Welcome to edition #14 of the Brutal Truth. We have received some excellent feedback from our readers, so please keep it coming. If you want us to write about something, please let us know. In this edition, we are looking at salary history, and should it be asked? We look at Ghosting, and finally, we look at candidates hiding in plain sight.
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Employers, including organisations like the Samaritans, TripAdvisor, and Women in Sport, have pledged to refrain from asking job candidates about their salary history. This initiative aims to address the gender pay gap, which has long been a concern. More than a hundred employers have committed to this pledge, and Fawcett East London, a grassroots division of the gender equality charity the Fawcett Society, leads the effort.
In the United States, over 30 states have banned asking about salary history during job interviews or application forms. There’s a growing push for similar regulations in the UK to reduce pay gaps and prevent past pay discrimination from affecting individuals throughout their careers.
Naomi Elster, who leads the Fawcett East London campaign, believes that removing salary history questions is a simple yet effective strategy to narrow the gender pay gap. She explains that being underpaid even once can have a long-lasting impact on an individual’s income, and various factors can result in women being underpaid. Implementing salary history bans is relatively easy for employers, requiring only minor adjustments to application forms, but it can significantly affect not only the pay gap but also team dynamics.
Research conducted by the Fawcett Society indicates that 90% of people consider salary history an unfair basis for determining pay. Jemima Olchawski, the Fawcett Society’s chief executive, emphasises that salaries should be determined based on skills and experience relevant to each job role rather than what an individual previously earned. Closing the gender pay gap is essential for addressing various economic disparities between men and women, including differences in retirement savings.
In the wacky world of recruiting, Ghosting is an all too familiar phenomenon. Recruiters are no strangers to the eerie vanishing act pulled off by both clients and candidates. It’s like they’ve enrolled in an unsanctioned Houdini magic show. But why does this mysterious trend persist? Let’s explore some humorous theories.
The Phantom of the Inbox:
In the age of digital communication, the Phantom of the Inbox often lurks around, waiting to pounce. The guilty parties are none other than your trusty email filters. Candidates and clients alike might accidentally trigger their email system’s overzealous spam filter, leading to recruiters’ messages being sucked into the void. As a result, they inadvertently become the phantom menace in your inbox.
The Bermuda Triangle of Voicemails:
Imagine a world where voicemails disappear into thin air, never to be heard or acknowledged. This phenomenon, known as the Bermuda Triangle of Voicemails, is a favourite of both candidates and clients. Perhaps they’ve hidden a tiny black hole in their voicemail system, sending those pesky recruiter messages into the abyss. Or maybe they’re just hoping that, like a bad dream, these voicemails will fade into oblivion.
The ‘Oops, Did I Forget?’ Syndrome:
Some people are naturally forgetful, and when they’re in the job market or searching for Talent, their memory can sometimes fail them. They’ll agree to an interview, promise to send their CV or commit to an offer, only to completely forget about it, leaving recruiters scratching their heads. Call it the ‘Oops, Did I Forget?’ Syndrome, where memory loss seems to strike at the most inopportune moments.
The Curse of the Double-Booked Calendar:
The dreaded double-booked calendar curse has probably duped recruiters. A candidate or client commits to an appointment, only to find themselves suddenly “busy” with a mysterious scheduling conflict that magically appears out of thin air. It’s like their calendar has a life of its own, and it’s determined to sabotage any career-related plans.
The Magical Vanishing Act:
Last but not least, there’s the classic magical vanishing act. The candidate or client may have every intention of following through but is suddenly whisked away to a secret magician’s society meeting, leaving recruiters wondering if they’ve just witnessed an illusion or a genuine commitment.
Now, while the mystical world of ghosting in recruiting may provide comic relief, recruiters can take proactive steps to avoid having to summon the “Ghostbusters.” Building stronger relationships with clients and candidates is the ultimate safeguard against the ghosting phenomenon.
Recruiters can start by setting clear expectations and maintaining open lines of communication throughout the entire process. By nurturing a transparent and trusting relationship, candidates and clients will likely keep their commitments. Offering genuine support and understanding can also go a long way. When candidates feel valued and clients feel heard, they are less likely to vanish into thin air.
Regular check-ins and follow-ups, not just during the hiring process but also after placements are made, help maintain those connections. It’s about fostering a sense of partnership rather than a transactional relationship. By doing so, recruiters can transform their client and candidate interactions from fleeting apparitions into solid, dependable connections. So, before you reach for the Ghostbusters hotline, remember that the key to banishing Ghosting is establishing relationships built on trust, respect, and mutual benefit.
Unlocking the Power of Boolean Logic Search on Job Boards, CRMs, and LinkedIn.
In the fast-paced world of recruiting and talent acquisition, finding suitable candidates and clients quickly is essential. With the advent of advanced search capabilities on job boards, Customer Relationship Management (CRM) systems, and professional networking platforms like LinkedIn, Boolean logic search has emerged as a powerful tool for recruiters. This approach offers many advantages in uncovering hidden candidates and clients, making it an indispensable tool for modern recruiters.
This approach has been lost to most recruiters and, at best, has been watered down over the years, and the platform we all use has made us lazy. Yes, there is a skills shortage, but are you really short of talent?
Boolean logic search allows recruiters to conduct highly specific and tailored searches. You can use a combination of logical operators (AND, OR, NOT) to narrow down your results and target candidates or clients with pinpoint accuracy. For instance, you can search for candidates with specific skills, experiences, and locations, helping you identify the perfect match for your job openings or client needs.
2. Efficient Filtering:
Recruitment platforms and CRMs often generate vast pools of candidates and clients. They have their own filter to make it easier for you, but does it? Boolean logic helps you sift through these extensive databases by filtering out irrelevant profiles. Boolean will enable you to go around the filters and find those candidates lost as they no longer fit the filter criteria. This not only saves time but also reduces the chances of missing out on potential hidden gems. Boolean searching ensures you always maximise the candidate acquisition cost, enabling you to search for and find candidates lost to poor filter applications and already downloaded CVs.
3. Uncovering Hidden Talent:
Some of the best candidates are not actively seeking new opportunities but may be open to the right offer. Boolean search allows you to find these passive candidates who might not appear in traditional job searches. By crafting search strings encompassing niche skills, experiences, or interests, you can identify hidden Talent that can be a game-changer for your organisation.
4. Customised Client Prospecting:
Recruiters are constantly on the lookout for potential clients and business opportunities. Boolean search helps you identify potential clients by specifying industry, location, company size, and other relevant criteria. It enables you to tailor your approach, increasing your chances of securing new business relationships.
5. Staying Ahead of the Competition:
In the competitive world of talent acquisition, speed matters. Boolean search empowers you to stay ahead of the competition by quickly finding the best candidates and clients. This agility can be a game-changer, especially in industries where talent scarcity is constantly challenging.
6. Effective Networking on LinkedIn:
LinkedIn is a goldmine of professional connections, and Boolean logic can be a secret weapon for unlocking its potential. Recruiters can use Boolean search to identify candidates with specific job titles, skills, or affiliations, allowing for more personalised outreach and network building.
7. Simplified CRM Management:
Within a CRM system, Boolean search streamlines the data in your system by enabling you to categorise and segment your contacts and candidates effectively. This makes nurturing existing relationships and finding new opportunities within your client and candidate base easier.
Boolean logic search is a valuable tool for modern recruiters, enabling them to find hidden candidates and clients with unparalleled precision and efficiency. Whether you’re searching on job boards, managing your CRM, or networking on LinkedIn, the ability to construct advanced search queries can significantly enhance your recruitment and business development efforts. By harnessing the power of Boolean logic, recruiters can gain a competitive edge and provide more value to their organisations and clients. Want to know more? Please view our recent webinar with sourcing guru Gabi Preston-Phypers from Tooled Up Raccoons 🦝 ; if you want to find more candidates and increase your client flow, you should take a look —https://jumpadvisory.com/category/jump-tv/recruitment-webinars/ look for Finding Candidates Hiding in Plain Sight.
Thank you. Please pass the word on; the Brutal Truth is something every recruiter should be reading. We look forward to our next edition; please send in some ideas.
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