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REPORT: Indeed Named Leading Source of Hire by Breezy HR

These days, job seekers have a lot of choices. The unemployment rate is at its lowest in years1,and more and more people are being selective with the jobs they apply to. And with the average person spending 90,000 hours at work over their lifetime, finding the right job is extremely important in order for job seekers to feel fulfilled, happy and purposeful.2

In fact, 95% of workers3 said if they were considering a new job opportunity, insight into a company’s employer reputation would be somewhat or extremely important. And 64% of employees4 say a potential employer’s commitment to diversity and inclusion would be an important factor in their decision to accept an offer. Nowadays, the idea of a great place to work has evolved, and a job is about much more than just a paycheck.5

Meanwhile in this world where candidates are increasingly in the driver’s seat, it’s all the more important that employers select the right partner to help them find skilled, talented candidates. So who can you turn to when it comes to making the right matches? Recruiting tech company Breezy HR’s most recent Source of Hire report shows that employers overwhelmingly turn to Indeed as a trusted partner in the sourcing and hiring process. 

Indeed continues to lead as the #1 job site for offers and hires5

Based on an analysis of Breezy HR’s ATS data, Indeed is far and away the best source for hire, superior even to employee referral and company career sites. According to Breezy HR, out of over 68,000 hires, recruiters sourced the most candidates through Indeed, followed by company’s own career sites.5

Breezy HR

Indeed also leads with the highest percentage of total hires and offers compared to other branded job sites, at 15% of hires and 9.2% of offers — and delivers over 2.5X more hires than the five other branded job sites combined.5

But wait, there’s more: Indeed and Ziprecruiter are neck-to-neck for fastest time to hire, but applicants sourced through Indeed have a higher conversion rate.5

15 years of prioritizing the job seeker

For the past 15 years, our mission at Indeed has been to put the job seeker first — informed by a conviction that what is best for the job seeker is also what is best for employers. Today, Indeed has more than 250 million people searching for jobs every month,6 and 10 new jobs are added to Indeed every second globally. 

We firmly believe that what works for the job seeker also works for employers and are honored to be named the leading source of hire by Breezy HR, as this recognition confirms the effectiveness of our approach. 

Indeed is also dedicated to constantly innovating and creating new products that will make hiring easier and more convenient to employers. For example, Indeed provides the option to look for top candidates through Indeed Resume, our resume database of 150 million resumes. We’ve also recently introduced Seen by Indeed, which matches companies to all levels of tech candidates. Indeed Apply lets employers reach even more job candidates through mobile recruiting, and Indeed Hire offers recruiting services powered by Indeed so employers can save time while receiving high-quality hires. 

We’re humbled, as we enter our sixteenth year, to continue to lead as the #1 job site7 for offers and hires, and we are excited to continue to help people get jobs around the globe. Thank you to all the employers and job seekers out there; our commitment to you is that the best is yet to come.

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1Bureau of Labor Statistics, U.S. Department of Labor, The Employment Situation — November 2019

2Happiness at Work by Jessica Pryce Jones

3Censuswide on behalf of Indeed (US), n=506

4The 2018 Yello Diversity Survey

5BreezyHR Source of Hire Report 2019

6Google Analytics, Unique Visitors, September 2018

7comScore, Total Visits, March 2019

Source: Indeed Blog

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Confidence Index Report: Confidence at Work Is the Soft Skill on Everyone’s Mind

We’ve all seen the stats: The job market is the strongest it’s been in decades, investments are up and the economy is booming. While such good news is always welcome, Indeed wanted to know how this impacts employees on the ground. Do workers feel confident in their abilities and career paths? And why should employee confidence levels matter to employers? 

We’ve been thinking a lot about confidence at work as part of our new Indeed Job Market, an experience that helps job seekers boost their confidence while on the job search. The Job Market will support job seekers throughout their career journey, and kicks off with eight in-person events at cities across the U.S. 

As we prepared for this exciting launch, we wanted to see how job seekers felt on the ground. To find out, we surveyed nearly 800 U.S. workers from a variety of industries and professional stages. Read on for a closer look at career confidence levels, why they’re important and how employers can nurture confidence to boost company-wide performance.

Confidence is key for success

What do we mean when we talk about confidence, and why is it so crucial? Confident people believe in themselves and their abilities. When we feel better about ourselves, our performance and our career prospects, our work tends to thrive. 

While confidence is often thought of as a fixed trait (something you either do or don’t have), it’s actually a soft skill that changes over time. There’s ample evidence that happier employees are more productive — and our research reveals that confidence brings similar benefits. While confidence may ebb or flow depending on circumstances, it’s something we can work to build up, and it’s in employers’ best interest to help.

confidence at work

Our survey respondents overwhelmingly agree that confidence is key to professional success. This holds true at all stages of the job search and after starting a new role. Virtually all workers (99%) believe confidence is vital in finding a job, and 95% say it’s an “important” or “very important” factor in securing a position. When it comes to interviewing, 97% agree confidence is a critical skill, and 98% consider it crucial when negotiating a hiring package. 

But confidence matters long after getting the gig: It’s “important” or “very important” to completing daily work for 94% of respondents. Meanwhile, 97% say confidence matters when securing a promotion, and 94% believe it’s a major contributor to overall career growth. 

Interestingly, this soft skill helps people avoid poor choices: 90% of workers say confidence clarifies whether a job is a bad fit. As in any part of life, trusting ourselves lets us know when something isn’t right for us. 

Workers believe in themselves and in the market

Clearly, confidence is important — but how is this playing out with workers? Our research shows confidence levels are rising in two key areas: belief in themselves and in the job climate. 

Respondents feel good about their skills, with over 90% confident they can perform their jobs at a high level. Workers also report feeling better about their ability to find a new job today than they were either two or five years ago, and many are optimistic about their company’s future. 

When it comes to available positions, workers are confident there are jobs that match their skills and experience (91%); meet their desired work-life balance (88%); and fit their long-term goals (84%). 

Despite murmurs of a possible economic downturn, respondents are overwhelmingly confident in their ability to meet milestones, with 93% believing they can achieve their one-year goals. Meanwhile, 88% are confident they’ll meet their five-year goals, and 90% believe they’ll meet career-long objectives. 

Confident employees make stronger, happier companies

The real impact of confidence stretches beyond the individual; confident workers also bring big rewards for employers. Nearly all workers (98%) say they perform better when they feel confident. This makes sense, since many foundational workplace skills, including work ethic, are driven by confidence.

confidence at work

What’s more, 96% of respondents are more likely to stay at a company when they feel confident. Teams and companies that support this skill and nurture it among employees can help reduce turnover. 

Better yet, our survey suggests confident employees can boost morale across the organization: 94% of respondents say they’re happier when they feel confident at work, and happiness can have a major impact on workplace culture.

confidence at work

Recognition, promotions and strong teams help build worker confidence

When it comes to shaping confidence across the workforce, some factors are outside a company’s control: For instance, confidence suffers when financial performance takes a dip or if management changes. However, the factors that most impact confidence are ones employers have a strong influence over. 

As ranked by respondents, the top five contributors to workers’ confidence in their career outlook are positive feedback from their managers, the company’s financial performance, pay increases, promotions and being part of a strong team or department. What’s more, feeling valued by their employers boosts confidence for nearly all workers (97%). 

Luckily, company leaders can build a culture of confidence that uplifts the entire organization. Our respondents say this starts with promoting strong managers who set the tone for their teams. Employers must also hire the right people for the right roles, recognize good work, offer learning and development opportunities, and provide a clear path for advancement for all employees. Finally, it’s important to clearly communicate the company’s goals and vision so everyone understands the work to be done.

Most of the issues that decrease worker confidence are personal problems, such as difficulties at home or health complications. Since these are an unfortunate part of life, employers should have clear processes to support employees during challenging times, such as flexible schedules or temporary leaves of absence. 

Today’s confidence boom brings big benefits for employers

We are in the midst of a confidence boom, with most respondents reporting overwhelming confidence in their abilities and career outlook. Since confident workers are happier, more productive and less likely to leave, the rising tide benefits teams and companies, too. 

Employers can — and should — nurture this quality across the workforce. Promote a company-wide culture of confidence by hiring and promoting strong managers, recognizing and supporting employees, prioritizing clear communication and offering opportunities for professional development and advancement.

We do our best work when we believe in ourselves, our work and our futures. Confidence is key to long-term success.

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Source: Indeed Blog

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Indeed Assessments: Why Employers Should Leverage Skills Tests

With the low unemployment rate, it’s a job seeker’s world. To keep up and make great hires, recruiters and employers need to identify and evaluate skilled candidates quickly. 

However, many recruiters still have to spend hours looking through hundreds of resumes each day, selecting only a handful of candidates to advance to the next round of the hiring process. Not only is this time-consuming, but most resumes don’t convey the full breadth of a candidate’s skills — which comes as no surprise since 41% of job-seekers say their education doesn’t directly relate to the field they’re working or searching in.

At Indeed, we believe candidates should be chosen based on the fullest understanding of their skills and abilities, and we know that recruiters and employers share this belief. This is why in 2018, we launched Indeed Assessments, a completely free tool that allows employers to add skills tests to job postings so they can screen candidates based on their abilities, personality and aptitude for particular roles — leading to faster, more informed hiring decisions. Recently, Indeed Assessments hit a remarkable milestone, with over 70 million skills tests completed by job seekers globally and more than 600,000 employers using this valuable resource.

These numbers show that employers and job seekers alike find skills tests to be valuable — but we wanted to learn more about how they are being used and why they should be a part of today’s candidate evaluation process. Therefore, we surveyed over 500 employers and 500 job seekers to gain more insights into how it can help you during your next hiring experience. Here’s what we found. 

Both recruiters and job seekers want skills tests

Many of the recruiters we surveyed want to better understand a candidate’s skills before advancing them to the next stage of the hiring process. In fact, over half of respondents responsible for recruitment or hiring in their organization (55%) think resumes are insufficient for evaluating candidates. What’s more, 58% are more likely to advance a candidate who is able to demonstrate the skills required. 

Of recruiters who use skills tests when hiring, 78% say these help them quickly verify a candidate’s ability to do the job; for 71%, skills tests make it easier to identify relevant candidates. 

Candidates also want the chance to demonstrate their abilities and increase their odds of getting a job. Nearly three-quarters (72%) of job-seeker respondents want to prove they have the necessary skills for a given role, and over half (55%) would feel more confident applying for a job if they could prove they have what it takes. 

Skills tests can even widen the pool of candidates, preventing recruiters from rejecting people based solely on their resumés. Like we mentioned above, 41% of job-seekers say their education doesn’t directly relate to the field they’re working or searching in, so companies could be missing out on large pools of talent. 

How can employers leverage skills tests on Indeed?

Clearly, both recruiters and job seekers stand to benefit from a tool that integrates testing into the application process. Indeed Assessments solves problems for both recruiters and job seekers by providing a simple way for candidates to show off their skills, making it easier for both parties to quickly identify if an opportunity is a right fit.

Not only does this tool help recruiters hire faster — reducing time-to-hire by an average of 27% — it also boosts a candidate’s chance of getting hired. Recruiters can add pre-built skills tests to job postings or manually send them to candidates who have already applied. And while they aren’t required to take them, Indeed finds that job seekers who complete employer-requested Indeed Assessments are 30% more likely to get a positive response. 

What’s more, U.S. job seekers with an Indeed account can proactively complete skills tests, adding the results to their Indeed Resume. Those without an account can quickly create one for free, either by uploading a resume or creating one from scratch on the Indeed platform. U.S. employers who use Indeed Resume to search for candidates with specific skills and experience can filter for candidates who have demonstrated they have the skills that match their hiring needs. 

There are over 100 skills tests candidates can take, most of which can be completed in five to 10 minutes. Some popular skills tests among employers include personality tests, such as “Reliability” and “Customer Service Fit”, and skills tests, such as “Customer Focus and Orientation” and “Attention to Detail.” 

Now add multiple skills tests to your job postings

This year, we’re excited to introduce a new feature of Indeed Assessments: skills test bundling. This feature is currently being rolled out to U.S. employers, and will allow employers to send multiple skills tests to applicants. Employers who post a job on Indeed can now choose to select up to two skills tests they would like to have sent automatically to candidates applying to their job. 

For example, if an employer is adding a job posting for a Marketing Manager position on Indeed, the employer will now be able to add skill tests such as “Social Media Skills” and “Search Engine Optimization Skills” to the job posting. These skills tests will then be automatically sent to applicants once they have applied.   

Like Indeed Assessments, skills tests bundling is also free to use, making this tool an obvious choice for recruiters. 

Ready to get started? Browse our assessment offerings by visiting skills tests offerings by visiting the Indeed Assessments module library, or post a job with a skills test today.

Source: Indeed Blog

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High Tech Industries: Tech Jobs Aren’t Just in Tech

Stereotypes around tech often include images of vast futuristic campuses filled with scooters where employees can bring their dogs to work and take naps in sleep pods. But the truth is the tech labor market is more complex than that. Software engineers don’t just work at Apple and Google — they work at banks, transportation companies and food distributors too.

As the world shifts to being digital, almost all companies need some sort of tech staff. Because of this, tech jobs on the whole are on the rise — between 2012 and 2017, tech jobs as a share of all jobs rose from 2.8% to 3.3%. But within many high tech industries, tech workers as a proportion of employees are actually declining, as companies hire for nontechnical roles at a faster rate.

If this seems counterintuitive, that’s because industries aren’t as homogeneous as we think. It’s not only bankers who work at banks — a variety of staff is needed, including tech talent, to support the business. The same goes for “tech” fields and companies. IBM isn’t made up of only programmers — they need robust marketing, sales and other teams to support what they do as well.

We wanted to learn more about the fields where tech jobs are growing the most, so we sat down with Indeed economist Andrew Flowers to chat about his research on this part of the labor market.

What are the key findings?

The industries that saw the largest growth in share of tech workers from 2012 to 2017 were ones outside what we typically associate with tech. As a sign of the changing world, some of the most traditional fields, like agriculture and energy, are leading the way in tech worker growth. In fact, the share of tech workers in agricultural implements and oil and gas extraction nearly doubled during this time period.

high tech industries

In this day and age, companies need a mix of talents to compete, and high tech industries recognize this as well. To this end, tech companies have leaned into hiring nontechnical talent. Software publishing companies, for example, saw an 11.4% decrease in share of tech workers from 2012 to 2017.

high tech industries

Tech companies should make sure their employer brand isn’t completely focused on technical roles. As Andrew says, “There’s a risk of people thinking ‘I don’t know how to code, so I don’t belong at a tech company.’ Employers need to send the message to talent that they don’t need to have tech skills to work there, and they’ll be highly valued as employees.”

What does this mean for job seekers?

Tech skills are in demand in almost any field you can think of. Wanting to pursue a career in tech doesn’t mean you’re limited to Silicon Valley — there are job options at companies that do everything from making dishwashers to publishing books. Andrew says, “If you have tech skills or want to break into tech, you can broaden your horizons. For example, if you want to be a data scientist, you can search for jobs at many types of companies. Even places like power companies need help working with energy usage data, for instance.”

Conversely, job seekers don’t need to be coding gurus to end up at tech companies. Nontech roles are on the rise at tech companies. Andrew advises, “No matter what your area of expertise, don’t discount yourself by not applying to tech companies. These companies need all sorts of workers.”

Tech is changing, and not only in terms of complex technological advancements, such as artificial intelligence. The tech labor market is changing in more subtle ways, as well. All types of fields and companies are hiring tech talent to help them advance. And companies within high tech industries are diversifying their hiring outside of technical roles to support more robust businesses. With both employers and job seekers broadening their horizons, this means something new for everyone.

*Full definition of industry: Other information services, except libraries and archives, and internet publishing and broadcasting and web search portals

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Source: Indeed Blog

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Effective Communication in the Workplace: An Interview with Kim Scott

Effective communication in the workplace can be a balancing act. Say too much, and you’ll offend someone. Say too little, and small problems can add up. So how can everyone from new hires to managers learn to speak up in a way that is productive, safe and mutually beneficial?

To find out, we asked Kim Scott, author of the bestseller Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity. The book has been translated into 20 languages, and a revised and updated second edition was published in 2019. Scott’s resume includes some of the world’s most prominent companies, including Apple and Google, and she is a former CEO coach at Dropbox, Twitter and Qualtrics. Her approach helps improve workplace communication, collaboration, efficiency and overall happiness. 

Here, Scott shares why radical candor is such a game-changer when it comes to effective communication in the workplace.

Care personally, challenge directly

So what is radical candor, anyway? Scott defines it as “caring personally while challenging directly” and says it can be used as “a compass for guiding conversations.” This might sound easy, but make no mistake: radical candor is hard work and goes against much of what we’ve been taught. 

“We’ve been told since we learned to speak: ‘If you don’t have anything nice to say, don’t say anything at all,’” explains Scott. “[And] we’re told from the beginning of our careers to ‘be professional.’”

Radical candor gives a more useful framework that helps us work better while also supporting — and challenging — those around us. So why is this so important? Giving and receiving feedback is part of workplace life, but sometimes speaking up can feel awkward or even confrontational. Radical candor means offering important feedback when it counts but doing so in a way that makes both individuals and teams stronger. This forms the basis for effective communication in the workplace. By following Scott’s approach, you can transform the initial discomfort over tough conversations into enhanced productivity and trust. 

Scott offers a personal example from Google, where she worked for Sheryl Sandberg. After delivering what she thought was a stellar presentation, Scott was surprised when Sandberg pulled her aside and casually mentioned that she had said “um” repeatedly during her talk. At first, Scott laughed it off — but Sandberg didn’t let it go, saying the habit made Scott sound unintelligent, even though this clearly wasn’t the case. She even offered to have Google pay for a speech coach. Suddenly, Scott was paying attention. 

“She wasn’t exaggerating: I did say um every third word, and that was news to me,” Scott recalls. “I had been giving presentations my whole career. I thought I was good at it, and that really made me think, Why had no one told me?”

This was an easily fixable problem, but Scott realized no one had felt comfortable challenging her to improve — until that day.  

“ [Sheryl] showed me in a thousand different ways that she cared about me at a personal level — not just as an employee, but as a human being,” explains Scott. She followed Sandberg’s advice and met with the speech coach. Most importantly, she learned a valuable lesson about the impact of radical candor. 

Caring personally while challenging directly sounds much easier than it is, in part because we misinterpret what it means to act appropriately at work.

“For a lot of people, that gets translated to mean, ‘Leave your emotions, your true identity, your humanity, and everything that’s best about you at home, and show up at work like some kind of robot,” says Scott. 

As a result, attempting to be nice and professional can have the opposite effect — hiding the fact that we care enough to try and help others improve. 

Personalize feedback for effective communication in the workplace 

One way to show you care about a team member is to personalize your feedback specifically for them. While it’s tempting to focus on the individual and not their work, Scott cautions against this: “Don’t offer praise or criticism about fundamental personality attributes because those are very hard to change.” Instead, offer actionable insights that are relevant to the situation and can help them improve performance.

“If you say to someone: ‘You are such a genius,’ then you’re not getting specific enough to let them know what to repeat,” explains Scott. 

You can also personalize your delivery to the individual’s communication style. For people who are more sensitive, use gentle, caring language; others will benefit from a more direct approach. Radical candor is about meeting people where they are and providing a framework for action. 

“Radical candor gets measured not at your mouth, but at the listener’s ear,” explains Scott. “That means you need to adjust for the individual.”

While some worry radical candor will create problems or resentment, Scott says most people want and welcome feedback they can use: “The vast majority of times, the resistance doesn’t come from the receiver of the critical feedback. It comes from the giver.”

If someone does get upset, reassure them by showing that you care.

“It can be as simple as saying, ‘How can I help?’ or ‘I can see I’ve made you angry. I’m sorry. That’s not my intention. My intention is to help you,’” adds Scott. 

Radical candor is a two-way street

“The greatest source of reluctance and resistance to radical candor is employees giving their boss feedback,” says Scott. She stresses the importance of openness and notes that feedback doesn’t necessarily have to be constructive. Managers should encourage employees to be direct with them. 

To start the conversation, she says, come up with a question that elicits a response from your team, such as Scott’s favorite: “What could I do or stop doing that would make it easier to work with me?” 

She recommends avoiding yes or no questions. Think seriously about what you need to hear to improve as a manager, including what you should do differently and why. This feedback may not be easy to get, she adds. 

“You need to sit with that silence until the other person speaks, to keep your mouth shut and resist the temptation to break the awkward silence,” Scott explains. “You need to get them to answer. That’s embracing the discomfort.”

Next, it’s your job to listen. You’ve encouraged employees to go out on a limb by speaking up — so don’t get defensive. Try to understand what they’re saying and why.

Finally, reward their radical candor. If you agree with them, take action. If you disagree, tell them about it. Either way, use this as an opportunity to create ongoing dialogue and let them know that you appreciate their candor.

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Source: Indeed Blog