In today's digital age, software engineering has become an integral part of many industries and companies. For example, the U.S. Bureau of Labor Statistics has found that software developers are expected to see the third-largest increase in jobs of any occupation over the 2021-31 decade.
As a result, recruiters and HR managers are often tasked with finding and hiring skilled software engineers to fill critical roles within their companies. However, that field is complex and constantly evolving, with a wide range of technical terms and jargon that may be unfamiliar to those outside of the industry.
By familiarising themselves with software engineering concepts and terminology, recruiters and HR managers can more effectively navigate the ever-changing landscape of software engineering, properly identify and evaluate suitably skilled candidates who can drive success for the business.
It's no secret that the job market is still largely dominated by males, as evidenced by employee diversity data from the Fortune 500 companies (which make up about 2/3 of the US economy). According to Deloitte, only 27% of Fortune 500 board members are women (including both white and minority women). And only one in six of the Fortune 500 publish annual DE&I reports to commit to progress, and to hold themselves publicly accountable.
While there’s no single reason why this imbalance continues to exist, one factor is clearly present: The language used on job descriptions tends to appeal more to men than women. So what can be done about this problem? Well, one great way would be to stop using gendered language altogether! And even though we're not saying you should never use pronouns like "she" or "he", it’s important to consider how your job description might read differently depending on who you're trying to attract as candidates.
The method above can be classified as being inclusive, a term that’s actually a buzzword which has been around for a while, but its meaning has evolved over time. In the past few years, it's become synonymous with being open-minded and accepting of others, including those who are different from you.
In today's modern workplace, it can be difficult to find ways to incorporate this type of thinking into your hiring process – especially since most job descriptions are so rigidly structured around specific requirements (and even then, those requirements may not always be met). When you're writing a job description, it's important to remember that your goal is to attract candidates with diverse backgrounds and experiences. A well-written job description will help you do this by focusing on the skills and abilities needed for the position, and there are ways to make sure that your job ads are truly inclusive, which we’ve covered the top tips for you below.
As we’ve mentioned above, choosing to use words that can be interpreted as gender-neutral language in your descriptions is a surefire way to ensure that you're creating an inclusive environment. Additionally, you’d be able to reach a broader and more balanced selection of applicants, as proven by studies which found that job ads with gender neutral terms see an increase in the likelihood of hiring more diverse teams, up to 46% when hiring women.
As such, avoid using gender-specific pronouns, like the conventional “he” or she”. Instead, use words like “they”, or make sure all jobs are open to applicants of any gender by using "and/or" when listing qualifications or requirements for the position. You can even word your job ads to sound like they’re speaking directly to the candidate.
Instead of writing “He will design, code, test, and implement our solutions” for the position of a Software Engineer, putting “You will design, code, text, and implement our solutions” ensures that jobseekers don’t get the impression that the role is geared towards males only.
You can also choose to use gender-neutral job titles to entice candidates to click in and read the rest of your job posting. Try substituting words like “fireman”, “foreman”, and “Chairman” with words like “firefighter”, “supervisor/manager”, and “Chairperson”.
It may seem obvious that you should steer clear of any form of bias when creating an inclusive job ad. However, it's easy to fall into this trap unknowingly, since any one of them can be unconsciously implied when creating a list of qualifications based on previous experience working in similar industries.
Take, for example, racial bias that refers to a set of attitudes or beliefs that one race is superior or inferior to another. It can appear in formerly-popular phrases like “blacklist” (defined as a collection of entities that are blocked from communicating with or logging into a computer, site, or network), “brown bag session/lunch” (referring to informal business meetings or training sessions usually held in an office setting during lunchtime), and “cakewalk” (which means a surprisingly easy task). They’re now being replaced with words like “reject/block list”, “lunch and learn”, and “walk in the park”, respectively.
Whereas for an affinity bias, it comes to light when a recruiter or hiring manager creates a job description that favours a particular group of job seekers, simply because they have a similar background. This can be anything from the candidate’s grade point average (GPA), to the tertiary education institution or club membership. Here’s an example of a GPA bias in a job description for an intern in Cybersecurity, which isn’t an accurate measure of someone’s knowledge: “Junior or senior level student currently enrolled in an accredited college or university, must have at least a 3.0 GPA”.
Finally, in today’s rapidly digitalising world, the demand for “digital natives” (a term which may limit or exclude applicants who weren’t born into the age of the internet) is seeing an uptick as well. It’s why recruiters and hiring managers should recognise the experience bias and ageism in job descriptions, when and if they do occur. You can replace it with an inclusive alternative, choosing to rework the sentence to refer to the actual requirement, in a way that doesn’t imply that the ideal candidate should be under 30 years of age. For example, “Bonus points if you have technology skills or knowledge in social media”.
When writing a job description, it's important to be clear about what you're looking for. The best way to do this is by emphasising that you're looking for more than just a candidate; you want the right person who will fit into your team, gel well with the company culture, and contribute positively from day one.
Refrain from having the outdated mindset that there’s a “perfect” candidate for every role, as this will not only disregard the individual’s ability to learn new skills and adopt knowledge as they go along, it also hints that the person will not be able to adapt to a new environment. Rather, understand that whatever skills or “must-haves” you choose to list in the job description are able to be picked up while the candidate is in the role. But, if you’d still like to highlight certain essential skills, you can soften the sentence with language like “familiarity with”, “bonus points for”, or “if you have any combination of these”.
In the case of inclusivity, focusing too heavily on requirements or necessary skills/experience can alienate top candidates. In fact, research has shown that women feel they need to meet 100% of the listed job requirements before applying, while men often have no qualms in submitting their applications after meeting only 60% of the requirements.
When writing job descriptions, it's important to use the right language that reflects the type of candidates you want to see apply for the role. Firstly, your choice of words might cause candidates to experience a lack of confidence in applying, due to the intimidating language or ambiguity surrounding the job requirements.
For example, by using adjectives such as 'energetic', 'fast-paced', or '110% commitment', it may suggest that your company is seeking a young employee with fewer obligations who can work extended hours. This could potentially indicate a lack of consideration for individuals with families, or a disregard for a healthy work-life balance. To promote inclusivity, your job description should cater to individuals of all ages, marital statuses, and parental backgrounds.
It’s also important to avoid using buzzwords and jargon when coming up with a job description. In an online discussion exercise by Rutgers University to find out primary concerns regarding job descriptions, more than 60% of the respondents cited vagueness as their top issue when reviewing job postings.
Some participants felt that job descriptions contained an excessive amount of detail, especially those filled with company jargon and buzzwords, which detracted from the personal aspect of the application process. Examples of jargon, buzzwords, and cliches include terms like ‘ninja’, ‘guru’, ‘rockstar’, ‘game changer’, ‘self-starter’, ‘wizard’, ‘disruptor’, and ‘hacker’.
It’s true that most industries possess their own unique terminologies, which experienced employees learn through on-the-job experience. However, job descriptions that are laden with corporate language can actually be one of the biggest barriers and discourage talented prospective applicants, particularly recent graduates or those who are re-entering the workforce or switching careers. As such, aim for more universal wording, like “pays attention to details” or “personable with customers”.
To attract qualified and talented disabled workers, job descriptions should mention reasonable accommodations, such as flexible hours or telework policies. Avoid using language in the description that could discourage job seekers with disabilities from applying, and clearly state how disability is supported in the workplace.
Remember, it's important to focus on how a requirement needs to be accomplished, rather than simply what needs to be done. For instance, a job that requires constant movement throughout an office shouldn't be limited to ‘walking’, since that would exclude someone who uses a wheelchair. The job description should convey that the workplace welcomes and values all candidates, with phrasing such as "ability to complete tasks with or without reasonable accommodations". Additionally, instead of writing "access to your own vehicle isn’t always necessary", the description should state "access to reliable transportation", which is more inclusive to people with disabilities.
Refer to the chart below by Monster, which shows that the removal of “how” a requirement is met (i.e. the “how this is accomplished”) in favour of stating what needs to be accomplished can make a significant difference:
| Discriminatory Language | More Inclusive Language |
| Must be able to lift 50 pounds | Moves equipment weighing up to 50 pounds |
| Seeking able-bodied individual | [No replacement. Avoid it completely.] |
| Bending and crouching under desks to install equipment | Positions self to install equipment, including under desks |
| Must be able to stand for entire shift | Must be able to remain in a stationary position during shift |
| Talks to students about their financial concerns | Communicates with students about their financial concerns |
| Walks throughout the building to access files | Moves throughout the building to access files |
| This role requires visually inspecting sites for safety | This role requires inspection of sites to detect safety concerns |
If your company is actively working to create a more welcoming and non-discriminatory workplace, it's worth mentioning this in your job descriptions. This will make it clear that your company is an Equal Opportunity Employer, dedicated to fostering a diverse and inclusive culture, and committed to avoiding discrimination against candidates and employees based on protected characteristics such as:
You might also want to mention specific inclusion-related initiatives your company has undertaken, such as employee resource groups or mentorship programmes for women and people of colour. Including a simple invitation for underrepresented groups to apply, or requesting applicants to let you know if they require accommodations, can be particularly impactful.
In fact, research has shown that inclusive job descriptions that go beyond the standard equal opportunity statement will be able to fill their open positions, on average, 10% faster across all demographic groups than those that do not. However, it's important to ensure that your job description's language consistently aligns with your commitment to inclusion. Candidates will only believe your company is inclusive if your job description reflects this through its tone and phrasing.
Here’s a good sample from Johnson & Johnson, who their own comprehensive DEI (Diversity, Equity, and Inclusion) policy:
| Our Vision Be yourself, change the world. Our vision at Johnson & Johnson is for every person to use their unique experiences and backgrounds together – to spark solutions that create a better, healthier world. |
| Our Mission Make diversity, equity, and inclusion how we work every day. Our mission is to make diversity, equity, and inclusion our way of doing business. We will advance our culture of belonging where open hearts and minds combine to unleash the potential of the brilliant mix of people in every corner of Johnson & Johnson. We will create equity by tailoring tools and resources to meet individual needs, and by continuously improving our systems and processes so everyone has the opportunity to reach their full potential. |
Your company’s culture is your brand. And, if you want to attract and retain the best talent, you need to create a culture that supports diversity and inclusion. You can do this by creating a workplace where everyone feels comfortable being themselves, and has equal access to opportunities. To ensure you start on the right foot, it’s important to pay attention to the job descriptions to ensure they’re inclusive and appeal to underrepresented candidates, by constantly evolving and improving them.
One way to do this is by sending drafts of the job description to underrepresented talent on the teams you're hiring for, and asking for their suggestions. Ask them if the job description would give them the impression that they’d be welcome on their own team. However, it's important to be clear that this is only if they're willing to give feedback, because overburdening employees who are underrepresented can go against the entire diversity initiative.
By taking note of these elements and incorporating them into other job descriptions, you can better attract underrepresented candidates, and help them feel welcome in your company. This ongoing process of seeking feedback and making changes will help ensure that your job descriptions are effective in attracting a diverse range of candidates. It also makes your company more attractive to employees, who are more likely to stay in their positions if they feel their identity is valued and respected by their employer.
In the end, inclusive job descriptions are not only good for business, but also a great way to attract a diverse pool of applicants, and ensure that you're hiring the right person for the role. Case in point is a LinkedIn report which found that women are proven to be more selective when they apply for jobs. They tend to screen themselves out of the conversation, and submit fewer job applications than men. And yet, studies have highlighted the positive impact of employing women, particularly for leadership positions, on the success of businesses. For instance, companies in California with the highest percentage of women executives and board members had significantly higher median returns on assets and equity, at least 74% higher than among the overall group.
Thus, by making sure that you use the right language and carefully choosing the words, you can show how much your company values diversity. Inclusive job descriptions will also help promote an environment where candidates from all backgrounds feel comfortable applying for positions at your company – which means more people from underrepresented groups will have access to opportunities they otherwise wouldn't have had!
What are some of the indicators of a successful candidate experience? Consistent communication that focuses on quality, is one. In a study that looked at the recruiter-candidate experience, it was found that 47% of the talent who were surveyed said that “great communication, including prompt feedback and follow-ups” made for a positive candidate experience.
While it’s easier to use methods like phone calls, text apps, or in-person meetings to keep in contact with candidates – especially those you’re interested in – there’s also emails to consider. But, there’s an art to using email, especially if you want to come across as clear and concise; there’s nothing worse than a recruiter blasting out emails which are long-winded and irrelevant.
In fact, a survey found that a large number of jobseekers would be more willing to take positive action if they had a clear and consistent hiring process – 80% would apply to the company again, 78% would accept the job offer, while 60% would tell others to apply to the company. Using templates ensures that all candidates receive the same information, and are treated in a consistent manner, which can help build a positive candidate experience and improve the reputation of the company.
That’s why we've assembled a list of the 25 most popular email templates for you to refer and use, so that you can continue to consistently reach out to top talent, keeping you ahead of your competitors.
By following these tips, recruiters can quickly write clear and concise emails that not only effectively communicate the message, it’ll encourage the candidate to take action.
A clear and descriptive subject line will help the email stand out in the candidate's inbox and give them a quick understanding of what the email is about. This is particularly important in a busy inbox, as it can help ensure the candidate opens and reads the email. The subject line should be short, to the point, and accurately reflect the content of the email.
Personalising the email by using the candidate's name and mentioning specific details about their background or qualifications shows that you have taken the time to review their information and make a personalised connection. This can help establish a positive relationship with the candidate and improve their impression of the company.
A lengthy introduction or elaborate explanation is unlikely to hold the candidate's attention, so it's important to get straight to the purpose of the email. State the main message and the desired outcome clearly and concisely, using simple and easy-to-understand language.
Explain why the candidate should be interested in the opportunity and what sets your company apart from others. This could include details about company culture, benefits, or opportunities for growth and development. Highlighting the benefits can help motivate the candidate to take action and show interest in the opportunity.
Let the candidate know what the next steps are and what you expect from them. This could be scheduling a call, sending over additional information, or completing an application. By including a clear call-to-action, you can help the candidate understand what is expected of them and make it easier for them to take action.
Before sending the email, take the time to double-check for grammatical errors, spelling mistakes, and clarity. A well-written and professional email will help establish a positive first impression and maintain a level of professionalism throughout the recruitment process.
Use a professional tone throughout the email to maintain a level of professionalism, but it’s best to also remain approachable in order to establish a positive first impression. This can include avoiding overly casual language, abbreviations, and emoticons. A professional tone can help communicate the level of importance the company places on the recruitment process and the opportunity being offered.
Using email templates can save recruiters a significant amount of time. The average professional spends more than 5 hours of their work day reading and answering emails, according to a survey by Adobe. By using templates, recruiters can reduce the time spent crafting each individual email, allowing them to focus on other tasks and increase their overall productivity.
Consistent messaging and tone can help create a more positive candidate experience. Research has shown that a whopping amount of job seekers (81%) prefer employers who have a clear and consistent communication process, as it would greatly improve their overall experience as well as allow them to have a more positive view of the company. Using templates ensures that all candidates receive the same information and are treated in a consistent manner, which can help build a positive candidate experience and improve the reputation of the company.
As the number of candidates being considered increases, it becomes more difficult to manage the volume of emails being sent. Templates can help automate the recruitment process, enabling recruiters to handle a larger volume of candidates more efficiently. This can be particularly important for companies that are growing rapidly or that have a high volume of recruitment needs.
Email templates can be tailored to fit the specific needs of each role or company. For example, a template for a technical role might include information about the specific technology stack the company is using, while a template for a sales role might include information about the company's sales process. By customising templates, recruiters can ensure that the right information is being communicated to the candidate and that the recruitment process is tailored to the specific needs of the company.
The candidate experience is important, and that’s not only because 65% of candidates say a bad interview experience makes them lose interest in the job. It’s also a major component of employer branding: How companies treat their employees can define their brand and reputation for years to come. Who wouldn't want to streamline the entire recruitment process so that it not only saves time and ensures the company's brand consistency, it also improves the candidate experience and minimises disruption? They're so easy for anyone from companies of all sizes to adopt, so it's time for recruiters to start using email templates and enjoy these benefits!
Where companies once used traditional methods of executing everything manually, their human resources (HR) personnel were bogged down with hours of tedious but essential admin work. These processes can be time-consuming, cumbersome, and laborious because they’re all compliance-driven.
Now, with the premium on top talent in today’s highly competitive job market, HR has moved from a backend administration role to a frontline strategic function. Which can only mean one thing: A greater pressure on them to perform well in their employee management and candidate experience.
Enter HR tools, which are the wide range of technological solutions that help companies manage their day-to-day HR activities effectively, while also achieving improved efficiency. In a survey carried out to determine the opportunities present for HR tech to grow, it was found that 58% of HR professionals used three or less tech tools.
So, while it’s true that HR teams now utilise some of the more common tools in their day-to-day tasks, there’s still plenty of room for further adoption. Let’s face it, without them, your company will be lagging, and that’s going to cost you when it comes to attracting and retaining the best talent.
Without further ado, let’s take a closer look at some of the essential HR tools that your company should be implementing in 2023, and beyond!
The HRIS is essentially a software solution that’s used to collect, store, manage, and process data on a company’s employees, as well as its policies and procedures. As a software that performs various functions in order to streamline and support HR tasks, as well as help manage their processes, here are some of its everyday uses:
A HRIS is important for companies because it provides several benefits, such as:
| Recommended Human Resources Information Systems | Price |
| 1) Workday | Prefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts at USD99 per user/month. |
| 2) SAP SuccessFactors | Tiered pricing for annual subscriptions starts at USD85 per employee for companies with up to 100 employees (about USD8 per employee/month), and drops from there depending upon the size of the user base. |
| 3) ADP Workforce Now | Prefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts at USD62/month, though the average business should expect to spend a lot more than that. |
| 4) Oracle HCM Cloud | Consists of three pricing editions; Help Desk (USD4 per employee/month), Talent Management (USD10 per employee/month), and Global HR (USD15 per employee/month). |
| 5) UKG Pro | Prefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts from USD600 per year for every five users. |
Employee Onboarding software is a tool that automates and streamlines the process of introducing new hires to a company, covering tasks such as orientation, paperwork, and training. This is to help new hires get up to speed quickly and efficiently, improving their overall experience and reducing the time it takes to become fully productive. Some of the functions include:
An Employee Onboarding software is important because of several benefits, including:
| Recommended Employee Onboarding Softwares | Price |
| 1) BambooHR | BambooHR charges on a monthly or quarterly subscription basis, costing between USD6 and USD12 per employee/month. As a company's employee count rises, BambooHR pricing will decrease with volume. |
| 2) Lever | Prefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts from USD300 a month for a company of up to 10 people. |
| 3) JazzHR | Consists of three pricing editions; Hero at USD49/month (when billed annually), Plus at USD239/month (on an annual plan), and Pro at USD359/month (on an annual plan). |
| 4) iCIMS | Pricing is based on the number of users, number of products, and integration with any iCIMS partners, where the paid version starts at USD1,700/month. |
| 5) Workable | Consists of three pricing editions; Paygo at USD129/month (pay per job), Standard at USD299/month (pay upfront, commit annually), and Premier at USD599/month ((pay upfront, commit annually). |
A Performance Management System supports companies in evaluating and managing performance appraisal, goal setting, feedback, and continuous performance tracking. Companies are thus able to improve performance, align employee goals with business objectives, and make data-driven decisions about employee development and compensation. This software can perform the following functions:
Companies should consider a Performance Management System because of benefits like:
| Recommended Performance Management System | Price |
| 1) 15Five | Consists of four pricing editions; Engage at USD4 per user/month (billed annually), Perform at USD8 per user/month (billed annually), Focus at USD8 per user/month (billed annually), and Total Platform at USD14 per user/month (billed annually). |
| 2) JazzHR | Consists of three pricing editions; Hero at USD49/month (when billed annually), Plus at USD239/month (on an annual plan), and Pro at USD359/month (on an annual plan). |
| 3) Reflektive | Costs USD7,500 flat rate, and is a subscription-based software package. |
| 4) Lattice | Consists of a main pricing edition with optional add-ons; Performance Management + OKRs & Goals (USD11 per person/month), Engagement (additional USD$4 person/month), Grow (additional USD4 person/month), and Compensation (additional USD6 person/month). |
| 5) Culture Amp | Consists of three pricing editions; Engage (from USD5 per person/month), Perform (from USD11 per person/month), and Develop (from USD4 per person/month). |
This software is a tool that enables companies to track, manage, and report on employee time and attendance. It automates the process of recording employee hours, making it easier for companies to ensure compliance with labour laws. Furthermore, it improves accuracy, reduces administrative burden, and provides valuable insights into workforce utilisation. The following are just some of its functions:
This software is able to provide companies with several benefits, such as:
| Recommended Time And Attendance Tracking Softwares | Price |
| 1) QuickBooks | Consists of four pricing editions; Simple Start (USD15/month), Essentials (USD27.50/month), Plus (USD42.50/month), Advanced (USD100/month). |
| 2) When I Work | Consists of two pricing editions; Standard (USD2.50 per user/month), and Advanced (USD6.00 per user/month), with optional add-ons available for both plans. |
| 3) Homebase | Price: Consists of three pricing editions; Essentials (USD20 per location/month), Plus (USD48 per location/month), and All In One (USD80 per location/month). |
| 4) Deputy | Price: Consists of three pricing editions; Scheduling (USD3.50 per user/month billed monthly), Time & Attendance (USD3.50 per user/month billed monthly), and Premium (USD4.90 per user/month billed monthly). |
| 5) Bitrix24 | Price: Consists of four pricing editions; Basic at USD61/month (five users), Standard at USD124/month (50 users), Professional at USD249/month (100 users), and Enterprise from USD499/month (from 250 users). |
This is a tool that automates the administration and management of employee benefits programmes, by streamlining the process of enrolling in and managing benefits, thus simplifying the process for both employees and HR teams. The goal is to reduce administrative burden, improve the accuracy of benefits data, and enhance the employee experience. Here are just some of the functions to expect:
It’s important for companies to consider this software because it provides several benefits, including:
| Recommended Employee Benefits Management Systems | Price |
| 1) Zenefits | Price: Starting off with a base plan at USD10 per employee/month, companies can choose to add-on further features which is the Growth plan at USD20 per employee/month or the Zen plan at USD27 per employee/month. |
| 2) Gusto | Price: Consists of three pricing editions; Simple at USD40/month (plus USD6 per person/month), Plus at USD60/month (plus USD9 per person/month), and Premium which is tailored to each company’s individual needs. |
| 3) Benefitfocus | Price: Costs USD2-USD4 per user/month, depending on whether you get the base features or the full product stack. |
| 4) ADP TotalSource | Price: Prefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts at around USD85 per employee. |
| 5) Paychex Flex | Price: The introductory plan (Paychex Flex Essentials) costs USD39/month plus USD5 per employee. |
A Learning Management System (LMS) is a software application that facilitates the administration, delivery, and tracking of educational courses or training programmes. It provides an efficient and effective way to manage and deliver learning content as well as track employee progress and achievement. This software can perform the following functions:
It’s important for your company to consider this software for its benefits like:
| Recommended Learning Management Systems | Price |
| 1) TalentLMS | Consists of four pricing editions; Starter at USD69/month (billed yearly), Basic at USD149/month (billed yearly), Plus at USD279/month (billed yearly), and Premium at USD459/month (billed yearly). |
| 2) Docebo | Two types of flexible plans available – Growth and Enterprise – with a subscription-based pricing model that’s based on the number of active users per month. |
| 3) Talent LMS | Consists of five pricing editions; Starter at USD69/month (billed yearly, up to 40 users), Basic at USD149/month (billed yearly, up to 100 users), Plus at USD279/month (billed yearly, up to 500 users), Premium at USD459/month (billed yearly, up to 1,000 users), and Enterprise which requires a custom pricing but allows for more than 1,000 users. |
| 4) SAP Litmos | Starts from USD6 per user/month (for 150 to 500 active learners), the SAP Litmos Pro subscription needs at least 150 active learners. Larger companies get a better deal (for 501 to 1,000 active learners) since the cost is USD4 per user/month. |
| 5) Absorb LMS | Small businesses can purchase an Absorb LMS licensing fee for USD800/month plus a 12-month user fee of USD16 per active user. Hosted pricing starts at USD1,350/month (or USD14,500/year) for up to 500 users. It's USD4,850 per month (or USD52,380 per year) for up to 5,000 users, and USD8,850 per month (or USD95,580 per year) for up to 17,500. |
HR teams face the increasingly difficult challenge of attracting top talent to their companies, and retaining current employees. This involves understanding the current job market and competition for talent, as well as developing the necessary strategies to attract and retain employees. Additionally, they'd also need to ensure that employees are engaged and satisfied with their work, which is essential for improving productivity and reducing turnover. This involves regularly surveying employees to gauge their satisfaction, including helping employees grow and develop in their careers.
What better way to do all of the above than to start adopting HR tech in order to help your HR team automate previously-tedious processes as much as possible, including using data to take advantage of better people skills. If you're looking for that edge above your competitors, this list of must-have tools will allow a crucial shift of your HR's focus from administrative to strategic, which will then completely change the role of the HR team (in a much-needed way!) within the business operations as a whole.
Hiring is a challenge for most businesses. It's more than just finding new employees, or the onboarding and training process. Did you know that only a handful of companies take less than a month for their typical time-to-hire? The remainder will see the length of their own hiring process fall anywhere between one to four months!
The time it takes to hire just one person can have a significant impact on a company’s bottom line, especially if they're competing with other companies for the top talent. For example, a study by HackerRank found that the time-to-hire rates can reach up to 45 days for tech and digital roles at large companies. Translation: That's 45 days of lost productivity, wasted money on advertising/job boards, or both!
You see, recruiters and/or hiring managers spend a lot of time making sure that the candidates are suitably qualified for the position, there aren't any red flags, and that he/she will be a good fit for the company culture, among other steps. This can be challenging when you have limited resources, and hundreds (or even thousands!) of applicants for each open role. Added to that is the great pressure to hire quickly, so that they can fill open roles faster than their competitors do. They also want to make sure they're hiring only the best; if they don't get it right, they'll lose out on valuable talent (and money).
Here's another thing to consider: Most hiring managers don't have that much of a budget to work with (unless you’re working for a mega corporation). In fact, according to research carried out by HR software company Personio, 55% of HR managers have either had their budgets already slashed, or are expecting them to be slashed in the coming months, as businesses prune their budgets in preparation to face a potential global financial crash.
So how can hiring managers find great candidates for their open roles? And how can they speed up this process so they don't lose out on valuable talent? In many cases, you can bring your time-to-hire down significantly if you follow some simple strategies. But first…
The term 'time-to-hire' (TTH) refers to the measure of how long it takes to close one position, which starts from posting the available job role, right up until the day you make an offer.
Hiring is a crucial performance pointer for HR teams. A short TTH shows that your team is well-organised and efficient in its process of recruiting, possesses good communication skills, plus having the ability to effectively handle both internal stakeholders and external candidates. In addition, it’s more likely that candidates will be satisfied with the level of treatment and candidate experience they receive during their applications.
Taking too long to fill the openings, or even making a bad hire, will be very costly in the long run. Research shows that even an average employee can cost a company around USD3,500, both direct and indirect. If you're wondering why this is so, it's important to note that there are various potentially high costs involved in the recruiting process, such as advertising the job role, the time cost of a recruiter (internal or external) in reviewing resumes and performing other relevant tasks, the time cost of the person conducting the interviews, background checks and screening, as well as various pre-employment assessment tests.
When you're looking at the number above, think about how much money would be lost if you needed to hire for more than one role, more so if the new employee(s) chooses not to stay after their probationary period; that's thousands of dollars and months of productivity lost!
There’s no “one-answer-fits-all” here, but it can be safely stated that the time taken by your company to hire one person is probably longer than you think!
According to one study, the average TTH in organisations around the world is 42 days – that’s just a little over two months! However, there are also many variables to be taken into consideration that can impact the TTH, such as location, industry, and qualification level of the candidate.
For example, some countries experience much longer times, like India with an average of 58 days. In comparison, the United States notes an average of 38 days, with Australia, Singapore, and Hong Kong looking at averages of 36 days, 30 days, and 29 days, respectively. The statistics also vary between industries: Software companies tend to have a quicker rate at about 36 days, whereas accounting and consulting firms take an average of 55 days.
The longest TTH occurs when businesses are not properly equipped to hire, or don't have a proper process in place to determine which candidates should move forward. It also happens when they have a shortage of quality candidates available (i.e., too many unsuitable applications), or if they don't know how long their decision making process will take, so they delay moving someone through until they've made up their mind. Other reasons include complexity around internal processes, or issues where there isn't enough information available on why some candidates aren't moving forward even though they've shown that they might be a good fit.
Uber, Airbnb, and Netflix are three companies that have a relatively short TTH. In fact, they're some of the fastest to hire on average, because they don't waste too much time on recruiting, interviewing, and processing candidates. Let's have a look at each one:
They utilise a simple five-step hiring process which first involves submitting an application online. The applicant would then go through two rounds of interviews (online or in-person) with a possible assessment, complete an extensive background check; undergo drug testing, and then having a final onsite follow-up meeting with a HR representative.
Airbnb's hiring process generally involves several stages which begins with filling out their online application form. If selected, you'll get invited to an in-person or virtual interview, by one or more recruiters at different times. You'd then need to attend a further interview for cultural fit to assess whether you align with Airbnb's core values; go through a technical assessment when invited back for another round of interviews; pass an extensive background check before being offered employment.
The hiring process at Netflix is simple yet effective – candidates must submit their online applications, then wait until they hear back regarding the next steps, which includes an initial screening and video interviewing, before getting invited for technical assessments. Candidates may also be interviewed by potential colleagues to evaluate their fit with the team and the company culture. The final step involves getting hired after passing the tests and an extensive background check successfully!
The faster you hire, the more time you have to focus on your company's core business. A quick hiring process also means that hiring managers will be able to evaluate candidates more thoroughly before making a final decision about who gets hired – and if there's anything about a candidate that isn't quite right for the position, it's easier to reject them without feeling too guilty or apologetic (which can leave both parties feeling awkward).
Who wouldn’t be happy when told: “You get to save money by cutting down on recruitment agency fees and other costs associated with hiring”? It's estimated that companies lose USD1 billion annually due to bad hires; by cutting down on how long it takes to make those hires, they could save themselves tonnes of money in reduced costs associated with mistakes and employee turnover.
There will always be other companies who are able to hire quicker than yours. If it takes too long for you to close on a candidate, there may be some top talent who will be lured away from under your nose. There's a term called 'salary cost' which you'd need to be aware of: If you wait too long, the candidate may receive a better counteroffer from your competition, resulting in a bidding war, thus increasing the salary cost.
A faster TTH will help you attract better candidates, because it means less wasted time in interviews, which will in turn show that people want to work at your company, and you’re able to respond efficiently. That translates into savings as well – you won't need as many recruiters or advertising dollars because of how quickly jobs are filled up after being posted online. Ultimately, you’ll have a greater peace of mind in knowing that they'll be more likely to say yes when you ask them if they want to come work for you.
A shorter hiring process can also improve your company's culture. As mentioned above, it will show that people are eager to work at your company – and they'll be even more excited once they're hired! This means that you'll be able to attract the top talent and get them on board faster.
Finally, a shorter TTH will help boost productivity by making sure there aren’t any gaps in the workforce when people leave for other jobs or retire. This means that you'll be able to get more done in less time, which will help them achieve their targets faster, and aid in making your employer brand stronger by showing how quickly things get done at your company. Did you also know that lost productivity cost businesses a shocking USD1.8 trillion every year?
The bottom-line: A shorter time-to-hire can help companies find quality candidates faster and save money. The quicker you can bring someone on board, the sooner they can start contributing to your company's bottom line.
This metric is also an effective way for management teams to measure how well their recruiting are performing. If a company consistently has longer than average time-to-hires for similar positions, this may indicate that there is a need for improvement in recruiting practices or onboarding processes. TTH can also be used as a proxy for quality of hiring process: If candidates tend to not accept offers quickly after being selected, or if they leave shortly after starting work, then this suggests that there may be issues with retention or performance expectations related back to recruitment efforts by managers who were involved in making those selections.
To sum up, your company's TTH involves several stages. It takes a long time to hire one person, and even longer to find the right fit, because the recruiter/hiring manager has to go through multiple steps before making a decision to offer or not on an employment contract. Which is why it's incredibly important to have the right people working together with you in order to help expedite everything, thus helping you save valuable resources. Enter GRIT Talent Platform, which not only cuts hiring time to 2-3 weeks on average and allows you to select from the active candidates database that’s growing 300% month-on-month, it also provides you with an automated interview scheduling and feedback feature to cut time spent on managing the recruiting process by 70% on average. The best part: It only costs USD999, which is a stark contrast from the four-figure amounts you would normally face in a typical cost per hire!
Join over 500 companies that are hiring (effectively and efficiently) with GRIT!
When it comes to hiring, you need to be thinking globally. Even more so in 2023, when the new norm is having colleagues from all over the world, and half of your company is probably working from home in their pyjamas! Now that it’s time to step up your recruiting efforts in doing your best to source and onboard new people, companies are still facing the same challenge – the struggle to find and retain top talent.
Which is why we’ll be talking about looking out for the four hiring trends in 2023 that may affect your business, and how to use them to get better results, with less time spent on hiring.
As the world continues to move away from traditional work schedules, remote work is becoming more popular. According to Gallup’s research, 56% of employees (that’s more than more than 70 million workers!) say that their job can be done working remotely from home. Remote workers are happier overall, more productive, and engage in better relationships with their co-workers (and even bosses!) than office-bound employees – simply because they can spend more time with friends and family.
This trend is only going to grow exponentially as millennials become the majority of the workforce; they’re already leading in this area, and they want it both ways – work remotely sometimes or even all the time, plus having flexible hours and schedules. Additionally, it's important to note that millennials aren't alone: The Gen Z (born between 1995-2014) also want flexible jobs so they can easily juggle personal commitments outside of work.
In fact, 65% of Gen Zers would consider leaving a job if they didn't have access to flexible hours or remote working options. One example of how remote and/or hybrid work is playing such an important role in today’s way of work is Apple Inc.’s employees, who fought back and issued a petition shortly after its senior leaders told employees that they had to return to the office for at least three days a week, arguing that staffers can do "exceptional work" from home. Whereas many major companies including Atlassian, Coinbase, Citigroup, McKinsey & Company, and Gusto are offering permanent remote- or hybrid-work options. So, companies that offer this kind of flexibility get ahead in attracting top talent by providing what these generations want the most: Flexibility!
It's important to invest in a digital interview guide, suitable tech assessment, and adequate trial period for each of your candidates. This will allow them to know in detail how the interview will be held, how they can prove themselves, and what to do when things go wrong.
“With all things being equal, hire for fit rather than skill, and run a hiring trial period,” said Mark Faggiano, CEO, TaxJar. He developed an interview process that contains specific steps to test for both skill and cultural fit – the ability to do great work in a 100% remote environment. “Though the process with the hiring manager is primarily skills testing, we’re looking as much for fit as dexterity, because we’ll take fit over skill all day long.”
After being selected, the candidate will have to go through a “Mutual Trial”, that lasts anywhere from 30 to 90 days. It allows both parties to figure out if they’re actually the right fit, or otherwise. Even though the candidate may have excelled in the interview, Faggiano understands that they need to prove they can excel in a 100% remote workplace.
“Can you walk the walk? Can you excel in the environment? How do you treat people? Are you someone that can deliver and work at the pace that we work at? Are you excited to get out of bed in the morning?” he quipped. You can also opt for remote teams that will work with you on a per-project basis, such as GRIT Squad, a distributed team of IT experts that supports growth initiatives and addresses the talent gap by providing remote IT services to digital native companies, tech startups, and SMEs. GRIT Squad offers bespoke solutions depending on each client’s needs, instead of a standard one-size-fits-all approach, thus allowing you to customise your very own team according to your budget. This personal touch is complemented by constant supervision, until each team or individual contributor is up and running.
Check out our ultimate guide to sourcing and onboarding the best remote talent
Ever heard the saying, “It takes 20 years to build a reputation and five minutes to ruin it”, by Warren Buffett?
You want candidates to be impressed by your company, because no matter how attractive or impressive the job posting is, it won't do much good if there are other companies out there who enjoy a far superior reputation compared to yours. That's where effective candidate experience comes into play: It's a key factor in attracting and retaining the top talent, because it’s one of the first interactions candidates have with your brand.
Candidate experience encompasses a lot of things – it includes everything from filling out the application forms on your website or social media page, to interviewing with recruiters over video call at 6pm after getting off work at 5pm (yes, we've done this before), and finally having to complete skills assessment tests.
Furthermore, it’s been proven that a majority of job seekers (86%) do perform research on a company’s brand and reputation, before they’d even think of applying for a position there. Indeed, it wouldn’t even matter if they receive a high salary and various benefits, 75% of candidates say they wouldn’t want to work for a company with a bad reputation.
“Reputation is everything. If you want to stand out, you need to spend some time thinking about how to ensure your company looks different and get above the noise, especially if you're in a crowded sector. I believe it's your reputation that will set you apart,” said Simon Mass, founder and CEO, The Condo Store Group of Companies. Here are some ways to go about creating a strong brand that attracts the top talent:
Read more about the other excellent company cultures out there to inspire your own
Recruiting software helps you in sourcing and selecting the right people for the job role. Some of these include applicant tracking software (ATS), interviewing tools, and candidate relationship management. Research from Gartner found that 90% of companies chose to invest in HR technology to help solve people-driven challenges. In fact, HR tech spending grew by 57%, which focused heavily on recruiting and retention.
The ATS allows you to manage each stage of your hiring process, as well as keep track of candidates throughout their journey. In addition, you can sort through resumes based on certain criteria that you specify in advance (like location, education level, or skill set), making it easier for recruiters or HR managers to quickly find candidates who match your needs. The ATS also helps ensure that everyone involved in the recruiting process stays up-to-date with relevant information about new applicants at all times, so there aren't any surprises later down the road when making decisions about who should get an interview request next!
By implementing skills tests which are useful for ruling out under-qualified individuals, employers can thus screen candidates more effectively, and shorten the hiring process. A fast streamlining is crucial, as companies race to offer employment opportunities to quality candidates before they find a position elsewhere. In addition to skills tests, some companies implement behavioural assessments as part of their screening process, which provide an insight into an applicant's core attributes, such as having a strong work ethic and motivation.
”I’m frequently asked for the best practices that will supercharge applicant flow. I always say to remember that while software can transform recruiting, people set the parameters used to screen and sort candidates. Recruiting technology can transform the way you hire, but it needs a solid foundation. It’s moot to invest in recruiting software without reevaluating your hiring strategy. By questioning how you’ve done things and rethinking how you’ll do things going forward, savvy organisations can work with recruiting technology to evolve how they find talent and increase their applicant flow,” explained Joshua Siler, CEO, HiringThing.
However, if you’re looking to do away with the hassle of selecting the right recruiting software as well as implementing proper hiring strategies, GRIT Talent Platform is what you need. With our comprehensive talent ecosystem, extensive partnership networks, and exclusive referral schemes, you can access the largest and most diverse talent pool in the region. Our highly trained team of consultants, researchers, and more specialise in acquiring the region’s best tech and digital talent, working alongside you to streamline the entire hiring process so that your resources can be used for other purposes.
You might find this next piece of data hard to believe, but about 20% to 40% of companies hire new people based on referrals, and looks set to increase as more global borders are broken down! That’s a fantastic way to limit your cost per hire, and on top of that, the people that have been referred by either your own employees or other external contacts tend to stay longer and perform better.
An employee referral programme can help you solve this problem by leveraging existing relationships. Employees already know their co-workers and understand what each other is capable of doing. As a result, they can recommend people who have similar skill sets and cultural fit with your company. It’s a win-win situation for both the company and the employee, because it gives them an opportunity to earn some extra cash as well as get their friends/family hired.
“If some of your best employees are passing along the resumes of people they know, you may want to prioritise those candidates! People tend to recommend people similar to themselves, so if you have a top performer making a recommendation, odds are he or she will recommend other top performers. The people being referred will also perform well, because they don’t want to let down the person who referred them,” stated Jan Jones, author of ‘The CEO’s Secret Weapon’.
Because of how efficient, reliable, and cost-effective the referral method can be, GRIT Talent Platform is also leveraging on referrals (our very own GRIT Scouts!) in order to tap into our network of growing talent, as one of the means to help you get the right fit for your role(s). So, if you know someone who’s looking for a new job opportunity (or you’re on the hunt too!), it’s time to check out GRIT Scouts.
We know recruiting is a real challenge, and hiring the wrong person can prove to be a very expensive mistake, estimated to range from 30% to 150% of an employee’s annual salary. You have to spend time covering for them, correcting mistakes, and in the end, letting them go. Not only will you have incurred these costs, but you will also lose productivity from being stuck with an underperforming employee.
Did you also know that the average cost of hiring an employee is more than USD4,000 per hire, depending on location and job function? This cost includes sourcing candidates, advertising jobs online/offline, interviewing and negotiating terms, before finally making a decision whether or not the individual should be hired.
Find out how to calculate (and LOWER) the true cost of hiring an employee
Hiring the right person can therefore save you time AND money in so many ways: Increased productivity and efficiency from a motivated team member, less time spent on training as they already know how to do their job well, reduced turnover costs as there is less chance of an employee leaving soon after their start date, etc.
With that said, by using GRIT Talent Platform, you’ll stand to gain an edge over your competitors with a host of benefits: Cut hiring times to 2-3 weeks on average, select from the active candidates database that’s growing 300% month-on-month, use the automated interview scheduling and feedback feature to cut time spent on managing the recruiting process by 70% on average, and all of that for only USD999!
Join over 500 companies that are hiring (effectively and efficiently) with GRIT!
There’s a saying by Steve Jobs which goes: “It’s not the tools you have faith in – tools are just tools – they work, or they don’t work. It’s the people you have faith in or not.” He knew that one very important secret, which is that your business will only ever be as good as your employees. When you need to run a company and make critical spending decisions that can either make or break you, one of the most important decisions that can help in driving your company to new heights is hiring the right people.
It may seem like a daunting task; having to filter through hundreds of hopefuls, shortlist the ones with the greatest potential, run through multiple interview sessions, and then select the one who’s (hopefully!) the best fit. It can even seem scary when you find out there’s research which proves that hiring the wrong people will actually pose a significant cost to your company. For example, the average cost of a bad hire is estimated to range from 30% to 150% of an employee’s annual salary (re-hiring costs, lost productivity, lost manager time, lost training investment, training of replacement).
From the receptionist desk to the executive offices, every single one of your employees represents a facet of your business to clients, and to the community at large. Which is why when you make the wrong hiring decision, that can cost you more than just money, such as the following:
Every new employee will need some form of training, and time to acclimatise to the job. The wrong person won’t be able to grasp the job scope and responsibilities quickly enough, and may even decrease productivity, especially if he/she requires frequent follow-ups, retraining, and even disciplinary action. As time is money, you shouldn’t have to worry about whether your employees are getting the job done (and done right), or holding their hand for as long as they work there.
When you hire someone who’s wrong for the job, not only will you and your business suffer, your company’s image may take a beating too. This is because what people say about you and/or your company does matter – and you wouldn’t want word to get around that there’s a high turnover rate, because that’s not a place most jobseekers want to join. Additionally, you wouldn’t want the bad hire to go around talking negatively to either existing employees or outsiders about their experience.
If someone doesn’t want to grow with you, they’re essentially working against you, and that’s the last thing you want on your plate when you’re trying to focus on growing the business. You want people who are able to help you in not only contributing to the company’s overall success, but working to stabilise and improve the business, as well as reducing the need to rehire – over and over again.
Let’s face it, having so many people come and go in such a short period of time may have an adverse effect on the existing employees because it can cause them to feel uneasy and/or unsettled. Furthermore, a bad hire is able to sow discord and cause tension among their teammates and other departments, where it may not have even existed before, thus causing an upset in the daily workflow, overall people connectivity, and company culture.
For many small- to medium-sized companies, having a dedicated in-house HR team won’t make much fiscal sense, which is why many opt to turn to external recruiters to facilitate hiring. With only a small team, every new hire is crucial for the company’s success, so turning to an outside expert who has a talent pool of qualified and experienced candidates as well as an array of tools and resources to draw upon is often the preferred choice. However, bear in mind that external recruiters/agencies have various pricing structures which can quickly add up, no matter whether it’s in the form of a role’s annual salary, retainer-based, or flat rate.
It’s true that an experienced and skilled Human Resources (HR) team is a crucial asset for any company’s recruiting efforts. Even if you’re only able to hire one dedicated HR person at a time, the tasks that will need to be carried out for the hiring process are valuable: Setting up the job posts, putting them out on job boards, screening and selecting the candidates, assessing and interviewing them, all the way to making an offer and training them. But wait, they have more than that to do too, such as drafting corporate policies and procedures, which is why all this can come at a high cost.
Now that you’ve got the best in-house HR person/team ready to start hiring for you, you’re going to have to start getting those job posts out in the open. Writing a compelling ad is no small task, and it can make the difference between attracting the top talent, or just another average person who needs a job. When it comes to boards to post, there are several free options to consider like LinkedIn and ZipRecruiter, but those come with limited features. Other popular job board options that charge for you to use them include Indeed, Monster, CareerBuilder, and Dice.
After you’ve got a shortlist of who you think are the “right” candidates, you need to screen and run background checks before making an offer to one of them. First up, a lot of time will go into discussing with various department heads to whittle the list down further, and setting up screening calls. Then the background check lets you learn about them more by verifying basic information like the individual’s education and previous employers, right up to criminal databases, so that you have peace of mind that they’re as good as they seem.
Did you know that your new hire’s onboarding and training process would need to be factored into the total cost of hiring an employee? Here’s a rough example for you to consider: According to a report by Training Magazine, it would “cost” companies an average of 46.7 hours to train an employee, plus an additional USD986 in training expenses. Apart from that, there are also IT equipment costs (laptop/desktop, work phone, WiFi dongle, etc) and formal training costs (in-person/online courses, onboarding materials, etc) to factor in. But don’t worry, the training you provide is to get the new hire up to speed quickly, and prepare him/her to make key contributions!
Once the new hire has accepted and signed the job contract, it’s time to start paying their monthly salary when they begin work – which is the more obvious cost associated with hiring. When calculating your ongoing cost to hire though, make sure you also consider the taxes, benefits (like health insurance, retirement plans and employee growth initiatives), and bonuses (if relevant). You also need to bear in mind that most employees will expect their salaries to rise over a period of time, usually in line with their work contributions and keeping with your country's inflation.
Apart from the most common methods of job boards or external recruiters/agencies, there are other methods which can prove successful, such as referrals, your website’s job availability page, or attending/hosting career/industry events. While it’s not easy to create an effective and enticing referral programme, the high-quality candidates it can generate actually makes it a great recruiting tool for many companies because you’ll be relying on the network of your existing employees, which can turn up many top talent yet untapped. As for the other methods, they too may have an associated cost, all of which must be taken into due consideration.
There are two main costs to look at — cost of recruiting and cost of dislocation due to hiring time. On top of that, there's also a variable — time to hire that will affect how the cost is being calculated. Let's dive into it:
Typically, working with a recruitment agency will cost you an average 22% of the employee's annual salary. Meanwhile, if you are utilising in-house HR resources to help with the recruitment, considering the amount of hours and tools like job boards that are used, it will cost you an average of 12% of the employee's annual salary.
Say you are looking to hire a Senior Software Engineer with an annual salary of $84,000. This will amount to:
Many companies underestimate the financial impact of the hiring process duration. Typically, it takes 10 to 12 weeks for a role to be filled, depending on the route they took to hire, be it in-house or with recruitment agency. The wait time will result in either no productivity or the need to redirect resources or hire contract labor.
As mentioned above, if this is a role that requires immediate productivity, we will need to factor in productivity losses and/ or contractor cost. For the same role of Senior Software Engineer with an annual salary of $84,000, productivity of 2x salary, and contractor rates of $50/ hr; we can roughly estimate the additional cost incurred during the hiring process.
| Agency | In-house | |
| Avg time to hire | 10 weeks | 12 weeks |
| Productivity loss | $32,307 | $38,769 |
| Contractor cover | $20,000 | $24,000 |
Based on the cost of recruiting, time to hire, and cost of dislocation due to hiring time, we can roughly gauge the total cost of hiring that is so much higher than what we have anticipated in the past. Here's a summary of the total cost of hiring a Senior Software Engineer with an annual salary of $84,000:
| Agency | In-house | |
| Cost of recruitment | $18,480 | $10,080 |
| Cost of dislocation | $20,000 to $32,307 | $24,000 to $38,769 |
| TOTAL | $38,480 to $50,787 | $34,080 to $48,849 |
Another major cost is the time which is spent by whoever is involved with managing the recruitment process; they’re tasked with specifying roles, reviewing CVs, arranging interviews manually, collecting feedback and, as over 50% of offers made are rejected, they then have to repeat the process!
We’ve already discussed that almost all recruitment solutions are reactive, which is the act of sourcing candidates only when the need arises. The immediacy of that need means that companies are entirely reliant on candidates already in the market: Signed up with agencies, looking at ads, on job sites, or on databases. But studies have shown that this only represents around 20% of the qualified candidates in the marketplace, and even then, to access all of that you have to use every agency, database, and advertising medium.
A limited access, to only people who really want or need a new job, has a dramatic impact on the quality of talent. Most companies know that the candidates who apply to their job post(s) are irrelevant, which still significantly reduces their talent pool. If a company is able to access the wider pool of talent, as is achieved by the GRIT Talent Platform, there’s a demonstrable improvement in quality of talent, and as a result, an evident increase in productivity per head of between 10-30%.
Finally, up to half of new hires leave within the first twelve months, and the average is over 20%. The reasons are simple: The 6-8 weeks of contact with a company during a standard recruitment process is not enough to develop a cultural rapport between candidate and company. In short, the new hire starts work and then only finds out if they do ‘fit in’ or otherwise, any concerns they may have are amplified by the pressure of the new job.
In short, the true cost of hiring is not just how much you pay for recruiters (whether internal or external) but also include loss of productivity costs and more. An unplanned and unoptimised hiring process can result in the hiring cost soaring well above five times to eight times of their monthly salary.
At GRIT, we understand the importance of keeping the cost low when it comes to hiring. And with that, we have came out with an incredible solution — GRIT Talent Platform, where our AI-powered talent platform allows you to achieve the below:
With GRIT Talent Platform, we are able to reduce your hiring cost by a whopping 80%! It is achievable when our intuitive talent platform with support of our experienced talent advocate team are able to source, curate, and qualify talent for any roles in just 3 weeks! With our recruitment fees of just $999 and an incredible fast time to hire, GRIT Talent Platform is the most effective and efficient way you're really going to address the fundamental issue of recruitment costs!
Join over 500 companies that are hiring (effectively and efficiently) with GRIT!
In industries all over the world, many people still place a high value on skills, experiences, and education. They're one of the main factors that employers will consider before hiring the right talent. Or what people will look at to determine whether one is qualified for certain tasks. The reason for this, is that every job has a specific set of hard and soft skills requirements. So, to find the ideal job, you must match your acquired skills to the qualifications needed for the position.
However, with all the commotion surrounding the need for specific skills and qualifications to carry out a job, some individuals occasionally overlook or underplay people skills. That's why it's common to hear in the workplace that those hired are not given the job they're supposed to, are being compared to others, are kept stagnant with no career advancement, or are even downgraded to lower positions.
Nonetheless, while this is inevitable, one of the major concerns about employee skills is observed in the digital realm. As countries and businesses digitally transform, the issue of providing workers with the right skills at the right time is becoming increasingly important to governments and many digital technology companies.
According to a Digital Talent Insight report released by international consultant Korn Ferry, Asia Pacific will face a 47 million tech talent deficit by 2030. Along the same lines, consulting firm PwC discovered in a survey that more than 50% of chief executives in the region found it difficult to hire digital talent with the necessary skills.
In Singapore, 54% of companies reported that a lack of understanding and knowledge of digital tools among employees is a challenge for successful digital transformation, with only 35% of companies able to implement more sophisticated digital tools such as AI, data analytics, and IoT. This demonstrates how employers are constantly on the lookout for people who possess the necessary set of skills.
Aside from understanding the importance of skills in the workplace, as job seekers, you must be aware that there are two types of skills: hard skills and soft skills. Understand the distinctions and which skills fall into which category so that you can incorporate them more effectively during job searching and application.
Investopedia describes hard skills as technical skills required to perform a job or land a new one. They're categorised as learning skills that can be developed and improved through education and experience. Typically, they're industry-specific. A financial analyst, for example, will require a different set of hard skills than a carpenter.
A relevant certification, portfolio, or skill assessment test can serve as proof of one's competence in hard skills. Different professions will have different standards for expertise. Advanced degrees and stringent testing will be required for some occupations, such as medical professionals, to demonstrate hard skills. Other professions, like content writers or designers, can learn the necessary skills on the job or on their own time, and they can demonstrate their proficiency with a portfolio of completed work.
Here are a few examples of common hard skills:
(Source: Investopedia)
Soft skills are character traits and interpersonal abilities that define a person's relationships with other people, according to Investopedia. In the workplace, soft skills are viewed as an addition to hard skills, which are a person's knowledge and professional competencies. Sociologists may use the term "soft skills" to describe a person's emotional intelligence quotient (EQ) rather than intelligence quotient (IQ) (IQ).
Even though these interpersonal skills are hard to define or quantify, they're still important in the workplace. They include your personality, teamwork skills and how you participate in the workplace. For instance, individuals working in the event industry need to be excellent team players and communicators, and sales and marketing positions may require relationship-building abilities.
Soft skills come in a variety of forms, just like hard skills. Here are some examples of soft skills required for success in the workplace:
(Source: Forbes)
Employees need soft skills, in addition to hard skills if they're to succeed. The main difference between the two is that hard skills are quantifiable, measurable abilities, whereas soft skills are not. Soft skills are more intangible and more difficult to teach. While soft skills concentrate on attitudes and personalities, hard skills are concerned with practical knowledge and abilities.
Consider hard skills as your technical knowledge, and soft skills as your interpersonal or workplace competencies. A soft skill could be the capacity to perform well in a team, while a hard skill may well be proficiency in a second language.
Check out the table below to see the differences between the two types of skills and some examples of top skills in 2022, as reported by LinkedIn.
There's a famous saying in the job search world that says "Hard skills will get you the interview; soft skills will get you the job," implying both play an equal role in recruitment. When you apply for a job, your hard skills will be evaluated. If your hard skills match the requirements, you will almost certainly be invited to an interview. During the interview, soft skills are tested. The way you present yourself, respond to questions and communicate.
Once you're working, you're not only dealing with the task at hand, but you're also dealing with people and your surroundings. Hard skills are what it takes to do a job well, whereas soft skills assist in coping with and responding to situations. Therefore, it's crucial for everyone to have both hard and soft skills because they show that you are knowledgeable about practical implementation and can contribute to a supportive and constructive work environment.
Since both skills are important when it comes to getting a job. It's essential to understand how to include hard and soft skills when writing a good resume and how to demonstrate them during an interview.
Your resume and cover letter should highlight both your hard skills and soft skills. These are the particular skills that employers are looking for. Employers give preference to candidates who have a balance of technical and interpersonal skills, so it's crucial to demonstrate that you have both of these skills.
There are more than 100 essential skills to choose from, but how do you list them on a resume? It's important to lay out your skills on your resume to catch the attention of employers. On your resume, include a section titled "Skills" where you can list all of your hard skills.
Below is an example of how it may look like:
| SKILLS Computer Skills: Microsoft Word (Advanced); Microsoft PowerPoint (Advanced); Microsoft Excel (Intermediate); Language: Writing English & Malay Translating English to Malay, and vice versa SEO articles Online research Creative writing Copywriting Creative thinking |
Important To Note: You may have a long list of skills, but there's no need to list them all. Select a few of the most important ones, preferably those that are relevant to the position being applied for. This allows you to talk about your skill set during the interview.
Soft skills should be included in the job descriptions that you create for previous experience. Referring to the job description can help you decide which soft skills to highlight on your resume and cover letter. You should look for any requirements that touch on your motivations or interpersonal skills.
For example:
The interview session is the next crucial step in the hiring process where employers will evaluate candidates after reviewing resumes and cover letters. Make sure to prepare for your interview beforehand and keep in mind all the information from your resume's skill requirements and job description.
In an interview, describing your hard skills is somewhat more straightforward than presenting your soft skills. You'll inevitably show that you have the necessary hard skills as you discuss your relevant educational background and work experience.
While soft skills call for a little more application and explanation, the STAR method is a fantastic approach for describing them. It's a methodical way of answering a behavioural-based interview question that involves outlining the precise Situation, Task, Action, and Result of the circumstance you are describing.
When discussing your soft skills in an interview setting, you will be answering questions that demonstrate how you personally manage certain situations.
For example, if you were asked to "Describe a difficult work situation and how you handled it," you could begin by discussing the situation, what you were tasked with, and how your decisions and soft skills assisted you in taking specific action to achieve a specific result.
Your response could be:
“I once had a superior who yell and berate everyone whenever something went wrong. Although I will admit that those kinds of abusive behaviours do affect me, I remained composed at work. I do realise that he was going through a trying time, which is why he occasionally brought that into the office and changed the mood. It didn't affect my work because I could understand his situation, but it was a challenging situation.”
If you're concerned about a lack of hard and soft skills, there are strategies you can use to improve them. These can be extremely helpful when applying for a job that may require additional certifications or abilities that you do not have or need to improve.
Hard skills are typically acquired through education or practical experience. Soft skills, on the other hand, resemble personality traits that you have innately developed throughout your life. For instance, typing would be a technical skill. Nobody has the innate ability to type. Instead, it must be learned over time, typically through learning or education.
As previously stated, soft skills are more interpersonal than technical. Soft skills are typically things that you are already proficient in without having to receive a formal education or practical training. You can still, however, develop your soft skills in the same way that you can develop your hard skills. Here are some suggestions from InsightGlobal.
Learning a new technical skill can make you stand out from other job applicants. A few methods for acquiring hard skills are listed below:
If you already have a job, look for learning opportunities there. Even if you're actively looking for a new job, you can benefit from your current employer's classes, webinars, and workshops.
Improving your soft skills is more difficult, but it's still possible. First, decide which soft skills you want to improve. Conduct an honest self-evaluation. You can also solicit input from your boss, co-workers, family, and friends.
For example, if you are frequently late for work or frequently miss deadlines, you may need to improve your time management skills. If you want to advance in your career, you may need to hone your leadership abilities.
To improve your time management skills, you could first watch a productivity webinar and then apply each tip. To hone your leadership abilities, you could take on a new project at work or request more responsibility in your volunteer role.
Once you've determined which soft skills you want to improve, it's time to get to work. Some soft skills can be acquired through education. All soft skills can be developed through practise. After all, as they say, practise makes perfect!
Hard skills and soft skills are essential for success in any field you choose to work in, as well as in all aspects of life. Understanding your hard skills may not be difficult since they involve the techniques or knowledge you acquire while in school or while receiving on-the-job training. Consider your positive traits, attitudes, and manners when assessing your soft skills. This extends to how you dress as well as how you speak, listen, make eye contact, and how you interact verbally.
The most crucial aspect is that you must provide compelling examples of how and where you have used each of your skills when identifying and expressing them to employers. In the end, they want to see your work, not just hear about it. Just keep in mind that everyone has a distinctive set of skills, so be sure to properly describe yours to convey who you are.
When it comes to the Human Resources department, they can sometimes be misunderstood and mistaken for the enemy when in actuality, part of their day-to-day duties involve taking care of employees and their well-being! You see, one of the greatest assets of any company is the people, so by treating them fairly as well as providing them with opportunities to grow, they’ll then be able to help you achieve your ideas and hit your business goals! The company’s HR team plays a vital role in helping to achieve the above, in addition to developing a positive culture, improving employee engagement, and productivity, as well as championing the wellness and personal development of all employees (themselves included!).
With the above said, the HR department is also responsible for coming up with the company’s various policies and procedures that not only protect the employees, but are also crucial in keeping the company running efficiently. In simple terms, these are guidelines for various important functions, such as hiring, work processes, compensation, leave, training, promotion, work environments, and termination, to name just a few. These policies and procedures also outline how the company will treat its people and property. They’re developed by HR managers with the help of company management, so that in any situation, those who are responsible will thus know how to respond accordingly.
You may still wonder what exactly is the main point of having HR policies and procedures in place, and we’re here to tell you that it’s definitely NOT to make anyone’s life difficult! On the contrary, company owners and leaders would want their businesses to run as smoothly and efficiently as possible, while staying compliant with all relevant laws. How can this be done? Well, when you have solid and well-planned frameworks in place, you can then make consistent decisions, ensure your employees are treated equitably, as well as adhere to corporate governance and regulation of employees. These policies and procedures basically add structure and provide consistency in employment and workforce matters.
Although the exact details of each company’s HR policies and procedures may differ from others, they should all have the same goal in mind: To be based on the employment best practices and regulations. In other words, they need to keep both the company and people’s best interests in mind, should be transparent, and universally applied to all employees. Key elements of each one include purpose, procedures, and who needs to follow the guidelines, among other things.
Creating and implementing HR policies can reduce liability. Since they’re meant to ensure employee-related practices are consistent and fair across the organisation, well-written policies will offer leaders guidance based on compliance requirements. For instance, HR policies should help managers fairly interpret company guidelines and apply uniform treatment to all employees, regardless of age, gender, race or sexual orientation. If issues do occur, there will be policies in place to address the concerns.
By clearly listing policies, when problems do occur, you’re able to act promptly and save time by not repeatedly analysing ways to solve similar issues. Additionally, you may be legally required to communicate some of this information. And formalising a policy and then helping employees understand where to find things like the leave policy makes navigating requests like time off easier for the employer and employee.
Plainly listing policies encourages employee engagement and helps them better understand how to navigate key moments in their career growth, such as onboarding, promotions and offboarding. Specific policies may vary by industry. But whether you’re working in retail, manufacturing or the restaurant business, employee engagement and retention is vital, and HR policies help lay the groundwork for success.
This is why we’ve created this comprehensive guide of templates to some of the more common HR policies and procedures for you so that you would be well-prepared (for yourself and to assist others) in taking the necessary steps, no matter the situation!
Some people collect Coca-Cola bottles. Some collect stamps. Some prefer to collect official company merchandise like lanyards, plushies, T-shirts, commemorative mugs, and anniversary jackets to celebrate a job well done year after year.
However, one thing you might’ve missed out on "collecting", is an employee verification letter!
The first few days of joining a new company is often a mix of exhilaration and stress. But once you’ve gotten used to your newfound pace and day-to-day tasks, it’s time to seal the deal of employment in the form of a letter of proof of work.
An employment verification letter is an official document issued by a company to an employee for the purpose of confirming their current employment.
Although this document can be issued once an employee begins their first day of work, it can also be issued only after they have passed their probationary period.
For employees, an employment verification letter comes in handy for background checks, financial aid applications, custody-related proceedings, and many more. This document primarily serves as a verification of their income and employment history.
The best (and most formal) way employees can request a work offer letter is via email. While some companies may be more casual by using online messaging channels, an email represents professionalism and is a black-and-white proof of correspondence.
Here’s an email template you can refer to in the future:
Hi [HR personnel or employee’s manager],
My name is [Employee's name], and I would like to request for an employee verification letter to confirm my current employment under [Company name]. The reason is because I [state the reason you need the letter for], and they have asked to verify my [details of employment].
Their address is:
[Bank/Embassy/Said company’s mailing address]
Please let me know if there is any further information you need.
Thank you.
[Employee’s name and contact information]
If such a letter does not yet exist within the company, HR may take some time to craft a suitable template for all future requests. Hence, depending on the circumstances, here are two plausible replies for employers!
Hi [employee’s name],
Thank you for your email and noted on the request. We will get back to you regarding your request in [x working days].
Best Regards,
[HR’s name and contact information]
Hi [employee’s name],
Thank you for your email. Please find the employment verification letter attached in this email with the details as requested.
Best Regards,
[HR’s name and contact information]
An employment verification letter should contain these main components:
[Date letter is issued]
[Employee’s name]
[Position]
[Company]
[Company’s address]
Re: [Employee’s name] Employment Verification
To whom it may concern,
This official letter is to confirm that [Employee’s name] is employed at [Company] with the job title of [Position]. The employee was hired on [First date of employment] and currently earns [salary per month/annum].
For further questions, please contact our HR department at [phone number].
Sincerely,
[HR manager’s name and signature]
[Company stamp]
A great job comes with great responsibility, like buying a home, getting your first ever credit card, or going on a holiday to far-off destinations!
Some of these common scenarios are where a work proof letter will come in handy:
Because mortgage loans are hefty sums of money, banks and financial institutions need to ensure you’re financially stable to meet the monthly mortgage repayments.
Similar to mortgages, as credit card bills can rack up to thousands. Applicants need to show they have a stable source of income so they can repay their monthly bills.
Landlords will usually vet through prospective tenants’ documents to ensure they are stable enough to fulfil their monthly rental. Plus, it helps landlords identify if their tenants are responsible enough!
Depending on the country and its requirements, you may need to submit a letter verifying your employment. For tourists, it ensures they’ll return home after their holidays instead of overstaying and becoming an illegal worker.
If you’re making a wishlist to travel to the Schengen Area in Europe, an employee verification letter is a must-have document for your visa application.
Without proper background checks, any Tom, Dick, or Harry can claim to be who they are not. Resumes, CVs, referrals – even LinkedIn milestones can be forged! Hence, the need for an employment verification letter to authenticate that said person is a genuine employee.
While some may think nothing of it, a proof of employment letter is one of the most important official documents to confirm your job status. As many of us tie our identities to our work (introducing ourselves like “Hi, I’m Ashley from Company Y”), it’s so our presence can be noticed and confirmed by our employers too.
As an employer, providing this work proof letter is a courtesy and shows that you’re looking out for them – whether it's settling down in a new home or expanding their horizons to different countries. Even if your employees use it to look for a new job, it’s always wiser to part on good terms than create new frenemies.