Attract & Select

Attract & Select
How are organizations using technology in the recruiting process?

Top Answer : What I learned from my last two organizations, after recruiting with them for our own interns, is that they really are trying to hire talent in college or woo them in other ways, and it's way more reliant on technology than it ever was before. I think that's due to the nature of the competition right now. They’re trying to get their name out and go for people that aren't necessarily looking, because maybe they haven't explored other options.

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Is the use of technology in your organization’s recruiting process helping or hindering hiring efforts?

Top Answer : To the degree that technology is there, it has to be as short and painless as possible. We've used a couple different platforms here. We used Greenhouse for recruiting at one point. We switched over to Workday last year. I think most people either love or hate Workday. I don't know many people that love all of Workday, but there are finance pieces, and HR pieces, etc., so anybody who says they like or don't like Workday, is probably overgeneralizing. Every platform like this is customizable by the customer, but I'll give Workday credit in the respect that when I spend 45 minutes to an hour interviewing a potential candidate, that feedback form is on my phone. It's a one to four scale where three is recommend, four is highly recommend, two is don't recommend, and one is definitely don't recommend. You can do that rating right away, put in a couple comments, and it moves it on to the recruiting team. The human capital team has already set up the workflow for that. To me, that's the right use of technology: You're focusing on human interactions, and you're not bogging people down in process. If I had to spend 15 minutes documenting a 45-minute conversation just for the purpose of moving someone on to the next person, that wouldn't make sense.

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In 2022 we see the lowest levels of women in the labor force since the 1980s.  Which of the following words best describes how you feel about that?

Top Answer : Surprised- I would expect that remote work would mitigate child care issues that often stunt women’s careers

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Have you seen effective strategies for creating a strong talent pipeline?

Top Answer : I've been in the innovation space, so I've seen collaboration with innovation hubs and research centers, but I think there could be a lot more of these novel ideas for recruiting and getting our names out. As a community, there are a lot of untapped synergies in IT.

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How do you build and develop a "unicorn team"?

Top Answer : The core skills you need are 4 C’s: Critical Thinking, Creativity, Communication and Collaboration. Hiring is very tough, so I try to break it down: what are the different roles you need people to fill? Some people are business savvy but their technical skills may not be as deep. You need people that can go across the different verticals, as well as people who have domain knowledge. Come up with roles that define who's enterprise, who's domain-centric and who’s systems or technical. Then within the domain group you build core expertise, because we need data, security and integration from the team. And somewhere in the middle, you find solution architects who can be in both groups and at least have two skills. Tiering is also helpful; everybody doesn’t have to be at the same level. Some people may be junior, and some are very senior. Then bring in a mix of cloud technology. You have to think about what skills you need: What are the must-haves? You can even divide them between a technology track and a business track, and then try to have a mix of those. That way people are complementing and supplementing one another’s skills so that collectively, they all come together to provide the overall architecture skills. And don't build all of them within your team, look to the organizations where people are sitting in the business units (BUs) that have the domain knowledge you need. Determine how they can contribute to the architecture and build that ecosystem within your company.

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Is the talent shortage in IT impeding the fight against ransomware?

Top Answer : There is a lack of people who truly understand cybersecurity well, and only the largest companies can afford that top talent—even though they've been attacked as well, as we can see on the news. For smaller and medium-sized businesses (SMBs), it's very challenging. We hear about lots of ransomware attacks on government, local, and state agencies. Those agencies do not pay the most money; therefore, they don't attract the best talent. If you don't attract the best talent, your network, systems, and all your data is more vulnerable. Maybe that's making ransomware even more difficult to mitigate or at least minimize.

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How many pages do you think a resume should be? Is there a deal-breaker number in your head?

Top Answer : It’s based on the level & industry. Maybe don’t have more pages than years of experience.

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Have you seen any signs of positive change in the talent shortage?

Top Answer : If you take a step back and look at it from a macro point of view, 30-40 years ago, the greatest minds in the world wanted to go into finance, or become doctors. Now that's shifted. Today, some of the brightest students want to go into technology, and are being recruited by the leading tech innovation companies in the world. So, while we do have a pain point that we are trying to solve for on a more micro level, the shift is happening at the macro level. You are attracting talent into this industry. And finance is actually worried about losing top quality talent because they're no longer able to recruit those people, so they're trying to build their own internal training programs, which they never had to worry about before. So the shift is probably not happening as fast as we would like it to, and it's probably not happening in much smaller organizations. The Facebooks, Googles, and Microsofts of the world have a good appetite for attracting talent. When you look at a startup with 20 people, they don't have the same capacity to attract talent the way that others do, and that's where the big difference is. But overall, I do think the shift is happening. People are seeing technology as the right field to build their careers in, especially when you think about how the trend's been going.

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Do you think automated hiring processes filter out potential candidates who could successfully perform the job, but don’t fit the exact criteria in the job description (e.g., lacks professional experience)?

Top Answer : the industry is DEFINITELY going towards automation and leveraging Artificial Intelligence throughout the hiring process.  So while the issue of "false negatives" where the Auto Process filters OUT a possibly strong candidate will certainly occur, I can guarantee you that automation is here to stay - so it's up to leveraging Ai in order to "recover" those false negatives.  It is also up to the Automation Team to find those over time and fix your system. Without automation, you will bring consistency and uniformity to the Hiring Process which is critical to any good recruiting platform.

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Are there industry-specific factors exacerbating the talent shortage in IT?

Top Answer : Addressing the talent shortage is particularly difficult in IT. If I am a brain surgeon, I'll be performing brain surgeries for the rest of my career. Imagine if I was suddenly told, "Starting tomorrow, you're going to be a heart surgeon. We no longer need brain surgery. We just need to perform heart surgery." If I'm not a heart surgeon, how do I shift to that profession? But technology demands that from its workforce on a continual basis.

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How do you market a career in IT? Does your organization ever try to recruit at conferences or career fairs?

Top Answer : Everybody needs IT now. No matter what you're doing, IT is involved. How do we show people that we're the enablers—the people who listen to the problem, and have the tools to bring about the solution? To me, that is incredibly inspiring. When I ask for something, one of the things I try to do is to always let the person know how I have used it. Because sometimes, they don't see where their work ended up, no matter how small it is.

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