Recruiters, I want you to stop what you’re doing, focus here for a moment, and read this. I’m just going to say it: it’s time to rethink the CRM. I recently attended an invite-only demo of LinkedIn’s latest AI tool, the Hiring Assistant, and it can do just about everything—short of cleaning windows.
With so many companies expecting “more” from fewer recruiters these days, LinkedIn has stepped in like Mighty Mouse to save the day! The Hiring Assistant is laser-focused on lightening recruiters’ workloads so recruiters can dedicate more time to people-centered tasks. It handles repetitive, time-draining tasks like finding candidates, screening, and managing interview logistics—you know that’s half of what recruiters do, right?
What makes Hiring Assistant even more powerful is its ability to personalize based on recruiter feedback, backed by LinkedIn’s platform data for smart, skills-based candidate recommendations. Soon, it’ll even help with messaging and scheduling, making recruiter-candidate interactions smoother than ever.
This, folks, is a true game-changer. Don’t walk to LinkedIn’s Hiring Assistant—run. The launch is part of LinkedIn’s big AI push, including Recruiter 2024, a tool already boosting candidate acceptance rates and speeding up searches.
Let me ask you this. Is your organization leading the way in talent excellence? I mean really leading the way?
If so, Phenom wants you to consider the 2025 Talent Experience Awards, which recognizes companies that have demonstrated exceptional experiences in talent acquisition, including talent development and DEI.
From innovative strategies that drive employee engagement to workplace cultures that inspire, Phenom’s Talent Experience Awards are what talent acquisition leaders and professionals need to study and emulate.
If you’re interested, submit your nominations through the Phenom website before January 31, 2025. Winners will be revealed at the Phenom Talent Experience Summit in April 2025, where industry leaders will gather to share top insights and trends.
PHENOM TALENT EXPERIENCE AWARDS
Tired of being left hanging after an interview? Meet Ghostedd—a new online platform that empowers job seekers to hold companies accountable for ghosting. Created by Ricjohn Genoguin, Ghostedd aims to bring transparency and fairness to the hiring process.
Key features include:
Ghostedd is changing the game by giving job seekers the power to share their experiences, making it easier to spot companies that value clear, respectful communication. As more people join the platform, it’s creating a push for better hiring practices and more positive employer-job-seeker relationships.
Pay isn’t paying off when it comes to keeping employees aboard. iHire’s newest research report suggests that half (50.9%) of U.S. workers would take a new job for lower pay if they were offered a better work/life balance; 40.8% said the same about greater flexibility.
These are just a couple of data points from our survey of 2,000+ employees and employers that show pay isn’t always the answer for retaining employees. Moreover, we found that 61.8% of employers gave pay raises to improve retention in 2024, but of that group, 90.4% of companies still experienced turnover.
Check out these statistics in the full 2024 Talent Retention Report.
Meta recently showed the door to about 20 employees—including one with a hefty $400,000 salary—for breaking the rules on meal credits. At the company’s LA office, some staff went beyond just ordering food, using their $25 meal credits to buy non-food items like toothpaste, laundry detergent, and even wine glasses! This was despite previous warnings.
These firings are part of CEO Mark Zuckerberg’s ongoing cost-cutting moves, which already led to 21,000 layoffs in the past couple of years. Meta’s goal? Streamline resources and keep expenses tight. For employees, it’s a reminder: perks come with guidelines.
Even high salaries don’t buy immunity from company policies!
Recruitics is to recruitment marketing as Taylor Swift is to music. You can’t but stop to listen when Recruitics comes out with top trends that are shaking up the recruitment marketing profession. Here are the seven trends they’ve seen so far in 2024:
Read more in-depth about these 2024 trends and strategies here.
Starting January 1, 2025, Bolt employees must be in the office 12 days a month as CEO Markus Villig hits the brakes on remote work! Villig’s bold return-to-office mandate isn’t just about logistics; he’s calling out remote work as a “disgrace” to Bolt’s culture, blaming it for issues like disconnected teams, high attrition, and empty offices. Bali-based remote workers? He’s calling it what it is: “a vacation, not what we hired them to do.”
Bolt’s leadership is aware this shift might lead to turnover, but Villig is clear: “We are fine if some people decide this is not for them.” For Bolt, this is about culture and collaboration over flexibility. What are your thoughts on the trend back to the office?
It will be extremely difficult for Bolt’s employer branding team to restore trust with talent moving forward, and it will be a nightmare for HR seeking to retain talent and reduce attrition.
Get the full scoop here.
