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

The job market has transformed over the last few years, primarily due to the pandemic and accompanying Great Resignation. As employers face staffing shortages, employees rethink their career trajectory, and remote work takes center stage, building a team looks a lot different today than in years past.
In this blog, we'll recap the major changes to the job market in recent years and explore the trends that are reshaping the hiring experience for employers and candidates alike.
<h2>How Staffing Shortages Changed the Job Market </h2>
<h3>For Employers</h3>
In 2020, employers rushed to keep up with the rapid disruption of COVID, sending in-office employees home and deploying new remote work solutions to maintain operations.
They soon realized that the pandemic would also increase employee attrition as the Great Resignation swept the globe in 2020 and 2021. Employees left their jobs for many reasons, and the resulting staffing shortages forced employers to rethink their hiring and retention strategies.
But the effects of COVID-19 weren't all bad. The rise in remote work coupled with an increase in resignations gave employers in many industries access to larger talent pools than they had pre-pandemic. Today, the job market is chock-full of high-quality candidates looking to take the next step in their career journey.
Because of this, employers are shifting their focus away from hard skills and years of experience in favor of <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">candidates who possess the right soft skills</a> and fit in with company culture. While hard skills are valuable, they're also teachable&mdash;through on-the-job training programs, continued learning opportunities, and upskilling courses. Interpersonal skills like communication, time management, and collaboration are harder to teach yet essential for building highly communicative, adaptable distributed teams.
<h3>For Candidates</h3>
The pandemic put financial and emotional stress on nearly every member of the population. Children dove headfirst into remote learning, businesses closed or suspended operations, and many people faced layoffs or general uncertainty about their professional futures.
As a result, people began to <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" data-gc-link="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" target="_blank" rel="noopener noreferrer">redefine their career paths</a>. Some chose to leave the corporate world in favor of a sabbatical or self-employment. Others used their extra time at home to get certified in a new industry or expand their existing skillsets.
The pandemic also allowed employees to step back and assess their employers. Many found that they were under-appreciated, insufficiently compensated, or poorly set up for career advancement in their current roles.
Now, they're on the hunt for a job where they can achieve their personal career goals, enjoy more flexibility, and work for an organization that aligns with their values. These candidates seemingly have the upper hand since the last several years' events created a job market with roughly <a href="https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html" data-gc-link="https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html" target="_blank" rel="noopener noreferrer">65 unemployed workers for every 100 job openings</a>. 
Today's candidates can negotiate for higher salaries and better benefits. They're also likely receiving multiple job offers at once as employers work quickly to place new hires in their open roles.
<h2>Four Trends Shaping the Talent Industry</h2>
<h3>1. Remote/Hybrid Flexibility</h3>
Even as physical office spaces re-open, remote flexibility is the key to attracting and retaining top talent. The pandemic showed even the most remote-averse organizations that their employees were as productive or even more productive at home compared to the office. On the flip side, employees began enjoying the flexibility, comfort, and safety of remote work.
Today's job market depends heavily on remote and hybrid flexibility. A significant number of employees consider location independence a non-negotiable element of their work. Employers with a pre-pandemic mindset will struggle to hire and retain talent as onsite benefits like meals, fitness centers, and other office amenities become less and less desirable.
The good news is that offering remote flexibility doesn't just help organizations <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">attract high-quality employees</a>; it also eliminates the geographic limitations of in-person work. Rather than limiting their efforts to a specific zip code or state, they can connect with eager job seekers across the country or even on the other side of the world.
Takeaway: Embrace remote and hybrid working models, and be sure the location details of each open role are clear and easy to find on job boards. 
<h3>2. Company Culture</h3>
Fifty-nine percent of people who left a job in 2021 did so because <a href="https://www.edelman.com/sites/g/files/aatuss191/files/2021-08/2021EdelmanTrustBarometerSpecialReport_TheBelief-DrivenEmployee.pdf" data-gc-link="https://www.edelman.com/sites/g/files/aatuss191/files/2021-08/2021EdelmanTrustBarometerSpecialReport_TheBelief-DrivenEmployee.pdf" target="_blank" rel="noopener noreferrer">they wanted to work for a company that better fit their values</a>.
Reliable pay and good benefits are valuable, but a positive work environment plays a significant role in helping employers stand out above other companies and retain top talent in the long term. Across the board, job seekers want to work for companies that align with their values, prioritize diversity and inclusion, and give them a sense of fulfillment.
Employers can no longer get by with a catchy mission or vision statement. During their interviews, candidates will ask about culture and values, and employers who don't deliver on these items will likely miss out on top talent. 
In 2022, employers are actively promoting their culture and preparing hiring managers to answer questions about brand values, work-life balance, inclusion, and other critical aspects of company culture. They're also looking at their employer brand and refining elements like their core values, mission statement, and online presence to attract top-tier talent.
Takeaway: Present your company's brand and values to potential employees early, often, and consistently. Then, be sure your behind-the-scenes culture aligns with your public-facing brand. 
<h3>3. Diversity and Inclusion</h3>
Today, 76% of job seekers <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/#:~:text=More%20than%203%20in%204,evaluating%20companies%20and%20job%20offers." data-gc-link="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/#:~:text=More%20than%203%20in%204,evaluating%20companies%20and%20job%20offers." target="_blank" rel="noopener noreferrer">consider a diverse workforce a critical factor</a> when evaluating companies and job offers. They're looking for employers who go beyond inspiring commitments to bring more thought diversity and equitable hiring practices into their day-to-day operations.
The events of 2020 prompted employers to think about DE&amp;I through the lenses of gender, race, sexual orientation, accessibility, and more. Still, enacting measurable changes to back up their DE&amp;I commitments is a work in progress for many.
Today, companies don't have to be located in an area with a diverse population to bring more DE&amp;I opportunities to the table since they can connect with candidates worldwide. The overwhelming rise in remote work is helping employers fuel <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">equitable hiring practices</a>.
Employers are pursuing remote opportunities to attract more talent and diversify their workforce to bring a greater variety of perspectives into their organization. They're also taking a long, hard look at their current talent acquisition practices. DE&amp;I leaders are looking for new opportunities to champion equitable hiring and <a href="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">connect with candidates from underserved communities</a>, like veterans, workforce returners, and BIPOC women.
Takeaway: Prioritize thought diversity and equity in all of your hiring efforts. Take the perspectives of your current employees and potential ones into account across DE&amp;I initiatives. 
<h3>4. Candidate Experience</h3>
In the past, employers could take weeks or even months to follow up with candidates about an application or interview. Candidates spent long hours waiting for a phone call or email, and some were even ghosted by potential employers early on in the hiring process.
Today, candidates often interview with and receive offers from several companies at once. And hiring managers want to accelerate and innovate their hiring processes to keep great employees from slipping through the cracks.
This doesn't mean hiring managers plan to rush candidates through interviews and evaluations. Instead, they're limiting interviews to only include relevant stakeholders. They're also significantly reducing the feedback window and aiming to follow up with candidates immediately after they submit an application or attend an interview.
At the same time, candidates have changed their approach to job interviews in light of current staffing shortages. They're becoming more selective and active in their candidacy by interviewing their employers about compensation, culture, inclusion, and more from the first touch. Some candidates will withdraw their application after a negative interview or lack of responsiveness from a potential employer.
Employers need to prioritize candidates at every stage of the hiring process, not just when they're putting together an offer letter. Recommendations include:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Create a concise job posting that details qualifications, benefits, and what to expect in the role.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" data-gc-link="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener noreferrer">Share open roles on job boards</a> and social platforms to spread the word.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Tell candidates what to expect during the evaluation and interview process.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Stick to your word when it comes to response times and feedback.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Present offers to your top picks sooner rather than later.</li>
</ul>
Takeaway: Adjust your hiring processes to meet candidates' expectations. Focus on timeliness and transparency to keep up with the fast-moving job market. 
<h2>Navigate the Ever-Changing Job Market with CareerCircle </h2>
It's easy to look at the numbers and think we're operating in a candidates' market. And while job seekers in 2022 definitely have an advantage, employers are reaping pandemic-era benefits too.
Many qualified candidates are <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">returning to the market </a>and exploring new career opportunities. The geographic limitations of in-person work are fading away, and employers are quickly expanding their talent pools.
At CareerCircle, we take a multi-faceted approach to workforce development. We connect job seekers with career resources, <a href="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" data-gc-link="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" target="_blank" rel="noopener noreferrer">upskilling</a>, and new professional opportunities. We also make it easy for employers to adapt to current trends and connect with new candidates through an online platform that streamlines job creation, talent searches, and applicant evaluation through a single, easy-to-use dashboard.
Are you looking for more ways to grow your talent pipeline, overcome staffing shortages, and reach top-performing candidates?
Download our free talent pipeline checklist for 10 actionable tips to help you level up your hiring efforts.

From remote work to company culture, see how pandemic-era staffing shortages have shaped today's job market for both employers & candidates.

How Staffing Shortages Have Impacted the Job Market

As employers face staffing shortages, employees rethink their career trajectory, and remote work takes center stage, building a team looks a lot different today than in years past.

The Future of Work: How Pandemic-Era Staffing Shortages Have Impacted the Job Market

*UPGRADE IN PROGRESS* -- CareerCircle platform upgrades will occur between Monday June 27th 10PM Eastern Time through Tuesday June 28th 4AM Eastern Time.&nbsp; The system may be intermittently unavailable during this timeframe.&nbsp;&nbsp;

*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;

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The Future of Work: How Pandemic-Era Staffing Shortages Have Impacted the Job Market

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