06Jun

It’s no secret that hiring processes have changed and adapted over the years, especially within the last three. As a recruiter or hiring manager, it can be difficult to keep your candidate engaged throughout every step. However, it is also your responsibility to maintain communication, facilitate smooth transitions, and provide answers when necessary.

Scheduling & communication

Prior to meeting with a candidate, try to determine how the timeline could potentially play out. This means setting times aside for phone screenings, interviews, decision making, and onboarding processes. Not every candidate is going to make it to the end, but setting a schedule in advance will keep you accountable throughout the process. Not only will you be prepared for every stage, but you won’t waste any of your candidate’s or your own time.

This is also true in terms of strong communication. There is nothing more that can deter a good candidate away from a role than lack of communication. As the first person they meet with, it’s critical that you hold proactive conversations about interviews, the company, and where they are in the hiring process, especially if there are multiple rounds being held. If your candidate has questions at any point, answer as swiftly and concisely as possible. Never ghost your candidate! Ignoring or forgetting is not only unprofessional, but can create a poor reputation for yourself moving forward.

Many candidates complain about the lack of updates while applying and interviewing for jobs. Even if you’re not sure about the next step with a candidate, it’s advised to still respond to them after receiving their application or resume. A simple acknowledgement will provide them some reassurance.

Company knowledge

Candidates want to know their recruiter or hiring manager is knowledgeable about the company they’re interviewing with. For instance, be sure to remind them of the company benefits, culture, mentorship and growth opportunities, tuition reimbursement, and other perks you may know about.

Additionally, if you’re aware of how the company tends to initiative their interviews, remain transparent about that as well. Let your candidate know who will be conducting the interviews, what type of questions they may ask, and approximately how long each interview will last.

If your candidate eventually accepts an offer, you should still be maintaining communication during their onboarding process. You want to remain approachable and knowledgeable while they are filling out paperwork, determining their benefits, and preparing for their first day. This will not only set the tone for the beginning of their career at their new company, but assures them that you will always be a reliable and communicative contact in the future.

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Green Key
Jun 6, 2023

Women Now Hold Majority of CHRO Jobs at Fortune 200

Women dominate the human resources profession. Three out of four HR professionals are women, a ratio that holds true at every level until you get to the most senior management position. Until recently, women didn’t hold even a majority of the executive HR jobs at the largest public companies..

The good news today is that women now hold two-thirds of the CHRO roles at the Fortune 200.

study by The Talent Strategy Group says that in just the last year, the percent of women holding the top HR job at these companies grew from 60% to 67.3%. Only a few short years ago, the HR trade group SHRM reported only 49% of HR executives at the top 100 companies were women.

More women CHROs were appointed in 2019 than in the previous three years, the study found. 78% of the CHROs hired last year were women. Of the 36 new CHROs, 43% of them replaced a man. In only 7% of the hires did a man replace a female CHRO.

The report also offers strong evidence that CHROs are being valued as business partners. Of the departing CHROs, 31% assumed larger responsibilities within the organization “most notably,” the report says, “a Chief Administration Officer role or Advisor to the CEO role.”

Overall, the report identifies 7 “CHRO Trends.” In addition to the increase in female leaders and the move into other senior internal positions, the report says:

  • HR experience dominates – 83% of the new CHROs have “significant” HR experience.
  • Advanced degrees are prevalent – 65% have a master’s or law degree.
  • Internal promotion declines – “In 2017, 70% of CHROs were internal successors compared to 61% in 2018 and 53% in 2019.”
  • CHRO turnover is linked to CEO turnover – ” Of the 35 new CEOs who came into the role in 2019, 40% replaced their CHRO.”
  • CHRO turnover increased in 2019 – 19% of the Fortune 200 CHROs turned over, with those in the financial and health care sectors 3.5 times more likely to turnover than those in other industries.

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Green Key