Employees are undeniably valuable assets of an organization and the key to its success, no matter what level. They are highly skilled people who strive hard to deliver their best work and contribute to the profits and worth of the organization.To hire the right people for your business, you need to develop and implement an effective recruitment process. This is one of the most complex aspects of operating a business as there are different types of recruitment, and each consists of particular hiring process steps. This article will help your company prepare for future challenges and reduce the costs of ineffective recruiting processes. In this article, you will read about:What Is the Recruitment Process?How to Set Up a Recruitment ProcessRecruitment Strategies Tips for Successful HiringWhat Is the Recruitment Process? Recruitment is the process of actively seeking out, reviewing, shortlisting, hiring, and eventually onboarding qualified candidates for a specific position. The recruitment process is the most important function of the HR department. They use different tactics to find potential candidates based on the expertise, abilities, and skills required for the job. After that, they will apply specific recruitment methods to determine whether these are the right fits, by scheduling interviews or giving out assignments. A thought-out recruitment and selection process has many benefits for companies, including: Minimizing the time and hiring cost involved in finding candidates and filling roles - both for the present and for the future. It is because your company has effectively built a talent pool that can help save a lot of time and money spent on identifying, attracting, screening, interviewing, recruiting, and retaining employees.Increasing employee productivity since you've achieved better quality of new hires. Following the right steps in the recruiting process can help make sure they are truly interested in the role and possess the essential skills to give their best performance.Reflecting the company's professionalism - which can be associated with employer branding. Especially in modern times, social media recruitment has become a global trend followed by organizations of all sizes and types.How to Set Up a Recruitment Process Steps in the recruiting process Now that you know the definition and importance of employee recruitment, how do you create one for your business? No matter what types of recruitment your team follows, here are 10 basic, essential steps to hire effectively.1. Identify the recruitment needs. The very first step in the recruiting process is to ask the team all the following questions: What role are you looking to fulfill?How many people are needed for that role?What should you expect from the candidates? That way, you will be thorough, analytical, precise, and realistic regarding your hiring demands and expectations.2. Develop your recruitment plan. After that, it's important to work out a recruitment procedure/plan that outlines your strategy for finding, screening, and selecting suitable job applicants. Rather than trying a variety of recruitment methods to see what works best, having a detailed plan helps save a lot of time and money while ensuring you will find the right candidate.The 6 elements of a recruitment plan include:Goals objectivesVacant rolesStaff-in-chargeRecruiting strategies methodsBudgetTime-to-hire / Recruitment timeline 3. Set up a recruiting team For small and mid-size businesses, the founder or CEO is usually the person handling the recruitment and selection process. However, if you're working in a large corporation, there is a need for an internal recruiting team. As a key functional area of HRM, employee recruitment requires a solid knowledge of talent acquisition and the latest hiring trends, as well as strong interpersonal skills. These can only be found in your own internal recruitment team or professional headhunting firms. 4.Write a job description Here comes a very critical step in the recruiting process. The job description is designed to outline the duties and responsibilities of the role, as well as the necessary skills, educational background, and expertise needed by a potential employee. This will, in turn, ensure the company can attract the right applicants and avoid wasting time reviewing irrelevant applications.5. Advertise the job Once you’ve written a complete job description, it’s time to post your job openings. There are tons of websites that allow you to do this for free, however, they all vary slightly. Make sure you choose the right one so you can reach a large audience effectively and stick to the recruitment timeline. Below are the top 10 best job search sites trusted by both employers and job seekers: CakeLinkedInIndeedGlassdoorGoogle JobsMonsterZipRecruiterFreshersworldCareerBuilderGetWork📚 Further reading:Tips for Using Job Search Sites 6. Search for talents. There are 2 key types of recruitment - internal and external - which come from different sources. External recruitment: when your company recruits candidates who are not a part of the organization. Sources of external recruitment include:Online job boards and websitesEmployment agenciesEmployment exchangesEducational institutionsJob fairs / Hiring eventsPrevious applicants Employee referralsSocial media recruitment Internal recruitment: when employees like you are motivated to apply for vacant job postings within the organization. These would be informed to your colleagues via internal job boards, word of mouth, or any other communication platforms your company uses. Another common recruitment method of internal hiring is employee promotion which offers an exceptional employee a new position of superior rank, duties, remuneration, or professional growth. 7. Review candidates. There are different techniques for shortlisting potential candidates, including: Start with their resume/CV, cover letter, and portfolio (if any).Make use of software and tools to help evaluate the candidates faster (e.g., Applicant Tracking System/Resume Checkers).Reach out to the references mentioned in their CV (if possible).Make sure they meet the minimum qualifications for the role.Give them a pre-employment test, for example, personality tests, job knowledge tests, situational judgment assessments, and skills tests.) 8. Schedule interviews The interview is an integral part of the recruiting process, which enables the employer to determine if an applicant would likely perform the job and fit in with the corporate culture. Here are some tips if you want to conduct an effective interview: Review the candidates' applications in advance.Put the candidates at ease.Give a background of the company and details about the position.Ask open-ended questions.Provide the complete answers to the questions asked by the candidates.Avoid putting too much emphasis on “cultural fit”.Don’t forget to take notes.Describe the next step in the recruitment process. 9. Check references. As mentioned before, doing a reference check on a candidate is a great way to assess their potential for success in the vacancy. It helps verify the information mentioned in the CV or the interview. Moreover, references can offer additional insights into a candidate’s knowledge, expertise, and skills from their work history. 10. Make a decision. While the HR staff and recruiter manage the recruitment process, it's the hiring manager who actually closes the deal. As the decision-makers, they will have the final say as to who gets hired and who gets rejected.Recruitment process flow chart Recruitment Process Flow Chard Recruitment Strategies Tips for Successful Hiring Now that you know about the recruitment process and how to set up an effective one, here are some strategies and tips to achieve the optimal hiring process. 💡 Utilize ATS. The Applicant Tracking System mentioned above benefits recruitment and selection in various ways. It helps gather all the information about candidates, including their resumes, submission date, their current stage in the recruiting process, feedback from interviews, and so on. It can also be linked with other job advertising and social media platforms, which is a vast source of external recruitment. Especially if your company has received many job applications, utilizing ATS or resume checker can help manage and track the candidates easily and efficiently. Note that these resume checkers can only check for a ATS-friendly resume, hence you may want to involve in this process for the best result. 💡 Develop an employee referral program. This is a recruiting strategy in which employers encourage existing employees to refer someone qualified for the job opening in their organization. Employee referral programs are on the rise because they can be used for both types of recruitment. In general, they are more cost-effective than other recruitment methods and are usually the fastest way to find external talent. 💡 Build a strong employer brand. Recruitment and selection can be affected strongly by employer branding. A positive image with a good reputation will make your company an ideal employer and thus attract a lot of talent. Below are 5 ways to improve employer branding and candidate experience: Set up an online presence with clear, detailed information about your company’s vision via social media and website.Be as specific as possible when crafting the job description.Keep the candidates updated at every stage of the recruiting process.Make the company emails professional.Treat candidates like customers.You can also reach out to HR companies that offer employer branding services and ask for their advice. 💡 Use social media in your recruitment. Speaking of employer branding, more and more companies have been using social media to recruit. It is because nothing can represent the corporate image better than its social media platforms. Besides that, employers also find themselves being more likely to reach passive job seekers.📚 Further reading:Statistics on social media recruitment (August 2022) 💡 Collect feedback from candidates. This way, your team can improve the overall recruitment process. You know what has been done correctly and what should be adjusted. Based on candidate feedback, you can also build a better employer brand. Tip: Make sure you give them the option to leave a review anonymously so they can express their thoughts freely. Key takeaways With our recruiting how-to guide, we hope you’ve learned all the critical steps in the recruitment process. While following these steps, make sure you will: Treat job applicants like your customers.Stay professional during the entire hiring process.Avoid using the same recruitment method and strategy for all jobs opening.Evaluate candidates based on all categories, including career goals, education, work experience, skills, cultural fit, etc.Ensure seamless recruitment procedures for all job applicants.Did you find this blog helpful?Follow our blogto have more insights about recruitment and HRindustry. Cake is the ultimate solution for job seekers and employers by providing afree online resume builderandtalent searchandbranding services. Want to learn more about us?Talk with our experts for more details! — Originally written by May Luong —

Created by CakeIn this article, we’ll cover: What is internal recruitmentAdvantages and disadvantages of internal recruitmentHow to recruit internallyTips for recruiting internally An organization has a few recruitment strategies to consider when looking for new talents. Not every position requires the same type of talent. Therefore, recruiters need to understand which recruiting method works best for them. You can find the following among the most common internal and external recruitment methods: Direct advertisingReferralsPromotions and transfersInternshipsWord of mouthJob boardsSocial media recruitingRecruitment agencies However, it is a great idea to ponder internal hiring before considering all the external hiring methods. More often than you can imagine, the perfect candidate already works for your company. If you recruit internally, you can save yourself from going through all the hassle other methods require. What is internal recruitmentLet us start by learning the definition of internal recruitment. By saying internal recruitment, we mean filling job vacancies from the existing talent pool within a company. One of the benefits of internal recruitment is that it is usually a fast and convenient way to fill a position. However, internal and external recruitment are more similar than they are different. The processes and methods involved are very much the same, except that external recruiting focuses on candidates outside a corporate. There are several types of internal recruitment. Among the most common methods, we can find the following: 📍 Internal promotions This method is one of the most popular internal hiring processes. A promotion gives an existing employee the chance to step up their career. Most of the time, they also obtain a pay raise and increased responsibilities. Set a clear promotion policy to avoid giving your employees the impression that you have unfair internal hiring practices. Furthermore, you will likely need to train and upskill 📍 Reorganization Another purpose of internal recruitment is moving people to reorganize the current staff. Reorganization is an internal recruitment method in which someone goes to a different role with similar responsibilities. For example, you can reorganize your company by moving a supervisor from the production area to the logistics area. 📍 Transfers When multinational companies recruit internally, they sometimes move staff members from one country to another. Transfers are an internal recruitment process that helps companies implement new methodologies and even managerial changes when opening new offices. An example of this internal recruitment method is moving an employee to an office branch closer to their city to avoid commuting long distances while maintaining the same position and obligations. 📍 Role changes Unlike a promotion, a role change is usually an internal hiring method that distributes existing talent laterally among the company. Sometimes, you will notice that one employee fits a different role better. For example, moving a social media assistant to a sales position.Advantages and disadvantages of internal recruitmentNaturally, no method is perfect. Consider the advantages of internal recruitment as well as its disadvantages before making a decision. You will find out that more often than not, the benefits of internal recruitment will far outweigh the drawbacks. However, keep those pesky areas in mind to make the best decision. ✅ Advantages of internal recruitment Boosting internal morale One of the reasons why many people choose to work for a company is their growth opportunities. A company posting jobs internally often shows that it values its employees and would like to see them grow professionally. Employees often feel motivated to do their best when they think there is a higher chance they will obtain a raise. That is why internal recruitment is an effective HR tool to boost internal morale. Saving time onboarding Another advantage of internal recruiting is how much more streamlined the hiring process is. You will save valuable time on the onboarding process. For jobs that use internal recruitment, employees will not have to go through an extensive training period as they are already familiar with the internal process and the corporate culture. Moreover, an internally recruited employee has insider knowledge and is familiar with the team and corporate culture. Decreasing employee turnover rate There are many reasons why an employee quits, and one of them is the lack of chances to move upward or expand their expertise into other areas. With more employees quitting—-a higher turnover rate—-comes the raises in administrative costs and the decreases in efficiency. As an HR manager, you have to consider the economical benefits of internal recruitment. Therefore, companies can assure a long trustworthy relationship with their employees by recruiting internally. Making the organization more inclusive A strong internal recruitment policy can help you hurdle one of the biggest obstacles in modern HR management. Yes, internal recruitment does not change your existing talent pool. However, it gives existing employees a chance for new positions, knowledge, and most importantly, to grow in their careers and close the different inequality gaps that exist. 🚫 Disadvantages of internal recruitment As one might expect, no method is perfect. Among the disadvantages of recruiting internally, these are the most common ones: No fresh perspective A company might limit itself by exclusively recruiting internally. The lack of new personnel makes it hard for the company to come up with new ideas and perspectives. If a company still wants to maintain fresh ideas while posting jobs internally, it needs to make sure that its current staff keeps preparing and learning. Constant education is a great way to keep an inflow of ground-breaking ideas. A limited candidate pool Some positions will require very specific skills. However, your options might be too narrow if you restrain yourself and only recruit internally, especially in growing companies. This means that sometimes you will not have people with the required skills internally. Therefore, the need for extra training and education of the internal talent pool becomes a disadvantage of internal recruitment. Not having enough employees When you are recruiting internally, the number of your employees doesn’t change and you might still need to hire externally if you wish to expand the scale of your business. For smaller companies, internal hiring can become a big obstacle, as there are not enough employees to cover all the required job positions. How to recruit internallyIt is a valuable idea to look at the different internal recruitment strategies if you have decided that you want to give your current workforce a chance to work in a different position. Once again, keep in mind that the “internal vs external recruitment” debate mostly focuses on where will you look for your candidates. Therefore, the recruitment process remains similar in both cases. 🔎 Set up an internal recruitment process The first step you need to take is to come up with your internal hiring process. Decide who will be part of your hiring committee. Moreover, write down a clear and just internal recruitment policy. The more detailed you get this step, the fewer problems you will face in the future. 🔎 Create a job posting Come up with a specific description of the experience, education, and skills required for the positions before you start posting jobs internally. You will help candidates to have realistic expectations regarding their eligibility for the job. 🔎 Share the job posting and encourage employees to apply There are several ways to do internal job advertising. Aside from posting jobs internally, you can get your internal managers to recommend employees, send internal emails, post on your company’s communication platform, etc. Make sure to give your employees a nudge once they are aware of the job opening. Tell your managers how important internal recruitment is for the company and ask them to encourage their qualified subordinates. 🔎 Screen and interview candidates Even though one of the benefits of internal recruitment is that you already know your employees, you still have to review the applications and interview the ones qualified for the job. Ensure you have a standard method to interview all candidates to guarantee fairness and equality. 🔎 Provide constructive feedback Do not just send everyone back to their regular positions after you chose the candidate you want to recruit internally. You need to explain to everyone else why they did not get the job and help them to develop their careers. Otherwise, you might affect their morale and trust. You can consider the need for this awkward conversation a disadvantage of internal recruitment. However, you can always find a way to deliver bad news in a good way. Constructive feedback can motivate your employees to improve for future opportunities. Be empathetic! Tips for recruiting internallyInternal recruitment can be more complicated than you may imagine. There are several advantages and a few disadvantages of internal recruitment you need to consider. To guarantee a higher chance of succeeding when posting jobs internally, follow these tips: 🎯 Create an internal talent pool You can keep track of your human talent’s skills to avoid wasting their time when using an internal recruitment method. Such a system helps you filter and validate candidates. Whether you are using HR software or manually creating a database. 🎯 Be clear with your internal recruitment policy It is best if employees are well informed of the internal recruitment policy. You should communicate the eligibility requirements as soon as you notify them about the job. For example, tenure, work performance, or geographic location are vital requirements for some job positions. Whatever the needs are, make sure you clearly state them when posting jobs internally. It will help you avoid miscommunication errors that would otherwise lead to discontent. 🎯 Be fair during the process Fairness is a key quality across the entire internal hiring process, especially if you want to enjoy the advantages of internal recruitment rather than suffering from its possible shortcomings. The last thing you probably expect is that the internal hiring process angers your employees and ruins the atmosphere in the workplace. To avoid favoritism or nepotism, invite people from different departments to assist with the selection procedure. 🎯 Prevent talent hoarding In some companies, managers tend to discourage people from looking forward to other internal positions for career growth. Most of the time, it is due to economic restraints. However, with the passing of time, employees start to get discouraged and tend to leave the company - increasing the turnover cost. HR managers should focus on creating a fair internal recruitment policy that provides good opportunities for everyone in the company. 🔑 Key TakeawaysThere are several recruitment methods to fill in a job vacancy. The internal vs external recruitment battle often causes headaches to HR experts. Therefore, you need to consider both the advantages and disadvantages of internal recruitment to make an informed decision.You should form and follow a detailed plan if you choose to pursue internal hiring. Starting from setting a proper internal recruitment process. Ensure that every step is fair and clearly communicated to your employees.Take the time to screen candidates again before choosing one for the job; just because you hired them before doesn’t mean they are the best for the current open position. Moreover, take the time and patiently explain to the rejected candidates why they did not get the job (or face their resentment).Keep track of the skills your existing talent pool has for effective internal recruitment. Give them a chance to grow their career and you will notice their appreciation for your company. A happy employee is a productive employee.Hire better with less effort! With thousands of active members with their resumes on Cake, you can easily find your ideal candidates and reach out to them.Talent Search--- Originally written by Roger Rene Ortega Figueroa---

Tips for Successful RecruitmentTABLEOFCONTENTCreate a Positive Candidate ExperienceTry Collaborative RecruitingEncourage Employee ReferralsUtilize Technology and ToolsEmbrace DiversityCreate a Good Onboarding ExperienceExplore Remote OptionsHire InternallyUse a Rubric or ScorecardBuild Strong Talent NetworksEffectively recruiting is necessary for the smooth functioning of any organization. You want to hire the best possible team, whether your company is growing or experiencing a degree of turnover. But success recruitment isn't an accident. It requiresa deliberate approach and constantly updated fresh recruitment ideas, from examining your current practices to using tools and creating interview questions, knowing how to recruit effectively will take some time and effort.Previously, we have shared with you how to set up a recruitment process. In this article, we will share with you our top 10 recruitment tips that you can use to attract the best talent possible. Create a Positive Candidate Experience A simple hiring tip is to create a positive experience for your applicants. Not only will this make it easier for the right candidates to say yes to an offer, but it will help with your image as an organization. A good experience is one of the best practices for recruiters because any time an applicant has a negative encounter, you risk your brand’s image. There are many tips for recruiting applicants and creating a positive experience as they move through the process. Follow these recruiter tips to enhance your candidate experience.A simpler job application process. A lengthy application process will frustrate candidates and could lead to them abandoning their application. For example, an application requiring a resume, cover letter, application form, and skills testing will likely be too discouraging.Clearly written job descriptions. One of the best ways to recruit employees is with your job description. This means using clear details. A poorly written job description, lacking in information, could result in the wrong candidates applying for the job, and you will struggle with recruiting employees. This wastes everyone’s time, including yours!Transparent information about the company. Be transparent about the organisation at every stage of recruiting employees, from job positing to interview to training. This is a basic recruitment tip for employers since honesty is important for both talent acquisition and retention. An applicant needs to have all the information about the position before they can make an informed choice.Timely responses. Another hiring tip is to reply quickly when you’re recruiting employees, whether this means responding to their application or getting back to them after an interview. For instance, waiting a month to hear about the position could be frustrating, and the applicant may take another position.Respect for candidates. If you’re not sure how to recruit people, respect is a good place to start! Respecting your candidates, regardless of how they performed during recruitment, will create a more positive experience. For example, be professional in your correspondence, and show them empathy during the interview.Appropriate and effective interview questions. Another recruitment tip is to enhance your candidate experience by reviewing your interview questions. Make sure they are both respectful and relevant to the job. Personal questions should be avoided during interviews when you are recruiting employees.Clear and realistic timelines. Having a clear timeline for hiring helps candidates manage their expectations. You should establish the date you need to hire by and relay that information during the hiring process.Try Collaborative Recruiting Some tips for recruiting go beyond the candidate experience. Collaboration is a tried-and-true hiring tip with many benefits. It gives you multiple perspectives on your candidate, which helps make the decision easier and can lead to greater hiring success. It also allows the new candidate’s direct management to be part of the decision-making process. If you decide on a collaborative approach to recruiting employees, you must then decide who will make up your hiring committee. This can be a general manager, direct supervisors, team members, or an HR representative.Encourage Employee Referrals If you’re not sure how to recruit effectively, one innovative approach is to use employee referrals. Referrals are one of the best ways to recruit employees because it allows you to hire more passively, saving you time and energy on pre-screening. There are a few different ways you can encourage employee referrals and increase your hiring success.You can get more referrals by offering incentives to your employees for referring new candidates who stay. This can be things like gift cards or bonuses.Another recruitment tip to encourage employee referrals is a more bottom-up approach, by building your brand. This is the best way to recruit employees because a positive brand will sell itself. Here are some ways to build your employer brand, increasing your referrals and your hiring success. Create a pleasant working environment. A positive work environment will increase employee satisfaction, which will naturally encourage employees to refer people in their network to your open positions. This will in turn simplify your process of recruiting employees. Build a strong company culture. Another hiring tip to increase employee referrals is to get clear about your company culture. You can do this by listening to your employees, building them up, and sharing your vision with them. Build a strong employee value proposition. Your employee value proposition (EVP) is the reason why talented professionals will want to work for you, so it’s an important tool in recruiting employees. It’s the set of benefits and behaviour that make your company a good place to work. To get clear on your existing EVP, try using a survey to get your employee’s feedback on why they like working for you. Utilize marketing strategies. Using marketing to build your brand will help you find greater hiring success. Brand awareness will result in more interest in your company, and a larger network with more referrals. One way to build your brand using marketing is to maintain a consistent online presence.Utilise Technology and Tools Today’s technology can improve your talent acquisition and increase your hiring success. Recruitment tech can do things like help you save time, advertise jobs, stay organized, and keep a record of the recruitment process. Here are a few different tools you can use to help you in recruiting employees. ⚙️ Job boards Online job boards like Indeed and Cake are great places for recruiting employees. You can use them to post your job ads as well ass receive and manage your applications and responses. ⚙️ Interview software Another recruiting idea is interview software, where applicants submit answers to interview questions online, giving you a chance to review their application at your own pace. ⚙️ Applicant tracking systems If you’re looking for hiring tips, ATS, or sometimes known as resume checkers can do a lot of heavy lifting. ATS can help you filter resumes and cover letters by keywords and collect information on your applicants.Please keep in mind that ATS systems can only recognize resumes that are optimized for them (akaATS-friendly resumes). Therefore, it may be a good idea to have a human review your resume periodically to catch any errors that the system may miss. ⚙️ Social networks Social networks like LinkedIn can help you find talent and connect with the right people. You can find candidates by skills or experience and track applicants, making recruiting employees even easier. ⚙️ Augmented writing software The first step in recruiting employees will be a job post, so a proper job description is crucial to attract the right candidate. Augmented writing software uses AI to optimize your job description, increasing hiring success.Embrace Diversity One tip for recruiting is to be mindful of diversity. A diverse workplace is much stronger overall, leading to better ideas and different approaches to problems, as well as helping your brand and reputation. There are many things you can do to increase diversity while recruiting employees. Examine current hiring practices. You can’t set a goal of increasing hiring diversity if you don’t know where you currently stand. The first step in diverse hiring success is to examine what you are already doing. Perform a diversity gap analysis. To understand what your recruiting guide might be lacking, you can perform a gap analysis. You can outsource this job to data analysis agencies or gather your own information. Talk to existing employees from diverse backgrounds to get their perspective on the hiring process and ask for their hiring tips. Promote diversity in management. Diversity can come from the top down, since a more diversified management team is more likely to consider different candidates when recruiting employees. It’s also important to educate management about the benefit of diversity at work and have them consider changes to workplace policies that would attract diverse talent.Also, during interviews, it would be helpful for you to create a list ofDEI (diversity, equity, and inclusion)questions and refer to it. Create a Good Onboarding Experience After recruiting employees, the next step is the onboarding experience. Creating a positive onboarding experience is important for hiring success because it encourages retention and builds your brand, leading to even more quality applicants in the future. There are many ways you can enhance your onboarding experience, and the changes you apply will depend on your needs as a company. A good onboarding experience can include a guide or videos, a partnership with a seasoned employee, designated time for asking questions, and a reasonable learning pace.Explore Remote Options More and more workplaces are moving online, so one recruitment tip is to consider remote work. Many candidates will be interested in learning if there is a remote option for the open position, so flexibility where it comes to remote work can increase your hiring success. There are many benefits to working remotely, including the following: Flexible schedules. Remote work is a great recruiting idea because it creates more flexible schedules. That flexibility allows employees more control over their lives, which increases satisfaction and productivity. Time saving. The time saving aspect is one reason why remote work is a good tip for recruiting. Working remotely means employees won’t have to commute to their workplace. This time saving can translate to increased productivity and higher satisfaction. This also appeals to new candidates, increasing your hiring success. Reduced office footprints. Remote work can help reduce more then just the emissions from commuting. Not having a physical workplace means less waste from running a building. This helps incorporate sustainability into your brand, which in turn is great for recruiting employees.Hire Internally If you’re struggling to figure out how to recruit people, consider hiring internally. Promoting from within has benefits over other types of recruitment because your existing employees already know your brand and fit into your work culture. They also are more likely stay in your employment if they feel they have opportunities for growth, making hiring internally on of the best practices for recruiters. There are a few steps to hiring internally when you’re recruiting employees. Set up a process to hire internally The first step is to come up with an internal recruiting guide, including assigning a hiring committee and establishing an internal hiring policy. Make a job posting When recruiting employees from within, you’ll need to make a job posting that makes the job description clear. Share the posting and encourage applications After creating a job posting, the next step in recruiting employees internally is to share the posting with your employees and encourage people to apply. Screen and interview candidates The next internal hiring tip is to decide which candidates fit the criteria you are seeking for the role and interview them. Give feedback The last step of your internal recruitment is to give feedback to your candidates after their interview. This is an important recruitment tip because regardless of the outcome, you’ll want to retain that candidate.Use a Rubric or Scorecard If you’re looking for recruiting tips and tricks, a scorecard is a useful tool. Whether you are interviewing alone or doing a collaborative approach, a scorecard will increase your hiring success by keeping you organised. A rubric ensures a more consistent recruitment process, since candidates will be judged by the same metrics, regardless of who is doing the interviewing. When recruiting employees, some of the metrics you can consider including in your rubric are basic information, education, appearance, skills, and experience.. You can use a numerical scale for grading and leave room for additional comments. Use this sample recruitment rubric to help you get started. Date:Candidate Name: Position:Interviewer: RubricsScoreCommentsEducationExperienceSkillsAppearanceCommunicationNonverbal Total Score: Recommended for position: Build Strong Talent Networks A good talent network is one of the best ways to recruit employees, because you will have a ready pool of qualified individuals to meet your future hiring needs. This will help you save time with recruitment in the future by hiring more passively. There are different ways you can approach building a talent network and increase hiring success. You can establish a pool of talent from former employees who were successful in the role in the past, such as retirees. You can maintain a talent network using referrals from your employees. You can also use the career page of your website, with email notifications for recruitment when jobs become available. It's not easy to know how to recruit effectively, but there are some simple hiring tips you can follow to help you succeed. You can consider recruitment tips like hiring collaboratively, using technology, building a talent network, and using a scorecard. Ultimately, the best way to recruit employees is to create a place where people want to work. You’ll achieve greater hiring success by establishing your brand as a positive workplace with a great candidate experience.Want more recruitment tips? Follow our blog to have more insights. Cake offers job seekers and employers a valuable solution with our free online resume builder and talent search and branding services. — Originally written by Tiffany Quinn —

Ai recruiting tools AI tools are making breakthroughs in various industries, including recruitment. In recent years, various AI recruitment tools have been launched globally, transforming how we recruit. Previously, we've discussed how AI has changed the way job seekers create job applications. On the other side of the coin, recruiters are now also leveraging the power of AI to do recruitment. These AI recruitment software help recruiters, HR generalists and hiring managers find and hire talents for their companies in a more efficient, objective, and data-driven way. Whether you're looking for AI recruitment tool recommendations to elevate your hiring process or if you're an HR professional exploring AI-powered recruitment tools for the first time, you're at the right place. In this article, we will cover the benefits of AI-powered recruitment, as well as deep dive into some of the best AI recruiting tools in the market. Let's start! Table of Contents What Is AI Recruiting? Top AI Recruiting Tools Tips for Implementing AI Recruiting Software Conclusion What Is AI Recruiting? AI in recruitment allows us to pivot from recruiting tasks that are traditionally manual and time-consuming, such as talent sourcing, resume reviews, interviews, and assessments. AI recruiting leverages artificial intelligence technology and machine learning algorithms to streamline and automate recruitment processes, making it more efficient. It can also help recruiters make more data-driven hiring decisions. The AI recruiting tools currently available in the market provide a wide range of functionalities for different parts of the recruitment process, from finding qualified candidates to scheduling interviews. Different kinds of tools can bring different benefits to your recruitment process, such as: Benefits of AI Recruiting for Hiring Managers Using AI in recruitment can save time and reduce costs that often come with manual processing and paperwork.AI can be used to create a more seamless and personalized application process, which improves the candidate experience and further enhances the employer brand.AI can help make more data-driven and reduce biased hiring decisions in recruitment. Top AI Recruiting Tools Eightfold AI (Web) Eightfold AI is a talent intelligence platform designed to enhance recruitment, talent management, and reskilling processes. It can help you in hiring candidates and managing talents on one platform with AI-powered capabilities. Eightfold AI's key features: Candidate Matching: Uses AI to match candidates with open roles based on skills, experience, and potential, not just job titles.Unbiased Talent Matching: AI-based suggestions aim to minimize bias by focusing on candidates' potential and skill match.Employee Career Development: Provides personalized career pathing and role recommendations to employees, based on their skills and career interests.Internal Mobility: Identifies internal candidates for open roles and projects, facilitating career growth and internal talent utilization.Job Role Transformation: Helps employees transition to new roles by providing tailored career development resources and learning content. Diversity Metrics: Tracks and reports diversity metrics to provide insights and support DEI goals within the organization. Eightfold AI pricing: Eightfold AI does not publicly disclose pricing information and provides quotes tailored to each organization's needs. Generally, enterprise plans are structured as an annual subscription based on: Company sizeScope of implementation (Talent Acquisition, Talent Management, and/or Reskilling)Number of users and geographical locationsIntegrations needed with existing HR and ATS system.s Zoho Recruit (Web, iOS, Android) Zoho Recruit is a comprehensive cloud-based applicant tracking system (ATS) designed for recruiting agencies, corporate HR teams, and talent acquisition professionals to streamline and automate recruitment processes. With AI-powered tools and a range of flexible features, it aims to optimize talent sourcing, screening, and management. Zoho Recruit key features: AI-Powered Candidate Matching and Scoring: Uses AI algorithms for candidate-job matching, screening, scoring, and prioritizing top candidates.Automated Resume Parsing and Data Extraction: Automatically organizes information from candidate resumes, saving time and reducing manual entry.Semantic Search and Predictive Analytics: Provides context-aware search and data insights into hiring trends, time-to-hire, and recruitment effectiveness.Candidate Relationship Management (CRM): Manages communications and relationships with candidates and clients, supporting a complete recruitment lifecycle.Interview Management Tools: Includes video interviewing, scheduling integrations, and evaluation scorecards for streamlined assessments.Customizable Career Site and Job Board Integration: Supports branded career sites, social media sharing, and integration with popular job boards.Collaboration Tools and Role-Based Access: Facilitates team collaboration on hiring decisions and sets permissions for secure, role-based access.AI Chatbot (Zoho Zia): Engage with candidates on the career site, answer candidate questions, provide application updates, and assist with the application process. Zoho Recruit pricing: Zoho Recruit offers flexible pricing with monthly or annual plans. Free Plan: Limited to a single job opening and basic features, ideal for small teams or infrequent hiring needs.Standard Plan - $25 per user/month (billed annually) or $30 per user/month (billed monthly): Includes resume parsing, job posting management, talent sourcing, and workflow automation.Professional Plan - $50 per user/month (billed annually) or $60 per user/month (billed monthly): Adds interview scheduling, social recruiting, and custom dashboards.Enterprise Plan - $75 per user/month (billed annually) or $90 per user/month (billed monthly): Unlocks advanced features, such as AI-powered candidate assessment, evaluation tools, and custom modules. Skillate (Web, iOS, Android) Skillate is an AI-powered recruitment platform designed to improve hiring efficiency and effectiveness. It streamlines recruitment by using AI for candidate sourcing, screening, and matching. Here are its main features and an overview of Skillate’s pricing. Skillate key features: AI-Powered Resume Parsing: Extracts and structures resume information to streamline candidate profile creation.Candidate Matching and Ranking: Matches candidates to jobs and ranks them by skills, experience, and relevance.Job Description Analysis: Offers insights to improve job descriptions, attracting better-matched candidates and promoting inclusivity.Automated Interview Scheduling: Integrates with calendars for efficient scheduling, allowing candidates to select available slots.Diversity and Bias Reduction: Anonymizes profiles and focuses on skills to support unbiased, inclusive hiring.Analytics and Reporting: Tracks metrics like time-to-hire and source effectiveness, helping optimize recruitment strategies.HR and ATS Integrations: Works with existing HR systems to support seamless recruitment and data management. Skillate pricing: Skillate typically offers customized pricing based on factors such as company size, the number of users, integration needs, and feature requirements. Pricing is usually structured as an annual subscription, and the cost can vary widely depending on these factors. For an accurate quote, Skillate typically provides pricing information directly through consultations or demos, tailored to the specific needs of each organization. Paradox (Web, iOS, Android) Paradox is an AI-driven recruitment platform known for its conversational AI assistant, Olivia, which automates and streamlines various hiring processes. Paradox is designed to improve candidate engagement, simplify communication, and reduce recruiters' administrative workload. Paradox key features: Conversational AI Assistant (Olivia): Engages candidates via chat, answers FAQs, and provides job information across platforms.Automated Screening: Screens candidates based on preset criteria to streamline the qualification process.Interview Scheduling: Automates interview scheduling, integrating with calendar tools for easy coordination.Candidate Engagement: Sends follow-ups, status updates, and reminders to enhance the candidate experience.Mobile-Optimized Application Process: Allows candidates to apply and communicate seamlessly on mobile devices.Event Management: Manages virtual and in-person hiring events, from RSVPs to post-event follow-ups.Analytics and Insights: Tracks key metrics like time-to-hire and engagement rates for data-driven recruitment.ATS and HR Integrations: Integrates with ATS and HR systems, enabling smooth data flow across platforms. Paradox pricing: Paradox’s pricing is customized based on the organization’s needs, such as company size, number of hires, and specific feature requirements. Paradox typically operates on an annual subscription model, with costs varying depending on the scope of the implementation and add-ons like multilingual support or advanced analytics. While specific prices aren’t generally disclosed publicly, Paradox offers consultations to provide tailored pricing information based on each client’s needs. HireVue (Web) HireVue is a digital hiring platform that uses AI and video interviewing to streamline and enhance recruitment. It’s primarily used by organizations looking to improve candidate screening, reduce time-to-hire, and improve the overall interview experience. HireVue key features: Video Interviewing: Offers live and on-demand video interviews, allowing candidates to record responses at their convenience.AI-Powered Assessments: Uses AI to evaluate competencies, cognitive abilities, and skills based on video responses.Game-Based Assessments: Provides gamified assessments to measure cognitive skills, emotional intelligence, and problem-solving abilities.Automated Interview Scheduling: Allows candidates to self-schedule interviews through calendar integration, saving time.Predictive Analytics and Candidate Scoring: Ranks candidates based on performance, helping talent acquisition teams identify top talent.Structured Interview Guides: Supplies templates to ensure consistent, unbiased interview practices.Diversity and Compliance Tools: Supports DEI goals with profile anonymization and consistent assessments to reduce bias.ATS Integration: Seamlessly integrates with major Applicant Tracking Systems for efficient candidate management. HireVue pricing: HireVue’s pricing is not typically listed publicly and varies based on factors such as: Company sizeNumber of hiresFeature set (e.g., video interviewing only, or including assessments, recruitment automation, etc.)Integration needs HireVue generally operates on an annual subscription model with custom pricing tailored to the organization’s specific needs. Prices can range from thousands to tens of thousands of dollars annually, depending on the scale of use and selected features. For detailed pricing information, HireVue typically provides consultations and custom quotes based on each client’s requirements. Textio Loop (Web) Textio Loop is an AI-powered writing platform that focuses on enhancing and creating job descriptions, recruitment communications, and overall content to attract a diverse and qualified candidates. It helps organizations improve their hiring processes by making their job listings and communications more effective and engaging. Textio Loop key features: AI-Enhanced Writing Suggestions: Provides real-time, context-aware suggestions to improve clarity, inclusivity, and engagement in job postings.Bias Detection and Mitigation: Identifies biased language and recommends inclusive alternatives to promote diversity in hiring.Job Description Optimization: Analyzes job descriptions for effectiveness, enhancing language to attract suitable candidates.Data-Driven Insights: Offers analytics on job posting performance, including candidate engagement and application metrics.Customizable Templates: Provides a variety of templates for different job roles, ensuring consistency and effectiveness in postings.Collaboration Tools: Facilitates team collaboration with feedback sharing and approval features for aligned messaging.Content Versioning and History Tracking: Tracks changes to job descriptions, allowing teams to review and revert to previous versions.ATS Integrations: Seamlessly integrates with major Applicant Tracking Systems to streamline hiring workflows. Textio Loop pricing: Textio Loop typically operates on a subscription-based pricing model, which may vary based on factors such as, company size, number of users, feature set and specific needs. While specific pricing details are often not publicly disclosed, organizations generally need to contact Textio Loop directly for customized quotes based on their requirements. Textio Loop offers demos and consultations to help potential customers understand how the platform can meet their needs and to provide tailored pricing information. Manatal (Web, iOS, Android) Manatal is a modern, all-in-one AI recruitment software tailored for HRteams, staffing agencies, and headhunters and designed to source and hire candidates faster. It offers a range of features to enhance candidate sourcing, tracking, and collaboration among hiring teams. Manatal key features: AI-Powered Talent Sourcing: Automatically sources candidates from multiple job boards and social media platforms to expand the talent pool.Applicant Tracking System (ATS): Tracks candidates throughout the hiring process, managing applications and organizing candidate information.Resume Parsing: Extracts relevant information from resumes to populate candidate profiles, reducing manual data entry.Collaboration Tools: Facilitates team communication with shared notes, feedback mechanisms, and customizable workflows.Customizable Career Pages: Allows the creation of branded career pages to showcase company culture and job openings.Interview Scheduling: Streamlines the scheduling process by integrating with calendar systems for easy coordination.Reporting and Analytics: Provides insights on recruitment metrics like time-to-hire and source effectiveness to optimize hiring strategies.Mobile App: Enables recruiters to manage the hiring process on the go, ensuring flexibility and accessibility. Manatal pricing: Manatal offers a subscription-based pricing model with several plans: Free Trial: A free trial is available for organizations to test the platform before committing to a subscription.Starter Plan: Approximately $15 per user/month (billed annually), ideal for small teams just starting with recruitment software.Pro Plan: Approximately $29 per user/month (billed annually), offering additional features like advanced reporting, custom pipelines, and more integrations.Enterprise Plan: Custom pricing based on specific organizational needs, including advanced features, dedicated account management, and more extensive support. Manatal's pricing may vary based on the number of users and specific features required. Organizations are encouraged to contact Manatal for detailed pricing and tailored plans that suit their recruitment needs. hireEZ (Web) hireEZ is an AI-powered sourcing and recruitment platform designed to help organizations identify, engage, and hire top talent more efficiently. It provides tools for sourcing candidates across multiple channels and streamlining the hiring process. Here’s an overview of hireEZ's main features and pricing structure. hireEZ key features: AI-Powered Candidate Sourcing: Sources candidates from multiple platforms, including LinkedIn and GitHub, to build a diverse talent pool.Talent Database: Maintains a comprehensive database with detailed candidate profiles, including skills and employment history.Advanced Boolean Search: Offers sophisticated search capabilities for highly targeted candidate searches based on specific criteria.Automated Candidate Outreach: Facilitates automated email outreach and follow-ups to engage candidates efficiently.Collaboration Tools: Enhances team communication with shared candidate profiles, notes, and feedback mechanisms.Diversity Hiring Tools: Provides analytics and insights to promote diversity in hiring practices.Integrations with ATS and HR Tools: Seamlessly integrates with major Applicant Tracking Systems (ATS) and other HR platforms for streamlined workflows.Analytics and Reporting: Delivers reporting and analytics tools to track recruitment metrics and optimize hiring strategies. hireEZ pricing: hireEZ typically operates on a subscription-based pricing model, and the pricing vary based on factors such as: Company sizeNumber of usersFeature set While specific pricing details are often not publicly available, hireEZ generally provides custom quotes tailored to an organization's specific needs. Organizations interested in hireEZ are encouraged to contact the company directly for a personalized demo and detailed pricing information. Teamtailor (Web, iOS, Android) Teamtailor is a recruitment and employer branding platform designed to simplify the hiring process and enhance the candidate experience. It offers a range of features, including AI-powered functionalities, to streamline recruitment workflows, improve collaboration, and promote company culture. Teamtailor key features: Customizable Career Pages: Create branded career pages that showcase company culture and job openings, attracting potential candidates effectively.AI-Powered Candidate Recommendations: Leverage AI to analyze candidate profiles and suggest the best matches for job openings, helping recruiters identify top talent quickly.Applicant Tracking System (ATS): Manage candidates throughout the recruitment lifecycle with an intuitive ATS for easy tracking, organization, and automated resume screening.Collaborative Hiring Tools: Enhance team collaboration with shared candidate notes, feedback mechanisms, and involvement in the hiring process.Automated Candidate Engagement: Utilize AI-driven chatbots to facilitate communication with candidates, answering common queries and providing updates on application status.Job Posting Distribution: Post jobs to multiple job boards and social media platforms simultaneously, increasing reach and visibility for open positions.Analytics and Reporting: Gain insights into recruitment metrics such as time-to-hire and source effectiveness, powered by AI for actionable data-driven strategies.Integrations and Mobile-Friendly Interface: Seamlessly integrate with popular HR tools and enjoy a mobile-friendly platform that enhances accessibility for recruiters and candidates alike. Teamtailor pricing: Teamtailor does not publicly disclose their pricing and will provide you a quote depending on factors such as your company size, number of users and specific feature requirements. If you're interesting in knowing their price, you can contact Teamtailor directly for a demo and consultation. But, if you're looking to explore the tool and try out the different features, Teamtailor offers a 14-day free trial. Tips for Implementing AI Recruiting Software A successful implementation of AI-powered recruitment tools requires careful planning and execution. Here are essential tips for you as an HR professional to ensure a smooth transition to AI-driven recruitment. 1) Define Clear Goals and Objectives Before introducing AI recruiting software, it’s vital to establish clear goals and objectives tailored to your recruitment needs. Start by identifying specific recruitment goals, such as reducing time-to-fill positions, enhancing candidate experience, or improving the quality of hires. For each goal, determine key performance indicators (KPIs) that will help you measure success, such as candidate conversion rates, time savings, and hiring manager satisfaction. Outline the steps you will take to integrate the software, including timelines for each phase of the implementation process. This roadmap should also highlight potential challenges and how you plan to address them. By having a clear vision of what you want to achieve, you set a solid foundation for leveraging AI effectively. 2) Choose the Right AI Recruiting Tool for Your Recruitment Needs Not all AI recruiting tools are created equal, so it’s essential to conduct thorough research and evaluation before selecting the right software. Start by compiling a list of potential AI tools and assessing their features, pricing, and customer support. Look for tools that align closely with your recruitment goals and objectives. Refer to user reviews and case studies to gain valuable insights into how the software performs in real-world scenarios. Additionally, consider requesting demos or trials to evaluate the user experience firsthand. Selecting the right AI recruiting tool will ensure that you have the capabilities necessary to optimize your recruitment processes. 3) Ensure Integration with HR Systems For AI recruiting software to be most effective, it must integrate seamlessly with your existing HR systems. This integration allows for smooth data transfer and synchronization, ensuring that your recruiting efforts are aligned with broader HR functions. Automating workflows can significantly reduce manual processing, freeing up valuable time for your HR team to focus on strategic initiatives rather than administrative tasks. When integrating AI tools, collaborate with your IT department or software vendors to address technical requirements and ensure compatibility with your current systems. This step will help you avoid potential pitfalls and streamline the onboarding process. 4) Provide Training and Support for Users Once you’ve selected your AI recruiting tool, providing comprehensive training and support for your team is crucial. Ensure that users understand the software’s features and functionalities. This understanding will help your team maximize the tool's potential and minimize resistance to change. Offering ongoing support and maintenance is equally important to ensure optimal performance. Establish a feedback loop where users can report challenges and suggest improvements. Regular training sessions and updates will help keep your recruitment team informed about any new features or best practices. 5) Don't Become Over-Reliant on AI Tools While AI recruiting tools can significantly enhance recruitment, it’s essential to avoid over-reliance on these technologies. AI algorithms can help streamline tasks and provide valuable insights, but they should not replace human judgment. Ensure that there is human oversight and review of AI-generated results to mitigate risks associated with bias or inaccurate assessments. Utilize AI tools as a supplement to human decision-making rather than a substitute. This balanced approach will help you maintain a human touch in your recruitment process, ensuring that candidates feel valued and understood. 6) Ensure Sufficient Data to Perform Accurate Analysis To fully leverage AI-powered decision-making in recruitment, it’s essential to gather sufficient quality data and analytics throughout the hiring process. This data informs your strategies by revealing trends in talent sourcing and evaluating the effectiveness of hiring channels. Continuously monitoring and assessing the performance of your AI recruiting software allows you to identify areas for improvement and ensure alignment with your recruitment needs. By taking a proactive approach to data analysis, you can make informed decisions that enhance your overall recruitment strategy. Conclusion Implementing AI recruiting tools can transform your recruitment process, but success hinges on thoughtful planning and execution. By carefully reviewing the different AI recruitment tools available in the market, choosing one that suits your recruitment needs best, and following the best practices of implementing AI in recruitment, recruiters can effectively leverage AI technology to create a more efficient, effective, and human-centered hiring experience. Want to elevate your recruitment process? From the latest trends in AI recruiting to best practices for candidate engagement, our blog is your go-to resource. Explore our recruitment blog today and discover how Cake can support your hiring journey! Looking to create an eye-catching online presence? Cake offers a cutting-edge online resume builder website for anyone who wants to make an impressive first impression. Whether you're a seasoned professional or just starting, Cake can easily create professional-looking resumes in less than 10 minutes. Try it now!Create My Resume — Originally written by Rachel Tristan —

Created by CakeIn this article, we’ll cover: What Is Social Media Recruiting?How to Use Social Media for RecruitingSocial Media Recruiting StrategiesPlatforms for Social Media RecruitingSocial Media Recruiting ExamplesAlthough most of us use social media for entertainment or connecting with friends and family, the use of social media has transferred into the corporate world as well. Having a business presence on social media is crucial to maintaining brand presence, and also can help expand the business with recruitment. With 79% of job hunters using social media as well as hiring platforms to land a job, recruiting via social media can be a lucrative move for your business.What Is Social Media Recruiting?Social media recruiting, also called social recruiting, involves utilizing social media platforms to search for, vet and hire candidates. Many recruiters or businesses now use social media alongside traditional hiring platforms, to broaden their search. Social recruiting has advantages such as a broader search for candidates, providing more detail about candidates through their profiles, and putting a face to the name before interviews. Despite the advantages, social media recruitment can have its drawbacks as well. Job hunters are aware of HR’s use of social media to vet candidates, with 14% changing their settings to private while actively seeking jobs. Likewise, candidates with high quality profiles could create unconscious bias in the talent acquisition process, making an uneven playing field. Additionally, older generations are typically not as active on social media, so you might miss out on very experienced candidates for high-level roles. How to Use Social Media for RecruitingAlthough social media has a more casual tone than traditional hiring platforms, you still need to think of an approach which will garner high-quality talent, such as: 🔍 Have a clear goal and metrics Clearly define the job opening and experience level of the role that you aim to fill. Keep in mind recruiting metrics such as the time to hire, source of candidate, number of applicants and number of positions. Using metrics as a baseline will keep your social media recruiting on track! 🔍 Know your ideal candidate With 75% of workers aged 18-34 finding their most recent job via social media recruiting, having an ideal candidate in mind can help you narrow your search. Think of the industry, role and experience level the job requires, and then narrow down the skills which are essential to the role. You can use the skills as keywords in social media hiring posts, helping you attract the ideal candidate. 🔍 Share your job posting on social media Share that you’re recruiting via social media with a post that captures the role and ideal candidate. Choose the channels you’d like to use for your social media recruiting and make posts which fit the style of the social media channel. Include links to the recruitment platform or application page to direct candidates to the right spot. 🔍 Measure results and optimize your social recruiting process Have an interim check-in with your social media recruiting posts and analyze the engagement rate of the post, and response rate to the job posting. Not all social media is conducive to social recruiting, so choosing the most effective social media channels to focus on will yield greater results. Analyze and filter through applicants to see which channels garnered the most serious job seekers and continue social recruiting on them. Including hashtags, links or photos might boost your posts’ reach, so reflect on the algorithm of your chosen social media channels. Social Media Recruiting StrategiesAlthough using social media comes naturally to us nowadays, utilizing social media for talent acquisition requires some in-depth knowledge of those platforms and using social media in a unique way. Merging social recruiting with the existing brand page can be challenging, but there are ways to maximize the effectiveness of social media recruitment. 1. Establish an employee advocacy program With current employees being considered the best resource for company information, implementing an employee advocacy program can encourage potential applicants to apply for your open roles. Think of ways to encourage business representation among employees on social media, such as company merchandise or events that they can post about. Other ways to encourage advocacy include internal incentives for employees for sharing their work experiences via posts, especially on LinkedIn. 2. Define your employer brand in your social media profiles Although companies initially took to social media to maintain a brand presence, including employer and employee perspectives can help you when social recruiting. Documenting employee events, achievements and company atmosphere allows job seekers to have a better understanding of the work life within the company. 3. Know where your ideal candidates spend time As mentioned earlier, job seekers under 35 are making the most of social media recruiting. However, the social media recruitment strategy you choose needs to be tailored to your ideal candidates. Linkedin is the most popular career site, and it is utilized mostly for career and industry-oriented professionals. However, if you are looking to hire in an academic or creative position, candidates will often have a strong presence on other social media platforms such as Twitter. Consider the age, experience and type of work your ideal candidate does, and use social media to recruit candidates accordingly. 4. Engage with your social audience frequently Make sure your company page is frequently providing interactive and engaging content which can build brand trust. Create posts which encourage contribution from the audience, and reply with acknowledgement where possible. This will paint the image that your business has a grassroots approach to its branding, and will build trust when recruiting talent. 5. Check out your competitors Businesses are already using social media to recruit candidates, so checking out other companies within your industry can help you form your own social media recruitment strategy. Take note of how the style of posts changes across channels, hashtags used, and length of posts. 6. Utilize advanced search When using a recruiting platform such as LinkedIn, there are options to further narrow down your search for employees. If you are looking to approach candidates directly through LinkedIn, utilizing the advanced search can give you a handful of candidates who are ranked favorably by the platform. Platforms for Social Media RecruitingThere are a plethora of social media sites around, however, only a handful of which is useful when social recruiting. To start off your social media recruiting strategy, consider the following sites: 📍 LinkedIn LinkedIn is the largest job searching platform, with over 810 million users worldwide. The main demographic is young professionals, with over 60% of users between the ages of 25 and 34. LinkedIn’s job searching feature is used by 49 million people every week, so there is no shortage of candidates! LinkedIn has an advanced search function for job seekers and recruiters, where you can filter by metrics such as job type, region and experience level. LinkedIn is a must for social media recruiting, as employees are 14x more likely to engage with content from their employer on LinkedIn, allowing hiring posts on social media to spread quickly. 📍 Facebook Recruiting on Facebook can be done through your companies’ Facebook page. The majority of users on Facebook are between 25 and 34, and Facebook has more active users than LinkedIn, giving it the potential to yield more candidates. Although fewer people use Facebook to seek work, the Facebook algorithm pushes posts to its most engaged users, and social media hiring posts can be promoted to ads for a fee, broadening reach. 📍 Twitter With 58% of Twitter users using the platform to seek work, and 76% using the platform to view company profiles, Twitter is a fantastic option for social media recruitment. Like Facebook, talent acquisition posts can be promoted to ads in order to broaden reach. Hashtags are important to the Twitter algorithm, with 78% of fortune 500 companies using them in their social media recruitment strategy. The most active industries are sales and IT, where recruiters and job seekers can use the platform to have active discussions on industry topics, making their Twitter profile a mini resume. 📍 TikTok Resumes TikTok takes an innovative approach to social recruiting through its TikTok Resumes platform. Users can upload a video resume to highlight their skills and experience and show off their personality. 60% of TikTok users are in Gen Z, so it's a good option if you’re looking to hire fresh graduates or interns. Candidates will utilize hashtags to state their industry of work, making searches broader than advanced search options on other recruiting platforms. Social Media Recruiting ExamplesCheck out these social media recruiting posts for inspiration on the style and content for your social media recruitment strategy. #1 Social Media Recruiting on Twitter This post below utilizes all of Twitter’s features to make an engaging social media hiring post. Including hashtags and a link to the application makes the post concise and succinct. Likewise, the job is in the IT industry, a sector with a large presence on Twitter. Finally, relevant imagery can boost response rate as high as 94% – this post ticks all the boxes! #2 Social Recruiting via LinkedIn This social recruitment post takes advantage of LinkedIn’s demographic to advertise open roles. Hashtagging the relevant industries allows people who follow the hashtags to be notified. Likewise, the post focuses on the skills and personality of its desired employees, allowing users to relate to the post. Including a link to the recruitment platform is essential in social recruiting, as it gives candidates guidance on the next steps. #3 Graduate Program Social Recruitment This facebook recruitment post makes the most of Facebook's demographic to advertise their graduate program. Including a graphic illustrating company dynamics allows users to connect with the post – 62% of people looking for a job using social media to evaluate the company, so portraying the brand positively is important! #4 Promoting your social recruitment post to an ad If you have a range of roles, various locations or are about to start up a hiring campaign, promoting your social recruitment post to an ad can help notify candidates outside your network or following that you are actively recruiting on LinkedIn. This will improve reach if you are hiring employees for various departments, to avoid making repetitive social recruitment posts. #5 Using employee advocacy to boost trust Having the backing of an existing employee through shares or posts like these can help broaden reach to employees in the industry, but can also build trust in the company. Social recruiting posts that include employee input are 8x more likely to be engaged with than using social media for recruitment from the company’s page. Additionally, using employee advocacy can help point those open to working to the right talent acquisition specialists for the company! 🔑 Key TakeawaysThere are plenty of options for channels, posts and methods to use in your social media recruiting strategy. Take advantage of each social media’s unique style, demographic and utilize existing employees in your social media recruitment posts. Whether it's for specific roles, graduate programs or broadening talent acquisition pools, social media hiring posts can utilize hashtags, sharing features and employee input to point potential employees to your recruiting platform or talent acquisition specialists. But first, build your company presence on social media to see the effects of a social media recruiting strategy!Hire the best of the best from millions of active job seekers on Cake. Find the perfect candidate by filtering salary, job titles, industries, and locations and reach out to them to better your recruitment process.Find Talents--- Originally written by Bronte McNamara---

5 Best Recruitment Agencies in Vietnam (2025 Guide)As hiring needs become increasingly specialized and compliance requirements more complex, recruitment agencies play a crucial role in helping your company navigate Vietnam's workforce landscape . Indeed, the recruitment industry in Vietnam is not only thriving but also becoming more specialized in 2025 . Over 57% of Vietnamese businesses are now leveraging recruitment agencies / headhunting firms to close talent gaps and maintain competitive growth trajectories. In this guide, we'll examine the top 5 recruitment agencies in Vietnam that consistently deliver exceptional results for foreign companies. Cake Recruitment ConsultingAdeccoVietnamManpowerGroup VietnamMichael Page Vietnam Robert Walters VietnamFAQs about Recruitment Agencies inVietnam1.Cake Recruitment ConsultingOriginally founded in Taiwan in 2016, Cake Recruitment Consulting has rapidly expanded into a formidable player in Vietnam's recruitment landscape. With an impressive talent database exceeding 8 million individuals and partnerships with over 7,000 clients globally, this recruitment agency in Vietnam brings an innovative tech-driven approach to talent acquisition.Recruitment solutions for businesses at CakeKey Services by Cake Recruitment Consulting Executive Search: Specialized headhunting services for mid to high-level positions across multiple industries, focusing on quality matches rather than quantity.EoR/Payroll Management:Full-service employer of record and payroll administration ensuring compliance with local laws and regulations (details here).Active Sourcing: Comprehensive talent scouting services covering talent marketplace analysis and online recruitment.Cake Recruitment ConsultingFunctional Focus TechnologyManufacturing EngineeringSemiconductorFinancial ServicesMarketingHR Cake Recruitment Consulting Strengths for Foreign CompaniesAs a leader inrecruitment consulting Vietnam, Cake offers foreign companies a comprehensive advantage built on the following strengths:Industry-expert consultants: Deep knowledge across sectors, with proven success in demanding fields like IT recruitment Vietnam.Specialized talent pools: A strong track record of sourcing crucial multilingual talent (English, Mandarin, Japanese) to meet international business demands. Risk-free partnership: A placement guarantee and a transparent 6-step methodology make it a secure choice among top recruitment agencies in Vietnam. Compliance support: Backed by extensive experience in HR and recruitment, Cake’s consultants guide foreign companies in aligning with Vietnam labor laws, minimizing hiring risks. 📲 To discuss specific pricing or recruitment needs, you can contact Cake Recruitment Consulting directly:Email: [email protected]: +84979312806Address: IMC Building, 62 Tran Quang Khai Street, Tan Dinh Ward, District 1, Ho Chi Minh, Viet NamWebsite:https://www.cake.me/recruitment-service For companies concerned about navigating Vietnam's local talent market, Cake's consultants can provide valuable insights on labor laws, cultural nuances, and candidate expectations - crucial knowledge for foreign businesses establishing operations in this dynamic market.2.AdeccoVietnamEstablished in Vietnam in 2011, Adecco Vietnam stands among the most trusted headhunting firms in Vietnam, delivering comprehensive HR solutions across the country.Key Services by Adecco Vietnam Permanent Recruitment: Connecting businesses with qualified talent across various levels and specializations, from junior positions to executive roles.Mass Recruitment: Handling high-volume hiring needs with capacity to recruit hundreds of new employees simultaneously for business expansion or seasonal demands.Temporary and Contract Staffing: Providing flexible workforce solutions for short-term leaves and long-term projects that help close skill gaps while increasing productivity.Payroll Services: Managing all payroll transactions in compliance with Vietnam's labor code.Work Permit Registration: Offering hassle-free visa and work permit processing for expatriate employees, including document preparation, translation, and submission. Adecco Vietnam Industry Focus Manufacturing and ExportTechnology and Digital TransformationHealthcareSemiconductor industryMedia and MarketingFinance and BankingProfessional Services Adecco Vietnam Strengths for Foreign Companies12+ years of local market knowledge:Deep expertise in Vietnam's labor dynamics and evolving compliance regulations, providing critical support for foreign companies.Mass recruitment Workforce scaling:A dedicated team offers rapid, large-scale hiring solutions, ideal for new factory setups or major business expansions.In-house legal compliance:Features an in-house legal department that ensures all recruitment processes adhere to Vietnamese labor laws, minimizing risk for foreign clients.Proven client satisfaction:Praised for filling challenging roles, they deliver the results expected of a top headhunter company in Vietnam, backed by a high Net Promoter Score (NPS) of +51 in 2023.Expat work permit services:Provides a full-service package to manage visa and work permit processes, reducing administrative burdens for expatriate staff. 📲 For inquiries about specific service pricing, you can contact their offices directly:Address: Branch Office in Hanoi Ho Chi Minh CityEmail: [email protected]: https://adecco.com.vn/ Overall, Adecco Vietnam represents a strategic partner for foreign companies navigating Vietnam's talent landscape. Their combination of global reach with local expertise positions them as one of the most reliable recruitment agencies in Vietnam, especially for organizations requiring comprehensive HR support beyond just candidate sourcing. 3.ManpowerGroup VietnamOperating in Vietnam since 2008, ManpowerGroup Vietnam holds the distinction of being the first 100% foreign-invested company licensed to provide staffing, outsourcing, and recruitment services by the Ministry of Labor, Invalids and Social Affairs.Key Services by ManpowerGroup Vietnam Permanent Recruitment Head Hunter Service: Connecting businesses with qualified talent across various levels and specializations.Staffing Outsourcing Service: Providing flexible workforce solutions for companies requiring temporary staff or outsourced processes.Payroll Service: Managing all payroll transactions in compliance with Vietnam's labor regulations.Recruitment Process Outsourcing (RPO): Handling end-to-end recruitment processes for companies.Mass Recruitment Service: Facilitating high-volume hiring needs.HR Consulting Service:Offering expert advice on workforce strategy and management. ManpowerGroup Vietnam Industry FocusManufacturing, Processing, and ProductionHigh-Tech IndustryGreen Technology and Renewable EnergyLogistics ManpowerGroup Vietnam Strengths for Foreign CompaniesManpowerGroup is considered a top recruitment agency in Vietnam due to its pioneering history and deep market integration. Its strengths for foreign businesses include:17+ years of Vietnam market expertise:A long-standing presence provides deep insights into local labor dynamics and compliance requirements.Pioneering legal compliance expertise:As Vietnam's first licensed foreign agency, they offer expert guidance on navigating complex local labor laws.Data-driven salary benchmarking:Publishes an annual Salary Guide with benchmarks for over 700 roles, helping foreign firms set competitive compensation strategies.Strategic government partnership:Maintains a long-standing partnership with Vietnam's Ministry of Labor (MOLISA), contributing to labor market policy development.Global network Local expertise:Leverages the resources of a worldwide brand while providing deep, on-the-ground knowledge of the Vietnamese market. 📲 For specific service pricing and inquiries, you can contact their offices directly:Address: Branch Office in Hanoi Ho Chi Minh CityEmail: [email protected]: https://manpower.com.vn/ Beyond recruitment services, ManpowerGroup Vietnam regularly contributes to improving Vietnam's labor market through seminars and workshops in partnership with various local and multinational organizations, foreign chambers of commerce, and educational centers. 4.Michael Page VietnamMichael Page is a well-established international brand and one of the most recognized recruitment agencies in Vietnam. With a strong local presence and global expertise, it delivers tailored recruitment solutions across various industries.Key Services by Michael Page Vietnam Executive Search: Michael Page specializes in identifying and attracting senior-level professionals for leadership positions critical to business success. Permanent Recruitment: The firm helps clients hire full-time employees across various functions, ensuring the right long-term fit for both parties. Contract Temporary Staffing: They provide flexible hiring solutions by sourcing skilled professionals for short-term or project-based roles. Talent Mapping: Michael Page offers in-depth market insights and proactive talent pipeline building to support future recruitment planning. Michael Page Vietnam Industry Focus Finance Accounting Engineering Manufacturing Sales Marketing Technology Digital Healthcare Life Sciences Michael Page Vietnam Strengths for Foreign CompaniesLocal hiring expertise: Michael Page helps foreign companies navigate local labor laws and cultural expectations. Bilingual consultants: Their team bridges communication gaps with fluent English and Vietnamese support. Proven headhunting services: They deliver top-tier talent through focused, high-level search strategies. Diverse talent pool: Access to a wide talent base enables quick, targeted matches for global clients.📲 For inquiries about their recruitment services:Address:Unit 20.01, 20th Floor, The Hallmark Tower, 15 Tran Bach Dang Street, Thu Duc City, Ho Chi Minh, VietnamPhone: +84 28 6284 8200Email: [email protected]: https://www.michaelpage.com.vn/Michael Page Vietnam stands out for its global standards, local expertise, and strong track record across multiple industries. It’s a reliable choice for companies seeking high-quality recruitment and headhunting services in Vietnam. 5.Robert Walters VietnamRobert Walters is one of the leading recruitment companies in Vietnam, known for its professional approach and strong industry specialization. With global expertise and a local presence, the firm supports businesses in finding high-quality talent across mid to senior-level roles. Key Services by Robert Walters Vietnam Permanent Recruitment: Matches companies with full-time professionals for long-term roles. Executive Search: Sources experienced leaders for strategic positions. Contract Recruitment: Provides flexible hiring solutions for short-term or project needs. Market Intelligence: Delivers insights on salary trends, talent availability, and hiring benchmarks. Robert Walters Vietnam Industry Focus Banking Financial ServicesTechnology DigitalSales Marketing Human Resources Robert Walters Vietnam Strengths for Foreign CompaniesStrong global network: Enables seamless cross-border recruitment services in Vietnam and beyond. Deep local market knowledge: Advises foreign clients on hiring trends and compliance. Multilingual consultants: Ensure smooth communication throughout the hiring process. Proven placement track record: Trusted by multinational firms for delivering top-tier candidates. 📲 To discuss specific pricing or recruitment needs, you can contact the team directly:Email: [email protected]: +84 28 3520 7900Address: Unit 1, Level 9 and Unit 4, Level 3, The Metropolitan, 235 Dong Khoi Street, District 1, Ho Chi Minh, VietnamWebsite:https://www.robertwalters.com.vn/ Robert Walters Vietnam is a trusted partner for international companies seeking reliable, high-quality recruitment services in Vietnam.6.FAQs about Recruitment Agencies inVietnamQ1. What are the key advantages of using recruitment agencies in Vietnam for foreign companies? Recruitment agencies in Vietnam offer several benefits for foreign companies, including local market expertise, access to extensive talent networks, assistance with legal compliance,and time cost savings in the hiring process. They can also provide valuable insights into salary benchmarks and industry trends. Q2. How do recruitment agencies in Vietnam typically charge for their services? Most recruitment agencies or headhunting firms in Vietnam offer flexible pricing structures tailored to clients' specific hiring needs. Instead of a fixed model, rates may vary depending on factors such as the role's seniority, hiring volume, or the level of service required. This approach allows companies to choose fee arrangements that align with their recruitment goals and budget. Q3. What industries are currently seeing high recruitment demand in Vietnam? High-demand industries for recruitment in Vietnam include manufacturing, technology (especially IT and software development), logistics, and financial services. The semiconductor industry is also experiencing significant growth, driven by investments from global tech giants. Q4. How quickly can recruitment agencies in Vietnam typically provide suitable candidates? Turnaround times vary by agency and position, but many agencies commit to presenting qualified candidates within 5-10 business days. Some specialized agencies, particularly in IT recruitment in Vietnam, may deliver candidates in as little as 1-3 days for certain roles. Q5. Do Vietnamese recruitment agencies offer guarantees on their placements? Yes, many recruitment companies in Vietnam offer placement guarantees. These typically range from 60-90 days, during which the agency will provide a free replacement if the hired candidate leaves or doesn't meet performance expectations. The specific terms of these guarantees can vary between agencies.ConclusionChoosing the right recruitment agency in Vietnam is a critical decision. While the 5 firms we've highlighted are excellent, the best partner is one that truly understands your unique vision. At Cake, we combine the deep market knowledge of top headhunters in Vietnam with a bespoke approach tailored to your specific needs. We wrote this guide because we are experts in hiring in Vietnam, and we are ready to be your strategic partner. Contact us today to discover a better recruitment experience!(+Cake EOR) Don't just fill a position - hire the talent that will define your success in Vietnam. Our experts are ready to build the team that will drive your growth.Contact Cake

Created by CakeResumeThe popularity of a career as a factory worker in Taiwan has seen evolving job prospects in recent years. Taiwan’s manufacturing sector has been steadily growing, offering employment opportunities for both local and foreign workers. Taiwan's reputation for high-quality manufacturing, particularly in electronics and technology, has contributed to the exponentially increasing demand for skilled factory workers. Foreign factory workers in Taiwan play a vital role in the economy, filling essential positions in high technology and manufacturing industries. They bring much-needed help to Taiwan to maintain the competitiveness of Taiwanese businesses on a global scale. Are you thinking of making the move and starting a career as a factory worker in Taiwan? This article will go in-depth into the logistics of seeking a career in factory working in Taiwan!Table of Contents:Why Factory Work in Taiwan?Types of Factory Work in TaiwanHow Much is the Salary of a Factory Worker in Taiwan?What are the Requirements to be a Factory Worker in Taiwan?How to Apply for Factory Work in Taiwan?ConclusionWhy Factory Work in Taiwan?Taiwan's manufacturing sector is known worldwide and plays an integral part in global supply chains. The island boasts a range of industries that have contributed significantly to its economy. Some major sectors include: Chemical Industry Foreign factory workers in Taiwan’s chemical production industry can expect to work in factories producing a wide range of products, including plastics, chemicals, and specialty materials. Electronics and ICT Taiwan is renowned for its semiconductor manufacturing, with companies like TSMC (Taiwan Semiconductor Manufacturing Company) leading the global market. Factory workers in Taiwan often work within this field and work towards the production of consumer electronics, such as smartphones and laptops. Machinery Taiwan excels in manufacturing precision machinery, including machine tools, automation equipment, and robotics. This industry has played a crucial role in global manufacturing supply chains. There are several advantages of being a factory worker in Taiwan:1. Technological Advancements Taiwan's factories are equipped with cutting-edge technology and machinery, providing employees with opportunities for technical skill development! 2. Stable Work Environment Taiwan’s manufacturing sector plays a critical role in global supply chains; this means factories are always running and in high demand. This can be a good thing for foreign factory workers in Taiwan as it means that work will almost always be available. 3. Global Market Access The country's strong and export-oriented manufacturing industry has allowed employees to work for companies with a global reach.Types of Factory Work in Taiwan There are many roles which a factory worker in Taiwan can assume. Here are a few positions that prospective Taiwan factory workers can expect to work in: Production Line WorkersMachine OperatorsQuality Control InspectorsWarehouse and Logistics PersonnelAdministrative and Support StaffTechniciansHow Much is the Salary of a Factory Worker in Taiwan?Financial compensation for factory workers in Taiwan can vary widely, with final figures depending highly on the industry and demand for workers in that field. That said, the average salary for a factory worker in Taiwan is around NTD 24,000 (2021). At the same time, overtime pay and bonuses for foreign factory workers in Taiwan can often bump up a salary past NTD 30,000. Workers can expect bonuses for special occasions such as performance bonuses for exemplary work, birthday gift bonuses, and holiday bonuses, to name a few! In addition to your salary, some companies will sponsor or provide accommodations for their factory workers coming to Taiwan. These dormitories are usually free or are charged at a low rate. Some companies also provide meals throughout working hours. These meals may be free or the cost of them can be deducted from a worker’s salary. Taiwan factory workers should be aware if their agency or broker deducts a monthly broker fee from their salary. While some companies cover this fee for their employees, many do not. In addition, every foreign factory worker in Taiwan will need to pay a labor insurance fee. Be sure to confirm this information with your agent prior to coming to Taiwan!What are the Requirements to be a Factory Worker in Taiwan?Before making the commitment to a Taiwan factory worker position, there are certain requirements that you are obligated to meet. All factory workers in Taiwan must meet the following criteria: Age RequirementsTaiwan factory workers must be of legal age (18) and must be no older than 35 years of ageSchool CredentialsTaiwan factory workers will need to submit their high school or college diploma, as well as their Transcript of Records (TOR).PassportBirth certificateBackground CheckHow to Apply for Factory Work in Taiwan?If you are interested in pursuing a position as a factory worker in Taiwan, there are a myriad of helpful websites that you can check out to find the latest updates and news! Here are a couple of examples of these websites: Facebook groups There are many Facebook groups whose sole purpose is to recruit and advertise for factory worker positions in Taiwan. An example of a Facebook page that is used to recruit factory workers in Taiwan is “Factory Worker Jobs in Taiwan”. Agencies You also have the option of directly contacting Taiwan factory worker agencies. Some of these agencies are World Wiser International Inc. and Grand Placement. It should be noted that due diligence should be observed when picking an agency. Ensure that the agency is certified and licensed, as many scam companies exist.💡Pro tip:Maximize your chances of securing the best factory worker job in Taiwan with a well-crafted resume that presents your qualifications, education, and experience in the best way! There are plenty of online resume builders, and CakeResume is one of the best! You can check out our free resume builder.ConclusionForeign factory workers in Taiwan are crucial parts of the island’s bustling and vibrant economy. While factory workers in Taiwan can earn a decent wage, they should approach the job hunt carefully as many scams and illegitimate companies exist that take advantage of people’s desire to work in Taiwan. Are you thinking about making the move to Taiwan? CakeResume offers a comprehensive and complete package of resume-building and job-seeking services for those wishing to enter the Taiwanese market. Our curated articles take deep dives into the professional Taiwanese workplace and our job-seeking platform makes searching for a job a piece of cake!Take the guesswork out of resume writing. Our AI resume checker analyzes your resume against industry standards and provides instant feedback.Get Instant Feedback--- Originally written by Alexander Coye ---

Created by CakeIn this article, we'll cover:Why Diversity MattersTips for Answering Diversity Interview QuestionsExample Diversity, Equity and Inclusion Interview Questions and AnswersDiversity, Equity and Inclusion Interview Questions to ask EmployersDiversity, equity, and inclusion (DEI) initiatives are implemented by employers to ensure all employees can feel accounted for in the workplace. As part of these initiatives, many companies include DEI questions in the interview to better an inclusive, diverse, safe and progressive environment thatultimately boosts employee performance and morale. Before we explore DEI interview questions and how to answer them, we first need to look at the term DEI. What does DEI mean exactly? Diversity in employees includes varying in race, ethnicity, age, gender, sexual orientation, level of disability, and religion. Equity ensures fairness by giving employees tools to succeed based on their needs. Last but not least, inclusion is feeling “belonging” in the workplace.Diversity, equity, and inclusion interview questions are oftentimes about your experience with people of different backgrounds, such as different races, and how you make sure people are treated fairly and respectfully. In this article, we’ll go over DEI ideas, sample diversity and inclusion interview questions and how to answer them. Why Diversity MattersDiversity job interview questions have become popular, as more employers realize that feeling included in the workplace allows employees to thrive without fear of judgment or unfair treatment. A diverse workforce benefits the company in many ways: ✨ Greater creativity: Incorporating employees from diverse backgrounds, skillsets and cultures can provide new perspectives, both strategically and creatively. Creativity involves having unique perspectives or challenging existing ones, which would not be possible from a homogenous cohort. ✨ Useful language skills: People of different cultural backgrounds are likely to speak languages other than English. Diverse language skills benefit client-facing roles, broaden research scope and help expand businesses across borders. ✨ Higher profits: A diverse team working harmoniously can cultivate new strategies, products and techniques, which will ultimately improve business and turn a higher profit. This can fuel the expansion of the business, which will hopefully get paid back to employees! ✨ Better decision-making processes: Diverse employees bring unique but differing perspectives. Working through this allows teams to use more sensitive and productive decision making, in order to satisfy everyone. Decision making is valuable in every company. Tips for Answering Diversity Interview QuestionsDiversity interview questions might sound a bit intimidating as it's always difficult to think of something to say on spot. But there are tips that can prepare you to answer DEI questions comfortably and confidently. Below is a list of tips for answering DEI questions we've put together.🎯 Learn the concept of diversity, equity and inclusion First thing first, to prepare for DEI interview questions, you must have your own understanding of DEI. Do research on equity, equality, cultural awareness and diversity, as most DEI interview questions will touch on at least one of these topics.You can start by browsing websites such asDiversity, Equity, and Inclusionand Carnegie Mellon University's Diversity, Equity and Inclusion site. Understanding these concepts is the first step to preparing answers for DEI interview questions. 🎯 Research the company’s values Many company websites have a statement on DEI, which you can research and later incorporate when answering DEI interview questions. Some companies strive to be diverse and inclusive; interview questions will reflect their DEI statements. Take note of what values are mentioned as they will most likely be included in their DEI interview questions. Make your answers to diversity interview questions stand out by aligning with their mission statement. 💡 For example, if a company’s diversity statement highlights the percentages of female and POC managers, you know they care about gender and racial issues and might ask you interview questions about gender and racial equity. When facing DEI interview questions, you can then talk about positive experiences with a female or POC supervisor or why you think having women and POC in manager positions is important. 🎯 Prepare stories to tell When answering DEI interview questions, using your own encounters with people from different backgrounds will show you not only understand DEI principles but are also capable of working in a diverse workplace. Think back of times when you collaborated with diverse teams and talk about the efforts you made to make sure everyone was comfortable when asked DEI interview questions. Inclusivity interview questions are not only asking about race and culture – age, sexual orientation, neurodiversity, religion and gender also work! 🎯 Be authentic Having prepared answers to diversity, equity and inclusion interview questions which reflect the company’s values will sound good in an interview; however, interviewers can tell if you give them a canned response. This is especially important when discussing sensitive topics such as racial equity during the interview; questions like these are taken seriously by the employer. As mentioned before, including your own experiences when answering interview questions about diversity and inclusion will show you have a genuine understanding and tolerance for DEI in the workplace. Example Diversity, Equity and Inclusion Interview Questions and AnswersWhat does diversity, equity and inclusion mean in the workplace?What are the most positive aspects of working in a diverse workplace?Can you share a time when diversity benefited your team?How do you make sure that the diversity of a team is utilized?How would you advocate equity for an employee who was not being catered to?How would you handle hearing or seeing discrimination in the workplace?What are the most challenging aspects of having a diverse workplace?What does achieving diversity, equity and inclusion in the workplace look like to you?In what ways would equality and diversity be valuable to this position?How would you encourage expressions of diversity in colleagues during projects? DEI concepts can be tricky to articulate, so it's best to practice DEI interview questions ahead of time!Like how you answers regular interview questions, you want to provide real-life examples and specific details to demonstrate your DEI awareness during an interview. Keep this principle in mind when you think of how to answer DEI questions.To help your preparation for DEI interview questions, we've gathered 10 common questions and sample answers, along with tips on how to tackle them. ❓ What does diversity, equity and inclusion mean in the workplace? The most basic DEI interview questions will involve you showcasing your understanding. Sample Answer:“Diversity, Equity and Inclusion means recognizing difference and respecting all colleagues, regardless of their backgrounds. Equity is giving each person the tools they need for success, depending on their needs, and inclusion is to provide a sense of belonging in the workplace.” ❓ What are the most positive aspects of working in a diverse workplace? Diversity and inclusion interview questions want to explore your perception of DEI in the workplace. Think of how a diverse workplace improves teams and you interpersonally and professionally when answering DEI interview questions. If you have experience benefiting from a diverse workplace, don't hesitate to share it. Sample Answer:“The most positive aspects of working in a diverse workplace would be the unique perspectives everyone brings. Variation in experiences and education can force us to think laterally and use creativity to overcome challenges, which ultimately strengthens the team.” ❓Can you share a time when diversity benefited your team? When answering diversity interview questions, highlight how and why diversity was utilized. If you can't think of your own contribution when answering DEI interview questions like these, you can use examples of how a coworker’s diversity contributed! Sample Answer:“In my previous role, my team was responsible for directing a new advertisement campaign. When discussing phrasing, designs and actors, team members utilized their cultural knowledge to help guide the campaign in a culturally aware manner to attract a larger audience. I learnt a lot from working with them and have considered culture in campaigns since. Without the diversity in our team, we could have made an offensive mistake by accident.” ❓ How do you make sure that the diversity of a team is utilized? This diversity and inclusion interview question is for leadership roles. DEI ideas are exceptionally important for leaders as they need to find ways to help every team member to realize their potential. It can only be achieved when team members of different backgrounds are all comfortable with each other. DI interview questions want to see how you can go beyond recognising diversity, and utilize it as well. Sample Answer:“Utilizing diversity involves providing opportunities to share knowledge and experiences unique to an individual. I always actively listen to my coworkers and encourage every one to do the same. If a colleague brings in their unique perspective, everyone should acknowledge and consider their opinion judgement. Making sure everyone feels included will encourage our team to utilize their diversity” ❓ How would you advocate equity for an employee who was not being catered to? Applicants interviewing for manager roles are likely to be asked this type of interview question about diversity and inclusion. The employer wants to know how managers would focus on achieving DEI principles. Equity is difficult to articulate; so when answering DEI interview questions, provide a clear description of how you would advocate for others. Sample Answer:“I’ll first make sure all the employees feel comfortable to come to me when they need specific assistance. If an employee requires assistance, tools or resources to achieve success, I will discuss it directly with the employee to make sure we understand their needs. Together, we can consider adjustments to their workflow and I will advocate for them with management by providing a clear plan for adjustments.” ❓ How would you handle hearing or seeing discrimination in the workplace? This diversity and inclusion question is for leaders and regular employees.Workplace discrimination is never tolerated, and inclusivity interview questions like these allow you to show how you adhere to DEI principles.Ensuring equity for marginalized and/or radicalized communities workplace include creating an environment where they are free from harm and harassment.HR takes harassment policies seriously; therefore this DEI interview question is likely to be asked. Sample Answer:“If I witness workplace discrimination, I will first interrupt the situation, regardless of who is involved. I will call out the incident as offensive and stop the situation. In the same time, workshops about equity should be held. I'd also suggest the company educate every one n the importance of DEIconcepts. If the situation continues, I will report it to management, HR or the diversity or inclusion manager immediately. I will also check in with the affected person to see if they are okay.” ❓ What are the most challenging aspects of having a diverse workplace? Although achieving a diverse workplace is ideal, conflicts are inevitable and will be brought up in interview questions when DEI is concerned. Interview questions about diversity and inclusion can be both positive and negative; answer with tact to show your understanding of the realities of DEI. Suggest solutions when answering diversity interview questions about challenges: Sample Answer:“Whilst having a diverse workplace has many upsides, unfortunately, I agree that there are challenges that arise. One would be an inevitable conflict of opinions – as a person’s background, race, gender, culture or orientation is fundamental to their personality, there are times when pleasing everyone is not possible. In order to overcome this, we make sure we compromise and provide adjustments where possible.” ❓ What does achieving diversity, equity and inclusion in the workplace look like to you? Often this interview question on diversity and inclusion is for managers; however, it is also a good DEI interview question to reflect upon and form the basis for your other answers. Focus on skills such as communication, teamwork and productivity when answering this diversity interview question to highlight DEI’s positive impact. Sample Answer:“Achieving diversity, equity and inclusivity in the workplace would first include a team which is representative of the population in terms of racial diversity, age, gender, orientation, etc., including in management positions. When everyone's needs are accounted for and DEI is implemented, teamwork dynamics will be effortless, providing an overall productive atmosphere.” ❓ In what ways would equality and diversity be valuable to this position? Sometimes DEI interview questions can include equality, another important principle which differs from equity slightly. Equality is about providing equal opportunities, support and assistance to all members of staff, whereas equity provides different adjustments for different individuals based on their needs. Listen carefully to DEI interview questions and make sure you know the difference between equity and equality. When answering equality and diversity interview questions, make sure you focus on the principle of equality – providing equal opportunities. Sample Answer:“I believe that diversity and equality go hand in hand with this position. Having a diverse team who are all provided with the same opportunities to thrive will allow us to explore new creative and technical avenues by utilizing the skills of every individual.” ❓ How would you encourage expressions of diversity in colleagues during projects? Although the major branches of diversity focus on age, gender, race and sexual orientation, which are immediately visible, the topic also covers invisible differences, such as culture. This might come up in interview questions about diversity and inclusion. Having cultural awareness in your interview questions and answers is valuable to employers; culture is an unchangeable part of identity. DEI interview questions like these are especially important when jobs require meetings with clients, on-site visits and cross-cultural communications. For example, being culturally aware is valuable to the employer when the job you apply for involves meetings with international clients, visits to other countries and cross-cultural communications. So prepare to show it in your answers to DEI interview questions. Sample Answer:“I will strongly encourage colleagues to share cultural knowledge if they want to do so. Listening to their perspective and knowledge of other languages and cultures will provide us with guidance, so we can make culturally sensitive decisions which will ultimately broaden our reach. Likewise, I will recruit a diverse range of people to participate in projects to ensure this.” Diversity, Equity and Inclusion Interview Questions to ask EmployersDuring interviews, the interviewer will open up the conversation and allow you to ask questions related to the company or position. It is a good idea to have at least one question prepared – this shows your interest in the role. Also, asking diversity and inclusion questions in your interview shows the interviewer that you take DEI seriously. A well-planned diversity interview question can also provide a lot of information. Inquiring about diversity and inclusion policies provides you with more context about the company’s values towards employees. If you are interviewing with multiple companies, asking DEI questions in your interview can help you decide between offers. To make the most of your opportunity to ask interview questions to the diversity and inclusion manager or HR, think of ways you might need to have your diversity accommodated for. An ideal company to work for should be able and willing to help you feel comfortable, whether your DEI questions are about gender, education, neurodiversity, disability or religion; so don’t be afraid to ask serious questions about DEI in interviews. Examples of diversity and inclusion interview questions for leaders such as HR or your interviewer:How is bias avoided during the hiring process?What is the process for making accommodations for those who need them?What is the DEI goal for the company, in terms of representation, demographics or otherwise?Is there diversity in the company's leadership roles?How does the accountability system at the company work? 🔑 Key Takeaways:Overall, DEI interview questions allow employers to improve the company by creating a diverse workplace and hiring staff who will contribute to a progressive work environment. So, next time you are asked a DEI interview question, think back to your experiences, background and the company values to provide a high-quality answer.With Cake, you can easily create a resume online, free download your resume in PDF, and utilize ATS-compliant templates to create a resume. Create your resume online (free download) now and land your dream job!Create resume--- Originally written by Bronte McNamara---

The term “employment application form” can be used interchangeably with the job application form as it has an identical meaning.A job application form is a form document that companies hand out to applicants to let them fill in some information when they are applying for the job. It is a simple and fast way to gather information from the applicant while allowing them to compare easily side by side, knowing which applicant is best suited for the vacancy. In this article, we'll dive into:What Is a Job Application Form?How to Make a Job Application FormJob Application Form Sample TemplatesTips for Creating a Job Application Form Sample Job Application Form What Is a Job Application Form? A job application form is an official document given by the employer to the candidates like a survey, asking questions like personal information, contact details, detailed work history, and references to get a better understanding of the candidates. Some employers like to print the job application form out on paper to let the candidates fill in by hand, then scan them up as digital documents. Some employers use a digital document to let them fill it out. Either of them can be used interchangeably. Moreover, using an employment application form has a lot of benefits to the hiring process. Here are some of the benefits that you can get from using the employment application form. Forms have a standardized format that is easier to compare (compared to resumes). In the hiring process, you will receive resumes with different formats and designs from applicants. Sometimes, it can be time-consuming to review all of them when all the information is written in different places. Using an employment application form that has a standardized format is easier to read. Having the information in the same location makes it easier to compare when you put them side by side. Easier to scan. If you have a digital form of job application form for the candidates to fill in, you will find the reviewing process easier than reviewing a resume/CV. Having the information filled in the same section, you can search up specific words and the results will show instantly, helping you determine if the candidates have the specific skills that you are searching for. As a result, it helps make the reviewing of the hiring process more efficient and faster. Help get information that is not usually put on a resume. A resume is always limited to only a page. This causes most applicants to avoid including insignificant and unnecessary information because there would not be enough space to include the important ones. For example, some applicants who have been working in the field for some time might exclude their education history. A job application form allows you to guide them to fill in some information that they might have excluded from the resume. Can get applicants to sign the form to prove credibility. If you printed the form for them to fill in person, you can ensure that the information they filled in is authentic by asking them to sign at the end of the form. This is one good way to prove the credibility of their information. When the question of whether employers need to use a job application form for hiring is being discussed, there can be different answers. Some employers prefer a resume/CV. Hence, the need for job application forms depends on the employer’s needs. When should an employer use job application forms? With the advantages mentioned above, if you are searching for candidates with specific skills and personalities, and have a better idea of the candidates’ competencies, using job application forms can be very helpful. It helps you determine and evaluate the candidates faster than the normal procedure. If you are hiring through hiring recruitment agencies, using job application forms is a very formal and fair way to recruit. When should an employer not use job application forms? Though using the form has a lot of benefits, on some occasions, you might still not use it. This is because keyword filtering might filter out some strong candidates which you would not like to see happen. If you prefer a recruiting process that has more personal interaction, you should not use job application forms too. Having an interview might be easier for you to get a better understanding of the candidate, knowing if they’ll work well with the team.How to Make a Job Application Form When you are crafting a job application form for the recruitment process, there are many different aspects that you have to consider. Step 1: Instructions for filling out the form.Job Application Form Instructions When applicants fill out the form, it is best if you have incorporated the instructions. These instructions will tell them how to fill out the form, and what happens if they leave the slots blank. For example, you can mark down some required sections like their names, contact details, and work history to inform them that those are the ones that must be filled in. You can also have a line to tell them to fill in using capital letters only or any other requirements based on your needs. Step 2: Personal Information Applicant's Personal Information Section in a Job Application FormThe first information you need to know about the applicant is always their personal information. It is the fastest way to get to know who they are and how to contact them. Usually, you would like the applicants to fill in as detailed as they could. Hence, you can follow the basic required information when creating an employment application draft for recruitment. Full name - The easiest way is to separate the sections into Last, First, and Middle names.Mailing address - This includes street address, city, state, and Zip code.Phone number - The fastest way of contact for employers to reach the applicants if they have questions for them that they want to ask directly.Email address - The applicant should give an email address that is actively used to receive notifications.Social security number - This is always used to verify one’s identity but is only used in a trusted company. Step 3: PositionPosition Details in a Job Application Form In a standardized job application form, you wouldn’t know what the applicants want unless they’ve included their desired position. This is because all of the forms are in the same format. In order to evaluate the applicants’ availability and desires, having the position section is very important. Below is the information that you might need to know during the recruitment process. Applied position - When a company is recruiting for multiple positions, applicants should know which position they are applying to.Date available - The first day when the applicant can report to work, and the days that they can work in a week.Desired pay - This can be put in paid per hour or the applicant’s expected yearly payment.Working hours - The applicants might be searching for part-time, full-time, or seasonal positions. Using a tick box for this question is very efficient.Legal eligibility to work - It is always necessary to check if the applicant is eligible to work in the U.S. before recruiting. If they’re not, they might need an employment Visa.Criminal status- This is a yes-no question that allows you as an employer to know if the applicant is suitable for the position because some of you might prefer not to hire someone who committed a felony. Step 4: Education BackgroundJob Application Form's Education Section If you are hiring from a big company, and you want to exclude those applicants who do not achieve particular academic standards, the education background section in a standardized job application form is necessary. It helps you differentiate those that do not meet requirements. High school - The name and the address of the school are expected to be given.Dates attended - The beginning date and the graduating date are required to be filled in the employment application form.Completion status - It is necessary to know if your applicant completed their high school studies because this could be your least academic requirement.College - If the applicant went to college, a brief history of the college, the name, and the address should be filled in the form.Dates attended - Some graduates might graduate later than the usual duration of 3 to 4 years. Hence, it is necessary to know the beginning and end of their enrollment.Degree - Knowing the applicant’s graduate degree can be helpful when determining the suitability of the position. Step 5: ReferencesReferences Section of a Job Application Form When applicants are filling out the employment application form, you would not know the credibility of the information given. The easiest way to solve this issue is to require at least one reference. Referees can be the ones for you to contact and know more about the applicant’s performance in the academic or previous workplace. Full name - Knowing the referee’s name allows you to address him/her when asking for the applicant’s information.Relation - A description of the applicant and the referee’s relationship is always required because not everybody can be a referee. If the applicant used their family member as a referee, you would still doubt their credibility.Company title - Only positions like managers, executives, professors, advisors, and homeroom teachers are suitable to be listed as a reference.Email address/Phone number - This information is required for you to contact the referee and request some statements or recommendation letters. Step 6: Experience/Employment HistoryEmployment History on a JobApplication Form Before hiring someone, you would always want to know if the applicant worked in other companies. Having the experience/employment history section is very helpful if you are trying to check if he/she has relevant skill sets that can be used when hired. Job title - The name of the position held in the previous workplace.Company name - The name of the previous workplace is necessarily given.Address - The address of the company is always needed to check if the place exists.Starting date ending date - Knowing the duration of the applicant’s stay at the company can determine if he/she will stay long when hired.Supervisor - A supervisor can act as a referee for you to ask for a reference.Responsibilities - The applicant is required to fill out their responsibilities and duties in their previous workplace. This gives you a brief idea of their capabilities.Reason for leaving - Some applicants left their previous workplace for growth, and some left due to personal reasons. It is best if you get hold of the reason to see if they are suitable to work with you.Permission to contact - Before making a background check, consent is needed to not overstep their privacy. Step 7: Signature StatementSignature Statement on of Job Application Form The last part of the employment application letter is the signature and statement. When the applicants sign the document, they will be responsible for all of the information given in the document. Disclaimer - One to two sentences that state the information written by the job applicant is true by all means and they will be responsible for any false information.Job applicant signature - The applicant’s full name.Signature Date - The calendar date when the applicant signed the document.Job Application Form Sample Templates Below is a template for a work application form that you can refer to when creating a suitable form for your recruiting process:Generic/Standard job application formClick the button below to download a sample standard job application form in .docx or PDF format via Cake. Download TemplateShift job application formClick the button below to download a sample shift job application form in .docx or PDF format via Cake. Download TemplateTips for Creating a Job Application Form The key to creating a great job application form is to make it fit the company’s needs while collecting all of the information needed from the candidates. 💡 Clearly know what information you need from the applicants. Before you start creating the job application form for all applicants, you should have a clear plan knowing what information you need from the applicants. This depends on the position that you are recruiting for the company because you might need to have specific questions to ask for some answers. For example, you might need a Skills section for the applicants to describe their capabilities if hired. You may scroll back up to check what type of information is usually required from the applicants. 💡 Include clear instructions. Having clear instructions in your work application form is very helpful to the applicants. During the process of applicants filling out the form, they can complete it according to the instructions, reducing the errors and mistakes in the form. You can also include a note about the consequences of not completing the work application form, and what to write when there is nothing to fill in the blanks. 💡 Keep your job application form detailed but simple. A job application form has many empty blanks that need to be filled in by the applicant. If you created a very detailed but messy one, it would be very confusing for the applicants when they are filling them out. You will too have a hard time looking into it and comparing side by side. Therefore, after completing the form-creating process, take some time and review the whole document once or twice before putting it into use. Conclusion You have reached the final part of this article. Let us take a look at some key takeaways that you should keep in mind when creating a job application form for your company’s recruitment. Using a work application form is an efficient way to speed up the recruitment process. You can also compare them side-by-side easier and find out the better candidate faster.If you are hiring through job hunting websites, having the applicants fill out the job application form is a good way to collect the information that you need.An employment application form consists of instructions, personal information, position information, qualification, work history, references, and a signature.Before creating one, you need to know what information you want to collect from the applicants.Keeping the form detailed and simple is very important to not confuse the applicants.Want to recruit gems from your talent pool? Follow our blog to read more about hiring tips, resources, and tutorials, or simply use our Recruitment Service to acquire talents from all industries. — Originally written by Ryan Goh —