Week of April 8th, 2024

This community newsletter will share articles, images, graphics, and job openings/searchers in the RecOps space.

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Data Cleanliness Reminder for RecOps Folks by Jeremy Lyons

If a role is substantially changing (e.g. the minimum requirements, the level, etc), it is better to close the role and start over with a new requisition.

Why?

1?? Keeps your data clean - This is the only way to ensure you haven't blended data. There are valid arguments out there that point out you could always cut up the data individually within a req if you have the right tools or data knowledge, but it would require continual knowledge of any micro-change which is knowledge others who come after you might not have.

2?? System Restrictions - There are some ATSes out there that, as a preventive measure, will only allow a candidate to apply to a role once. This is a reasonable strategy to prevent people from spamming a single job with applications. However, take the following situation: ACME opens an AE role and Aubrey Smith applies even though they know they are senior because they want to work for ACME. In the initial review, the Recruiter determines they are overqualified for the role, so the Recruiter dispositions them. A few weeks go by, and ACME decides they now need a Senior AE, so they change the AE role to Senior AE and update a few requirements in the ATS. No req closure, just a word choice change in the system. Aubrey sees the role, gets excited, goes to apply, and gets told they can't reapply because they already submitted an application. Aubrey gets frustrated, and their perception of ACME changes because of the poor candidate experience. ACME loses in two ways. Separately, ACME also finds out that the URL still says AE, not Senior AE, and gets embarrassed when candidates clearly point out that small detail and ask questions.

3?? Reducing Bias/Controlling the Narrative - Being a candidate is tough and it is hard enough to cold apply to a role, which is why it is critical to make a good first impression before you've said a single word. On the ATS side of the fence, when reviewing candidates, we can also see what other roles the candidate has applied to in the past, which has the potential to introduce bias especially if you see that a candidate has applied to a bunch of disparate roles. So, using the ACME/Aubrey example above, ACME eventually closes the Senior AE roles as a Director of Sales. A couple of months go by, and ACME opens a Senior AE role. Aubrey, having recovered, decides to give it a shot. A new Recruiter and Hiring Manager are reviewing applications, and before they even open Aubrey's resume, they see he applied to the Director of Sales role, leading to a snap judgment already about why Aubrey would want to apply for a Senior role. Recruiter and Hiring Manager might not know that the director-level role started very differently so Aubrey is completely reasonable and not trying to shoot for the moon.

None of these are great outcomes. So it is ok to take the extra 5 to 10 minutes to create the new req.

Recruiting Data

RecOps - Your Friendly RecOps GPT Update

RecOps has handled thousands of prompts from folks. Thank you to all those who are using it and helping it learn.

Link: https://chat.openai.com/g/g-PDEG1n7fb-recops

Articles / Industry News

Articles We’re Reading/Podcasts We’re Listening To

• Talent Tech Lab’s Tools Chart - David Bernstein shared this with us. It does a great job of visualizing and grouping the tools in the space.
• Episode 22 of TA Tech Unboxed - Chris Haslam and Darren Bush have a fantastic podcast/video series going with TA Tech Unboxed and this episode, with Romain Sestier, could be their best work yet going over the importance of an integrated tech stack but also asking for features ahead of time before signing.
• SHRM’s Research Reveals Candidates’ Frustrations with Hiring Process - Craig Fisher does a fantastic assessment of how while tech is good, you can’t forget the relationship elements that are unique to TA/Recruiting.
• Tribepad’s Stop the Bias 2024 - Tribepad started a movement and this is a great accounting of what they’ve been able to achieve and learn.

Industry News (sorted alphabetically with space in the RecOps community in parenthesis)

• Ashby (AiO) - Sourcing Forms, Talent Trends Report | Candidate Sourcing (specifically the call out to AI token)
• candidate.fyi (Candidate Experience/Scheduling) - Auto-Replace Feature, Upcoming Webinar
• Jobsync (Hiring Ops Platform) - The “Dos and Don'ts” to Get More Organic Candidate Traffic. Pay Transparency: What Does Compliance Look Like When the Rules Are Frustratingly Vague?
• eqtble (Analytics) - Key Takeaways from their Navigating Pay Transparency Webinar
• Jobvite (ATS) - How to Prioritize Hiring Quality and Speed
• Recruit CRM (CRM) - New Workflow Automations
• Poetry (Recruiter Enablement) - Empowering Talent Acquisition: Streamlining Job Advert Creation with Poetry
• Praisidio (Analytics) - Talent Acquisition Efficiency: Measuring Time to Fill
• PURPL (Enablement) - Collaboration with Eric Guidice (H365) on metrics to secure your next promotion
• TeamTailor (ATS) - Launches their newsletter: TailorMade
• Workday (AiO) - How HR becomes a value driver thanks to intelligent planning.

Permanent Articles

• Recruiting Operations: Dictionary
• Recruiting Operations: Resources

Job Search

• Guidewire - Senior Manager, Talent Acquisition Strategy and Excellence
• Redwood Materials - Recruiting Operations Manager
• Toast - Senior Talent Acquisition Data Analyst

Here is the list of previously listed jobs, which may or may not be available.

Additional Resource

• ChartHop's?PeopleOps Job Board
• ATS Specific Job Boards
• Denys Dinkevych's?remote job board,?which aggregates jobs from all the major ATS
• TrueUp - Has a fantastic job board filled with information others don’t like the last time the company did a layoff, application experience based on the ATS, and more.

Boolean Strings for Specific ATS Job Search

We’ve consolidated our list of boolean search strings for RecOps professionals to make them easier for everyone. Check out the list here. Kaitlyn Elting also built a generator for you if you are worried about your attention to detail.

Thank you to Steve Levy for contributing so many wonderful strings and Gabi Preston-Phypers for QA help. Follow both of them for excellent boolean and sourcing content.

#YourNextHire?/ People Looking In the RecOps Community

Allison Wademan

What I'm Looking to Do:

Allison Wademan is an accomplished Recruiting Operations leader well-versed in full life cycle recruitment across multiple disciplines and industries. A respected team builder, collaborator, and leader, Allison has a history of creating, implementing, and managing talent solutions. She applies strategic thinking to cross-functional initiatives and leverages data to optimize processes and build streamlined, scalable solutions that fuel company growth and success. Allison's people-focused approach leverages the Service-Profit Chain to motivate teams and deliver lasting results.

Roles I'm Looking for:

Recruiting Operations Leader TA Program Manager People/ HR Operations

Here is a?Google Sheet View?for a list of people who were previously featured and are still looking.

Events

• Poetry - Recruiter Enablement: Holland McCue & Adam Gordon
• Inclusive Candidate Experience Audit: Live Workshop With Kat Kibben
• Ashby - Scheduling 2.0 Webinar: Next-generation scheduling for modern recruiting
• Talent Collective (with Ashby, CollabWorks, and MATCHR) - NEW YORK ~ Women in Recruiting Chapter Launch Event
• iCIMS - Futureproof Your Candidate Experience
• candidate.fyi (with Nitin Moorjani, Amy Wood, and Pam Kocke) - How Automattic transformed their candidate experience with candidate.fyi

?? Reminders and Disclaimers ??

• If you’d like to contribute a job, an article (one you found or wrote), or you are a company and have a product update you want featured, contact Jeremy Lyons.
• Please use this form if you or someone you know would like to be featured in our #YourNextHire section. The only condition is you are a RecOps professional.
• Disclaimer #1:?The views and opinions expressed in this article are those of the author, and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company.?Assumptions made in the analysis do not reflect the position of any entity other than the author.?As critically thinking professionals, these views are always subject to change, revision, and rethinking at any time.?They are not to be held in perpetuity.
• Disclaimer #2: We are sponsor-free. No company below has paid us to advertise their products or share their open jobs. If that changes, we will deliberately call out where we stand to benefit. Additionally, sharing these opportunities and information should not be read as support for these companies or their practices. Regarding jobs, we share these opportunities with the community and only post roles from the company's website. We encourage possible candidates to research each one, as their inclusion does not mean we support the companies or their values.

Until next week, Regulators ??