Insights

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.

RippleMatch is proud to recognize Molly Waltner, University Relations Recruiter at Dell Technologies, as a Rockstar Recruiter in the Campus Recruiting Community!

The effect of the COVID-19 pandemic on talent acquisition teams was widespread. As campuses closed their doors to students, recruiters were forced to find new ways of connecting with candidates. Plus, with candidates in the driver’s seat, recruiters found themselves scrambling to gain the attention of early career professionals and competing with similar companies for the same pool of talent.

RippleMatch is proud to recognize Krystal McIntosh, Early Career Talent Acquisition Partner at Paylocity, as a Rockstar Recruiter in the Campus Recruiting Community!

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.

There’s a new cohort of workers hitting the labor market — Generation Z. They were born between 1997 and 2012, are considered the most diverse generation to date, never knew a world without smartphones, and are the most comfortable using gender-neutral pronouns. While in 2022 the youngest of Gen Z are just entering middle school, the oldest members (who are in their early 20s) have already spent some time in the workforce — either in-person or remotely. By 2025, this generation will comprise nearly 30% of the workforce.

While in recent years, many major companies have come forward in support of the LGBTQIA+ community, there is still much more progress to be made in making the workplace more inclusive for all. Levels of LGBTQIA+ workers in management positions are considerably lower than the number of those who identify with this community — especially when it comes to C-suite executives.

In addition to competing on dollar amounts, companies today are reevaluating their benefits packages to ensure they remain attractive, relevant, and Gen-Z friendly. Following two years of the pandemic and a universal embrace of the remote-first culture, what exactly do the newest entrants into the workforce care about when it comes to work perks?

In today’s competitive labor market, we know companies are using every tool at their disposal to attract top talent. One of those age-old tactics is to offer candidates higher salaries. But how high are the numbers going?