOvercommunicate\n\n\n\n\n\n\n\nGear up for timely communication. \n\n\n\n\n\n\n\nMap out all the touch points in the hiring process. Decide what, when, and how to communicate with candidates.Invest in recruitment technology. Start with an applicant tracking system (ATS) and a text expansion app.\n\n\n\nStay human\n\n\n\n\n\n\n\nAdd a human touch.\n\n\n\n\n\n\n\nUnderstand how your tools and systems work. Know their limitations so you can explore alternative options as needed.Get personal. Send personalized messages whenever possible. (Use TextExpander\u2019s fill-in-the-blanks functionality to create templates you can personalize on the spot.)Know when to call, text, and email. A text may be fine for confirming the details of an interview, but an email or a call might be better for giving feedback.Be kind. Help candidates feel comfortable and safe.\n\n\n\nWhat type of experience will you offer?\n\n\n\n\n\n\n\nJob seekers are customers, influencers, and potential employees. By following the guidelines in this post \u2014 writing good job descriptions, respecting applicants\u2019 time, overcommunicating, and \u201cstaying human\u201d \u2014 you\u2019ll keep them loyal to your brand.\n\n\n\nLiked these tips? Check out our other posts in this series:\n\n\n\n\n\n\n\nComprehensive Guide to Job PostingsSo You Want To Be a Recruiter?", "date_published": "2022-08-19T14:49:00-07:00", "date_modified": "2022-09-02T14:57:59-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/candidate-experience-1.jpg", "tags": [ "branding", "candidate experience", "employer branding", "hiring", "recruiting", "Blog", "By Profession", "Recruitment" ], "summary": "To attract and hire the best talent today, companies need to create the best possible experience for candidates. " }, { "id": "https://textexpander.com/?p=67779", "url": "https://textexpander.com/blog/want-to-be-a-recruiter", "title": "So you want to be a recruiter?", "content_html": "![\"So](\"https://textexpander.com/wp-content/uploads/so-you-want-to-be-a-recruiter-2-600x300.jpg\")
\nRecruiting can be a rewarding career choice for a variety of reasons. There is a high earning potential. You get to work with people and help them succeed. If you handle multiple clients in different industries, there are endless learning opportunities.
\n\n\n\nAs with any other industry, recruiting also has its challenges. Regardless of where you work, you\u2019re bound to have ups and downs. Also, dealing with people can sometimes be unpredictable \u2014 although that might be part of the appeal\u2026
\n\n\n\nIn the end, where you work and what you do will determine what a recruiting job will look like for you.\u00a0No two recruiters\u2019 days are alike, as you\u2019ll see below.
\n\n\n\nHR departments provide a slower-paced, lower-pressure environment with opportunities for building relationships and a greater sense of purpose and belonging.
\n\n\n\nStaffing agencies, on the other hand, tend to be fast-paced and competitive. External recruiters seeking candidates for clients in multiple industries can earn up to US $200,000 a year (salary plus commission).
\n\n\n\nLast but not least, freelancing provides the most flexibility and pays well, too. (Freelancer recruiters typically charge a placement fee of 15% of a new hire\u2019s salary.) In most cases, recruiters who become freelancers have built a wide network of contacts during their time in corporations or staffing agencies.
\n\n\n\nThese are the different roles within the recruiting industry.
\n\n\n\nAmong the duties of a recruiter are managing staffing needs; creating recruiting strategies; reviewing candidates; overseeing interviews, and following up with new hires.
\n\n\n\nIn small companies, where Human Resources are single-person departments, recruiters do it all. In larger companies, a recruiting professional might be able to focus on just one of the stages of the recruitment life cycle.
\n\n\n\nThe aim of sourcing is to find qualified, interested, and available candidates for open (or soon-to-open) positions.
\n\n\n\nBecause it\u2019s such a specialized job, and because recruiting encompasses many other activities, some companies opt to hire a dedicated sourcer. This frees up the recruiter to organize recruiting processes, conduct interviews, and more.
\n\n\n\nOther possible jobs in the recruiting industry include recruitment coordinator; recruitment manager; recruitment marketing manager, employer brand manager, technical recruiter, campus recruiter, and executive recruiter \u2014 you can learn more about them here.
\n\n\n\nIn Recruiting 101 \u2013 The Fundamentals of Being a Great Recruiter, recruitment expert Steven Mostyn lists fifteen skills he believes are essential for recruiting professionals. They include relationship management, business intelligence, personal branding, cold calling, and continuous learning.
\n\n\n\nBut skills aren\u2019t everything. Jonathan Kidder, senior technical recruiter and author of \u201cLaunching your Recruiting Career,\u201d suggests taking personality tests, especially the Enneagram type indicator test and the CliftonStrengths talent assessment to learn more about your communication style and strengths.
\n\n\n\nDepending on your results, he says, you may be more suitable for one type of recruiting job than another.
\n\n\n\nAccording to Kidder, you can get into the recruiting industry without prior experience. He recommends doing informational calls to learn from other people in the industry and build your network before you start applying for jobs.\u00a0
\n\n\n\nDo you enjoy working with people? Recruiting will enable you to meet new people every day. Do you enjoy learning? In recruiting, there are plenty of opportunities to learn something new, whether it\u2019s about a specific company, industry, or tech tool.
\n\n\n\nSpeaking of tech tools, you might want to try the recruiting professional\u2019s essential tool for communicating with candidates. To try it free for 30 days, just click the button below.
\n\n\n", "content_text": "Recruiting can be a rewarding career choice for a variety of reasons. There is a high earning potential. You get to work with people and help them succeed. If you handle multiple clients in different industries, there are endless learning opportunities.\n\n\n\nAs with any other industry, recruiting also has its challenges. Regardless of where you work, you\u2019re bound to have ups and downs. Also, dealing with people can sometimes be unpredictable \u2014 although that might be part of the appeal\u2026\n\n\n\nIn the end, where you work and what you do will determine what a recruiting job will look like for you.\u00a0No two recruiters\u2019 days are alike, as you\u2019ll see below.\n\n\n\nWhere recruiting professionals work\n\n\n\n\n\n\n\nHR departments provide a slower-paced, lower-pressure environment with opportunities for building relationships and a greater sense of purpose and belonging.\n\n\n\nStaffing agencies, on the other hand, tend to be fast-paced and competitive. External recruiters seeking candidates for clients in multiple industries can earn up to US $200,000 a year (salary plus commission).\n\n\n\nLast but not least, freelancing provides the most flexibility and pays well, too. (Freelancer recruiters typically charge a placement fee of 15% of a new hire\u2019s salary.) In most cases, recruiters who become freelancers have built a wide network of contacts during their time in corporations or staffing agencies.\n\n\n\nWhat recruiting professionals do\n\n\n\n\n\n\n\nThese are the different roles within the recruiting industry.\n\n\n\nRecruiter\n\n\n\nAmong the duties of a recruiter are managing staffing needs; creating recruiting strategies; reviewing candidates; overseeing interviews, and following up with new hires. \n\n\n\nIn small companies, where Human Resources are single-person departments, recruiters do it all. In larger companies, a recruiting professional might be able to focus on just one of the stages of the recruitment life cycle.\n\n\n\nSourcer\n\n\n\n\n\n\n\nThe aim of sourcing is to find qualified, interested, and available candidates for open (or soon-to-open) positions.\n\n\n\n Because it\u2019s such a specialized job, and because recruiting encompasses many other activities, some companies opt to hire a dedicated sourcer. This frees up the recruiter to organize recruiting processes, conduct interviews, and more.\n\n\n\nOther roles\n\n\n\n\n\n\n\nOther possible jobs in the recruiting industry include recruitment coordinator; recruitment manager; recruitment marketing manager, employer brand manager, technical recruiter, campus recruiter, and executive recruiter \u2014 you can learn more about them here.\n\n\n\nRecruiting skills and personality traits\n\n\n\n\n\n\n\nIn Recruiting 101 \u2013 The Fundamentals of Being a Great Recruiter, recruitment expert Steven Mostyn lists fifteen skills he believes are essential for recruiting professionals. They include relationship management, business intelligence, personal branding, cold calling, and continuous learning.\n\n\n\nBut skills aren\u2019t everything. Jonathan Kidder, senior technical recruiter and author of \u201cLaunching your Recruiting Career,\u201d suggests taking personality tests, especially the Enneagram type indicator test and the CliftonStrengths talent assessment to learn more about your communication style and strengths. \n\n\n\nDepending on your results, he says, you may be more suitable for one type of recruiting job than another. \n\n\n\nGetting into the industry\n\n\n\n\n\n\n\nAccording to Kidder, you can get into the recruiting industry without prior experience. He recommends doing informational calls to learn from other people in the industry and build your network before you start applying for jobs.\u00a0\n\n\n\nSo you want to be a recruiter?\n\n\n\n\n\n\n\nDo you enjoy working with people? Recruiting will enable you to meet new people every day. Do you enjoy learning? In recruiting, there are plenty of opportunities to learn something new, whether it\u2019s about a specific company, industry, or tech tool.\n\n\n\nSpeaking of tech tools, you might want to try the recruiting professional\u2019s essential tool for communicating with candidates. To try it free for 30 days, just click the button below.\n\n\nDiscover TextExpander for Recruiting", "date_published": "2022-08-12T12:10:00-07:00", "date_modified": "2022-09-02T11:31:47-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/so-you-want-to-be-a-recruiter-2.jpg", "tags": [ "hiring", "recruiter", "recruiting", "Blog", "By Profession", "Recruitment" ], "summary": "Is a profession in recruiting really for you? Find out if you want to be a recruiter." }, { "id": "https://textexpander.com/?p=39213", "url": "https://textexpander.com/blog/what-is-skills-based-hiring-and-why-its-the-future", "title": "What Is Skills-Based Hiring and Why It\u2019s the Future", "content_html": "![\"What](\"https://textexpander.com/wp-content/uploads/skills-based-hiring-2-600x300.jpg\")
\nSkills-based hiring saved LaShana Lewis from low-wage jobs that were way below her potential.\u00a0
\n\n\n\nLaShana has always been a curious problem-solver. As a child, she liked to take things apart and put them back together for fun. By high school, she had learned to code and fix computers.
\n\n\n\nHer teachers noticed her computer skills and urged her to pursue a degree in computer science. But after studying at Michigan Tech University for three and a half years, she dropped out.\u00a0Like many underrepresented students in white prevailing institutions, she didn\u2019t feel like she belonged. She\u2019d also run out of scholarship money.
\n\n\n![\"\"](\"https://textexpander.com/wp-content/uploads/1628582137793-560x560.jpg\")
Still, she had learned a lot in college. She\u2019d leveled up her programming skills and learned to design websites at a time when people were just starting to discover the internet.\u00a0
\n\n\n\nBut skills weren\u2019t enough to get her a job in tech. Without a degree, she couldn\u2019t even get a data entry job. So she worked as a van driver for an after-school program for six years. Then she got a job at a helpdesk, which she stayed at for ten years.
\n\n\n\nHad it not been for LaunchCode, a non-profit organization that helps people break into tech, her potential would continue to go to waste.\u00a0LaunchCode matched her with an employer that needed her skills, and she began an apprenticeship that turned into a full-time job as an assistant systems engineer.\u00a0
\n\n\n\nLaShana had spent sixteen years doing jobs where she didn\u2019t get to use her programming skills. Within five months of joining LaunchCode, she finally began her career in tech.
Her career took off. She began working as a software engineer. Then, Barack Obama took an interest in her story. She began talking to journalists about the need for diversity in tech.\u00a0Today, LaShana Lewis is the CEO of her own company, L.M. Lewis Consulting, which provides technology services in addition to diversity and nonprofit consulting.\u00a0
\n\n\n\nShe is also a champion of skills-based hiring and a poster child for Opportunity@Work, a platform that connects employers with STARs, which stands for professionals who are skilled through alternative routes.\u00a0
\n\n\n\n\u201cThere are millions of STARs like me just waiting to work and all they need is an opportunity,\u201d LaShana said in a promotional video for the organization. \u201cLet someone take the first step in changing your company or organization into something that\u2019s more aligned with what the future is going to be.\u201d\u00a0
\n\n\n\nThe future is going to be skills-based, at least judging from the recent data. In 2019, there was a 20% increase in managers hired who don\u2019t have a traditional four-year degree.\u00a0
\n\n\n\nIn a recent article for Forbes, Tom Vander Ark, CEO of learning design firm Getting Smart, noted that the pandemic (and the so-called Great Resignation) accelerated the rising trend toward skills-based hiring.
\n\n\n\nSkills-based hiring is likely to keep growing. One of LinkedIn\u2019s five talent predictions for 2022 is that hiring will \u201ccontinue to move beyond degrees and diplomas.\u201d
\n\n\n\nSkills-based hiring is hiring based on what someone can do, not where they went to school or the jobs they had before. Gopika Maya Santhosh, insights analyst at LinkedIn, defines it as \u201cweighing a candidate\u2019s competencies over their credentials.\u201d
\n\n\n\nAlthough skills-based hiring may seem like an unconventional hiring strategy, it\u2019s how orchestras, restaurants, and the US National Football League have been hiring for years.
\n\n\n\n\u201cIn performance-driven businesses, job auditions have been around almost as long as jobs have been, allowing for more informed and equitable decision-making,\u201d Samantha McLaren, copywriter at LinkedIn, wrote.
\n\n\n\nYou can\u2019t judge someone\u2019s skills based on where they went to school. Although education is used as a proxy for skills, research shows that it\u2019s a poor proxy. You also can\u2019t judge what someone can do based on their work history\u2014just think of LaShana and how her resume did not reflect her actual skills.
\n\n\n\n\u201cCompanies are missing out on skilled, diverse talent when they arbitrarily \u2018require\u2019 a four-year degree,\u201d Byron Auguste, founder of Opportunity@Work, wrote. Instead of hiring for pedigree, he says, they should be hiring for potential.
\n\n\n\nBut how do you identify potential? Through tests, auditions, and projects, workplace experts say.
\n\n\n\nHere are some ways to hire for potential, not pedigree (also known as running a skills-based hiring process).
\n\n\n\n
In skills-based hiring, job descriptions should highlight responsibilities, not requirements. \u201cTry focusing on the results you\u2019d like to see, rather than the type of person that you think could deliver those results,\u201d Gopika suggests.\u00a0
The result will be a more effective job description. LinkedIn data shows that job seekers prefer job listings that mention skills needed and results expected because it helps them understand the role better.
\n\n\n\nWhen writing job descriptions, it also helps to remember that, as LaShana wrote, \u201cready-made employees don\u2019t exist.\u201d Resist the urge to balloon demands \u201cbeyond people\u2019s ability to actually meet them,\u201d or there will be no one for you to hire.
\n\n\n\nEven the experts agree that most application forms are tedious, time-consuming, and ineffective. (It\u2019s no wonder that 60% of job candidates abandon them halfway.)
\n\n\n\nIn skills-based hiring, you can do away with application forms completely. Toggl O\u00dc, the company that operates time tracking software Toggl Track, starts off its hiring process with a skills test.
\n\n\n\nOr you can do like Zapier and keep the application form, but transform it completely. Instead of asking candidates to submit all of their personal details and job history, get them to answer questions designed to test their knowledge of\u00a0your product.
\n\n\n\nUse pre-hire assessments, aka skills tests, to check if candidates have the hard and soft skills you are looking for.\u00a0
\n\n\n\nThere are a variety of tools you can use for this purpose. Toggl Hire helps you create tests that are job-specific. HireVue has game-based psychometric tests you can use to test cognitive abilities. (They also have video analysis software for measuring emotional intelligence.)
\n\n\n\nLearn more about leveraging skills tests for recruitment.
\n\n\n\nAt the selection stage of the hiring process, give candidates a project to work on.\u00a0
\n\n\n\nIt\u2019s what we do here at TextExpander. Projects help us learn more about candidates and their skills than resumes ever could.
\n\n\n\nAnother option is to let candidates audition for the job. For example, if you\u2019re hiring a remote customer support agent, you could let them work alongside your customer support team for a day. Seeing how they think, communicate, and collaborate will help you decide whether or not they are a good fit.
\n\n\n\nLearn more in our Essential Guide to Remote Recruiting.
\n\n\n\nLinkedIn\u2019s skills-based hiring initiative, SkillsPath, combines LinkedIn Learning courses with skill tests to help recruiters evaluate candidates based on their skills.\u00a0Candidates can close skill gaps with LinkedIn courses, demonstrate their knowledge through LinkedIn assessments, and get matched with a recruiter if they pass.
\n\n\n\nIf you are interested in finding talent through LinkedIn\u2019s SkillsPath, fill out this form.
\n\n\n\nSkills-based hiring is the best way to identify capable talent, increase diversity in companies, and improve retention.\u00a0
\n\n\n\nSkills-based hiring also saves companies time (it\u2019s more efficient) and money (because it leads to increased quality of hire), and help improve the candidate experience.\u00a0
\n\n\n\nTo learn more about the future of work, check out these articles:
\n\n\n\n\n\n\n\n![\"Hiring](\"https://textexpander.com/wp-content/uploads/hiring-strategies-2-600x300.jpg\")
\nAre you struggling to fill open roles? Are your tried-and-tested hiring strategies no longer getting you results? If so, take heart. It\u2019s not you, it\u2019s the job market.\u00a0
\n\n\n\nMillions of people quit their jobs last year in the US alone. The pandemic impacted the job market globally, causing workers everywhere to rethink their priorities and what they want out of their careers.
\n\n\n\nAs the saying goes, unprecedented times call for unprecedented measures. For recruiters, that means exploring new ways to source candidates and adopting creative hiring strategies.\u00a0
\n\n\n\nIn this post, we share four hiring strategies that can help you attract and hire great talent even in this tight labor market.
\n\n\n\nBut first, let\u2019s discuss what every hiring manager and recruiter wants to know:
\n\n\n\nIf you\u2019re struggling to fill open roles right now, there\u2019s a good chance it has to do with the pandemic, especially if the jobs you are hiring for are in-person.\u00a0
\n\n\n\nThe coronavirus made in-person work less attractive. Most workers don\u2019t want to risk getting sick because of their work.
\n\n\n\nSome of those who had the opportunity to work remotely realized that they want to continue working from home, at least some of the time, even if that means having to quit their jobs to find remote work.\u00a0
\n\n\n\nOthers have taken early retirement, or a break after burning out.
\n\n\n\nThe vast majority are taking advantage of the surplus of available jobs to secure better work conditions, which is why some argue that \u201cThe Great Resignation\u201d should be dubbed \u201cThe Great Renegotiation.\u201d
\n\n\n\n\u201cUltimately this moment represents a unique opportunity for employees and employers to rewrite the social contract of work in a way that embraces what employees need to be their best selves and do their best work,\u201d wrote Karin Kimbrough, chief economist at LinkedIn.
\n\n\n\nBelow are the strategies for attracting talent in these unique times.
\n\n\n\nHere\u2019s something to consider: the problem may not be the hiring strategies you are using, but the jobs you are hiring for. There\u2019s a chance that these jobs are no longer desirable in this job market.
\n\n\n\nBefore advertising a position, make sure it checks all or most of the boxes below. They represent the current needs and concerns of job candidates, according to researchers and labor experts:
\n\n\n\n\u201cCompanies have the tendency to add to job descriptions rather than subtract from them, meaning job requirements have ballooned beyond people\u2019s ability to actually meet them,\u201d journalists Rani Mola and Emily Stewart wrote in an article titled \u201cWhy everybody\u2019s hiring but nobody\u2019s getting hired.\u201d
To increase your chances of finding talent, reassess your hiring criteria. Check if some of the \u201cmust-have\u201d skills included in the job description could be picked up on the job. Consider encouraging job seekers to apply even if they don\u2019t meet all of the requirements.
Recruitment technology is fallible. Applicant tracking systems (ATS)\u2014software programs that automate and simplify recruiting\u2014can disqualify good candidates if their resumes don\u2019t have the right format or keywords, or if they followed an unconventional career path.
\n\n\n\nConsider using additional\u00a0sourcing strategies\u00a0and\u00a0screening methods\u00a0to ensure your processes are\u00a0inclusive.\u00a0
\n\n\n\nExtend your search for candidates to platforms/communities where professionals go to share knowledge.
\n\n\n\n\u201cGo on a platform connected to the industry you\u2019re recruiting for, and then look for people who are using the platform to have smart, relevant conversations,\u201d workplace expert Erica Dhawan recommends. \u201cIf you are impressed by someone\u2019s questions, answers, or other posts, you may just have identified a potentially valuable employee.\u201d
\n\n\n\nExamples of these niche communities include Stack Overflow (for programmers), Doximity (for physicians), Levo or The Muse (used mostly by millennial women).
\n\n\n\nAs workers consider the many available job options, hiring managers and recruiters need to make jobs more enticing and update their hiring strategies to attract them.
\n\n\n\nOpen positions, and the hiring strategies used to fill them, must address the needs of job candidates, including safe working conditions, flexibility, fair pay, and attractive benefits.
\n\n\n\nWhen you\u2019re recruiting in a tight labor market, your communication with candidates matters. Use TextExpander to communciate faster and better. With TextExpander, you can create personalized messages to send to candidates in seconds.
\n\n\n\n\n\n\n\n\n\n\n", "content_text": "Are you struggling to fill open roles? Are your tried-and-tested hiring strategies no longer getting you results? If so, take heart. It\u2019s not you, it\u2019s the job market.\u00a0\n\n\n\nMillions of people quit their jobs last year in the US alone. The pandemic impacted the job market globally, causing workers everywhere to rethink their priorities and what they want out of their careers.\n\n\n\nAs the saying goes, unprecedented times call for unprecedented measures. For recruiters, that means exploring new ways to source candidates and adopting creative hiring strategies.\u00a0\n\n\n\nIn this post, we share four hiring strategies that can help you attract and hire great talent even in this tight labor market.\n\n\n\nBut first, let\u2019s discuss what every hiring manager and recruiter wants to know:\n\n\n\nWhy is it so hard to hire right now?\n\n\n\nIf you\u2019re struggling to fill open roles right now, there\u2019s a good chance it has to do with the pandemic, especially if the jobs you are hiring for are in-person.\u00a0\n\n\n\nThe coronavirus made in-person work less attractive. Most workers don\u2019t want to risk getting sick because of their work.\n\n\n\nSome of those who had the opportunity to work remotely realized that they want to continue working from home, at least some of the time, even if that means having to quit their jobs to find remote work.\u00a0\n\n\n\nOthers have taken early retirement, or a break after burning out. \n\n\n\nThe vast majority are taking advantage of the surplus of available jobs to secure better work conditions, which is why some argue that \u201cThe Great Resignation\u201d should be dubbed \u201cThe Great Renegotiation.\u201d\n\n\n\n\u201cUltimately this moment represents a unique opportunity for employees and employers to rewrite the social contract of work in a way that embraces what employees need to be their best selves and do their best work,\u201d wrote Karin Kimbrough, chief economist at LinkedIn.\n\n\n\nBelow are the strategies for attracting talent in these unique times.\n\n\n\nHiring strategies for the pandemic\n\n\n\n1. Make jobs better\n\n\n\nHere\u2019s something to consider: the problem may not be the hiring strategies you are using, but the jobs you are hiring for. There\u2019s a chance that these jobs are no longer desirable in this job market. \n\n\n\nBefore advertising a position, make sure it checks all or most of the boxes below. They represent the current needs and concerns of job candidates, according to researchers and labor experts: \n\n\n\nSafety\n\n\n\nIs the job you are hiring for safe for workers? (Is the company taking coronavirus precautions?) Workers don\u2019t want to risk their health and that of their loved ones because of their jobs.\n\n\n\nFlexibility\n\n\n\nCan the job be done remotely? Many workers don\u2019t want to go back to working in person. Can it be done from anywhere? The number of digital nomads is increasing.Does it offer a good work-life balance? Millennials value their time away from work.Can workers make their own schedule? Most workers, especially women, want more flexibility for taking time off.\n\n\n\nPredictable schedules\n\n\n\nIf workers must be physically present on the job, are their schedules predictable? Blue-collar employees with predictable schedules are less likely to quit. \n\n\n\nFair compensation\n\n\n\nDoes the job offer a competitive salary and good benefits? Workers are negotiating for better pay and perks. \n\n\n\nOpportunity for lateral moves\n\n\n\nDoes the company offer workers the opportunity for lateral job moves? Many employees want a change of pace or activity, but don\u2019t want more responsibility. Companies that offer workers the possibility to change jobs without getting promoted have a better retention rate. \n\n\n\nCompany culture\n\n\n\nWhat\u2019s the company culture like? A toxic culture is the number one reason why people leave their jobs.Does the company host events like end-of-the-year parties and retreats? Workers are more likely to stay in jobs where they can have fun and connect with their team members on a personal level. \n\n\n\n2. Create reasonable job descriptions\n\n\n\n\u201cCompanies have the tendency to add to job descriptions rather than subtract from them, meaning job requirements have ballooned beyond people\u2019s ability to actually meet them,\u201d journalists Rani Mola and Emily Stewart wrote in an article titled \u201cWhy everybody\u2019s hiring but nobody\u2019s getting hired.\u201dTo increase your chances of finding talent, reassess your hiring criteria. Check if some of the \u201cmust-have\u201d skills included in the job description could be picked up on the job. Consider encouraging job seekers to apply even if they don\u2019t meet all of the requirements.\n\n\n\n3. Use alternative screening methods\n\n\n\nRecruitment technology is fallible. Applicant tracking systems (ATS)\u2014software programs that automate and simplify recruiting\u2014can disqualify good candidates if their resumes don\u2019t have the right format or keywords, or if they followed an unconventional career path.\n\n\n\nConsider using additional\u00a0sourcing strategies\u00a0and\u00a0screening methods\u00a0to ensure your processes are\u00a0inclusive.\u00a0\n\n\n\n 4. Go beyond social media for sourcing candidates\n\n\n\nExtend your search for candidates to platforms/communities where professionals go to share knowledge.\n\n\n\n\u201cGo on a platform connected to the industry you\u2019re recruiting for, and then look for people who are using the platform to have smart, relevant conversations,\u201d workplace expert Erica Dhawan recommends. \u201cIf you are impressed by someone\u2019s questions, answers, or other posts, you may just have identified a potentially valuable employee.\u201d\n\n\n\nExamples of these niche communities include Stack Overflow (for programmers), Doximity (for physicians), Levo or The Muse (used mostly by millennial women). \n\n\n\nUpdate your hiring strategies\n\n\n\nAs workers consider the many available job options, hiring managers and recruiters need to make jobs more enticing and update their hiring strategies to attract them.\n\n\n\nOpen positions, and the hiring strategies used to fill them, must address the needs of job candidates, including safe working conditions, flexibility, fair pay, and attractive benefits.\n\n\n\nUse TextExpander to connect with talent\n\n\n\nWhen you\u2019re recruiting in a tight labor market, your communication with candidates matters. Use TextExpander to communciate faster and better. With TextExpander, you can create personalized messages to send to candidates in seconds.\n\n\nTry TextExpander for Recruiting", "date_published": "2022-02-04T13:45:00-07:00", "date_modified": "2022-05-06T13:51:16-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/hiring-strategies-2.jpg", "tags": [ "covid-19", "hiring", "hiring strategies", "recruiter", "recruiting", "the great resignation", "Blog", "Process & Strategy", "Recruitment" ], "summary": "Why is it so hard to hire right now? Learn what\u2019s behind the Great Resignation and discover hiring strategies for challenging times." }, { "id": "https://textexpander.com/?p=30273", "url": "https://textexpander.com/blog/automate-your-recruiting-business", "title": "How to Automate in Your Recruiting Business", "content_html": "![\"How](\"https://textexpander.com/wp-content/uploads/Copy-of-Blog-SocialThumbnail-600x300.png\")
Not able to play the video? Click here to watch the video
At TextExpander, we love connecting with clients and understand real use cases of how they\u2019re optimizing their productivity with TextExpander.\u00a0\u00a0
\n\n\n\nIn this video, we chat with Karel-Oscar van Hengel, the Founder of HyperTalented, which is a staffing and recruiting agency.\u00a0 Karel-Oscar, or \u201cKO\u201d for short, is a Dutch Entrepreneur living in Paris and Amsterdam.\u00a0 His staffing agency focuses on Digital Media and Advertising/Marketing Technology companies that are looking to hire sales talent in Amsterdam, Paris, Brussels, Berlin, and Stockholm.\u00a0
\n\n\n\nKO spoke with Yousef Shohayeb, an Account Executive at TextExpander.\u00a0 Yousef works with businesses to increase their efficiency and consistency, and has been with TextExpander since 2018.\u00a0\u00a0
\n\n\n\nIf you have or work for a recruiting agency, or want to hear some of the efficiency hacks that KO implements in his growing business, check out the video here.\u00a0 If you\u2019ve learned anything useful, please share the video on LinkedIn and/or Twitter, tagging:
\n\n\n\nhttps://www.linkedin.com/in/kareloscar/
\n\n\n\nhttps://www.linkedin.com/company/textexpander
\n\n\n\nhttps://twitter.com/TextExpander
\n\n\n\nhttps://twitter.com/karel_oscar
\n", "content_text": "Not able to play the video? Click here to watch the video\n\n\n\n\nAt TextExpander, we love connecting with clients and understand real use cases of how they\u2019re optimizing their productivity with TextExpander.\u00a0\u00a0\n\n\n\nIn this video, we chat with Karel-Oscar van Hengel, the Founder of HyperTalented, which is a staffing and recruiting agency.\u00a0 Karel-Oscar, or \u201cKO\u201d for short, is a Dutch Entrepreneur living in Paris and Amsterdam.\u00a0 His staffing agency focuses on Digital Media and Advertising/Marketing Technology companies that are looking to hire sales talent in Amsterdam, Paris, Brussels, Berlin, and Stockholm.\u00a0\n\n\n\nKO spoke with Yousef Shohayeb, an Account Executive at TextExpander.\u00a0 Yousef works with businesses to increase their efficiency and consistency, and has been with TextExpander since 2018.\u00a0\u00a0\n\n\n\nIf you have or work for a recruiting agency, or want to hear some of the efficiency hacks that KO implements in his growing business, check out the video here.\u00a0 If you\u2019ve learned anything useful, please share the video on LinkedIn and/or Twitter, tagging:\n\n\n\nhttps://www.linkedin.com/in/kareloscar/\n\n\n\nhttps://www.linkedin.com/company/textexpander\n\n\n\nhttps://twitter.com/TextExpander\n\n\n\nhttps://twitter.com/karel_oscar", "date_published": "2021-10-26T13:45:52-07:00", "date_modified": "2022-05-06T14:29:26-07:00", "authors": [ { "name": "Chelsea", "url": "https://textexpander.com/author/chelsea", "avatar": "https://secure.gravatar.com/avatar/39842b700058063cba1d90966a1bec9e?s=512&d=retro&r=g" } ], "author": { "name": "Chelsea", "url": "https://textexpander.com/author/chelsea", "avatar": "https://secure.gravatar.com/avatar/39842b700058063cba1d90966a1bec9e?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/Copy-of-Blog-SocialThumbnail.png", "tags": [ "automating", "Automation", "productivity", "recruiter", "recruiting", "Blog", "Elevating Work", "Recruitment" ], "summary": "In this video, we chat with Karel-Oscar van Hengel, the Founder of HyperTalented, which is a staffing and recruiting agency.\u00a0 Karel-Oscar, or \u201cKO\u201d for short, is a Dutch Entrepreneur living in Paris and Amsterdam.\u00a0 " }, { "id": "https://textexpander.com/?p=26812", "url": "https://textexpander.com/blog/asynchronous-communication-in-remote-work", "title": "Asynchronous Communication In Remote Work", "content_html": "![\"Asynchronous](\"https://textexpander.com/wp-content/uploads/asynchronous-communication_2-600x300.jpg\")
\nSylvia gets up at four in the morning, starts work at seven, and ends at two in the afternoon, just in time to pick up her kids from school. Andrew works through the night, when it\u2019s quieter, and ends his work shift just as others are just getting started.\u00a0
\n\n\n\nIn a traditional work setting, where work is done synchronously, these two would never be on the same team. But in an environment that\u2019s mostly asynchronous, Sylvia and Andrew are not only able to work together (albeit separately), but to do so more calmly and efficiently.
\n\n\n\nAs remote work continues to rise, more and more workers will collaborate as they do: through asynchronous communication and workflows.\u00a0
\n\n\n\nIn (mostly) asynchronous work environments, team members make their own schedules. Their output is more important than the number of hours they work. They communicate with one another using task collaboration tools, documentation, and video messaging.
\n\n\n\nIn fully synchronous workplaces, workdays are linear, and everyone conforms to an agreed-upon schedule. Assiduity and punctuality are sometimes as important as performance and productivity. Communication happens mostly in real-time, through face-to-face conversations, phone calls, and meetings.
\n\n\n\nWhile some synchronicity at work is essential, work environments that are purely synchronous fail to accommodate individual differences, needs, and preferences.
\n\n\n\nFor instance, the standard business schedule favors morning types, while workflows centered around real-time communication put neurodivergent people (those with autism, attention deficit hyperactivity disorder, or another cognitive variation) at a disadvantage.
\n\n\n\nCultural differences, and differences in lifestyle, are also ignored. A rigid work schedule doesn\u2019t allow for an afternoon school pickup or a midday visit to the mosque. Caregiving or the pursuit of personal hobbies within the 9-to-5 window is out of question.
\n\n\n\nFinally, synchronous work environments are biased towards one time zone, which limits who can be on the team and which locations team members can work from.\u00a0
\n\n\n\nAsynchronous workflows empower workers to design their lives the way it most makes sense to them. Rather than organize their lives around work, they can organize work around their priorities. They can work and care for their children, or work and pursue their hobbies and passions. They can even break free from routine entirely, embracing a non-linear mindset that allows them to squeeze more out of their days.
\n\n\n\nThe added freedom and flexibility, combined with fewer meetings\u2014 another trademark of asynchronous work environments\u2014can help them achieve a better work-life balance.
\n\n\n\nBut it\u2019s not just employees who benefit. Companies increase their retention rates when their employees are happy and engaged. Fewer meetings and distractions tend to result in higher quality work as well as increased efficiency and productivity.
\n\n\n\nEmbracing asynchronous communication and workflows also leads to better documentation (see What\u2019s required for asynchronous work to work below).
\n\n\n\nBut operating asynchronously doesn\u2019t just \u201chappen.\u201d For async to work, teams need to adopt specific values, attitudes, tools, and processes, including:
Here\u2019s how to get started with asynchronous work.
\n\n\n\nConsider easing into asynchronous work by running an asynchronous pilot for a week. During this test week, try turning half of your real-time meetings into asynchronous meetings. An asynchronous meeting is a discussion via a team collaboration tool, such as Threads, Basecamp, Slack, Trello, or Google Docs. Usually, the discussion is text-based, but some teams also use video recordings. Agenda items or questions are posed beforehand, and everyone on the team contributes in their own time (but within a time limit).\u00a0
\n\n\n\nExperiment with a schedule that accommodates employees\u2019 peak productivity hours or activities they\u2019d like to prioritize (e.g. picking kids up from school, morning surfing).
\n\n\n\n1. Ship small, fast
\n\n\n\nResist the temptation to wait for a team member in another time zone to come online before starting on a task. GitLab, a community that operates asynchronously, recommends moving forward even when in doubt. \u201cMove a project forward as best you can given the resources available. This allows colleagues to clearly see the direction you\u2019re heading, and relieves pressure on them to reply immediately as some progress is better than none,\u201d reads the platform\u2019s playbook on asynchronous communication.
\n\n\n\n2. Document everything
\n\n\n\nBe proactive about documenting your work progress, what\u2019s discussed and decided in meetings, and other information that may be useful to the team. Documentation provides team members with the context, historical data, and instructions they need to (independently) move forward. Make sure you follow your company or your team\u2019s internal documentation guidelines.\u00a0
\n\n\n\n3. Use the right channels\u00a0
\n\n\n\nWhen an update that belongs in one channel gets posted on another, information can fall through the cracks and cause a breakdown in communication. To prevent this, create and/or follow team guidelines for how and where to input information.
\n\n\n\n4. Accommodate multiple time zones
\n\n\n\nIf you are a team leader in charge of organizing synchronous events, rotate their times to accommodate a diverse range of time zones. Also, make recordings available for those who can\u2019t attend.
\n\n\n\n5. Protect your time off
\n\n\n\nTake measures to ensure you are not pulled into work during non-working hours. Consider sharing your work schedule, turning off notifications, and removing Slack from your phone.
\n\n\n\n6. Question every meeting
\n\n\n\nThink twice before scheduling or saying yes to a meeting. If it does not have to be a meeting, politely decline and offer an async alternative.
\n\n\n\nAlthough asynchronous isn\u2019t synonymous with remote, it is a strong element of remote work culture. The potential of remote work can\u2019t be fully realized without asynchronous workflows: team members can\u2019t really work from anywhere, or engage in deep work, if they have to operate in synchronicity.
\n\n\n\nBy embracing asynchronous communication and workflows, companies can become more efficient and inclusive while empowering workers to live life on their terms.\u00a0\u00a0
\n\n\n\nFor more remote work tips, check out:
\n\n\n\n![\"Digital](\"https://textexpander.com/wp-content/uploads/digital-nomad-policy_2-600x300.jpg\")
\nIf you don\u2019t already have a digital nomad on your team, you may be hiring one soon. First, because the number of digital nomads is increasing: according to a study by MBO Partners, the digital nomad population in the US grew 50% from 2019, from 7.3 million to 10.9 million.\u00a0
\n\n\n\nSecond, because you\u2019d be foolish not to. Digital nomads are highly employable. They\u2019re well-educated, highly skilled, and digitally savvy. Many are in high-demand occupations, like computer programming and engineering.\u00a0
\n\n\n\nResearch shows that they are more intrinsically motivated, which could explain why they\u2019re also more committed to continued training. Many digital nomads are freelancers with no limit to how much they can earn.\u00a0
\n\n\n\nFinally, being exposed to different cultures and environments gives them what researchers call \u201cacquired diversity\u201d\u2014a fresh way of looking at things that helps drive innovation in teams.
\n\n\n\nThere are practical advantages to employing them, too. One is that they don\u2019t take up office space. A company relying on a fully nomadic team might forgo an office entirely, saving potentially hundreds of thousands of dollars in rent per year.\u00a0
\n\n\n\nWorking with digital nomads also creates the possibility of round-the-clock productivity: with teams strategically distributed across time zones, a business might be able to function 24/7.\u00a0
\n\n\n\nBest of all, employing a digital nomad isn\u2019t as wild or as risky an idea as you might think, although there are issues to consider. Here\u2019s what to keep in mind when hiring one:
\n\n\n\nWhile employing digital nomads might seem entirely new, a digital nomad is a type of telecommuter\u2014and companies have had telecommuters in the workforce for ages. Examples of traditional telecommuters include expats (employees sent to countries where the company has no office) and foreign hires (employees who work from home in a country where the company has no office).
\n\n\n\nWhen employing telecommuters, companies have to comply with home-country and, in some cases, host-country laws and regulations. This will depend on the telecommuting arrangement, the host-country, and the length of stay.\u00a0
\n\n\n\nBy definition, a digital nomad is someone who frequently changes their geographical location. That\u2019s a good thing, since short-term stays rarely trigger an illegal permanent establishment (PE), which is when a local government wrongly assumes that a company is doing business in their country because they have a telecommuter there.
\n\n\n\nKnowing where telecommuters are based helps companies comply with home and host-country laws and regulations. When employees are forthcoming about their working location(s) and proactive about keeping their employers up-to-date with their plans, everyone wins.
\n\n\n\nIt\u2019s good practice to draw up a written agreement that sets out the rights and responsibilities of the telecommuter and the employer. Creating a digital nomad policy that details the company\u2019s terms, conditions, and processes regarding digital nomadism is also recommended.
\n\n\n\nCompanies that want to work with digital nomads but aren\u2019t prepared to hire them as employees have the option of bringing them on as independent contractors or leased employees. Doing so reduces the administrative burdens and risks associated with hiring. It also gives digital nomads more freedom\u2014to go wherever they want, stay for as long as they\u2019d like, and work on local projects.
\n\n\n\nCompanies that want to go the traditional hiring route or support existing employees who may want to become digital nomads will benefit from creating a digital nomad policy.
\n\n\n\nA digital nomad policy is a reference document that explains the company\u2019s commitment to supporting digital nomadism, addresses potential issues, and establishes guidelines for handling them. There are a number of advantages to having one in place:
\n\n\n\nDigital nomadism is not a passing trend. As it continues to grow, digital nomads will become the norm, not the exception. Investing time in creating a legitimate policy that addresses potential issues is aligning your company with the future of work.
\n\n\n\nA digital nomad policy helps employees understand their rights and responsibilities as either current or future nomads. Managers can reference the policy to make decisions related to the hiring and management of these employees.
\n\n\n\nA digital nomad policy sets forth guidelines and establishes processes that help prevent negative outcomes and ensures the company complies with laws and regulations.
\n\n\n\nAs more and more people seek to become happier, more creative, and more engaged at work, digital nomadism will continue to grow. Companies looking to motivate and retain employees must embrace and support digital nomadism, starting with creating a digital nomad policy.
\n", "content_text": "If you don\u2019t already have a digital nomad on your team, you may be hiring one soon. First, because the number of digital nomads is increasing: according to a study by MBO Partners, the digital nomad population in the US grew 50% from 2019, from 7.3 million to 10.9 million.\u00a0\n\n\n\nSecond, because you\u2019d be foolish not to. Digital nomads are highly employable. They\u2019re well-educated, highly skilled, and digitally savvy. Many are in high-demand occupations, like computer programming and engineering.\u00a0\n\n\n\nResearch shows that they are more intrinsically motivated, which could explain why they\u2019re also more committed to continued training. Many digital nomads are freelancers with no limit to how much they can earn.\u00a0\n\n\n\nFinally, being exposed to different cultures and environments gives them what researchers call \u201cacquired diversity\u201d\u2014a fresh way of looking at things that helps drive innovation in teams.\n\n\n\nEmploying digital nomads\u00a0\n\n\n\nThere are practical advantages to employing them, too. One is that they don\u2019t take up office space. A company relying on a fully nomadic team might forgo an office entirely, saving potentially hundreds of thousands of dollars in rent per year.\u00a0\n\n\n\nWorking with digital nomads also creates the possibility of round-the-clock productivity: with teams strategically distributed across time zones, a business might be able to function 24/7.\u00a0\n\n\n\nBest of all, employing a digital nomad isn\u2019t as wild or as risky an idea as you might think, although there are issues to consider. Here\u2019s what to keep in mind when hiring one:\n\n\n\nThe digital nomad is a type of telecommuter\n\n\n\nWhile employing digital nomads might seem entirely new, a digital nomad is a type of telecommuter\u2014and companies have had telecommuters in the workforce for ages. Examples of traditional telecommuters include expats (employees sent to countries where the company has no office) and foreign hires (employees who work from home in a country where the company has no office).\n\n\n\nThere may be legal issues to consider\n\n\n\nWhen employing telecommuters, companies have to comply with home-country and, in some cases, host-country laws and regulations. This will depend on the telecommuting arrangement, the host-country, and the length of stay.\u00a0\n\n\n\nDigital nomads move around\u2014and that\u2019s a good thing\n\n\n\nBy definition, a digital nomad is someone who frequently changes their geographical location. That\u2019s a good thing, since short-term stays rarely trigger an illegal permanent establishment (PE), which is when a local government wrongly assumes that a company is doing business in their country because they have a telecommuter there.\n\n\n\nHonesty is the best policy\n\n\n\nKnowing where telecommuters are based helps companies comply with home and host-country laws and regulations. When employees are forthcoming about their working location(s) and proactive about keeping their employers up-to-date with their plans, everyone wins.\n\n\n\nIt\u2019s best to agree in writing\n\n\n\nIt\u2019s good practice to draw up a written agreement that sets out the rights and responsibilities of the telecommuter and the employer. Creating a digital nomad policy that details the company\u2019s terms, conditions, and processes regarding digital nomadism is also recommended.\n\n\n\nThere are alternative ways to hire\n\n\n\nCompanies that want to work with digital nomads but aren\u2019t prepared to hire them as employees have the option of bringing them on as independent contractors or leased employees. Doing so reduces the administrative burdens and risks associated with hiring. It also gives digital nomads more freedom\u2014to go wherever they want, stay for as long as they\u2019d like, and work on local projects.\n\n\n\nCreating a digital nomad policy\n\n\n\nCompanies that want to go the traditional hiring route or support existing employees who may want to become digital nomads will benefit from creating a digital nomad policy.\n\n\n\nA digital nomad policy is a reference document that explains the company\u2019s commitment to supporting digital nomadism, addresses potential issues, and establishes guidelines for handling them. There are a number of advantages to having one in place:\n\n\n\nIt prepares the company for the future\n\n\n\nDigital nomadism is not a passing trend. As it continues to grow, digital nomads will become the norm, not the exception. Investing time in creating a legitimate policy that addresses potential issues is aligning your company with the future of work.\n\n\n\nIt empowers employees and managers\n\n\n\nA digital nomad policy helps employees understand their rights and responsibilities as either current or future nomads. Managers can reference the policy to make decisions related to the hiring and management of these employees.\n\n\n\nIt prevents negative outcomes\n\n\n\nA digital nomad policy sets forth guidelines and establishes processes that help prevent negative outcomes and ensures the company complies with laws and regulations.\n\n\n\nThe time to create a digital nomad policy is now\n\n\n\nAs more and more people seek to become happier, more creative, and more engaged at work, digital nomadism will continue to grow. Companies looking to motivate and retain employees must embrace and support digital nomadism, starting with creating a digital nomad policy.", "date_published": "2021-09-22T10:17:00-07:00", "date_modified": "2021-09-28T15:24:12-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/digital-nomad-policy_2.jpg", "tags": [ "digital nomad", "remote work", "Blog", "Recruitment" ], "summary": "Creating a digital nomad policy is a necessary step towards accommodating your employees' desire to travel. Find out why and what to include in yours." }, { "id": "https://textexpander.com/?p=25677", "url": "https://textexpander.com/blog/introducing-new-technology-into-the-workplace", "title": "Introducing New Technology Into the Workplace", "content_html": "![\"Introducing](\"https://textexpander.com/wp-content/uploads/Introducing-New-Technology-Into-the-Workplace_2-600x300.jpg\")
\nIntroducing new technology into the workplace might be just what your company needs to boost employee productivity and morale. According to a Microsoft and Qualtrics study, employees with access to modern technology are happier, more engaged, and more productive at work. In the study, 59% of workers agreed that access to modern technology helped them better serve customers and be more productive. The study also showed that they were 121% more likely to feel valued by their company as a result of having access to modern tech.
\n\n\n\nConversely, research by Korn Ferry showed that outdated tech can be a barrier to performance, holding back high-achievers and frustrating them to the point where they may even feel compelled to quit. According to Korn Ferry, a low sense of enablement\u2014the feeling that you don\u2019t have the resources you need to get things done\u2014is the biggest risk to the retention of high-performing employees.\u00a0
\n\n\n\nThere\u2019s no doubt that providing employees with the best tech experience is essential for keeping them engaged and productive. But how do you successfully introduce new technology into the workplace? We\u2019ll discuss the challenges and best practices below.\u00a0
\n\n\n\nEven good, useful technology needs to be properly introduced. Adopting new technology means change, and change can be uncomfortable. Employees need to understand what they stand to gain from a new tool before they can embrace it.\u00a0
\n\n\n\nCompanies that adopt a top-down approach to incorporating new technology risk not only alienating their staff, but also making bad decisions: a shiny new tool that seems like a great solution on paper might create all sorts of problems in the hands of actual users.
\n\n\n\nWhen exploring new technology solutions, it helps to get those who will be using the technology involved early on, at the consideration stage, and listen attentively to their feedback, needs, and concerns.
\n\n\n\nHere are other tips for successfully introducing new technology at work.
\n\n\n\nFind the right solution to a legitimate problem
\n\n\n\nIf something needs fixing, and your team has been vocal about it, explore all possible solutions. Keep in mind that, depending on the problem, the solution might not be new technology, but updated processes. (See Management Is a Technology\u2014Are You Due for an Upgrade?) If it\u2019s clear that new tech will help, let the team know you\u2019ll be investigating options. By getting key stakeholders involved from the get-go, you\u2019ll gain valuable information that will help you narrow down the choices and pave the way towards a smoother implementation process.
\n\n\n\nGet an \u201cimplementation team\u201d together
\n\n\n\nIntroducing new technology into the workplace isn\u2019t just a matter of installing software on everyone\u2019s computers\u2014it\u2019s a complex project that involves managing resources and conflict priorities and performing multiple administrative tasks. Successful implementation requires that either a team or a person be in charge. This person or team will be responsible for equipping staff with all that they need to start using the new tool and providing admin support throughout the process.
\n\n\n\nRun a pilot program
\n\n\n\nBefore rolling out new technology to the entire company, consider beta-testing with a small group first. Running a pilot program has several advantages:\u00a0
\n\n\n\nWhen planning your beta program, be selective of who you invite. Recruit the staff members who are most likely to benefit from the new tool as well as those who are enthusiastic about the tool or technology in general. Remember, your beta testers are potential evangelists who can support implementation.\u00a0
\n\n\n\nTrain everyone to use the technology
\n\n\n\nCreate a training plan that\u2019s both effective and engaging. Get specific: communicate how the new technology will help individual teams do their jobs better. Remember, people have unique learning styles, so make a variety of training resources available to cater to different preferences. For example, you can let employees choose between attending a live workshop or watching video tutorials in their own time (or both). During the training process, ask for feedback so you can make improvements in real-time.
\n\n\n\nLaunch and iterate\u00a0
\n\n\n\nThe work doesn\u2019t end when everyone completes training and starts using the software. The stage following implementation is crucial for learning whether introducing new technology into the workplace has met expectations of increased productivity or profitability. Have team members become more efficient as a result? Has the new technology saved the company money? How much? By continuously evaluating performance post-implementation, you can make tweaks to continue driving improvements.
\n\n\n\nIntroducing new technology in the workplace is crucial: without modern tech, companies risk losing their best employees and becoming obsolete. That said, the implementation of new tech should happen thoughtfully and in stages. Ultimately, the key to successful implementation lies in collaboration: employees should feel heard and involved throughout the process.\u00a0
\n", "content_text": "Introducing new technology into the workplace might be just what your company needs to boost employee productivity and morale. According to a Microsoft and Qualtrics study, employees with access to modern technology are happier, more engaged, and more productive at work. In the study, 59% of workers agreed that access to modern technology helped them better serve customers and be more productive. The study also showed that they were 121% more likely to feel valued by their company as a result of having access to modern tech.\n\n\n\nConversely, research by Korn Ferry showed that outdated tech can be a barrier to performance, holding back high-achievers and frustrating them to the point where they may even feel compelled to quit. According to Korn Ferry, a low sense of enablement\u2014the feeling that you don\u2019t have the resources you need to get things done\u2014is the biggest risk to the retention of high-performing employees.\u00a0\n\n\n\nThere\u2019s no doubt that providing employees with the best tech experience is essential for keeping them engaged and productive. But how do you successfully introduce new technology into the workplace? We\u2019ll discuss the challenges and best practices below.\u00a0\n\n\n\nWhy implementing new tech sometimes fails\n\n\n\nEven good, useful technology needs to be properly introduced. Adopting new technology means change, and change can be uncomfortable. Employees need to understand what they stand to gain from a new tool before they can embrace it.\u00a0\n\n\n\nCompanies that adopt a top-down approach to incorporating new technology risk not only alienating their staff, but also making bad decisions: a shiny new tool that seems like a great solution on paper might create all sorts of problems in the hands of actual users.\n\n\n\nWhen exploring new technology solutions, it helps to get those who will be using the technology involved early on, at the consideration stage, and listen attentively to their feedback, needs, and concerns.\n\n\n\nBest practices for introducing new technology into the workplace\n\n\n\nHere are other tips for successfully introducing new technology at work.\n\n\n\nFind the right solution to a legitimate problem\n\n\n\nIf something needs fixing, and your team has been vocal about it, explore all possible solutions. Keep in mind that, depending on the problem, the solution might not be new technology, but updated processes. (See Management Is a Technology\u2014Are You Due for an Upgrade?) If it\u2019s clear that new tech will help, let the team know you\u2019ll be investigating options. By getting key stakeholders involved from the get-go, you\u2019ll gain valuable information that will help you narrow down the choices and pave the way towards a smoother implementation process.\n\n\n\nGet an \u201cimplementation team\u201d together\n\n\n\nIntroducing new technology into the workplace isn\u2019t just a matter of installing software on everyone\u2019s computers\u2014it\u2019s a complex project that involves managing resources and conflict priorities and performing multiple administrative tasks. Successful implementation requires that either a team or a person be in charge. This person or team will be responsible for equipping staff with all that they need to start using the new tool and providing admin support throughout the process.\n\n\n\nRun a pilot program\n\n\n\nBefore rolling out new technology to the entire company, consider beta-testing with a small group first. Running a pilot program has several advantages:\u00a0\n\n\n\nIt helps you determine the value of the new technology and the feasibility of implementing it. (Plus, the data you collect from this trial period will be helpful in securing leadership buy-in.)\u00a0It helps you sort out the kinks before implementation.\u00a0It gives you confidence to move forward.\n\n\n\nWhen planning your beta program, be selective of who you invite. Recruit the staff members who are most likely to benefit from the new tool as well as those who are enthusiastic about the tool or technology in general. Remember, your beta testers are potential evangelists who can support implementation.\u00a0\n\n\n\nTrain everyone to use the technology\n\n\n\nCreate a training plan that\u2019s both effective and engaging. Get specific: communicate how the new technology will help individual teams do their jobs better. Remember, people have unique learning styles, so make a variety of training resources available to cater to different preferences. For example, you can let employees choose between attending a live workshop or watching video tutorials in their own time (or both). During the training process, ask for feedback so you can make improvements in real-time.\n\n\n\nLaunch and iterate\u00a0\n\n\n\nThe work doesn\u2019t end when everyone completes training and starts using the software. The stage following implementation is crucial for learning whether introducing new technology into the workplace has met expectations of increased productivity or profitability. Have team members become more efficient as a result? Has the new technology saved the company money? How much? By continuously evaluating performance post-implementation, you can make tweaks to continue driving improvements.\n\n\n\nKeep up-to-date with new technology\n\n\n\nIntroducing new technology in the workplace is crucial: without modern tech, companies risk losing their best employees and becoming obsolete. That said, the implementation of new tech should happen thoughtfully and in stages. Ultimately, the key to successful implementation lies in collaboration: employees should feel heard and involved throughout the process.\u00a0", "date_published": "2021-09-15T05:12:00-07:00", "date_modified": "2021-09-14T13:31:12-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/Introducing-New-Technology-Into-the-Workplace_2.jpg", "tags": [ "Technology", "Blog", "Recruitment" ], "summary": "Introducing new technology into the workplace does come with challenges. Find out what they are and how to overcome them." }, { "id": "https://textexpander.com/?p=25289", "url": "https://textexpander.com/blog/how-to-balance-screen-time-when-working-from-home", "title": "How To Balance Screen Time When Working From Home", "content_html": "![\"How](\"https://textexpander.com/wp-content/uploads/Balance-screen-time-when-working-from-home_2-600x300.jpg\")
\nSummary: We\u2019re spending more time in front of screens than ever before, with negative consequences for our health and wellbeing. Here\u2019s how to balance screen time with working from home.
\n\n\n\n\n\n\n\nThe first thing you do when you wake up is look at your phone. You check emails in bed, read news in the bathroom, and scroll through Instagram in the kitchen. You only put your phone down to shower and get dressed for work (even then, you pause 2-3 times to take a peek just in case).
\n\n\n\nWork lives, of course, inside your laptop. You spend the bulk of your day staring at your computer screen. During breaks, you text family and friends, \u201clike\u201d posts on Facebook and Instagram, and sometimes post stuff yourself.\u00a0
\n\n\n\nWhen your work day is over\u2014and there\u2019s no virtual event you need to attend\u2014you watch an episode or two of your favorite TV show. And when it\u2019s finally time to go to bed, you check your phone one last time before you fall asleep.
\n\n\n\nSound like you? If so, there\u2019s no need to feel bad: research shows that we\u2019re all spending too much time in front of screens. According to data analytics company Nielsen, a typical day in the life of a US adult involves nearly eleven hours of electronic media use.
\n\n\n\nAll this screen time is taking a toll on our bodies and our minds: we\u2019re straining our eyes, hurting our necks and backs, sleeping badly, and feeling anxious and depressed. These symptoms have become even more glaring since the global shift to remote work.
\n\n\n\nSo how do we get things done online while still taking care of our mental and physical health? Here\u2019s how to balance screen time when working from home.
\n\n\n\nEver hear the saying, \u201cIf you can\u2019t measure it, you can\u2019t manage it\u201d? That goes for your weight, your finances, and your screen time. Measuring screen time is easy because most devices have built-in features that do the job for you\u2014iOS has Screen Time, Samsung devices have Digital Wellbeing. Online, you\u2019ll find software that helps you dig even deeper. RescueTime, for example, shows you what your common distractions are so you can get more done, faster.
\n\n\n\nAutomating repetitive tasks that keep you glued to your computer screen is one of the smartest ways to cut down on screen time. Zapier integrations can save you up to 10 hours per week by taking over your repetitive tasks. TextExpander can save you up to 31 hours a month by helping you communicate faster with less typing.
\n\n\n\nUse your electronic devices for literally everything? Try doing at least some things the old-fashioned way. Use pen and paper to doodle or make lists; call someone instead of texting them; pick something up at the store instead of ordering it online; read a print book instead of an ebook. You may find that going the low tech route has added benefits, such as making you more present or creative. \u201cI\u2019m a firm believer in taking the time to sort out your thoughts on notecards, an old-fashioned piece of notebook paper, or any medium that helps your mind switch gears. The kinesthetic practice of scribbling notes freehand does something different for your headspace,\u201d says artist and writer Austin Kleon.
\n\n\n\nSocial media is addictive, so if you have social media apps on your phone, you will use them. Why not make it easier on yourself to not use them by removing them completely? You don\u2019t need to deactivate your accounts, just temporarily uninstall them. If you prefer, you can uninstall them during the week and reinstall them over the weekend (or don\u2019t!). The idea is to make it harder for you to default to scrolling each time you pick up your phone.\u00a0
\n\n\n\nNot all screen time is bad, but given that you need to set a limit to how much time you spend on your devices, consider what\u2019s most important to you right now. If staying in touch with your family and friends is at the top of your list, prioritize checking in with them on whatever apps you use for that. If reading more books is a priority, then make sure you don\u2019t squander the time you would use for that scrolling aimlessly down your Instafeed.
\n\n\n\nIf you\u2019re constantly switching between tabs, taking calls, or checking notifications while working on something, you\u2019ll be less efficient, which means you\u2019ll spend longer than you need to in front of the computer. Try monotasking instead. Productivity experts recommend booking deep work sessions where you do nothing but the task you set out to complete. You can set a timer (for 52 minutes max, as per the ideal work-to-break ratio) and work on your own or enlist the help of accountability partners via platforms such as Focusmate and Caveday.\u00a0
\n\n\n\nAfter each deep work session, take a break. Make sure to look away from screens during this time to give your eyes a rest. Breaks are also a great opportunity to move your body and counter the effects of prolonged sitting. You can also use breaks to drink water, have snacks, or do some quick tidying.
\n\n\n\nUsing multiple screens and devices makes you less productive and puts extra strain on your eyes. At work, avoid using multiple screens and devices unless it\u2019s absolutely necessary. Outside of work, stop doing things such as watching TV while continuously checking your phone.\u00a0\u00a0
\n\n\n\nConsider leaving your digital devices on during business hours only. If that\u2019s too extreme for you, set a cut-off time beyond which you will not look at screens. Consider creating an evening self-care routine that excludes all tech one hour before bedtime.
\n\n\n\nIn the spirit of practicing good sleep hygiene, consider making your bedroom device-free. If you find that that is beneficial to you, you might want to make other areas in your home device-free, or wi-fi-free, for added concentration and creativity.\u00a0
\n\n\n\nIf it\u2019s right there, you\u2019ll pick it up, so consider making your electronic devices less accessible after work hours and/or on weekends. Place them out of your sight while making non-tech items, such as art supplies, books, puzzles, board games etc.\u00a0visible and easily accessible.
\n\n\n\n\u201cI\u2019ve started abstaining from Twitter and social media on Saturday and Sunday,\u201d Austin Kleon wrote. \u201cMy weekends are now about real rest and idleness.\u201d Take inspiration from this New York Times bestselling author and choose one day of the week in which you won\u2019t use any electronic devices, or at the very least won\u2019t check your inbox or social media. To make this easier, make plans ahead of time so you can make the most out of being offline.
\n\n\n\nThese days, we\u2019re not just working online\u2014we\u2019re socializing, learning, and exercising with the help of smartphones and computers. Getting most of our needs met through our electronic devices means we\u2019re all spending more time than is healthy in front of screens. To avoid the physical and psychological effects of too much screen time\u2014and build a richer life in the process\u2014it\u2019s essential that we actively seek alternatives and use of devices more intentionally.\u00a0
\n\n\n\nLike these tips? You might also like:
\n\n\n\n![\"Brainstorming](\"https://textexpander.com/wp-content/uploads/2021/07/brainstorming-online_2-600x300.jpg\")
\nBrainstorming online isn\u2019t harder, or that much different, from brainstorming in person. In both situations, it\u2019s important to conduct the process in a way that stimulates participants to come up with a large number of creative ideas. Here are some brainstorming tips for remote teams.
\n\n\n\nThere\u2019s an episode of The Office where Michael rushes in snapping his fingers and asking his team for \u201cideas please, NOW!\u201d. Everyone stares at him blankly. They have no idea what he\u2019s talking about.
\n\n\n\nThen, with very few words, Michael explains his predicament: there\u2019s wet cement outside, drying fast, and he needs help figuring out \u201cwhat to write.\u201d\u00a0
\n\n\n\nThe sense of urgency (\u201cIt\u2019s drying fast!\u201d) and importance (\u201cThis is a lifelong dream!\u201d) that he creates gets his team\u2019s attention, and they start contributing ideas.\u00a0
\n\n\n\nHowever, as each team member shares an idea, Michael either shoots it down or interrupts them. Then, when an ill-intentioned Jim suggests something dangerous and ridiculous, Michael decides to go with that idea, for no other reason than he thinks it\u2019s what a celebrity would do.
\n\n\n\nPutting aside the fact that he\u2019s using his team\u2019s time to pursue a personal \u201cproject\u201d, the way Michael conducts this brainstorming session is wrong on so many levels. First, there\u2019s no preparation, no heads-up. Michael surprises his team with an impromptu brainstorming session and creates a sense of urgency that\u2019s likely not even real. Do they really have just a few seconds to come up with ideas?\u00a0
\n\n\n\nThen, when they contribute ideas, he\u2019s too impatient to listen. When he does let someone speak, he shoots their idea down immediately. Finally, when he chooses one idea to implement, he does it not because everyone agrees it\u2019s the best one, but because he loves it.
\n\n\n\nThere\u2019s something else that\u2019s wrong with Michael\u2019s brainstorming session: he does everything\u2014solicit, evaluate, and select ideas\u2014at the same time.
\n\n\n\nMichael is an extreme case of incompetent brainstorming guide, but his behavior isn\u2019t that extraordinary. Many managers think that forcing team members to come up with ideas on the spot and then taking down just \u201cthe good ones\u201d is how brainstorming is done.
\n\n\n\nThere\u2019s a method to conducting brainstorming sessions, and it\u2019s nothing like what Michael\u2019s team had to endure.
\n\n\n\nProductive brainstorming sessions happen in stages.\u00a0The first stage\u2014idea generation\u2014is all about collecting the largest possible number of ideas. In this stage, it\u2019s essential to reach for quantity, not quality. You\u2019ll want to defer all judgment as a way to reduce inhibition, stimulate idea generation, and increase creativity.
\n\n\n\nThe second and third stages are idea evaluation\u2014when the team reviews, comments, and expands on the ideas collected\u2014and selection\u2014when the idea with the biggest potential is selected for implementation.
\n\n\n\n\n\n\n\nIs it possible to successfully complete these stages when brainstorming online? The answer is yes. Virtual brainstorming isn\u2019t harder or much different than brainstorming in person. It might even be better. Here\u2019s why:
\n\n\n\nThat said, it\u2019s important to consider the unique aspects of online collaboration and adequately prepare so you can get the most out to your virtual brainstorming sessions.
\n\n\n\nIn an article for the Harvard Business Review, Art Markman, professor of Psychology and Marketing at the University of Texas, gave the following recommendations for brainstorming online:
\n\n\n\nBrainstorming is a time-tested methodology for coming up with innovative solutions to problems. When done right, brainstorming is exciting, fun, and productive\u2014online and offline.\u00a0
\n\n\n\nDigital technology has made it easy to submit individual ideas as well as to collaborate with others to improve and build upon ideas, so more and more teams are integrating a digital component to their brainstorming sessions.\u00a0
\n\n\n\nBrainstorming online is likely to become an essential part of the brainstorming process for both remote and co-located teams.\u00a0
\n\n\n\nHow does your team brainstorm online? We\u2019d love to know the tools and strategies you use for successful remote brainstorming sessions\u2014share your tips in the comments below!
\n\n\n\nIf you\u2019re doing part of your brainstorming over Zoom, check out Host Better Zoom Meetings: A Framework.
\n", "content_text": "Brainstorming online isn\u2019t harder, or that much different, from brainstorming in person. In both situations, it\u2019s important to conduct the process in a way that stimulates participants to come up with a large number of creative ideas. Here are some brainstorming tips for remote teams.\n\n\n\nBrainstorming: what not to do\n\n\n\n\n\n\n\nThere\u2019s an episode of The Office where Michael rushes in snapping his fingers and asking his team for \u201cideas please, NOW!\u201d. Everyone stares at him blankly. They have no idea what he\u2019s talking about.\n\n\n\nThen, with very few words, Michael explains his predicament: there\u2019s wet cement outside, drying fast, and he needs help figuring out \u201cwhat to write.\u201d\u00a0\n\n\n\nThe sense of urgency (\u201cIt\u2019s drying fast!\u201d) and importance (\u201cThis is a lifelong dream!\u201d) that he creates gets his team\u2019s attention, and they start contributing ideas.\u00a0\n\n\n\nHowever, as each team member shares an idea, Michael either shoots it down or interrupts them. Then, when an ill-intentioned Jim suggests something dangerous and ridiculous, Michael decides to go with that idea, for no other reason than he thinks it\u2019s what a celebrity would do.\n\n\n\nPutting aside the fact that he\u2019s using his team\u2019s time to pursue a personal \u201cproject\u201d, the way Michael conducts this brainstorming session is wrong on so many levels. First, there\u2019s no preparation, no heads-up. Michael surprises his team with an impromptu brainstorming session and creates a sense of urgency that\u2019s likely not even real. Do they really have just a few seconds to come up with ideas?\u00a0\n\n\n\nThen, when they contribute ideas, he\u2019s too impatient to listen. When he does let someone speak, he shoots their idea down immediately. Finally, when he chooses one idea to implement, he does it not because everyone agrees it\u2019s the best one, but because he loves it.\n\n\n\nThere\u2019s something else that\u2019s wrong with Michael\u2019s brainstorming session: he does everything\u2014solicit, evaluate, and select ideas\u2014at the same time.\n\n\n\nMichael is an extreme case of incompetent brainstorming guide, but his behavior isn\u2019t that extraordinary. Many managers think that forcing team members to come up with ideas on the spot and then taking down just \u201cthe good ones\u201d is how brainstorming is done.\n\n\n\nThe method to brainstorming\u00a0\n\n\n\n\n\n\n\nThere\u2019s a method to conducting brainstorming sessions, and it\u2019s nothing like what Michael\u2019s team had to endure.\n\n\n\nProductive brainstorming sessions happen in stages.\u00a0The first stage\u2014idea generation\u2014is all about collecting the largest possible number of ideas. In this stage, it\u2019s essential to reach for quantity, not quality. You\u2019ll want to defer all judgment as a way to reduce inhibition, stimulate idea generation, and increase creativity.\n\n\n\nThe second and third stages are idea evaluation\u2014when the team reviews, comments, and expands on the ideas collected\u2014and selection\u2014when the idea with the biggest potential is selected for implementation.\n\n\n\n\n\n\n\nWhy brainstorming online might be better\n\n\n\n\n\n\n\nIs it possible to successfully complete these stages when brainstorming online? The answer is yes. Virtual brainstorming isn\u2019t harder or much different than brainstorming in person. It might even be better. Here\u2019s why: \n\n\n\nSince location isn\u2019t an issue, you can get a larger and more diverse group of people together when brainstorming remotely.People collaborating in different time zones are less likely to be influenced by one another during the idea generation stage.Since you don\u2019t need to be in the same place together, the brainstorming process can extend for longer\u00a0(although, typically, virtual brainstorming tends to be more efficient).\u00a0\n\n\n\nThat said, it\u2019s important to consider the unique aspects of online collaboration and adequately prepare so you can get the most out to your virtual brainstorming sessions.\n\n\n\nExpert recommendations for virtual brainstorming\n\n\n\n\n\n\n\nIn an article for the Harvard Business Review, Art Markman, professor of Psychology and Marketing at the University of Texas, gave the following recommendations for brainstorming online:\n\n\n\nBe selective of who you invite. Define the roles and expertise that you think will be beneficial to your virtual brainstorming, then seek out those individuals. The more diverse the group, the better. Recruit people with different backgrounds, perspectives, and levels of expertise.\n\n\n\nAsk people to come up with ideas on their own (or as part of small groups) first. Then, have them send you their ideas so you can compile them before any discussion happens.\u00a0\n\n\n\nShare the full list with the group, and only then invite discussion. Ask everyone to comment and expand on the ideas compiled. At this stage of the brainstorming process, you might think of someone whose expertise would be useful who isn\u2019t in the group. Go ahead and invite them to participate.\n\n\n\nEncourage participants to get into detail. When ideas are too generic, it\u2019s hard for others to build on them, so ask participants to be detailed when submitting and expanding on ideas.\n\n\n\nRemind participants that the \u201cideas doc\u201d is a living thing. The process is based on the principles of iterative design, in which things get constantly tweaked and improved. Having tentative ideas isn\u2019t a bad thing\u2014it actually keeps people more engaged and committed to improvement.\u00a0\n\n\n\nDon\u2019t rush things. Your brainstorming process doesn\u2019t need to be over in a few hours or days. Feel free to extend the duration of your process for as long as you see fit, and invite more people to add their insights if you think it will help.\n\n\n\nSchedule a live discussion. When one or more ideas have stood out as promising, and the team has had a chance to question and expand on them, bring everyone together to discuss implementation.\n\n\n\nMore tips for remote brainstorming\u00a0\n\n\n\n\n\n\n\nDon\u2019t do it all on video. A live discussion on Zoom should be just one step of your online brainstorming process. Many teams use video conferencing for the idea generation stage, but you might wait to do a Zoom call at the end, at the idea selection stage, to discuss implementation. See how to host better Zoom meetings.Brief people first. Give participants time to prep by sending them the challenge/problem (along with any helpful instructions) ahead of time, especially if you\u2019re having them brainstorm live on a Zoom call.\u00a0Be wary of fancy tools. Although there are several remote work tools you can use for brainstorming online, it might be best to keep things simple and save time and hassle. Rather than investing in new software, consider using tools most participants are already familiar with, like Google Docs, Trello, and Slack.\n\n\n\nBrainstorming online is here to stay\n\n\n\nBrainstorming is a time-tested methodology for coming up with innovative solutions to problems. When done right, brainstorming is exciting, fun, and productive\u2014online and offline.\u00a0\n\n\n\nDigital technology has made it easy to submit individual ideas as well as to collaborate with others to improve and build upon ideas, so more and more teams are integrating a digital component to their brainstorming sessions.\u00a0\n\n\n\nBrainstorming online is likely to become an essential part of the brainstorming process for both remote and co-located teams.\u00a0\n\n\n\nHow does your team brainstorm online? We\u2019d love to know the tools and strategies you use for successful remote brainstorming sessions\u2014share your tips in the comments below!\n\n\n\nIf you\u2019re doing part of your brainstorming over Zoom, check out Host Better Zoom Meetings: A Framework.", "date_published": "2021-08-25T09:02:00-07:00", "date_modified": "2021-09-28T15:35:11-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/2021/07/brainstorming-online_2.jpg", "tags": [ "creativity", "remote work", "Blog", "Recruitment" ], "summary": "Brainstorming online isn\u2019t harder than brainstorming in person. Here\u2019s how to organize a productive brainstorming session with your remote team." }, { "id": "https://textexpander.com/?p=24163", "url": "https://textexpander.com/profession/recruitment/how-working-parents-balance-childcare-and-work", "title": "How Working Parents Balance Childcare and Work", "content_html": "![\"How](\"https://textexpander.com/wp-content/uploads/working-parents-2-600x300.jpg\")
\nFor working parents who didn\u2019t previously work from home, the COVID-19 pandemic has been a crash course on how to work remotely, pro level. And while juggling work responsibilities with child care continues to be a huge challenge, it\u2019s also made parents more creative and resilient. Many have realized that they\u2014and their children\u2014are more resourceful than they\u2019d previously imagined. Here are the positive habits and practices they adopt to balance parenting with having a remote job.
\n\n\n\nLockdown may have changed the day-to-day lives of families, but productive working parents do their best not to let it significantly alter their kids\u2019 routines. In fact, this seems to be one of their best secrets to keeping a sense of stability during chaotic times. As much as possible, they ensure their kids are still doing the same types of activities (academic, outdoor, creative etc.) as before, as well as having their meals at more or less the same times. Doing this not only keeps things familiar and consistent for their children\u2014a must-have for their mental and physical health\u2014but also makes it easier for them to organize their schedules and make time for work and childcare.\u00a0
\n\n\n\nKeeping old traditions alive is another way successful remote working parents bring familiarity and a sense of comfort to their kids\u2019 lives, all the while getting as much work done as possible.\u00a0They do this by finding new ways for their children to do what they used to do pre-pandemic. If stopping by grandma\u2019s house in the afternoons was a weekly ritual, that has turned into a Zoom call complete with cookies and stories (and a one-hour interval of focused work). Likewise, playdates have become virtual, and physical activities are done through online classes.\u00a0
\n\n\n\nPeople who successfully balance their workload with their house management and parenting duties have one thing in common: they plan everything. Building a schedule that incorporates kids\u2019 activities as well as work shifts and commitments is immensely helpful for keeping track of all that needs to be done at home. The most productive work-from-home parents consider their childrens\u2019 schedules in addition to the various tasks that need to be completed\u2014the meals that need to be prepared, the house chores that need to be tackled, and when they need to block out time for work. They then add this to a calendar that the family can visualize, and assign shifts and/or tasks based on what\u2019s there.
\n\n\n\nAdopting the three practices above goes a long way in establishing a balance between working from home and parenting. Here are additional tips for working parents:
\n\n\n\n
For most working parents, normal life went out the window at the start of the pandemic, when schools and day care centers closed and companies shifted to remote work. By now, most have settled into a new routine that enables them to successfully work and parent from home. Many even report being more productive working from home than they were at the office.\u00a0\u00a0
Productivity and good parenting are definitely not mutually exclusive, but balancing parenting and a remote job does require planning ahead and staying organized. Being flexible, adjusting expectations, and having self-compassion also doesn\u2019t hurt.\u00a0
\n\n\n\nYou might also like:
\n\n\n\n\n", "content_text": "For working parents who didn\u2019t previously work from home, the COVID-19 pandemic has been a crash course on how to work remotely, pro level. And while juggling work responsibilities with child care continues to be a huge challenge, it\u2019s also made parents more creative and resilient. Many have realized that they\u2014and their children\u2014are more resourceful than they\u2019d previously imagined. Here are the positive habits and practices they adopt to balance parenting with having a remote job.\n\n\n\nThe habits of happy remote working parents\u00a0during the pandemic\n\n\n\nKeeping routines more or less intact\n\n\n\nLockdown may have changed the day-to-day lives of families, but productive working parents do their best not to let it significantly alter their kids\u2019 routines. In fact, this seems to be one of their best secrets to keeping a sense of stability during chaotic times. As much as possible, they ensure their kids are still doing the same types of activities (academic, outdoor, creative etc.) as before, as well as having their meals at more or less the same times. Doing this not only keeps things familiar and consistent for their children\u2014a must-have for their mental and physical health\u2014but also makes it easier for them to organize their schedules and make time for work and childcare.\u00a0\n\n\n\nKeeping old traditions alive\n\n\n\nKeeping old traditions alive is another way successful remote working parents bring familiarity and a sense of comfort to their kids\u2019 lives, all the while getting as much work done as possible.\u00a0They do this by finding new ways for their children to do what they used to do pre-pandemic. If stopping by grandma\u2019s house in the afternoons was a weekly ritual, that has turned into a Zoom call complete with cookies and stories (and a one-hour interval of focused work). Likewise, playdates have become virtual, and physical activities are done through online classes.\u00a0\n\n\n\nBuilding a schedule\u00a0\n\n\n\nPeople who successfully balance their workload with their house management and parenting duties have one thing in common: they plan everything. Building a schedule that incorporates kids\u2019 activities as well as work shifts and commitments is immensely helpful for keeping track of all that needs to be done at home. The most productive work-from-home parents consider their childrens\u2019 schedules in addition to the various tasks that need to be completed\u2014the meals that need to be prepared, the house chores that need to be tackled, and when they need to block out time for work. They then add this to a calendar that the family can visualize, and assign shifts and/or tasks based on what\u2019s there.\n\n\n\nHelpful tips for working parents at home\n\n\n\nAdopting the three practices above goes a long way in establishing a balance between working from home and parenting. Here are additional tips for working parents:\n\n\n\nPlan your week. Set a day and a time to plan for the week ahead. Answer these questions: What is the kids\u2019 schedule? What will you eat for each meal? When will you do chores? When do you need someone to cover for you so you can work? Most people spend at least 1 hour planning their week and do this on a Friday or a Sunday.\u00a0Identify non-negotiables. If reading bedtime stories or having dinner with your children are important to you, block these times in your calendar so there\u2019s no risk of work getting in their way.\n\n\n\nTake advantage of nap times. When planning your week, consider when children will be napping. Many remote working parents report getting crucial work done in the short 1-2 hour intervals during the day when their kids are asleep. Plan to take calls or do deep work during their nap times.\u00a0\n\n\n\nPlan fun activities to keep kids engaged. Arrange virtual playdates, virtual storytelling sessions, or movie viewings to give children something to look forward to and keep them entertained while you\u2019re working. They will be less likely to want your attention if they\u2019re engaged and having fun.Rely on others whenever possible. Connect with other parents so that you can share resources (like ideas for meals and activities) and help one another with childcare. For example, two working moms can get together to work while their kids play, or a group of working moms might hire one babysitter to care for a group of children for 1 or 2 hours. If relatives are willing and available, don\u2019t hesitate to ask them for help.Split shifts with a partner or another working parent. Consider splitting your day so you can have a work shift, then take over for your partner or friend so they can have their work shift.Do what you can in advance. Many work-from-home parents plan and even prep their family meals and activities ahead of time, usually over the weekend, so that they don\u2019t have to think during the week when they are already overwhelmed with work.Have a designated work area. Keep your work life and home life separate by designating a room in which you can enter to focus on work and leave when you\u2019re done. If that\u2019s not available to you, designate a work area within a room and use it exclusively for completing work tasks.Let children know when you can\u2019t be interrupted. Give children a visual cue to let them know you\u2019re busy. For example, you can put a sign on the door or tie a ribbon around the doorknob to let them know you\u2019re unavailable.Take care of yourself. In trying to meet their children\u2019s needs, parents sometimes neglect themselves. But being social, active, and connected is just as important for working parents as it is for their children. Make sure you make time for self-care.\u00a0\n\n\n\nBalancing work and parenting at home is challenging, but not impossible\n\n\n\nFor most working parents, normal life went out the window at the start of the pandemic, when schools and day care centers closed and companies shifted to remote work. By now, most have settled into a new routine that enables them to successfully work and parent from home. Many even report being more productive working from home than they were at the office.\u00a0\u00a0\n\n\n\nProductivity and good parenting are definitely not mutually exclusive, but balancing parenting and a remote job does require planning ahead and staying organized. Being flexible, adjusting expectations, and having self-compassion also doesn\u2019t hurt.\u00a0\n\n\n\nYou might also like:\n\n\n\nWork-Life Balance Tips for Remote WorkersEmployee Burnout: What Employers Can Do to Prevent It", "date_published": "2021-08-18T11:12:00-07:00", "date_modified": "2021-08-31T10:19:01-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/working-parents-2.jpg", "tags": [ "remote work", "Blog", "Recruitment" ], "summary": "Feeling overwhelmed and burned out? Check out these tips for working parents on how to balance parenting and working from home." }, { "id": "https://textexpander.com/?p=24031", "url": "https://textexpander.com/blog/why-disagreeing-in-a-remote-team-is-hard", "title": "Why Disagreeing in a Remote Team Is Hard", "content_html": "![\"Why](\"https://textexpander.com/wp-content/uploads/disagreeing-in-a-remote-team-2-600x300.jpg\")
\nWhen was the last time you disagreed with your teammates on Slack? Was it scary to share your thoughts in public? Were you worried about how the team was going to react? Was waiting for their response stressful? If you answered yes to these questions, you\u2019re not alone. Disagreeing in a remote team is notoriously hard. In this article, we explain why that is\u2014and why you should do it anyway.
\n\n\n\nIn face-to-face communication, tone of voice, facial expressions, and body language all play a role in conveying meaning. In written communication, all you have is words on a page or screen. That increases the likelihood of you being misinterpreted or coming across as harsher than you intended.
\n\n\n\nAs a result, when you disagree in writing, you have to put in a little more effort to not come across as curt or insensitive. Some people don\u2019t think the effort is worth it: between saying nothing and spending 45 minutes crafting a worthy argument complete with helpful links, they choose to just let it go.
\n\n\n\nAnd letting it go is\u2026comfortable. When you don\u2019t disagree, you don\u2019t rock the boat. Also, if you turn out to be wrong, no one finds out.
\n\n\n\nCommunication in remote teams tends to be asynchronous, with remote team members working collaboratively across time zones. But sometimes, after hitting Send on a thoughtful opposing argument you spent hours writing and rewriting, you forget.
\n\n\n\nRather than patiently waiting for your globally-distributed teammates to get caught up with Slack, you start wondering why, 14 minutes later, NO ONE has yet replied or even reacted with an ::eyes:: emoji to what you shared. You start freaking out: Was I way out of line? Was what I said stupid or ridiculous or inappropriate? Was it so bad that people don\u2019t even know what to say?
\n\n\n\nOf course, while you agonize over what you posted and consider deleting it, your teammates are showering, sleeping, having dinner, or doing deep work, blissfully unaware of what\u2019s going on in Slack and inside your head.
\n\n\n\nHere are some tips to disagree better, in person and in remote teams:
\n\n\n\nOften, we agree on big picture items and disagree on the details. That\u2019s actually the best type of disagreement, because it doesn\u2019t require consensus to be resolved. If team members can agree on a general direction (\u201cwe need a new logo to represent our company values\u201d), they can defer the small stuff (logo colors) to whoever has the most expertise (designer).
\n\n\n\nDisagreeing when a project is close to completion isn\u2019t very helpful, since there isn\u2019t much time for taking feedback into consideration and making changes. If you have a bad feeling about something, say it right away\u2014don\u2019t wait until you\u2019re sure.
\n\n\n\nIf expressing your disagreement in writing is scary, because a) You don\u2019t want to make your opinion public, or b) You\u2019re afraid of how people will react, don\u2019t let it go and hope that things will will work out in spite of the red flags. Instead, set up a call with your manager or supervisor and tell them how you feel. Even if you are wrong, your manager will be grateful that you reached out, and you\u2019ll feel better afterward.
\n\n\n\nDisagreeing is hard, so be mindful of how you disagree. Use inclusive language to present your ideas\u2014like \u201dwe\u201d instead of \u201cI\u201d; \u201cand\u201d instead of \u201cbut\u201d\u2014and emphasize that you\u2019re working towards a common goal. Learn about nonviolent communication (NVC) and use it to share feedback and suggest changes.
\n\n\n\nDisagreeing isn\u2019t a bad thing. It\u2019s productive to disagree, since disagreeing leads to better understanding and improved solutions. Likewise, an absence of disagreements within a team isn\u2019t necessarily a good thing: it could mean that team members don\u2019t feel psychologically safe enough to speak up.
\n\n\n\nSo if you disagree with your teammates now and then, don\u2019t worry. The goal isn\u2019t to stop disagreeing, but to disagree better.
\n\n\n\nYou might also like:
\n\n\n\n\n", "content_text": "When was the last time you disagreed with your teammates on Slack? Was it scary to share your thoughts in public? Were you worried about how the team was going to react? Was waiting for their response stressful? If you answered yes to these questions, you\u2019re not alone. Disagreeing in a remote team is notoriously hard. In this article, we explain why that is\u2014and why you should do it anyway.\n\n\n\nWhy disagreeing in a remote team is hard\n\n\n\n1) You have to do it in writing\n\n\n\n\n\n\n\nIn face-to-face communication, tone of voice, facial expressions, and body language all play a role in conveying meaning. In written communication, all you have is words on a page or screen. That increases the likelihood of you being misinterpreted or coming across as harsher than you intended.\n\n\n\nAs a result, when you disagree in writing, you have to put in a little more effort to not come across as curt or insensitive. Some people don\u2019t think the effort is worth it: between saying nothing and spending 45 minutes crafting a worthy argument complete with helpful links, they choose to just let it go.\n\n\n\nAnd letting it go is\u2026comfortable. When you don\u2019t disagree, you don\u2019t rock the boat. Also, if you turn out to be wrong, no one finds out.\n\n\n\n2) Waiting for a reaction is painful\n\n\n\n\n\n\n\nCommunication in remote teams tends to be asynchronous, with remote team members working collaboratively across time zones. But sometimes, after hitting Send on a thoughtful opposing argument you spent hours writing and rewriting, you forget. \n\n\n\nRather than patiently waiting for your globally-distributed teammates to get caught up with Slack, you start wondering why, 14 minutes later, NO ONE has yet replied or even reacted with an ::eyes:: emoji to what you shared. You start freaking out: Was I way out of line? Was what I said stupid or ridiculous or inappropriate? Was it so bad that people don\u2019t even know what to say? \n\n\n\nOf course, while you agonize over what you posted and consider deleting it, your teammates are showering, sleeping, having dinner, or doing deep work, blissfully unaware of what\u2019s going on in Slack and inside your head.\n\n\n\nHow to make disagreeing in a remote team better\n\n\n\nHere are some tips to disagree better, in person and in remote teams:\n\n\n\n1) Disagree on stuff that matters, or don\u2019t sweat the small stuff\n\n\n\nOften, we agree on big picture items and disagree on the details. That\u2019s actually the best type of disagreement, because it doesn\u2019t require consensus to be resolved. If team members can agree on a general direction (\u201cwe need a new logo to represent our company values\u201d), they can defer the small stuff (logo colors) to whoever has the most expertise (designer). \n\n\n\n2) Disagree while it\u2019s still early\n\n\n\nDisagreeing when a project is close to completion isn\u2019t very helpful, since there isn\u2019t much time for taking feedback into consideration and making changes. If you have a bad feeling about something, say it right away\u2014don\u2019t wait until you\u2019re sure. \n\n\n\n3) Set up a meeting to disagree\n\n\n\nIf expressing your disagreement in writing is scary, because a) You don\u2019t want to make your opinion public, or b) You\u2019re afraid of how people will react, don\u2019t let it go and hope that things will will work out in spite of the red flags. Instead, set up a call with your manager or supervisor and tell them how you feel. Even if you are wrong, your manager will be grateful that you reached out, and you\u2019ll feel better afterward.\n\n\n\n4) Be mindful of how you communicate\u00a0\n\n\n\nDisagreeing is hard, so be mindful of how you disagree. Use inclusive language to present your ideas\u2014like \u201dwe\u201d instead of \u201cI\u201d; \u201cand\u201d instead of \u201cbut\u201d\u2014and emphasize that you\u2019re working towards a common goal. Learn about nonviolent communication (NVC) and use it to share feedback and suggest changes.\n\n\n\nDisagreeing in a remote team\n\n\n\nDisagreeing isn\u2019t a bad thing. It\u2019s productive to disagree, since disagreeing leads to better understanding and improved solutions. Likewise, an absence of disagreements within a team isn\u2019t necessarily a good thing: it could mean that team members don\u2019t feel psychologically safe enough to speak up.\n\n\n\nSo if you disagree with your teammates now and then, don\u2019t worry. The goal isn\u2019t to stop disagreeing, but to disagree better. \n\n\n\nYou might also like:\n\n\n\nHow to Build Trust in a Remote Team", "date_published": "2021-08-11T10:40:00-07:00", "date_modified": "2021-08-31T05:16:44-07:00", "authors": [ { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" } ], "author": { "name": "Marcelle Santos", "url": "https://textexpander.com/author/marcelle-santos", "avatar": "https://secure.gravatar.com/avatar/3152b52fc962549b8c85685e42a28c5c?s=512&d=retro&r=g" }, "image": "https://textexpander.com/wp-content/uploads/disagreeing-in-a-remote-team-2.jpg", "tags": [ "remote work", "Blog", "Recruitment" ], "summary": "Disagreeing in a remote team is notoriously hard. In this article, we explain why that is and why you should do it anyway." } ] }