However, the success of recruitment marketing often hinges on effective collaboration between HR and marketing teams. These traditionally separate functions must align their expertise to build cohesive and impactful strategies that attract, engage, and retain top talent. This blog explores how recruitment marketing bridges the gap between HR and marketing, the benefits of collaboration, and practical steps to foster alignment between these two essential departments.

What is Recruitment Marketing?

Recruitment marketing applies marketing principles to attract and engage candidates throughout the hiring process. It encompasses a variety of techniques and tools that create awareness, generate interest, and build lasting connections with prospective hires. This process mirrors the way marketing teams nurture leads and convert them into loyal customers.

Key elements of recruitment marketing include:

• Employer branding: Establishing a clear and attractive identity that reflects the organisation’s culture, values, and mission.
• Targeted advertising: Reaching ideal candidates through digital campaigns, social media, and programmatic job ads.
• Content marketing: Developing engaging material like blogs, videos, employee testimonials, and social media posts to showcase the organisation as an employer of choice.
• Talent pipelines: Nurturing relationships with potential candidates, even before roles become available, through proactive and ongoing engagement.

The Overlap Between HR and Marketing

At first glance, HR and marketing might seem worlds apart. HR traditionally focuses on managing internal people processes, while marketing is typically tasked with promoting products or services to external customers. However, recruitment marketing sits squarely at the intersection of these two domains, blending their skillsets and goals to create an effective talent acquisition strategy.

Some of the key areas of overlap include:

• Storytelling: Both HR and marketing play a role in telling the organisation’s story. While marketing focuses on the brand’s value proposition for customers, HR highlights the organisation’s employee value proposition (EVP) to attract candidates.
• Digital communication: Just as marketers use social media, email campaigns, and content strategies to engage customers, recruiters can use these channels to engage prospective hires.
• Audience insights: Marketing teams excel in understanding customer personas, and HR can adopt similar approaches to define candidate personas—understanding their needs, motivations, and preferences.

Why HR and Marketing Collaboration Matters

The modern recruitment landscape demands a seamless approach to talent acquisition. Candidates today expect organisations to communicate in ways that feel authentic, personalised, and engaging—qualities that marketing teams are skilled at delivering. Here’s why collaboration between HR and marketing is essential:

1. Building a Strong Employer Brand

Employer branding is the foundation of effective recruitment marketing. It’s how candidates perceive your organisation as a potential place to work and is closely tied to the overall corporate brand. Marketing teams, with their expertise in brand positioning and communication, can help HR craft a compelling EVP and ensure consistency across all touchpoints.

2. Reaching the Right Talent

Effective recruitment marketing relies on identifying and targeting specific audiences. Marketing teams are well-versed in using tools like Google Ads, programmatic advertising, and analytics platforms to run targeted campaigns. By collaborating with HR, they can help recruitment teams reach the right talent through the right channels at the right time.

3. Crafting Engaging Content

Candidates engage with organisations that provide valuable, authentic content about their culture, values, and people. Marketing teams can assist HR in creating professional, high-quality content, such as video interviews with employees, social media posts showcasing team events, or blogs highlighting the organisation’s mission.

4. Enhancing the Candidate Journey

Just as marketers work to refine the customer journey, HR can benefit from applying similar principles to the candidate journey. Marketing teams can offer insights on user experience design, website navigation, and conversion optimisation, ensuring job seekers have a seamless and positive experience from application to onboarding.

Practical Steps to Align HR and Marketing Teams

Despite the clear benefits of collaboration, many organisations struggle to align HR and marketing due to differences in priorities, goals, and communication styles. Here are some practical steps to bridge the gap and foster collaboration:

1. Establish Shared Goals

The first step to alignment is defining common objectives that both teams can work towards. For example, HR and marketing might collaborate on a goal to improve employer brand awareness by 20% or increase the number of high-quality applications for critical roles.

2. Create Joint Strategies

Developing a shared recruitment marketing strategy ensures both teams are aligned on key messaging, target audiences, and desired outcomes. This could include mapping out content calendars, defining candidate personas, and setting KPIs for campaigns.

3. Leverage Technology

Modern recruitment marketing platforms, such as candidate relationship management (CRM) systems, applicant tracking systems (ATS), and social media scheduling tools, provide a shared space for collaboration. These tools make it easier for HR and marketing to track progress, measure results, and refine their approaches in real time.

4. Foster Open Communication

Regular meetings, collaborative workshops, and shared project management platforms can help break down silos between HR and marketing. Establishing clear lines of communication ensures both teams stay informed and aligned throughout recruitment campaigns.

5. Share Data and Insights

Data plays a critical role in refining recruitment marketing efforts. Marketing teams can share insights on campaign performance, audience engagement, and channel effectiveness, while HR can provide data on hiring metrics, such as candidate quality and time-to-fill. Together, these insights enable continuous improvement.

Real-World Examples of Recruitment Marketing Success

Many organisations have embraced recruitment marketing to achieve remarkable results. Here are a few examples:

• Airbnb: The company uses storytelling to showcase its unique workplace culture. Employee-generated content and videos highlighting day-to-day life at Airbnb have helped attract a global pool of talented candidates.
• Unilever: Unilever combines employer branding with data-driven recruitment marketing. Its AI-driven platform allows for targeted advertising and personalised candidate experiences, reducing time-to-hire while enhancing candidate quality.
• IBM: IBM leverages its marketing expertise to engage tech talent. The company uses programmatic job ads and social media campaigns to attract candidates while providing immersive experiences on its careers website.

The Future of Recruitment Marketing

As the lines between HR and marketing continue to blur, recruitment marketing is likely to become even more sophisticated. Emerging technologies such as artificial intelligence, machine learning, and predictive analytics will enable organisations to deliver hyper-personalised campaigns that resonate with candidates on a deeper level.

In this landscape, the collaboration between HR and marketing will only grow in importance. Organisations that foster alignment between these teams will have a competitive edge, attracting and retaining the talent needed to drive innovation and growth.

Final Thoughts

Recruitment marketing represents the future of talent acquisition, and it relies on bridging the gap between HR and marketing teams. By aligning their efforts, these departments can create compelling campaigns that attract top talent, elevate the candidate experience, and strengthen the organisation’s position in a competitive market.

Collaboration is no longer optional—it’s essential. For organisations willing to break down silos and embrace recruitment marketing, the rewards are clear: better hires, stronger employer brands, and a more agile approach to the ever-changing recruitment landscape.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System, best Recruitment CRM, or best HRIS to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post Recruitment Marketing for In-House HR Leaders vs For TA Teams appeared first on Rectec.

Without a clear strategy for interpreting and using recruitment metrics, even the most advanced applicant tracking systems or recruitment platforms are little more than repositories of untapped potential. For recruitment professionals, the key challenge isn’t simply collecting data but making it actionable to drive better hiring outcomes.

In this blog, we explore how organisations can transform recruitment metrics into decisions that enhance efficiency, improve candidate experience, and, ultimately, elevate hiring strategies.

Why Recruitment Metrics Matter

Recruitment metrics provide valuable insights into the effectiveness and efficiency of your hiring process. They help identify strengths, weaknesses, and opportunities for improvement. More importantly, when acted upon, they can have a tangible impact on the quality of hires, recruitment costs, and the overall success of an organisation’s talent strategy.

For example, metrics like time-to-hire can reveal bottlenecks in the hiring process, while cost-per-hire can highlight inefficiencies in your sourcing strategy. By monitoring these metrics, organisations gain visibility into the recruitment lifecycle and can adjust processes to align with broader business objectives.

Common Recruitment Metrics and Their Challenges

While there are many recruitment metrics available, not all are equally useful. Below are some of the most common metrics and the challenges associated with using them effectively.

Time-to-Hire

This measures the time taken from when a job is posted to when a candidate accepts the offer. While a low time-to-hire often indicates efficiency, focusing on speed alone can compromise quality. The challenge lies in striking the right balance between moving quickly and finding the best fit for the role.

Cost-per-Hire

This metric calculates the total cost of filling a position, including advertising expenses, recruitment technology, and recruiter salaries. Although useful for budgeting, cost-per-hire can be misleading if quality or retention rates are sacrificed in the pursuit of lower costs.

Quality of Hire

Often considered the holy grail of recruitment metrics, quality of hire assesses how well a new hire performs in their role. However, measuring this metric accurately can be challenging, as it often relies on subjective criteria, such as manager feedback or employee performance reviews.

Candidate Experience

With candidates increasingly acting like consumers, their experience during the hiring process has become a critical metric. Surveys and feedback tools can capture insights into how candidates perceive your recruitment process, but organisations often struggle to act on this feedback effectively.

How to Make Recruitment Metrics Actionable

Having data is one thing; using it to make informed decisions is another. Here are actionable steps to ensure recruitment metrics drive meaningful improvements.

Define Clear Objectives

Before diving into data analysis, organisations need to define what they aim to achieve. Whether it’s reducing time-to-hire, improving quality of hire, or enhancing candidate experience, having clear objectives provides a framework for interpreting data.

For example, if the goal is to improve diversity in hiring, metrics like the percentage of diverse candidates at each stage of the pipeline become critical. With a clear objective, recruitment teams can focus their efforts on the data points that matter most.

Focus on the Metrics that Matter

Not all metrics are created equal, and organisations must prioritise those that align with their business goals. Tracking too many metrics can lead to information overload, diluting focus and making it harder to take action.

For instance, if retention is a key challenge, metrics like turnover rates or tenure of new hires should take precedence over cost-per-hire. By narrowing the focus, recruitment teams can allocate resources effectively and address the most pressing issues.

Use Technology to Gain Insights

Modern recruitment platforms and applicant tracking systems (ATS) often come equipped with analytics tools that can help turn raw data into actionable insights. Tools like Rectec Compare can also assist in choosing the best-fit recruitment tech for specific organisational needs.

For example, recruitment CRMs can track where candidates drop off in the application process, providing actionable insights to improve the candidate journey. Predictive analytics, meanwhile, can identify patterns and trends, such as which sourcing channels deliver the highest-quality candidates.

Combine Data with Context

Numbers alone rarely tell the full story. To make recruitment metrics actionable, organisations must combine data with qualitative insights. For example, a high drop-off rate in applications might suggest that the process is too lengthy or complex. Reviewing candidate feedback alongside these metrics can provide the context needed to make targeted improvements.

Regularly Monitor and Review Metrics

Recruitment data isn’t static. As business needs evolve, so too should the metrics being tracked. Regularly reviewing recruitment data ensures that decisions are based on the latest information.

For example, during a period of rapid growth, time-to-hire might take priority to ensure roles are filled quickly. However, as the organisation stabilises, the focus might shift to improving quality of hire or enhancing diversity.

Translate Insights into Action

The final and most critical step is taking action. Too often, organisations gather data and generate reports but fail to implement changes. Creating an action plan with specific, measurable goals ensures that insights lead to tangible outcomes.

For instance, if analytics reveal that a particular job board delivers low-quality candidates, recruitment teams can redirect budgets to more effective sourcing channels. Similarly, if candidate experience surveys highlight long interview processes as a pain point, organisations can streamline workflows to address the issue.

The Role of Recruitment Tech in Driving Actionable Insights

Recruitment technology has transformed how organisations collect, analyse, and act on recruitment data. Platforms equipped with advanced analytics and AI-driven insights are making it easier than ever to turn metrics into meaningful decisions.

Automation and Efficiency

Recruitment tech automates the collection and analysis of metrics, freeing up recruiters to focus on strategic initiatives. For example, automated dashboards provide real-time updates on key metrics, enabling recruitment teams to identify and address issues quickly.

Predictive Analytics

Advanced recruitment platforms use predictive analytics to forecast outcomes and optimise decision-making. For example, predictive models can identify which candidates are most likely to succeed based on past hiring data, enabling recruiters to make smarter decisions.

Integration with Broader HR Systems

Many recruitment tools integrate seamlessly with broader HR systems, providing end-to-end visibility into the employee lifecycle. This allows organisations to track the long-term impact of recruitment decisions, such as the retention and performance of new hires.

Real-World Examples of Data-Driven Recruitment

Organisations across industries are using recruitment metrics to drive success. For instance, Amazon leverages data analytics to streamline its high-volume hiring processes, reducing time-to-hire without compromising quality. Similarly, Unilever uses AI-powered assessments to evaluate candidate suitability, improving both efficiency and quality of hire.

Smaller organisations are also benefiting. For example, by using analytics tools to monitor candidate drop-off rates, a mid-sized tech company was able to simplify its application process, resulting in a 20% increase in completed applications.

The Future of Recruitment Metrics

As technology continues to evolve, the ability to collect and act on recruitment data will only improve. AI and machine learning are likely to play an even greater role, providing deeper insights and enabling hyper-personalised recruitment strategies.

In the future, organisations that successfully integrate data into their decision-making processes will have a distinct advantage in the war for talent. By making recruitment metrics actionable, businesses can not only improve hiring outcomes but also build a workforce that drives long-term success.

Transforming data into decisions isn’t just a trend; it’s a necessity in today’s competitive recruitment landscape. By focusing on actionable insights, organisations can unlock the full potential of recruitment metrics, ensuring they attract, hire, and retain the best talent.

The post From Data to Decisions: Making Recruitment Metrics Actionable appeared first on Rectec.

However, crafting an effective EVP is no small feat. Recruitment technology (or “recruitment tech”) has transformed how organisations collect and leverage insights about candidates and employees. In this blog, we’ll explore how recruitment tech can elevate your EVP by providing data-driven insights, improving communication, and personalising the candidate experience.

What is an EVP, and Why Does It Matter?

Your EVP is a promise to both current employees and potential hires. It encapsulates the unique benefits, opportunities, and values that employees gain from working at your organisation. Think of it as the answer to the question: Why should someone choose to work for you instead of a competitor?

A strong EVP helps:

• Attract the right talent: Candidates whose values align with your organisation’s culture.
• Reduce turnover: Employees who resonate with the EVP are more likely to stay.
• Enhance employer branding: It builds a consistent narrative about your organisation.

With recruitment becoming more candidate-centric, the days of vague platitudes like “We’re a great place to work!” are over. Your EVP needs to be authentic, backed by data, and tailored to resonate with your target talent pool. This is where recruitment technology comes into play.

How Recruitment Tech Powers Your EVP

Recruitment tech tools, such as Applicant Tracking Systems (ATS), recruitment CRMs, and people analytics platforms, provide invaluable insights into crafting and refining your EVP. Here are three ways these tools can help:

1. Data-Driven Insights into Candidate Expectations

Understanding what candidates value in an employer is foundational to building an EVP that resonates. Recruitment tech offers access to real-time data about candidate preferences, behaviours, and trends.

• Survey and Feedback Tools: Platforms like employee engagement software and ATS integrations can gather feedback from both candidates and employees during the recruitment and onboarding processes. For example, they can identify whether candidates value remote work, flexible hours, or career growth opportunities most.
• Recruitment Metrics: Tools such as ATS systems track key recruitment metrics, like time-to-hire or offer acceptance rates, which can indicate whether your EVP is compelling enough to attract top talent. High offer rejection rates, for example, could suggest that your EVP needs refinement.

Using these insights, organisations can ensure their EVP reflects the priorities of their ideal candidates, whether that’s career development, diversity and inclusion, or a sense of purpose.

2. Personalising the Candidate Journey

Recruitment technology allows organisations to personalise interactions at every stage of the hiring process, reinforcing a consistent EVP message.

• Automated Communication: CRMs enable tailored communication with candidates, addressing their specific aspirations and showing how your EVP aligns with their goals. For instance, if a candidate expresses interest in professional development, automated follow-ups can highlight your learning and development initiatives.
• Candidate Segmentation: Recruitment tech can segment candidates based on skills, career goals, or demographics. This allows organisations to highlight the most relevant aspects of their EVP. For example, younger candidates may value work-life balance, while senior professionals may prioritise leadership opportunities.

A personalised experience not only strengthens your EVP but also leaves a positive impression on candidates, making them more likely to accept offers.

3. Highlighting EVP Strengths Through Employer Branding

Modern recruitment platforms integrate seamlessly with marketing tools, making it easier to showcase your EVP through employer branding efforts.

• Analytics for Branding: Recruitment platforms provide analytics to track how candidates interact with your job postings, careers page, and social media. These insights can guide you in refining your messaging and ensuring your EVP is clearly communicated.
• Social Proof: Tools like Glassdoor management platforms can help monitor and respond to employee reviews, leveraging positive feedback as a testament to your EVP’s authenticity.

By aligning your branding strategy with your EVP, recruitment tech helps ensure that candidates perceive your organisation as a desirable workplace.

Real-World Examples of EVP in Action

1. Salesforce: The tech giant’s EVP revolves around innovation, well-being, and social responsibility. Salesforce uses recruitment tech to gather candidate data, ensuring their messaging aligns with what potential employees value most.
2. Unilever: Through its “Craft Your Career” EVP, Unilever promotes personal growth and sustainability. Their use of recruitment analytics allows them to tailor this message to different demographics, ensuring relevance across markets.
3. Rectec’s Approach: Tools like Rectec Compare offer organisations the ability to analyse recruitment platforms that align with their EVP needs. This ensures that every stage of the hiring process reinforces a company’s unique value.

Steps to Craft the Perfect EVP with Recruitment Tech

1. Analyse Existing Data: Use recruitment tech to review feedback from candidates and employees. Identify what they value and where you fall short.
2. Segment Your Audience: Customise your EVP to appeal to different groups of candidates, such as tech professionals or recent graduates.
3. Leverage Analytics: Track metrics like application rates and time-to-hire to evaluate the effectiveness of your EVP.
4. Test and Iterate: Recruitment tech allows you to test different EVP messaging in job postings or emails. Measure engagement rates to refine your approach.

Conclusion: The Tech-Enhanced EVP Advantage

Crafting an EVP that resonates in today’s market requires a blend of creativity, authenticity, and data-driven insights. Recruitment technology not only provides the tools to understand what candidates want but also ensures that your EVP is consistently communicated throughout the hiring process.

By leveraging recruitment tech, organisations can build an EVP that attracts top talent, enhances employer branding, and supports long-term retention goals. After all, in a candidate-driven market, the perfect EVP isn’t just a nice-to-have – it’s a competitive necessity.

The post Crafting the Perfect EVP with Recruitment Tech Insights appeared first on Rectec.

In 2024, artificial intelligence (AI) in recruitment and HR isn’t just a concept; it’s a daily reality. Over the last few years, businesses across the UK have increasingly adopted AI technologies to streamline their hiring and HR processes, adapting to meet growing demands for talent, efficiency, and adaptability in the workforce. But how did we get here, and what does AI really bring to the table?

Early Days: Automating the Mundane

In its early days, AI in recruitment was primarily focused on automating repetitive tasks. Processes like scanning CVs and identifying keywords helped recruiters sift through applications faster than ever. This automation took off because, as anyone in HR knows, hiring takes time—especially when hundreds of applications come in for a single role. AI tools that could identify candidates with the right qualifications cut down screening time, but the technology was far from perfect. Early AI models often relied on keyword matching, meaning qualified candidates could slip through if their CV didn’t fit the exact format the algorithm expected.

This phase helped HR departments save time but didn’t always address deeper needs, like reducing unconscious bias or identifying cultural fit. Still, the groundwork was laid, and the success of early automation led to an industry-wide push to explore AI’s broader potential.

Shifting Focus: AI as a Tool for Fairer, More Inclusive Hiring

One of the most exciting developments of AI in recent years is its use in reducing bias. Despite efforts to create fair hiring processes, unconscious bias remains a reality in recruitment, and AI can help by standardising parts of the hiring journey. For instance, some tools now strip identifiable details (like names, locations, and universities) from CVs before a human recruiter sees them, focusing the process on skills and experience alone.

By 2024, companies in the UK are recognising that AI-powered tools can support fairer hiring. According to the CIPD (Chartered Institute of Personnel and Development), many UK employers are adopting these solutions as part of their commitment to equality, diversity, and inclusion (EDI)​. Removing bias isn’t straightforward—algorithms themselves can learn biases based on the data they’re trained on. But with oversight, companies can use AI tools that help create more equitable recruitment practices, bringing in talent purely on merit.

Real-Time Data: Insights into Talent and Workforce Trends

Beyond hiring, AI has become an invaluable tool for workforce management and planning. Today, AI-driven insights enable HR teams to monitor employee engagement, predict turnover, and even identify development needs. These insights allow organisations to be proactive, addressing issues before they escalate and making HR a strategic player in business planning.

With the rise of real-time analytics, HR teams are empowered like never before. Platforms that incorporate AI can track metrics such as employee engagement, performance trends, and even skills gaps. For example, AI can highlight trends that may indicate a lack of motivation in a department, giving HR teams time to intervene. According to the HR Analytics and Tech survey, over 70% of UK HR leaders report using AI-powered analytics to gain deeper insights into their workforce​.

AI-Powered Interviews: More than Just Video

In 2024, AI-driven interviews have moved far beyond simple video calls. Many organisations now use AI to assess candidates’ verbal and non-verbal cues during digital interviews, with algorithms evaluating responses, body language, and even facial expressions to gauge emotional intelligence and fit. This approach, however, remains controversial. While some argue it can provide an additional layer of insight, others worry about privacy, ethics, and accuracy.

The UK has been at the forefront of addressing these concerns, with the Information Commissioner’s Office (ICO) setting strict guidelines on AI usage in recruitment. Candidates, too, are more aware than ever of their rights, questioning how their data is used and ensuring AI isn’t used to invade their privacy. Responsible use of AI in interviews is now a hot topic among HR leaders who aim to balance efficiency with ethics.

Employee Experience: Supporting Talent from Hire to Retire

AI is reshaping not only recruitment but the entire employee journey. From onboarding to professional development, AI is now a cornerstone of the employee experience. Chatbots, for example, are used in onboarding to answer new hires’ questions quickly and help them get up to speed. For ongoing development, AI can analyse employees’ skills and suggest learning resources or training to help them advance their careers.

Larger organisations are even implementing AI-driven personalisation for development paths. Instead of a one-size-fits-all approach, AI can assess individual strengths and areas for improvement, recommending bespoke training. This model, widely adopted in the UK, empowers employees by offering tailored opportunities, with CIPD research indicating that personalised learning boosts employee satisfaction and retention by nearly 20%.

Generative AI: Shaping the Future of HR with Creativity and Precision

2024 has seen the rise of generative AI in HR. No longer just a tool for automation, generative AI is creating entirely new content, from crafting job descriptions to drafting employee communications. With the power to adapt language for specific roles, companies are using AI to create more appealing job listings and streamline communication.

In a recent study by Deloitte, 89% of UK HR leaders expressed interest in leveraging generative AI for creative tasks, seeing it as a valuable resource to improve efficiency without sacrificing personalisation​.

Generative AI can also assist in building templates for performance reviews, diversity statements, and internal policies, ensuring consistency across the board while freeing HR teams for more strategic work.

UK Statistics: The Growth and Adoption of AI in HR

The adoption of AI in HR and recruitment in the UK is growing rapidly, with research showing that around 60% of medium to large UK businesses now use some form of AI for recruitment and workforce management.

In 2024, spending on HR tech is set to increase as organisations focus on digital transformation, investing in technologies that make them more competitive. The UK’s HR tech market, now valued at over £1 billion, is projected to expand further as AI solutions become mainstream across industries.

The Road Ahead: Challenges and Opportunities

While AI in HR has many advantages, challenges remain. Ensuring fairness, transparency, and ethical use of AI is critical, as is addressing candidates’ and employees’ privacy concerns. In the UK, regulatory frameworks are increasingly guiding AI use in HR, setting a high standard for ethical practices.

Looking ahead, we can expect AI to continue evolving. Future advancements may include better sentiment analysis, improved predictive capabilities for workforce planning, and more sophisticated virtual reality (VR) experiences for onboarding and training. As the UK’s economy remains competitive and globally connected, embracing these technologies while maintaining ethical standards will be key to success.

A Final Thought

The journey of AI in HR is ongoing, with each new development bringing fresh opportunities and considerations. For HR leaders, the balance between efficiency and humanity is paramount. The adoption of AI should be about enhancing, not replacing, the human touch.

If your organisation is ready to explore AI-driven HR solutions, start by understanding the basics, examining case studies, and speaking with experts. Ensuring your technology aligns with your values is the best way to move forward confidently in 2024 and beyond.

The post The Evolution of AI in Recruiting and HR 2024 appeared first on Rectec.

In this episode of Rectec Reels, Henna chats to Dale Parry, CEO at Quadzu. They dive into enhancing the candidate experience, tapping into Dales’ broad knowledge and revealing some top-tips for recruiters!

The post Rectec Reels with Dale Parry, Quadzu appeared first on Rectec.

We think it’s safe to say the whole recruitment industry is feeling the buzz around the match made companionship of AI and ATS. Both have become vital organs in many businesses in their own right, laying foundations in streamlining processes as well as offering invaluable operational and administrative support. But when these guys collaborate, doors that have been locked tight for years seem to be suddenly opening. 

Amongst many other things, leveraging AI in candidate sourcing in particular is acting as the key to achieving a longstanding mission of recruiters. It’s transforming job ads into exciting, energetic artforms, capable of speaking straight to candidates. Seemingly making them feel like a role has been carved out specifically for them and matching the perfect candidate to the role.

So how on earth is it managing this? We believe its main success lies in five of its capabilities. 

Efficient Candidate Screening: 

ATS automates the initial screening of resumes by cleverly categorising candidate information allowing recruiters to clearly see where the talent is. Additionally, AI algorithms help identify the most qualified candidates based on specific criteria, saving recruiters time and enabling you to focus on the most promising applicants. 

Keyword Optimisation for Reach: 

AI-driven tools assist recruiters in making job ad content speak clearly to candidates with relevant keywords. By strategically incorporating these, job ads become more searchable, improving visibility on job boards and attracting a larger pool of qualified candidates. 

Performance Analytics 

ATS provides invaluable insights on analytics of the performance of job ads, tracking metrics such as click-through rates, application rates, and time-to-fill. AI analysis compliments this by giving recruiters information into the effectiveness of different ad campaigns, in turn helping you refine your strategies for better results. 

Diversity and Inclusion Enhancement 

Making a positive, compassionate impression from the off is of utmost importance and AI can help identify potential bias in job ads, promoting the use of inclusive language and reducing unintentional discrimination. Recruiters can leverage AI tools

to ensure job ads are appealing to a diverse range of candidates, fostering a more inclusive hiring process which can perfectly echo the culture of your company.

Talent Pool Management 

ATS systems with AI capabilities can maintain a centralised talent pool by continuously updating candidate profiles based on new data. Recruiters can easily tap into this talent pool for future job openings, streamlining the talent sourcing process and guiding you seamlessly to the best candidates. 

For recruiters navigating the complex terrain of talent acquisition, ATS, with the trusty assistance of AI stands as a must-have tool, weaving together insights, strategies and analytics to transform job ad creation. 

With all of the above in mind, Our in-house software comparison tool, Rectec Compare, is reacting as the industry evolves. The need for a centralised hub linking you to the best software options is becoming paramount. Rectec Compare answers this call by offering a one-stop solution for evaluating, comparing, and implementing CRM, ATS, and the imminent integration of HRIS. 

Amongst many other things, Rectec Compare aims to revolutionise the way businesses approach talent acquisition. It’s not just a tool; it’s a strategic partner that simplifies the decision-making process, ensuring that businesses harness the full potential of cutting-edge technologies in their pursuit of top-tier talent.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complimentary tech marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

The post Using AI in candidate sourcing appeared first on Rectec.

But the recruitment world is in flux and has seen almost every traditional marker of “success” change in the last few years, especially in regards to what unique balance of characteristics, skills and passion makes a top performer and a high-performing team. 

Indeed, there are quite literally thousands of thought leadership pieces on what now constitutes top performance, or what bosses need to do to guarantee top performance – from the rise of soft skills to revamping agile workflows, from unlimited leave policies to de-hierarchies within work.  

But, as any storied HR pro knows, every new workplace policy, tool or metric needs a willing team to make it a reality. And in the realm of performance, being able to identify, engage and hire willing, flexible and ultimately top-performing people becomes central to success. 

So how can modern recruiters – connected more than ever to potential candidates but overwhelmed with the increasingly high-pressure demands of hiring talent – make sure they’re continuing to identify and hire the best-in-class people? 

The trick lies in leveraging what we already know works, and simply using it better.  

What are the markers of contemporary top-performing workplaces? 

In our digitally dominant new normal of hybridity, high turnover, and upward pressure on wages (not to mention stagnant growth and productivity inefficiency) the measure of effective workplace performance has to be more than simple KPI recording, value-added or profit made.

The markers of top performance within workplaces in 2023 are now well established: psychologically safe workplaces, open communication cultures, diverse workplaces, clear feedback and goal setting, and clarity of business purpose.  

These markers have developed in the wake of the pandemic, digital innovation, and the rise of Gen Z into positions of considerable influence. 

But as the markers of business success and sustainability change, so too do the requirements of and pressure on, recruiters to deliver results. Those results are the hiring of the best people for a role, and those people have to be high performers.

What are the markers of a top performer? 

A quick dive into contemporary thought leadership tells you everything you need to know about top performance in 2023.   

According to those paragons of talent identification Indeed, the traits of a top performer are: 

• Positivity
• Goal focus
• Accepts constructive criticism
• Growth-oriented
• Leadership focused
• And, can find a healthy work-life balance.

In HBR’s piece on “How to Spot — and Develop — High-Potential Talent in Your Organization”, they focus on 3 key behavioural metrics to identify top performance: 

• Cognitive quotient (CQ): how they leverage their intellect.
• Drive quotient (DQ): what motivates them and how they apply their energy.
• Emotional quotient (EQ): how they interact with those around them. 

The piece goes on to describe that while “intellect, motivations, and interpersonal style” are key markers of top performance, it’s measuring “how people use these qualities on the job…to gauge…potential, regardless of candidates’ depth of experience” that makes all the difference.  

The mechanics of an ATS, and how it tracks candidates.  

We love an ATS at Rectec. One of the reasons we do so is we intimately understand how critical an ATS is to modern hiring effectiveness, and central to that lies in an ATS’ ability to track candidates in increasingly more effective, streamlined and predictive ways.  

A basic ATS will do the grunt work of automating and highlighting specific talent within a talent network based on scanning and sorting job applications based on specific criteria such as keywords, skills, and experience. Simple.  

But more advanced Applicant Tracking Systems now deploy a range of tools to help identify top performers, and we advise any recruiting team or HR leader to consider the following elite ATS solutions as a must-have in a recruiting toolbelt: 

• Ultra-define your job requirements, criteria and keywords: the first stage to truly maximising your ATS output is by not expecting your ATS to do all the heavy lifting for you. The most effective way to do this is by utilising customisable ATS platforms that let you prioritise or rank applicant potential by giving different keywords or criteria certain values. This creates a more fluid, more personal system of talent identification based on a unique prioritisation of skills. 

• A CV isn’t perfect: by this, we mean setting up your ATS to not immediately disqualify a candidate because of a missed word, a spelling error or quirky formatting. As any effective modern recruiter knows, CVs are simple vectors for talent identification – they are not the ultimate arbiter of talent appropriateness, skill or potential. Creating processes of inclusive, rather than exclusionary, keyword vetting will help identify more quality candidates.  

• Contact keyword evolution: an ATS should never be a fixed asset, nor should the criteria you judge candidates by stay stuck for months on end. Creating a simple keyword analysis drumbeat – and fixing dates of keyword evolution into your process planning – should make sure your candidate vetting is up-to-date, fair, and ultimately competitive.  

• A self-contained employer brand ecosystem: some ATS providers can create a seamless employer brand and hiring ecosystem, bringing together sometimes disparate employing tools to create a market-leading hiring environment. This means creating career pages that include pre-vetting questionnaires, employer brand videos, glassdoor reviews, FAQs and employee testimonials, with easy-to-access application calls-to-action. 

• Don’t forget internal communication and the power of advocacy: it’s easy to think an ATS is an outward-facing talent magnet. But an ATS can also target company employees, automating new opportunity emails, and sending them directly to specific employees in an effort to leverage their contact network. Top performers tend to know top performers, so forget your internal network at your peril.  

The sheer variety and customisability of Applicant Tracking Systems means not only can applicants be contacted faster, and with more personalisation, but they are more accurately shortlisted and prioritised. In effect, the cream rises to the top. 

The bottom line. 

The true effectiveness of an ATS lies in any given company’s ability to identify their own needs, and critically analyse where maximum new hire impact can be made. 

But hiring the wrong person for a role is more often than not worse for company health than hiring no one at all, so accurate vetting is more important than ever.  

If you’re looking to identify the Best Applicant Tracking System for your business, then be sure to check out our comprehensive guide to the Best Applicant Tracking Systems (2024).

In the war for talent, an ATS is the perfect weapon – not only can the nuts and bolts of candidate contact and talent maturation be managed, but they can be leveraged to truly source, engage and pre-vet top performers.  

 A quick, responsive process is what you need to attract and engage the best talent. 

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business. 

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As usual, we were surrounded by the great and the good in the recruitment, HR and tech world – visionaries and industry stalwarts both, decking out the good halls of Ashton Gate and connecting with inhousers across the South West and Wales.

The IHR Bristol event was, as always, a smashing success – not only were we able to engage with new users of Rectec Compare, but we were able to fly the flag for our vendor partners via our stacked Swag Table and reconnect with co-exhibitors who are partners on our Comparison and Marketplace platforms.

The story of the show. 

Every show has its rhythms and its stories, driven by guests, speakers and exhibitors all coming together to share best practices and bond over our little slice of the HR world. 

We’ve found in the few years of hitting the event circuit that every event becomes somewhat of a recruitment culture weathervane. As Rectec is tech-agnostic, our exhibit becomes a focal point for free-wheeling ideas-sharing over tech, the future of recruitment, talent and tech snags, tech purchasing pain points and how the industry is changing in the hybrid era.

The story of this year’s IHR Bristol was all to do with assessments, and how assessment tech has fast become the front line of recruitment agility and specificity in the war for talent.

Assessment technology – what is and why is so important?

Bolstering recruitment efforts with assessments is hardly anything new – almost everyone reading this blog will have at some point have had a skills test or a technical thrown at them during an interview process. 

So why are assessments suddenly a hot topic? Do people actually want more assessment tools, or simply ones that work better? And perhaps most importantly, how is assessment data being utilised and does it really make any difference to hiring outcomes?

Context is, as with everything, key. We’re going to look at the answers to the above and more through two contextual lenses – Big Data, and how it fundamentally makes assessments better; and candidate connection in a hyper-personalised recruitment environment.

The war against siloing Big Data, and the future of candidate skills development. 

Big Data has the potential to revolutionise every digital touchpoint across the hiring spectrum. But speedy integration or grasping at the most accessible or affordable plug-and-play solution will not improve hiring outcomes without understanding how, where and why data is so important. 

Assessment platforms are absolute troves of data, but the first mistake anyone can make when considering the use of data assessment tools to gather, clean and use data is siloing.

By this, we mean consciously limiting what data can do and where it can be applied.

This is done typically by only using assessments – and the data gleaned from answers to those assessments – at one point in the interview process.

The data generated by assessments is so much more valuable when utilised in a long-term L&D strategy. Think of it this way – assessment answers give a snapshot of candidate ability in a single moment, and that moment decides whether or not a hiring manager hires or doesn’t hire that person. 

But the results of that assessment – the data that shows an employee’s strengths and weaknesses in high definition, and how competent they are in any given field – provide the foundation for long-term talent skills development.

Assessment data, when seen as part of an employee development strategy, is the compass that drives improvement. Assessment Big Data provides that foundation. It sets a developmental context and a benchmark for staff investment and skills improvements. And, as any good recruiter knows, investment in staff development is talent retention gold dust.

This is why so many guests to our IHR stand were talking about assessment tools and the development of assessment strategies – when recruitment has become more competitive, faster, more digitally dominated and more expensive, being able to deploy candidate assessment data effectively, at scale, has become a must-have tool in the recruiter tool belt.

The cult of hyper-personalisation.

Assessment tools can help build employer brands, set a high standard for technical framework gatekeeping and correctly infer who is the best fit for a job. 

But to truly connect with a potential employee requires a connection beyond the brand – it requires the building of a perception of competence, competitiveness, positivity and personalised services in an employer by a candidate. 

Agile, AI-powered tools are becoming key here, and sit at the forefront of creating a more personalised culture of recruitment. The foundation for this new, personalised era of recruitment lies in adapting to the strengths, drivers and motivations of each employee via a range of agile assessment tools. 

From behavioural and cognitive testing and AI-powered job matching, to personality motivation benchmarking, image-based personality assessments and more, forward-thinking recruiters understand that “personalisation” has to be more than a slogan – every candidate touchpoint has to be powered by it, and every candidate has to know why and how their information is used to power not only their application to a job, but their whole career.

This is what assessment tools can give if leveraged in the right way. And at IHR Bristol it was the hot topic!

 A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post Assessment, Big Data and Personalisation – what we learned at IHR Bristol 2023! appeared first on Rectec.

Let’s set the scene – you’re an agency head on the hunt for a new Recruitment CRM. 

What makes a CRM platform good? Is there a formula for creating, or sourcing, a communicative platform, tool or app that strikes the right balance of savvy UX and novel UI, modern design and simple usability?  

What bizarre alchemy of tech, design and content makes a digital tool impossible to ignore? And crucially, how do you know if the platform meets your needs, within your budget? 

A quick Google and you’ll find a lot of advice about what makes a digital platform, or ecosystem of platforms, simply work better than others. Some examples include: 

• Locality, big data and competitive awareness as the winning formula – MIT Sloan. 
• Flexibility and independence are key to platform success – McKinsey. 
• Interoperability with other platforms and partnerships will win the tech day – Bain. 

All good advice, of course. But each point above speaks to hiring success in the face of modern technical challenges – challenges that, if not addressed, can hamper platform adoption, and in our neck of the woods ultimately candidate attraction and hiring feasibility. 

So let’s hyperfixate on how challenges to successful Recruitment CRM implementation can manifest, and how eagle-eyed Recruitment business leaders can pre-empt those challenges to create a culture of seamless platform adoption and integration. 

What are the primary challenges when it comes to implementing a Recruitment CRM? 

We believe that recruitment agency heads should be aware of 5 primary challenges to successful Recruitment CRM adoption.  

They are: 

• Forget the end-user at your peril.  
• Integration without preparation = failure. 
• Assess the vendor roadmap and constantly strive to improve platform performance. 
• Data is your friend, not your foe. 
• Platform customisation and segmentation will elevate performance. 

Integration without preparation = failure. 

• Many, if not all, CRM vendors will take the lead when it comes to platform integration with your existing stack (more on vendor feature roadmaps and platform evolution below). 

• Successful integration takes time and user buy-in, feedback and step-by-step learning, all of which needs to be prepared for, with time set aside to commit to it.  

• Effective Recruitment CRM integration is both a technical process as much as it is a human one, so responsibility should always be taken to prioritise pre-existing user understanding, training and development pathways for all stakeholders. This will guarantee seamless platform use, better candidate communication and ultimately better hiring outcomes. 

Assess the vendor roadmap and constantly strive to improve platform and user performance. 

• Watch the roadmap! 

• This is something we could not champion more – a vital requirement for any technical lead on any implementation project is to work closely with the CRM provider, monitor their product roadmap, watch for new features, and take the time to assess the value they can add to your business. 

• In short, keep your vendor close. Try to understand the product roadmap to see how your recruitment organisation can benefit in the future.  

• This is also essential for CRM auditing purposes, as every vendor partnership should be judged on its merits and effectiveness, and if the roadmap is heading in a direction that may not be right you can spot this ahead of time and either work with your CRM provider on platform development, or consider a new path forward. 

Data is your friend, not your foe. 

• Your new Recruitment CRM is where recruiting data and hiring strategy collide.  

• To get the most out of any digital tool, especially one that is linked to your candidate base and talent pools so intimately, you need to know both how the tool works, and what successful use of that tool looks like.  

• Without a totalising, visualised idea of what success means in the context of your new Recruitment CRM, you’re working blindfolded. You need to create clear lines of performance expectation, based around how the platform works, and what it’s able to do. 

• Data analysis + strategy = the best utilisation of your new platform. 

Platform customisation and segmentation will elevate performance. 

• This is one for the project and implementation managers – approaching Recruitment CRM implementation with a one-size-fits-all mindset will simply not work.   

• You must have a critical understanding of the breadth of services and tools available from your CRM. What a particular platform offers – those USPs that differentiate it from the competition –  are the key to understanding success and are the reason why you chose a provider. 

• Success in this regard looks like this – remain as open-minded as possible to learning new ways of working. Use your new Recruitment CRM platform’s segmenting tools to build task management that elevates performance. Reduce the possibility of creating a generalist culture of surface-level platform usage and limited recruitment impact by utilising every asset available. 

Forget the end-user at your peril – training, upskilling and the push for continual improvement, 

• The simplest way to put this is that users need to understand all of a platform’s functions to really get the best out of it…but they need to do so through the lens of continual learning.  

• Upskilling isn’t a plug-and-play asset to give to staff. It requires time and effort to learn, iterate, and perfect platform performance.  

Successful Recruitment CRM adoption starts with strategy. 

As a final thought, we want to briefly open the door a little more to how recruitment business leaders should position their team to make the most of any new Recruitment CRM platform. 

A not insignificant element of any recruitment strategy lies in understanding typical recruitment or HR platform user challenges – the user pain points, the integration issues, and the recruiting dead zones – that make for rough going.

But, when these pain points are mastered, an entire operation is elevated.  

Behind every click of every screen, every candidate screening and every automated email sent to cold leads lies a clearly defined user/candidate strategy – a singular plan to engage, enthuse and drive a user/candidate into a meaningful experience with a company.  

This connection – this strategy – sits at the soul of UX.

So we especially urge users of Rectec Compare to clearly delineate their strategic needs and reasonings for buying a new Recruitment CRM before diving into our Comparison service, or engaging any vendor in a demo. Learn where those user pain points are, and plan where improvements can be made across the adoption matrix, and you’ll find the whole procurement and impletementation process runs quicker, smoother and often under budget.

The bottom line. 

If implemented well, a new Recruitment CRM can revolutionise recruiting.  

If implemented badly, without strategy, forethought, expertise and leadership, the wheels fall off. 

Within the storied halls of recruiting firms and staff agencies worldwide, the adoption of a new Recruitment CRM platform should be cause for optimism – and, to a large degree, being ahead of the challenges of new platform adoption and understanding key implentation challenges is the absolute key to success.

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs.   

From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business!  

The post What are the main challenges when it comes to Recruitment CRM implementation? appeared first on Rectec.

But the power of managers and business leaders to impact change where it’s most effective – in the establishment of cultures of support and data-led performance handling – cannot be overstated. 

So how exactly can managers help reduce Imposter Syndrome in work, and improve the mental and behavioural health of their people and workplace at the same time?

What is imposter syndrome?

• “Imposter syndrome (IS) is a behavioural health phenomenon described as self-doubt of intellect, skills, or accomplishments among high-achieving individuals. 

These individuals cannot internalise their success and subsequently experience pervasive feelings of self-doubt, anxiety, depression, and/or apprehension of being exposed as a fraud in their work, despite verifiable and objective evidence of their successfulness”.

In short, Imposter Syndrome is self-doubt made manifest. That manifestation can take on many iterations, from surface-level drops in confidence to more serious bouts of depression and illness. 

Crucially, Imposter Syndrome is a form of self-esteem blindness – even when confronted with proof of good work done, targets hit and promotions earned, the feeling of being a fraud persists. 

If not approached with candour and empathy, these feelings can seriously negatively affect career progression, team cohesion and productivity, not to mention team and personal morale, and individual mental health.

What are the tell-tell signs of Imposter Syndrome?

According to BetterUp, there are 7 primary signs someone is suffering from Imposter Syndrome. 

• “Self-doubt.
• Undervaluing personal contribution.
• Attributing success to external factors, rather than their own hard work.
• Sabotaging self-success by only seeing failure, thereby reducing effort and creative application.
• Setting unrealistic expectations, thereby never living up to your potential by setting goals that can never be hit.
• Continuous fear of not living up to expectations, and believing challenges can never be overcome.
• Burnout, and the complete, confused, expenditure of energy and passion in search of something that can never be found”.

An interesting further read is Very Well Mind’s Five Types of Impostor Syndrome, which summarises researcher Dr Valerie Young’s teachings on Imposter Syndrome, and her development of 5 personas that illustrates how imposter syndrome manifests. 

An example of one is:

• “The Expert – The expert feels like an imposter because they don’t know everything there is to know about a particular subject or topic, or they haven’t mastered every step in a process. Because there is more for them to learn, they don’t feel as if they’ve reached the rank of “expert.”. 

When you combine the 7 points listed above with the personal below, you can see signs of continuous fear of not living up to expectations, setting unrealistic expectations and sabotaging self-success mindsets.

Who suffers from Imposter Syndrome?

Anyone can suffer from Imposter Syndrome – despite some manifest commonalities, each person suffering from it has their own unique mixture of self-doubt and job-related negativity, and moments of self-assessment and clarity despite it. 

Referring again to the BetterUp article mentioned above, there are some universally understood causes behind “cognitive distortions” like Imposter Syndrome, such as:

• Critical family environments.
• Critical social circles and peer groups.
• A dysfunctional sense of group belonging or social exclusion.
• Introverted personalities.
• Clinical issues, such as suffering from depression or anxiety.

Leadership and Imposter Syndrome.

It comes as no surprise that for all the mental health support and wellbeing strategies you put into a workplace, the actions of leadership figures (and mentors especially) will have an outsized impact on the morale and self-esteem of workers.

HBR offer a fantastic overview of Imposter Syndrome in a two-part article series. Their second piece – End Imposter Syndrome in Your Workplace – provides hands-on guidance for leaders looking to build more supportive workplaces and communicative cultures based on positivity, results, impact and personal celebration. 

Their main points of attack are:

Pivot the language employees use to describe themselves.

• “Honest conversations about what it takes to “win” in your company culture can help your team members adjust inaccurate self-assessments. Share your own experiences of imposter syndrome and highlight the conditions that triggered that response, such as chronic underrepresentation, uncredited work efforts, and microaggressions”.

Leaders should always be aware of how their words and actions are construed, and the implications of their leadership style will be driven in large part by the standards they set for communication, feedback, active listening, and company behaviour. 

Be honest about the impact of bias.

• “Discrimination and bias shape our expectations of how leaders should look, sound, and act, making an invisible impact on seemingly neutral terms like “professionalism”.

Bias affects everyone, but through the lens of Imposter Syndrome, it can have a huge effect on the self-esteem of female workers and female workers of colour. Leaders have a unique ability – and responsibility – to assess and admit where bias makes the most impact.

Reduce biases against women of colour at work.

• “Women of colour make up 89% of the net new women-owned businesses per day, despite only comprising 39% of the total female U.S. population. Despite wide disparities in women of colour’s access to capital for these businesses, many find they would rather take the risk to escape from toxic and biased workplace cultures”.

Again, Leaders are uniquely placed to source and find solutions to biases against women of colour at work by “reinforcing their own belief in their abilities and chances of success, using phrases like, “I know you can lead this big project; I’ve seen you succeed before and I believe in you”. Make support tactile and visible!

Be data-driven and rigorous.

• “Measure employee sentiment through anonymous feedback surveys…(and) assess your organisation’s performance criteria and average time to promotion”.

If you’re finding “the last 10 promotions were largely of white men, and their average time-to-promotion is much shorter than that of women and people of colour”, then a uniquely racial flavour of Imposter Syndrome will become manifest. 

Extend that framework over any level of bias, from age to religion to gender, and you’ll find Imposter Syndrome explodes.

Quit gaslighting and listen.

• “Managers must be transparent about the organisation’s locked doors…Honesty reciprocates. Listen to your employees without doubt. It’s the work of managers to leverage their influence to open doors for their employees and keep them open for others like them”.

In short, take responsibility for supporting and listening to your team, and don’t pull the wool over their eyes in regard to how you can help them develop their career or skills. 

Sponsor and mentoring.

• “We’ve completely failed to take into account the role of all that constant reinforcement and encouragement in making men ‘confident’ and self-promoting.” Men, especially white men, learn that confidence from the reinforcement they receive in the workplace”.

It’s clear as day that many modern workplaces support and elevate men more than anyone else. So the obverse is true, too – “In environments where we receive the sponsorship we need to succeed, there’s more likelihood that we will, without expending energy determining whether and how to belong”. 

Set up accountability mechanisms for change.

• “Organisational change becomes sustainable and effective when managers at all levels are held accountable to those changes”.

The ability of leaders to beat Imposter Syndrome is the sum of their adherence to structures and cultures put in place to support and mentor workers, to reduce the impacts of bias and gaslighting, and to light a way for career growth. 

In short, they have to live and breathe the behaviours, discipline, and positive self-assessment they want to see in their senior leadership teams and in their employees. 

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs. 

From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business!

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