TA friends, let's get real Are you following the letter of the #equalpay act but really playing a game of cat and mouse that sees you posting a huge unrealistic salary range, with a secret "real range" hidden somewhere within it, and then forcing the candidate to somehow pin down that secret range or risk being declined for having unrealistic expectations or (worse) being evasive when asked? Or are you embracing the benefits of real pay transparency by posting the actual range, which elevates the initial conversation between #talentacquisition professional and candidate, making it less focused on money and other checkbox items and more focused on the #culture of the workplace, the strengths the candidate brings, and the organizational talent needs? Being transparent with pay (really, not coyly) leads to a better #candidateexperience, increased trust between candidate and recruiter, and eventually, a more engaging workplace once/if that person is hired. Win-win Recruiting isn't a game of cat and mouse. When you are transparent, your process is more efficient, you have more ability to play a strategic role instead of an administrative one, the candidate has a better experience, and you are more likely to attract candidates who align with your expectations leading to less attrition over time. What's there to lose?
Job Description Clarity
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📊 Significant Rise in Salary Transparency in Job Ads: What It Means for Employers and Job Seekers According to a recent report by Indeed, 50% of U.S.-based job listings now include employer-provided salary information, marking a significant increase from just 10% in 2019. This surge is attributed to the growing pay transparency movement and state regulations that have been enacted. 📈 Key Highlights: The trend has accelerated from around 30% in 2022, and it is expected to continue growing. States like Colorado, Washington, and California lead in pay transparency, with 81%, 75%, and 70% of job ads featuring pay information, respectively. The New York City metro area saw its share grow from 31% to 58% between August 2022 and August 2023. Mississippi, Arkansas and Louisiana have the lowest level of pay transparency, with only 33% 36%, and 38% of jobs including the ranges, respectively. 🔍 Implications: 1️⃣ Pay transparency laws are achieving their intended purpose of providing visibility into compensation. 2️⃣ Employers are increasingly recognizing the benefits of pay transparency, such as building trust and potentially closing gender and racial pay gaps. 3️⃣ Even in states without legal mandates, employers are voluntarily disclosing salary ranges, allowing job seekers to make informed decisions. 🤔 What's Next? With over 20 U.S. laws proposed this year at various levels, the momentum for pay transparency is unlikely to wane. The focus may soon shift to public pay gap reporting and sharing the criteria used for pay decisions.
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Enough of the bloated, generic, all-inclusive job descriptions! They're a waste of time for both hiring companies and candidates. Here’s what I’ve often seen while helping CEOs hire execs (though this feedback applies to all levels and hires): Endless, unfocused requirements: 20+ bullet points with many vague and non-essential. Worse, meaningless generic statements find there way in somehow: Phrases like "people motivator" or "self-motivated" which add zero value to the process and waste space and time. On top, often I see a missed opportunity for basic expectations alignment (i.e. the less fun stuff): No negative or filtering statements to help candidates self-select out. Lastly many jobs description are actually not clear. What is your revenue leader focused on - some companies are 90% sales, others need is around lead-gen, elsewhere renewal and expansion is the top priority. What is the key focus of the operations leader? compliance? IT? M&A integration? Does the finance team need to excel in accounting or SaaS metrics? If you answer all-of-the-above, you usually miss an opportunity for more clarity and may not find the best person for the role. To fix this: * Be concise: One page of requirements is plenty. Force yourself to be very selective here. Less is more. * Be specific: Detail exactly what you need, instead of generic or wide descriptions. What expertise will make the biggest impact on the business. * Help candidates self-select: Include statements to deter the wrong fit. Early. Some think high-level descriptions are advantageous, but I disagree. They waste time, obscure the role’s true needs, and hinder recruiters and interviewers. Clarity helps everyone, including you. Actually often, especially you the hiring manger. I've also found it to be very effective in being upfront and clear about your unique business personality and needs. Highlight specifics like “significant travel required” or “calls at odd hours for global coordination.” It’s better for candidates to opt-out early than to hire the wrong person. Streamline your process, save time, and find the right fit faster. The only thing worse than not hiring someone is hiring the wrong person! #management #hiring #culture
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Last week, I spoke with a potential client desperate for more candidates. Only 3 people applied for their job offer in 2 weeks. It took me 1 minute to find the problem (most small companies do this): The job description was boring as hell. So I asked them one question: ”If you were a candidate, would you apply for the job?” They smiled. They understood. Their answer was “nope”. A lot of companies have no clue how to make attractive job descriptions. They: - Use a formal tone of voice - Only talk about the candidate - No focus on conditions & benefits - List all must-haves and nice-to-haves Only a few changes can attract more candidates: - Be approachable - Only list must-haves - Mention company culture - Share conditions and benefits BONUS: Add an inside joke to make people feel comfortable → E.g.: If you don’t love unicorns, you might not be a fit 🦄 The job description is the first impression you give to a candidate. Make it attractive. Make it memorable. --- ♻️ Learned something new? Repost to help others. Want to learn more about recruitment? Follow me and hit the 🔔 Alina Iurina You’ll be notified when I post.
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❌ Starting your job search by updating your resume ✅ Starting your job search by understanding the job description When you're applying for a job, the company is spelling out exactly what they're looking for in the job description (JD for short). By knowing how to read between the lines, you'll have a leg up in understanding how to position your own experience and what to highlight. In this week's episode of the Hiring Behind the Scenes podcast, principal recruiter Stephanie Mansueto and I zero in on job descriptions and the role they play in the hiring process, including: 👉 How to read through a job description to assess the scope of a role 👉 What is "required" in a JD vs. a "nice to have" (and the importance of each) 👉 How to read a JD like a marketing document (and respond accordingly!) 👉 Why fewer, impactful applications can be more effective than "spray & pray" 👉 Debunking ATS myths (are they truly rejecting you without humans?) Check out the links in the comments and head to your favorite podcast platform as we go behind the scenes to talk about all the ins and outs of the hiring process. We’ll peel back the curtain to demystify the rumors around ATS, the application process, how resumes are evaluated, and all things job-search-related. Have questions that weren't answered in this episode? Let me know below and I'll try to incorporate them into future episodes. #jobsearch #resume #jobseekertips #talentacquisition #recruitertips #ats
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I find job descriptions useless. I've never seen a great hire come from a boring job description. Yet companies keep writing them like the shopping list: "5+ years experience. Excellent communicator. Fast-paced environment. Must know A, B, and C." Here's the problem. Top operators aren't browsing job boards hoping to tick boxes. They're asking themselves: 1) Will this work challenge me? 2) Will I learn here? 3) Are these people worth giving my best to? Your boring job description doesn't answer any of that. That's why the best candidates keep scrolling. Here's what great job descriptions do instead: 1) Talk about the real problems you're solving. 2) Show the impact, not just responsibilities. 3) Describe who thrives in your chaos (not just who survives it). When I write job descriptions for clients, I start with one question: "If I read this, would I stop what I'm doing and want to know more?" Because hiring isn't about filtering people out. It's about pulling the right ones in. If your job reads like an instruction manual, you've already lost the talent you actually want. If you're hiring in Latin America and struggling to engage the best professionals, let's talk. A great job description is where it all begins.
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🤔 Do you apply for a job if the salary range isn't posted? I sure don't. ➡️ Companies and organizations if you don't post a salary range in your job postings people aren't going to apply...here is why you SHOULD post salary ranges in ALL your job postings (especially if it's a law in your state): 1️⃣ Fair Play: Everyone deserves a fair shot. Transparent salaries mean everyone gets the same info, promoting fairness in hiring. 2️⃣ Empower Candidates: Knowing the salary upfront lets candidates decide if the job aligns with their goals and expectations. 3️⃣ Build Trust: Openly sharing pay info builds trust between employers and candidates, creating a culture of honesty. 4️⃣ Save Time and Resources: No more wasted time on negotiations that don't match expectations. Focus on candidates who align with your pay structure. 5️⃣ Stay Competitive: Being open about salaries attracts top talent, showing you value honesty and are competitive in the market. Best Practices: 1️⃣ Include Salary Range: Clearly state the salary range in job listings to set expectations from the start. 2️⃣ Talk Internally: Encourage open talks about pay within your company to reduce internal disparities. 3️⃣ Train Your Team: Teach your hiring teams to discuss salaries transparently and professionally. Let's make fair hiring a norm! 🚀 (link in the comments to a great article from ADP) What are your thoughts on this? Leave a comment 💬 Photo Credit: Getty Images #SalaryTransparency #FairHiring #OpenWorkplace
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A couple years ago, we started including salary ranges in our job ads for Hemmat Law Group. This was when salary transparency was still uncommon. The result? An instant rise in applicants. We started getting 50 to 70 applications per role in our small family law firm, without any recruiting spend. Given that our previous roles had gotten a bare handful of applicants, that was a lot more than we were expecting. But our theory has proven correct. Including compensation details in job ads gives us a recruiting edge when attracting and keeping talent. This is especially important for companies competing with bigger, more established firms. CNBC recently published a piece about Gen Z in the workplace that highlighted our approach. https://lnkd.in/gk3N_wbP According to the article, 85% of Gen Z job seekers are less inclined to apply for a job if the salary range is not disclosed in the listing. Salary transparency has become a priority for many Gen Zers thanks to the higher cost of living and economic uncertainty. And just as importantly, salary transparency keeps both applicants and firms on the same page from day 1 in the recruitment process. It builds trust. It builds integrity. It is the right thing to do. Our ability to employ many Gen Zers with a near 100% retention rate has a lot to do with how we incorporate Gen Z’s values and priorities in our day-to-day practices.
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One of the biggest pieces of advice that I give to job seekers when it comes to tailoring resumes, writing cover letters, and preparing for job interviews is to think about your audience! What I mean by this is that you want to understand what aspects of your skills, experiences, and accomplishments will be relevant to the recruiter or hiring manager. To understand what will be relevant, you need to have a strong grasp on the position at hand, as well as the company's needs. So how do you gain this understanding? Pay careful attention to the job description! The job description should be your guide throughout all stages of the application and interview processes. Not all job descriptions are the same, but typically you can glean information like: 🔷 Essential responsibilities of the position 🔷 Key skills and competencies they want you to possess 🔷 Technical proficiencies that can give you an edge 🔷 Types of accomplishments that will make you a competitive applicant 🔷 Metrics or goals they will want you to achieve 🔷 Level of impact they are hoping you can provide 🔷 Required and preferred qualifications you will want to highlight Taking the time to present your background and abilities in a way that resonates with these aspects of the role will maximize your chances of success. This is helpful not just in tailoring your application materials, but also in knowing what you will want to discuss about yourself and your experience during an interview. When I hear job seekers express frustrations that they are sending out 50+ applications a week and haven't heard back from any employers, I emphasize this approach. Pay attention to your audience and speak to their specific needs! Quality > Quantity #jobsearchtips #resumewriting #coverletterwriting #interviewprep