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1、What Top Tech Employers Do Differently:New Hiring Data to Win in 2023What Top Tech Employers Do Differently2 2This year,employers continued to assess hybrid and flexible work options for various reasons,ranging from real estate expenses to management concerns.Meanwhile,as the bloom faded on the Grea
2、t You Know What,more employees found themselves disengaged from their jobs.A lack of clarity of expectations,of opportunities to learn and grow,and of a connection to the companys mission led to the“quiet quitting”phenomenon.As 2022 draws to a close amid a volatile economy,a chorus of executives con
3、ceded to implement layoffs and hiring freezes.These circumstances have arguably created one of the top talent markets for companies still growing and actively hiring.At Hired,we believe every company is more than a brand based on its product or service.It also has an employer brand.And in times of e
4、xceptional volatility,maintaining a positive employer brand and reputation is essential to cultivating a culture that attracts and retains the best talent.In this report,weve evaluated employers on our marketplace on many traditional recruiting benchmarks.What makes this report different,is weve reg
5、arded them through the lens of what we believe are three core values of a successful employer brand:Equity,Efficiency,and Transparency.Tech Hiring in 2022:A Year of Significant Progress at RiskIntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Ke
6、y TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently3 3What does this mean and why does it matter?Adopting an equity-based hiring mindset means everything from prioritizing wage tr
7、ansparency,ensuring diverse cross-level representation,and implementing workforce education programs to removing systemic barriers.Our recent State of Tech Salaries report found 61%of candidates worry there will be a rollback of DEI efforts,with 14%already reporting deprioritization within their com
8、panies.Weve also seen women leaders leaving companies at the highest rates ever,because many find career advancement,flexibility,employee well-being and DEI needs unmet.Historically,technology and technical roles take the longest to fill,with in-depth sourcing,assessments,and interviewing processes
9、extending timelines.To benefit from the recent flood of available top tech talent,we recommend companies optimize speed-to-hire and streamline interview and candidate communications.Finally,in the US,California,Connecticut,Maryland,Nevada,New York,Rhode Island,and Washington enacted laws(or will soo
10、n)requiring salary ranges to be available either at the applicants request or at a specific time during the interview process.While commendable,some of the ranges initially posted were criticized online as too broad to be helpful for candidates.However,the data proves with more information,the more
11、employees are able to gauge their worth and eliminate gender,racial,or orientation bias wage gaps.Despite the challenges of a slowing or corrective economy,there are opportunities for companies to improve recruiting and retention.Enacting equitable,efficient,and transparent hiring processes will be
12、crucial to retaining and hiring talent in 2023 and beyond.To successfully weather a fluctuating market,our data-driven recommendations are simply:1.focus on these values in your employer brand identity2.elevate expectations for the candidate experience 3.stay true to building a winning team.Were her
13、e to help in any way we can.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Diff
14、erently4 4EquityHow many underrepresented candidates companies interview and hire,including:What percent of interview requests(IVRs)were sent to underrepresented candidates(URGs)?What percent of final offers were given to underrepresented candidates(URGs)?EfficiencyHow efficient companies are in int
15、erviewing and moving candidates through the hiring funnel,including:How often a candidate responds to an interview request?(Response Rate)How many candidates accept an interview request?(IVR Acceptance Rate)How many candidates accept the final offer given by companies?(Final Offer Close Rate)How lon
16、g does it take for a candidate to accept an offer from the start of the recruitment process?(Time to Hire)TransparencyHow transparent companies are indicating concrete salaries or salary bands during the hiring process,including:How much variation exists between the initial salary disclosed in the i
17、nterview process versus the salary that was given in the final offer?(Variation in IVR salaries)Breaking down the core values&how they layer onto recruiting benchmarksIntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United King
18、dom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently5 5Hiring benchmark backgroundBenchmark data sourcesWe evaluated all active companies on our platform based on three core values identified as critical fo
19、r employers to embody to attract,hire,and retain top talent:Equity,Efficiency,and Transparency.For each of these core values,we analyzed specific criteria and metrics using our proprietary marketplace data.This included platform activity of several hundred companies between September 1,2021,and Augu
20、st 31,2022.In addition,we surveyed more than 1100 tech and sales professionals on their opinions regarding Equity,Efficiency,and Transparency in the candidate and employee experience.For more details,see the Methodology section at the end of this report.Benchmark report goalHelp talent acquisition a
21、nd people leaders gauge the strength of their recruitment strategies by comparing their processes to top employers getting hiring“right”in 2022.This includes the fastest time to hire,highest offer acceptance rates,and least variation between expected salary and salary given in a final offer.Company
22、Size KeySMB:companies with 0-299 employees(US/UK)MM:companies with 300-9999 employees(US)/companies with 300-999 employees(UK)ENT:companies with 10,000+employees(US)/companies with 1,000+employees(UK)IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kin
23、gdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently6 6What the data shows North American companies were generally more efficient,equitable,and transparent versus UK compani
24、es in 2022.It was a strikingly different hiring and market climate in 2022.How did this affect companies?North American companies of all sizes were more equitable and efficient in 2022 versus 2021.In the UK,companies overall were more equitable in 2022 versus 2021 data,but less efficient in hiring p
25、ractices.Transparency(or salary offer variability)remained consistent year-over-year to date.Meaning,all 2022 top 10 companies in the US and UK showed more transparency,or listed salaries with significantly less deviation from interview request to offer stages.IntroductionNorth America Key Takeaways
26、How North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredNorth America Key TakeawaysWhat Top Tech Employers Do Differently8 8North America-Key Takeaways1.S
27、tiff competition and aggressive hiring goals in early 2022 inspired greater Efficiency and Equity among employers North American companies from startups to enterprises were more equitable and efficient in 2022 than in 2021.They shined in sending a much higher percentage of interview requests to unde
28、rrepresented candidates and stood out in the number of offers to them as well.North American companies on our list all saw much more positive metrics across the board in these categories this year versus last year.For example:how quickly a jobseeker signed a final offer,the percentage of interview r
29、equests(and offers)accepted,and even how successful companies were at interview request response rates.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win T
30、ech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently9 9North America-Key TakeawaysMore insights:Time to hire was down in 2022 while its been a volatile year,closing top talent fitting an immediate need and open roles remains critical.Remote hiring including the expansio
31、n outside of traditional tech hubs widened the talent funnel for companies.This strategy increased their ability to source and quickly extend offers to talent before competitors,especially in previously saturated markets.North American companies surged in their use of Hireds DEI feature,Diversity Go
32、als,in 2022(16%on average in 2022 versus 12%on average in 2021).This feature surfaces more underrepresented talent in employers search results.This contributed to an increase in the percentage of underrepresented candidates overall in interviews and final offers.North American SMB companies in the t
33、op 10 stood out in their use of Diversity Goals,with companies sending 15%more IVRs to underrepresented candidates versus in 2021.Recruiting as a non-SMB company in the year ahead?Understand that startups in the tech industry heavily prioritized Equity in the hiring process,and kept a laser-focused
34、eye on DEI.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1010North
35、America-Key Takeaways2.Smaller companies(versus larger companies)showed key differences in 2022 In 2022,smaller companies had to work harder to interest quality candidate talent and saw lower interview acceptance rates than larger enterprises.Aside from“unicorns,”smaller companies face an uphill bat
36、tle with brand recognition or perceptions about their financial stability or growth compared to larger enterprises.In contrast,top small companies on our list clearly able to communicate their brand,culture,and other important internal factors to candidates achieved offer acceptance rates equal to e
37、nterprise companies.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1
38、111North America-Key TakeawaysMore insights:If feasible,offer pay commensurate to the role itself regardless of a jobseekers location.A majority of survey respondents(58.2%)believe pay should not be determined by where candidates live,but rather by the role itself.This includes remote salaries based
39、 on the cost of living in the employees location.In addition,smaller companies notably had more underrepresented candidate representation in their hiring process.Leading smaller companies on Hireds top 10 list have 13%higher than the average representation of underrepresented candidates across the e
40、ntirety of their talent pools.This year,smaller businesses in North America continued to raise the bar in Equity and Transparency specifically sending a high amount of interview requests and offers to underrepresented groups and ensuring little variation between salaries communicated versus salaries
41、 offered.This continues a positive trend from our 2021 List of Top Employers Winning Tech Talent report,which showed smaller employers were already strong in Efficiency,Equity and Transparency to level up the hiring experience for talent.Resources:Learn more about communicating your SMBs unique valu
42、e proposition to candidates in this eBook:Want to Boost Response Rates?Use Your UVP in Strategic Recruitment Messaging.Are you a strong enterprise-level company but need help standing out against the household names and rocketships?Try this eBook:Losing Top Candidates to Unicorns and FAANG Companies
43、?How to Stop It.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredHow North American Tech Employers Stood Out
44、 in 2022What Top Tech Employers Do Differently1313How North American Tech Employers Stood Out in 2022Top companies moved quickly-taking fewer days to fill despite roughly having the same interview response and offer acceptance rates in 2022.Top companies built significantly more diverse teams,sendin
45、g 10%to 15%more IVRs and offers to underrepresented candidates.Companies across the board understood the assignment in 2022.Post-Great Resignation,secure top talent efficiently within tighter resourcing constraints and a quickly changing talent sourcing and hiring market.In particular,the top 10 Nor
46、th American mid-market(MM)companies had the fastest median days to hire(31 days)and the top 10 North American enterprise-level(ENT)companies excelled in interview request acceptance rates(55%).Companies on Hireds top 10 lists prioritized Equity in the hiring process.This is commendable when survey r
47、espondents split on whether companies have maintained a commitment to DEI through 2022s hiring and economic volatility.In 2022,the top 10 North American SMB companies excelled in sending the largest median percentage of interview requests to underrepresented candidates(36%).As companies navigate con
48、tinued pressures and uncertainty in 2023,ensuring candidates from various backgrounds and skill sets are still represented and hired is a must.Survey results:HIred found 50%of employees believe their current employer has not done a satisfactory job maintaining DEI efforts this year.Top concerns in 2
49、022 if there are rollbacks in DEI efforts?An unequal playing field in the workplace,unfair group dynamics,and increased departures(in that order).IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers St
50、ood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1414Top companies ensured consistently less variation in salaries communicated and offered to candidates North American companies had a 14%variation between salaries communica
51、ted and final offers versus 2021(14%versus 15%).Performing well in Transparency is deeply intertwined with positive Equity and Efficiency metrics.By increasing transparency efforts this year compared to 2021,companies moved more quickly,supporting an efficient hiring process of more diverse teams.Tr
52、ansparency is paramount for prospective candidates and for companies wanting top talent in 2023.This year,the top 10 North American SMB companies showed the lowest median salary variance of 11%(most transparent)compared across size segments and regions.Survey results:Candidates actively looking for
53、a new role within the next six months stated lack of transparency around compensation,lack of transparency about the role,and employer taking too long to communicate,respectively,are their top dealbreakers in the hiring process.Hired also found prospective talent and existing employees overwhelmingl
54、y want transparency from their employer,especially when it comes to pay.Almost all(93.5%)survey respondents believe employers should be required to post salary ranges on all job listings.96%of respondents believe employers should be more transparent about salary ranges for roles,as a whole.A majorit
55、y of respondents want companies to go even a step further with transparency:over 67%believe companies should show or disclose median gender and racial pay gaps to narrow pay disparities in workplaces.How North American Tech Employers Stood Out in 2022IntroductionNorth America Key TakeawaysHow North
56、American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1515North America:SMB Efficiency40%50%60%70%80%90%Response RateIVR Acc
57、eptance RateOfer Acceptance Rate81%83%48%51%73%75%SMB MedianSMB Top 10 Median010203040Time to Hire31 days34 daysSMB MedianSMB Top 10 MedianIntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out
58、 in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1616North America:SMB Equity&Transparency15%25%35%45%of IVRs to URGs%of Ofers to URGs25%36%25%38%SMB MedianSMB Top 10 Median0%5%10%15%Variation in IVR SalariesSMB MedianSMB Top 10 Me
59、dian11%14%IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1717North A
60、merica:MM Efficiency40%50%60%70%80%90%Response RateIVR Acceptance RateOfer Acceptance Rate82%85%51%53%77%68%MM MedianMM Top 10 Median010203040Time to Hire31 daysMM MedianMM Top 10 Median40 daysIntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Ke
61、y TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently1818North America:MM Equity&Transparency15%25%35%45%of IVRs to URGs%of Ofers to URGs25%31%25%38%MM MedianMM Top 10 Median0%5%10%
62、15%Variation in IVR SalariesMM MedianMM Top 10 Median14%13%IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout Hired
63、What Top Tech Employers Do Differently1919North America:Enterprise Efficiency40%50%60%70%80%90%Response RateIVR Acceptance RateOfer Acceptance Rate81%80%53%55%71%70%Enterprise MedianEnterprise Top 10 Median1020304050Time to Hire35 daysEnterprise MedianEnterprise Top 10 Median41 daysIntroductionNorth
64、 America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently2020North America:Enterprise Equity&Tr
65、ansparency15%25%35%45%of IVRs to URGs%of Ofers to URGs28%31%22%29%Enterprise MedianEnterprise Top 10 Median5%10%15%20%Variation in IVR SalariesEnterprise MedianEnterprise Top 10 Median16%12%IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key T
66、akeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredUnited KingdomKey TakeawaysWhat Top Tech Employers Do Differently2222United Kingdom-Key Takeways1.UK companies were more equitable but less efficient in 2022 than in 202
67、1 Top 10 UK companies are also consistently hiring more equitably and transparently.UK companies showed a longer time to hire(less efficient).This may be tied to increasingly tight global hiring trends,especially for remote roles,as recruiters generally focused on more experienced talent.Its also no
68、tably more complex to hire across national borders post-Brexit.As evidence,North American companies more easily embraced remote work sending 38.8%more remote IVRs than their UK counterparts.However,UK companies succeeded in sending more offers to underrepresented candidates(URGs)this year,compared t
69、o last year.In 2022,UK companies also prioritized DEI impact and increased utilization of Hireds DEI filter from 2021(4%)to 2022(6%).Note:Hired launched the Diversity Goals feature in August 2021.As noted in our 2022 State of Wage Inequality in the Tech Industry,companies using the Diversity Goals f
70、eature more than doubled their pipeline of underrepresented candidates.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+Definition
71、sAbout HiredWhat Top Tech Employers Do Differently2323United Kingdom-Key Takeaways2.Similar to North America,enterprise-sized companies in the UK fared better in candidate response metrics.Larger corporations in the UK enjoyed interview responses and offer acceptance rates considerably higher than s
72、mall companies.Candidates in the UK were more“startups-shy”in 2022.This is a shift from 2021 when the response and acceptance rates were much more even for enterprise and startup companies alike.Its likely a reflection of the current economic climate,changes in VC funding,and market conditions in th
73、e second half of 2022.Startups tend to carry more risk in this environment.Medium and enterprise-sized companies took longer to hire,but saw increases across the board in final offers,compared to 2021.Slower hiring,especially in the UK and EU,aligns and reflects companies in a market either more cau
74、tious to hire,or have candidates who more carefully consider offers.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAb
75、out HiredHow United Kingdom Tech Employers Stood Out in 2022What Top Tech Employers Do Differently2525How United Kingdom Tech Employers Stood Out in 2022Top companies created significantly more diverse teams,sending 5-15%more offers to underrepresented candidates with 30-40%of the total offers sent
76、to underrepresented candidates.Top companies ensured consistency in low variation between salaries communicated and offered to candidates.Similar to North American companies,UK companies on Hireds top 10 lists prioritized Equity in the hiring process.Top 10 UK SMB companies sent the largest median p
77、ercentage of offers to underrepresented candidates(41%).Top 10 UK ENT companies on the list had the highest median offer acceptance rate(85%)compared across size segments and regions.Top UK companies consistently showed little variation in salaries communicated versus the final salary offered to can
78、didates(18%salary variation in both 2021 and 2022).By maintaining steady salary transparency,UK companies were able to move quickly to attract candidates and build more diverse teams.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key Takeaway
79、sHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently2626United Kingdom:SMB Efficiency40%50%60%70%80%90%Response RateIVR Acceptance RateOfer Acceptance Rate73%73%43%43%73%80%SMB MedianSMB Top
80、 10 Median1020304050Time to Hire42 days46 daysSMB MedianSMB Top 10 MedianIntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+Definiti
81、onsAbout HiredWhat Top Tech Employers Do Differently2727United Kingdom:SMB Equity&Transparency15%25%35%45%of IVRs to URGs%of Ofers to URGs21%26%18%41%SMB MedianSMB Top 10 Median5%10%15%20%Variation in IVR SalariesSMB MedianSMB Top 10 Median15%19%IntroductionNorth America Key TakeawaysHow North Ameri
82、can Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently2828United Kingdom:MM Efficiency40%50%60%70%80%90%Response RateIVR Acceptan
83、ce RateOfer Acceptance RateMM MedianMM Top 10 Median73%75%43%43%80%80%Time to HireMM MedianMM Top 10 Median4 days40 daysIntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022
84、Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently2929United Kingdom:MM Equity&Transparency15%25%35%45%of IVRs to URGs%of Ofers to URGs23%25%22%27%MM MedianMM Top 10 MedianVariation in IVR SalariesMM MedianMM Top 10 Median17%17%5%10%15%20%I
85、ntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently3030United Kingdom:Ent
86、erprise Efficiency40%50%60%70%80%90%Response RateIVR Acceptance RateOfer Acceptance Rate75%75%50%51%85%75%Enterprise MedianEnterprise Top 10 Median1020304050Time to Hire45 daysEnterprise MedianEnterprise Top 10 Median44 daysIntroductionNorth America Key TakeawaysHow North American Tech Employers Sto
87、od Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently3131United Kingdom:Enterprise Equity&Transparency15%25%35%45%of IVRs to URGs%of Ofers to URGs23%2
88、4%29%32%Enterprise MedianEnterprise Top 10 Median5%10%15%20%Variation in IVR SalariesEnterprise MedianEnterprise Top 10 Median17%16%IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 202
89、2Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredOpportunities&Steps to Win Tech TalentHireds top employers win tech talent and thrive amid the most challenging hiring markets.As employers and HR leaders brace for what lies ahead in 2023,what are the best hiring practices and
90、 strategies to secure quality tech talent?What methods or tools ensure a consistent,streamlined talent acquisition strategy?How should they evolve their hiring processes for the year ahead?1.Prioritize top candidates to build rapport early,and accelerate response times 2.Offer full visibility into t
91、he hiring process,including compensation 3.Weave DEI&wellness-focused benefits into branding efforts 4.Foster alignment between talent acquisition&recruitment teams to drive hiring efficiencies5.Leverage hiring tools to keep a pulse on market trends&craft competitive offers What Top Tech Employers D
92、o Differently33331.Prioritize top candidates to build rapport early,and accelerate response timesWhile many companies may be scaling back on hiring,one thing remains certain:quality candidates and top talent will always be high in demand.If you find a candidate who stands out in the talent pipeline,
93、consider truly investing and delivering on the candidate experience to stand out,boost engagement,and quickly send offers to the right candidate in this hiring marketTo quickly expedite priority candidates(within the top of the funnel),be sure to:Communicate frequently and personalize your outreachT
94、o secure the right candidates quickly into interview and offer stages,proactively conduct tailored outreach.Clearly communicate youve taken time to evaluate their skills,interests,and why they would be a great fit for the role.Always end with a clear call to action to set up an interview.Accommodate
95、 candidates schedulesRecognize candidates(especially employed ones)need flexibility,so use a scheduling tool to meet at the candidates convenience.John Beard,Corporate&Technical Recruiting for One Medical,shared in a Hired panel discussion how they established internally that the candidate is their“
96、customer,”not the hiring managers.Over-indexing their process towards the candidate experience dramatically improved their metrics.Read more in 8 Ways to Hire Faster&Build a Better Employer Brand.Provide visibility with a timeline of the interview processThe average interview process has a wide rang
97、e.To set expectations and maintain candidates engagement,offer a clear timeline.Detail the number and types of interviews.You may also offer a prep call to nurture the relationship.Its a great opportunity to provide candidates with insights into skill sets needed and prepare for the technical portio
98、n of the process.Some teams provide interview guides to preview high-level topics covered in the interview process.These may include expected questions,tests and similar preparatory information.Giving guidance and resources to help interviewees do their best from the beginning helps them feel suppor
99、ted and even more motivated to join the team.Lean on Hired Technical SourcerWhen talent floods the market after companies downsize,it easily taxes recruiting teams,possibly sourcing more candidates for the right skills and“culture adds”than usual.If your hiring teams are spread thin use Hired Techni
100、cal Sourcer for temporary or ongoing help shortlisting,communicating,and screening candidates.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech Talen
101、tMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently34342.Offer full visibility into the hiring process,especially compensationTransparency is a critical component of every touchpoint from the candidate journey from their very first interaction with a companys brand via a job po
102、st or interview request,all the way through onboarding.To set candidate expectations,be sure to communicate frequently and provide a full picture of what to expect during the hiring process.Be prepared to discuss:How your company evaluates their skills.Standardized assessments are critical to ensuri
103、ng a fair and equitable evaluation process.It allows candidates unique skill sets and strengths to shine through.This is more equitable than strict qualifications(i.e.degree or previous job history),which may influence bias.Role duties,potential challenges,and clear expectationsMake team interviews
104、a fundamental part of the hiring process to relay insights about a real day on the job.Include any common hurdles and challenges employees encounter day-to-day as teams evolve and shift to navigate the current market.This helps provide a clear picture of their potential impact,and how they will best
105、 fit into team dynamics.Need help aligning hiring teams?Get a free email template in this eBook.Salary,benefits&compensationDont wait until wage transparency laws impact your company to start an open dialogue about pay with candidates.Lack of pay transparency significantly contributes to wage gaps a
106、cross gender and race,cumulatively affecting these groups throughout the trajectory of their careers.Disclosing salaries(including benefits and other compensation),especially for junior candidates,provides them with a better understanding of their value,and sets them up for success.Constructive feed
107、backRegardless of outcome,offer candidates post-interview constructive feedback on their core strengths and areas for improvement.People appreciate genuine interest in their professional development.They will remember thoughtful feedback,kindly delivered,even if they werent successful this time.This
108、 helps candidates position themselves for success in future opportunities and yields positive returns for the employer brand and company reputation.Plus,circumstances may change and youll be glad to have a positive connection in your network.IntroductionNorth America Key TakeawaysHow North American
109、Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently35353.Weave DEI&wellness-focused benefits into branding effortsIn 2022,companie
110、s saw record numbers of employees“quiet quit”their workplace due to workplace dissatisfaction.Studies indicate its predominantly driven by low pay,and a lack of growth opportunities,flexible hours,and meaningful benefits.Now,as we navigate industry layoffs and an unpredictable market,supporting empl
111、oyees with meaningful benefits is even more essential to keep them engaged.Benefits focused on DEI,wellness,and even student loan payments are strong areas of focus to engage employees particularly Gen Z and Millennials,who have a greater desire for these initiatives.Sometimes candidates hesitate to
112、 inquire about benefits associated with a stigma(i.e.fertility/family planning,financial wellness,mental health).A great way to dispel concerns is to weave any DEI and wellness-focused benefits directly into employer messaging and branding efforts.This proactively demonstrates the company truly care
113、s and invests in its employees professional and personal well-being.For example,if your extended benefits program covers mental health,tuition reimbursement,eldercare HSA,health advocacy,a strong paid parental leave program,or fertility benefits,dont be afraid to showcase them front and center in yo
114、ur job post or on your company site.Related:Our eBook,10 Things You Can Do to Reach DEI Goals,offers small and big actions to progress on your goals.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers
115、 Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently36364.Foster alignment between talent acquisition,recruitment,and hiring teams to drive efficienciesWhile talent acquisition and recruiting teams are ultimately devoted to
116、the same end goal of hiring top talent,they often work within different silos to execute short and long-term goals.Typically,recruiters own the action-oriented hiring and onboarding tasks(i.e.sourcing candidates,conducting phone screens/interviews,and updating job descriptions).Talent acquisition le
117、aders take on more strategic operations(i.e.designing and executing scalable recruiting processes).Hiring managers are in the mix in different ways.In some cases,they shortlist candidates,or after a handoff,own communication and assessments.In an economic climate of reduced budgets and fierce compet
118、ition for quality talent,its critical to drive alignment between these departments to prevent missed opportunities to onboard top-tier candidates.At Hired,weve seen companies who engage candidates actively and efficiently involve talent acquisition,recruiting,and hiring teams to ensure consistency t
119、hroughout the entire process.Whether a company is a startup or a large enterprise,foster better collaboration between teams,and unlock greater hiring efficiencies through:Creating shared goals and ensuring OKRs and KPIs align between the recruiting team,talent acquisition teams,and hiring managers.E
120、nsuring consistent messaging and solidifying your employers value proposition.Even as you evolve,scale,and transition over time,your employer value prop must strongly align with messaging sent to pipeline candidates.Investing in the right hiring tools securing alignment between all hiring areas ulti
121、mately makes the hiring process more streamlined,effective,and easier to scale.Related:See how these companies of all sizes beat benchmarks in this white paper.IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tec
122、h Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout HiredWhat Top Tech Employers Do Differently37375.Leverage hiring tools to keep a pulse on market trends&craft competitive offers In an ever-shifting hiring landscape,its critical to invest in digital solu
123、tions that offer a holistic view of workplace trends,to keep a steady pulse on how to best design your offers.Tech tools should automate recruiting tasks and improve processes while ensuring practices of diversity,equity,and inclusion.Here is a list of Hired partners supporting efforts to be efficie
124、nt,equitable,and transparent employers through their products:Applicant Tracking SystemsGreenhouse and Lever monitor talent pipelines and use in-product features to mitigate bias in a candidates journey.Employer BrandingTextio ensures inclusive recruiting through advanced language guidance,equitable
125、 feedback practices,and scalable DEIB measurements.Global Employment SolutionsOyster and Remote are committed to making employment accessible to all,regardless of a jobseekers physical location.They provide the infrastructure to hire anyone,anywhere.AssessmentsCriteria conducts comprehensive,skills-
126、based candidate assessments.Criteria verifies content for cultural sensitivity and for differential item functioning to ensure each test is free of bias across cultural and gender groups.Hired also offers a way to asynchronously evaluate coding and other hard skills.Employers may use Hired Assessmen
127、ts to standardize technical skill evaluations for larger numbers of candidates across multiple time zones.Plus,no live proctoring is necessary!This allows candidates to take the assessment on their schedule,regardless of locale,improving the candidate experience.Plus,jobseekers on the platform may p
128、roactively earn“badges”of their proficiency on their profiles.Employers on the Hired platform also choose to use events to assess candidates and strengthen employer branding through coding challenges and panel discussions.Learn more about event options from a member of our specialized team.Introduct
129、ionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout Hired3838What Top Tech Employers Do DifferentlyFor each core value Effici
130、ency,Equity,and Transparency our data team produced a sub-score based on the average across the individual metrics.From there,a weighted average across those sub-scores produced the final combined score,which was then used to determine the company rankings.Equal weight was given to each individual m
131、etric and each core value.Filters:Hired pulled position data for all non-sales positions.Hired used a threshold to limit our top 10 list to only include Companies who sent at least 100 IVRs and made at least 3 hires from Sept 1,2021-August 31,2022.Ranking:A Companys final ranking is determined by it
132、s rankings in each of the 3 core values(Equity,Transparency,and Efficiency)multiplied by the weight of the core value.All core values are weighted equally(33.33%each).Companies are ranked against other companies within their region and company size segment.Benchmarking:Benchmark data is an aggregati
133、on of position data from companies that meet the threshold of 3 hires and 100 Interview requests sent from Sept 1,2021-August 31,2022.Companies of each segment that ranked 1-10 are separated to calculate benchmarking data for the top 10 companies.UK/US small businesses:Companies with 0-299 employees
134、UK medium-sized businesses:Companies with 300-999 employeesUS medium-sized businesses:Companies with 300-9999 employeesUK Enterprises:Companies with 1000+employeesUS Enterprises:Companies with 10,000+employeesSalary data is based on the offered salary,i.e.salary specified by the employer at the time
135、 of the interview request in USD.Methodology+Definitions IntroductionNorth America Key TakeawaysHow North American Tech Employers Stood Out in 2022United Kingdom Key TakeawaysHow United Kingdom Tech Employers Stood Out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout Hired39
136、39What Top Tech Employers Do DifferentlyWith unbiased insights,DEI tools,skill assessments,and dedicated Customer Success Managers,Hired works with over 10,000 companies around the world to match thousands of active and qualified candidates to employ their full potential.With better data,curated mat
137、ches,and higher acceptance rates,employers save an average of 45 sourcing hours per role with the Hired solutions suite.Backed by The Adecco Group,Hired is rated by G2 as a leader in Recruiting Automation,Job Search Sites,and Diversity Recruiting.Hired is committed to building equity in the hiring p
138、rocess through a more representative talent pool,using bias reduction features,customized assessments,and salary bias alerts to help remove unconscious bias when hiring.For more information,visit .Sign up to receive a demo of how Hired helps employers source and hire the right talent faster.About HiredIntroductionNorth America Key TakeawaysHow North American tech employers stood out in 2022United Kingdom Key TakeawaysHow United Kingdom tech employers stood out in 2022Opportunities&Steps to Win Tech TalentMethodology+DefinitionsAbout Hired