All over the U.S., business leaders are facing increased pressure caused by the uncertain economy. These rising challenges are changing hiring practices and long-term strategies for companies in nearly every sector. With many unknowns on the horizon, companies need to be agile and resourceful to stay ahead of the curve.
How are hiring managers and business owners preparing to navigate the volatile economic climate? Keep reading for insights on industry changes and what company leaders are doing to weather the storm.
<h2>Challenges of the Current Hiring Landscape</h2>
Best practices are changing at a rapid pace due to the impact of the pandemic. Early on, initial lockdowns, material shortages, and a boost in eCommerce sales led to a surge in the economy and overwhelmed many industries; while some teams were laid off, others were overworked and burned out.
Today, the pandemic fallout continues to have a huge impact on the workforce. A heightened number of Baby Boomers chose retirement, leaving many skill and experience gaps in the workforce. The <a href="https://www.pewresearch.org/fact-tank/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/">Great Resignation</a> also included millions of workers who quit their jobs and changed career trajectories.
These events have caused a surge of challenges impacting nearly every industry.
<ul>
<li style="font-weight: 400;" aria-level="1">Looming recession: Spending is expected to slow and affect many industries.</li>
<li style="font-weight: 400;" aria-level="1">Quiet quitting: Workers are mentally checked out and doing the bare minimum.</li>
<li style="font-weight: 400;" aria-level="1">Heightened expenses: Inflation and material shortages impact profit margins.</li>
<li style="font-weight: 400;" aria-level="1">Talent shortages: Fewer experienced workers are available to fill open positions.</li>
<li style="font-weight: 400;" aria-level="1">Uncertain profits: Many industries may not experience typical seasonal spikes.</li>
</ul>
<h2>How Hiring Challenges are Impacting Hiring Managers and Employers</h2>
Staffing and employment practices are directly impacted by the recession, inflation, worker shortages, and the Great Resignation. There are a few noticeable ways hiring tactics have changed because of these challenges.
<h3>Talent Managers are Hiring Faster</h3>
Many companies have open positions they need to fill. More than 10 million positions remain unfilled in the U.S., according to the U.S. Bureau of Labor Statistics (<a href="https://www.bls.gov/news.release/jolts.nr0.htm">BLS</a>). As companies compete to fill positions, the process has become more streamlined in an attempt to snatch up talent as soon as possible.
The average job hunt for someone out of work took around three or four months to complete in 2021, according to the median duration of unemployment reported by the <a href="https://www.bls.gov/news.release/empsit.t12.htm">BLS</a>. However, that number dropped significantly in 2022, hitting just over two months of unemployment on average.
Talent managers are finding ways to sort through applicants faster. The<a href="https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf"> Society for Human Resource Management</a> says the average time-to-fill benchmark is 36 days.
<h3>Many Workers are Looking to Jump</h3>
There is a new trend of &ldquo;quiet quitters&rdquo; &mdash; or workers searching for new opportunities long before they make the leap. Burned-out and unhappy workers typically do the bare minimum at work as they search for new opportunities.
This trend means many working professionals are currently interested in changing roles or industries. According to<a href="https://www.pewresearch.org/social-trends/2022/07/28/majority-of-u-s-workers-changing-jobs-are-seeing-real-wage-gains/"> PEW Research Center</a>, 77% of workers who left a job in 2020 were either unemployed or leaving the labor force &mdash; only 23% left their jobs for a new employer. In 2022, the number of workers leaving their job to join a new employer rose to 34%.
PEW reports 22% of workers will actively look for a new job in the next six months.
<h3>Employers are Rethinking Qualifications</h3>
With many experienced workers leaving their jobs, hiring managers are slowly changing their expectations for prior experience. Rather than searching for workers with years of experience in the field, many hiring managers are looking for skilled workers with a solid work ethic to fill open positions.&nbsp;
Instead of expecting long histories in the industry and higher education traditionally required for these roles, hiring managers are starting to look for certifications that show workers are interested in changing fields.
<h2>Employers Plan to Adjust for Upcoming Recession</h2>
Because of these changes, there are three major ways many companies plan to adjust their strategies.
<h3>Making Smart Hires</h3>
Choosing the right people for each job is crucial for companies that want to improve their workplace culture, stay fully staffed, and avoid unnecessary turnover. Companies need to understand their candidates' goals, objectives, and strengths before they make a hiring decision.&nbsp;
Making smarter hires means bringing in individuals who are more likely to be loyal to your company because they are entering a mutually beneficial working relationship. Workers are motivated if your company offers them better pay and professional growth opportunities they didn&rsquo;t have in their previous roles.
<h3>Improved Budgeting</h3>
Hiring managers need cost-effective ways to bring in talent without overspending in a volatile economy. One way employers can optimize a hiring budget is by looking for talent in unusual places. This may mean <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">changing your qualifications for talent</a>.
For example, selecting new hires that don&rsquo;t have extensive industry experience can lead to lower starting salaries. There are many motivated professionals willing to learn the ropes and gain the hard skills needed to succeed in a new industry.
<h3>Increased Insights</h3>
Achieving a faster time-to-fill rate helps avoid understaffing and improves productivity in the workplace. Relying on resumes alone has become an outdated tactic that often <a href="https://www.careercircle.com/impact">overlooks certain groups</a>. Employers are using better tools and platforms to sort through candidates and make more insightful hiring decisions.
For example, a single mother who left the workforce for a couple of years to care for her family might automatically be disqualified if the employer only scans her work history. Using tools that dive beyond the resume can help the employer consider valuable soft skills, like her incredible dedication and ability to work within a team structure. Employers can <a href="https://www.careercircle.com/employers/signup">use smarter tools</a> to help them consider relevant candidates they might otherwise count out.
<h2>Finding New People from New Talent Pools</h2>
As part of a cost-saving initiative, employers are starting to consider talent they didn&rsquo;t previously consider qualified &mdash; like candidates with large resume gaps or less than five years of experience.
Employers find they can often bring in talent with less experience at a lower cost while giving them an opportunity to change industries. This can really be a win-win relationship!
At CareerCircle, many of our members have completed certifications to help them change career paths. You&rsquo;ll find candidates working in unrelated fields that are well-versed in areas such as:
<ul>
<li style="font-weight: 400;" aria-level="1">UX Design</li>
<li style="font-weight: 400;" aria-level="1">Customer Service</li>
<li style="font-weight: 400;" aria-level="1">Project Management</li>
<li style="font-weight: 400;" aria-level="1">IT Support</li>
<li style="font-weight: 400;" aria-level="1">Digital Marketing</li>
<li style="font-weight: 400;" aria-level="1">Data Analytics</li>
<li style="font-weight: 400;" aria-level="1">Programming</li>
</ul>
&hellip;and more!
Diving into a new pool lets you <a href="https://www.careercircle.com/blog/post/build-a-diverse-candidate-pool-and-grow-your-talent-pipeline-with-careercircle">expand your talent pipeline</a>. But CareerCircle also helps streamline your process by making it easier to find qualified candidates, access instant insights, save favorite profiles, and post job openings.
<h2>It&rsquo;s Time to Rethink Qualified</h2>
If you want to prepare for economic unknowns, you need to make smarter hiring decisions and consider traditionally &ldquo;unqualified&rdquo; candidates.
You can find a diverse group of candidates motivated to change careers and perfect for your workforce through CareerCircle. Members can create 360&deg; profiles to showcase their skills, interests, and workplace characteristics, <a href="https://www.careercircle.com/blog/post/how-the-360deg-candidate-view-helps-hiring-managers-find-the-right-fit">going way beyond the limitations of a typical resume</a>.
Are you ready to rethink qualified? We have the perfect opportunity for you!
Join us at the CareerCircle Job Fair!
CareerCircle Job Fair February 16, 2023 11 AM &ndash; 3 PM EST
<a href="https://app.premiervirtual.com/events/00a3f062-f997-4b35-a42b-3335f86fbdbb/careercircle-job-fair">Sign up for our career fair now</a> to find skilled and driven candidates ready to make a professional change. This CareerCircle Virtual Career Fair is FREE for hiring managers and employers.

How are you adjusting hiring to meet the current challenges of your industry? It’s time to be agile and rethink qualified.

Smarter Hiring Initiatives

Smart Hiring Initiatives to Weather a Recession, Talent Shortages, and Inflation

When you are on the job hunt, you might spend hours looking for jobs that align with your interests and experience. At CareerCircle, we streamline the process by allowing you to set up job alerts. As a CareerCircle member, you can set up multiple types of alerts focused on different positions, requirements, and more.
Our newest feature makes it easy to kickstart your notifications by setting up alerts based on your certifications.&nbsp;
Keep reading to find out how to get the most out of your profile. Never miss another job opening that fits your qualifications!
<h2>How Job Alerts Help the Job Hunt Process</h2>
When a job gets posted, applications often start flowing in quickly. So if you are looking for a new job, you want to get your foot in the door early on in the process. Our friends at <a href="https://community.themomproject.com/the-study/apply-to-how-many-jobs">The Mom Project</a> note it&rsquo;s best to apply to 10-15 jobs per week and recommend applying within 24 hours if possible.
If that sounds like a lot, then you understand why it&rsquo;s important to <a href="https://www.careercircle.com/blog/post/your-career-journey-learn-how-to-combat-job-search-fatigue-with-these-tips">combat job search fatigue</a>. It&rsquo;s really important to streamline your process as much as possible.
Job alerts can help you see open jobs faster while reducing how much time you spend on the hunt.
And 34% of CareerCircle members found their new position through a job alert.
Our alerts make it easier to discover jobs that interest you and fit your qualifications without completing redundant job searches every day.
<h2>How to Set Up a CareerCircle Job Alert</h2>
Setting up CareerCircle job alerts is easy! Here&rsquo;s a quick walkthrough of how to get started.
<h3>1. Create an Account</h3>
First, complete your CareerCircle profile if it isn&rsquo;t already done.<a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory"> Your CareerCircle profile provides a 360&deg; view</a> so employers can see how you might fit into their open positions.
Put your best foot forward before you fill out any applications by completing this step. Pro tip: you can speed up this process by uploading your Certifications or resume first &mdash; CareerCircle uses the information to fill in your profile automatically!
Once your CareerCircle account is ready to go, you are ready to sort through available job openings and create alerts for new listings.
<h3>2. Open Alert Center</h3>
From your desktop or laptop, click on the dropdown menu under your profile picture in the top right corner and choose &ldquo;Job Alerts &amp; Settings.&rdquo; You can also access this menu on the blue bar where it shows &ldquo;Dashboard,&rdquo; &ldquo;Candidate360&deg;,&rdquo; &ldquo;Your Jobs,&rdquo; &ldquo;Your Courses,&rdquo; and &ldquo;Job Alerts &amp; Settings.&rdquo;
From the CareerCircle app, click on the bell in the top right corner that says &ldquo;Create Job Alert&rdquo; and then click the &ldquo;Create New&rdquo; tab.
<h3>3. Create Multiple Alerts</h3>
Not sure exactly what kind of job you are looking for? CareerCircle makes it easy to set up various alerts to help you see anything that might interest you. Here are three key ways to set up your alerts.
<h4>Using Keywords</h4>
Start by creating job alerts that center around keyword-specific queries. An alert keyword could include terms employers might use, like:
<ul>
<li style="font-weight: 400;" aria-level="1">Job Title</li>
<li style="font-weight: 400;" aria-level="1">Skills</li>
<li style="font-weight: 400;" aria-level="1">Industry Terms</li>
</ul>
As you start to type a keyword, we will suggest a list of commonly used terms. Choose one keyword per alert.
Each job alert will only have one difference from another alert. For example, if you want to see any listings that include &ldquo;IT Support&rdquo; or &ldquo;IT management,&rdquo; then you would want both alerts to have the same location.
<h4>By Location</h4>
But what if you are willing to relocate, want to see remote options, or are willing to travel a bit to a nearby city? You can set up alerts with the same keywords and different locations to make sure you are covering your bases. This means (using the example above) you could set up &ldquo;IT Support&rdquo; for &ldquo;Denver&rdquo; as well as &ldquo;Austin.&rdquo;
If you are interested in seeing remote options, make sure you click the &ldquo;Remote&rdquo; box. If you only want to see remote jobs, then check the &ldquo;Remote&rdquo; box and leave the location area blank.
<h4>By Certification</h4>
Finally, you can really kickstart your job hunt by incorporating your certifications into your alerts. With one alert, you can cover a lot of keywords! Just consider how many roles each certification could cover.
For example, creating a job alert based on your<a href="https://www.careercircle.com/course/google-it-support-professional-certificate"> Google IT Support</a> certificate would include postings for more than 20 distinct job titles, including Customer Support, Help Desk Technician, IT Assistant, and Technical Support Specialist.
Using your certifications for alerts allows you to cover a broader range of relevant job postings without creating an alert for every single keyword.&nbsp;
<h3>4. Download the App</h3>
Finally, you can use the app to create or edit job alerts while on the go.<a href="https://www.careercircle.com/blog/post/3-tips-for-on-the-go-job-searching-with-the-careercircle-app"> Our app makes it easier to look at job listings</a> &mdash; no matter where you are. The CareerCircle app is free and easy to get from the app store.
<h2>Set Up Your Alerts Now!</h2>
Your next role is waiting. Set up your job alerts now to stay on top of listings that match your qualifications and career goals.

On CareerCircle, you can set up alerts to help you discover new job postings that align with your qualifications and interests. Here's how...

Setting Up Job Alerts

How to Set Up Job Alerts to Find the Right Job Postings

There is a big push now for employers to take diversity, equity, and inclusion (DE&amp;I) practices seriously. When it comes to hiring, many groups are still underrepresented and underserved. Only 22 states have laws that explicitly prohibit workplace discrimination surrounding sexual orientation or gender identity. Yet, 35% of <a href="https://www.eeoc.gov/moving-towards-equality-workplace-lgbtqi-employees" rel="follow">LGBTQ+ respondents</a> say discrimination negatively impacted their ability to be hired, while nearly a third (31%) report discrimination affected their salary or ability to be promoted
And <a href="https://www.nber.org/papers/w29053" rel="follow">recent studies</a> have found that&nbsp;distinctively Black names lead to a statistically significant difference in the probability of employer contact.
One&nbsp;<a class="editor-rtfLink" href="https://www.hillandponton.com/navigating-the-civilian-workplace/" target="_blank" rel="noopener">study</a>&nbsp;found veterans were&nbsp;more than twice as likely to earn less than $25,000 per year compared to non-veterans. And 57% said they didn&rsquo;t have a high level of job satisfaction.
So, what can you do to increase diverse representation at your company?
It all starts with building a diverse talent pipeline and hiring ecosystem. Here&rsquo;s how.
<h2>Prepare to Support a Diverse Candidate Pool</h2>
In order to create a robust talent pipeline full of diverse candidates, you need to establish a system to support it. Here are four ways you can support a diverse talent pipeline.
<h3>Create a Supportive Company Culture</h3>
Is your company culture scaring away diverse talent? A lack of diversity in your current team could signal that diversity isn&rsquo;t a priority for your company. Your website messaging, company initiatives, and workplace policies help candidates form an early impression about your organization and could impact whether or not someone feels welcomed.
To create a more supportive culture, make an effort to understand issues impacting diverse communities. Build connections with groups that serve marginalized groups in your community.
<h3>Build a Long-Term DE&amp;I Strategy</h3>
<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">Setting DE&amp;I commitments</a>&nbsp;early helps support the strength of your talent pipeline over time. Without a strategy in place, your team will likely revert back to the natural talent pools and hiring practices that have alienated diverse talent groups in the past.
Set measurable goals and KPIs (key performance indicators) so you can evaluate your strategies. Ask for feedback from your new hires to understand how supportive your hiring process is and identify areas where the process can improve.
<h3>Reconsider Job Requirements and Expectations</h3>
Shifting your mindset on ideal candidacy is essential if you want to attract a larger pool of people who are different from those already on your team. You can update job descriptions to help describe how your ideal candidate may not fit the typical mold, encouraging diverse talent to apply.
Consider using paid internships,&nbsp;<a class="editor-rtfLink" href="https://kenzie.snhu.edu/blog/what-is-a-returnship/" target="_blank" rel="noopener">returnships</a>, and apprenticeships to help interested candidates make lateral career moves without the typical experience or qualifications.
<h3>Work Towards Diverse Leadership</h3>
Can you say you are promoting DE&amp;I if you only hire diverse talent for entry-level positions? Diverse leaders encourage diverse talent applications and provide a proper seat at the table for underrepresented groups.
According to the&nbsp;<a class="editor-rtfLink" href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2021.pdf" target="_blank" rel="noopener">2021 Women in the Workplace</a>&nbsp;report,&nbsp;women of color account for only 4% of C-suite leaders. And, while Black Americans make up more than 12% of the population, only six Black CEOs are running Fortune 500 companies (<a href="https://fortune.com/2022/05/23/meet-6-black-ceos-fortune-500-first-black-founder-to-ever-make-list/">less than 1%</a>).
A whopping&nbsp;<a class="editor-rtfLink" href="https://www.hillandponton.com/navigating-the-civilian-workplace/" target="_blank" rel="noopener">27% of&nbsp;veterans</a>&nbsp;say they have no chance for career advancement&nbsp;at their current job, compared to just 11% of non-veteran employees.
Look for opportunities to develop diverse employees and move them to places of leadership or management. Minority employees are often subconsciously overlooked, so make a concerted effort to examine their abilities and establish mentorships to help them reach higher positions on your team.
<h2>How Your Job Requirements Might Needlessly Restrict Talent</h2>
Before you dive into the recruitment process or post a job description, it&rsquo;s time to take a good, hard look at your list of demands. For a company genuinely committed to DE&amp;I, it&rsquo;s important to consider how your requirements might be driving away potential talent who don&rsquo;t fit the traditional mold.
A requirement for industry experience. For underrepresented groups, sometimes getting their foot in the door is a near-impossible task compared to someone with a more robust support network. Consider creating offers designed to give people a chance to enter the industry. Internships and apprenticeships can help bring in talent without existing experience.
Education and training expectations.&nbsp;It&rsquo;s time to <a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development" target="_blank" rel="noopener">rethink qualified.</a>&nbsp;Consider transferrable skills and avoid stringent experience requirements on your job listing. Someone with a degree in an unrelated field could take certification courses to expand their knowledge in another area &mdash; showing drive and commitment that could be valuable to your team.&nbsp;
Lack of reasonable accommodations.&nbsp;You might drive away talent if there is a lack of clear onboarding support and training. To be truly committed to inclusive practices, you must offer fair training time and other reasonable accommodations.
A rigid onboarding process or timeline.&nbsp;Flexibility in training and onboarding can support talent who may have schedules they need to work around &mdash; like moms looking to re-enter the workforce. We all know people have lives outside of work, and companies should support their employees when possible.
Unnecessary in-office or on-site requirements.&nbsp;Remote jobs are opening up a whole new world of possibilities. You can attract talent groups who might not otherwise even consider your company because of their location. Consider whether or not different positions could work off-site and learn how to maintain your company culture with a dispersed workforce.
Passing on resume timeline gaps.&nbsp;Are you counting out candidates with big-time gaps in their resumes? Veterans and moms looking to re-enter the workforce might be counted out because of their unconventional work histories. Consider how your approach might count out top talent based on a relatively minor issue. The gap becomes inconsequential for those driven to succeed as they dive back in.
Emphasizing hard skills over soft skills.&nbsp;Does your listing value hard skills and proficiencies more than personal characteristics? It&rsquo;s much harder to train diligence or passion than to teach someone a technical skill needed to do their job. One of the reasons <a class="editor-rtfLink" href="https://www.careercircle.com/" target="_blank" rel="noopener">CareerCircle uses a 360&deg; candidate view</a>&nbsp;is because it helps employers consider the whole person &mdash; including their personality and hidden capabilities.
<h2>10 First Steps to Create a Diverse Hiring Ecosystem</h2>
If you are&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">serious about DE&amp;I</a>, you want to create meaningful changes in your company culture. Do these ten things to get started on building a diverse hiring ecosystem to support your talent pipeline:
<ol>
<li>Define a budget designated for DE&amp;I and establish measurable goals.</li>
<li>Hire a dedicated resource to oversee DE&amp;I &mdash; or select a resource group.</li>
<li>Hold monthly open communications and dialog about minority community issues.</li>
<li>Create a culture of transparency and vulnerability &mdash; starting from the top.</li>
<li>Lead in a genuine way, allowing employees to see you are passionate about DE&amp;I.</li>
<li>Choose leaders to guide specific initiatives because they are personally invested in them.</li>
<li>Establish disability accommodations for onboarding, training, and employment.</li>
<li>Establish mentor programs designed to promote diverse hires to leadership roles.</li>
<li>Provide upskilling and certification opportunities for your employees and new hires.</li>
<li>Commit to always considering a diverse group of candidates before filling any position.</li>
</ol>
For an example of a strong DE&amp;I commitment, you can consider&nbsp;<a class="editor-rtfLink" href="https://about.underarmour.com/news/2022/04/under-armour-dei-update-progress-our-three-year-acceleration-plan" target="_blank" rel="noopener">Under Armour&rsquo;s requirement</a> to interview a female and BIPOC candidate for every &ldquo;director+&rdquo; position. They&rsquo;ve established a commitment to a 12% or higher rate of Black talent in their &ldquo;Director and above&rdquo; positions by 2023 and a rate of 30% for all BIPOC. They&rsquo;ve also started publishing their representation statistics and have committed to tripling their investments in professional development for diverse teammates to improve retention and advancement rates.
<h2>Tap into New Talent Pools with CareerCircle</h2>
Are you looking for a partner to help you achieve your DE&amp;I hiring goals? CareerCircle is dedicated to bringing more diversity into the workplace through our #rethinkqualifiied campaign, certification courses, and NPO relationships.
We can help you create a talent pipeline that expands your candidate pool. Nearly&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/impact" target="_blank" rel="noopener">75% of our placements</a> are part of an underserved community. We&rsquo;ve partnered with The Mom Project, RISE, Hire Heroes, and other organizations with a shared mission to create equity and inclusion in the workplace.
Our community connections and the targeted market will help draw in candidates you might not see on your typical job boards. We can help you consider candidates with our revolutionary 360&deg; view and introductory videos. Or use our consulting services to consider how your current approach might restrict talent.
If you need talent, we&rsquo;re here to help. <a class="editor-rtfLink" href="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener">Create your free account now</a>.

It's time we focus on DEI. See how these simple steps can help build a more diverse and inclusive work environment for your organization.

Build a Diverse Candidate Pool With CareerCircle

There is a big push now for employers to take DE&I practices seriously. See how these simple practices can build a more diverse and inclusive work environment for your organization.

Build a Diverse Candidate Pool and Grow Your Talent Pipeline With CareerCircle

Are you scrambling to fill positions for your company? Today's tools can help you explore larger talent pools and streamline your hiring process. This blog will explore why our 360&deg; candidate view helps hiring managers find skilled workers to fit their teams and fill open positions.
<h2>Navigating Skilled Worker Shortages</h2>
Before we discuss why the 360&deg; tool is valuable for hiring managers, it's important to consider the current challenges changing the hiring landscape.
There is an <a href="https://www.uschamber.com/workforce/understanding-americas-labor-shortage-the-most-impacted-industries" rel="follow">unprecedented shortage of American workers</a> impacting businesses in every sector. The U.S. Chamber of Commerce reports over 47 million workers quit their jobs in 2021 &mdash; sparking The Great Resignation.
Most companies are experiencing fallout caused by this trend. Over&nbsp;<a class="editor-rtfLink" href="https://fortune.com/2022/08/15/finding-finance-talent-harder-82-percent-big-employers-struggling/" target="_blank" rel="noopener">82% of hiring managers</a>&nbsp;say they are struggling to attract and retain top talent.
Yet&nbsp;<a class="editor-rtfLink" href="https://www.prnewswire.com/news-releases/new-bersin-research-finds-that-75-of-companies-struggle-to-recruit-effectively-301524905.html" target="_blank" rel="noopener">research</a>&nbsp;also found that&nbsp;only 25% of employers are offering clear opportunities&nbsp;for skill development,&nbsp;only 11% promote a culture of internal mobility, and&nbsp;only 8% actively recruit from underrepresented groups.
To&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" target="_blank" rel="noopener">navigate the current worker shortage</a>, hiring managers need to take a different approach.
<h2>Why Hiring Managers Miss Out on Top Talent</h2>
To adapt during this time of reshuffling, businesses need to change their hiring practices. Too many managers miss out on top talent because they don't know how to look for the diamonds in the rough. Here are three ways you may be skipping over the best candidates.
<h3>Resume Scanning Tools</h3>
Looking through resumes can become a time suck, so it's easy to feel tempted to find a tool that does the heavy lifting for you. But if you are using applicant tracking software (ATS) to sort resumes, it may&nbsp;reject great candidates because their resumes aren't formatted correctly.
Resume scanning tools might seem like efficient solutions, but they can cause more issues than they solve. If you are having trouble finding top talent to fill your job openings, then you may need to ditch the software and take a more hands-on approach.
<h3>Skill Expectations</h3>
The talent well may feel dry if&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development" target="_blank" rel="noopener">your requirements are too stringent</a>.&nbsp;
In today's market, many driven and passionate individuals fail to pass the paper test. When jobs ask for years of experience, they fail to give any experience to the fresh-faced applicants eager to dip their toes into the industry. And many talented people don't go after traditional education because of the crippling cost.
Some things &mdash; like personal drive and integrity &mdash; are harder to train than technical skills or industry experience. Offering upskilling opportunities or apprenticeship programs can help bridge the gap for new workers who aren't trained on the specific skills you need.
<h3>Ignoring Personalities</h3>
Another thing that can waste a lot of time? Bringing in a highly qualified candidate, only to find out they don't mesh well with your company culture or team.&nbsp;
Personalities and working environments can clash, leaving you to go back to the talent search.
You might miss out on top talent because a resume doesn't provide insight into professional drive and potential. A list of skills and experiences on paper doesn't show how an employee will fit into the team you already have in place.
<h2>How the 360&deg; Candidate View Helps You Find the Right Fit</h2>
CareerCircle wants to help employers discover candidates they might not otherwise consider. Here are four ways you can use the 360&deg; tool to improve your talent search and hiring process.
<h3>Go Beyond the Resume</h3>
With the 360&deg; view, you aren't limited to a list of proficiencies, certifications, or experience. Go beyond the resume to look at other attributes and characteristics of candidates. The 360&deg; view will allow you to better understand the whole person.&nbsp;
See video introductions:&nbsp;Watch introductory videos to get a better understanding of personality and mannerisms before setting up an interview.
Look at personality assessments:&nbsp;See how employees are likely to fit into your workplace with assessment results of their personality and career style.
Search by keywords:&nbsp;Use industry terms to search through employees, and our tools will sort by keyword relevance, giving priority to fully filled profiles.
<h3>Get a Feel for How Employees Fit Into Your Team</h3>
Personal energy impacts how someone fits into your current company culture and team. If a new hire doesn't fit the energy level and workflow of your company, then they will cause friction or burnout. With the 360&deg; view, you have the opportunity to see how candidates view their career paths and choose to present themselves, giving you a better picture of who they are.
Experience personal mannerisms:&nbsp;A personal introduction video is each candidate's chance to present themselves to a future employer. As a hiring manager, you can get a better feel for who someone is and base your decision on which candidates are most likely to make a good fit.
Glimpse professional drive firsthand:&nbsp;When candidates put in the work to fully fill out a profile and record an introductory video, they show their dedication and drive. In a 360&deg; profile, you get to see a glimpse of just how committed candidates are to bettering their future &mdash; which indicates a promising level of commitment to a future employer.
Listen to what candidates are looking for in a workplace:&nbsp;We encourage candidates to consider what they want in a future employer. You can listen to candidates explain what they bring to the table and what goals they have for the future. We believe establishing this upfront can help increase retention rates, saving you time and money in the long run.
<h3>Speed Up the Hiring Process</h3>
As a hiring manager, your time is valuable. You can use the 360&deg; view to streamline your recruiting and hiring process.
Understand candidate goals:&nbsp;Discover how your company might play a role when a candidate explains their goals or plans for the future. You can determine if you offer the right environment to support their future without scheduling the first interview.
See rates and gain pricing transparency:&nbsp;Candidates are asked to clarify what kind of compensation they are looking for in a new job. You will be able to see their ask and associated fees with bringing them on board. A transparent process takes the stress out of the price-haggling process.
Filter and sort applicants:&nbsp;Our tool is designed to help you find the talent you need. Use the 360&deg; view to help you find applicants that are already qualified, interested in becoming qualified, or are located in the right areas. See personality, career traits, and desired salary at a glance. You can even filter out applicants who haven't created introduction videos, completed their profiles, or submitted a resume.
Gain insights before an interview:&nbsp;Before ever meeting your candidate, you can learn things about them from the 360&deg; profile. Gain talking points to help break the ice during your initial interview. We'll speed up the process by helping you feel like you are talking to a familiar contact, not a new face.
<h3>Move Into Your Talent Pipeline</h3>
The 360&deg; tool integrates easily with the rest of CareerCircle's tools.&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/employers#overview" target="_blank" rel="noopener">Create your talent pipeline</a> so you never scramble to find potential new hires.
Use in tandem with your CareerCircle pipeline: You can move your favorite profiles into your talent pipeline to help you organize your hiring process. Our tools work hand-in-hand, creating a seamless workflow to move search results into saved talent profiles.
Create labels for different targets:&nbsp;Most hiring managers are looking to fill multiple positions at any given time. Use convenient talent pipeline labels to track which profiles are possibilities based on their skill sets, locations, experience, industry, personality, desired salary, and more.
Track candidates to increase search efficiency:&nbsp;Keep your eye on profiles, even when you don't have the perfect role for them. Our pipeline makes it possible to watch your favorite talent profiles so you can reach out when you have the right position pop up.
Organize outreach to avoid redoubling your effort: Reaching out to more than one profile? Keep track of your efforts with the talent pipeline. CareerCircle can help you set up interviews and connect with top talent for your company.
<h2>Start Using the CareerCircle 360&deg; Candidate View Today!</h2>
Are you ready to find the right fit? Stop sorting through piles of paper resumes. Stop relying on ATS to narrow down your choices.&nbsp;It's time to try something different &mdash; It's time to start seeing candidates as people, not just resumes.&nbsp;
CareerCircle is committed to helping hiring managers like you discover talented individuals.&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener">Sign up today</a>&nbsp;and start browsing 360&deg; candidate profiles!
&nbsp;

Stop wasting time browsing resumes. See how our 360° Candidate view is designed to help you see the candidate beyond their resume.

360° View Helps Hiring Managers Find the Right Fit

See how our 360° Candidate view is designed to help you see the candidate beyond their resume.

How the 360° Candidate View Helps Hiring Managers Find the Right Fit

CareerCircle is focused on looking at the whole person to find where they best fit in the corporate world. We want to help our members find sustainable career paths that provide the value, wages, and benefits they need to live happy and fulfilling lives. In this blog, we will cover three incredible success stories that are extremely common examples of our work here at CareerCircle.
<h2>The CareerCircle Difference</h2>
It's important to realize that workers are often slotted into narrow categories early on in their careers, leaving them without resources or opportunities for growth. At CareerCircle, we are working to change the equation by using our platform to:
<ul>
<li>Change employer mindsets&nbsp;on diversity hiring and leadership representation</li>
<li>Encourage workforce development&nbsp;to reduce turnover for a future-proof strategy</li>
<li>Advocate for candidate groups&nbsp;who are often overlooked or passed over for jobs</li>
<li>Offer a 360&deg; candidate view&nbsp;to showcase the whole human &mdash; beyond the resume</li>
<li>Provide upskilling opportunities&nbsp;so candidates can advance or change careers</li>
</ul>
Our mission is to move beyond the equal employment opportunity (EEO) model into a world with <a class="editor-rtfLink" href="https://www.careercircle.com/impact" target="_blank" rel="noopener">true hiring equity</a>. Real people use our tools every day to find life-changing opportunities.
We take that pretty seriously.
Not everyone fits into a standard mold &mdash; but that doesn't make them any less valuable or capable. At CareerCircle, we believe in teaching the skills needed to fill the gaps with sales and tech certificates. But we also believe in calling out the important soft skills and personal attributes that often get missed, like drive, loyalty, timeliness, and more.
<h2>3 Success Stories from CareerCircle Members</h2>
Here are three examples of how&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/courses" target="_blank" rel="noopener">upskilling through CareerCircle certificates</a> made a difference. These candidates made themselves more desirable in the current job market with a little support from CareerCircle's candidate tools.
<h3>Choudiah Brickers: Leaving a Toxic Work Environment</h3>
Choudiah Brickers was struggling to make ends meet in a toxic environment. After finding herself unemployed during COVID, she decided it was time to make a change. She had an interest in tech and wanted to pivot in that direction. However, she needed to create an opportunity without spending a lot of time and money on a degree.
Choudiah turned to CareerCircle courses with Google to become certified as a Project Management and Data Analytics professional. This allowed her to move into a new environment, finding a work-from-home software engineer job that bumped her from $18.50/hr to $25/hr.
<h3>Princewill Nwokeke: A Burning Desire to Grow</h3>
Discovering a professional passion for a field can drive interest in learning more. Even though he wasn't unemployed or facing a negative work environment, Princewill Nwokeke wanted to learn more about the IT field because he loved it.
He searched high and low to find a resource that would develop his skills without a huge upfront cost. For Princewill Nqokeke, the promise of a Google certificate in IT support was a good first step. "The Google IT Certificate has been a blessing to me," he said. "I became hungry to learn more and to grow. I am still on that journey, and I will keep the fire burning."
His move into the tech industry gave him an opportunity to leave his warehouse job and become a Sales Development Associate with a remote company. He continued to pursue professional development and is currently working at Dell Technologies as a Senior Technician Support representative.
<h3>Essi Amefia Monneus: Upskilling to Double Wages</h3>
Doubling what you earn can be a pivotal moment in your career. After Essi Amefia Monneus's husband lost his job, she needed to find a job that was in high demand and offered better pay to fill the gaps. A lot of research and motivation went into finding the right field and making the change through CareerCircle.
After seeing a YouTube ad, she decided to try the Google Project Management course to see if the material was interesting to her and if the role of a project manager would be a good fit for her soft skills. Essi wanted to make sure she wasn't wasting time on a course that didn't offer useful skills. She did a lot of research before starting the Google course, choosing it because it focused on developing in-demand skills.
With new skills on her resume, hiring managers were more interested in considering Essi for the job. After getting her certifications as PMP and Scrum Master, she got a job as an IT Project Manager. Upskilling made it possible for Essi to change careers, going from $27/hr to earning $55/hr at her new job.
<h2>Changing the Status Quo</h2>
Most workers are looking for opportunities that position them for a better future. Employers should take note and provide upskilling opportunities to their current workforce.
Did you know? Research shows:
<ul>
<li>94% of employees say they would&nbsp;stay longer&nbsp;with a company that invested in their careers.</li>
<li>74% of workers feel that the lack of professional development opportunities with their current employer is preventing them from reaching their full potential.</li>
<li>Access to professional development keeps employees 15%&nbsp;more engaged.</li>
</ul>
<h2>#RethinkQualified with CareerCircle</h2>
Whether you are considering a career change or trying to keep your workforce engaged, CareerCircle can help. We understand just how important skilled workers are in today's landscape, and we know many stellar candidates are being overlooked for all the wrong reasons.
If you are considering how upskilling could change your career trajectory, it's time to <a class="editor-rtfLink" href="https://www.careercircle.com/candidates/signup?email=" target="_blank" rel="noopener">join our circle</a>&nbsp;and get started.
Or&hellip;
If you want to offer professional development opportunities for your workforce or want help filling roles with qualified candidates,&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/employers#overview" target="_blank" rel="noopener">we'd love to help</a>.

These candidates made themselves more desirable in the current job market with a little support from CareerCircle's candidate tools.

3 Incredible Success Stories from CareerCircle Members

It's hard to show up for a job that doesn't excite you, allow you to grow, or compensate you adequately.&nbsp;Are you interested in making a career change?
CareerCircle is committed to helping people find better positions by aligning them with employers who go beyond the resume. Learn how&nbsp;<a href="https://www.careercircle.com/mobile-app" style="background-color: #ffffff;">our mobile app</a>&nbsp;can help you find the right position with convenient on-the-go job search and profile-building capabilities.
<h2>Why Use the CareerCircle Job Search App?</h2>
Hard-working professionals don't always have time to sit down and hunt for new jobs. We wanted to streamline the job hunt as much as possible with access to your profile through an app on your phone.
<h3>Discover a Faster Way to Complete Your Profile</h3>
Looking for a fast and easy way to kickstart your job search? The CareerCircle app was designed to help speed up profile setup &mdash; including the creation of your intro video.
We want to help you connect with employers as quickly as possible to&nbsp;<a href="https://www.careercircle.com/blog/post/your-career-journey-learn-how-to-combat-job-search-fatigue-with-these-tips">avoid job search fatigue</a>. Try out the app so you can get your profile set up and ready for employers to browse!
<h3>On-the-Go Capabilities Increase Productivity</h3>
Our app works seamlessly with our mobile-friendly website, allowing you to explore all of the upskilling courses and job listings available on our site. You can work on your profile, certifications, or job search when it's most convenient for you.&nbsp;
Multi-task by pursuing your career change on your daily commute, while you wait in line, or during your break. On-the-go capabilities make it easier to get more done, even when you aren't near your computer.
<h3>Access Convenient Mobile-Friendly Tools</h3>
Search for available job listings on the CareerCircle app and save the ones you are interested in looking at later. You can even see when the jobs were posted to get a better feel for how long the employer has been searching for candidates.
If you want to really wow employers, work on upskilling with some of our certification courses. On the app, you can browse and view courses. Save your favorite certifications to access easily when you are ready to get started.
The career circle app makes it easy to do more &mdash; right from your phone.
<h2>How Does the CareerCircle App Work?</h2>
<h3>1. Create Your Account</h3>
Getting started is FREE! Simply&nbsp;<a href="https://www.careercircle.com/candidates">create your account</a>&nbsp;on the app with your email, or sign in if you have already completed this step on our website.
<h3>2. Set Your Interests</h3>
Once you've signed in, it's time to choose the jobs you might consider for a lateral or upward career change, including titles like Data Analyst or Project Manager. Then, select any upskilling courses you might be interested in.
<h3>3. Kick-Off Your Profile</h3>
Add a resume to your profile. You can scan an existing resume by taking a picture with your phone. Or you can upload a resume file that's already been saved to your phone. If you need help creating a resume, you can use our&nbsp;<a href="https://www.careercircle.com/resume-builder" target="_blank" rel="noopener">Resume Builder</a>&nbsp;on the website and add it to your profile from there.
<h3>4. Provide Your Details</h3>
Fill out sections for your name, personal information, work history, education, and more! The app makes it an easy step-by-step process! Don't forget to&nbsp;<a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory">add both hard and soft skills</a>&nbsp;to your profile so employers can see all of your best qualities.
<h3>5. Personalize Your Profile</h3>
Add an existing headshot from your phone to give your profile a more authentic and personalized look. Then, record your intro video straight from your phone to tell employers what you offer and what you are looking for!
<h3>6. Take Assessments</h3>
Our Career and Big Five personality assessments help employers understand where you would fit into their team. You can take both assessments right on the app.
<h2>3 Tricks for Getting More Out of Our App</h2>
If you've put in your basic personal information, it's time to explore other helpful app functions. Here are three tips to get the most out of our job search app.
<h3>Record Your Intro Video</h3>
We know it might seem slightly inconvenient or nerve-wracking to record yourself in a monologue video for potential employers.&nbsp;However, hiring managers get a lot of value out of watching you speak for a few minutes about your talents, professional goals, and ideal role. It makes you more relatable and helps them connect with you as a candidate.
A great intro video can sometimes replace the initial interview, helping you streamline the hiring process. Plus, it provides an opportunity to showcase some of the soft skills &mdash; like passion and personality &mdash; that aren't easily displayed in a resume.
The CareerCircle app makes it easy to record a video right from your phone.&nbsp;So, take a few minutes to create a quick video that helps hiring managers picture exactly how you would fit into their team.
<h3>Complete Your Profile</h3>
Fill out every section of your profile to help increase your ranking in relevant search results. When employers look for candidates, we show them the profiles we think are the best fit &mdash; measuring by keyword relevance and how complete the profile is.
Finishing your profile helps employers know you are serious about the job search process. Getting every step filled out helps them see you are committed and offer personal drive.
<h3>Set Alerts for Job Listings</h3>
Use the app to set alerts for job listings. When something comes up that might appeal to you, we'll let you know through the app! It's easy to create alerts to notify you of job search matches:
<ol>
<li aria-level="1" style="font-weight: 400;">Simply go to the profile tab on the app.</li>
<li aria-level="1" style="font-weight: 400;">In the upper right corner, click "Create Job Alert."</li>
<li aria-level="1" style="font-weight: 400;">Create a new job alert, choosing a title, keyword, and location.</li>
<li aria-level="1" style="font-weight: 400;">Add a description to help differentiate between your alerts.</li>
<li aria-level="1" style="font-weight: 400;">Click "Create Alert," and you will now see it listed under the "My Alerts" tab.</li>
</ol>
<h2>Get Started With the CareerCircle Job Search App</h2>
If you don't have the app, download it now from the Google Play or Apple store! Once you've downloaded the app, start using it to take your career to new heights.

Learn how our mobile app can help you find the right position with convenient on-the-go job search and profile-building capabilities.

3 Job Search Tips for Career Changers

3 Tips for On-the-Go Job Searching With the CareerCircle App

A solid recruitment process is crucial for companies that want to operate at full capacity. With an increasing number of job openings and staffing shortages across the country, companies are competing to attract and retain top talent.
A&nbsp;<a href="https://web.manpowergroup.us/talent-shortage-solutions">record&nbsp;74% of companies</a>&nbsp;in the U.S. are struggling to find the top talent they need&nbsp;&mdash; up from 14% in 2010. The&nbsp;<a href="https://www.bls.gov/news.release/jolts.nr0.htm">U.S. Bureau of Labor Statistics</a>&nbsp;reports&nbsp;nearly 11 million job openings, with the rate of monthly new hires not much higher than separations&nbsp;(6.4 million to 5.9 million). We are in the midst of the biggest workforce reallocation and metamorphosis since WWII.
To help improve hiring initiatives, companies are focusing less on resumes and more on the human element. These seven trends shaping candidate sourcing are examples of hiring best practices your company should adopt.
<h2>Building a Hiring Ecosystem</h2>
You should start by building an environment that attracts and supports top talent throughout the entire hiring process. A hiring ecosystem requires clear communication and a path forward. While your ecosystem may include some automated features (like thanking your applicant), most of the connections and guidance should have a personal touch.
If your hiring process takes too long, you might lose top talent to other offers.&nbsp;Less than&nbsp;<a href="https://www.indeed.com/career-advice/interviewing/average-response-time-after-interview">4% of employers</a>&nbsp;give applicants feedback within a day&nbsp;and&nbsp;the average response time after an interview is 24 days.&nbsp;Offering faster feedback can foster positive feelings with candidates and help you gain the edge on competing employers.
If your process is too demanding, you might not attract potential hires who are too busy filling out multiple applications and fielding other job offers.&nbsp;<a href="https://whattobecome.com/blog/interview-statistics/">Half of all candidates</a>&nbsp;who feel disrespected during the recruiting process will walk away.&nbsp;Poor communication about expectations or company culture might leave you with a new hire who won't last long in the position.
<h2>Proactive Candidate Sourcing Strategies</h2>
Don't wait until it's time to hire to look for candidates.&nbsp;Rushing to fill a job without any candidates in mind leaves you with whoever is available &mdash; not whoever fits best.
Instead, spend time backfilling your talent pipeline so that you have potential candidates ready to contact as the need arises. Create partnerships that naturally keep talent within reach at any time.
<h2>DE&amp;I Considerations</h2>
Diversity, equity, and inclusion (DE&amp;I) can forever change your organization's culture for the better. If you want to&nbsp;<a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech">attract a diverse workforce</a>, you first need to understand the pain points and needs of minority groups, so your company is welcoming and supportive.
It's natural to choose candidates that feel relatable or familiar &mdash; candidates that look, act, or talk like you. But this unconscious bias leads to a homogenous workforce. Rather than try to deny it or feel bad about it, your next step should be to understand your personal&nbsp;<a href="https://www.forbes.com/sites/forbescoachescouncil/2018/05/01/why-you-mistakenly-hire-people-just-like-you/?sh=4428756b3827">tendency toward bias</a>&nbsp;and work to minimize its impact on your hiring decisions.
For example, how did you feel about the last employee who disagreed strongly with a leadership decision or wanted to use a different process?&nbsp;<a href="https://whattobecome.com/blog/interview-statistics/">76% of recruiters</a>&nbsp;reject candidates who seem arrogant.&nbsp;Does your approach encourage diversity in your team's personalities, work styles, and perspectives?
And third, reach beyond your typical pools to target talent in underrepresented groups. The goal isn't to hire people&nbsp;because&nbsp;of workplace diversity, but to target&nbsp;underserved&nbsp;groups and ensure your own bias isn't counting people out if they act, look, or work differently than you.&nbsp;<a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting">Providing workforce equity</a>&nbsp;means ensuring potential hires are considered in the best light and given a fair shake at getting in the door.
<h2>Tapping into New Talent Pools</h2>
If your incoming talent leads aren't diverse, it may signify a problem in your targeting. If you are going to pursue people who big-box staffing agencies typically miss, you need to expand your parameters and explore new talent pools.
For example, you may consider an employee trying to make a lateral move from a completely different field &mdash; like teaching or warehouse management. Or you might give an employee a shot at re-entering the workforce after years of time off to raise children or pursue a passion. It may require some time and effort upfront to get the new hire trained and up-to-speed, but you could discover valuable talent that no one else was even giving a second glance.
<h2>Assessing Your Hiring Process</h2>
Only&nbsp;<a href="https://www.saplinghr.com/10-employee-onboarding-statistics-you-must-know-in-2022">26% of employees</a>&nbsp;are asked for feedback on the recruitment process. This is vital data that companies should use to inform their future hiring process. But&nbsp;listening to a candidate's experience&nbsp;also makes 91% of new hires&nbsp;feel more positively about their employers.&nbsp;
Start out with a culture that is ready and willing to listen. Candidates who were asked for feedback before onboarding were&nbsp;79% more likely to refer others to the company.
<h2>Relying on the Human Element</h2>
The fad of using AI to sort through resumes has started to show some serious shortcomings. Leading companies are now leaning toward keeping the human element in the screening process to avoid missing out on talent because of lacking keywords on a resume. Screening software will only help those who know how to game the system.
Tools can be valuable in the recruitment process, but only when supporting the human expert behind the decision. Use your experienced and knowledgeable team to help choose top candidates from diverse pools &mdash; even if their resumes don't include all the buzzwords or proficiencies listed in your job description.
<h2>Finding Networking Partners</h2>
Bringing partners into your hiring network is another way to expand your talent pool. Community groups often have ties to people hunting for jobs and may help you diversify your leads.
It usually takes time to form these connections and find the right partners. So, build up your network to create your ongoing hiring ecosystem.
Working with an&nbsp;<a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers">equitable recruiting company</a>&nbsp;can also help build your partner network and diversify your sourcing efforts. A staffing agency focused on a holistic hiring approach is going to partner with nonprofits and community groups to find underrepresented candidates. Rather than focusing on resumes alone, an equitable recruiting agency helps evaluate work ethic, characteristics, motivations, past experiences, and skills to give you a clearer picture of the person as a whole.&nbsp;
If you want to expand your talent pool with underrepresented candidates from a network partner with a human touch, we can help.&nbsp;<a href="https://www.careercircle.com/employers/signup">Create your CareerCircle account</a>&nbsp;for free today to get started!

With increasing job openings and staffing shortages across the country, companies are competing to attract and retain top talent.

7 Trends Shaping Candidate Sourcing Strategies

To help improve hiring initiatives, companies are focusing less on resumes and more on the human element. These seven trends shaping candidate sourcing are examples of hiring best practices your company should adopt.

Most tech companies don&rsquo;t have a history of prioritizing diversity, equity, and inclusion (DE&amp;I) in their hiring and workforce development strategies. In fact, <a href="https://www.wiley.com/edge/site/assets/files/2689/diversity_in_tech_2021_us_report_by_mthree.pdf">a 2021 survey</a> found that 68% of business leaders still saw a lack of diversity in their tech workforce.&nbsp;
Fortunately, DE&amp;I has become a core focus of many <a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech" target="_blank" rel="noopener">tech companies&rsquo; hiring efforts</a> in recent years.&nbsp;
Rather than simply adding DE&amp;I statements to their culture codes or establishing committees within their existing workforce, these technology organizations want to grow in an equitable, inclusive way.&nbsp;
Today&rsquo;s tech employers are looking for creative ways to source candidates from diverse backgrounds who may not fit the cookie-cutter mold of what tech employees looked like in the past.&nbsp;
So, how can tech companies connect with diverse candidates and integrate DE&amp;I into their hiring efforts?&nbsp;
If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process. This process starts at the top of your talent funnels.&nbsp;
<h2>Diversifying Your Top-of-Funnel Talent Sourcing Efforts&nbsp;</h2>
No matter your size or specific hiring goals, expanding your top-of-funnel targets can help you identify and connect with candidates from non-traditional talent pools.&nbsp;
You may already work with a staffing agency to source candidates with a tech background or relevant work experience. These sources can be valuable, but they typically don&rsquo;t <a href="https://www.careercircle.com/blog-feed#:~:text=Home%3EBlog-,Advocacy%20in%20Action%3A%20What%20is%20the%20Opportunity%20Divide%20in%20the%20Workforce%3F,-02/15/2022" target="_blank" rel="noopener">support underrepresented groups</a>, like veterans, racial or ethnic minorities, and moms returning to the workforce. Instead, employment recruiters&nbsp;rely heavily on resumes and other traditional measures to match them to open roles.&nbsp;
To reach candidates with diverse backgrounds, your organization must connect with resources that work directly with underrepresented communities.&nbsp;
Working through nonprofits or community outreach organizations is one of the best ways to connect with diverse talent groups that aren't in your typical circles. For example, you might seek out a talent sourcing partner that provides career development resources to the BIPOC community or one that helps veterans or parents <a href="https://www.careercircle.com/blog/post/your-return-to-work-three-ways-to-address-a-gap-in-employment" target="_blank" rel="noopener">re-enter the workforce</a> by connecting them with employers.&nbsp;
However, establishing and developing relationships with these external partners can take significant time and effort. And when your hiring team is up against time-sensitive hiring initiatives, they&rsquo;ll likely default back to familiar sourcing strategies rather than reaching out to form new connections.&nbsp;
You can&rsquo;t solely rely on your HR or hiring teams to establish nonprofit partnerships and add diverse candidates to your workforce. Instead, you should <a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener">take a proactive approach to talent sourcing</a> and provide job seekers with multiple unique opportunities to get their foot in the door at your organization.&nbsp;
<h2>Creative Ways to Source Candidates From Diverse Backgrounds</h2>
<h3>1. Create Returnship or Apprenticeship Programs&nbsp;</h3>
So many job seekers are overlooked by potential employers due to a lack of relevant work experience &mdash; even if they possess the required technical skills or certifications for a role. These individuals are stuck in a frustrating cycle; they can&rsquo;t get a job without experience, but can&rsquo;t gain experience because employers won&rsquo;t hire them.&nbsp;
<a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener">Returnship</a> and apprenticeship programs can offer these candidates the unique opportunity to learn and train at your organization, gaining valuable skills and experience while learning the ropes of your internal operations.&nbsp; Returnship programs are great for diverse candidates who have taken some time off from the workforce or those with limited experience in their desired job field.&nbsp;
Consider developing returnship programs for the most in-demand positions in your organization. Use them to help candidates upskill, learn from experienced mentors, and train for the position they want to move into. Your returnships should compensate participants for their time, making them a feasible option for job seekers who don't have the means to work for free at an <a href="https://instituteforpr.org/unpaid-internships-and-inequality-in-public-relations/">unpaid internship or apprenticeship</a>.
Program participants will gain valuable knowledge and real-world experience, and you&rsquo;ll gain new, highly qualified candidates ready to move into a full-time position as soon as they complete the program.&nbsp;
<h3>2. Enable Remote Work&nbsp;</h3>
Depending on the location of your office or headquarters, you may not have access to diverse talent resources in your local community. What&rsquo;s more, requiring applicants to live in a specific geographic region and commute to an office daily can prevent many eager, well-qualified candidates from applying to your open role.&nbsp;
Sometimes, diversifying your sourcing strategies means more than working with a new set of recruiting partners in your area. Opening your organization up to remote work will allow you to access a much larger pool of candidates from all backgrounds and walks of life without the limitations of physical location.&nbsp;
Enabling remote work gives you access to a lot of talent you wouldn&rsquo;t have if you stayed local. It also equips you to <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience" target="_blank" rel="noopener">better support working parents and other employees</a> who need a bit of extra flexibility in their workdays compared to what they would find at a traditional office job.&nbsp;
<h3>3. Prioritize Internal DE&amp;I Education</h3>
The true impact of your DE&amp;I efforts goes far beyond who and how you hire new employees. To retain diverse hires and initiate positive change across your organization, you need to foster a welcoming, inclusive atmosphere and ensure every employee feels safe and comfortable.&nbsp;
Beyond refining your hiring practices and updating your company culture code, look for opportunities to infuse inclusivity into the many activities that occur at your organization every day. Educate your entire workforce on <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">the value of DE&amp;I </a>and encourage them to live out your values in their day-to-day interactions with colleagues.&nbsp;
Equip managers and other leaders with the tools and resources they need to openly and respectfully discuss workplace inclusivity with their employees. On the flip side, be sure every employee feels empowered to advocate for themselves and has access to a reliable, trustworthy support system in case they ever encounter discrimination or any other concerns in the workplace.&nbsp;
<h3>4. Find a Trusted Talent Acquisition Partner</h3>
It takes patience, diligence, and a lot of work to enact measurable, lasting change in your workforce development efforts. Maybe your hiring team simply doesn&rsquo;t have the resources to reach out to nonprofit groups, or perhaps they&rsquo;re too overwhelmed with time-sensitive hiring needs to focus on a long-term workforce development strategy.&nbsp;
No matter your goals or challenges, the right talent partner can help you <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">turn your DE&amp;I promises into real-life progress</a>. They can connect you with diverse candidates, help you map out short- and long-term hiring goals, design custom returnship programs, and more, all to help your organization develop a more diverse workforce and a more inclusive work environment.&nbsp;
Look for a partner that specializes in working with underrepresented groups, like CareerCircle.&nbsp;
Our unique approach to talent development is rooted in candidate advocacy and workforce equity. We specifically focus on helping BIPOC candidates, veterans, and workforce returners <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce" target="_blank" rel="noopener">upskill</a> to find jobs in tech and related industries.&nbsp;
<h2>Integrate DE&amp;I Into Your Hiring Efforts With CareerCircle&nbsp;</h2>
At CareerCircle, we help employers rethink their approach to hiring and connect them with diverse, recently upskilled candidates through our long-time community partnerships. We help employers grow their workforces and champion DE&amp;I by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Maintaining partnerships with nonprofits and organizations that work closely with underserved communities</li>
<li style="font-weight: 400;" aria-level="1">Partnering with tech brands to upskill job seekers with relevant, in-demand career certifications&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting employers with diverse, recently upskilled candidates on our free online platform</li>
<li style="font-weight: 400;" aria-level="1">Give employers a 360&deg; view of each CareerCircle candidate through detailed profiles, video intros, and more!&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Working closely with employers to develop custom sourcing and workforce development strategies&nbsp;</li>
<li>Helping employers establish custom returnship, apprenticeship, and internship programs</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and help you source diverse, highly qualified candidates?<a href="https://www.careercircle.com/employers/signup"> Create a free account today</a> to get started.

Want to attract and retain diverse, highly qualified talent? Rethink how you source and evaluate candidates across the entire hiring process.

Creative Ways To Source Underrepresented Talent

If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process.

Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&amp;I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond. As these organizations made new commitments to DE&amp;I and expanded their social responsibility initiatives, current employees and job seekers alike began to take notice.&nbsp;
Today&rsquo;s candidates want to join diverse, equitable workforces. At the same time, employers want to better support underrepresented communities in fields with significant disparities, including technology, IT, software, and more.
So how are employers turning their DE&amp;I commitments into real-world changes? And how are these changes reshaping the job market?&nbsp;
In this blog, we&rsquo;ll explore how employers that prioritize advocacy, inclusion, and a diverse workforce are improving the tech industry for the better &mdash; and which job seekers are taking notice of recent shifts in representation.&nbsp;
<h2>1. Employers Have Renewed Their Focus on Diversity and Inclusion</h2>
Prior to the coronavirus pandemic, many technology employers left DE&amp;I initiatives on the back burner. They likely had company-wide DE&amp;I commitments or taglines in their mission statements, but their workforce was primarily comprised of white men, and most hiring teams weren&rsquo;t sure how to source a diverse workforce.&nbsp;&nbsp;
Most of these organizations knew they needed to better support underrepresented groups and champion DE&amp;I, but didn&rsquo;t have an actionable plan to initiate change or <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting">begin reshaping their workforce</a>.&nbsp;
The COVID-19 pandemic and concurrent social justice-related events of 2020 acutely highlighted the racial, gender, and socioeconomic disparities in the U.S. workforce &mdash; and motivated many employers to refocus on DE&amp;I.&nbsp;
Now, employers want to develop diverse workforces that mirror their local communities and their customer bases. They&rsquo;re implementing actionable DE&amp;I strategies to pave the way for underrepresented groups to break into the tech space and ensure those individuals feel welcomed and included once they move into a new role.&nbsp;
Organizations with a diverse workforce are <a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/why-diversity-matters">35% more likely</a> to outperform their respective national industry medians&rsquo; financial returns. By focusing on equity and inclusion, employers can reshape their workforce into one that equally values each member&rsquo;s unique perspective and delivers a higher ROI than their competitors.&nbsp;
<h2>2. Candidates Want to Work for Inclusive Employers</h2>
DE&amp;I doesn&rsquo;t just impact hiring and workforce development for employers; it also <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience">shapes job seekers&rsquo; impression of potential employers</a> and likelihood to stay in a new role. According to Glassdoor, <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/">76% of job seekers</a> said a diverse workforce was an important factor for them when evaluating job opportunities and companies.
In the past, DE&amp;I was a somewhat taboo subject for job seekers. They typically wouldn&rsquo;t bring it up themselves during an interview. Instead, they would simply research the company offline or &ldquo;wait and see&rdquo; how inclusive their new workplace would be on day one of their new jobs.&nbsp;
Today, candidates want to evaluate their potential employers ahead of time and use their findings to identify employers whose values align with their own. Gone are the days of one-sided interviews and evaluations. Job seekers now feel empowered to ask how their potential employer puts DE&amp;I commitments into practice, and what they do to support underrepresented groups in tech and other white male-dominated fields.&nbsp;
It&rsquo;s highly acceptable to ask an employer, &ldquo;What&rsquo;s your diversity makeup?&rdquo; Most companies are happy to discuss their DE&amp;I strategies and current diversity statistics. Employers who still steer clear of these conversations will miss out on <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow">bringing top-performing talent into their workforce </a>and will damage their brand reputation over time.&nbsp;
When candidates find a company with a diverse culture, they gain the freedom to be their authentic selves and embrace who they are in an inclusive environment. This feeling of belonging increases morale and retention while also encouraging every employee to share their ideas and perspectives freely.&nbsp;
<h2>3. Employers Are Turning Social Responsibility Commitments Into Impactful Change</h2>
By embracing DE&amp;I, employers can support their employees, job seekers, and the U.S. workforce as a whole. But to effectively increase social responsibility initiatives and create truly inclusive work environments, they must do more than outline and discuss impressive strategies.&nbsp;
Talent platforms like CareerCircle are integral in helping employers connect with nonprofit organizations and institutions across the country. Through these partnerships, employers can diversify their external recruiting efforts and bring organization-wide awareness to DE&amp;I.&nbsp;
The tactical recruiting piece of DE&amp;I is relatively straightforward, but many employers lose momentum when it comes time to re-educate their workforce. To create a diverse workplace, you need team members who understand the inherent value of diversity and their role in fostering a safe, inclusive workplace. On the flip side, an uneducated workforce can hinder how included and supported diverse new hires feel and inevitably push them toward a career change.&nbsp;
As employers <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">rethink their talent sourcing strategies</a>, they&rsquo;re also implementing education and training programs to bring everyone in their organization up to speed. These courses focus on helping employees develop awareness, change their mindsets about DE&amp;I, and integrate inclusivity into their day-to-day interactions; not just high-level statements and occasional recognitions.&nbsp;
Employers are also taking strides to provide employees with reliable, trusted resources once they join a workforce. These resources include counseling and mental health access, along with an HR team that values inclusivity and has the tools to appropriately assess and respond to discrimination or other similar concerns.&nbsp;
By creating a workplace culture that mirrors social responsibility statements, employers can better attract, retain, and support new hires from underrepresented groups, further reducing gender and racial disparities in the tech space.&nbsp;
<h2>Champion Diverse Workforce Development With CareerCircle</h2>
At CareerCircle, we&rsquo;re committed to helping employers #rethinkqualified and helping underrepresented candidates reach their full career potential. How do we do it?&nbsp;
We support candidates by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Removing financial barriers to upskilling through scholarships and sponsorships&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Advocating for them and giving them a voice in the talent marketplace&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with employers through our online platform&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Helping them <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory">present the 360&deg; view of themselves</a> to hiring managers</li>
</ul>
We support employers by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Help them reach nonprofits and other partners that work with underrepresented groups&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Creating opportunities for them to sponsor and advocate for candidates looking to upskill</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce">diverse, upskilled tech candidates</a> through our online platform</li>
<li style="font-weight: 400;" aria-level="1">Guiding them through new DE&amp;I initiatives and associated change management tasks&nbsp;</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and start developing the workforce of the future? <a href="https://www.careercircle.com/employers/signup">Create an account for free today</a> to get started.

Advocacy, inclusion, and a diverse workforce are improving the tech industry for the better — and job seekers are taking notice.

Top Trends: Diverse Workforce Development in Tech

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond.

The Future of Work: Top Trends Contributing to Diverse Workforce Development in Tech

Breaking into a new professional industry can be daunting, especially when it comes time to revise your resume or attend your first job interview in the industry.&nbsp;
You might be unsure about how much of your past experience to share, especially since it doesn&rsquo;t perfectly align with your desired career. Maybe your resume looks completely different than the skills listed on open roles, so you've been hesitant to start applying for jobs.&nbsp;
Upskilling can help you ramp up in a new field, but it&rsquo;s not the only way to make your resume shine and your application stand out to hiring managers.&nbsp;
The term &ldquo;transferable skills&rdquo; refers to skills and proficiencies candidates can bring from their past experiences into a future role &mdash; even if that role is in a totally new industry. Transferable skills help job seekers navigate career changes and showcase their hard and soft skills to potential employers.&nbsp;
As employers combat <a href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" target="_blank" rel="noopener">staffing shortages</a> and skill deficiencies, they&rsquo;re beginning to take more notice of candidates&rsquo; transferable skills. Many are taking a more inclusive approach to the questions they&rsquo;re asking in interviews and going beyond resume-based assessments to get a complete picture of each candidate. 
In this blog, you&rsquo;ll learn all the need-to-know details about transferable skills, like what they are, how to identify yours, and when to highlight them during your job search.
<h2>What Are Transferable Skills?&nbsp;</h2>
Transferable skills are <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory" target="_blank" rel="noopener">skills you can apply to a variety of jobs</a> across industries. They&rsquo;re extremely useful to bring up during the hiring process, and will also help you succeed in your new role or career field.&nbsp;
Most of us carry transferable skills between jobs, whether we realize it or not. For example, the communication skills you learned working in a fast-paced restaurant environment can help you collaborate with colleagues in an office, on a job site, or in virtually any workplace.
Transferable skills &mdash; and professional skills in general &mdash; can be divided into two high-level categories: hard skills and soft skills.&nbsp;
<h3>Hard Skills&nbsp;</h3>
Hard skills encompass the technical, software-related skills a candidate needs to complete role-based tasks. Depending on your desired career field, this may include knowledge of a specific programming language, familiarity with popular development and testing tools, or experience with a certain type of data. <a href="https://www.careercircle.com/blog/post/acing-the-modern-workplace-how-upskilling-promotes-personal-career-development" target="_blank" rel="noopener">Upskilling</a> is a great way to master the hard skills you need for a future role, but you might also be able to carry over a few from previous positions.&nbsp;
These skills might not sound very transferable at first, but there are certain ones that can bring value to your new role. For example, if you&rsquo;ve ever worked with any type of customer relationship management (CRM) software &mdash; like Zendesk &mdash; you&rsquo;ll likely be able to master your future employer&rsquo;s preferred CRM (i.e., Salesforce) with minimal training and ramp time.&nbsp;
<h3>Soft Skills&nbsp;</h3>
Soft skills refer to proficiencies that don&rsquo;t tie back to any one program or process. Examples include communication, organization, and problem-solving &mdash; all of which are highly transferable and adaptable across positions.
You might think that soft skills pale in comparison to their more technical counterparts, but many employers state that <a href="https://www.careercircle.com/blog/post/how-to-uncover-the-hidden-soft-skills-you-already-own" target="_blank" rel="noopener">soft skills are just as important</a>, if not more important, than tech-related proficiencies. It&rsquo;s easier to train a new hire on how to use a certain software than it is to teach them how to effectively communicate with others or manage their time.&nbsp;
<h2>How to Identify Your Most Valuable Transferable Skills&nbsp;</h2>
No matter what your past experiences look like, there are likely transferable skills you can and should consider when contemplating a career change or applying for open roles. Even so, it can be challenging to parse them out of your existing resume, portfolio, or LinkedIn profile.&nbsp;
As you start thinking about your transferable skills, keep these tips in mind:&nbsp;
Assess the functions under each of your previous roles; not the job titles themselves.&nbsp;
Don&rsquo;t get caught up in the designated titles you held or industries you worked in. Instead, look at the specific functions under each job, like managing a client portfolio, leading team meetings, or monitoring project finances. For example, someone with a background in sales likely possesses strong communication and presentation skills that could apply to many roles.&nbsp;
Contextualize your existing skills within your desired role or industry.&nbsp;
When researching job opportunities, try matching up your skills with those listed in each job description. Even if nothing matches one-to-one, you&rsquo;ll still find adjacent skills you can pick up with a minimal learning curve. Remember, each role has its own nuances, and most employers are more than willing to help you build upon foundational skills or adjust them to fit your new role.&nbsp;
Prioritize quality over quantity.
It can be tempting to bulk up your resume with as many skills as possible, but this approach only creates extra clutter for recruiters to wade through. Instead, use the skills listed under the role you want to go after as a guide to determine which of your transferable skills to showcase. Then, use your findings to inform what you share online, in your resume, and in conversations with potential employers.&nbsp;
Remember, you don&rsquo;t have to strictly rely on your work experience to bring up transferable skills. You can include experiences in extracurricular activities, personal projects, and schoolwork too.&nbsp;
<h2>Showcasing Transferable Skills During Your Career Change</h2>
Once you have a good idea of which skills you can bring along with you to a new role, it&rsquo;s time to think about how, when, and where to highlight them during <a href="https://www.careercircle.com/blog/post/your-career-transition-how-to-conquer-change-with-confidence" target="_blank" rel="noopener">your career transition</a>.&nbsp;
<h3>On Your Resume&nbsp;</h3>
Your resume will often be the first thing a potential employer sees from you, so it&rsquo;s essential to make a positive first impression. Your resume should include relevant experiences, upskilling achievements, and of course, any transferable skills you bring to the table.&nbsp;
As you <a href="https://www.careercircle.com/resume-builder" target="_blank" rel="noopener">build or refine your resume</a>, don&rsquo;t hide your most relevant skills down in the experience section. Instead, break them out into a designated &ldquo;Skills&rdquo; section as a few brief bullet points, like:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="2">Project Management&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">Asynchronous Communication&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">User Research&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">UX Strategy</li>
<li style="font-weight: 400;" aria-level="2">Programming Language Experience&nbsp;</li>
</ul>
You can also integrate your skills into your cover letter or outreach messages to employers. Rather than focusing solely on why you want to work for that specific organization, include a brief paragraph about yourself and what unique value you could bring to their workforce.&nbsp;
<h3>Through Your Online Presence</h3>
Your profiles on LinkedIn and other online talent marketplaces, like CareerCircle, are also highly valuable job search tools &mdash; and great places to show off your transferable skills. Be sure to add a headline and brief &ldquo;About&rdquo; section to all of your online accounts that include mention of your holistic experiences and transferable skills.&nbsp;
Not sure which skills or tendencies to include? A <a href="https://www.careercircle.com/traitify" target="_blank" rel="noopener">skills assessment</a> can help you identify your intangible strengths and career preferences so you can mention them on your profiles. These insights help you stand out from the crowd and give employers more insight into who you are as a person, not just what you do during your current nine to five.&nbsp;
<h3>During a Job Interview&nbsp;</h3>
It can be intimidating to bring up your transferable skills<a href="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" target="_blank" rel="noopener"> during a job interview</a> or phone call with a recruiter. You might think, &ldquo;What if they don&rsquo;t find this relevant?&rdquo; or, &ldquo;Is this the right time to bring these things up?&rdquo;
Live interactions are great opportunities for you to bring up transferable skills since they give recruiters and hiring managers the chance to ask follow-up questions. However, that doesn&rsquo;t mean you should spout off a vague list of talents. Wait for your past experience to come up naturally in the conversation, then provide real-world examples of how you used your skills in a previous role.&nbsp;
For example, just saying, &ldquo;I have experience managing large projects&rdquo; isn&rsquo;t nearly as insightful as, &ldquo;I once led a ten-person team through a multi-phased marketing campaign, while managing budget, timeline, and team schedules.&rdquo;
<h2>Unlock Transferable Skills and Fuel Your Career Change With CareerCircle&nbsp;</h2>
At CareerCircle, we believe candidates are much more than their resumes. We support job seekers with personalized online profiles and give them the tools they need to succeed in today's job market. On the flip side, we <a href="https://www.careercircle.com/blog/post/rethink-qualified-how-careercircle-champions-workforce-equity-equality" target="_blank" rel="noopener">challenge employers to #rethinkqualified</a> by changing the way they source and evaluate talent.&nbsp;
As a CareerCircle member, you'll gain access to guidance and resources to power every step of your career change. We'll help you identify your most valuable transferable skills, present them to hiring managers, and expand on them with tech-focused upskilling and training programs.&nbsp;
Ready to get started? 
<a href="https://www.careercircle.com/candidates/signup" data-gc-link="https://www.careercircle.com/candidates/signup">Become a CareerCircle member today!</a>

In this blog, you’ll learn all the need-to-know details about transferable skills, how to identify yours, and when to highlight them.

How Transferable Skills Help Your Career Change

In this blog, you’ll learn all the need-to-know details about transferable skills, like what they are, how to identify yours, and when to highlight them during your job search.

The 360° View of You: How Transferable Skills Can Help You Make a Career Change

Staff Writer

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*UPGRADE IN PROGRESS* -- CareerCircle is upgrading its capabilities and as a result the system may be temporarily unavailable as we bring new capabilities and infrastructure online to better serve our members.&nbsp; If you receive an error during this timeframe please bear with us as we're working to improve our system and you may need to retry that operation at a later time.&nbsp; &nbsp;