Insights Career Network’s Post

If you are following me or the Insights Career Network, you might have heard that our Research on Research Committee of 12 experienced insights professionals is interviewing up to 40 recruiters and hiring managers of UX, CX, MRX, and other insights and analytics professionals this summer. We're halfway to our goals and we're looking to fill the other half (perhaps +) with those who recruit and hire in design agencies, research agencies, CPG departments, and Tech/platforms. If this sounds like you or someone you know, please follow the link below and get scheduled for a painless and engaging 30-minute in-depth interview. Thanks especially go to the project's director general, Randy Adis! ***excerpt*** Insights Career Network (ICN), a community support network that helps insights and research professionals in career transitions, has just launched its 2024 Hiring Study. This research aims to uncover the latest recruitment, hiring, and job-seeking trends to help job seekers and employers navigate changes in the employment landscape. For the first wave of the 2024 study, ICN’s Research on Research team invites hiring managers, talent acquisition specialists, and executive recruiters to participate in in-depth interviews to help understand their experiences and frustrations. Interested individuals can sign up at https://bit.ly/icnstudy24 “Since our initial fielding of this study in March 2023, marketing, user, and customer research departments and labor markets have wrestled with the technological tectonic shift brought by AI and the end of the COVID WFH boom,” says Brian Fowler, ICN’s Senior Executive Director & Co-Founder. “This year, we’re expanding our study to include the wider research industry to better understand where priorities and practices are shifting.” Additionally this year, the ICN is expanding the scope of the Hiring Study to include job seeker experiences and pain points and will seek to reconcile those perspectives with the expectations, experiences, and viewpoints of hiring managers and recruiters. “We need a truly 360-degree view of the end-to-end hiring experience so that all insights community professionals, whether hiring or job searching, can improve their approach and successfully reach their goals,” says Kahren Kersten, VP of Research on Research at ICN and Founder of human-centered insights consultancy, Experience Insights. Randy Adis, Director of Research on Research at ICN and a consumer insights leader with previous stints at Pepsico, Heineken USA, and Unilever, adds, “Our goal with this research is to support the ICN community by providing fact-based resources on the current state of the market. Ultimately, we want to drive empathy and positive change.” ***excerpt*** read more at: https://lnkd.in/ddscAe72

Stay Ahead of the Curve: 2024's Job Market Trends Unveiled! Get ready to dive into the dynamic world of 2024's job market trends! Here's a quick peek at what's shaking up the hiring scene, brought to you by Gap Healthcare: 🌐 Tech Takeover: Brace yourself for a tech revolution! From AI-powered candidate matching to machine learning-driven CV screening, technology is reshaping how we hire. Say goodbye to bias and hello to enhanced productivity. Don't get left behind – embrace tech in your hiring strategy today! 🌈 Diversity Emphasis: It's time to make diversity your superpower. Inclusive hiring practices aren't just a trend – they're the secret sauce for building innovative and vibrant teams. Join the diversity dance and unlock the potential of a truly inclusive workplace. 🛠 Skills Over Degrees: Move over, academic accolades! Employers are tuning into the power of soft skills like never before. Effective communication, adaptability, and problem-solving are the new currency of success. It's not just about what's on paper – it's about finding the perfect fit for your team's dynamic needs. 🧔 Enhanced Candidate Experience: Want to stand out from the crowd? Focus on the candidate experience! Job seekers are craving personalised, seamless journeys through the hiring process. Make them feel like VIPs, and you'll become the employer everyone wants to work for. Ready to stay ahead of the game? Sign up for the Hub today and gain exclusive access to tools and resources designed to help you navigate the ever-changing job market of 2024. Don't wait – your future success starts now! #trends #thehub #jobseekers #stayaheadofthegame Tom Wood (Helping Job Seekers) Jack Graves - Helping Job Seekers Globally Stacey Wood Franklyn Byles (Helping Job Seekers) Matt Bishop Amy Robinson - Helping people to find their dream job

🗯️🤬😠😡"They felt I had been in a director role for too long to be an individual contributor." "They just couldn't see me as being happy with less responsibility." 😤😒👿🗯️ These statements came to me directly from experienced job seekers in the last week who were saddened by the news and frustrated by the whole experience. The job application and interview process takes dedication and can be draining in itself, apart from the rejection. Their experience reflects one of the more common themes to arise from our bi-weekly conversations with job seekers in the research and insights professions: a bias against experience in the recruiting, interview, and hiring process. Both experienced market/ing and product researchers are fighting to stay in the sector and their chosen profession. Their passion is getting to know customers/users/products/markets, but their search for stable insights sector employment has stretched beyond one year and occasional project work is starting to give way to gig work outside of research. 🌠Here's my New Year's Wish for those involved in recruiting and hiring 🌠Think twice before dismissing an experienced applicant and assuming you know how things will turn out because of conventional wisdom. They may seem overqualified, but try believing them when they tell you they want to get back to doing the work and have no interest in titles or staff members to manage. You just may find your best hire of the year. They know the work, how it's done, some of the tools and players, but even better, their appetite for learning and their desire to be dedicated to a company, product, or cause are at peak career levels! Biases perpetuate when they aren't challenged. Your needs and that candidate's fitness to do the job are the only things that matter. For UX, Market/ing Research, CX, and all knowledge workers: Many experienced insights professionals experience job searches of longer than a year. If that's you, you are not alone. The Insights Career Network is a community of research and insights professionals helping each other through career transitions. Visit us at InsightsCareerNetwork.org Have you hired someone who was identified during the recruiting or interviewing process as "overqualified", only to have shined once hired? I want to know about it! #insightscareer #UXcareer #mrxcareer #Cxcareer #ageism #knowledgworkers #experiencedcandidates #experience

"We also share our experiences looking for a job, both the good and the bad. This is one of the many candidate experience activities we capture in our CandE Benchmark research year after year. What’s fascinating is that while the employers participating each year and the candidates answering the survey vary, the consistency of responses year after year is uncanny (and quite clear)." The Impact of Positive and Negative Candidate Experiences https://buff.ly/471XyjT #recruiting #hiring #candidateexperience #TheCandEs

" Ever wondered what that 73% statistic truly represents? It's the staggering majority of companies grappling with attracting top talent." 73% of companies struggle to find and attract top talent. Have you found it challenging to secure the right individuals for your team despite your best efforts? This statistic highlights a critical issue in today's recruitment landscape. Attracting high-caliber candidates is more than just posting a job ad—it's about creating a magnetic employer brand and leveraging every possible channel to find and engage with top talent. So how can you turn the odds in your favor? 1. 𝗖𝗿𝗮𝗳𝘁 𝗖𝗼𝗺𝗽𝗲𝗹𝗹𝗶𝗻𝗴 𝗝𝗼𝗯 𝗣𝗼𝘀𝘁𝗶𝗻𝗴𝘀: Your job postings should be not just accurate but also engaging and reflective of your company culture. Remember, this is often the first impression a candidate gets. 2. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹𝘀: Encourage your current employees to refer acquaintances. They understand the company culture and can recommend suitable candidates. 3. 𝗗𝗶𝘃𝗲 𝗶𝗻𝘁𝗼 𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁: Use analytics to track key recruitment metrics. This helps identify bottlenecks and optimize your process. 4. 𝗘𝗻𝗴𝗮𝗴𝗲 𝗼𝗻 𝗦𝗼𝗰𝗶𝗮𝗹 𝗠𝗲𝗱𝗶𝗮: Utilize platforms like LinkedIn to post openings and connect with potential candidates. Be active and responsive. 5. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆: Attend industry-related conferences and networking events to meet potential hires in-person. 6. 𝗛𝗼𝘀𝘁 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗖𝗮𝗿𝗲𝗲𝗿 𝗙𝗮𝗶𝗿𝘀: Reach a broader audience by organizing online events where job seekers can learn about your company and apply for positions. 7. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: Programs that recognize employees and frequent feedback mechanisms can enhance your employer brand, making your company more attractive to top talent. 8. 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗔𝗴𝗲𝗻𝗰𝗶𝗲𝘀: For specialized roles, partnering with recruitment agencies or headhunters can expedite the hiring process. 9. 𝗠𝗲𝗮𝘀𝘂𝗿𝗲 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗦𝘂𝗰𝗰𝗲𝘀𝘀: Keep an eye on metrics like quality of hire and time to fill. These insights help refine your strategies and ensure continuous improvement. By implementing these strategies, your journey to attracting and retaining top talent becomes a structured, effective, and ultimately rewarding process #TopTalent #RecruitmentStruggles #EmployerBrand #CompanyCulture #EmployeeReferrals #DataDrivenRecruitment #SocialMediaRecruitment #NetworkingEvents #VirtualCareerFairs #Employee Experience #RecruitmentAgencies #RecruitmentSuccess I'm curious to know about your experiences in attracting top talent. What strategies worked best for your organization? Feel free to share your experiences or any innovative ideas! Don't forget to leave a 'Like' if you found this insight valuable, or chime in with a comment to get recruitment agency recommendations.

🔍 Attention job seekers! 📢 Did you know that 60% of candidates have abandoned job applications halfway through due to a poor candidate experience? 😱 Don't let that be you! Check out these eye-opening statistics about candidate experience in 2021. From the impact of timely communication to the importance of personalized interactions, these insights can help you stand out in the job market and secure your dream job. 🏆 💼 40 Notable Candidate Experience Statistics for Job Seekers in 2021 💼 ✅ 94% of candidates are more likely to apply for a job if the employer actively manages their employer brand. ✅ Companies that prioritize candidate experience improve their quality of hires by 70%. ✅ 78% of candidates say the overall candidate experience they receive is an indicator of how a company values its people. ✅ 74% of candidates are likely to share their positive experiences with friends and family. ✅ A staggering 80% of job seekers say they would decline a job offer due to a poor candidate experience. Don't miss out on these valuable insights! ⚡️ What steps will you take to enhance your candidate experience in 2021? Share your thoughts below! 👇 #CandidateExperience #JobSeekers #EmployerBranding #JobMarket

🔍 Is your career website not drawing the top talent you need? Here’s why a compelling career website is crucial and how you can make it shine: Foundation of First Impressions Your career site is often the first place candidates learn about your company. It should do more than list jobs—it should educate, excite, and entice candidates to hit "Apply." Attract Top Talent Tell your company's story in a way that resonates. Showcase your culture, opportunities, social responsibilities, and diversity initiatives to draw in the best candidates. Boost Brand Awareness Increase your employer brand awareness by highlighting who you are as an employer. Stand out by showcasing everything related to your employees, teams, and careers. Enhance Candidate Experience Streamline the search and application process with thoughtful site mapping and search functionality. Ensure a smooth and positive candidate experience. Engage Candidates Keep candidates engaged with rich content about your company, including images, videos, and detailed job opportunities. What to Include: Job Postings: Easy to navigate, searchable, and keyword-rich descriptions. About Us: Insight into your work, mission, values, and company culture. Benefits and Perks: Highlight unique benefits and perks. Employee Testimonials: Authentic insights from current employees. Talent Community: Allow candidates to sign up for updates and FAQs. Trends to Watch: AI Integration: Use chatbots for resume screening and candidate sourcing. Mobile Optimization: Ensure your site is mobile-friendly. Video Content: Create engaging videos about your company culture and opportunities. Personalization: Use data analytics to personalize job recommendations and outreach. A standout career website is essential for boosting your employer brand, streamlining recruitment, and attracting top talent. When building your career site, think like a job seeker and stay on top of industry trends. At Wicresoft, we offer full-service Talent Acquisition & Recruitment Marketing Services to enhance your talent management practices—from branding and recruitment to employee development and retention. Let’s create a world-class career site that attracts the right fit for your organization. Book a chat to get started! https://hubs.li/Q02C_Zy-0 #TalentAcquisition #RecruitmentMarketing #EmployerBranding #CareerWebsite #TopTalent #Wicresoft

Life Sciences Hiring Managers: your recruiters message is either a bridge or a barrier. Which side are you on? Is the messaging style of your biotech recruiter scaring scientists away without your knowledge? Or worse, are you in the dark about what they're actually sending out / saying? An employer brand is hard to define, but even harder to redefine. Still, the race to hire fast seems to overshadow everything else. But, why am I bringing this up? [1] My Life Sciences network has reported a sharp increase in irrelevant, ambiguous recruitment agency messaging this year. [2] The old-school spray-and-pray method isn't cutting it, with scientific recruitment agencies offering dwindling ROI. [3] You don't need a PhD to know that the industry is niche, with often a teeeeeny tiny pool if you're outside of the hubs. The impact of a recruiter's message or call in such a tightly knit sphere can't be overstated – it can either draw in the talent or drive them away... forever (not to be dramatic) 🤣 Take this message I received last week: "𝗛𝗶 𝗔𝗺𝗯𝗲𝗿, 𝗜 𝗮𝗺 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗼𝗻 𝗮 𝗦𝗮𝗹𝗲𝘀 𝗿𝗼𝗹𝗲 𝗶𝗻 𝗟𝗼𝗻𝗱𝗼𝗻 𝗳𝗼𝗿 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝗘𝘂𝗿𝗼𝗽𝗲𝗮𝗻 𝗣𝗵𝗮𝗿𝗺𝗮 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗦𝗲𝗿𝘃𝗶𝗰𝗲 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗿𝘀. 𝗪𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗯𝗲 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 𝗳𝘂𝗿𝘁𝗵𝗲𝗿 𝘁𝗼 𝘀𝗲𝗲 𝘄𝗵𝗲𝘁𝗵𝗲𝗿 𝗶𝘁 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲 𝗮 𝗴𝗼𝗼𝗱 𝗳𝗶𝘁 𝗳𝗼𝗿 𝘆𝗼𝘂? 𝗕𝗲𝘀𝘁 𝗥𝗲𝗴𝗮𝗿𝗱𝘀, [𝗕𝗶𝗼𝘁𝗲𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿]" My thoughts? Well, I had none, that’s the problem. 😂 Now, here’s where we pivot a little at Moxee: 𝗠𝗶𝗰𝗿𝗼 𝗖𝗮𝗿𝗲𝗲𝗿 𝗪𝗲𝗯𝘀𝗶𝘁𝗲𝘀 - interactive websites with video interviews of the hiring manager, a “day in the life," peer testimonials, and the impact of the role within the company and the wider industry, etc. 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗹𝗼𝗼𝗽𝘀 where candidates can provide insights on Moxee’s messaging, alongside the data we consistently review. 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗽𝗮𝗰𝗸𝘀: information on the company's current research projects, key personnel they would be working with, and recent publications or patents by the team to help prepare for the interview process. 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 that resonates with each person's unique background and likely career aspirations. Each message should grow your future talent pool... not just fill said slot. This was crucial after defining "what irks you about working with recruiters?" before I launched, with marketing / showcasing the role authentically being mentioned 27 million times. While I prefer taking the scenic route, speed will always be of the essence. But not by skipping steps. By making each step better. 😎 PS - This isn’t about throwing shade at biotech recruiters. It’s about acknowledging the need for progress. Fortunately, there are many individuals and agencies leading the charge alongside Moxee.

📈 The September Surge is real. Are you ready for it? Every September, we see a significant spike in job postings and hiring activity across industries. But why is September such a hot month for job seekers and employers alike? 1️⃣ Many businesses slow down over the summer due to summer holidays. Budgets are put on hold until decision-makers return ready to tackle hiring needs that were paused. 2️⃣ Companies often use the summer months to clarify their financials. By September, companies have a clearer picture of their budget and often ramp up hiring to meet end-of-year goals or to prepare for the next year. 3️⃣ With children back in school, routines stabilise, especially by this time in September. This naturally brings more candidates into the job market, especially those who had reduced availability during summer. 4️⃣ Businesses want key roles filled before year-end, often to prepare for a busy Q4 or Q1 of the following year and onwards. The end of the year is often the best time to onboard new starters. Here’s how you can prepare: 👉 For Job Seekers: 🍂 Refresh Your CV & LinkedIn Profile Ensure your CV and LinkedIn profile are up-to-date with your latest achievements, skills, and experience. Use industry-relevant keywords to help recruiters find you more easily. 🍂 Network Effectively Make use of your network by reaching out to former colleagues, mentors, or industry connections. Proactively reach out and connect with recruiters and hiring managers. 🍂 Prepare for Interviews With companies keen to fill roles quickly, ensure you’re ready for interviews. Practise your responses, highlight your key strengths, and familiarise yourself with common interview questions. 👉 For Employers: 🌰 Plan Ahead Ensure you have a clear hiring plan in place for the remainder of the year. Assess your team’s needs, identify any skill gaps, and set priorities for the roles that need to be filled quickly. 🌰 Streamline the Hiring Process Top candidates are likely to have multiple offers during the surge, so it’s important to speed up the recruitment process. Simplify application steps, conduct timely interviews, and make swift decisions to secure the best talent. 🌰 Focus on Candidate Experience Ensure that every candidate, successful or not, has a positive experience during the hiring process. Clear communication, feedback, and a respectful process will boost your reputation and help attract future talent. - ⌛ Though we're nearing the end of September, there's still time! The next few months present a tremendous opportunity, whether you’re a job seeker looking for your next challenge or an employer eager to build an amazing team. I’ve already seen a wave of new hires this September. This is not the time to slow down. There’s still so much to play for. The hiring market is buzzing, and now is the time to act.

🔥Hot Take Alert: What are some of the worst ways you've experienced companies engage with candidates in the interview process? 🙌🏽Conversely, what are the best ways you've been welcomed to the interview process in your experience?