The Talent Team at Seer (made up of three truly exceptional recruiters: Lauren Boyd, Rob Conklin, and Hillary Cohen) entered the New Year with a heavy requisition load and a precise hiring target for the first quarter of 2021 — hire 27 team members. (We’ve closed 26 to date!)
These new hires fill a variety of roles across several divisions at Seer — including SEO, Paid Media, Data Strategy, Analytics, Business Strategy, and People Operations.
As the first quarter of 2021 has come to a close, our team has seen fascinating trends emerge within the Recruiting space:
- Remote Work Expands Reach
- “Job Seeker” Market Dips Acceptance Rate
- Counter Offers From Both Internal & External Sources
In this post, we’ll walk through how we’re innovating our way through the competition — all while helping folks get hired along the way.
💡 Keep reading for the analysis or click here to skip right to our new tool.
We’ve completed 310 interviews in the last 3 months
The market is HOT, especially within our space.
💡 Digital marketing roles grew 33% as companies continue to lean into digital efforts. With over 800,000 job openings, LinkedIn ranked digital marketing roles the 6th most in-demand job in the market.
Our recruiting approach is a combination of outbound and inbound efforts, resulting in interviews with both passive and active candidates.
We’re finding that passive candidates are more open than ever to having a conversation. We believe there’s a direct correlation between increased competition within our passive candidate cohort and the new remote landscape.
Remote Work is a great thing for a myriad of reasons, one of which, is access to talent. Organizations have dramatically increased their candidate reach overnight.
Candidates are benefiting from this shift, too, thanks to virtual interviews.
Before the overnight acceleration of Remote Work, candidates needed to take time off from work to interview (conservatively, I’d estimate 4-8 hours to complete an interview process with one organization). This meant they had to be selective about who they would interview with, balancing how much of their vacation time they were willing to spend when they weren’t even sure if they were fully interested yet.
Now, however, candidates can take interviews from the comfort of their home office, on their lunch break, etc. — with zero commute time to worry about.
💡 It’s never been easier to interview or faster to evaluate your options. Combine this dynamic with the current appetite for digital talent and there’s truly no surprise that the market is as hot as it is today.
Our offer acceptance rate has shifted from 89% to 81% YoY
The root cause? Multiple competing offers (unsurprisingly!)
We’re seeing competing offers within both of our active and passive candidate cohorts. Typically, competing offers are exclusive to our active candidate cohort.
“During my first ~5 years recruiting at Seer, most applicants would be interviewing with 1-3 other local companies. There’s been a palpable increase in the number of opportunities that each candidate is interviewing for throughout 2021. Given the industry-wide shift towards remote work, Seer is competing for talent on a national-scale and most candidates are considering 4+ opportunities at a time.
Additionally, we’ve seen an uptake in the number of sizable counteroffers, so we’re also competing against the candidate’s own employer.”
– Lauren B. | Sr. People Operations Manager
100% of our declined offers had competing counter offers from both internal and external sources
Externally, which is typical, these are other organizations that the candidate is actively interviewing with and considering.
Internally, this is uncommon, these are current employers who are counter offering to retain their employees who present them with an external offer and impending resignation. Internal counter offers, seemingly, are at an all time high.
Meeting Candidates Where They Are — With Total Transparency
We can choose to fight the market and keep doing what we’ve always done while employing a strategy of hope … or we reflect our values and respond thoughtfully.
💡 Candidates are shopping now more than ever. We feel that there is an unique opportunity to embrace this in way that:
- Helps candidates in the job market, regardless of industry or interest in Seer
- Supports candidates in their due diligence
- Allow candidates to consider immediate and long-term pros and cons of competing offers
- Highlights our commitment to salary transparency
After our Talent Team identified these trends, Emily Meekins showed up with an idea for how to embrace the market and better articulate our value to candidates: Seer’s Total Compensation Calculator and Seer Cares.
Making career decisions can be stressful; we believe it’s less stressful if you have all of the information you need to enable you to make a decision that aligns with your evolving priorities.
💡 We hope you find our new tool useful if you are ever considering making a career move:
Thoughts on how we can make it better? We want to hear from you! Reach out on Twitter (@SeerInteractive) or in the comments below.
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