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In A Post Pandemic World, We Need To Prioritize The Gen Z Talent and Workforce

What does the largest generation of workers today want? Hirebee.ai unpacks how recruiting aims and objectives are evolving with the new and thriving Gen Z workforce of today! 

The job landscape today is changing as freshly graduated Gen Z workers continue to join the ranks of the workforce. 

Gen Z is part of the latest wave of young professionals, now often outnumbering their millennial predecessors in certain respects. It was estimated that this group would make up 40 percent of the workforce population back in 2020. 

Gen Z and remote working | Gen Z work culture today

Gen Z Work Culture Today 

Successfully being able to attract as well as retain Gen Z workers today is no easy task. Given the uncertainty and unpredictability brought about by the pandemic, the Gen Z workforce now wants stable and “future proof” jobs. Gen Z now prioritize the flexibility of a more remote and virtual workplace, and are more pragmatic as well as risk-averse. 

Moreover, the new Gen Z mindset and workplace will definitely look different. Knowing how and why might just be the biggest steps to take at this point. As new cohorts of Gen Z continue to enter the job market every year, they continue to alter and change the recruitment landscape. 

Yet, according to a survey done by the Allegis Group, most of Gen Z believes that companies tend to lack some of the organizational benefits to attract and retain new workers. For instance, only 17 percent of companies today consider diversity and inclusion as a key part of their EVP (employee value proposition)

Attracting Gen Z: The Scoop!

Employers need to change their recruitment practices and approaches with the changing tide today, especially as Gen Z workers continue to prove to be empowered and highly engaged. 

Employers must focus on their career development and flexibility at work so that both parties are able to align their benefits with one another. The Allegis Group also reported that 87 percent of Gen Z workers look to their employers for important professional development opportunities. They also want employers to provide them with real-time feedback,  help them develop crucial soft skills such as management, leadership, and communication. Employers must step up by understanding and supporting non-linear career paths as well as offering and engaging employees through leadership and mentorship programs. 

Gen Z workers are known to care and prioritize company culture more than any other generation of workers. They seek opportunities to work collaboratively with employers while maintaining a work-life balance and working hard. 

For younger job seekers, corporate social responsibility, as well as diversity, equity, and inclusion in the workplace, are important objectives. Gen Z workers are also known to safeguard their values and ideals while undertaking the job hunt. 

Gen Z in the workplace

HireBee: Attract Gen Z In The Best Way Possible 

It is crucial to ditch traditional recruitment practices and further reinvigorate the methods. As an Application Tracking System (ATS), sourcing global talent from across the globe, the HireBee platform is an important tool for companies who are looking to tap into the potential of the new, young, and burgeoning Gen-Z workforce in a post-pandemic world.  

In addition, HireBee’s recruitment marketing features can help effectively source and identify Gen Z talent for recruiters. Leveraging technology is the best way to reach a potential Gen Z candidate. HireBee has branded career pages, branded job postings, as well as social sharing with visuals. 

The branded job posting, in particular, is helpful in improving the candidate experience. Bolstering a company’s brand image through recruitment marketing is an integral part of attracting talent from across the world. Companies can take this opportunity to reiterate their values and employment opportunities so that they are able to attract the best candidates. 

As the Gen Z workforce continues to take the job market by storm, it is also time for companies to take a good look at their previous as well as existing recruitment practices. Tackling structural issues such as biases that span the talent acquisition process might be a good starting point for employers. 

Overall, it is important to ensure that Gen Z workers are able to thrive in the workplace today as they become a dominant and essential generational force, especially as our world grows more competitive, divisive, complex, and uncertain. 

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How will AI impact the role of a recruiter?

 The Increasing Impact of AI on Recruitment

As tech tycoons such as Elon Musk, and politicians like Andrew Yang sound the alarms on the future of AI, everyone is left wondering how AI will affect their careers. Will some people even have careers, as AI proves to be more precise, agile and cost-effective in most lines of work? But, the even more mind-boggling and worrisome question is, how will AI affect all of our careers? In many ways, the careers of every employee rely on the people responsible for the human resource management in their companies. What if AI replaces these people? Does a dystopian future await, where all of our data harvested determines our careers? The answer should be no.

In many lines of work, the AI is leveraged by the humans to produce the desired outcome, so the humans aren’t irrelevant (yet). Nonetheless, maintenance and optimization of AI could actually be creating more jobs than they are destroying. For now, at least…

How is AI Being Used in Recruitment?

As we’re theorizing the prospects of an absolute AI takeover, we’ll need to first highlight how AI is being used in recruitment. Is the role of AI so pervasive that recruiters are at risk of becoming irrelevant in the recruitment process? Let’s take a look at some of the ways AI has been introduced to recruitment and some its effects.

AI in Recruitment | Candidate Sourcing & Automation

Determining which Candidates Match Best for the Job

Hiring teams are not always specialized for recruiting all roles, and as such, there can be a degree of uncertainty when screening candidates for skills and technicalities. Smart screening powered by AI can help dissect the candidates’ profiles and determine how much they match with the job. In addition, online assessment tools, personality tests and other screening methods can be facilitated with AI to determine the candidates’ technical abilities.

Removing Biases from Decision-Making

Another wonderful thing about AI in recruitment is that it can help remove biases from decision-making procedures. Through the insertion of objective assessments of candidates, the decision-making process in recruitment will be redefined. 

But don’t worry, the human is still in control. Sourcing and screening for cultural fits is still something that the AI won’t be able to do, as a lot of times, it’s not definitive exactly what would make a good cultural fit. A lot of these decisions can be based on intuition and emotion, and without accurate data input, the AI can’t know what to look for. Even if AI significantly improves in understanding human emotions, humans would have to significantly improve at understanding what they’re looking for in terms of organizational fits… Removing biases from deciding cultural fits is rather being improved through the application of facilitated collaborative hiring with recruitment software.

Sourcing Candidates

Sourcing candidates for jobs is made significantly easier with AI. With automated candidate rankings, resume parsing and data collection & organization, not using AI to source candidates nowadays is a death sentence. But there’s still a long way to go for candidate sourcing. Take this into account: when you go to Google you can search and find anything you’re looking for, that’s not quite the case yet when it comes to searching for a candidate.

Honestly, the possibilities of HR-tech in the recruitment field are exciting, and it’ll be fascinating to see what the future of recruitment holds. As more and more companies realize the benefits of leveraging recruitment software, it is safe to assume that an HR-tech revolution is afoot.


How will AI impact the role of a recruiter?

The modern recruiter in the age of AI

As we explored the possibilities and uses of AI in recruitment, we saw, however, that the role of the recruiter is substantial. The evolution of HR-tech will see recruiters have powerful technology at their disposal, to be able to carry out their recruitment practices with more ease and precision.

In truth, we are already seeing this revolution right here before us, as recruitment software enables more and more employers recruiters to recruit like enterprises with huge HR departments would, and recruitment practices such as recruitment marketing and global hiring being more accessible.

In conclusion, the recruiter is here to stay, only with far more advanced technology to help them build their team. 

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Celebrating Small Business Week During the Pandemic

Celebrating Small Business Week During the Pandemic

This week is National Small Business Week in the US, and more than ever, it seems that small businesses need our love and support. Covid-19 has seen a major diversion of economic output in small businesses in most industries. Whilst most enterprises have been able to finance the economic hit — by September alone, 100 thousand small business had went out of business. Furthermore, outside of temporary and permanent closures, the financial difficulties small business owners have had to face throughout this troublesome period cannot go unnoticed. That is why this week we should all celebrate small businesses as they attempt to recover from last year’s economic woes.

Small business owner

Small Businesses are the Backbone of the Economy

Not only do small businesses embody American culture, but they’re also an indispensable part of the economy — the backbone of the economy, as some would say. Driving innovation, creating jobs and products, and stimulating competition: the free market would literally not be a possibility without small businesses. Whilst ginormous organizations take up more and more of the market share and achieve the economies of scale to outdo the competition, it is important to take the future into consideration and realize the importance of maintaining low barriers of entry for small businesses.

On small business week, HireBee would like to draw attention to staffing problems small businesses may be currently facing. As the pace of technological advancements shows no signs of stopping, new skills are in-demand all the time. And with the supply of these skills not keeping up with the hot demand, businesses are battling it out through investment into talent acquisition. It is a brutal war for talent, and small businesses need all the help they can get when it comes to competing for talent.

How Small Business can Rebound

As businesses have been forced to downsize, the return of economic activity will also see the return of staff. Businesses need to be ready to rebound and rebuild their team with the right hires in the right way. The disadvantages small businesses face in recruitment shouldn’t prevent them from winning hiring. And so, small businesses have the option of leveraging the latest technology and truly competing in the labor market with capabilities they wouldn’t otherwise have. Recruitment automation, candidate relationship management, recruitment marketing; just to name a few, are all processes small businesses can realize with modern recruitment software.

Distribution of private sector employment by size of firm
Infographic from U.S. Bureau of Labor Statistics depicting the distribution (%) of private sector employment by size of firm, 1993-2015

2016 data from the U.S. Bureau of Labor Statistics shows that it is not only the market share big enterprises are acquiring more and more of. But, it appears that the share of employment in the private sector is also being secured by big enterprises. Since 1996, when the two shared equal employment, firms with more than 249 employees now have 53.7% of the share of employment. One can imagine that it has only gotten worse post-Covid.

What does this mean? This might just be the natural consequence of big enterprises gaining more of the market share, but this may also suggest that big enterprises have distinctive advantages over small businesses when it comes to employment. Benefits, job security, brand awareness, and more. The proposition made to the employees in bigger businesses may better than that of in small businesses… Or is it that bigger businesses market their proposition better?

Advance Your Employer Brand with Us

Luckily, small businesses can see past lack of HR and recruitment marketing by advancing their employer brand with us. HireBee’s recruitment marketing and job distribution solutions increase the visibility and appeal of your jobs to your target audience. There are many advantages when it comes to working in small businesses, and it may just be that you’re not marketing them properly. Don’t stand by in defeat, equip yourself with the latest technology to be able to hold your own in the job market among the giants. Build your team and help us build the future.

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Recruitment Marketing with HireBee

Recruitment Marketing: An Important Tool In The Post-COVID 19 World 

At a time when companies now have access to a large and diverse talent pool owing to COVID-19 and remote working, recruitment marketing remains a significant tool within the talent acquisition arsenal. 

As workplace practices and job landscapes continue to change, there is a need to find a feasible solution so that we might fill in some of the gaps in the current recruitment landscape. As a result, the power of virtual recruitment and associated tools remain significant for talent acquisition individuals and employers for turnover. Technology will prove highly beneficial in optimizing the HR function and managing through recruitment marketing

AI-powered recruitment platform HireBee equips companies with the tools to brand their own company page, job postings, and social media visuals to better attract a diverse talent pool. The main features of recruitment marketing with HireBee are social recruiting, multiposting with integrated job boards and the candidate experience. 

Branded Career Page 

Recruiters may create their own branded career page quickly and effectively. When they sign up for an account, they are able to leverage HireBee’s user-friendly interface to communicate their company stories through articles, videos, and photos. Companies are also able to back this up with relevant content to familiarize candidates with company culture and visions. Companies can further increase their visibility by linking their social media pages such as their Twitter, Linkedin, and Facebook. 

Branded Career Page HireBee

Branded Job Posting 

Companies are able to go a step further with their visual and customizable tools and move past stereotypical job descriptions. Such branded postings can also help bolster the candidate experience as employers can use quizzes and gaming to engage prospective candidates through job postings. 

Job Board Integration HireBee

Social Sharing With Visuals

A big part of virtual recruiting today is the ability to use outreach to tap into a vast and diverse talent pool. By integrating a company’s social media links with HireBee, they can start posting vacancies directly from the dashboard. The visual studio tool can help direct images from a company’s gallery to their respective social media pages and further engage candidates. 

Social Sharing HireBee

Bolstering a company’s brand image is an integral part of attracting and inspiring talent from across the globe. HireBee is primarily used as a talent acquisition tool to source through optimization and automation in order to build a legitimate and credible HR brand in the job market. 

Recruitment marketing today is all about standing out from the crowd and presenting something different. Businesses need to comply with these changing dynamics in the market and shoot their shot when it comes to attracting the best talent possible. 

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