Job candidates

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Decoding DE&I: How Candidates Can Assess Inclusion In Workplaces



In today's dynamic landscape, diversity, equity, and inclusion (DE&I) have become more than buzzwords. They're intertwined into the constitution of successful organizations, fostering innovation, driving productivity, and, perhaps most importantly, attracting top talent. But for job seekers, navigating the nuances of company culture and assessing its genuine commitment to DE&I can be tricky.

Therefore, how can the candidates confidently step into an interview and try to assess a company's DE&I commitment but also amplify their own contribution to an inclusive environment? Here are some key lessons I've gained throughout my career:

1. Do Your Research


Serious woman on laptop researches a company's DE&I

Before the interview, delve deeper than the company website. Look for news articles, social media posts, and employee testimonials that paint a picture of the company's DE&I initiatives. Are there leadership development programs specifically for underrepresented groups? Actively search for evidence of their commitment beyond statements.

2. Ask The Right Questions


Man asks about DE&I in a job interview

Don't be afraid to ask questions, and, especially, don't shy away from directly addressing DE&I. Prepare beforehand and skip the generic, "Are you an equal opportunity employer?" Ask about specific policies, programs, and metrics they use to track progress on DE&I. Inquire about their approach to unconscious bias training and their commitment to creating a psychologically safe space for all employees. Use the data you gather to your advantage during the interview process.

3. Observe The Interview Panel


Man looks at hiring managers during a panel interview

Pay attention to the composition of the interview panel. Does it reflect the company's stated commitment to diversity? If the panel is homogenous, it might be a red flag. However, remember that a diverse panel doesn't automatically guarantee an inclusive culture. Look for genuine interaction and respect among the interviewers, regardless of their backgrounds.

4. Trust Your Gut


Woman thinks about the company's DE&I during a job interview

Pay attention to the overall tone of the interview. Do you feel comfortable expressing your opinion? Are you being listened to with respect? Are the interviewers genuinely interested in your unique value proposition? While a single interview can't give you a complete picture, your intuition can be a valuable tool in assessing the company's DE&I landscape.

Assessing a company's DE&I is about seeking an environment where you can thrive, contribute your authentic self, and feel valued for your unique perspective. By doing your research, asking the right questions, and sharing your own story, you can not only gauge a company's commitment to DE&I but also amplify your own contribution to creating a more inclusive workplace for everyone.

We must always strive to build a future where every voice is heard, every talent is valued, and every individual has the opportunity to reach their full potential.

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Decoding DE&I: How Candidates Can Assess Inclusion …



You've probably heard the term best fit or ideal candidate quite a bit if you've been applying for new jobs, submitting college applications, or simply sifting through your long-term career goals. Employers know who they want, and usually what they want, in the hiring process. However, sometimes that's not always clear on the other end and candidates can find themselves with many mixed messages.

Aspiring to be the perfect fit for a new position is a job in itself. After all, nobody's perfect, and everyone is unique. But what do you do when you've received the infamous rejection email for the umpteenth time? How will you possibly bounce back from not being the best fit after nailing the first or second interview, time and time again?

Here are a few ways to grow as a candidate and own not being the ideal fit:

Avoid Displacing Anger


Man gets mad after receiving a rejection email for a job he applied for

If you can't express appreciation or thanks to the hiring manager after receiving the job rejection, then you need to take a step back and go for a walk.

Never communicate with a recruiter, hiring manager, or anyone else in the hiring process while under the influence of anger. You may say something that could damage your reputation and cripple your career. It's okay to feel hurt after putting in time for an opportunity you really wanted, but save those emotional feelings for close friends or family.

Learn About The "Ideal Candidate"


Woman on laptop reads a letter of feedback from a hiring manager

Following the job rejection, it's okay to ask the hiring manager for some feedback about what you were lacking as a candidate, and how you can improve for future job opportunities.

When asking a hiring manager for feedback, it's important to be professional and not too pushy about it. If they don't respond, or decline to respond, just let it go. Not everyone is comfortable with or has time to give feedback.

However, if they do provide feedback, the information could be invaluable.

Not only is it good to know who you're competing against, but it's also good to assess what other candidates have in common, and what traits your dream company looks for in candidates. Why? Because you'll be able to better understand if you fit in.

For example, if you have a hard time taking charge of tasks on your own but find yourself applying for jobs that offer little structure or support, you might not be the ideal candidate for the job.

Don't Let Rejection Stunt Your Growth


Let's say you didn't get the design job of your dreams despite having a portfolio with years of obvious hard work. So what? Use rejection as a way to perfect your skills and toughen your skin. Maybe you were just one year shy of the necessary job requirements, or maybe your skill set needs some fine-tuning.

This is all perfectly okay. Sometimes we don't get the things we want because we're not ready. Remember, the company isn't saying "No, not ever." They're actually saying "No, not today." You could re-apply to the same company later on and get the job. It's important to keep the lines of communication open.

Don't let your job search get in the way of your personal growth. There are always opportunities available for professional development and upskilling—you just always have to be open to those opportunities.

Just because you weren't the ideal candidate initially, doesn't mean you won't be in the future.

Need more help with your job search?

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This article was originally published at an earlier date.

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What To Do When You’re Not The …



With such a competitive job market, it makes sense to work on the way that you present yourself and come across to prospective employers. There are many different things you can do in this respect, but we have come up with five ways that should be easy enough for you to implement.

If you use the tips listed below, you should be on your way to making yourself a more attractive job candidate, and could even land the job you have been lusting after...

1. Give A Great First Impression


The first thing you will want to look at is your resume or CV, as this is the document that an HR team will scrutinize and analyze to get an idea of you and your skills. There are many resources online that can be used to improve your resume or CV, and there may also be clinics and seminars held in your local area or online. It is also worth asking your friends and family if they know any recruitment specialists as they may be able to provide you with some pointers.

2. Prove You Are A Safe Bet


Woman interviews a remote job candidate

Another aspect of becoming a more attractive candidate is showing that you are safe and trustworthy, and stay within the law. Basic disclosure checks are ideal for this; there is plenty of information available online about how to get one. As an individual, you can get a basic disclosure; however, in some sectors, an employer may be required to get a standard or enhanced check on your behalf.

Having good references is another way to prove you are as good as your resume or CV says you are, which leads us to our third point...

3. Provide Brilliant References


Hiring manager reads a job candidate's references in an interview

Many people only consider references once they have a conditional offer (meaning that you have succeeded in your interview but the employer wants to carry out checks before confirming a full job offer). However, this should be something considered at a much earlier stage as it means that you can ensure that your references fully understand you, your desired career path, and the important points to cover.

Ask whether they could provide you with a short version of a reference for your LinkedIn profile (aka a LinkedIn recommendation).

4. Demonstrate Extra Skills


Woman reviews a resume

It is always a positive thing if you can go above and beyond a job description, so get thinking about what extra skills you can add to the job. Whether this is a full and clean driver's license or an extra qualification, make sure that these are listed on your resume or CV and are communicated on your cover letter where appropriate.

5. Be Respectful


Job candidate shakes the hiring manager's hand before a job interview

Finally, you should always ensure that you act professionally and respectfully when you are on the hunt for a job. Being too pushy, lazy, or hostile can get people’s backs up and will be unlikely to get you an interview or a job offer. Whilst it is acceptable to follow up on how your interview went and so on, remember to find the balance between getting feedback and being pushy—it is a fine line that you won’t want to cross.

Also, keep in mind dress codes and timeliness whenever you are attending an interview as these are easy boxes to tick.

In a competitive job market, you can't afford to make small mistakes or pass up opportunities to shine. Become a more attractive job candidate to employers by following the tips above.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

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5 Easy Ways To Make Yourself A …



A good job description is priceless in the hiring process. Many hiring leaders struggle to create job descriptions that attract the right candidates. What should you include in a job description to spark interest and find the perfect candidate for the job?

In this article, learn from members of Duffy Group on how to write compelling job descriptions that attract the right candidates. You'll discover practical strategies for creating job postings that effectively communicate job responsibilities, qualifications, and company culture, leading to increased interest and better hiring outcomes.

Develop The Company's "Sizzle"


Hiring leaders often start the recruiting process by developing the mechanics of a job description. However, a job description without attraction often fails to tell a compelling story about the position's value. There are several steps to increase awareness and interest in a post.

First, develop the company’s sizzle. The sizzle is an authentic representation of your company by expanding on the job's exciting features, resulting in the chances it will resonate with suitable candidates. It begins by establishing a framework of critical questions directed to the hiring leader.

At Duffy Group, our framework is built during the first step of the recruitment research process, the strategy development. Recruiters ask targeted questions and assess the new role situation with the hiring manager before marketing any position. The objective is to expand on the duties and responsibilities of the job to create a buzz and bring the job description to life.

Another necessary ingredient is ensuring the hiring process quickly identifies the applicants with the right motivation and gets them anchored on the attractive features of the job as quickly as possible.

Georgia Musgrave is the VP of Strategic Initiatives at Duffy Group. She educates leaders on the value of "passive talent" as a means of attracting the best human capital to their company.

Tell A Story


Recruiter / hiring manager on laptop creates a job description

I recently met with a group of HR and talent leaders at a conference. One of the pain points they shared was not posting job descriptions that were enticing enough for candidates to apply. They were looking for ideas to not make their job descriptions look so mechanical with the job responsibilities and requirements listed. I began to ask them questions to learn more about the entire opportunity and not just the day-to-day responsibilities and requirements.

Examples of the questions included in addition to salary, bonus, and benefits:

  • Describe the company culture, style, values & traits of people who've had success here.
  • What are the company characteristics that would entice a candidate to come aboard?
  • What are the key strategic issues you are working on?
  • What is the hiring leader's background?
  • What makes this group attractive to a potential candidate?
  • What might distinguish this group from similar departments in other companies?
  • What is your leadership style and approach?
  • Is the position remote or hybrid?
  • Is the position a newly created position?
  • Are there direct reports? How many, and what are their titles?
  • What are the career growth opportunities?

It is quick and easy to post a job description the way it is written. I suggested telling a story about the whole opportunity will give the job seeker a reason to be interested and apply.

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.

Utilize The "Location" Section


Job description concept

If you want to recruit the very best talent, then you need to make sure you have the very best job descriptions to share with candidates. Job descriptions can be used to attract active job seekers by being used in job postings, but when it comes to recruiting the passive job seeker, you need a job description that is going to catch their attention. The job description should include information on the company, the position, the requirements, and if the position offers relocation, the location as well.

Many recruiters and hiring leaders neglect to utilize the "location" section on a job description as a way to attract candidates. It’s important to include a location section that includes the address, as well as a good description of the city and state. It’s important to do some research on the location. The Chamber of Commerce and tourism sites are great resources. Make sure to describe the location in a way that the candidate can picture themself relocating there.

We have had a lot of success recruiting to locations that are not necessarily "attractive" by reputation but when we highlight the positive attributes and share data, statistics, and even photos, we’ve been able to generate interest in traditionally hard-to-recruit-to locations.

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Share Compensation & Benefits


Recruiter / hiring manager on laptop writes a job description

Job descriptions can be extremely detailed, with long lists of responsibilities and required skills. Disclosing and promoting pay and benefits in your job description can be a valuable recruiting tool and make the process more efficient overall.

Here are five things to consider when sharing compensation and benefits in your job description:

  • Compensation is typically the most critical concern when job seekers search for work. So if they don't find the salary information they need, they may not waste time reading the job description.
  • Pay transparency (now required by law in some states) saves recruiters the time and energy of searching through candidates who will never accept the job, as candidates will self-select out when the compensation is too low.
  • When companies are more upfront about salaries, it can help create trust. Candidates feel more respected and apply more when there is more information.
  • There's more to compensation than what's on a paycheck. List all of your benefits and perks—depending on the candidate, some will resonate more than others.
  • Out-of-the-box examples: signing bonuses, stock options, flexible work schedules, mental health benefits, learning & professional development, ERGs, volunteering, dress codes, PTO, holidays, gym memberships, and pet insurance.
Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Emphasize The Company Culture


Job description concept

Think back to high school when your English teacher would knock points off your essay because you stuffed it with common cliches. Well, it happens with job descriptions too. “Work hard, play hard,” “Fast-paced environment,” and “We’re all a big family.” The meaning is lost to candidates reading them.

In Duffy Group’s job descriptions, we highlight our core values. One of our core values is to promote work-life balance. Our work-from-home program gives our team members the flexibility of managing their day-to-day activities, with home office support that offers the tools to conduct day-to-day operations. A result of this benefit is increased productivity, team member satisfaction, and retention.

Make sure your social media supports your company culture; candidates are looking at your website and social media to ensure you walk the talk when it comes to culture. Your job description is a piece of your story. You want candidates to be curious to learn more about your company.

Kathleen Duffy is the founder, CEO, and president of Duffy Group. The company's vision is to elevate recruitment research as an alternative to contingent and retained search. Since its founding, Duffy Group has been a remote workplace and a culture of work/life harmony.

Need help recruiting talent for your organization? Check out Duffy Group today.

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Recruiter Spotlight: How To Create A Job …



A lot of job seekers worry about how other candidates are performing in job interviews. However, if you are too concerned about your competition, it can affect your own performance.

After all, there is no point worrying about stuff you have no control over. You can only focus on doing your best. Having said that, here are some of our top interview secrets on how to be more confident in a job interview and stop worrying about your competitors:

1. Focus On Your Unique Abilities


Man tries to beat the competition in a job interview

We all have something we are really good at, and this is what you need to focus on during a job interview. This is your specialty—the service you provide to employers.

You are a business-of-one. In the job interview, you need to articulate how you will make or save the company money with the service you provide. Whether it is your strong analytical skills, ability to win clients, or experience in running marketing campaigns across various countries, focus on what you bring to the job and always back up your answers with examples.

2. Provide Specific And Tangible Examples


Woman tries to beat the competition in a job interview

Most people have a mediocre resume that doesn't show recruiters why they are a strong candidate. The way to avoid that is to provide specific, tangible examples of what you've achieved in previous/current jobs that would be relevant to the job you're applying for.

In a job interview, you'll probably be asked a few behavioral interview questions that require you to provide an example in your answer. Use the "Experience + Learn = Grow" model and the STAR technique so your answers are clear, concise, and structured.

3. Use Evidence And Concrete Examples To Back Up Your Statements


Man tries to stand out from the competition in a job interview

A continuation of the previous point, it's important to back up every statement you make with numbers. This is especially true in regard to your resume, where you should be quantifying your work experience.

Numbers are great for demonstrating your skills and expertise. Did you increase revenue or save time? How did you improve processes or procedures? How many clients did you deal with/win every month? You definitely want to have a few stories prepared related to the job description using the STAR technique.

4. Demonstrate Your Soft Skills


Woman tries to stand out from the competition in a job interview

People hire people they like. During a job interview, you'll want to demonstrate that you have good communication skills, know how to deal with people, have integrity, and so on.

The truth is employers hire for three things: personality, aptitude, and experience. You could have the right experience for a job, but if the hiring manager doesn't think your personality is a good fit for the company culture, you probably won't get the job offer. So, make sure you demonstrate your soft skills to prove you're the best candidate for the job, not just the most qualified.

5. Forget About The Competition


To make competition irrelevant in your job search, simply stop worrying about other candidates. You don't need additional stress when looking for a job. Focus on what you can bring to the company instead.

If you're confident in yourself and stop worrying about the things you can't control, you'll have the right mindset to conduct a successful job search.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.


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5 Interview Secrets That Will Help You …



Warby Parker, the uber-cool retailer of prescription glasses and sunglasses, had an insight: glasses are too expensive. The company used this premise to craft a story and build a brand.

Disney uses storytelling successfully, too, by helping families imagine the magical moments they will create at one of its entertainment parks.

Good stories evoke emotion and inspire action. Translated into business, a good story can also attract top talent and help existing staff understand, embrace, and put your company’s mission into practice.

So how can you create a compelling narrative that piques the interest of job candidates and gets them over the finish line to work for your company?

Here are five steps for incorporating storytelling into your recruitment efforts:

1. Take A Fresh Look At Your Company


Business storytelling concept

When was the last time you took a 360-degree look at your company? No matter how long you have worked there, taking a step back and looking at your company through a fresh lens can benefit your recruitment efforts.

At Duffy Group, our storytelling process starts by completing a detailed intake form to learn as much as we can about our clients. This includes the company’s organizational structure and business goals, what distinguishes the firm from others in the industry, what the culture is like, and even what causes the company supports in the community. This is followed by an on-site visit to get a firsthand look at the business in action, see the company’s workspace, and meet the people who work there.

Consider doing the same. You’ll be surprised at what you learn.

2. Put Yourself In The Candidate’s Shoes


Recruiters / hiring managers talk to a job candidate during an interview

Why would a new hire want to work for your firm? What are the perks and what makes the work fulfilling? How do other team members feel about the company? What do they like best and what makes them stay?

Whether you work with a recruiter or handle recruitment internally, this process can be illuminating. You may take your company’s flex hours, remote workdays, or community giving for granted, but these benefits can be differentiating factors.

3. Use Your Company’s Mission As A Selling Point


Recruiter / hiring manager talks to a job candidate during an interview

Build your recruitment story around your company’s mission. That doesn’t mean slapping your company’s mission statement on your website. Instead, put the mission into context and bring it to life with data points and real-life examples of why customers flock to your company and why employees love working there.

Not long ago, our Duffy Group team helped a nonprofit serving special-needs children hire a new CEO. The board of directors preferred hiring someone with a special-needs child, a preference you would never include in a job description. In our story, we explained why this was important and then pitched it to our trusted network to find the ideal candidate for the job.

4. Find Your Voice


Storytelling, voice concept

When telling your story, it is important to find your company’s unique voice. It must be authentic and reflect the core values of your company. It should reflect your brand and be consistent with the story you share with staff and your company’s external marketing. Most important, it must create a meaningful connection with candidates.

5. Customize The Story For Your Audience


Recruiter / hiring manager utilizes storytelling while talking to a job candidate on her laptop

Although the overall theme of your company’s recruitment story should never change, you can customize elements of the story to speak to different audiences.

To help a law firm client woo a highly prized senior tax accountant from a large public accounting firm, we wrote the firm’s story and the candidate’s story. The firm offered knowledge-based growth, potential career advancement, and a 45-hour workweek. The candidate wanted multi-focused learning opportunities in a new field with the potential to grow his career. It was a perfect match, made possible by knowing what each side valued most.

Some final thoughts: Remember that a good story is memorable, so use powerful words and examples that give candidates a clear and visual idea of the working environment, the job, and the contributions they will make to the company.

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Looking To Find Your Next Great Hire? …



As we move beyond the pandemic, many businesses ask employees to return to the office. Despite two years of hybrid and flexible work arrangements, many employers emphasize the value of in-person collaboration and client connectivity for maintaining high-quality products and services.

While employers have made their plea, the challenge is that the talent pool applying for critical positions has shrunk. According to Inbusiness.com, 63% of the workforce now works flexibly, meaning businesses must find creative ways to lure top talent back to the office despite the competition.

This week, a client talked to me about her struggles attracting talent due to her company's in-office work policy and inability to offer flexibility like other businesses. She anticipated these questions would arise in a candidate interview and wanted a well-thought-out response. How does an employer address the issue of work-life balance when candidates raise the question in an interview? I was empathetic and hoped to deliver some recommendations to her and others struggling.

Here are the five top ways YOUR company can attract talent if working from home is not an option:

5 Strategies Employers Should Use To Attract Talent To Positions That Do Not Offer Working From Home


Woman shakes hands with the hiring manager before her job interview

As someone who has worked remotely for the last half of my career, I understand the appeal. However, after collaborating with numerous clients and my colleagues in person post-pandemic, I missed the personalized connection and appreciated the benefits of in-office work. And let's remember the value of face-to-face conversations and the opportunity to build strong relationships with colleagues and superiors.

The energy of a shared workspace is challenging to replicate in a virtual environment and can be stimulating. Some candidates feel the same way; you must know how to find them. Here is how you can identify those in your pool who are interested.

Businesses have levers to pull when attracting talent:

1. Personalize your hiring approach.

Internal recruiters and department managers must be aligned on all aspects of the job, including incentives and the positioning of the position in the market. Treating candidates with respect and regular check-ins while waiting for a decision will speak volumes.

Research shows that personalization is vital to keeping candidates engaged in the recruitment process. One effective way to personalize the experience is by exploring the candidate's motivations. If you cannot personalize your interactions with candidates, hire an external recruiter who spends time understanding the company's value proposition and the candidate's motivation.

2. Emphasize the benefit of in-person collaboration when speaking to the candidates.

While remote work has become more prevalent in recent years, you can emphasize the benefits of working together in the same space for improved communication, faster decision-making, and better team bonding. Research has shown that in-person collaboration can lead to higher productivity, increased creativity, and stronger working relationships.

3. Brand your work culture to increase a candidate's desire to work for you.

Illustrate your company's critical differentiators on social outlets, websites, and other media to showcase your competitive advantage. A strong company culture can be a significant draw for job seekers, especially those who value community and belonging in the workplace. You can highlight your company's values, mission, and vision to show candidates what they can expect when they join your team.

Testimonials or employee success stories demonstrating how your company supports and invests in its employees are the perfect way to draw people in. To my surprise, I hired someone recently, and she selected Duffy Group because we are a women-owned business. She had multiple offers to work with other well-known consulting practices for more money. She chose our company because she was respected during the process and loved our culture.

4. Strategize with HR on additional incentives.

Employers can offer more competitive salaries, improved health and wellness benefits, work-life balance programs, and resume-building opportunities. One effective way to personalize the experience is by exploring the candidate's motivations. As an employer, asking critical questions about what motivates a candidate is essential.

Discuss with your HR team the incentives that make the most sense for the job. Understanding the candidates during your recruitment stage is critical to know what motivates them, and you should encourage the hiring manager to flex when possible.

5. Consider a phased approach.

If you are not ready to offer a fully flexible or hybrid work schedule, consider a phased system. For example, you could start with a limited number of remote work days per month or a relaxed start and end time. This can help ease employees into a new way of working and demonstrate that the company is open to change.

One remote example that comes to mind is a CPA firm in Boston. The perfect candidate was already working remotely but was unsatisfied with the opportunity. If the candidate were to pursue this job, there would be a commute, and his work environment would change. Getting the candidate to say yes meant the employer had intimate discussions with the candidate about what attracted him to the position and decided to offer (some) flexibility by suggesting he work in the office for the first month to get to know the staff and his team since this was a leadership role. More employers are becoming more flexible when employees have established themselves.

Lastly, be proud and confident in the role you're offering the public. The client I spoke of earlier should understand that every job provides someone an opportunity to serve. Likewise, ensure your recruiting teams understand what motivates each candidate. Some processes can last months. Employers should develop the most personalized recruiting approach possible if they are eager to hire, establish a good rapport with candidates, and get them to say yes, too!

How do you compete?

Sources:

1. "2023 Hiring Trends: What Recruiters Need to Know" by Lizzi Hart, LinkedIn Talent Blog, January 12, 2023: https://business.linkedin.com/talent-solutions/blog/talent-on-tap/2023/2023-hiring-trends-what-recruiters-need-to-know

2. "2023 HR Predictions: The Year Ahead for Hiring, Recruitment, and Talent Management" by Sharon Florentine, CIO, January 3, 2023: https://www.cio.com/article/3652121/2023-hr-predictions-the-year-ahead-for-hiring-recruitment-and-talent-management.html

3. "5 Hiring Trends That Will Impact Your Talent Acquisition Strategy in 2023" by Brandon Metcalf, Forbes, December 19, 2022: https://www.forbes.com/sites/brandonmetcalf/2022/12/19/5-hiring-trends-that-will-impact-your-talent-acquisition-strategy-in-2023/?sh=7718463c1b3d

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Top 5 Ways To Attract Talent To …



Many internal recruiters struggle with an overwhelming number of open positions they need to fill. In 2023, finding the right talent will get only more challenging as job seekers become more selective in who they chose to engage with.

One way company recruiters can reach their goals is by building a "power alliance." In this article, hear from members of Duffy Group on how they help internal recruiters succeed through a power alliance.

Covering More Ground By Personalizing The Hiring Approach


Internal recruiters are juggling multiple searches. While balancing the various demands to post and target suitable candidates, the treatment of candidates in the pipeline can wane as candidates wait to hear about the next steps. Sometimes, due to a sheer lack of internal resources, a candidate's motivation for the job is often undetected early in the process. More organizations are partnering with external recruiters to complement internal recruiters' work to combat possible recruiting gaps and ensure better outcomes.

Research shows talent acquisition partnerships increase personalization and are vital to keeping top candidates engaged. A recruiting partnership enables the team to cover more ground, spending time understanding the company's value proposition and the candidate's motivation. Candidates have many options, as indicated by the number of jobs available, so losing the best in the pipeline due to a lack of personalization, time, or bandwidth does not need to happen.

Georgia Musgrave is the VP of Strategic Initiatives at Duffy Group. She educates leaders on the value of "passive talent" as a means of attracting the best human capital to their company.

Building A Talent Pipeline


Recruiter / hiring manager interviews a job candidate

I partner with several clients' internal recruiters and hiring leaders to assist them with talent pipeline development. Here are a few examples of when to consider a partnership to build a talent pipeline:

  • Multiple and long-term hiring needs for the same or similar roles - I do a large amount of work in the accounting industry with CPA firms. Auditors and tax professionals continue to be in high demand and their supply has decreased. These candidates do not have time to look at job postings, may not know which firms to consider, and may not be ready to switch jobs, but might be in a few months. External recruiting partners can develop a rapport and stay engaged with these candidates until they are ready to change firms.
  • A second or similar role in the near future - Why wait for the approval of the position, the job description to be written, or the salary to be approved for a similar role you are currently recruiting for? Get ahead of the upcoming search to source and begin building a talent pipeline.
  • Building a list of qualified candidates - Sometimes, we are asked to research and build the pipeline, and the internal team will work their magic.
  • Educating on the competitive landscape - This is a good opportunity to research and source potential candidates. We can contact them directly, assess their skills, and gather competitive market data such as compensation and if employees are remote, hybrid, or in office.

Let's build your future hire together!

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.

The Full Buffet Or À La Carte Options


Recruiters / hiring managers talk to a job candidate during an interview

There is always the option for recruiters to outsource an entire search to their external recruiting partners—from identifying and vetting candidates to interviewing and making the offer. With many requisitions, removing some workloads to recruiting partners can be a win-win situation.

The highly effective recruitment model recruitment research, which helps hiring leaders and corporate recruiters precisely and successfully target candidates, is used for à la carte services. Recruitment research enables talent acquisition teams to unbundle the recruiting process to focus on a particular area of need. Here are a few services corporate recruiters work may outsource to external recruiters:

  • Name generation – sourcing a list of quality candidates
  • Gather competitive benchmarking information
  • Pitching the role to sourced candidates
  • Screen and vet candidates
  • Thoroughly interview candidates
  • Conduct testing or assessments
  • Schedule interviews with the client
  • Negotiate offers
  • Manage background checks and call references

At Duffy Group, our services are à la carte. We tailor the search to the client's needs. Our goal is to partner with our clients' in-house recruiters and hiring leaders to do the heavy lifting of recruiting. This way, our clients can spend quality time with their future employees without getting bogged down with the time-consuming tasks of sourcing, pitching, and screening candidates.

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Courting Candidates


Recruiter / hiring manager shakes hands with a job candidate before a job interview

Courting is the act or process of trying to win the favor or attention of a person or group. To court someone means to seek to attract them. It is often used to refer to dating, but courting is also common when recruiting. Collegial and professional sports teams are always courting top players and companies need to continually court talent as well. Recruiters and hiring leaders benefit greatly by courting top candidates, especially in this candidate-driven competitive market.

Here are a few strategies to follow when it comes to courting top-tier candidates:

  • Demonstrate you have done your homework on candidates before trying to recruit them
  • Get to know them and genuinely care about finding the right match for both the company AND the candidate
  • Treat them with respect – before, during, and after the interview process
  • Be responsive and do not drag out the process
  • Communicate often and keep them informed every step of the way
  • Offer unique solutions that meet their needs

Recruiting is all about relationship-building and match-making. When recruiters build a great relationship with the candidate, they have a better chance of uncovering the nuances that will tell whether or not the person is the right fit for the job in terms of skills and cultural fit. A great relationship will also be beneficial in the offer negotiation stage and in ensuring no risk of counteroffers.

Now get out there and start courting the best!

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Need help recruiting talent for your organization? Check out Duffy Group today.




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Not 100% Qualified? No Problem! Why Personality Can Get You A Job Over Experience



Most people think experience is the most important factor in getting hired. And yes, having the right skills and experience is essential to land a job interview. But experience won't be the thing that gets you the job.

This is why the most qualified job candidates often don't get a job offer. Experience is important, but it's not the deciding factor in the hiring process. Hiring managers consider other factors when deciding who to hire for an open position.

Personality + Aptitude + Experience = HIRED


@j.t.odonnell Replying to @malice.in.chains Why personality wins of experience in job search. #jobtok #careertok #career #job #personality #experience #aptitude ♬ original sound - J.T. O'Donnell

People get hired based on personality over experience all the time. In fact, there are three things that hiring managers evaluate you on: personality, aptitude, and experience (in that order).

Why doesn't the most qualified candidate with the most experience get hired? It doesn't work that way. Companies tend to get a whole bunch of people who all have relatively the same experience, so they could all do the job. So what they have to do is discriminate. And I know you hate that word, but that's what hiring is. Hiring managers look for other attributes like personality as a way to figure out which person will be the easiest to work with on the job.

This happens every single day. Only 39% of people who get placed in jobs have the exact experience. Think about that number. Sixty-one percent get placed because they have other things like personality.

Now, you can't convey personality on a resume and LinkedIn profile. Don't even try, because when people do that, it's kind of like thinking you have style and a sense of humor. When you don't, it can come out all wrong. Instead, you need to learn the tools for conveying your personality in the job search. And Work It Daily can help.

Join our community to learn how to convey your personality in the job search and UNLEASH your true potential to get what you want from work!

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3 Ways To Replace A Member Of Your Team



The average turnover rate currently is ~47%. If the entire team isn’t feeling engaged and appreciated, your team may be affected and part of this statistic. If so, there are things you can do to efficiently fill that vacancy with an individual who is a great fit for the team.

Where To Find Potential Job Candidates


Referral program concept

Let’s start with where the potential individuals will come from. The typical pools are:

1. Internally – can you hire someone from within the organization? Internal promotions and transfers show existing employees that there are career advancement opportunities within the organization. Even when there isn’t an opening, you can help explain the skills and training needed for potential internal candidates who are interested in joining your team.

2. Externally – via a job posting, the use of a recruiter (contingent or retained), etc.

3. Referral Program – which is the best of both worlds. A “referring” internal employee is already familiar with the organization and culture. As a result, this will improve the quality of the hire for a better cultural fit which will improve the employee retention rate. This will typically reduce the time to hire and, as a result, reduce the cost per hire. And to take your referral program from “good” to great,” consider the following:

  • Offer the referring employee a referral reward, bonus, and/or recognition
  • Create a special “referral” process for applicants to apply (separate from the “regular” application process) so that you can more easily identify and track those individuals

If you have an opening on your team, ask for a referral from the team. A team member will have a better idea of the type of individual who would be a better cultural fit for the team, especially for hard-to-find roles.

What You Should Consider When Replacing A Team Member


Onboarding/welcoming new employee concept

No matter what avenue(s) you use, below are four considerations:

1. You’ll need a good relevant job description (JD). If the position has multiple levels, make sure it correctly ladders (e.g., Analyst I, Analyst II, and Analyst III) so that there is a clear path to growth. Sometimes less is more. If a JD is too detailed, then it’s unlikely that you’ll find an individual who matches 100%. Are all of the skills listed really requirements or can some be taught?

2. The team should be made up of diverse individuals. Hopefully, you have a diverse set of applicants. Diverse individuals have diverse perspectives. As a result, a diverse team will have more innovative and productive discussions and develop well-thought-out solutions. So be prepared to think outside the box when reviewing the resumes.

3. During the interview process, determine whether the applicant is a good cultural fit for the team dynamic. Ask team members to participate in the interviews and solicit their opinions about the applicants. They’ll have a good idea of the type of individual who would be a good fit for the team, especially for hard-to-find roles. In addition, not only does the team get to meet the applicants, but each applicant gets to meet the team and get a feel for the team’s dynamics.

4. When getting ready to make an offer, be empathetic and open to requests the applicant may have for a good work-life balance such as:

  • Workplace – to work remotely or hybrid (instead of onsite)
  • Different work schedules – they may want to have a non-traditional workday (such as a four-day workweek, 6-3 pm, 10-7 pm, etc.)
  • Be open to their personal development investment requests. For more information on personal development, check out my article "Personal Development For Lifelong Learning."

When you’re intentional and take the time to build your team together, the entire team is more likely to feel and be engaged. You’ll be one step closer to having a high-performing team. For more information on building a high-performing team, check out my article "3 Ways To Retain Members Of Your High-Performing Teams."

For more information on replacing a team member for the best fit, follow me on LinkedIn!

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6 Ways To Be Interesting During Your Interview



Congratulations, you've scored the interview! But, now what? You're going to do your homework to research the company, practice your elevator pitch, and pick up your suit from the dry cleaners...exactly like your competition.

Getting an interview is a huge hurdle to clear and a wonderful sign that you're on the right track with your job search efforts. Now it's time to shift your focus to becoming a rock star candidate.

Approach your interview with the expectation that your competition is equally qualified. Having the skills and wanting the job badly isn't going to cut it in today's market. You need to figure out specific ways to stand out and be interesting.

Here are some strategies to do exactly that...

1. Get Your Interviewer Talking​


Hiring manager answers interesting question from a job candidate during an interview

We know that the more you make me talk, the more interesting I'll think you are. Humans are funny like that. Use this knowledge to your advantage, and immediately engage all the people you meet in conversation—about themselves.

Whether it's the receptionist, the HR manager, or your future boss, ask people questions about themselves, and do as much as you can to draw them out. At the end of your interview, they'll have a much more positive impression of you.

2. Be Prepared With Interesting Questions


Woman tries to be interesting during a job interview

Don't ask the same old, tired questions as every other candidate. You can combine this strategy with the one above and ask your interviewer about his or her experience at the company or perspective about a hot new product or service.

You can also use this as an opportunity to flex your creative powers and ask questions that show you've not only done your homework and research on the company (and the people who work there) but that you went above and beyond to create solutions for the problems they're facing.

3. Be Prepared With Interesting Answers


Man tries to be interesting during a job interview

Most people will answer situational and behavioral interview questions with straightforward examples from their career. It is very important to do this in your job interview, and highlight the results you've achieved on the job. But the truth is, employers hire for three things: personality, aptitude, and experience—in that order. You need to let your personality shine through in the job interview in some way to show that you fit in with the company culture.

Differentiate yourself by being prepared to share stories from other areas of your life that are equally impressive. Did you survive a solo ride on your motorcycle to the Arctic Circle? Create a hip-hop website that gets hundreds of thousands of unique visitors per month? Start a non-profit to save a historic building in your hometown? Share those tales in ways that highlight your problem-solving skills, intrinsic motivation, and unique experience (and always relate it back to the job opportunity).

4. Show Off Your Style


Hiring manager looks at interesting job candidate during an interview

Conventional wisdom says you should stick to neutral, conservative styles for your interview appearance. In general, it is best to go with classic suits and subtle accessories. But if you're the type of person who normally has some artistic flair to your look, you don't need to stifle it completely.

Choose one or two ways to let that style and personality shine through—a bright accessory, unique jewelry, or moderately funky hair. As long as you look professional, it's okay to have an accent.

5. Create A 30-60-90 Day Plan


Hiring manager refers to a resume from an interesting job candidate

When preparing for your interview, create an overview of how you plan to tackle your first 30, 60, and 90 days on the new job. This is called a 30-60-90 day plan, and it never fails to impress hiring managers.

If you've done your research on the company and position, you'll have a sense of what kind of strategy you'd employ to start adding value right away. Write it down on a page or two, and pull it out at the end of the interview to leave behind as a form of marketing collateral for you, a business-of-one.

6. Mind Your Body Language: Mirroring & Power Poses


Interesting job candidate shakes hands with the hiring manager after an interview

Interviews are stressful, and it's easy to get tense and physically awkward. Pay attention to your interviewer's body language and do your best to mirror it. Mirroring tends to disarm people and make them feel more comfortable with you.

To really impress them, use power poses immediately before your interview, in private, and avoid weak poses at all costs. Everyone's subconscious will perceive you in a more flattering, confident light.

What have you done to be interesting in job interviews? Are there techniques that you've found to be particularly successful? If you think you need to work on being more interesting in job interviews, try one or more of these tips during your next job search to stand out from the competition!

Need more help with your job search?

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This article was originally published at an earlier date.

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