Insights

Unconscious bias during the hiring process is a real threat to building a more diverse and inclusive workforce. That’s because unchecked biases in both human and technology-assisted decision-making can disproportionately hurt underrepresented groups. In an effort to help employers combat bias in hiring, we are committed to ensuring our products limit both human and algorithmic bias to the greatest extent possible.

Internship programs are a highly cost-effective method for recruiting full-time talent — which is especially crucial during an economic downturn like the one we are currently experiencing. In fact, recent employment data shows that internship programs serve as strong pipeline of talent for entry-level roles, with 75.5% of interns from 2020-21 returning to work at their company full-time. Plus, interns are more likely than non-interns to stick around, saving you in recruiting and onboarding costs. The data shows that the 1-year retention rate for interns turned full-timers is nearly 70%, compared to 36% of non-interns, and the 5-year retention rate for interns turned full-timers is nearly 41.5%, compared to 26% of non-interns. But how do you take a step back and source your new cohort of interns in a cost-effective way, as well? Try incorporating some of these strategies below into your next recruitment cycle.

Currently, there is a grand total of five generations in the workforce — with Millennials making up the majority of the current workforce, and members of Gen X holding 51% of leadership roles. By 2025, Gen Z will comprise nearly 30% of the workforce. In order to have a harmonious work environment, it is essential that talent leaders make a conscious effort to create a workplace that is inclusive of workers of all ages.

Generation Z has been vocal about the need for organizations to do better regarding diversity and inclusion. As the most diverse generation in U.S. history, they're often the ones who are on the front lines of the fight for social justice, and it is evident that the workplace is no exception.

Generation Z is entering the workforce in troves, and bringing along with them new preferences for ideal work environments in which they can thrive and grow.

With the fall recruitment season just around the corner, RippleMatch recently hosted a weeklong customer conference titled Now & Next to see how talent leaders are balancing the recruiting demands of today with the challenges of the future. To conclude the weeklong event, we asked a panel of four talent leaders across different industries — Cindy Loggins, Head of Emerging Global Talent at eBay, Grace Williams, Director of Early Talent and Internal Mobility at Palo Alto Networks, Tracy Mendygral, Senior Recruiting Manager at McMaster-Carr, and Vicky Higaldo, Vice President and Senior Recruiting Manager - Early Talent National Lead at U.S. Bank — to talk about their short-term and long-term goals when it comes to early career candidates, as well as how they are tackling challenges head-on. These are some of the key obstacles they shared.

In recent years, many major companies have come forward in support of their LGBTQIA+ employees — which is crucial given that nearly half of LGBTQIA+ employees today reported that they experienced unfair treatment at work, and that the workplace is the second most common area where members of the LGBTQIA+ community experience discrimination (after ‘public spaces’). This Pride Month, we’re recognizing companies that are putting in the work to welcome LGBTQIA+ employees with open arms, and making the workplace a more inclusive place for all.

RippleMatch is proud to be making its way to Portland this summer to participate in NACE22, the National Association of Colleges and Employers’ annual conference for college career services and corporate recruiting professionals. As sponsors of the conference, you’ll spot us everywhere from manning our booth in the Expo Hall, to taking the stage to present our latest benchmarking data on Gen Z. We are very excited to see you there!

You may have heard that early career talent is becoming an increasingly crucial talent pool, but who exactly are these candidates, and do you really need to tailor your recruiting strategies to interest them in your company?