The Future of Recruiting

The Future of Recruitingleistungspunkt Andrey_Popov/Shutterstock A decade ago, you probably wouldnt have thought that yur speaker could deliver dad jokes on command. You probably wouldnt have expected to see ads on yur social media apps for that product you were just texting your friend about either. Yet, here we are.Technology is changing the world as we know it, and that includes how we do business. Whether its for the better is up for debate nonetheless, if we want to keep up, we must adapt.Hiring managers should acknowledge these advances and invest in smart recruiting. Otherwise, theyll be left in the dust with no smart robot vacuum to clean it up. Hereare three modern recruitment trends and how to adopt them.Targeted recruiting adsHave you ever searched for a specific product on one of your devices, then saw an advertisement for it on another device while scrolling through Instagram later that day? If so, youve been targeted but dont worry, its no t as bad as it sounds.Our devices know a lot about us, from our interests to our location. And while that might seem invasive, its the price we pay for being so digitally connected and reliant today. Because of this, marketing efforts can reach more applicable consumers rather than random ones.For instance, if youre a bookworm who follows profiles of book reviewers on Instagram, purchases novels on Amazon once a week and searches book quotes on Pinterest in your free time, then you might see more targeted ads for book-related products. This tailored process benefits both brands and consumers.The same goes for recruiting ads. Job searchers of a specific industry will want to see career opportunities relevant to them, and you can increase the likeliness of this happening by using the right keywords, job descriptions, and details on your ad.Many recruiting software applications and services help you target candidates, placing your ads in front of the right people with the right skills and experience. Targeted ads are seamless, save time and create opportunities for both the hiring company and the job searcher. Searching for recruiting software? Check out our best picksArtificial intelligence (AI)With AI on the rise, companies should consider investing in technologies that simplify the hiring process. AI can eliminate time spent reviewing cover letters and resumes, sending out job postings, sorting through applications and on other applicant-tracking processes it can also make their openings more accessible to the public, according to Danny Shteinberg, CMO of Gloat, an anonymous recruitment platform.Corporations, SMBs and even sole proprietors looking for freelancers in the gig economy are increasingly relying on AI to streamline the hiring process, added Keith Johnstone, head of marketing atPeak Sales Recruiting.According to Forbes, AI has the power to assess everything from innate empathy and politeness to attention to detail and cultural fit, thanks to its natu ral language processing (NLP) and machine-learning algorithms.Hiring managers are able to make better-informed decisions as AI tools are capable of assessing thousands of candidates almost instantaneously, selecting the most suitable person for a specific role and the company, said Shteinberg. Hiring is becoming smarter, making recruitment easier and more effective. As opposed to HR managers spending the bulk of their time sifting through cover letters and application forms, they can concentrate on other HR matters, such as employee retention.However, this is not always without fail. Just as AI can adopt menschenfreundlich behaviors, it can also adopt human prejudice, whether subconscious or not. Johnstone noted that using AI for recruiting sometimes leads to bias, which prevents diversity in the recruitment stage.According to Johnstone, if recruiters went by some AI algorithms, many accomplished individuals, like Steve Jobs and Anna Wintour, would be weeded out due to their lack of degrees.In other words, AI can make recruiting more black and white than gray, going only by the books. To benefit from AI, you should invest in the latest tech that, as Forbes noted, uses NLP and advanced algorithms, and enaya it is programmed without discrimination or back-end politics playing a part, said Shteinberg.While AI in recruitment is being rapidly adopted, hiring managers and human resource teams should begin by first educating themselves on the technological options available, then start asking the right questions, added Johnstone.He recommended asking yourself these questionsWhat problem am I trying to fix?What does success look like?What does failure look like?What are the unintended consequences?Do I have the time, energy, and resources needed to implement, manage, and scale these programs should they work?If the technology makes sense, slowly integrate it following a test-and-learn approach, he said.Search engine optimization (SEO)There is more garbage on the inter net than there is gold. You dont want your job postings to get tossed in the bag just because you didnt invest your time evolving like other companies.Improving your SEO increases the visibility of your recruiting ads. There are many simple ways to do this, but one of the most important is making sure your website is mobile-optimized.Many job seekers opt to apply from their mobile devices. In fact, according to Indeed, 78 percent of millennials, 73 percent of Gen Xers and 57.2 percent of baby boomers have used mobile job search as of 2016. If your application process isnt optimized for mobile devises, you miss out on quality candidates simply because you failed to adapt.Another way to achieve better SEO is by utilizing social media, which is not only a place to connect with your friends it is your friend.Capitalize on the various tools each platform offers, such as Facebook for geschftsleben and LinkedIn Recruiter. You can also simply focus your attention on building your brand and its digital presence by interacting with consumers and sharing content that reflects who you are and what you believe in.Have one of your employees take over Instagram Live for a behind-the-scenes look at their job or an event theyre attending. Actively respond to your Twitter followers in a manner that attracts attention to your page. (Ever read Wendys feed? Youll thank me.) Share Snapchats of new products.Even if you focus on one single platform, its better than lacking presence altogether. This traffic will boost your ads and encourage the right applicants to want to work for you. Sammi Caramela Sammi Caramela has always loved words. When she isnt working as a geschftsleben.com and geschftliches miteinander News Daily staff writer, shes writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk con certs. Sammi loves hearing from readers - so dont hesitate to reach out Check out her short stories in Night Light Haunted Tales of Terror, which is sold on Amazon. Start Your Business Business Ideas Business Plans Startup Basics Startup Funding Franchising Success Stories Entrepreneurs Grow Your Business Sales Marketing Finances Your Team Technology Social Media Security Build Your Career Get the Job Get Ahead Office Life Work-Life Balance Home Office Lead Your Team Leadership Women in Business Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. 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7 Managers Share The Best Ways to Connect With Introverted Employees

7 Managers Share The Best Ways to Connect With Introverted Employees Leaders need to engage and connect with every employee, whether theyre an introvert or extrovert. Yet, it can be challenging to connect with the former, especially if youre extroverted yourself. You find it easy to speak up in groups, interject in conversation and make small talk. This comes naturally to you, making it hard to understand any other way of communicating.While introverts are different from you in the way they communicate and work, they still want to be treated as valued members of the team, suggests Meg Manke, Culture Leadership Expert and Senior Partner at Rose Group Intl.She explains Introvert, extrovert, quiet or loud, were all looking for a sense of tribe and engagement. The best way provide that experience is to invite them in, ask questions and show you care.Read about how seven leaders do exactly that, allowing them to connect with these introverted employees.1. Solve environmental challenges.T he modern workplace provides one of the fruchtwein common challenges for introverts, suggests Elena Carstoiu, COO of Hubgets.Most workplaces are built to stimulate collaboration and somehow seem designed for extroverts. Starting from the large open spaces, up to the constant interruptions that shatter their focus at work. And lets not forget the endless meetings where they need to speak up in front of many people.If you want to connect with introverted employees, you need to solve this problem first and forefruchtwein. While you dont need to redesign your entire office, Carstoiu suggests, Create a culture where personal flow is respected. And design the internal communication in a way that caters for focus at work as much as for productivity.How can you do that? Start by polling employees. Use their responses to re-think your company culture and how it can best benefit every employee. If you want to learn more about personal flow, Carstoiu suggests reading Flow The Psychology of Opt imal Experienceby Mihaly Csikszentmihalyi.2. Focus on their inherent strengths.Leaders are often told to embrace the strengths of their employees, and Joy Altimare, Chief Engagement and Brand Officer at EHE, echoes that sentiment.As the leader, you should understand the importance of complementary skills sets to strengthen the holistic team, she emphasized.The value introverts offer are many, including being calm and focused, and able to concentrate. Remember that even if introverts are quiet in their approach, they can still be valuable to the progress and success of the team.To better connect and recognize their strengths, Altimare suggested Express to them that you understand that they possess a skill that compliments the others on the team (or within the organization), and that they were chosen to be a part of a greater whole.3. Eliminate anxiety in performance.Were often performing in the workplace whether were sharing ideas with a large group of people or taking a call with a customer. Thats why Deana Criess, the Director ofIBcreative, the corporate training teilen of ImprovBoston, suggests focusing on this element. While speaking in front of people is often challenging for most people, this aspect of work can be especially challenging for introverts.Eliminate the anxiety by making the experience of performing more supportive.Being alone in front of an audience can be terrifying for anyone. Thats what I love about improv it is a team sport. I am out there with my team, and I know that they have my back and I am not alone. It doesnt all rest on me, says Criess.Criess suggests setting up a ordnungsprinzip where teams present, rather than solo individuals. This reduces anxiety and also allows introverts and extroverts to connect more effectively.Extroverts begin to trust more deeply in the introverts knowledge and expertise, and introverts begin to trust more deeply in the extroverts support and leadership.4. Become a better listener.Raj Shah, a senior mar keting manager at TakeLessons Live, is an ambivert whos managed many introverted employees. His best method for connecting is simple deep listening.Shah explains, contrary to popular belief, introverts like conversationbut often hold back because extroverts cant stand moments of long silence, and tend to be on alert to respond. Instead of having one-sided conversations, Shah suggests practicing letting the other person speak without interruption.Especially in one-on-one settings, where introverts are most receptive, deep listening allows them to feel at ease, to feel respect, and to feel trust, which enables them to converse and connect with you the same way an extrovert person does, he said.Shah recommends reading,The Excellence Dividendby Tom Peters, a book that profoundly helped me improve the quality of my interactions with others.5. Be aware of your body language especially in group settings.I pay close attention to body language when in a group setting Ill adjust my tone, lan guage, body language, and adjust the personal space buffer based on how its received, explainsJessica Thiele, Director of Marketing for VL OMNI. The subtle clues and cues you give with your body language and tone of voice impact how well youre able to connect with introverts, because you may be saying things you dont mean.Thats why Thiele is careful in larger group settings, always focused on respecting the different personality types in the room. Whats more, she encourages others to participate in ways that she knows will make them feel most comfortable. Her top tip Humor is great for breaking the tension and easing someone into a discussion, Ive found.If you want to connect with introverted employees, leverage your emotional intelligence and empathy in the same way Thiele does. She says, Its all about approaching interactions with the understanding that not everyone has had the same life experiences as you, nor does everyone experience life in the same way.6. Make 1 on 1 time for introverts.An introvert may not talk about their ideas in a group setting, but that doesnt mean they dont have thoughts to share. This is why 1-on-1 meetings are so important for connecting with introverted employees, suggests Kris Hughes, Senior Content Marketing Manager at ProjectManager.com.Weekly or semi-weekly one-on-one meetings with introverted employees are a great way to get to know them as individuals, and what they like to do outside of the walls of the office. Breaking down this barrier makes rewarding these team members for a job well done much more sincere and personal. This further solidifies your relationship and the team members willingness to go the extra mile, Hughes shared.This meeting time also gives you a chance to remind introverted employees of their contribution to the team, even if theyre not comfortable sharing in a group setting. Its easy to miss this critical piece of leadership when youre solely engaging with extroverted employees who share their ideas openly and regularly.7. Give introverts the time they need.In many cases, introverts take longer to process and respond than an extrovert. Thats why, Erica McCurdy, Master Certified Coach forLunaNavsuggests, As a leader, recognizing when an introverted worker isnt in the mood to chat is a huge bonus. Leave the door open for a conversation to happen at a pace and timing that works for an internal thinker.The best way to do this is by using phrases that respect their need to think through responses. McCurdy suggests using phrases like, think about it and get back to me, or let me know what you think.This lets the introverted employee know they have permission to take some time to formulate an answer and you are willing to receive the answer at a later time, suggests McCurdy.