From Collaboration to Transformation: The Evolution of Business Partnerships with Brightwing Recruitment Agents

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The world is changing rapidly. 

The world is changing at the fastest rate in history. 

The pandemic accelerated technology and innovation by years. 

The above are just a few of the common headlines we’ve all been witnessing in recent years. It’s no secret that the world is changing, and that translates to changes in all facets of our lives – and most importantly, our work. But what does that mean for us? 

With changes on a global scale – international companies, remote work, and new technologies – it becomes imperative to understand the talent market and what that means for your organization. The world of work is evolving. Additionally, the world of talent is evolving. The world of recruitment is evolving, too. Now, more than ever, having a reliable and credible talent and recruitment partner on your side will help you navigate uncertainties in a constantly evolving world. Over 50 years of serving clients and candidates, we know a thing or two about navigating change. Our recruiters have decades of experience and on-demand networks that will offer recruitment help and keep at modern-day pace. 

An Ever-Changing Landscape

Any partnership with a recruitment outsourcing company is bound to evolve in order to adapt to constant change on a global economic scale. Businesses worldwide adopted agile business models to stay more flexible in the face of uncertainty. At the same time, increased regulatory scrutiny and globalization have led to many companies widening their scope to previously untapped markets. The increasing prominence of the gig economy fundamentally changed the way individual job candidates opt to find their work. Similarly, remote and hybrid work schedules embedded themselves permanently into the array of options for job candidates who prefer the benefits of a work-from-home environment.

We haven’t even mentioned the increasing digitization across industries, the rise of big data, the exponential growth of e-commerce, a new focus on sustainability and inclusion, and other key components of the economy in recent years – all of which are changing how we do business. Companies are investing heavily in data security as they take bigger and bigger risks, and amidst all of this change, a supply of hand-picked, talented personnel is more necessary. We know correlation doesn’t equal causation, but looking at the recent past, it’s likely that things are only going to get more exciting and fast-paced moving forward.

The Function of a Recruitment Outsourcing Company

Traditionally, recruitment agents worked as intermediaries in the economy to source candidates and match them with open positions at client companies. Hiring agencies assess candidate skills, query references, and run all relevant background checks. While the average recruitment outsourcing company provides support during the onboarding process, few expend the energy to uplift their candidates. That’s because effectively fitting a candidate to the job – and helping ensure the job provides growth and opportunities – requires that recruiters truly understand the candidates and the clients. Without taking the time to get to know candidates on an individual basis, it will be challenging to place them into a position that is perfect for them.

The Here at Brightwing, we’re forging relationships that give our clients valuable skill sets and our candidates long-lasting jobs. A great recruitment outsourcing agency stands with you as a partner, and forges great relationships on your behalf – it’s why our recruiters prioritize the people element and get to know our clients and candidates in a meaningful way. Our work goes beyond matching people to jobs: It’s providing people with fulfilling work and providing teams with the right skills to set them up for success. 

How Will Recruitment Help Look in Future Years?

AI and data are irreversibly shaping the landscape of work, and that includes recruitment help. Data-driven frameworks and models designed off of enormous datasets grow more sophisticated by the day. AI tools can currently screen resumes, match candidates to fitting positions, and interact with candidates on a cursory level. Recruitment agents in coming years must learn to balance the advantages of this technology with the human heart at the center of their industries. While Brightwing is, and always will be, invested in technological innovation, we believe the human element of this work is irreplaceable. Our recruiters will continue to navigate the use of technology with the nuance and subtlety it deserves.

Where Do Brightwing Recruitment Agents Start?

We like to say that our recruiters know how to go from zero to best friend in sixty seconds just by their ability to ask the right questions and say the right things to make candidates feel comfortable. We make it clear that we are here to offer recruitment help, and it’s why we’re able to build and maintain deep networks of top-tier talent. Our recruiters’ tenure surpasses the industry benchmark, giving us access to developed networks of talent that we’ve already established trust and rapport with. 

The Difference a Brightwing Recruiter Can Make

Business partnerships with recruitment agents don’t just create work, they create a difference. Our first-year trajectory aims to give our agents a core curriculum of industry-specific skills quite unlike anything other hiring agencies have to offer. Our agents understand the nuances between IT work and electrical engineering, financial analysis, and project management. This is the result of one year of training with Brightwing – and most of our team has been here for much longer than one year. Working with a Brightwing agent means accessing a depth of expertise that is unparalleled in the rest of the industry.

We have three offices in Metro Detroit, Dallas-Fort Worth, and South Florida, though we are no strangers to recruiting for remote work. Our Florida location specializes in mid to executive-level IT, while our other two locations focus on staffing the full range of our target industries. The key difference between average hiring agencies and partnerships that will last a lifetime is that the latter develops from the ground up through intentional recruiter practices, networks, and experiences. Only a focus on genuine human potential beyond the standard names and numbers can get you there. This is the Brightwing difference. Contact us today to find out more about our Brightwing difference!

HR Strategies: Maximizing Business Potential with the Right Talent Partner

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Human resources departments are the lifeblood of every organization. With intentional HR processes comes top talent, better brand reputation, and efficiency. While sourcing talent internally is certainly an option that works for many, unclear processes, finding key talent, and lack of efficiency can lead to unforeseen challenges in the recruitment process. Partnering with talent and recruitment experts like Brightwing will help you optimize your human resource planning – bringing clarity, precision, and efficiency to your recruitment process and getting the right people in the right places at the right time. The right talent partner brings their years of industry expertise to help you optimize your HR strategies.

Industry Insight and Trends

The first step to optimizing HR strategies is understanding the state of the industry in which you work. No two industries are the same, nor are their developments and ongoing trends. However, lessons learned from one industry can be transferable to others. At Brightwing, we leverage our expertise in IT, finance, engineering, and operations to better our recruitment efforts across industries. We have dedicated teams with deep networks in their respective industries, insights that keep us on the cutting edge, and intel that keeps us informed about which organizational strategies offer the most pull for recruitment candidates at all levels of work.

Strategic Workforce and Human Resource Planning

Strategic workforce planning is an HR strategy that sets up your organization for future success by proactively identifying talent needs. It refers to the idea that an organization should take a measured approach to assessing its current and future workforce and the staff and skills it needs and will need. One of the main problems strategic workforce planning attempts to counteract is overstaffing. Experienced recruitment partners like Brightwing understand that sometimes the right pick in the recruiting stage can eliminate unnecessary hires down the line. As partners and advisors, we help you identify your needs and fill them with the right talent.

Talent Pipeline Development

The standard hiring procedure is as follows: open position, recruitment efforts, hiring, and onboarding. The secret to attracting qualified talent and increasing efficiency in the recruitment process is through consistently building and nurturing a talent pool. That means you’re promoting your employer brand even when you’re not hiring. There are some practical organizational strategies to help accomplish this. 

  • Keep active files on suitable candidates even if you do not hire them 
  • Check-in on candidate job statuses periodically
  • Maintain a newsletter that keeps you top of mind with candidates 
  • Create an email list of past candidates (with their consent) to share open job positions

As a recruitment company, Brightwing fosters active relationships with talented and qualified candidates by implementing the above strategies at scale. By working with Brightwing, you gain access to recruiting teams that have deep networks of talented candidates.

Organizational Strategies for Employer Reputation and Branding

Your employer brand plays a disproportionate role in getting job candidates interested in your company. Branding is more than just the HR strategies you take to your marketing team. Your company brand is present in every step of the recruitment process in a tangible way. Candidates should feel that your hiring process is streamlined, professional, and technologically competent. Online forums and websites are flooded with reviews and ratings on products and services in almost any industry you can think of. Therefore, organizations must prioritize the candidate experience when hiring.

One practical way to approach this is by automating simple, repeatable steps. At a relatively small upfront investment in hours, you mitigate the risk of missing small, but enabling, tasks that keep your HR processes streamlined. With automations in place, you’re able to focus on the human part of recruiting – communicating with your candidates frequently with honesty and transparency along the way. If changes like these feel out of reach with your existing HR processes, it may be time to consider upgrading your HR systems to increase capacity and flexibility. 

The Role of the Internet

As mentioned above, the internet plays an ever-growing role in candidate research on a company. Word travels fast and a strong reputation makes the difference between a lack of hiring prospects and a bottomless talent pool. Even though workplace crises are often unavoidable, there is always a choice in how to respond to them. Approach your solutions people-first. Do right by your veteran employees and your newcomers all the same, and commit to standards of equity and inclusion so your employee base feels seen. These are the building blocks of a desirable reputation.

Brightwing helps with this aspect of human resource planning. Our reputation in our industries of expertise comes from our obsession with understanding our employees, clients, and candidates to make the best placements possible for long-lasting retention. We make it clear to our candidates that we hand-pick our clients as we hand-pick our people. We like to work with clients who value people as much as we do. A partnership with Brightwing opens doors to a highly skilled candidate pool that aligns with your values.

Innovative HR Processes and Technologies

Several recent technological developments are proving useful for creating more efficient and effective HR processes. One is employing a chatbot as a first line of response. Chatbots, and other automated outward-facing systems, have the potential to be a double-edged sword. Some customers will always have reservations towards new technology. However, implementing intention and care can greatly increase the efficiency of your responses. Think of a chatbot as your support – it’s there when you’re not and is available to respond to things like FAQs – but it doesn’t replace you. Human intuition and communication are critical components to implementing successful HR strategies.

Another helpful technology and tool belt of organizational strategies is the use of augmented writing technology which employs machine learning to give advice when phrasing written materials and job advertisements. This is an invaluable tool for widening potential demographics and improving the reach of a job post. Brightwing can help amplify these effects. Our familiarity with our talent pool helps us target your job posting toward whatever skill sets and demographics you seek to prioritize. While augmented writing technology might help with your human resource planning, only an experienced, expert recruiting agency can bridge that gap between your job position and the ideal candidate.

How Brightwing Supports Your HR Potential

Picture this: you have narrowed a hiring pool down to the final two candidates but they both seem evenly matched. The deciding factor in such a narrow decision is often human intuition and experience. At Brightwing, this is exactly what we prioritize. Our recruiting teams are committed to bridging our clients’ talent needs with our candidates’ desire to have fulfilling work. Our 50-plus years of working within finance, IT, engineering, and operations give us foresight into each industry we work in. When it comes down to that final decision, our HR and hiring processes, hand-selected resumes, and intuition all come together to select the right candidate for the job.

Resume Tips From a Professional Recruiter

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Resume Tips From a Professional Recruiter

If you are thinking about a job change, consider some resume tips from a professional recruiter. Putting yourself out there on the job market can be challenging. It requires patience, determination, and some humility. Submitting job applications can often put you in a vulnerable place, and no one likes rejection. So there is little point in going about something as hard as a job search ill-prepared. How, one may ask, should someone prepare for a job search? The answer should be at the forefront of your mind, not only during job searches but in your professional career too. A quality resume is powerful. When organized well and executed correctly, a resume can make a job search easy. If a resume is constructed poorly, however, it can be to your detriment. With recruiting and hiring almost exclusively online nowadays, maximizing your digital resume is more important than ever. This article will go over some resume tips that will help you stand out to recruiters.

 

Basic Resume Advice

A good resume is not easy to come by. Too many people just slap their work experience into a word document and call it good. Not surprisingly, that is a waste of time. So much more is needed to show off your achievements and skills. There are reasons that simply listing skills and work experience however you please isn’t efficient. When you submit a job application, your resume is going to be one of the first things a recruiter will see. Recruiters are usually trained to look for specific things in a resume. If what they are looking for isn’t found quickly, there is a chance your application could be discarded. Of course, there are some basic rules to follow when putting together a resume that will help you get noticed. Listed below are some helpful resume tips from a professional recruiter:

 

Watch the Format

Keep your resume looking nice. It shows professionalism, attention to detail, and that you are interested in working. A polished format will help with the overall look of the resume.. Remember to keep formatting clean-looking, fonts and font sizes legible, and spacing consistent. You can inject personality with splashes of color or unusual headings. Don’t get too carried away though, and don’t include a head shot, or else it might start to look too unprofessional. Consider looking into templates if you need help. Always keep it to one page. Unless you are applying to a big-time executive position, don’t let any information run onto a second page.

 

Brag and Boast

If you only have one take-away from this article on resume advice, remember this: your resume is your highlight-reel. It is a ticket to brag about your accomplishments and your skills. Don’t be shy! Mention job titles, awards, honors, and any other kind of things you feel deserve mentioning. Of course, try to keep it relevant and keep it honest. Don’t exaggerate to make yourself look good. Honesty goes a long way, but recruiters really want to see what you can do.

 

Limit Content if Necessary

While you should brag about your accomplishments, it is not necessary to list everything you have ever done. Putting down all the jobs you have had since high school will only take up precious space. Instead, consider what is most relevant and what will really help get you the job you want. It is important to limit some content to make way for really important information. The important information will vary depending on the job, so it will require some judgment calls on your part.

 

Edit Vigorously

Among all the resume tips from a professional recruiter, this may be one of the most important. Pretend that your resume is an editing assignment for grammar class. A great deal of effort should go into checking grammar, spelling, tense, and pronouns. Some recruiters may immediately discard a resume if they find spelling or grammar errors. A resume free of spelling and grammar errors shows attention to detail and will give you a good advantage. So break out the dictionary and give yourself a refresher on the Oxford comma.

 

What is a Recruiter, and How Can You Stand Out to Them?

What is a recruiter, what do they do, and how can you impress them? Picture a college sports team. They send recruiters around the country to scout out talent and recruit athletes that will fit well in the organization. When a good candidate is found, they will try to get their attention and convince them to join their organization.

It’s an interesting reversal. Athletic recruiters try to get candidates’ attention while corporate and agency recruiters’ attention is often sought by candidates. So it is your duty, as a job-seeker, to capture the attention of a recruiter. Of course, some may reach out to you through job search apps. You may need to decide if they are worth speaking with. How do you catch the attention of the good recruiters? It helps to know what their job is. They go through many resumes and applications, sometimes dozens at a time. They need to make sure an applicant is qualified and is a good fit for the position and company. They need to be careful about who they select and who they spend time getting to know, as they have to vouch for you when they bring your file to a hiring manager. Thus, it is not their job to do you any favors. So to stand out to a recruiter, you need to make their job easier. Make yourself worth recommending. Project a confident and professional tone. Make sure your writing is free of errors and that your resume is relevant to the position. If you help the recruiter, you are sure to stand out. And of course, unless directed otherwise, a cover letter never hurts.

 

How to Send a Resume to a Recruiter

Personalization is the name of the game when it comes to sending a resume to a recruiter. Remember that you want to stand out while also making the recruiter’s job easier. By emailing your resume and cover letter directly to the recruiter, you are sure to stand out. Following the tips previously mentioned will also help with standing out. Keep the body of the email short and professional and avoid cliches. Include a strong subject line. You can usually find a good email on the company website. If an email to a recruiter or hiring manager can’t be found, you can usually find a generic email. Just include in the body or the subject something regarding the concerned department.

 

A Quality Resume is Key

Taking the time to polish your resume might very well land you that job. Leaving it in a poor state, however qualified you may be, may cost you the job. A lot of business is done online now, and recruiting is no exception. Because of that fact, resume construction is everything. It tells a recruiter who you are and what you are capable of. It is their only reference of what kind of person and worker you are. Use these resume tips from a professional recruiter and build your resume to make it represent you properly. If you feel your resume is ready, submit it here to be considered for any openings you may be qualified for in your general location. It may be nerve-racking, but adequate preparation will lend great confidence.[/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639428840598{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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Biggest Job Search Mistakes

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The Biggest Job Search Mistakes and How to Fix Them

Job hunting is a stressful time. We have all been there: in the hunt for a new job and completely bungling it due to the stress and inexperience. Many of us only change jobs a few times in our lifetime, and so much can change in between each job search. We will tell you the biggest job search mistakes and how to fix them. Trust the talent experts at Brightwing to help you avoid the biggest job search mistakes. 

 

The Biggest Job Search Mistakes and How to Fix Them

To prepare you for your next job search, the talent experts at Brightwing have compiled this list of the biggest job search mistakes — and how you can fix each one. 

 

Using the “Best Job Search Apps” 

Many job seekers rely entirely on job board websites like LinkedIn and Indeed. While there is nothing wrong with using these resources, especially as a starting-off point for your job search, there are better ways of finding the right job for you. Even the best job search apps are just that: apps. Apps cannot compare with people. 

A job recruiter gets to know you in a way that an app or website never can. Plus, these apps are full of thousands of jobs. It is virtually impossible to narrow it down to the one job that is a great fit for you. It is extremely unproductive to sit and scroll through jobs for hours on end, especially if you are still working a job while undergoing your hunt for your next one. 

 

Not Applying Due to Job Search Requirements

Many applicants don’t apply to jobs unless they meet 100% of the requirements laid out in the job listing. Here is a little secret: you don’t have to meet all the job requirements in order to apply. Men tend to apply for jobs when they only meet 60% of the qualifications, but many women tend only to apply if they meet 100% of the listed requirements. Don’t be afraid to apply for that job if you only have two years of experience instead of three, or your degree isn’t the same that is specified. 

 

Lying About Your Skills

Now, just because you don’t meet the job search requirements doesn’t mean you should lie to meet them. Instead, explain to the company why you are still a fabulous fit for their position, and demonstrate your ability to learn new skills that would help you excel. Never, ever lie in order to land a job. 

 

Relying On Outdated Job Search Strategies 

If it has been five, ten, fifteen years (or more!) since you have last been on the job hunt, the tactics for securing your next position have most likely changed. Make sure to do your research on the best job search tips, or even better, work with a recruiter who knows the latest strategies for landing the next position in your dream career. 

 

Underestimating Your Worth 

Even when the job market is tough, never underestimate your own worth and potential. All too often, job seekers accept the first offer they receive. Make sure you know how much your individual skills and experience are worth. A recruiter can help you find positions that you might not even realize you are qualified for! 

Not Working With a Recruiter

Especially if you work in a specialized industry like finance, IT, or engineering, it is best to work with a recruiter to find the right job for you. These types of companies typically work with an agency like Brightwing to fill their positions, and this will give you a leg up during your search. 

 

The Best Job Search Tips

As talent experts, we know a thing or two about the job search. These are the best job search tips from the professionals: 

 

Work With a Recruiting Agency

Searching for your next full-time job can oftentimes feel, well, like a full-time job. And at Brightwing, it is our full-time job: to help you find the right role, team, and company. That is what makes working with a recruiting company worthwhile. Working with Brightwing takes all the stress out of the job hunt. 

 

Know What You Want

Before you begin your job hunt, make sure you know what you are looking for in your next role and workplace. What type of position are you looking for? What is your ideal salary? Do you want to take on more responsibility at your next job? What type of company culture do you prefer? Knowing the answers to all of these questions can help your recruiter find the best fit for you. 

 

Don’t Limit Yourself to Online Applications

All too often, job seekers apply for jobs online, and never hear back — even if they are ideal for the position. Online applications have a way of getting lost in the shuffle. Many employers rely on referrals and recruiting agencies to fill jobs, which means your resume might not even garner a glance. When you work with a talent expert, they will advocate for you for the position that they know you are right for. 

 

Be Prepared

If you want to ace your next job interview, be prepared. The number one mistake that job seekers make during the recruitment process is under preparing for their interviews. Make sure to do your research into the company you are interviewing with, and the interviewer if possible, and to show up prepared with examples of your work on hand. Employers not only want to hear about you and your experience, but they also want to know what you like about their company, why you want to work for them, and why you will be a great fit. 

Enjoy the Job Search and Avoid Mistakes with Brightwing

Now, you know the biggest job search mistakes and how to fix them. If you want to find the right job and avoid making any mistakes in the process, consider working with Brightwing Talent Experts. Our company was recently named Great Recruiters Certified for the second consecutive year in recognition of creating a top-ranked candidate experience. Contact us today so we can get to know you better.[/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639428840598{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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How To Fill Jobs In Your Automotive Supplier Business

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Do you need to fill positions in your automotive supplier business? Do you want to work for an automotive supplier, but don’t know where to begin? We’ve got everything you need to know to uplevel your hiring or make some money in this article!

There is fierce competition for qualified employees across all industries. Automotive manufacturers are burdened by this fact. Unfortunately, for business owners, now hiring signs and paper ads – or even job postings on job boards – aren’t as effective as they used to be. On the flip side, for jobseekers, this industry is booming with great jobs of all ranges.

 

Finding and Retaining Help Is Easier if You Follow These Four Strategies:

 

1. Set the vision and prepare for change

To understand how the workforce is changing and what the consequences may be, automakers should start by gathering and analyzing data from their own employees. Survey them to understand where their expectations, ambitions, and satisfaction levels stand. Map out the way teams (both formal and informal) work together by analyzing digital communication trails. Work with leaders at all levels to understand their perspectives on the future and catalog anticipated needs. Next, consider analyzing the impact of different outside trends on the workforce – not just those related to the digital economy, but those related to demographic, organizational, and environmental aspects as well.

With all these analyses in tow, automotive companies can anticipate and prepare for some of the major changes ahead. This leaves room to project how many and which kinds of workers you’ll need to add to your headcount or re-train as your company grows. Staffing services are often a smart strategic option to consider when approaching the question of specialized talent, Brightwing is here for you!

2. Determine and design workforce strategies

Great ambitions propel people to action, but automotive companies must understand the challenges ahead. To respond to these trends, organizations must design workforce strategies to identify the best talent pools, analyze how to engage them, and then build a compelling employee brand and value proposition.

Finally, they must leverage partners and technology to gain seamless access to relevant talent pools, expanding the availability of critical skill sets and enabling a more agile organization. Bosch, for instance, established a database to keep track of employees’ skills and knowledge, which can be used for future projects.

3. Deliver the transformation

In order to drive transformation, the employees of a company must be behind it. However, that will only be accomplished if the company leaders are willing to adopt the change and set the example. Automakers will need to implement the roadmap by creating a transformation management office; they will need to train their employees on the new technology platforms and establish effective communication strategies.

 

Signs Of The Best Automotive Companies To Work For

If you are an automotive company owner looking to increase employee retention or if you are an automotive job seeker looking for a job, it is important to consider what makes a company worth working for. 

Competitive Compensation

All workers are looking for fair pay. It is necessary to support yourself and your loved ones. But how do you know that your pay is competitive? It is important to study salary surveys online to make sure you’re not getting cheated out of your well-deserved pay. You can also avoid being taken advantage of by going through a recruiter. Recruiters have insider knowledge of how the jobs they’re filling should be compensated. Thus, they will get you a competitive rate. 

Company Culture

Great companies support and encourage their employees, and their employees show their appreciation by working hard. You need to be aware of what to look for during interviews. Ask about company culture and take note of how the hiring manager talks about employees. Do they use positive or negative language? Are they able to talk about the importance of their team? Do they have an understanding of the needs of their team members and are they openly looking for solutions?

Communication

Communication is key in any work environment. Make sure that the hiring manager is not only a good communicator themselves, but that you ask them about the communication standards within the company. They should be able to clearly and efficiently discuss the methods used to keep employees clued into the information they need. If they are unprepared to communicate this in an interview, they are likely unprepared to properly communicate with their workforce. 

Innovation & Development

Innovation and development are important on two fronts. First of all, you want to work for a company that is using the best practices for their line of work. This includes innovation strategies, safety, and the development of their products. 

Meanwhile, it is equally crucial that the company has your development in mind. You don’t want to join a company just to feel stuck in your position. Many employees have a growth mindset and need a company willing to help them achieve that growth. Ask about promotion opportunities within the company and whether they look internally when hiring for other positions.

 

 

Automotive Jobs Near Me

No technician, engineer, operations professional, manager, or leader should be waiting for jobs to come to them. You must hustle if you want to succeed. 

You’re more likely to get a job if you show employers that you’re a hard worker with a solid education and job training. The most important thing is to remember that job hunting is a journey, so don’t get discouraged. Staffing is a good option to find consistent jobs in the automotive field!

We hope this article has given you great insight into everything from hiring to being hired in the automotive supplier industry. In order to find the perfect business-employee relationship, there are many things to consider. Our team, Brightwing Staffing, is dedicated to helping you! Our customer satisfaction is our top priority. The Brightwing team is confident that if you implement all the tactics outlined in this article, you will succeed in your endeavor regardless of where you are!

What Types of Interviews Are There and How Can You Prepare for Them?

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Whether you’re looking for your first job or are searching for a new one, learning the different types of interviews and how to prepare for them can help you land a desired position. There is often competition for a position, and often only 20% of candidates are offered an interview. With these odds, it never hurts to brush up on the types of interviews and how to ace them. 

Types of Interviews

Interviews are used throughout the different stages of the hiring process, from initial screening to making a final decision. Each type of interview is designed to glean specific information, see how candidates react in scenarios, or test candidates in certain ways. Even though interviews can often be separated into types, they can also overlap. For example, you may be presented with a problem-solving question during your traditional one-on-one interview. 

Types of Job Interviews 

Traditional Interview

The traditional one-on-one interview is still the most common type of interview. Usually, these interviews are conducted by a hiring manager or an HR representative. They last for 30 minutes to an hour and a half. Traditional interviews often have a balance of questions. They are aimed to get to know you personally, to learn about your behavior, and to test some problem-solving. These can be done in person, though many companies are opting for Zoom interviews nowadays. This is both to protect those post-pandemic, as well as to provide more convenient scheduling for all parties. 

Phone Interview

Phone interviews are for candidates who have something appealing on their resume, but are still being screened for a future interview. These interviews are often 15 to 20 minutes. They allow recruiters to confirm a candidate’s interest and availability in a position. Additionally, they can identify salary requirements. Plus, it is a good way to see if the candidate demonstrates an overall good first impression. 

Project or Case Interview

A project or case interview is concerned with testing a candidate’s technical skills. Usually, the candidate is assigned a task or project with a deadline. This is used to demonstrate their skill and how they perform on a task under pressure. Sometimes, the assignments are purposefully difficult, making it important to demonstrate a well-thought-out thinking process. 

Group Interview

Group interviews are when multiple candidates are brought in for an interview at the same time. These interviews help hirers find an ideal candidate quickly and are structured like a group conversation. These interviews demonstrate how candidates act in a group environment and how they treat their colleagues in a high-stakes situation. 

Panel Interview

Panel interviews are when multiple staff members, usually around 3-5, interview an individual candidate at the same time. These interviews are more common in highly-structured hiring processes or when a search committee is being used to find an ideal candidate. Each member of the panel has their own agenda and will ask different questions. While it can feel overwhelming, do your best to directly answer one question at a time and then try to connect it to the interests or perspectives of the other panelists. 

Mealtime Interview

Mealtime interviews are more common in positions that require meetings with clients (such as sales) or frequent outings and connecting with colleagues. The interviewer will meet the candidate over lunch, usually to get to know them as a person and to examine their social skills. Watching your table manners is critical in a mealtime interview. 

How to Prepare for a Job Interview

Research the Company

During the interview, you may be presented with questions related to a company, such as a favorite product or service, or how you are a good fit for company values. To prepare for these questions, it is important to understand the company you are interviewing with. Learn about their competitors and their ideals. If possible, it’s also a good idea to research your interviewer(s) to find something in their background you can connect with.

Prepare Your Answers

While each company will have its own specific questions, there are common interview questions that will pop up frequently during your job search. While you don’t have to answer any single one of these questions, look through common questions lists and think of your answers. They will help you sound prepared and confident in your interview. 

You can also prepare defense answers for your weaknesses or answers that ease the interviewer’s doubts about you. For example, if you know you’re a dedicated employee that sometimes works hard or extra hours, your interviewer might be concerned if burnout will affect your performance. You can ease the interviewer’s concerns if you counter with how you counter burnout. 

Practice, Practice, Practice 

Even if you have your interview answers thought out, nothing beats practicing saying them out loud. This can help you get the phrasing right to sound articulate. Not to mention, it can prevent you from being paralyzed when your thoughts are racing under the pressure of an interview. 

Make Sure Your Space and Technology Are Ready 

For phone and video interviews, make sure that you will not be disturbed, a glass of water is ready, and that your technology works. Especially for video interviews, make sure you have a strong internet connection and that your speakers and microphone are functioning. 

Speak Up About Your Selling Points

Often, interviewers won’t ask the exact questions you might want them to. If there’s something you especially want the interviewer to know, such as a specific experience or skill, it is your responsibility to bring it up during the conversation. When you’re elaborating on an experience, make sure you share the situation, the task, your actions, and the results. In group interviews, it is especially important to speak up without dominating the conversation. 

Have Some Questions for the Interviewer

Having questions for your interviewer demonstrates your interest in the company and is also a great chance for you to learn more about the company, its workplace culture, and its values. Not having prepared your own questions can paint you as disinterested and less proactive. 

Getting the Interview

If you’re worried about getting interviews to begin with, recruiting companies are the way to go. Here at Brightwing, we pride ourselves on matching employees with the right companies. We can aid your process of getting interviews so that you can move forward and nail them with these tips and advice tailored to your situation. 

Find Great Employees for Your Engineering Team

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How to Find Great Employees for Your Engineering Team

Creating an effective engineering team is all about choosing the right members. Just like any job, who you work with makes a huge difference. Engineering is a field where the engineering talent of your team can affect every aspect of your growth, output, and production. Finding the right candidates to join your engineering team takes time and effort, but it is definitely worth it to find the right person. This is why most engineering companies use experienced recruiters like Brightwing to bring the talent to them.  

Attracting Engineering Talent in 2022

Building a team of talent in 2022 can be difficult in some ways and easy in others. In 2021, millions of Americans quit their jobs in search of new opportunities. At this point, there is a large gap in opportunities vs. candidates, which means that the job market for hiring is competitive; however, there are a lot of good candidates to be found. Creating a solid team in 2022 is very possible as a lot of people have left their jobs even after years of working for their prior companies. Finding experienced workers and newly graduated students alike is relatively easy, but attracting them to your engineering firm may be a little easier said than done. 

Job Offers

Creating a unique job offer to appeal to engineering talent is essential in today’s hiring scene. What does a unique job offer look like? There are a few ways to make your offer the best one on the table: 

Competitive Salary

Obviously offering a competitive wage is important, but including things like bonuses and room for pay raises and growth will help you stand out among the crowd. Millennials especially tend to take a job that will promise them a career path and scheduled raises rather than a high-paying job where they can’t grow. Offer salary vs. hourly, whatever may work best for you. A competitively priced job offer isn’t just important in this market, it is absolutely essential. 

Benefits

Offering benefits will help your employees know that you care about their health and welfare. Most large firms are offering benefits like health insurance, dental and vision, and 401ks. Make an effort to offer a benefits package that will be interesting and worth it to your new hires. If you offer a plan that doesn’t cover the basics or has an extremely high deductible, that detracts from your offer. Employee benefits are also tax-free to employers, which can help your business in return. 

Perks

Fun, exciting perks don’t always have to be fancy or over-the-top. You can offer monthly competitions with modest prizes. Have casual Fridays! Have special gifts for birthdays! Find a way to bring something you enjoy into the workplace, like offering a gym membership to each employee or renting out a theater twice a year for a premiere. Sometimes something simple and enjoyable can make your job stand out over another and often turn the tide for an employee trying to decide between two firms. 

Show them Your Spark

Help people know that you offer a problem to be solved or a challenge to face in your field. Show your engineering team that you work on something worthwhile and interesting! Engineering is sometimes seen as boring or stagnant. When you have a project that piques the interest of your candidates, you have a great reason for them to choose you over a firm that just isn’t as interesting. If you specialize in something, tell your applicants. Show them what they would miss out on if they didn’t take your offer! 

Building a Team of Talent 

Creating an engineering team doesn’t mean just finding one good individual and building a team around them, it has to do with recruiting members that will work together as a whole. What makes a good team player in an engineering team? 

Team Players are Leaders

On some engineering teams, younger or less experienced engineers may feel left out or like they can’t make comments, offer criticism, or otherwise contribute beyond expectations. When teams have rigid hierarchies, non-team leads or juniors may self-censor. You certainly don’t want that – you want a team where everyone can rise to the occasion as both formal and informal leaders. Creating a team of leaders helps people to take charge and work together. 

How to Find the Perfect Match

Many engineering firms have a difficult time finding the engineering talent they are looking for to fill their teams. Engineers are busy and work on many different kinds of projects, and each firm may experience something different when hiring. Using a recruitment agency for engineering hires is a great way to go about building a team of talent. A renowned recruitment agency with a long-standing engineering focus like Brightwing attracts engineering talent along with other workers in design and manufacturing. Recruiting takes significant time and effort, especially when the recruiting process is optimized to get to know each applicant’s goals, strengths, and weaknesses. 

Easier for Employers

Creating a team has a lot to do with knowing each member, and it’s hard to go about building a team of talent if you don’t know the talents involved. Self-assessment is notoriously inaccurate, and worse, not everyone is completely honest on their resume. If someone says they are organized and collaborative but they really aren’t, it can have a ripple effect that interferes with your projects, timelines, and budgets. Using an engineering-focused recruiting agency to build engineering teams will save time, money and energy for employers because recruiters are experts at bringing engineers’ true soft and technical skills to light. [/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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The Costs of Job Tenure: Why You Shouldn’t Stay in a Job Too Long

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[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]There are generally two kinds of job seekers: those who’ve had ten jobs in five years, and those who’ve spent the last ten years in the same role.

Now let’s ask: if you’re entering the job market, which is the worst situation to be in?

Most people would probably say that it’s worse to be a job hopper, and they may be right.

But according to research on Forbes.com, staying in a role for more than two years could mean that you earn 50 percent less than those who leave.

This figure shouldn’t be surprising. Most employees will only receive a 3-5% salary increase each year within a single organization. But when you go out into the market to negotiate your salary, you may end up asking for 10-15% more than what you’re currently earning.

If you do this every 3-5 years or so, you can see how these increases could compound.

So having a long job tenure comes with its own costs. Read on to learn more about how this could impact your current and future job prospects.

 

Is Job Tenure Actually Hurting Your Career?

 

One of the hallmarks of a great professional is their ability to divide loyalties. While you should have some loyalty to your employer, you also have a responsibility to yourself. If you don’t own your own professional development, no one else will do it for you.

So while your loyalty to your employer may prompt you to stay in a job over the long haul, it’s important to seriously consider what this means to your career long-term.

When many recruiters and hiring managers look at lengthy tenures, it can give them the sense that:

  • You aren’t motivated or driven to achieve
  • You’re too comfortable with the familiar and unable to adapt to a new job, leadership style, or corporate culture
  • You don’t have a diverse enough skill set to thrive in a modern company and economy, simply because employees gain perspective about best practices as they move from one company to another

If you earn a promotion (and a real promotion, not just a job title change) within a company, that can help to soften the blow. In fact, vertical growth is a good sign, because it shows that you’re willing and able to take on new responsibilities and challenges.

But overall, while job tenure comes with significant advantages, there are costs involved. The costs just happen to be long-term; you won’t notice them until you have to get back out and search again.

 

How Long Should You Stay at a Job?

 

So that leads us to the million dollar question: how long should you stay at a job?

According to 2018 data from the Bureau of Labor Statistics, here are some of the most common trends:

  • Workers in management, professional, and related occupations had a median tenure of 5.0 years
  • 22% of workers had tenure of 1 year or less
  • Younger workers were more likely to have a short tenure than older ones; only 9 percent of workers aged 55 to 74 had a tenure of less than 12 months
  • Median tenure for employees aged 55 to 64 (10.1 years) was more than three times that of workers aged 25 to 34 (2.8 years)

In general, three to five years in a job without a promotion is the optimal tenure to establish a track record of success without suffering the negative consequences of job stagnation. Of course, that may vary depending on your specific industry or role.

 

3 Signs You’ve Stayed in a Job Too Long

 

Not every problem can be solved with a job switch. Sometimes you need to stick it out and take advantage of all the opportunities that you have in your current organization before moving on.

But staying in a job isn’t always the solution either. There are many good reasons why you should move on to another organization or role. If any of the following red flags pop up, that’s a good sign that it’s time to think about a change.

 

1. Your job no longer challenges you.

 

If you end the day with time to spare, that means that you’ve almost certainly mastered your current responsibilities. While it’s great to be confident and knowledgeable, staying there won’t help you grow.

 

2. There’s no risk associated with your job.

 

No one likes being on the boss’s bad side. But if you find that you can make a mistake without consequences, odds are that you either are too good at your job, or you’re working for an organization that doesn’t value growth and excellence. Either way, remaining in those environments will cause you to stagnate.

 

3. It’s hard to justify sticking around.

 

Health insurance, vacation, and retirement contributions are all important benefits, but they shouldn’t be the sole reason you stick with a job. Other companies offer those same benefits, and they may be able to give you a job that challenges and fulfills you.

 

Final Thoughts: Is it Time for a New Job?

 

If you’re wondering whether you should consider a new job, you’re certainly not alone. The market is filled with people who are looking to improve their situation. There’s a good chance that you should join them.

Our recruiters have placed thousands of candidates in great-fit jobs & contractor roles. We would love to help you find your next best opportunity.

Click here to get in touch with a Brightwing recruiter.[/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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3 Recruiting Insiders on Urgency in Hiring

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contact us:

[/vc_column_text][wpforms id=”27251″ title=”false” description=”false”][/vc_column][vc_column width=”3/4″ css=”.vc_custom_1573242552154{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]Here are tips from 3 Brightwing talent consultants on what it takes to meet urgent needs in this candidate-driven market…

 

1. How to beat the competition when the clock is ticking for in-demand talent…

 

“Earlier this year, I worked with a client whose hiring process unfolded SO WELL that I need to call it out.

A software engineering manager from a major tier 1 auto supplier reached out to me about a candidate I’d posted about on LinkedIn. She took my call even though she was in China on business.

→ #1: she didn’t sleep on good talent (literally!) Turns out the candidate had another offer on the table, but wasn’t 100% sold. So, the hiring manager had one shot. I gave her some guidance: 1) Gather every decision maker including HR, and let’s get everything done in a single interview; 2) Move fast!! The next day, they bring in our candidate to meet with all stakeholders in a single interview.

→ #2: they adapted the hiring process to match the urgency of the situation. After the interview, they made their decision quickly. The candidate had an offer in-hand (for exactly what he was asking for) by the end of the following day.

→ #3: They took decisive, quick action! The client’s flexibility, speed and fair offer landed them an A+ candidate who is currently thriving within their organization. That’s how hiring should work…every time.”

– Steve Ermak, Engineering Talent Consultant

 

2. How to qualify client needs properly to land the talent who fits best…

 

“I was recently in discussions with a VP of Finance about her hiring needs for the coming year. Problem was, I’d heard whispers about the company’s bad reputation.

And bad reputations are problematic on a bunch of levels.

But whispers are one thing, and first-hand knowledge is another. So I go out to meet the team in person.

Why? We need to learn about the culture, the day-to-day atmosphere, in person. We need to meet the people that our candidates could potentially be working for… 1 – to weed out the opportunities that we wouldn’t feel good about matching candidates with 2 – to understand the environment so we can qualify the candidates who’d thrive there 3 – to be able to pitch the company well to candidates.

Turns out – the bad reputation was based on a misperception about their industry. The more I talked to them, the more excited I got about their mission. They were doing something valuable and didn’t deserve the bad rap at all. Digging deeper not only let me find a client worth partnering with – but it also put me in a great position to get candidates as excited about the opportunity as I was. Goes to show: qualifying with the intention of DISqualifying can lead to surprising – and great – results.”

– Joe Dombles, Finance & Accounting Talent Consultant

 

3. How to use “working interviews” after proper qualification of both the client and candidate…

 

” ‘I need a bookkeeper yesterday.’

I had a client in a tough situation. The bookkeeper put in her 2 weeks’ notice. He really wanted to find a replacement before she left so they could get some training. The office couldn’t manage without a bookkeeper for any extended period of time.

Enter: the working interview.

Because of the crazy time crunch, we sent a candidate we were super confident about to work for a day at the office.

The candidate had the time & was excited: career change is a big deal. Spending time with your new potential team is a great way to know whether it’s a good move. The client was happy to give it a shot: if it worked out, problem solved! If not, the risk was ours – Brightwing would pay for the day.

A day after the working interview, I got some seriously happy messages from the client & candidate. They’d decided to take the leap together and make it official. Not the answer for every situation, but in the right circumstances, working interviews are a very effective way to make a decision for everyone involved.

– Dan Start, Finance & Accounting Talent Consultant[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078553380{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639422591928{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s get to know each other

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Why You’re Not Closing Job Offers …and 5 Ways to Fix It

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There are plenty of obvious things that make a job offer attractive. Competitive or above-market pay, bonus opportunities, and benefits all play a part. And it’s all the better when the compelling compensation package comes from an organization with a strong employer brand.

 

But there are also subtle dynamics that attract and repel candidates on the way to the offer. To maximize offer acceptance, you’ve got to help candidates imagine a future where they love working for you and with you.

 

68% of candidates believe that the way you treat them during the hiring process is a direct window into the way you’d treat them as an employee. That means: the experience you gift (or inflict on) your candidate is part of the offer you put on the table.

 

To maximize offer acceptance, you’ve got to help candidates imagine a future where they love working for you and with you. Here are 5 keys to making it nearly impossible to turn down your offer…

 

  1.       Assume there aren’t many good fish in the sea.

 

Of course, you’re interviewing many candidates for just one opening. But never slip into the false impression that the hiring party holds all the power, the job seeker, none.

You’ve got choices, and so does the job seeker.

There isn’t an infinite supply of excellent candidates (even though it may sometimes feel like it). You’ve got to look for what makes each candidate different, and then move fast when you find someone great.

 

  1.       Aim for honesty, not transparency.

 

100% transparency is not the goal. There are plenty of facts or details that don’t need to be passed on to the candidate.

But you should over-communicate progress or lack of progress.

If the process isn’t unfolding the way you said it would, say so and revisit the plan. Be up front and direct about pertinent facts – snags in the timeline, feedback, obstacles – and candidates can imagine a healthy future working relationship predicated on trust and honesty.

 

  1.       Give the gift of your full attention.

 

You’ve got to make the most of the time you’re given with each candidate. That means: you brush up on candidates’ backgrounds before speaking with them. You let interviews run only as long as you both agreed to. And you give candidates your full attention during your discussions. As tempting as it is to sneakily check your phone under the table, that signals to candidates that either you don’t adequately value their time or that you are overwhelmed or distracted as a manager. Neither interpretation is flattering.

Team members thrive when they’re given their managers’ attention. If you take the time to be present with a candidate and get to know who they are as a person and a professional, then you’ll have set the stage for an engaged employee.

 

  1.       Articulate a clear (and shared!) vision of the opportunity.

 

All stakeholders in the process should generally agree about the role and its purpose, and the formal job description should reflect the same line of thought. Of course, there will be variations in the way different people discuss or understand the opportunity. But if a program manager describes goals for the role that have absolutely nothing to do with how a VP describes the same thing, you’re in trouble.

When there are jarring discrepancies between each interviewer’s account of a position, candidates have trouble picturing themselves in the role. That’s the opposite of the desired effect.

You want candidates to be able to envision the contributions they’d make to your organization, so make sure not to let organizational misalignment sully their view.

 

  1.       Give candidates a taste of company life outside the interview room.

 

There’s no doubt you’ve made promises about what your company culture is like – on your website, social media, in conversations, etc. Since you talk the talk, candidates will want to know if you walk the walk.

So, have candidates meet other people both on and off the team. Give them a tour of the office. With a glimpse of the coffee or game room, candidates can envision colleagues that turn into friends. The buzz of a busy office can conjure up thoughts of happy productivity. Give candidates enough data for them to extrapolate the rest of the pretty picture. It’ll help nudge them in the right direction once they’ve got your offer in-hand.

 

 

 

At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

LET’S PARTNER UP. WE CAN’T WAIT TO HEAR FROM YOU.

Does Employer Brand Outweigh …Comp Packages?

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two thirds of candidates scrutinize your brand

 

 

Our brains are designed to compute split-second impressions of people and things. We then drop those impressions into one of many preset categories as a way to shortcut decision-making.

 

In the wild, for example, bright colors usually mean poison. We could take the time to work out the logic every time we come across a bright color in nature. (What do those bright red berries, poison dart frogs, and vibrant snakes have in common? Poison and bright colors!) But instead, our brains make the leap: Bright colors? Stay away!

 

These snap judgments are how we discern what to trust and what not to trust quickly enough to avoid danger.

 

The interesting thing is, we think this way even when our survival does not hang in the balance. When we come across brands, the same almost subconscious process unfolds. Indicators of culture — both subtle and obvious — stir certain instinctive responses in us. 

 

Long before you’re even aware of their existence, a job seeker either accepts or rejects your company based entirely on your brand and reputation. 

 

A job seeker’s first impressions of your company will make or break their decision to accept a job offer — or to even apply to an opening at your company.

 

The results from our recent Brightwing Talent Insights Survey confirm this. 62% of professionals rank brand and reputation as the most important factor while they decide whether to apply to a job or accept an offer.

 

And the internet has multiplied the number of opportunities everyone has to make judgments about your brand.

 

How Your Employer Brand Impacts Your Recruiting

 

The rise in popularity of social platforms like Instagram and Snapchat, on top of mega-networks like Facebook and LinkedIn, has raised the stakes when it comes to employer branding. Social media is where most candidates are already “hanging out.” So, it’s the first place they’ll look for your brand when applying to or interviewing with a company.

 

If your social brand is engaging, you’ll certainly catch their eye. If, on the other hand, your social brand is unappealing or, worse, nonexistent, you’ll be out of the running almost immediately.

 

These platforms enable you to showcase your employer brand in action. Sharing fun photos of company events, timely memes about the state of your industry, or insightful articles can help you appeal to your audience of potential employees.

 

Social media isn’t the end, though. Your website (especially your careers page) and the messaging your talent acquisition team uses in emails, ads and job postings are all reflections of your brand.

 

What Role Candidate Experience Plays in Your Brand

 

Research shows that a large majority of candidates believe the candidate experience indicates how a company values its people. Yet less than half say employers treat candidates with the same level of respect as their current employees. This is a massive disconnect that poses a risk to a company’s overall employer brand.

 

From the moment a candidate interacts with your company via email, phone, or social media, the experience must be positive, respectful, and engaging. This should continue throughout the screening and interview process, all the way through to a candidate’s first day and beyond.  

 

How do these interactions impact your brand? Consider how and where candidates may share their experiences of your hiring process. According to our Brightwing Talent Insights survey, the second most important factor for professionals considering a potential employer is online reviews, via sites like Glassdoor and Great Recruiters. Job seekers will often leave transparent reviews of their candidate experience on these websites. If their experience was less than stellar, that will be a red flag to future candidates, negatively impacting your brand.

 

How Your Brand Is Reflected in Your Company Culture

 

Your company culture is what brings everything full circle. From how it is showcased in your social media accounts and via online review sites to how it is perceived during candidate interviews, your culture is inextricable from your brand.

 

You could have the best marketing in the world with a beautiful website, social feed, and messaging, but if your culture is unappealing, your brand is still negatively impacted. If you’re struggling to attract and retain top talent, it may be time to reevaluate more fundamental aspects of your culture: how do your teams function? how are your core values lived out day-to-day?

 

When components like compensation, benefits, and career path are comparable, it’s your brand and reputation that may make or break a job seeker’s decision. Where do you stack up against the competition?

 

At Brightwing, we advocate for your business, finding you amazing people that fit your culture and delivering the insight you need to truly shine as an employer. Let’s partner up. We can’t wait to hear from you.

4 out of 5 Employees May Switch Jobs in 2019: What Does That Mean for Your Organization?

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4 out of 5 Employees May Switch Jobs in 2019

 

Want to take these insights with you? Download the PDF.

 

Brightwing Talent Insights Survey Results 2019

Brightwing recently invited its talent network to participate in a survey to gain an inside perspective of the candidate market. For employers, this is important data to help them understand what candidates are looking for in a new opportunity and how companies should adjust their processes accordingly. Read on!

 

We like to get inside people’s heads. Find out what makes them tick, what makes them jump for joy or groan with boredom.

 

Nowhere is this truer than when it comes to jobseekers.

 

Making the perfect match between a professional and their future employer isn’t a game of throwing resumes at the wall to see what sticks. It’s about getting to the core of what really matters, building a relationship based on trust and intuition.

 

That’s why we reached out to our talent network to find out more about their experiences, hopes, and strategies in the job search. Turns out, this is profound information to help employers shape their recruitment strategies in ways that truly engage top talent.

 

Let’s dive in.

 

Only 1 in 5 employees are committed to staying at their current job

So, there’s good news and there’s bad news.

 

Only 1 in 5 employees are committed to staying at their current job

The good news is that if you’re actively hiring, there may be more available talent than what appears at first glance.

 

Chasing down those “passive” jobseekers – the 40% of people who are interested if an opportunity presents itself – will be particularly valuable in this case. If your employer branding game is on point and you know how to market your company and open positions in engaging ways, the chance you’ll be able to attract the right people is strong.

 

However, the bad news is that you may need to be concerned about retention. Most companies probably have a few employees who are either actively searching for a new job or at least willing to entertain a new opportunity should it present itself. Can you afford to lose them? Are you prepared to hire replacements? Can your team cover the gap if someone leaves? These questions probably make you nervous, but a strong retention strategy should reduce the chance that you’ll actually need to face these questions head-on.

 

Job boards, recruiters, and social networks are popular job search resources

 

Job boards, recruiters, and social networks are popular job search resourcesWhere are you looking for candidates to expand your talent pool?

 

Posting a job description to your website is simply not enough. Neither is posting to CareerBuilder, Monster, Indeed, or any of the other prominent job boards out there. While you could make the accurate assumption that many candidates are searching these job boards, more than 3 out of 5 are actually looking in other places.

 

Many candidates are connecting with recruiters in their industry. This is often the case with those “passive” job seekers who are employed full-time and don’t have the spare hours to search on their own. They also recognize that a recruiter’s network is much deeper than their own and they have the tools to gather information that the candidate couldn’t obtain on their own. Have you considered working with a staffing company to gain access to their candidates?

 

Another significant resource that candidates are using in the job search is social media – especially LinkedIn. Complete with its own job board, LinkedIn gives jobseekers the power to research companies, connect with peers and leaders, and showcase the details of their resume, skills, and accomplishments. Are you reaching candidates where they are?

 

56% of Jobseekers Prefer Email Communication

 

56% of Jobseekers Prefer Email Communication

 

A decade ago, employees everywhere feared for their job in the wake of the economic recession. At that point, they probably had little preference how a potential employer contacted them.

 

Today, we’re all too aware that it’s a candidate’s market. Top talent is regularly inundated with messages from both corporate and agency recruiters. Plus, they’re simply busy. So, it’s little surprise that they’re picky about which messages they give their attention.

 

More than half of surveyed talent are more likely to initially engage with a potential employer through email.

 

With subscriptions and spam typically sent to secondary folders (thanks Gmail), people have more control of the content of their inbox than any other avenue. Algorithms control their social feeds, telemarketers won’t cease their phone calls, but your inbox is your own. That said, 2 out of 5 candidates do still prefer a phone call. In this case, then, your method of communication depends a little bit on trial-and-error for each individual candidate. Your choice.

 

Two Thirds of Jobseekers Are Checking on Your Reputation

Two Thirds of Jobseekers Are Checking on Your ReputationThere are plenty of opportunities out there for most candidates these days. As such, they’re not applying to every job they see or accepting the first job offer that comes their way. They’re doing their research first.

 

What makes a company attractive to apply to or accept a job with?

 

Almost two thirds of survey respondents view the company’s brand or reputation as the most important factor. Quite frankly, that’s a massive number. If a company isn’t on top of brand/reputation management, they may be falling short without even realizing it. Every factor that builds a brand – website, social presence, advertising, partnerships, thought leadership, quality of products/services, customer service, and more – must be aligned with how a company is portraying itself as an employer. If a piece of the puzzle is missing or damaged, candidates may dismiss the thought of ever applying for a job.

 

The second most popular factor in applying to or accepting a job with a specific company is their Glassdoor (or similar) reviews. The insights of both current and former employees (and any responses from the employer themselves) tell a candidate what it’s like to work there. This information is gold. Do you know what people are saying about you? How are you responding?

 

Jobseekers Crave Skills Growth and Opportunity

In today’s competitive candidate market, many companies are willing to pay top dollar to win talent. However, money isn’t always the answer. In fact, compensation ranks a joint third place (with company culture) as the most important factor in accepting a job offer.

 

Jobseekers Crave Skills Growth and Opportunity

Candidates crave growth more than money.

 

Skills development and a projected career path are critical to engaging your employees – and attracting new ones. Without these opportunities, employees grow stagnant, bored, and disengaged. They don’t want that – and neither should you. Smart jobseekers ensure that these opportunities will be available to them before they sign the employment contract. Can you deliver?

 

Almost as important is an employee’s work-life balance, and this ranks second in the survey. How are you providing your teams flexibility? Consider remote work opportunities, flex hours, unlimited PTO, or other alternatives. Make sure you regularly evaluate each team member’s workload to diminish burnout and ensure they don’t feel overwhelmed.

 

Follow Up Within One Week or Risk Losing Top Candidates

Even though top talent can seem scarce, that doesn’t mean you won’t be inundated with resumes and applications the minute you post a job description online – a majority of which will be underqualified. It’s no wonder that sorting through and screening those applications can take days if not weeks to find the right people.

 

 

Unfortunately, you simply don’t have weeks. More than one third of survey respondents said they were willing to wait no longer than one week for a response after they’d applied. And two out of five responded with 3-5 days! A more generous 30% replied with 2 weeks, and, in the minority, 12% said 3+ weeks. It’s clear, then, that prompt follow up is critical to retaining top candidates before they move on to other opportunities.

 

Flex Time and Healthcare Benefits Are Equally Important

 

Flex Time and Healthcare Benefits Are Equally Important

 

An almost identical number of people ranked flex-time/work-from-home and healthcare as the number one most important employer benefit. Though these benefits are very different in nature, they both speak to an employee’s sense of wellbeing – both mental and physical. These are followed by paid vacation and retirement benefits in 3rd and 4th place. Can you meet their expectations?

 

 

Counteroffers Rarely Work

Counteroffers Rarely WorkIf you’re worried about losing top employees – or if you’re worried about losing top candidates to their current employers – you need to know that only 6% of survey respondents are very likely to accept a counteroffer after they’ve given their resignation. A quarter of them may consider a counteroffer only if it’s significant. But about two thirds of jobseekers are unlikely (though that’s not to say not tempted) by a counteroffer.

 

This confirms that most people are simply not motivated by money. While everyone has bills to pay, when it comes to spending eight or more hours doing the same job in the same place with the same people, there are several more important factors prompting them to either stay or leave.

 

Brightwing Talent Insights 2019

With four out of five employees open to new job opportunities this year, it’s likely that if you’re not already hiring, you will be soon. We hope this survey data helps provide some insight for honing your recruitment strategy, as well as any employee engagement and retention initiatives.

 

Finally, with two out of five candidates choosing to use a recruiter in their job search, we can’t help but ask whether you’ve considered partnering with a staffing and recruiting firm. At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

 

Let’s partner up. We can’t wait to hear from you.

Save these insights straight to your desktop by downloading the PDF. 

Will Your Marketing Team Thrive or Fail Under These 3 Trends?

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Will Your Marketing Team Thrive or Fail Under These 3 Trends?

Have you seen our recent 2019 Hiring Insights in Marketing yet? We’ve got the research you need to prepare for your 2019 hiring initiatives. Be sure to check it out, then rejoin us back here.

 

You’ve seen first-hand the exponential growth in the digital marketing industry. Unfortunately, the high demand for marketing talent who can address this transformation of the industry has revealed a tangible shortage of candidates. As a result, even leading marketing teams acknowledge that they aren’t reaching their recruitment goals. The hunt for marketing candidates is often in vain.

 

However, we believe that the core trends influencing the marketing industry are simultaneously changing the hiring profile of the best marketing talent. Understanding these trends will inevitably change the way you recruit the professionals who can successfully address your business objectives.  

 

1.      The Power of “Whole-Brained” Talent

You’ve probably heard someone described as left-brained or right-brained, but have you heard of a person referred to as “whole-brained”? According to a recent study by McKinsey, many companies have begun searching for talented individuals with left- and right-brain skills in an effort to more deeply integrate different marketing functions. In this new approach, creativity and data are equal partners.

 

Historically, data and creativity have been at odds. You might know this as the “ideas vs. numbers” or “emotion vs. logic” dilemma – the first is hard to measure from a business perspective, but the second struggles to be relevant and engaging to an increasingly demanding audience. However, as the marketing industry has advanced, the idea that creativity and data are adversaries has become outdated.

 

Today, “whole-brain” marketing professionals, who have the skill to integrate data and creativity in a single role, are innovating the marketing department. These are individuals who are simultaneously creative and logical – and they’re also nimble enough to interface with colleagues of a variety of different backgrounds and functions. It’s a combination that enables them to more effectively drive brand growth, improve performance, and engage the customer experience.

 

This fundamentally changes the hiring profile of most marketing functions. Hiring a creative director or a data scientist with traditional backgrounds and perspectives simply isn’t enough. A “whole-brained” marketing professionals has elements of both functions even if they lean more heavily towards just one. This will change where companies look for talent and how they assess their skillsets. Adjusting their recruitment strategy accordingly is critical for success.

 

2.      The Growth of Cross-Functional Teams

Breaking down the walls between creative and logical skillsets is also a trend at the team-level. Many companies are pushing the envelope on what it means to enable collaboration between creatives and technologists, choosing an agile marketing model in which they create small, highly-focused, cross-functional teams.

 

These high-performance teams are staffed with talent from a traditional marketing background as well as people in fields such as IT and operations. Tasked with executing on one specific business objective, they’re simply faster, thanks to a unified view of the customer, eliminated data siloes, reduced inter-departmental bottlenecks, and more seamless testing and integration. Ultimately, new ideas can more quickly be brought to market.

 

This agile model is especially well suited for the growing trend of personalized marketing. Although personalization has been a buzzword in the marketing industry for years, 2019 could be the year marketers finally deliver more mature personalized marketing strategies, thanks in part to the collaborative effort between creatives and data-focused functions.

 

While there are many benefits to the cross-functional agile model, searching for marketing talent suited to this unconventional structure can be challenging. Although their experience may be more traditional, qualities like curiosity, emotional intelligence, and natural leadership ability should be top of mind, as these skills will enable them to successfully integrate into diverse teams. Overall, cross-functional marketing teams are here to stay, and adapting your talent search to this new model will be essential to staying competitive in the digital marketing environment.  

 

3.      The Rise of Ethical Marketing

Finding the right balance between creativity and data is critical, but we can’t mention the increase of data in marketing without also considering its consequences. Used right, data can massively improve the reach of marketing strategies, but companies must gather a comprehensive knowledge of consumer data privacy and security. A growing number of regulations acknowledge that customers want to know how their data is protected and how it is used.

 

At this point, everyone should be familiar with the European Union’s General Data Protection Regulation (GDPR) that was implemented in 2018. Similarly, California’s 2020 privacy law requires companies to meet certain principles and conditions regarding data collection and storage. With continuing data privacy concerns and increased regulation likely, companies that implement data privacy protections now will be better prepared for future success.

To earn consumers’ trust, marketers should be focused on ethical data collection and management. However, this is still a relatively new area of expertise, and many companies have been slow to adjust their hiring profiles accordingly. Making the change and recruiting talent with knowledge of data security will help guide companies’ ethical data management strategies.

 

The landscape of the marketing field continues to shift under the weight of powerful trends. Proactively building a team with talent who can withstand this transformation and pioneer a way forward is critical to the success of your business.

 

At Brightwing, we believe that finding the kind of individuals who can achieve your marketing goals depends upon relationships, intuition, and experience – we call it “recruiting, reimagined.” We’re on the forefront of the market, keeping in touch with trends like these so we can bring you insights and advice to help you stay competitive.

 

For more research, check out the Brightwing 2019 Hiring Insights in Marketing guide today.

Research on the Engineering Talent Shortage Says We Should Start Worrying

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Research on the Engineering Talent Shortage Says We Should Start Worrying (1)
Did you check out our recent 2019 Hiring Insights in Engineering yet? We’ve got the research to prepare for your 2019 hiring initiatives. Go check it out, then meet us back here.

 

The talent shortage.

 

A long-time buzzword in the engineering and manufacturing sectors – one you’d be tempted to tune out by now. Except it hits too close to home to ignore; your productivity, growth, customer service, and innovation are just a handful of areas that vacancies will negatively impact – and the talent shortage ensures that those vacancies will take at least three months to fill, according to surveyed manufacturers.

 

By 2028, a continued shortage will translate to a potential loss of $454 billion in economic output – a massive 17% of the forecasted manufacturing GDP in the US.

 

For many companies, it’s tempting to throw money at the problem and forget about it – offer higher salary packages to attract the right talent or invest in automation technology to relieve the demand for transactional labor. But it’s not enough.

 

Take a look at this graphic from Deloitte and The Manufacturing Institute. Can money really fill the gap of 2.4 million manufacturing vacancies by 2028?

 

 

The engineering and manufacturing talent shortage isn’t just a buzzword. Its impact is both global and local. The need to tackle this challenge is not dependent upon revenue size, organizational demographics, or reach. It’s a commitment needed by every company.

 

We dig into more detail below. Grab a cup of coffee and read on.

 

Why Is There an Engineering and Manufacturing Talent Shortage?

The engineering and manufacturing industries are contending with historically-low unemployment rates in combination with the industry’s significant contribution to economic expansion. The result is the tightest labor market in recent history. But the root causes of this talent shortage go deeper.

 

Shrinking Immigration

The STEM workforce in the US has long been home to a significant portion of talented foreign-born workers – about 20-25% according to the American Immigration Council. However, the number of international students has declined a massive 17% in recent years – primarily due to changes in visa regulation. Furthermore, while large organizations in the manufacturing/engineering fields have historically been the biggest sponsors of H-1B visas for foreign workers, that number has similarly decreased.

 

Companies are left to turn to domestic talent, which is a far smaller pool of professionals.

 

Aging Workforce

A SHRM report suggests that almost 27% of workers in the manufacturing sector will retire within the next decade. Baby Boomers – and even some older members of Generation X – are out the door, taking their knowledge and skills with them. Not only are many companies lacking sufficient succession planning and knowledge transfer strategies, but there simply isn’t enough talent to fill the gap.

 

Decline in STEM Interest

Last year, the number of teenage boys interested in a STEM career dropped from 36% to 24% while the number of teenage girls is stagnant at just 11%. Only 3 in 10 parents consider advising their child to go into manufacturing. Some claim that an unfavorable perception of the industry is the root cause of this disinterest.

 

Consider the automotive industry, one expert points out; the emotional response tied to the Big Three automotive brands is nowhere near as exciting as that tied with Tesla, known for its innovation. But Tesla is not what people initially think of when considering a career in manufacturing. In fact, less than half of surveyed Americans believe that manufacturing jobs are “interesting, rewarding, clean, safe, stable, and secure.” With such a dismal view of the industry, it’s little wonder why enrollment in these fields is stagnant or, worse, declining.

 

Lack of Women in Engineering and Manufacturing

As mentioned, only 11% of teenage girls are interested in STEM careers. The number of female engineering graduates is higher – at 24% – but that’s still drastically uneven, despite the fact that women outnumber men in overall graduate school enrollment. Studies show that the US manufacturing workforce consists of just 29% of women workers. This lack of women in engineering and manufacturing is certainly perpetuating the talent shortage.

 

Overcoming the Engineering and Manufacturing Talent Shortage

Unfortunately, there’s no one-size-fits-all approach to address the talent shortage in the engineering and manufacturing fields.

 

The right solution depends upon a number of factors, including regional differences in skills demand and current STEM offerings, to name a couple. That said, we’ve seen companies find success in some of the following solutions. 

 

Investing in STEM Development

Getting involved at the college and high-school levels to promote STEM careers is one of the most proactive approaches to solving the talent shortage. Not only are you able to build your long-term talent pipeline, you’re also building employer brand awareness, which is highly valuable in attracting greater numbers of candidates.

 

For example, global manufacturer Cummins, Inc. created its own initiative to address the skills gap, called the Technical Education for Communities program (TEC). It’s a program that works with schools to identify and supplement gaps, helping them standardize teacher training, market-relevant curriculum, classroom tools and systems, and career guidance. It’s an extensive investment, but one that pays off by improving overall STEM education and sparking greater career interest.

 

Hand-in-hand with STEM education investment is the opportunity to get more girls interested in careers in fields like engineering and manufacturing. A Microsoft general manager Shelley McKinley points to studies that show girls need more role models: “Where are the women STEM teachers? Girls are more interested in hands-on experience; they want to see the life applications of what they are learning.” Companies can take a proactive approach in getting the right role models in front of this young audience to boost their interest in STEM.

 

Creative Compensation Packages

Many organizations hear the phrase talent shortage and act in a reactive manner, throwing money at the problem to gain the talent they need. Higher wages and sign-on bonuses are common strategies – and Deloitte reports a 68% positive impact from companies who go this route. It seems like a viable solution – for now.

 

But it’s a short-term fix. It doesn’t guarantee that the people lured in by the money will stay for the long haul or that the future talent pool will miraculously grow as a result. Plus, it’s expensive. The average US engineer wage sits at $91,010, reaching even higher depending on experience level and regional bias. How long will this strategy remain valuable?

 

Flexible Skills Requirements

Sometimes, the talent pool only seems limited because a company’s long list of requirements is so stringent.

 

Finding the perfect candidate in the current market is going to prove highly difficult. However, a more flexible approach to requirements will result in a wider range of available candidates. We’ve seen the success of this strategy first-hand. An automotive client spent six months trying to find a highly technical engineer with extensive experience in a long list of very specific skills. We helped them pare that list down and expanded the search from local to national (introducing a relocation package), resulting in a wider array of highly qualified people who fit the job.

 

Training Junior Professionals

Not only will getting more flexible on requirements help, but intentionally hiring more junior people can also open up the talent pool.

 

This strategy goes hand-in-hand with valuable training programs as well as knowledge transfer initiatives – especially as your oldest generation of workers gets ready for retirement. To aid in this effort, some manufacturers have already implemented short-term project opportunities for retiring individuals, allowing them to work in a smaller capacity in order to increase (or maintain) headcount while enabling greater knowledge transfer to junior employees.

 

Implementing Automation

Automation does not solve the engineering and manufacturing talent shortage, but it does help address the challenge in the meantime.

 

The World Economic Forum suggests that by 2022 42% of total task hours will be managed by machines and algorithms. As such, one in three manufacturers are already using these tools and technologies to supplement low-skilled jobs in order to focus their recruiting efforts on higher-skilled roles. As a result, 64% of executives have found that automation helps them overcome the challenges of the talent shortage.

 

* * *

 

At the end of the day, it’s clear that leaders in the engineering and manufacturing fields cannot remain silent about the talent shortage. Industry growth and demand are opening up more and more employment opportunities – and the only way to fill those positions is to be proactive about filling your talent pipeline.

 

For more research, check out the Brightwing 2019 Hiring Insights in Engineering Guide today.

2019 IT Salaries: Do Your Competitors Have Deeper Pockets?

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Did you check out our recent 2019 Hiring Insights in IT yet? We’ve got the research you need to prepare for your 2019 hiring initiatives. Go ahead and take a look – we’ll be right here waiting when you get back.

 

Surveys tell us that less than half of all tech professionals are satisfied with their current salary. And they don’t have far to look for something better. The competitive state of the IT job market looks more and more attractive every day.

 

While money isn’t the only way to recruit and retain talent (more on this later), you can’t deny that it’s a massive motivator. Thus, staying up to date with IT market rates is essential.

 

An Employer’s Quick Guide to 2019 IT Salaries

The IT pros we know love a good challenge, want to work for great companies, and embrace flexibility. But they still have bills to pay. That’s why comparing your current IT compensation package with market rates is critical to stay competitive.

 

10 years ago, the average IT salary sat at $78,845. But a decade is a lifetime in the tech industry. Today’s average IT professional is making $93,244, a significant increase over time. What era are your salaries in? Below we break down 2019 IT salaries by function, technologies, experience level, and employment type.

 

2019 IT Salaries by Function

Bear in mind, these numbers aren’t set in stone. They are highly dependent on experience level, region, industry, company size, and other elements like bonuses and perks. But the following numbers from Dice.com provide a solid baseline. Check them out.

 

 

2019 IT Salaries by Technology

Programming, big data, and cloud technologies are among the highest paying skills in the tech world. They’re also the areas that companies need talent for the most. If your 2019 IT initiatives cover these trends, you need to budget accordingly. Are you looking for talent with the following skills? If so, adjust your baseline to reflect these Dice.com salaries.

 

 

2019 IT Salaries by Experience

In this current war for tech talent, many companies are choosing to compromise. Rather than following a strict list of technical requirements and experience that severally narrows the talent pool, many employers are beginning to see the perks of hiring junior talent whom they can train and develop. In this scenario, the focus of their hiring profile is on soft skills; quality candidates must have the ability and drive to learn, adapt, and collaborate.

 

What impact does this decision make on your budget? Data from Dice.com breaks average tech salaries down by the following experience levels.

 

 

2019 IT Salaries by Employment Type

One major factor in what you pay your tech talent will of course be whether you hire them on as full-time permanent employees or as contractors. IT pros who choose to work on a contract basis do so for the higher pay, greater flexibility, and broader range of experience and opportunities it offers them. For companies whose hiring initiatives require highly specialized talent for niche projects, contract-based employees are the obvious choice. It’s a win-win situation that is becoming increasingly popular among both professionals and companies.

 

That said, it does throw a bit of a wrench in your compensation calculations. Hiring a contractor relieves the burden of taxes and benefits, but you will end up paying higher rates as a result. Choosing to partner with a staffing firm will give you even greater security and ease, not to mention a deeper talent pool, but again, this will be reflected in the salary rates.

 

Dice.com provides the following averages for IT salaries by employment type.

 

 

But It’s Going to Take More Than Money

At the end of the day, whether you’re focused on recruiting or retaining (or both), the big picture is made of more than dollar signs. Finding and keeping the best people comes down to experience, to relationships, and to intuition. At Brightwing, our motto is “Recruiting, Reimagined” – which means getting out of the transactional mindset of hiring and managing, and, instead, really getting to know the people behind the resumes and paychecks.

 

Yes, people want higher salaries – they do, after all, have mortgages, childcare, groceries, and vacations to pay for – but they also want better working conditions, more responsibilities, greater flexibility, and meaningful career development options. Did you know that 35% of IT professionals say they are very burnt out? Can you commit to being an employer that flips that statistic on its head?

 

We’d love to find out more about what you’re doing to attract top tech talent. We’re all ears. Got five minutes to chat?

 

Get the latest research in our 2019 Hiring Insights in IT Guide

Brightwing 2019 Hiring Insights in Marketing

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Did you know that an overwhelming 97% of marketers are reportedly open to new opportunities? Most of them aren’t actively looking, but that number is still a massive cause for concern. Employers are already battling with a marketing talent shortage in order to fill new positions, let alone backfill roles that people leave.

 

This supply-demand dilemma is the underlying theme for many of the recruiting and hiring trends that are top of mind this year in the marketing sector. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.

 

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Marketing
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

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The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_empty_space][vc_column_text]

This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth.

However, job switchers in marketing can expect a 9.1% wage increase – a highly attractive reason to seek something new. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_column_text][vc_empty_space]

25.7% of employees are actively seeking new job opportunities.

And 55.5% are passively open to new job opportunities. [/vc_column_text][/vc_column]

 

 

 

 

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:

  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI

 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

A New Focus for the Future of Hiring

 

In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands, and minds, of recruiters and corporate talent acquisition professionals everywhere.

 

However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.

 

Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.

 

Here are a few numbers proving why the candidate experience is critical this year:

 

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68% of employees believe the candidate experience is a reflection of the employee experience [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

51% of people continue to look for jobs even after they’ve accepted an offer[/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

31% of candidates expect a customized message when a company reaches out with a new opportunity [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

55% of applicants give up if they haven’t heard back from a company within two weeks [/vc_column_text][/vc_column][vc_empty_space][vc_column_text]

 

 

In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.

 

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Marketing

 

The digital marketing industry, valued at the beginning of 2018 at $192 billion, is expected to grow to $306 billion by 2020. That’s massive, exponential growth, putting the demand for marketers at an all-time high. In fact, marketing manager is the 3rd best job according to Glassdoor, a ranking based on number of job openings, salary, and overall job satisfaction.

 

That said, marketing is yet another field feeling the pain of a skills gap. CMOs agree that finding marketing talent is one of their biggest challenges in today’s market.

 

The cherry on top of this talent shortage is that a reported 97% of marketers are open to new opportunities – usually to gain a better salary or career advancement. Although only 19% are actively searching for a new job, this is still massive cause for concern.

 

Top digital marketing trends

  1. Interactive chatbots
  2. Voice search
  3. AI and blockchain
  4. Influencer marketing
  5. Security and data privacy
  6. Personalized messaging
  7. Data analytics

 

Most valuable skills when hiring marketing talent

  • Creativity
  • Natural leadership abilities
  • Emotional Intelligence
  • Curiosity
  • Marketing platform experience
  • Data science background

2019 from the Perspective of Key Leaders

 

“Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Marketing Talent Shortage?

 

You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.

 

For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.

 

We want to partner with you. Let’s chat.

Brightwing 2019 Hiring Insights in Finance & Accounting

, ,

You don’t have to be an accountant to do the math: The BLS reports that 5.5 million jobs in America are currently unfilled due to lack of talent. Meanwhile, they project a 10% increase in the number of finance and accounting occupations by 2026. It’s no surprise, then, that employers can expect 2019 to be another year spent struggling to recruit the best people.

 

This ongoing talent shortage is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the finance and accounting labor market to prepare your staffing and recruiting practices for the year ahead.

 

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Finance & Accounting
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_column][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/3″][vc_empty_space][vc_column_text]

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_empty_space][vc_column_text]

This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth.

However, job switchers in finance can expect a 9.4% wage increase – a highly attractive reason to seek something new. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_column_text][vc_empty_space]

25.7% of employees are actively seeking new job opportunities.

And 55.5% are passively open to new job opportunities. [/vc_column_text][/vc_column]

 

 

 

 

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:

  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI

 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

A New Focus for the Future of Hiring

 

In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands, and minds, of recruiters and corporate talent acquisition professionals everywhere.

 

However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.

 

Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.

 

Here are a few numbers proving why the candidate experience is critical this year:

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_column][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/4″][vc_empty_space][vc_column_text]

68% of employees believe the candidate experience is a reflection of the employee experience [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

51% of people continue to look for jobs even after they’ve accepted an offer[/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

31% of candidates expect a customized message when a company reaches out with a new opportunity [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

55% of applicants give up if they haven’t heard back from a company within two weeks [/vc_column_text][/vc_column][vc_empty_space][vc_column_text]

 

 

In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.

 

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Accounting & Finance

 

The finance field is undergoing a transformation due to trends such as:

  1. FinTech
  2. Cryptocurrency
  3. Blockchain
  4. Robotic process automation (RPA)
  5. Cloud
  6. Artificial Intelligence
  7. Cybersecurity
  8. Regulatory changes

 

But finding the talent to tackle these trends presents a major challenge.

 

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/2″][vc_empty_space][vc_column_text]

47% of CFOs believe their teams are too shorthanded to meet future industry demands. [/vc_column_text][/vc_column][vc_column width=”1/2″][vc_empty_space][vc_column_text]

57% say that skills in predictive and prescriptive analytics are crucial for finance and accounting functions of the future. [/vc_column_text][/vc_column]

 

 

773,800 new jobs will be added to the finance and accounting marketplace by 2026.

 

 

 

2019 from the Perspective of Key Leaders

 

“Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Finance & Accounting Talent Shortage?

 

You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.

 

For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.

 

We want to partner with you. Let’s chat.

Brightwing 2019 Hiring Insights in Engineering

, ,

The engineering sector is experiencing a brain drain dilemma. Many baby boomer engineers are retiring at greater rates than graduates are entering the workforce. This isn’t a new phenomenon, but it will play a significant role in how organizations strategize for their 2019 hiring.

 

This skills gap is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.

 

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Engineering
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_column][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/3″][vc_empty_space][vc_column_text]

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_empty_space][vc_column_text]

This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth.

However, job switchers in engineering can expect a 4.9% wage increase – a highly attractive reason to seek something new. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_column_text][vc_empty_space]

25.7% of employees are actively seeking new job opportunities.

And 55.5% are passively open to new job opportunities. [/vc_column_text][/vc_column]

 

 

 

 

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:

  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI

 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

 

A New Focus for the Future of Hiring

 

In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.

 

However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.

 

Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.

 

Here are a few numbers proving why the candidate experience is critical this year:

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_column][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/4″][vc_empty_space][vc_column_text]

68% of employees believe the candidate experience is a reflection of the employee experience [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

51% of people continue to look for jobs even after they’ve accepted an offer[/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

31% of candidates expect a customized message when a company reaches out with a new opportunity [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

55% of applicants give up if they haven’t heard back from a company within two weeks [/vc_column_text][/vc_column][vc_empty_space][vc_column_text]

 

 

In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.

 

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Engineering

 

Engineering employment has seen sustained growth over the last few years, up 2.27% in the last year alone. A majority of companies, 69%, anticipate hiring more engineers over the next 5-10 years.

 

The Growing Engineering Talent Shortage

The demand is strong, but the level of engineering talent can’t keep pace. This is partly due to too few engineering graduates, as well as an increasing number of retirees. It’s a major concern; 98% of companies are all too aware of how their business can suffer if they can’t fill open engineering positions.

 

Here are the top 5 biggest concerns with the engineering shortage:

  • Loss of competitiveness
  • Inability to innovate
  • Higher product development costs
  • Lost revenue opportunities
  • Poor design efficiency

 

Not only are there too few engineering graduates, it also appears that even those who do graduate with an engineering degree aren’t fully prepared for their career ahead. Here are some skills they’re missing out on:

  • Product cost management
  • Manufacturability
  • Industry knowledge
  • Project management
  • PDM
  • CAM
  • PLM
  • CAE
  • Problem solving
  • Systems engineering
  • Ideation
  • CAD
  • Technical problem solving
  • Integrating software and electronics

2019 from the Perspective of Key Leaders

 

“Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Engineering Talent Shortage?

 

You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.

 

For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.

 

We want to partner with you. Let’s chat.

Brightwing 2019 Hiring Insights in IT

, ,

This year feels a little bit reminiscent of the movie Groundhog Day with Bill Murray. We’re seeing the same forecasts that have been the reality for months: demand for tech talent massively exceeds the supply. In fact, this will be a repeating scenario for the next decade, with a debilitating talent shortage to the tune of 4.3 million tech workers on a global scale by 2030. It’s a gap that is detrimental to business growth, costing companies trillions of dollars collectively and opening up the door to serious cyber risk.

 

This supply-demand tug of war is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the IT labor market to prepare your staffing and recruiting practices for the year ahead.

 

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Information Technology
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_column][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/3″][vc_empty_space][vc_column_text]

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_empty_space][vc_column_text]

This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth.

However, job switchers in tech can expect a 9.1% wage increase – a highly attractive reason to seek something new. [/vc_column_text][/vc_column][vc_column width=”1/3″][vc_column_text][vc_empty_space]

25.7% of employees are actively seeking new job opportunities.

And 55.5% are passively open to new job opportunities. [/vc_column_text][/vc_column]

 

 

 

 

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:

  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI

 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

 

A New Focus for the Future of Hiring

 

In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.

 

However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.

 

Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.

 

Here are a few numbers proving why the candidate experience is critical this year:

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_column][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/4″][vc_empty_space][vc_column_text]

68% of employees believe the candidate experience is a reflection of the employee experience [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

51% of people continue to look for jobs even after they’ve accepted an offer[/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

31% of candidates expect a customized message when a company reaches out with a new opportunity [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

55% of applicants give up if they haven’t heard back from a company within two weeks [/vc_column_text][/vc_column][vc_empty_space][vc_column_text]

 

 

In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.

 

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

 

Hiring Insights in Information Technology

 

There is no surprise that the IT field continues to be one of the most competitive to recruit in. Unemployment remained under 2% for most of 2018, and 33% of organizations plan on increasing their IT staff in 2019. That is the recipe for a high-demand, low-supply IT marketplace.

 

 

 

 

One in four IT professionals plans to look for a new job in 2019:

 

[vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] [/vc_column_text][/vc_row][vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” css_animation=””][vc_column width=”1/4″][vc_empty_space][vc_column_text]

62% are seeking a better salary [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

52% are seeking IT skill advancement [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

36% are seeking better work-life balance [/vc_column_text][/vc_column][vc_column width=”1/4″][vc_empty_space][vc_column_text]

35% are seeking more prioritization of IT [/vc_column_text][/vc_column]

 

2019 from the Perspective of Key Leaders

 

“Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Tech Talent Shortage?

 

You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.

 

For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.

 

We want to partner with you. Let’s chat.

How Do Recruiting Chatbots Impact the Candidate Experience?

, , ,

How Do Recruiting Chatbots Impact the Candidate Experience

In the customer service space, 83% of consumers prefer to interact with real-life human beings instead of chatbots. In recruiting and hiring, where the stakes are critically higher, we believe the majority of candidates have the same preference. In fact, we recently explored how AI is sparking evolution of the recruitment process (grab the eBook here), and we are particularly interested in the role of AI in the candidate journey. A candidate’s experience is significantly impacted by who or what is driving the interaction, and we believe that no matter how smart recruiting chatbots get, the humanity of a real-life recruiter is impossible to replicate.

 

That said, let’s explore how recruiting chatbots impact the candidate experience.

 

The Advantage of Recruiting Chatbots

The most obvious benefit to implementing an AI-powered recruiting tool like a chatbot is the sheer volume of applicants they can process in the least amount of time. The ease of submitting a resume through job boards and career sites has always had the negative impact of creating a “resume black hole,” in which candidates receive little to no feedback about the positions they apply to. That’s where recruiting chatbots are changing the game.

 

A CareerBuilder survey reveals that over half of all applicants give up on a company if they haven’t received feedback within two weeks of applying. But recruiting chatbots can provide an immediate response, answering any questions the candidate may have about the company or the position. Plus, with 31% of those candidates expecting a customized message, intelligent chatbots are the perfect solution, leveraging big data, machine learning, and natural language processing to deliver a valuable, personalized interaction within hours, or even minutes, of a submitted application.

 

AI recruiting tools also have the power to more thoroughly cross-reference candidates against job requirements, assessing resumes, test results, and even interview transcripts for skills alignment and cultural fit. Once again, the volume at which these tools can execute far surpasses that of a real-life recruiter.

 

Drivers of the Candidate Experience

According to statistics from the company that created AI recruiting tool Mya, a massive 73% of candidates didn’t even realize they were speaking with a chatbot when interacting via text about basic application questions. That’s great, but will that statistic really hold up deeper in the hiring funnel when candidates are looking for career advice?

 

Our highly educated guess is, no.

 

Responsiveness and personalization are key drivers of the candidate experience, but they aren’t the only factors. No matter how quick or cute the feedback, the journey from applicant to new hire can be intimidating, confusing, tedious, or frustrating without the help of a true advisor. A recruiting chatbot can only understand a candidate’s challenges and motivations from a semantic point of view, but it’s a genuine connection that really defines a successful candidate experience.

 

A recruiter’s experience, intuition, and compassion – as well as their drive to make a real difference in the lives of the people they’re recruiting – is what fuels the quality of candidate experience that leads to the absolute best-fit placement.

 

This is especially true in the case of passive candidates who aren’t actively looking for a new job opportunity in the first place. These candidates are some of the most valuable on the market, especially in hard-to-recruit fields like IT and engineering, among others. In these scenarios, recruiting chatbots have little to no capacity to engage these professionals. The candidate experience for them begins with conversation and relationship-building; something only an experienced real-life recruiter can do.

 

Recruiting Chatbots and the Candidate Experience

According to CareerBuilder, 68% of employees say that the candidate experience is a reflection of the employee experience. Furthermore, another survey reveals that 82% of candidates will refer friends and colleagues if they had a positive candidate experience.

 

In short, the data shows that the candidate experience is a critical component in a professional’s decision to accept a job offer and, subsequently, make referrals. Thus, it is crucial that employers consider how AI-powered recruiting tools like chatbots impact this experience. Advancements in natural language processing and machine learning have enabled valuable interactions at impressive volumes, but it’s the recruiter relationship that results in the most fruitful kind of candidate experience – one that leads to a best-fit, long-term placement.

 

For a deeper dive into chatbots and AI in the hiring process, grab your copy of our latest eBook: AI in Hiring: The Best Thing Since Sliced Bread? Or Is It Toast?

 

Read this next!

Alexa, Find Me a New Job! Exploring the Role of Recruiting Chatbots in Talent Acquisition

What to Look for in a Staffing & Recruiting Firm: A Checklist

The Power of Company Culture in Your Talent Acquisition Strategy

Alexa, Find Me a New Job! Exploring the Role of Recruiting Chatbots in Talent Acquisition

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Alexa, Find Me a New Job! Exploring the Role of Recruiting Chatbots in Talent Acquisition

With 20% of American households owning a smart speaker like Amazon’s Alexa-enabled Echo devices, that simple request isn’t altogether out-of-this-world.

 

The ease with which we’re adapting to AI-powered devices suggests we’d be willing to hand over even the most impactful decisions like finding a new career or searching for top talent. And, in fact, the reality of this scenario is already alive with the introduction of recruiting chatbots – or “smart recruiters”.

 

For example, meet Mya .Or Olivia , Alex , Ari… The list goes on.

 

In the same way that Alexa connects with your day-to-day routines, each of these smart recruiting assistants leverages natural language processing (NLP) and machine learning to engage with candidates. From the moment a candidate views a job ad or career page, a recruiting bot has the ability to interact with them and assist in the application, screening, and interviewing processes. Recruiting chatbots also integrate with existing ATS or CRM platforms, and even email, job boards, calendars, video conferencing tools, and more, with comprehensive, end-to-end support.

 

For jobseekers, these AI tools deliver feedback and answers faster than they otherwise might from the companies they apply with. For recruiters and corporate talent acquisition professionals, the sheer amount of time and volume of candidates these tools can screen is impressive, enabling them to focus on more complex, valuable recruiting tasks.

 

But can you really trust AI-powered recruiting chatbots?

Consider this: almost every AI-powered device on the market has been humanized by its manufacturer; Alexa, Siri, and Cortana, just to name a few. The reality that AI-powered recruitment tools have taken the same route, using human names to identify them, says something important about what people value in their interactions. In short, as impressive as artificial intelligence is, people don’t really want to think that they’re essentially talking to a robot. They still want the human element.

 

But even as recruiting chatbots appear more and more human, their core purpose or raison d’être is most assuredly not. Despite the power of machine learning and natural language processing, chatbots are still ultimately programmed to facilitate placements. No matter how intelligently and objectively this occurs, it lacks real-life relationship building and intuition-based decision-making that are essential to successful recruiting.

 

How do we know? Take a look at these examples, recently published in our “Real Stories from Real Recruiters” series:

 

  1. Steve was looking for a Senior Embedded Software Engineer .He came across the perfect candidate, but it was immediately clear that he didn’t trust recruiters based on his previous experiences. Steve was able to learn more about him and establish a genuine relationship in which the candidate felt comfortable with the opportunity we were presenting to him. Would he ever have trusted Alexa – or any AI recruiting chatbot – with his career? We’re confident the answer is no.

 

  1. Adriana was trying to place a referral candidate. He was incredibly smart but struggled with his interviewing skills. After three unsuccessful interviews with negative feedback from the hiring managers, most algorithm-powered “smart recruiters” would probably have tagged him in the system and moved on to more promising candidates. But Adriana didn’t give up on him. She coached him on his interview technique and ended up placing him at a job he loved and succeeded in.

 

  1. Steve was working with a client in the automotive space who had a stringent list of requirements for their open position and had struggled to fill that role for the last six months. Given that recruiting chatbots are programmed to simply match words from a job requirement or interview to a resume, it’s unlikely that the list of published skill requirements would have ever been questioned in the search for good-fit candidates. But Steve pushed back on the job description, boiling the list down to essential skills and experience, which opened up the talent pool and attracted a stellar candidate who still works there today.

 

Machine learning is smart, but intelligence doesn’t replace intuition and experience-backed insight. That’s where real-life relationships with knowledgeable and dedicated recruiters are superior. Yes, AI-powered recruiting chatbots are highly valuable in freeing up time and keeping candidates in the loop, but highly experienced, intuitive recruiters are irreplaceable.

 

Who’s in charge of your talent acquisition process? Our latest eBook explores this topic at a deeper level. Grab your copy of “AI in Hiring: The Best Thing Since Sliced Bread?” here.

How I Recruit the Best .NET Developers

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How I Recruit the Best .NET DevelopersWhere in the world are the best .NET developers?

 

Honestly, I can’t give you exact coordinates, but I have figured out what it takes to recruit the best of the best.

 

It’s been 16 years since the .NET framework was first launched into the world, but the need for skilled professionals has only continued to increase. To this day, Microsoft invests heavily in the framework, and the popularity of related languages like C# add to the demand. This places pressure on “.NET” shops and their internal recruiting teams to find top quality .NET developers.

 

It’s not that these professionals don’t exist in large numbers. But with unemployment rates at historic lows combined with all-time highs in terms of demand, the vast majority of these developers are gainfully employed. Recruiting them from the competition is a major challenge. Attracting that talent requires a unique approach.

 

How Can I Be Heard Above the Noise?

I recently placed a .NET developer who wasn’t looking for a new job at all. He was happy with his previous employer and mostly tuned out all the LinkedIn messages he received from recruiters on a regular basis. But something in what I wrote to him was heard above the noise. First, it was clear I understood his unique skillset – from the .NET framework to OOP, MVC, and specific coding languages, I knew how these technologies fit into our client’s project. I also took the time to connect on his other interests – his LinkedIn profile mentioned he loved soccer, for example. Mine was the only LinkedIn message this candidate ever responded to, and I was able to match him with a new job that he loves.

 

Every recruiter on the planet uses LinkedIn to seek out top talent. But most don’t take the time to craft personal, authentic messages that show they’ve taken the time to understand what each candidate is really about. IT professionals – especially those in high demand like .NET developers – get pretty good at tuning out the astronomical number of LinkedIn messages that fill up their inboxes.

 

Successfully building relationships with .NET talent requires a real understanding of the technology – what other skills go hand-in-hand with it and what a client’s development project might look like. But it also requires some serious authenticity. I’m not just another recruiter trying to make a buck; I’m actively trying to help people find their dream jobs, and that takes a human, non-transactional approach. I listen to them, I learn about their lives and careers, and present them with opportunities that make sense.

 

Why Does the Perfect Candidate Want to Work for You?

When I start working with a client to help fill their positions, one of my first questions used to be, “tell me about your perfect candidate.” In the current market, especially for in-demand roles like .NET developers, it’s not enough to advertise your requirements and wait for people to show up. Instead, we’ve turned that question on its head and ask, “why would the perfect candidate want to work for your company?”

 

We need to determine what makes your work environment, company culture, and current projects unique. And how that meshes with candidates’ career goals and experiences is critically important in today’s hiring environment.

 

The information we share with candidates isn’t their only source of insight. Companies should be aware that most candidates will use every resource available to gather intel on a potential employer. That includes Glassdoor reviews, LinkedIn company pages, and employer branding pages (i.e., your careers webpage and job portal), as well as simple word of mouth from previous and current employees.

 

I’ve also found that the perspective of your company culture needs to be aligned among your own employees. Unfortunately, this isn’t always the case. I once worked closely with an IT Director who told me about the company’s collaborative work environment and overall great company culture. But when my candidate interviewed with the Development Manager, he was essentially told that he’d be on an island, with little additional training or team collaboration. Clearly, there was a disconnect between the director and hiring manager, and what seemed on the surface like the perfect opportunity was not the right fit for this candidate.

 

It Takes Process, Experience, and Commitment

The way I recruit the best .NET developers sounds simple enough, but it does take real commitment. I know many of these professionals are stuck dealing with staffing firms that simply don’t understand that. Fortunately, I also have major support through the Brightview Process – learn more about that here.

 

Don’t hesitate to reach out if you’re seeking top .NET talent. I’d love to share my insight and help you out. Just pick up the phone or shoot us an email.

Real Stories from Real Recruiters: Going Above and Beyond

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Real Stories from Real Recruiters: Going Above and Beyond

This article is Part 6 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. This story is from Brightwing’s Adriana Michaels, Senior Recruiter.

 

When candidates work with recruiters, they’re essentially putting their career – and their life – in the hands of a stranger. That can be an extremely vulnerable position for these talented individuals, and, as recruiters, we recognize the huge responsibility we have to put them at ease and deliver a great experience.

 

At Brightwing, we have an established BRIGHTview process to streamline recruitment and hiring, but even with this time-tested strategy, there’s always room for things to go awry. That’s when I rely on my intuition and creativity to work everything out, as well as my commitment to go above and beyond to ensure a candidate is as comfortable as possible and equipped for success.

 

A great example of this is a software engineer I recruited for one of our automotive clients. We had worked closely with the client to narrow down their technical requirements and expand their talent pool (read that story here), and we found the perfect candidate four states away in the aerospace industry. It would be a huge transition for this candidate; not only would he be moving his career to a new industry (automotive), he’d be moving his wife and four kids to a new state, one he’d never even visited before. I worked closely with him to support and encourage him through the process. He nailed the phone interview, and the next step was to fly in for a face-to-face interview.

 

From the beginning, I could tell he was enthusiastic about the opportunity, but it was clear there was some hesitation about uprooting his entire family and moving them somewhere brand new. For many recruiters, this hesitation would have been a red flag; was he really serious about leaving his current job and moving his family? But because I had taken the time to understand his goals and motivations, I was confident about continuing to support him through this process.

 

We set up the in-person interview, with the client securing travel and hotel arrangements for my candidate, but at the last minute, an urgent family issue came up. With everything already arranged, it was a predicament that clearly made him anxious. Again, many other recruiters may have taken this opportunity to walk away, but I knew my candidate was genuine. I worked with the client to figure out the scheduling to make the interview happen.

 

The interview was scheduled early on a Monday morning, with the candidate flying in the night before and flying back out immediately after the interview, spending a minimal amount of time away from his family. Incredibly, when he arrived, something went wrong with the hotel reservation. He called me panicking. I knew how important it would be for him to be comfortable and rested before the interview, so I called the hotel myself and worked it out.

 

The interview went well, and our client quickly presented him with a great job offer and a very attractive relocation package (complete with a consultant to help him and his family find the perfect new home). When I sat down to lunch with him two weeks after he started, he was unbelievably appreciative, saying he could not have done this without our help. His family was settling his well, he loves the company, and they have great feedback about him, too. Since he’s been there, he has also sent two referrals my way, proving to me just how much he trusted us with this life-changing career move. Knowing how much my candidates trust me motivates me to continue going above and beyond for them throughout the entire hiring process.

 

Watch out for more stories and blog posts by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process

Real Stories from Real Recruiters: The Power of Candidate Referrals

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Real Stories from Real Recruiters: The Power of Candidate Referrals

This article is Part 5 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. This story is from Brightwing’s Adriana Michaels, Senior Recruiter.

 

Referrals really are one of the most powerful sources of top-notch candidates. When you take the time and energy to build great relationships with every candidate, they won’t hesitate to refer their friends or family members who are seeking new opportunities.

 

I’ve read many studies that explain the value of referrals. In particular, this study from Jobvite shows that even though referrals make up just 7% of total applicants, they account for almost half of all hires. Plus, they’re usually a better fit and stay with a company longer than other candidates. It’s why Brightwing has an amazing referral program, BrightSHARE, to help build a rich network of strong candidates.

 

It’s my personal experience with referral candidates that really makes these truths hit home, and is why I am personally dedicated to every referral that is sent my way. Every candidate I speak to, whether they are a referral or not, is an opportunity to build a relationship and make the perfect match (see our BRIGHTview process).

 

I feel an extra level of commitment to nurturing the relationship when I know someone trusted me enough to refer them. This is exactly what happened when a candidate I placed reached out to me six months later to help his recently graduated son.

 

The father was a candidate I had recruited and supported through a long client hiring process, engaging and collaborating with him to make the best possible match. We had built a solid relationship, so I was honored when he referred his son. I was immediately committed to understanding this candidate and going above and beyond to help him. The pressure was on!

 

Because the son was a recent graduate, he had limited interviewing experience, which was definitely a hurdle to landing an offer. He was super smart, technically proficient, and clearly had the skills to succeed. But after three interviews, I was surprised to hear negative feedback from several hiring managers.

 

While some recruiters may have given up after three unsuccessful interviews, my relationship with both him and his dad solidified my belief that he could still succeed. He had the talent to be a stellar employee – if we could get past this interview barrier. I went back to the clients he interviewed with to ask for more specific feedback, and then brought him into the office to coach him on his interview technique and build his confidence.

 

In the end, I set him up with a company where I just knew he’d be the perfect fit – both technically and culturally. He aced the interview and the client quickly made him an offer. In fact, he’s still with the same company to this day.

 

In most cases, referrals end up being a great fit for our clients, making me all the more committed to nurturing these connections. The success I’ve seen placing referred candidates into positions where they’ll thrive is a testament that I’m doing meaningful work and really making a difference in people’s lives.

 

Watch out for more of our “Real Stories from Real Recruiters” by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process