Recruitment planning – Post-Pandemic-Crisis
Danielle Meakin - 6 Comments - 29 Sep 2019

People often say that everything in this world happens for a reason. Well, sometimes it’s hard to understand and often it can feel very unfair when you are the one that feels the full impact. Covid-19 indiscriminately affected so many of us. It all happened so quickly, that most of us had little time to adequately prepare. And now of course, many of us are already starting to contemplate, what happens next?

 

Looking ahead

The eternal optimist in me says that we need to start planning and to prepare for life after this crisis, because if we were a good company going into this situation, then we can potentially be an even better company coming out of it too.

This disruptive situation has provided most of us with an opportunity to reflect on everything, and assess our strengths and weaknesses. We at Smart Recruit Online will be making some fundamental operational and strategic business changes as a result of what has happened, that is for sure, and I have been looking at new tools and systems that we will need to help make that happen.

 

What’s next for Smart Recruit Online?

Our strengths and areas of expertise will certainly remain within Online Recruitment. Specifically, in talent attraction strategy and recruitment management and selection process and delivery.

Our credentials going into this crisis, saw us consistently outperform every other online recruitment service when it comes to key recruitment metrics, such as application volumes, quality of applicants, time and administration efficiencies and successful fulfilment rates from direct applications and we intend for it to stay that way.

 

Talent Attraction

 

Future challenges

There will be significant challenges ahead when it comes to post-pandemic recruitment of staff over the coming months, as we get back to some degree of normality. With unemployment predicted to skyrocket, impacting application numbers and quality, having efficient systems in place is going to be crucial.

Having the best possible recruitment solution in place to assist you post-pandemic, when the upturn arrives, doesn’t actually require a massive investment of time or cost. SRO have been helping dozens of hospitals all over the UK to recruit front line staff during the crisis and have onboarded entire teams in less than an hour. We also have a free version of our platform and very competitive, low cost options, for paying customers that want to activate a wider range of tools and services.

Anyone can trial our full suite of products and services free of charge for 3 months and use this opportunity to build a business case that is based on evidence and facts, not a fancy sales pitch.

I would like to invite you to join us for an online demonstration, on how you too can quickly and easily get ahead of the game and prepare for the post Covid-19 era.

You can take a tour and then delay the start of your trial until you have your first campaign ready to go, so there is nothing to pay now, just 30 minutes investment of your time to join one of our system specialists and do something that will potentially enable you to deal with the recruitment challenges that lay ahead far more effectively.

Good luck to you and your business, we hope that you and loved ones stay safe and well.

Mark Stephens

 

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book A Demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


The Future of Work: 10 Statistics You Should Know to Be Successful in 2025
Danielle Meakin - 6 Comments - 29 Sep 2019

The fourth industrial revolution is finally underway. With innovations continually being introduced to the public, the way we handle tasks and go about our daily endeavours will once again transform.

Technology is evolving at a tremendous pace, and signs indicate that the advancement isn’t going to slow down any time soon. Similar to how people during the 1700s adopted the steam engine, modern-day companies are utilizing the latest tech to drive their business forward. But, even though these advancements have made things more convenient, they also come with their own set of challenges.

Both first world and developing countries will have to face the tests that this revolution brings. Certain jobs will become obsolete, and skills recruiters should find in a candidate will change. As artificial intelligence, robotics, and other innovations continue to impact business across various industries, socio-economic transformations are bound to occur.

To successfully adapt to this revolution, you’ll need to understand how it will impact your career. If you’re a job seeker, you must improve your skillset to increase your employability. In case you’re a hiring manager, you’ll need to align your recruitment strategy with the movement of other organisations.

Being informed about the trends of today will allow you to make excellent career decisions in the years to come. Check the infographic below to take a look at the future of work.

The Future of Work

 

At SRO we have refined every single part of the talent attraction process, in order to optimise results and get more jobs filled with higher quality direct applications.

From job creation, channel selection, styling and tone, to applicant experience. We ensure that every touchpoint with each prospective candidate is designed to increase the probability of a positive outcome. To find out more request a demonstration of our platform. 

Book a demo

 

Jomel Alos


Jomel Alos is a Consultant at Guthrie-Jensen Training Consultant, a management training and consultancy firm in the Philippines. He enjoys sharing his knowledge of human resource solutions, as well as helping businesses achieve greater growth, competitiveness, and profitability.


Defining the Art of Talent Attraction
Danielle Meakin - 6 Comments - 29 Sep 2019

Talent Attraction strategy is much more than just media acquisition, multi-posting and attracting applicants.

There is a defined art to delivering each component associated with successful talent attraction so that it optimises the outcomes during each stage of the process.

The art and techniques should be influenced by data and research, human behavioural science and tried and tested methods.

 

 

It basically consists of 3 primary elements:

 

MAXIMISING VIEWS OF YOUR JOB

 

Media Range: The breadth and range of media channels that your job actually goes out to.

Media Selection:  An evidence-based approach to selecting the right media channels where your prospective applicants are most likely to visit and that give you the best ROI.

 

GENERATING MORE APPLICATIONS

 

Improved Visibility: Increasing visibility within each media channel by manipulating the search engine, so that your job appears higher in the results, thus generating more views.

Increased conversion: Maximising applications by converting more views into actual applicants through better copywriting techniques.

 

job advert writing

 

BETTER RETENTION

 

Improved Capture: Avoiding the loss of any applicants in the first stage of the application process.

Improved Engagement: Avoiding early drop off immediately after the application takes place by deploying a reward and nurture strategy.

 

Getting all of this right for each individual job certainly isn’t easy, but many online recruiters consistently get this very wrong.

 

Working with our clients to generate significant tangible improvements in this area is certainly one of the most rewarding parts of what we do.

 

 

At SRO we have refined every single part of the talent attraction process, in order to optimise results and get more jobs filled with higher quality direct applications.

From job creation, channel selection, styling and tone, to applicant experience. We ensure that every touchpoint with each prospective candidate is designed to increase the probability of a positive outcome. To find out more request a demonstration of our platform. 

Book a demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


Recruiting Mature Workers For Your Business: The Why And How Behind This Trend
Danielle Meakin - 6 Comments - 29 Sep 2019

In 2019, 19% of Americans 65 and older were in the workforce — a 7% increase from 1996. By 2026, that number is predicted to grow to 22%, according to estimates from the U.S Bureau Of Labour Statistics. Interestingly, this wasn’t always the case. In fact, a 2019 research by Deloitte showed that 67% of companies still consider older age to be a competitive disadvantage. However, as a business and workforce, you stand to gain a lot from attracting senior employees to your organisation. With the right jobs and the right support from their employers, older workers can add a wealth of experience, innovation, and add needed diversity to your business.

Why You Need To Include Older Workers In Your Workforce

Older workers are known to be more loyal which means your employee turnover rate is diminished. In the Pew Research Center’s Social & Demographic Trends project, 54% of workers aged 65 and older are employed because they want to be and not because of need or money. Their desire to be employed means they are driven by passion and career fulfilment and are less likely to be constantly on the hunt for a better paying job.

Older workers also come with years of experience in the workforce and a pre-built professional network. With such experience behind them, your business can utilise their acquired skills and past experiences to launch new, reinforced strategies. They also tend to be better in customer-facing and high pressured roles thanks to improved communication and leadership skills, giving you just another reason to consider older workers for jobs. Once you realise the immense benefits of including older workers in their workforce, you must then focus on how to attract such talent. As an employer, the message, method, and channels you use in recruitment will determine the quality and demographics of your potential candidates.

 

Talent Attraction

 

Implement And Publicize Senior Specific Recruitment Program

Many companies across America now offer innovative programs aimed at mature workers in the market including fellowships and return schemes. To use this as inspiration, employers must be prepared to amend the terms of employment to suit older candidates such as offering reduced work hours, emphasized medical and wellness benefits and paid training opportunities for older workers looking to switch professional paths at a later stage. This way companies can still access the merits of hiring an older worker, while senior workers can achieve a work-life balance in retirement.

 

Tap Into Non-Profits And Volunteer Organizations Around You

Another way to attract workers from a mature age pool would be to work in conjunction with local and national organizations — such as community volunteer organizations— to become a point of recruitment. One glance at community programs and volunteer effort shows that a majority of people running these groups are often retired and looking to occupy their time.

 

Include Phased Retirement And Working Options

Employers must also focus on the employment packages offered to their current workers as well. Many older job seekers that are close to retirement age or those not wanting to commit to a full-time job after 65 feel discouraged to even apply to open vacancies since they only have a few years left or seek amended terms. Offering a phased retirement can address this and encourage more seniors to apply for an opening in your business. It can include a gradual reduction in hours and responsibilities or the option of switching to part-time employment or moving into a consulting role.

You can also work with recruitment agencies and online talent platforms that cater just for mater workers like Operation A.B.L.E that works with those aged 55 and older. Above all, rethink your strategy to recruitment and the benefits lesser employed groups such as mature workers can add to your business and beyond. Doing so will not benefit your bottom line and brand, but impact the economy, the wellbeing and the lives of the workforce at large.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Top 10 biggest recruitment trends in 2020
Danielle Meakin - 6 Comments - 29 Sep 2019

Recruitment Trends in 2020

LinkedIn’s 2020 predictions for the world really got us thinking.

How will the macro trends, determined by such a rich data set (their entire 2019 content) play out in the world of recruitment?

The last decade has been the most transformative the recruitment industry has experienced. From the tools we now use, the processes we apply to even the language we speak – it has all changed.

A so-called RecTech revolution has impacted the way we attract, acquire, onboard, understand, manage & even reward talent. The cumulative impact has been a technology network effect. That is, not investing or engaging online is simply no longer an option.

Given that each company, department, and job can require its own unique approach, the need to enable more people with these technologies and tools has never been so apparent.

However, when you contrast all of the influencing forces impacting the job market economy against the vast range of solutions providers out there – it’s frankly mind-blowing! And depending who you talk too – better or worse than ever.

 

Has RecTech wrecked us or just rewired us?

Keeping up with this pace of change and interpreting it so that you can hire or get hired in the most effective & efficient way possible – seems impossible.

However, the attraction, development and retention of the best talent are still listed as a massive concern for the vast majority of CEOs. As Mark Benioff, Founder and CEO of SalesForce, explained;

“Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do”.

The emergence of “employer”, “personal” and now “career” branding further demonstrates a radical shift in the world of recruitment.

So that’s my prelude, now let’s make sense of what I believe are the top 10 most significant trends.

 

 

 

1. Evidence based recruitment to become the new standard

There are many stages within the recruitment lifecycle where better decisions could be made. Unless you are on the OJ Simpson trial, the best choices are based on real evidence. In the world of business that proof is in the form of extensive data sets, aka “Big Data”.

The evidence-based recruitment trend will mostly be delivered by technology. AI, Big Data, Machine Learning, Predictive Algorithms & other cognitive technologies are going to enable this shift.

Thinking more intelligently about how we do what we do, based on facts, without slowing us down – will only make us better.

 

2. The top perk that professionals will want.

Several significant 2019 surveys confirmed that the perk that professionals appreciate and desire most – is time.

Expect the following “time perks” to continue and expand:

  • Flexible hours
  • Burnout breaks
  • Remote working
  • Coworking spaces

With cloud computing the norm and collaboration tools like Asana and Slack, the time sink of commuting every-day is being addressed. There is no more unequivocal evidence to support this than the adoption of Microsoft 365.

Even the company most synonymous with the desktop & office has its head firmly in the cloud.

 

3. What prospective employees value most.

Anyone born pre 1980 will remember a corporate world of reputable and trusted brands to work for and the concept that a “job for life” being desirable.

However, between 2000-2010, Gen X and Y shifted employee mindsets towards a “cool culture” as the most influential factor when looking for a job. Initially, this manifested itself in the form of egg-shaped chairs, casual Fridays, ping pong and a beer fridge.

Over the last 10-years, we have seen cultural trends evolve even further. This reflects the influence of the millennials, many of whom – now in their thirties – are calling the shots. And it’s more likely to be double expresso over tequila shots.

 

This generation has shifted corporate culture from “cool” to “caring”

The beer fridge has been switched out to a smoothie machine and healthy eating options. Company happy hours? How about discounted or subsidised health club memberships and access to a range of wellness and mental health-related initiatives.

The newer generation genuinely cares about the environment and want to work for companies that take environmental issues and corporate responsibility seriously.

They also have no time for management speak, waffle words and lip service. Any divergence in the public image and the company culture will be exposed by employees anonymously via social media and platforms like Glassdoor.

Even a whiff of “David Brentitus” will be remedied with a level of ridicule that Ricky Gervais would be proud of. In an era where the Clickarazzi can make even the smallest infection go viral, keeping it real is the only way to win.

An authentic & caring culture might seem like a “nice to have” to many leaders, but the trend towards “must-have” is in full effect. If you want the minds of the next wave of bright young talent, you must first understand their hearts.

We have effectively moved from a ‘Cool’ to ‘Caring’ culture. The working environment has replaced the ‘family’ in terms of ‘who will look after me’.

 

4. Brexit

At the point of writing this article, we are just a couple of days away from the 31st Jan deadline.

Markets do not like uncertainty, and the employment market is no different. I think 2018 took the brunt of the Brexit negativity with companies investing more in talent acquisition in 2019. However, this bad break up is not over.

Brexit is the single most potent force that could affect the stability of the British economy over the next 12months. Continued whispers of an economic recession refuse to go away. And subsequent caution and procrastination may resume when it comes to spending money on talent acquisition.

I am, however, relatively optimistic that we will grind out an acceptable deal with Europe and secure a good trade agreement with the US & other international partners. Hopefully, in 12 months, uncertainty will be replaced with optimism and Boris saying, “I told you so”.

 

5. Plugging the skills gap

Internal training, upskilling & reskilling programs combined with a far more proactive long term apprenticeship and graduate recruitment program that recruits from ground level up, seems to be the only reliable and sensible approach to plugging the skills gap.

Continuous increases in salary and the use of contract workers can not be the long term strategy. The competitiveness of organisations will continue to suffer if labour costs and price pressure are not rationalised with more proactive and forward-thinking workforce strategy.

In a rapidly changing, technology-driven world, it is very easy for individuals to get left behind. The government must anticipate this problem and policy must keep up with reality – even if it’s virtual.

New technology entrants focusing heavily on next-generation features, including social and video learning, microlearning and learner engagement have disrupted the traditional LMS (Learning Management System) market over the last few years.

Look for the emergence of Learning Experience Platforms (LXPs) to see where this market is heading in the future.

 

6. The role of AI in recruitment (and recruitment tech)

AI continued to make a significant impact on the recruitment environment last year and is set to continue for years to come.

Just as robotics has shifted mechanical tasks away from human beings, AI has the potential to impact so-called knowledge workers. Reskilling programs that are run either within colleges or the workplace can help address these issues.

Any company that fails to see the overall and ongoing role that variants of AI will bring to the table will undoubtedly get left behind. Burning Glass has demonstrated that AI is no longer a buzz in this industry – it’s in play today.

2020 will “clearly see” more technology platforms embrace and incorporate AI. Also, watch out for a new variant of AI dripping into our consciousness as Quantum AI joins the conversation over the next few years.

“Quantum recruiting” – you heard it here first!

 

7. The new-look independent recruiter

Independent recruiters and HR professionals that deliver recruitment services directly to corporations will start to benefit from the lower costs of Talent Acquisition and HR Technology. While most already understand the benefits, they are put off by what the perceived investment would have on a “Me Ltd” business model.

The reward to the (early adopter) recruiters will be that more clients will that want to work with them. The independent recruiter model makes sense in the right situation. By adding a technology benefit (usually reserved for teams), it will make even more sense and therefore more money for the freelance professional.

The advantage to the client will be a deeper external recruitment partnership that can provide a more comprehensive range of recruitment & HR services.

Advanced recruitment platforms and tools such as Smart Recruit Online can become the cornerstone of the independent 2020 recruiter’s service offering.

 

8. Wellbeing, Mental Health, Diversity & Inclusion

High on the agenda for many companies are issues such as wellbeing, mental health, and diversity.

We believe that 2020 will trend away from a reactionary box-ticking approach to these critical issues – to a more proactive mindset.

Depression and anxiety alone cost the global economy more than $1 trillion in lost productivity every year, according to the World Health Organization.

As the millennial’s move from the management to the executive level of the corporate world – expect their values and concerns to permeate only further.

 

 

9. Highly configurable centralisation recruitment software

Most of us are aware of and probably already use an ATS or HRIS system for managing recruitment activity.

What you may or may not know is that ATS and HRIS systems don’t really do meaningful talent attraction. Or at least they do it poorly and in most cases are actually counter-productive to a direct hiring strategy. They also offer minimal configuration and customisations are usually very slow and very expensive.

Unwitting users are often stuck with a complicated, over-engineered one size fits all platform for several years. Modern recruitment platforms are cloud-based, plug & play, and acts like a configurable web application rather than a website. Think of a mobile device where each feature that you want to use is downloaded and activated like an app.

Next-generation software platforms are designed to be far more proactive and effective when it comes to talent attraction. They are simpler to use, provide a better candidate experience and cost a fraction of the price of an ATS or HRIS service. However, before you rush to throw away your ATS. First, look at whether the system you are considering can complement what you already have.

 

The recruitment ecosystem is fragmented. Centralisation systems are evolving to help users embrace and utilise the ever-changing best in class tools and services.

Despite the marketing hype, the idea that a single technology platform will be the “total” end to end solution – now and forever – will continue to trend towards nonsense.

A single dashboard that consolidates and generates management information from a dynamic technology stack should be the preferred end game.

 

10. Tech providers to deliver complementary services

I will paint the scene. You sign up for an expensive ATS or HRIS. Once the system is installed and you’re trained to use it, it’s as if the vendor no longer has any interest in you.

But now you’re signed up for the next 3 years. And that’s the SaaS model and good luck trying to get someone on the phone who can actually help.

Sound familiar?

Servicing models that take a proactive role in ensuring that users continue to get the most out of technology will be the trend as customer churn becomes the focus. Customer acquisition is only as powerful as customer retention when it comes to growth.

Beyond ‘services’, expect a commitment to performance becoming a vital feature of the current business models. This will, in turn, change the mentality of the vendor in terms of the ongoing development & support of their technology and customers.

Vendors becoming accountable for what their tech delivers is what the market wants.

Solutions providers understand that adapting and supporting an evidence-based approach to the processes that are applied will influence and optimise desired outcomes when using their systems. And we are back to prediction number 1 – Evidence based recruitment will become the norm.

Article was written by Mark Stephens and Simon Billsberry.

 

Smart Recruit Online offers a multi-award-winning talent acquisition software that will streamline and revolutionise your recruitment strategy.

We offer a customisable cloud-based platform integrated with multiple screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can do for your recruitment strategy, book a demo by clicking here.

Book a demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


5 Best Practices For Candidate Vetting in 2019
Danielle Meakin - 6 Comments - 29 Sep 2019

5 Best Practices For Candidate Vetting in 2019 By Rick Witherspoon.

Recruiters are getting smarter about how they filter out applicants during the hiring process. Scary stats like the cost of making the wrong hire motivate in-house recruiters to be more careful about whom they extend job offers. The cost of hiring the wrong fit can be up to 2.5x the salary – as much as $240,000, according to one report.

In a job market where roles require specialized technical knowledge, vetting processes must keep up. Fierce competition over the best candidates, as well as pressure to perform on key metrics like employee turnover and cost-per-hire, encourage in-house recruiters to spend more time in the vetting phase of the hiring process. Here are the best practices smart recruiting teams follow to vet candidates in 2019.

 

Use the right software

Software tools and platforms are critical to helping recruiters filter out candidates in the early phases of their hiring process. “A vetting process should allow you to filter out candidates who don’t have the skills necessary to succeed in the role. To do this, you’ll want to start by vetting the applicant’s resume, cover letter, and other application materials they’ve submitted for review,” recommends Smart Recruit Online.

Likewise, these tools can positively impact diversity hiring and help an HR team be unbiased when evaluating resumes. Testing and assessment tools like Codility, HackerRank, pymetrics, and Vervoe filter candidates based on real-world simulations, allowing candidates to be ranked based on skillset rather than what’s on their resume. Vetting tools help recruiters be more organized, efficient, and purposeful in who they invite to proceed to the next stage of the recruiting process.

 

Integrate AI to assist recruiters

Many of these software tools use algorithms to filter resumes by keywords, but this year’s trend takes it a step further. Companies in Silicon Valley are working on smarter AI solutions to read applications beyond simple keyword identification. “Instead of one person reading through hundreds of resumes, they envision a process in which AI can quickly sort through data. CEO Somen Mondal compares its tech to a recommendation engine, much like Amazon or Netflix — the first line of defence against high-volume hiring,” writes The Verge. Tools are getting smarter and smarter at helping recruiters vet through the initial influx of candidates.

 

Outsource your vetting process

Tools and algorithms can’t be replaced by human interaction, however. There’s a limit to how far a robot can take the vetting process – and thereafter, a significant amount of human resources are dedicated to finding the best person for the job. Especially in executive searches, third-party recruiters are necessary to make sure the right person is hired the first time around.

More and more companies are outsourcing their executive recruiting to a talent and recruitment agency. They’re seeking an objective perspective on their vetting process; recruiters outside the company can truly evaluate whether or not a person is the best candidate. Outsourcing gives companies the benefit of building specialized, world-class teams without having to hire in-house experts with the technical knowledge to properly vet technical candidates.

Talent Attraction

 

Ask the right questions

One of this year’s biggest trends? Asking smart questions. Historically, interview questions followed the same line, no matter what industry you were in. “Why should we hire you?” is one of those outdated, overused questions that don’t offer much insight into a candidate’s ability. Instead, recruiters across the board are investing more time in candidate vetting with job-related or behavioural questions that assess the candidate’s fit. “While it is good to hire people who match the personalities or personal backgrounds of your current employees, it is just as important to seek out a diversity of opinions, backgrounds, and interests in the people you hire,” writes one expert from Glassdoor.

 

Consider merit, rather than background

Perhaps the biggest overall candidate vetting trend of 2019 is the impulse to move beyond the resume. For example, JavaScript is the most well-known language among software developers, according to a survey by Hackerrank. But, students aren’t learning JavaScript – it’s not taught in most university computer science programs. Companies that want to hire developers with experience in JavaScript must look past a college diploma to vet candidates who haven’t taken the traditional route. Today’s vetting procedures weigh career trajectory more heavily than educational achievement. This benefits candidates and companies alike – the future of vetting practices looks brighter than ever.

 

This article was originally published on Elevate Talent.

RICK WITHERSPOON

Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

 

 

RickWitherspoon@smartrecrooot.com'
Rick Witherspoon


Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.


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