Europe’s labor market challenges: Explaining worker shortages and skills gaps

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As of the end of 2022, the average EU vacancy rate hit a historic high of approximately 3%, as per the latest Eurofound research. Nearly a third of EU employers express that these shortages are hindering their productivity and service delivery. The struggle for talent is most pronounced in Austria, Belgium, Czechia, Germany, and the Netherlands, though shortages are observable in various sectors and occupations across Member States.

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The skills gap issue isn’t just a problem for individual businesses; it’s affecting the entire economy. This shortage has led to the slowest global GDP growth since the 2008 financial crisis, which might make skilled workers consider moving to more stable economic places outside the EU. 

Exploring the reasons for the shortage of skills in Europe

Reason 1: The impact of reduced work hours

A key factor contributing to the labor shortage is the reduction in average working hours, a trend exacerbated by the COVID-19 pandemic. When individuals work fewer hours, it disrupts the job market, making production more challenging and causing prices to rise. 

In the Eurozone, people are working 2.2% fewer hours than they did before the pandemic, significantly affecting the labor market.

The worker shortage is not solely due to typical fluctuations or an aging workforce; rather, it predominantly results from reduced working.

As a result, the EU now has about 3.8 million more people working shorter hours. This means there’s a greater demand for workers, and people are earning more money. It’s important to note that this change doesn’t only impact one specific age group or generation. It affects people of all ages and genders, not just Generation Z.

There are several reasons for this shift, including more people taking sick leave, companies keeping employees for future needs, and changes in the types of people working in the job market, with more women and younger workers taking part.

When people get a raise or earn more money, they don’t always choose to work more. Instead, they might prefer to have more leisure time and enjoy their higher income.

This can be a challenge for businesses because they might offer higher pay to keep their employees loyal and motivated, thinking it will make them work more. However, it can turn out differently, with employees wanting to work less even if they’re paid more.

Reason 2. Allocation of skills and gaps

To solve these issues, a collective effort is required to bridge the skills gap, enhance education and training, and facilitate worker mobility to regions and positions in need of their expertise. The European Commission underscores the significance of skills intelligence, an approach that combines quantitative and qualitative data to comprehensively understand labor market requirements and skill needs. 

One important suggestion from the Commission is to use this information to make rules about who can move where for work (migration policies).

Think of jobs as different pieces of a jigsaw puzzle. The Commission recommends that we fit the right people (with the skills) into the right jobs, like finding the right spot for each puzzle piece. This way, the job market runs smoothly, businesses do better, and that helps the European Union’s economy become stronger and more stable. It’s like making sure everything fits together nicely, just like a puzzle.

Best Practice
The Success Story of the Basque Country  

The Basque Country, situated in northern Spain, has effectively tackled labor shortages by implementing a comprehensive strategy that blends tax incentives and publicly funded relocation services to attract and retain skilled professionals.

Highly skilled individuals who opt to relocate to the Basque Country can benefit from substantial income tax rebates, making the region an appealing choice for those seeking financial advantages and career prospects. 

basque country flag

This strategy goes beyond mere talent attraction; it places a strong emphasis on addressing the practical challenges faced by professionals and their families during the relocation process. This approach includes helping families find suitable schools for their children, offering guidance on housing options, and actively assisting the partners of these professionals in securing job opportunities. 

This tailored approach has resulted in the successful relocation of numerous skilled workers to the Basque Country in recent years, fostering a supportive environment that encourages them to establish their lives and careers within this vibrant community

Reason 3. Low productivity and high labor demand

Low productivity can set off a chain reaction, creating a demand for more hands on deck. And when skilled workers are hard to come by, it’s like trying to find a needle in a haystack. The COVID-19 curveball only made things more challenging, especially in critical sectors like healthcare and tech.

It’s like trying to assemble a dream team for a project, but some key players are missing. As Europe bounces back, certain industries are in dire need of fresh talent with the right skills. The solution? enhance the appeal of certain places and jobs, lend a helping hand to groups facing barriers, and make the job-hunting journey a bit more straightforward.

In the end, it’s like teamwork. Businesses and governments should work together to make things work. So, simply put, when work isn’t smooth, add more workers, make the job scene exciting, and see good things happen. Everyone wins, and the job gets done right!

Maintaining resilience in the face of challenges  

Dealing with tough situations and staying strong is important. In Europe, even though there are problems with the economy, the job market is doing well. Many people have jobs, and not many people are looking for work. But, there are still issues. Some jobs don’t have enough workers, especially in certain areas. To fix this, the government can do things like help adults learn new skills, make sure men and women have the same job opportunities, make it easier for people to start working, make working conditions and pay better, bring in workers from other places, and talk with people to make decisions together.

A group called EURES made a list of the top 15 jobs that don’t have enough workers in 2022. Jobs like construction workers, nurses, and software developers are on the list.

Eures

But, the situation is different in each country. Some places need more workers in some jobs, and in other places, there are too many people for certain jobs. This list can help people who are looking for jobs choose ones that are needed more.

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Indeed dominates UK labour market in 2023

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In 2023, Indeed remains the top choice for job seekers in the UK, with 70% of job seekers favouring this platform for their job searches. Notably, LinkedIn, with 18% usage from active job seekers, surpassed Totaljobs (14%) and secured second place in the ranking of 2023. This trend echoes the increasing dominance of Indeed and LinkedIn across Europe. This is based on a study by the Intelligence Group with a total of 15,725 respondents, which is representative of the UK labour market in 2022-2023.

Consistently, the patterns in the channels used by job seekers in the UK remain unchanged from previous years. The three primary channels for jobseekers are job boards, search engines (Google), and company websites. Job boards are utilized by 43% of active British job seekers, with Indeed maintaining its leading position in this category.

Indeed is without a doubt the primary platform for job applicants, securing an astounding 70% of their preferences. It has successfully positioned itself as the foremost choice for job seekers. While LinkedIn remains a reputable platform, it is comparatively less prominent than Indeed, and primarily caters to white-collar job postings. Fundamentally, Indeed maintains an unchallenging dominance over the labour market, thereby establishing the standard for modern-day job inquiries.

“Indeed is more and more ruling the UK job market when it’s about preference with job seekers. The way the UK market is evolving is a signal for job boards in the rest of Europe where Indeed is gaining market share fast”, according to Geert-Jan Waasdorp, CEO Intelligence Group.

“Indeed might not always be preferred by employers, but in this market the candidate rules.”

The top-10 job boards in the UK

 To establish a ranking, Intelligence Group posed a simple query: ‘Which job board and/or social media platform would you use to search for a job?  These were the results:

Preferred Job board 2023 % mentioned 2023 Rank 2022 % 2022 Rank
uk.indeed.com 70 1 70 1
uk.linkedin.com 18 2 15 3
totaljobs.co.uk 14 3 16 2
monster.co.uk 9 4 9 5
reed.co.uk 8 5 10 4
cv-library.co.uk 7 6 5 6
glassdoor.co.uk 4 7 3 7
fish4.co.uk 2 8 1 12
s1jobs.com 1 9 2 8
jobsite.co.uk 1 10 1 12

In the hierarchy of job boards, Monster has also notably surpassed Reed and now secures the fourth position in popularity. This is remarkable because is Monster is already for many years losing ground with employers, but still is a strong brand that is mentioned as preferred with job seekers.

Reed drops to fifth place with 8%, while CV-library (7%) and Glassdoor (4%) maintain their positions at sixth and seventh, continuing to gain in popularity based on their percentages. Fish4Jobs (2%), S1jobs (1%), Jobsite (1%) round off the top 10 job board rankings.

Women use LinkedIn less

 As LinkedIn continues expanding in the United Kingdom, it is worth noting that men prefer the platform over women. LinkedIn is currently preferred by 23% of male active job seekers in the UK, while women account for 12% of the platform’s users. Women, on the other hand, prefer Indeed (77%) over men (63%).

This imbalance might be attributed to recruiter behaviours. LinkedIn’s data reveal that recruiters tend to interact more with male profiles while showing less interest in female profiles, potentially discouraging women from active engagement on the platform.

Even more crucial, women have been boycotting the platform for both networking and job hunting due to the inappropriate Tinder-like messages they receive regularly. As a result, an increasing number of women are transitioning away from LinkedIn and gravitating towards Indeed for their job search.

Despite LinkedIn’s efforts to tackle these issues, such as encouraging users to report incidents and collaborating with verification platforms like CLEAR, the persistence of such challenges has pushed many women away from the platform.

About the Intelligence Group

Intelligence Group is an international data and technology company specializing in the collection and analysis of European labour market and hiring data. Intelligence Group strives to bridge the gap between supply and demand in the labour market. With our information, we ensure that HR managers, recruiters, recruiting, and career and communication experts have the right data at their disposal to solve all types of labour market issues.

 

Further information can be found at: https://intelligence-group.nl/

Contact:

+31 88 730 2800

info@intelligence-group.nl

Improve your resume with ChatGPT: A guide to get noticed and get hired

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It can help tailor your resume for each job and pass through the resume screening systems. In this easy guide, we’ll show you how to use ChatGPT to increase your chances of landing your dream job.

How to get started: Using ChatGPT to create your customized resume

Begin your journey by engaging with ChatGPT. To do so, simply open ChatGPT and initiate the process by using the prompt,

You are my resume creator.

This straightforward command serves as your entry point into the world of AI-powered resume crafting. Once you’ve given ChatGPT this directive, the AI will take you by the hand and lead you through the process of gathering all the essential information required to build a well-rounded and customized resume tailored to your unique strengths and the job you’re targeting.

You are my resume creator
Figure 1

Using the job description

Now, let’s focus on the job description from the company’s website where you’re applying. Find and copy the job description that grabbed your attention. This description is a key piece of the puzzle, offering insights into the employer’s expectations and the role’s requirements.

Once you have the job description, return to ChatGPT and incorporate it into your conversation with the AI.

Sharing the job description provides important context to ChatGPT, helping it better understand the role you’re targeting and the specific qualifications the employer seeks. 

As an example, we’ve used the Test Engineer role at Experis Netherlands. This process ensures your resulting resume aligns seamlessly with your desired job, significantly increasing your chances of standing out to potential employers.

Job Description
Figure 2

Personalize your resume

Now, let’s focus on making your resume uniquely yours. Share important personal details about yourself, as outlined in Figure 1. Then, simply request ChatGPT to create a customized resume template tailored to the job description.

This step ensures that your resume is not only well-crafted but also aligned with the specific job you’re pursuing, increasing your chances of leaving a lasting impression on potential employers.

See the example below:

Description query
Figure 3

 

Description query
Figure 4

 

Format your resume nicely

After your conversation with ChatGPT, it’s time to give your resume a professional and eye-catching appearance. Head on over to Resume.io, where you can easily edit and transform your resume into a visually appealing template. This step ensures that your resume not only communicates your qualifications effectively but also stands out with an attractive layout, making a positive impact on potential employers.

Resume.io
Figure 5

Get noticed by ATS

As a final step, it’s important to make your resume friendly for the Applicant Tracking Systems (ATS). To do this, upload your resume to SkillSyncer, a platform made for this purpose. SkillSyncer will check your resume and tell you how well it’s suited for ATS. It will also show you any missing keywords. This process makes sure your resume passes the first screening by the system and fits what employers are looking for.

ATS score
Figure 6

 

One of the most important things to get noticed by both the computer system and human recruiters is using the right words. ATS systems look closely for words that match the job description. ChatGPT can help you find these important words by looking at the job listing and suggesting what to use. When you include these words in your resume, it greatly improves your chances of getting picked for the job.

Enhance your resume and interview preparation with ChatGPT

In the rush to submit your application, it’s easy to overlook spelling and grammar mistakes. Let ChatGPT serve as your virtual proofreader, helping you identify and correct errors, ensuring your resume presents a polished and professional image.

Once you have a well-tailored and optimized resume, it’s time to take your interview preparation to the next level.

Demonstrate your genuine interest by showing that you’ve done your homework about the company and the job you’re applying for. This knowledge will set you apart during the interview.

Use ChatGPT to simulate common interview questions and refine your responses. This practice will boost your confidence and enable you to articulate your skills and experiences effectively. Confidence can make all the difference in an interview. Showcase your enthusiasm for the role and the company, and let your passion shine through.

Additionally, remember to actively engage by asking insightful questions during the interview.

Not only does this demonstrate your interest, but it also helps you gather valuable information to make an informed decision if you receive an offer.

By following these steps and leveraging ChatGPT, you can significantly enhance your resume’s effectiveness, increase your chances of being shortlisted, and ultimately make a lasting impression on potential employers. Your dream job may be closer than you think.

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Good news for the labour market: US unemployment is rising…

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Although some people may initially feel concerned when they observe an increase in unemployment rates, a closer examination reveals several positive aspects to this trend that can at the end be beneficial for the economy.

August-Jobs-Figure1

Why unemployment went up

The labor market in the United States was significantly impacted during the rise of the COVID-19 pandemic, leading to the temporary closure of over 120,000 businesses and the loss of employment for more than 30 million American workers.

Since then, the economy has been on the path to recovery, with a growing number of job opportunities and decreasing unemployment rates, as stated by the U.S. Chamber of Commerce.

However, in August, the nation experienced a net loss of 514,000 jobs, resulting in a total of 6.4 million Americans being unemployed. It’s important to note that 222,000 individuals managed to secure new employment during the same period, increasing the total number of employed individuals to 161.5 million.

This indicates an increasing workforce participation, with 736,000 additional workers entering the job market that month, resulting in a total workforce of 167.8 million.

While employers added an impressive 4.5 million new jobs in 2022, an alarming trend has emerged, with 1.5 million fewer Americans participating in the labor force compared to February 2020. This shift in workforce dynamics highlights potential challenges in the job market despite the overall increase in job opportunities.

Labor particiapation

Five reasons why rising unemployment can be positive

  1. Increased job seekers
    The rise in unemployment can be attributed to more people actively seeking job opportunities, even if they have not recently lost employment. This indicates a dynamic job market and growing confidence in job prospects, reflecting the economy’s recovery from the challenges posed by the COVID-19 pandemic.
  2. Economic Stability
    A slight increase in unemployment suggests a shift from rapid job creation to a more consistent pace. This steadier pace helps in maintaining a stable economy by preventing significant ups and downs in the job market, promoting overall reliability.
  3. Investment in education and skills
    An increase in job seekers often leads to increased investment in education and skills development. Individuals may pursue further training or education to enhance their competitiveness in the job market, resulting in a more skilled workforce, which benefits both individuals and the economy in the long term.
  4. Encouraging new businesses and ideas
    When more people are looking for work, it can make most of them think about starting their own businesses or coming up with new ideas. This can lead to the creation of new businesses, products, and services, which helps the economy grow. It also makes the economy stronger and better at dealing with changes.
  5. Balancing wages and fair hiring
    The increase in unemployment can help maintain a balance between wage growth and price stability. It prevents wages from rising too rapidly, which can lead to inflation. Achieving this balance aligns with the Federal Reserve’s goals and ensures a fairer job market, encouraging companies to consider a broader range of candidates, ultimately enhancing inclusivity and diversity in the workforce.

 

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Candidate to Conversion: New startup Vette’s offers Instant Interviews and Swift Feedback

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Vette, is a platform that leverages the gig economy to conduct phone interviews for job applicants on behalf of businesses. It allows applicants to be interviewed when they want, and express interest or apply for a job.

The brainchild of an experienced tech recruiter, Amber Wanner, Vette’s founder, recognized the need for a more efficient and personalized approach to interview candidates. The name “Vette” is not just a play on the word “vetting” that symbolizes the core of the platform’s mission ( “vetting” refers to the process of thoroughly reviewing and evaluating job candidates to assess their qualifications, background, and suitability for a particular position)  — but also truly understand job applicants at the very moment of their intent. The startup has already raised $2.4 million in seed funding.

If a candidate applies in the middle of the night (we have night workers), in the weekend or anywhere in the world, you can have a face to face interview within minutes.

Especially with the high competition on the labour market, speed is the ‘love language’ of candidates. It reduces ghosting by candidates, because they can instantly schedule an interview at the time they want. Sounds like a solution, especially for volume recruitment.

Vette startup- totalent.eu
Source: Vette.io

Capturing talents at their moment of intent

The hiring journey, as Vette defines it, comprises three key phases: the moment of intent, the conversion, and retention. Vette focuses on the first phase, “the moment of intent,” which refers to the critical time when an applicant expresses interest in a job or submits an application. This moment gives companies and recruiters the window of opportunity, and Vette harnesses it effectively to create a genuine connection. How do they do that?

Vette employs a diverse workforce of gig workers, including stay-at-home moms, retirees, military veterans, people with disabilities, and HR professionals working for example working in their free time doing extra gigs. These Vette professionals follow a data-driven interview script provided by the platform, ensuring that each interview is consistent and free from bias. This approach ensures that applicants receive equal and fair treatment, as their qualifications and potential are evaluated objectively. It also brings a personal touch, as opposed to using AI.

No more interview scheduling, plus quick feedback

One of the standout features of Vette is the elimination of scheduling. When an applicant expresses interest in a job or submits an application, Vette swings into action. Instead of forcing applicants to navigate complex calendars or wait for an interview invitation, Vette’s platform sends them a text message inviting them to interview instantly.

On average, applicants can engage in their interview within one minute and 28 seconds from the moment they receive the text message.

The speed at which Vette’s instant interview process operates is impressive. On average, applicants can engage in their interview within one minute and 28 seconds from the moment they receive the text message. It ensures the hiring process maintains momentum, reducing the risk of applicants losing interest or getting taken by other employers.

Additionally, Vette’s solution disrupts the conventional waiting period by providing feedback in real-time. Within just ten minutes of an interview, candidates receive detailed feedback and the next steps. The significance of this feature lies in its capacity to streamline the candidate’s experience. Swift feedback improves the candidate experience and the employer brand and allows organizations to capture talent within minutes seamlessly.

Integrating human connection with ATS

The heart of Vette’s success lies in its ability to create an “instant human connection.” Unlike automated screening processes, Vette’s professionals (gig workers) engage with applicants personally, asking questions and discussions and experiences. Such a level of human touch allows for a more genuine conversation that helps better understand the candidate’s personality and potential.

Moreover, Vette works in collaboration with companies to seamlessly integrate the interview data back into their Applicant Tracking Systems (ATS). This integration ensures that the valuable information collected during the moment of intent is used effectively to move the most promising candidates along the hiring process. It’s also needed for the GDPR in Europe.

In addition to using ATS, all interviews conducted on the platform are recorded and transcribed, allowing for a detailed review of each interaction. Applicants receive a text message post-interview, prompting them to rate their experience. This feedback loop ensures a continuous improvement process for Vette, enhancing the quality of its services

Understanding Vetter Behaviour

Vette has made considerable efforts to understand its vetters’ behaviour. The software provides enough coverage during high-volume times by analyzing when Vetters (the gig workers) are online and available. This method not only ensures a simple experience for applicants, but it also ensures Vette has a stable workforce.

While Vette’s gig workers are not formally trained, the platform offers best practices to ensure a uniform and high-quality interview experience. Existing vetters would vet new vets to ensure a high level of quality.

This article was inspired by an interview with Amber Wanner in a Chad & Cheese Podcast

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Back-to-office policies makes recruiting two times more difficult

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A recent study conducted by Scoop and People DataLabs shines a fresh light on the ongoing debate about remote work and its impact on productivity and company success. Companies that allow people to work remotely at least two days a week appear to be able to recruit people twice as quickly as employers who require a full working week in the office.

Whether mass remote working improves total productivity or whether everyone going back to the office is better for the company. Science is certainly not yet clear on the matter. But in the discussion, recent research by Scoop and PeopleDataLabs shines completely new light on the matter.

Over the past year, companies with fully flexible work policies (where employees can choose where they work) have seen their workforce grow by a solid 5.6%. Hybrid companies (where employees can spend 1 to 4 days a week in the office) have experienced a respectable 4.1% growth. On the flip side, traditional full-time office-based organizations have seen a more modest 2.6% growth. These trends stick around, as in the last three months, fully remote companies grew at 1.9%, hybrid companies at 1.5%, and full-time office-based organizations lag behind at 0.8%.

Working from home is not only for startups

Importantly, this phenomenon is not limited to tech startups. The Scoop team merged data from PeopleDataLabs on individual companies’ workforce expansion with data from the quarterly Flex Index, which records the flexible work rules of approximately 4,500 companies. This data is collected from hundreds of public and private sources, such as applicant ATSs, to collect people’s start or end dates at a business and is then aggregated at the firm level to track workforce growth.

‘Large or small: fully flexible groups turned out to be best able to hire people.’

Initially, the study’s researcher, Robert Sadow, suspected that fast-growing tech startups with remote-friendly policies were driving this trend. These tech companies are often quite remote or require only a minimal presence in the office. However, a thorough examination revealed that the benefit of flexible work policies held true across all sizes of businesses. He broke down the data by company size and discovered that whether it’s a small startup or a large corporation, those who embrace fully flexible, or hybrid work arrangements hire better than those with full-time office-based policies.

Remote Work: Why Are Companies Demanding Return to Office?

The more flexible, the easier it is to recruit

Sadow puts it simply, “It seems that companies that are flexible have an easier time hiring.” It applies to all kinds of companies, not just the tech ones. While more hires don’t necessarily mean a company is doing great overall, it’s a good sign of how well the economy is doing. Companies that let their employees choose where they work tend to do better when it comes to hiring. Given these findings, Sadow says, ‘At least, when it comes to recruitment. Companies should be very careful about requiring new talent to be in the office for at least four days.’

Not all occupations can be done at home, but when home-working is possible, it’s important to know how relevant that is for your talent. For example look at software managers in Germany. The employer benefit to work from home is a real driver for the target group, even as (flexible) working hours. This comes from data from the Talent Intelligence Dashboard Giant

Giant Dashboard

Companies that ask their staff to return to the office for the full working week are actually shooting themselves in the foot. They appear to have a lower ability to attract people. However, they ensure that their employees are more likely to hunt for another employment where they will not be expected to be in the office for five days. According to Stanford professor Nicholas Bloom’s research, employees value the ability to work flexibly, roughly as much as an 8% salary rise.

 

Want to learn more about the labour market? Giant has the data and analytics to guide you in your recruitment.

 

 

AI Regulation’s labor market impact: US executive order vs. EU AI act 

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This significant step has initiated discussions regarding the potential of the EU’s innovative AI Act to serve as a global benchmark for AI regulation. 

The executive order covers a wide list of measures, including the revision of criteria for admitting highly skilled immigrant workers, fostering international collaboration to establish AI standards, providing guidance to federal agencies on AI usage and procurement, and expediting the recruitment of AI-proficient personnel within the government. 

The U.S. government considers this executive order the most extensive and far-reaching initiative aimed at ensuring AI safety, security, and trust on a global scale.

This emphasis on international cooperation has been reinforced by recent events like the UK AI Safety Summit, highlighting the urgent need for a coordinated global response to the labor market challenges posed by AI. 

Shifting our focus to Europe, the EU’s AI Act represents a pioneering leap in the world of comprehensive AI regulation. It places a strong emphasis on the safe, transparent, and equitable utilization of AI, categorizing AI systems according to the risks they present to users and thus establishing varying levels of regulation. 

While the efforts of the U.S., UK, and EU are indeed commendable, a fundamental question looms large:

Could the EU’s AI Act become the global blueprint for AI regulation, particularly concerning its impact on the labor market?

The AI Act sets ambitious standards, highlighting inithe crucial importance of safety, transparency, and user protection. 

Comparison of Biden’s AI executive order and UK AI safety summit:

Aspect Biden AI Executive Order UK AI Safety Summit
Issuer U.S. President Joe Biden Hosted by the UK at Bletchley Park
Purpose Regulate AI in the United States Address global AI safety concerns
Focus AI safety, equity, civil rights Examination of AI risks, initiate global AI regulation dialogue
Key Topics Safety, privacy, equity, civil rights Threats like AI weaponization, bioweapons, and AI sentience
Participants U.S. government, tech companies World leaders, tech executives, academics, and nonprofits
Worker Support Produce report on labor market impact of AI Not specified
Innovation & Competition Expand grants for AI research, modernize criteria for skilled immigrant workers UK’s role as intermediary between the U.S., EU, and China in AI regulation
International Standards Develop international AI standards Not specified
Government Hiring of AI Experts Expedite government hiring of AI experts Not specified

 

As the outcomes of the UK AI Safety Summit and the finalization of the EU AI Act unfold, the world observes with keen interest. The key question is whether other nations, including the U.S., will embrace similar comprehensive AI regulations aligned with the EU’s approach, and how these regulations will shape the labor market, as well as broader societal and economic dynamics. 

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8 Tips to effectively respond to negative publicity from unhappy Job candidates 

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With over 3,000 respondents his survey has revealed three distinct feedback methods, sparking substantial interest.

Adam Broda post-interview feedback

In today’s rapidly evolving job market, these questions take on added significance, reshaping the dynamics between job seekers and employers. This article explores the exciting developments fueling the employment revolution.

Companies must be skilled at addressing negative publicity that may stem from dissatisfied job candidates’ experiences.

When handled appropriately, such responses not only mitigate harm but also offer opportunities for growth and enhancement.

Below is a comprehensive guide to eight essential steps for effectively addressing negative publicity from unhappy job candidates and transforming it into a valuable learning opportunity. 

  1. Listen and acknowledge:

    The first and most critical step when dealing with negative publicity from a dissatisfied job candidate is to listen attentively and acknowledge their concerns. Swift and respectful responses convey your dedication to addressing the issues at hand.

  1. Keep emotions in check:

    While dealing with criticism, it’s essential to maintain a calm and professional manner. Emotional responses can exacerbate the situation, so take a step back to gather your thoughts before crafting a response.

  1. Be transparent:

    Transparency is crucial when addressing negative publicity. Acknowledge the validity of any concerns raised and share how your company is actively working to improve.

Transparency builds trust and demonstrates your commitment to addressing issues.

  1. Avoid legal threats:

    Refrain from making legal threats or taking a defensive stance, as these actions can further harm your company’s image. Instead, focus on understanding the candidate’s perspective and finding a resolution.

  1. Internal Assessment:

    While addressing external concerns is essential, it’s equally vital to conduct an internal assessment. Review your hiring processes, communication, and candidate experience to identify areas for improvement within your organization.

  1. Take action:

    Once you’ve gathered feedback and assessed your internal processes, take action to address the issues raised. Share a clear plan for making necessary changes and improvements.

Demonstrating your active commitment to addressing problems is key.

  1. Follow-up:

    After taking action, consider following up with the unhappy candidate. Inform them of the steps you’ve taken to address their concerns and invite them to provide further feedback. This demonstrates a genuine interest in improving your candidate experience.

  1. Share the journey:

    If appropriate, consider sharing the journey of improvement with your audience. Highlight the changes being made to your recruitment process and the lessons learned from negative feedback. Transparency and a willingness to share your growth can enhance your reputation.

Responding to negative publicity from an unhappy job candidate is an opportunity for growth and learning. By addressing concerns transparently, empathetically, and with a commitment to change, you can turn a negative situation into a chance to strengthen your employer brand and attract top talent in the long run. 

This article was inspired by the Recruiting Brainfood podcast. 

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Breaking Barriers: How to empower women in tech 

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The technology industry has long grappled with gender imbalances, hindering its full potential for growth and innovation. To comprehensively address this issue, it is crucial to explore women’s preferences in tech and recognize the significant impact of culture on their experiences within the sector.  

In a recent episode of the Recruiting Brainfood podcast, Fionnuala O’Conor, CEO of OpDem, discusses the pervasive feeling of exclusion among women in tech, stemming from deeply ingrained biases in tech company cultures. These biases pose substantial hurdles, especially in the domains of recruitment and career advancement.

Fionnuala O'Conor

According to statistics from Zippia, 39% of women in the tech sector perceive gender bias as a hindrance to their career progression, while only 8% of male respondents share this perception.

This disparity illustrates the challenges women face in advancing their careers due to gender-related biases.  

Approximately 40% of women who identified gender bias as an obstacle to their promotion faced significant hurdles. 

Zippa statistics women in tech

While hiring managers and executives may not intentionally disqualify women based on gender, the scarcity of female candidates suggests that clear paths for career advancement have not been established for women.  

This lack of guidance continues to obstruct women’s progress in the tech industry. Recognizing the need for greater inclusivity, many companies have initiated measures such as providing female mentors and actively paving the way for women to advance within the organization.  

This proactive approach seeks to remove the barriers that women often encounter on their journey to career progression. 

Key Strategies for Empowering Women in Tech: 

Promoting Inclusive Workplaces

In the discourse surrounding tech culture, the pressing need for more inclusive corporate environments emerges as a pivotal point.

To realize this vision, tech companies must prioritize diversity and transparency in how they manage compensation and career progression.

An inclusive, supportive workplace is not merely a desire; it is a non-negotiable demand from 84% of women, highlighting the urgent need for a substantial cultural shift.

Tackling Equal Pay Challenges in Tech

The issue of equitable compensation for equal work remains paramount in the tech sector. Despite notable advancements, a significant 72% of women in tech express concerns about the persistence of a gender pay gap. Their resolute demand is for clear-cut pay structures that eliminate gender-based disparities. Achieving this goal necessitates the implementation of regular pay audits, fair negotiation processes, and transparent compensation systems.

Europe has taken a significant step towards bridging the gender pay gap and promoting fairness with the Pay Transparency Directive, ensuring that new employees are aware of salary expectations before applying for a new role.

 

The Ongoing Journey Towards Gender Equality in Europe

The World Economic Forum’s 2022 Global Gender Gap Report paints a picture of a European landscape where gender equality currently stands at 76.6%, showing only a modest annual improvement of 0.2%. Shockingly, it is estimated to take six decades to fully close this gap. Leading the charge in this endeavor are countries like Iceland, Finland, and Norway, while others such as Romania, Cyprus, and Greece are lagging behind. Notable progress is being made by Albania, Iceland, and Luxembourg.

When assessing economic gender equality in Europe, the continent ranks third, having closed 70.2% of the gender gap.

Encouragingly, nine nations, including Hungary, Luxembourg, and France, have made commendable strides. Sweden, Latvia, and Iceland lead this movement, with North Macedonia, Italy, and Bosnia and Herzegovina striving to catch up.

Fair Hiring with Competency-Based Recruitment

Recent research highlights that women can excel in tech roles without needing the same qualifications as men. Competency-based recruitment, which focuses on skills rather than formal credentials, can reduce gender imbalances in tech and create a more diverse workforce. For instance, consider a tech company hiring a software engineer. Instead of strict degree and experience requirements, they assess candidates based on specific job-related skills, fostering inclusivity and talent diversity

Nurturing inclusive networks

Creating supportive networks for women in tech is essential for their professional growth.

These networks offer mentorship, support, and career opportunities.

Tech companies build them by encouraging participation, providing resources, and backing gender diversity events.  Organizations like AnitaB.org, Google Women Techmakers, and Microsoft Women in Cloud lead with global events and scholarships. Companies like Salesforce, Facebook, and LinkedIn focus on networking, leadership development, and mentorship for women in tech. 
women in tech

Nonprofits like Women Who Code and platforms like Tech Ladies connect women with job opportunities and resources, all contributing to an environment where women can thrive in tech careers. 

In summary, solving gender disparities in the tech sector involves pursuing several key objectives. The data surveys underscore the necessity of cultivating an inclusive culture, offering flexible work alternatives, ensuring pay parity, endorsing competency-based hiring, and establishing inclusive networks. By proactively addressing gender imbalances and responding to women’s preferences, tech companies can create a more inclusive and diverse environment.

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Success at Tesla: What sets the best candidates apart

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Achieving this mission depends on putting together a team of people who are dedicated and really good at what they do. Over the past ten years, Mr. Tesla Thomas, who goes by @MrTeslaTom on X (formerly known as Twitter) and works as a hiring manager at Tesla, has interviewed and hired lots of people.

From his extensive experience, he’s figured out some important qualities that help people do well at Tesla.

Whether you dream of working at Tesla or you’re just curious about how one of the world’s most innovative companies operates, let’s explore the special qualities that make high-achievers stand out at Tesla.

Insights from Tesla Thomas:

  1. They were genuinely aligned with Tesla’s mission.

    It really helps to feel part of the mission. The environment at Tesla is simply too fast-paced to just “chug along”. Of course, if you get hired, finding your own balance is also critical. Working at Tesla can be a lot, but having that fire in your belly really helps.

  2. They applied for a position they actually wanted.

    I saw it so many times over 10 years. MBAs applying for an entry level job, not to do the job, but to “get their foot in the door”. There was a one year minimum in the job before promotion or internal move at Tesla and these candidates were generally unhappy after weeks in the job. We stopped hiring them after a little while.

  3. Do your homework

    Sounds simple, but they’d read Tesla’s website (many times) before their interview rounds. There is so much information out there and it is condensed on Tesla’s website.

    It was painful, when talking to a candidate who didn’t know basic product information or current events around what was happening at Tesla.

    That’s not to say they wouldn’t have done a good job, but the competition is so steep, we had to filter those candidates out.

  4. Hot-Tip

    prepare some examples of your past achievements or obstacles you’ve overcome using the STAR method (Situation – Task – Action – Result). This will help you stay succinct in your interview. Thank me later.

  5. Thriving in a mission-driven culture

    The best candidates thrived in a mission-oriented meritocracy, where performance isn’t left to chance. They’re aligned with the mission and they do measurable work. Tesla is a place, where you can really thrive as a top performer.

  6. Mastering key performance indicators

    The P&D numbers that Tesla publishes at the end of every quarter are caused by thousands of employees, hundreds of teams and senior managers all making their individual targets. KPIs (Key Performance Indicators) are tracked throughout the quarter. The emphasis on each KPI changes throughout the quarter. Once in the job, the best performers paced themselves throughout the quarter and had defined what part of their own behaviour was causing a positive influence on their KPIs. Then they did more of it.

  7. Email etiquette at Tesla

    They didn’t e-mail Elon in their first week. OK, kind of a joke here, but yeah don’t email Elon to suggest Supercharger locations. If it’s something safety or company critical fair enough, but in reality there are a hundred people in the company that can solve your problem, other than Elon.

  8. Self-motivation and mastery

    They were self-motivated and made it their business to know their job inside out. Again I had people without a degree in my team who made it to Senior Manager because they were curious and had a savage work ethic and I had others with a Masters degree, who couldn’t make it to work on time..and of course everything in between.

  9. Embracing teamwork

    They were team players. Generally everyone had a day, sometimes weeks or even longer, where for whatever reason, their performance dipped. Most noticed this themselves, but if you’re part of the team, your team-mates will help you get back on your feet. Be a team player.

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Meet Mona: she conducts 2,000 job interviews per day

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In the Netherlands, there is a similar personality named Scotty, who can potentially call up to half a million candidates per hour for pre-screening. Mona can be considered a smart sister in like terms. Born in Saarbrücken, Germany, Mona is fluent in 25 languages and has conducted approximately 20,000 job interviews, each lasting 20 minutes, in recent months.  

She has made more than 25,000 calls and sent over 75,000 emails, all fully automated. These achievements have garnered interest from some of the world’s largest employment agencies, with some already partnering with Mona. 

Mona-ai

Mona is the ideal recruiter that employment agencies seek, says 24-year-old founder Felix Adam, who will introduce her in the Netherlands next month during the AI and Recruitment Annual Conference. From searching for applicants and coordinating appointments to even handling contracts, Mona does it all instantly. 

Our advanced artificial intelligence analyzes vast amounts of data in real-time and provides accurate insights to support decision-making,” said Adam. 

The Journey Began in Biohacking 

When Felix Adam started his company last year, he initially focused on biohacking. At that time, Mona helped users lead a healthy lifestyle and improve their health. However, he gradually discovered an even more interesting area: recruitment, a sector in which he had been working for some time and saw opportunities for greater efficiency. He then taught Mona how to automate her work in this field. Teamblid_Felix-1-

‘Next-level temporary work,’ Adam calls it. ‘We are convinced that an individual approach and personal attention are the keys to success. So, we use innovative technology to provide our clients and candidates with an exceptionally personalized experience.” 

Mona’s Packed Agenda 

Mona now has a packed schedule. In addition to her busy recruitment work, where she now averages around 500 job interviews per day, she also finds time to attend various trade fairs. She recently participated in the iGZ Marketing & Recruiting Summit in Hamburg and visited Zukunft Personal, the major HR tech fair in Germany. This week she made an appearance at StaffingPRO in Wiesbaden. She will soon travel to Hoofddorp, where you can meet her at the HeadFirst building. 

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ATS reduces candidate traffic from Google for Jobs

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In recent years, Google for Jobs has emerged as a game-changer in the recruitment and job-seeking landscape. For recruitment marketing professionals, Google for Jobs offers an enticing proposition: the promise of high-quality, accessible, and organic job seeker traffic. The method is simple: adhere to specific Google for Jobs rules, optimize job listings with schema, and watch as Google directs candidates to your job postings.

Historically, when a job seeker searched for a position on Google, the search engine displayed a list of links to websites hosting job listings. However, Google for Jobs has significantly evolved from this basic concept. Now, when you search for jobs, it dynamically identifies your location and provides you with job listings, eliminating the need to navigate numerous websites.

Google for Jobs

But the algorithm changed even more as job boards and numerous websites continue fighting for a top spot on Google for Jobs.

Company websites struggle for visibility

A critical factor in the success of Google for Jobs (Gfj) is the domain ranking of the websites hosting job listings. Websites with high domain rankings enjoy considerable traffic from Google for Jobs. In this case, technical SEO plays a crucial role in driving traffic.

Now, more job boards have gained visibility compared to company websites, while the basic Idea of Google for Jobs was that direct traffic to company websites would gain because of higher quality of the vacancies. That promise was maybe not that relevant, because data from the talent intelligence platform Giant reveals that active job seekers chose job boards over company websites in their search.

Company websites are very relevant when there is a strong employer brand.

When there is a pre-existing connection between a candidate and the company, it brings qualitative traffic that improves the websites rank on Google for Jobs. Such traffic can come for example from automation, sourcing, recruitment marketing and referrals.

Google for Jobs empowered Indeed instead of killing Indeed

On the other hand, job boards continue to score better on quantitative traffic and experience higher visibility. Indeed’s swift rise to dominance on Google for Jobs was due to its high domain ranking and aggressive approach to refreshing job listings. While other websites often update listings once every 24 hours, Indeed’s rapid feed updates kept them prominent.

However, gaining visibility can be exceptionally challenging for newcomers or job boards aggregating job listings from other sources (such as Appcast or Zip Recruiter). They’ll need to build a high domain ranking, get their listings indexed before receiving maximum traffic, particularly in the competitive job market.

Less applicants from GfJ for employers with a complex ATS system

There are two key reasons behind the difficulty company websites face in getting indexed on Google for Jobs. First, Google has introduced E-A-T rules (Expertise, Authoritativeness, Trustworthiness) that emphasize content quality. Websites without any content other than job listings often struggle to gain visibility. Second, Google pays close attention to user behaviour. It tracks clicks and knows where users prefer to visit. It is less likely to direct traffic to questionable or untrustworthy websites. As a result, the combination of content quality and user experience can significantly impact a website’s performance on Google for Jobs.

Recently, Gfj is placing more preference on user experience over original content. Traditionally, original content, such as corporate career sites, should receive greater weight, but the current reality is quite different. Job boards with superior application flows have come to dominate. Some job boards offer a seamless application process, while many corporate career sites have complicated and time-consuming procedures based on usage of their ATS-s like Succesfactors, Workday, Taleo or Icims.

Moreover, a better experience encourages more job applications and benefits Google for Jobs by attracting more users to its platform. Instead, the recruitment industry’s moves to create more complex applicant tracking systems  has been a contentious point in the Google for Jobs ecosystem. The ATS application process has become complex and often frustrating to job seekers. In many cases, applicants find the ATS process on corporate sites time-consuming and challenging, leading them to opt for job boards with more straightforward application flows. As a result, the dominance of job boards continues to grow. For websites to gain better visibility, they need to emphasize ease of use.

This article was inspired by a conversation with on Alexander Chukovski on the Chad & Cheese Podcast

 

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