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Welcome to the TalentSeeker Blog

You'll find the latest HR trends, effective talent management tips, and practical insights on how to get the most out of TalentSeeker's solutionsโ€”all designed to help you build smarter HR strategies.
Weโ€™re committed to filling this space with valuable resources to support your business growth every step of the way!
The journey to find great talent cannot be completed by the recruiter alone.
Especially in proactive hiring approaches like direct sourcing, tight collaboration with the hiring manager is more critical than ever.
A survey from WeCP found that while 78% of candidates expect regular communication during the hiring process, only 37% actually receive meaningful feedback. Moreover, the average time from interview to offer exceeds 23 days, and 55% of candidates report a negative experience when delays extend beyond 1โ€“2 weeks. To reduce such experiences, collaboration with the hiring manager is essential. Collaborating to design an efficient process can improve hiring quality by up to 70%.
In this article, weโ€™ve outlined how to understand the hiring manager who first requested the hire and the practical strategies recruiters can apply in real-world scenarios.

Align from the Start with a Kickoff Meeting

6 Practical Strategies for Working with Hiring Managers
Recruiting Management

Why Is Continuous Candidate Relationship Management So Important?

Many recruiters focus on finding the right candidate at the right moment, but the best talent is often not actively looking for a job right now.
A candidate who was rejected two years ago may be the perfect fit today, and those who already went through interviews and have feedback on file could be your most qualified option.
"They may not apply today, but one day, they might."
For these candidates, thereโ€™s one thing your hiring team must do:
Maintain ongoing relationships and leave a lasting positive impression.

The 5-Step Strategy for Continuous Candidate Engagement

Start with Segmentation

5 Proven Strategies for Continuous Candidate Engagement
communication strategy
This document is a template designed to prepare and record kickoff meetings for new hiring positions. It can be filled out directly by a recruiter or hiring manager, or used during the meeting for real-time note-taking.

1. Role Overview & Hiring Context

โ€ข
Hiring Reason
โ€ข
Org Structure / Reporting Line
โ€ข
Key Responsibilities
โ€ข
Key Collaborators

2. Candidate Requirements

Hiring Kickoff Template for Faster Alignment with Hiring Managers
Recruitment Efficiency
When you start a new hiring process, the first thing you should do is schedule a kickoff meeting. It sets the direction of the search and ensures that the recruiter and the hiring manager are alignedโ€”working with the same goals, language, and expectations.
But when the time comes to actually hold the meeting, itโ€™s easy to get stuck thinking:
โ€œHow detailed do we need to go?โ€ or โ€œCanโ€™t we just figure this out later?โ€
Data tells a different story.
According to research from Gem and CareerBuilder, teams that conduct structured kickoff meetings:
โ€ข
reduce their time-to-hire by up to 3x
โ€ข
are twice as likely to secure qualified candidates
โ€ข
and cut JD revisions by 50%.
Just 30 minutes of prep can change the direction, speed, and success of your entire hiring process.
In this post, weโ€™ve outlined the essential elements of an effective hiring kickoff meetingโ€”organized by priority and execution flow.
The Hiring Kickoff Meeting: What to Cover and Why It Matters
Recruitment Efficiency

Why Should We Care About Passive Candidates?

If youโ€™ve ever tried to hire experienced professionals, this might sound familiar:
โ€œWeโ€™re trying to bring in a senior frontend developer for the team,
The more specialized or senior the role isโ€”especially those requiring specific tech stacksโ€”the less likely it is that waiting for inbound applications alone will get you results. These โ€œactive candidates,โ€ who are proactively seeking new jobs and apply to listings themselves, only represent a small portion of the talent market.
But our true target lies elsewhere:
Those who aren't actively looking but would consider a move if a better opportunity came along.
These are known as โ€œpassive candidates.โ€ While they may appear uninterested in changing jobs right now, they actually make up 70โ€“80% of the talent market. Most are steadily building their careers and are often open to hearing about new opportunities.
The reason recruiters should prioritize passive candidates is simple:
Great Talent Isnโ€™t Applying: A 5 Step Strategy to Engage Passive Candidates
Talent Sourcing
Recruiting tools have come a long way. Today, AI can analyze millions of candidates, generate outreach messages, and predict top talent.
And yet, great hiring is still hard. Why?
Because while technology can automate the hiring process, it can't decide who you actually need to hire.
โ€ข
Why is this position necessary?
โ€ข
What skills and traits would make someone successful in our team?
โ€ข
What would make a candidate find this opportunity compelling?
Only your team can answer these questions.
And without a clear definition of who you're looking for, even the best AI loses direction.
In the end, great hiring is about clarity.
Why Hiring Fails Before It Even Starts
Talent Sourcing

Why Defining Your Target Candidate Matters

Hiring great talent isn't just about checking boxes like "X years of experience" or "knows technology Y."
If you donโ€™t clearly define who fits your team, what motivates them, and how to approach them, even the best job can go unnoticed.
Today, defining your target candidate has become the essential first step in recruiting.
Yet many teams skip this step.
What happens then?

Why Defining Your Target Candidate Matters

Hiring great talent isn't just about checking boxes like "X years of experience" or "knows technology Y."
Define First, Hire Better: The 5-Step Candidate Targeting Framework

Why Are Selling Points So Important?

Youโ€™ve found a promising candidate. Youโ€™ve connected, and they seem interested. But then comes the moment weโ€™ve all faced:
โ€œWhy should I choose your company?โ€
This isnโ€™t just a question about facts or data. What candidates are really asking is, โ€œWhat will I gain from making this move?โ€ And the only way to answer that persuasively is with a clear Selling Point.
This question matters even more today.
Because weโ€™re in a time when company size or brand alone is no longer enough to attract top talent. Sure, big or well-known companies naturally get applicationsโ€”but many of those applicants apply based on surface-level information.
The most capable candidates arenโ€™t impressed by brand alone. They want to know, โ€œWhy this job? Why now?โ€
To them, the company name matters far less than:
โ€ข
Who theyโ€™ll be working with, and on what kind of team
โ€ข
What growth opportunities exist, and what kinds of problems theyโ€™ll be solving
Sell Your Team Right: A Practical Framework for Hiring the Best
Talent Sourcing
Finding great talent is hard. But starting the first conversation? Even harder.
Once you've identified a great candidate through sourcing, the next challenge is this: how do you actually start the conversation?
Especially for passive candidates who arenโ€™t actively looking, that first message can spark interestโ€”or shut the door.
If youโ€™re wondering how to structure your outreach, what tone to use, and how much to say, this guide will help you set a clear standard.

Why Your First Message Matters

Ever sent a carefully written message to a promising candidate... and got no response? Or worse, a flat "Thanks, but not interested"?
How to Start the First Conversation
Talent Sourcing

What is Direct Sourcing?

If you're looking to hire top talent proactively, it's no longer about waiting.
While the term โ€œsourcingโ€ may sound familiarโ€”often used when sourcing products or vendorsโ€”โ€œdirect sourcingโ€ in recruitment might be a new concept for many.
Direct sourcing is a hiring strategy where recruiters donโ€™t wait for applications to come in, but instead actively search for candidates themselves.
It involves using various channels like LinkedIn, communities, and portfolio platforms to find suitable candidates, engage and persuade them if needed, and bring them directly into the companyโ€™s hiring pipeline.
In the past, this process was largely handled by external search firms. But today, in-house recruitment teams are taking the leadโ€”especially in tech-driven industries, startups, and high-growth companies where competition for top talent is fierce.

Why Direct Sourcing Matters

It's more than just โ€œreaching out first.โ€
Direct Sourcing Playbook for Talent Teams
Talent Sourcing

Introduction

As artificial intelligence (AI) continues to reshape how we work, build products, and make decisions, organizations are looking for ways to tailor general-purpose language models to domain-specific use cases. In a previous article, we examined Instruction Tuning, a flexible method that allows models to follow natural language instructions without requiring massive retraining.
In this article, we explore two powerful yet fundamentally different approaches to customizing AI systems: Fine-Tuning and Retrieval-Augmented Generation (RAG). While both are used to specialize large language models (LLMs), they operate on different principles. Understanding their trade-offs is critical for building effective AI solutions in domains such as HR Tech, legal, and healthcare.

What is Fine-Tuning?

Fine-tuning is a method of adapting a pre-trained language model to a specific task or domain by continuing its training on labeled datasets. The modelโ€™s internal parameters (weights) are updated so that it performs better on the new task. For example, in an HR use case, a model can be fine-tuned on thousands of anonymized resumes to improve candidate-job matching accuracy. The diagram below illustrates this process: starting with domain-specific data, the information is structured and used to further train the pre-trained model. Through this additional training, the modelโ€™s weights are adjusted, enabling it to specialize in the new domain and deliver more accurate, task-specific results. This cycle can be repeated as more data becomes available, allowing the model to continuously improve and adapt to evolving requirements.
Open AI, Fine-Tuning (Image Reference-https://platform.openai.com/docs/guides/fine-tuning)

How Fine-Tuning Works

1.
Data Preparation: Domain-specific or task-specific labeled datasets are prepared.
Which is Better for your AI? Fine-Tuning vs Retrieval-Augmented Generation
HR Tech

Southeast Asia is no longer just a source of remote talent.

Today, global companies view the region as a strategic hub where they can simultaneously hire top talent, scale operations, and expand into local markets.
In 2022, APAC ranked as the fastest-growing region for global hiring.
The Philippines came in second in the world for number of hires,
Singapore ranked second by number of hiring companies,
and Thailand topped the list for year-over-year growth in hires.
These numbers arenโ€™t just a trendโ€”theyโ€™re a signal.
A signal that your talent strategy and operating model may need to be fundamentally rethought.
In Southeast Asia, itโ€™s possible to hire highly skilled talent without setting up a local entity,
to build a distributed global team,
A Strategic Guide to Hiring and Expansion in Southeast Asia
HR Strategy

No More Scores!

"We donโ€™t manage talent. We develop it.โ€ โ€“ Spotify, The Band Manifesto
Performance management has long been a complicated issue for organizations. Few dispute the need for evaluation, but questions persist: Whatโ€™s the right way to measure performance? How do we increase engagement and employee buy-in? For fast-growing or global-facing companies, the traditional once-a-year review model often fails to support both individual growth and company goals.
Spotify took a completely different approach. No performance ratings. Employee-led conversations. A system not for judging talent, but for helping it thrive. At its core, Spotifyโ€™s model is designed to drive both high performance and high engagement.
This article breaks down Spotifyโ€™s performance management structure, showing how the company elevates engagement while cultivating growth.

Performance Starts with Development, Not Control

Spotifyโ€™s organizational structure is built on autonomy and accountabilityโ€”not rigid hierarchy. Employees work in small, agile teams called โ€œSquads.โ€ These Squads are grouped into Tribes and Chapters. Managers at Spotify donโ€™t act as supervisorsโ€”they serve as player-coaches who support, align, and coach their team members.
In this system, performance management doesnโ€™t revolve around manager mandates. It begins with employee-led dialogue. Spotify encourages regular, flexible 1:1 meetings where managers and employees discuss challenges, check progress, and shape future goals together.
Why Spotify Got Rid of Performance Scores?
HR Strategy

โ€œ10 Types of Employment Contracts Every HR Manager Must Understandโ€

When hiring global talent, many companies focus on the question, โ€œWho should we hire?โ€ But in actual hiring operations, the more critical question is, โ€œHow should we hire them?โ€
The type of employment contract determines not only the legal structure and responsibilities of the relationship, but also how secure and committed the talent will feel. Choosing the wrong employment type could lead to unnecessary taxes, legal disputes, or even the loss of valuable hires.
In this article, we break down 10 of the most commonly used employment types in global hiringโ€”explained through their definitions, key characteristics, real-world examples, pros and cons, and practical considerations.
Weโ€™ve framed these examples specifically around the role of a full-stack developer, making it easier for hiring teams to understand each scenario from a hands-on perspective.
We also explain how TalentSeeker can support companies by simplifying and optimizing each hiring type through its platform.

1. Full-time Employment

10 Employment Types Every Global Hiring Team Should Know
Recruiting Management
Both Sourcers and Recruiters play essential roles in helping companies find great talent. While they share a common goalโ€”filling positions with the best candidatesโ€”their approaches, tools, skill sets, and candidate interactions differ significantly.
And understanding those differences? Thatโ€™s become one of the most important keys to hiring success.

The distinction matters, now more than ever.

Clearly separating and specializing the roles of Sourcers and Recruiters has never been more valuableโ€”especially in an era of intense competition for top tech talent. Here's why:
1.
Candidate behavior has changed.
2.
They use different skills and tools.
3.
You can scale both speed and quality.
Sourcer vs. Recruiter: Why Role Clarity Matters
HR Strategy
Hiring tech talent has become more difficult than ever. While demand is skyrocketing, finding truly capable developers is getting harder by the day.
In this environment, itโ€™s natural for recruiters to start exploring sourcing channels beyond traditional job platforms. And one of the most promising alternatives is GitHub.
This guide explores why GitHub is emerging as a core sourcing channel for engineering talent, and how recruiters can effectively identify and engage with candidates using practical strategies.

Why Hiring Tech Talent Is So Difficult

Everyone agrees that hiring developers is toughโ€”but the reasons why are more complex than just โ€œa lack of candidates.โ€ In reality, the challenge comes from a confluence of structural issues in todayโ€™s tech hiring environment.

1. A Supply-Demand Mismatch in Specialized Tech Roles

The number of developers globally continues to grow. But demand is highly concentrated in very specific areas.
โ€ข
Among frontend engineers, companies want "React + TypeScript + Tailwind" experience
โ€ข
In AI, theyโ€™re looking for "LLM fine-tuning experts" or "ML Ops practitioners"
A Practical Guide to Sourcing Engineers on GitHub
Talent Sourcing
Hello, this is Woosik Na, CEO of TalentSeeker.
At TalentSeeker, we deliver monthly product updates grounded in real customer feedback, always with one goal in mind:
to make hiring easier, smarter, and more efficient from start to finish.
This monthโ€™s update focuses on one essential question:
โ€œHow can we make talent search even easier?โ€

What if you could start hiring with just one line?

Until now, TalentSeeker has helped recruiters find top candidates quickly through structured filters and JD-based analysis.
But we asked ourselves:
[Update Story] Talent Sourcing in One Line
Update Story

The Evolving Role of HR in a Changing Business Landscape

The business environment in 2025 is evolving faster than ever. While the rapid adoption of artificial intelligence (AI) and automation has prompted many organizations to prioritize productivity, relying on technology alone is not enough to drive true performance. A human-centered approach is now recognized as the key to long-term success.
In fact, 53% of companies expect AI to improve productivity by 10โ€“30%. But to realize these gains, itโ€™s essential to support employees as they adapt to new ways of working.
"Technology is just a tool. It's the people who make a difference." โ€“ Steve Jobs

Why Human-Centered Work Redesign Is Necessary

Many companies expect greater efficiency from AI and automation, but these technologies alone wonโ€™t deliver results unless they are meaningfully integrated into employees' daily work. According to a recent HR report, 67% of companies do not change how people work when introducing new technology, which can significantly limit the ROI of digital investments.
Currently, 46% of HR leaders are planning to redesign work to support productivity gains. This strategy goes hand-in-hand with learning programs that help employees adapt to new tools and workflows, creating a positive synergy between technology and people.
Flexible work arrangements also play a critical role in human-centered redesign. According to Mercer, 64% of employees report being more productive when working remotely, showing that flexibility is just as important as technology in enhancing productivity.
HR leaders must help employees integrate AI naturally into their daily work. This includes creating AI-powered workflows and training programs that build confidence and competence in using new technologies.
Balancing Technology and People
Recruiting Management
The greatest danger in times of turbulence is not the turbulence itself, but to act with yesterday's logic. - Peter Drucker
HR leaders must take on the role of true "risk managers" amidst economic uncertainty, rapidly changing market environments, and technological advancements like artificial intelligence (AI). According to an HR trends report, 64% of executives believe their organizations can withstand unforeseen shocks, but this is only achievable when risk management is integrated with people management.

Psychological Safety Determines Organizational Sustainability

"Psychological safety" refers to an environment where employees feel free to express their opinions without fear of making mistakes. Itโ€™s similar to how drivers feel more secure simply by knowing they are wearing a seatbelt on a slippery road.
According to an HR report, 57% of employees are working longer hours than before, with many experiencing high levels of stress. HR leaders must improve corporate culture to ensure employees feel psychologically safe in such circumstances.
Simply offering benefits is not enough. Organizations must create an environment where employees can voice their opinions, work autonomously, and embrace mistakes without fear. For example, Googleโ€™s Project Aristotle found that teams with high psychological safety outperform others in both innovation and productivity.

Risk Management Through a Healthy Corporate Culture

A healthy corporate culture is not just about having a "good atmosphere." It means creating an environment where employees can maintain their mental and physical well-being.
According to Mercer, 82% of employees feel at risk of burnout, which not only reduces productivity but also increases organizational risks.
Risk Management Through Building a Healthy Corporate Culture
Recruiting Management

New Challenges and Opportunities for Global Business

In todayโ€™s world, expanding into the global market is a critical strategy for gaining a competitive advantage. Especially for small and medium-sized enterprises (SMEs), limited resources and experience present many challenges when building and managing a global team.
Companies preparing for global expansion need to forecast future business needs and build resilient teams using flexible solutions. This article presents scalable business strategies for successfully managing global teams, from talent acquisition to crisis management.

1. Building a Scalable Talent Acquisition Strategy

Scalable workforce planning refers to the ability to flexibly expand talent acquisition and management systems to match the changing business environment. This involves not just hiring new employees but also addressing cultural fit, language proficiency, and utilizing flexible contract types based on project requirements.

Key Talent Acquisition Strategies

โ€ข
Leverage Global Recruitment Channels: Actively utilize not only LinkedIn but also localized job platforms.
โ€ข
Assess and Verify Fit: Implement structured interviews, skills assessments, and AI-driven assessment automation.
โ€ข
Sustainable Talent Management: Offer reskilling and upskilling programs to respond to rapid growth.
How to Successfully Build a Global Team
Recruiting Management

Introduction

With the advancement of artificial intelligence (AI) technology, there has been a growing interest in building models optimized for specific tasks. In a previous article, we explored how to apply pre-trained models to specific domains using Transfer Learning. In this article, we will focus on a technique called Instruction Tuning, which fine-tunes AI models to respond more effectively to given instructions. This is a different approach from traditional Fine-Tuning, and it plays a critical role in enhancing the adaptability and efficiency of AI systems.

What is Instruction Tuning?

Instruction Tuning is a technique that enables AI models to understand and perform natural language instructions. While Fine-Tuning adjusts a model by using large amounts of data for a specific task, Instruction Tuning involves providing natural language instructions and corresponding example data to help the model perform tasks more flexibly and intuitively.
This method was proposed in the FLAN (Finetuned Language Models Are Zero-Shot Learners) paper, and its main goal is to improve the generalization performance of the model by providing explicit instructions for various tasks. For example, instead of just completing a sentence, a model might learn to understand and execute an instruction like "Summarize this sentence in one line."

How Instruction Tuning Works

Instruction Tuning is applied to large language models (LLMs) through the following steps:
1.
Data Collection and Preprocessing: A dataset is created containing commands and corresponding input-output pairs for various tasks.
2.
Model Training: The Instruction Tuning dataset is added to a pre-trained language model (e.g., T5, GPT, BERT) for further training.
3.
Evaluation and Generalization Testing: The modelโ€™s zero-shot and few-shot performance is tested on various tasks to assess its generalization ability.
Instruction Tuning: flexible and need for less data
HR Tech

The First 44 Days: How Company Culture Decides Everything

While hiring top talent is crucial, what matters even more is ensuring these individuals stay with the organization. New employees typically assess whether the company is a good fit for them within their first 44 days. If their experience during this time isn't satisfactory, they are likely to consider leaving.
So, what are the factors that determine whether an employee stays or leaves? The answer is a strong company culture.

Why Company Culture Matters

Today, employees donโ€™t just choose companies based on salary and benefits. Most employees consider whether the company's values and vision align with their own goals and values.
โ€ข
94% of employees say that feeling a sense of belonging at work is important (Source: American Psychological Association)
โ€ข
Organizations with positive cultures have employee retention rates that are 30% higher (Source: Gallup)
โ€ข
Companies with a healthy culture have employee engagement levels that are 3.8 times higher (Source: Forbes)
In other words, the stronger the company culture, the more employees feel a sense of belonging, and the greater their long-term commitment to the company. One of the most important factors in building a strong company culture is employee recognition.

Employee Recognition Builds a Strong Company Culture

What is Employee Recognition?

Powerful Strategies to Increase Employee Retention
communication strategy
Hello, I'm woosik Na, the CEO of TalentSeeker.
At TalentSeeker, we are continuously updating features to improve the inefficiencies in the hiring process based on feedback from recruiters.
In our previous update, we introduced AI-powered talent search and communication optimization features under the theme โ€œFaster and More Accurate with Large Language AI.โ€
In this update, we present the new โ€˜Communication Channel Integrationโ€™ feature to help recruiters overcome the hassle of switching between multiple platforms.
By integrating email and LinkedIn, we allow recruiters to handle all communications in one place and communicate with candidates in real-time.

The Inefficiency of Traditional Hiring Communication

Recruiters often need to use multiple communication channels during the hiring process. However, these platforms are often disconnected, making communication cumbersome and difficult to manage.
These are common concerns shared by recruiters in both startups and large corporations.
All Your Outreach at One Place
Update Story

HR: From Simple Management to Strategic Business Partner

As an HR professional, how strategically are you working?
In the past, HR was seen as a support function focused mainly on recruitment and personnel management. However, HR has now become a core growth driver for organizations. With increasing economic uncertainty and a greater focus on leveraging internal talent and improving performance rather than just recruitment, the role of HR has evolved from mere operational management to becoming a Strategic Business Partner.
What if hiring slows down? How can existing talent be developed?
What if performance stagnates? What are the practical ways to improve employee performance?
What if data is leaked? How can confidentiality and security issues be managed?
Now, HR is responsible for both performance management and data protection, driving the organizationโ€™s ongoing growth and innovation. So, how can HR play this strategic role effectively?
This article will explore how HR can enhance its strategic role in organizations by focusing on Performance Management and Data Confidentiality.

Performance Management: How HR Drives Organizational Growth

Why is Performance Management Important?

The Evolving Role of HR: From Performance Management to Data Protection
HR Strategy

Why Salary Negotiations and Onboarding Matter in Employee Retention Strategies

Employee retention is not just about offering a competitive salary or increasing benefits. Fair salary negotiations from the start and a structured onboarding process are key elements that determine long-term employee satisfaction and retention.
According to recent research from BambooHR, 50% of employees are struggling to make ends meet, and 73% are asking for a salary increase in their current roles. Furthermore, 70% of new hires decide whether the organization is a good fit within the first month, and 44% regret their decision within the first week.
These statistics make it clear how salary negotiations and onboarding play a crucial role in employee retention. When employees feel that they are receiving a fair salary and are treated equitably, and when they successfully adapt to the company culture in the early stages of their employment, the likelihood of long-term retention increases.
In this article, we'll provide 5 salary negotiation tips and 5 onboarding goals that HR professionals can implement to improve employee retention.

Salary Negotiation: The First Step in Employee Retention

Salary negotiation is not just about setting a salary. Itโ€™s an important moment to communicate how valued the employee is within the organization. If salary negotiations are not handled properly, employees may lose trust in the organization and be more likely to seek better opportunities.

1. Total Compensation Package

Salary negotiation isnโ€™t just about the base salary. Employees consider the total compensation package, and HR professionals must effectively communicate this to them. Before starting salary negotiations, HR professionals should understand the total compensation package the organization can offer and be ready to explain it.
Compensation Elements to Consider:
Flexible Work Arrangements: Offer remote work or hybrid work options.
How to Get the First Step Right After Hiring: A Guide to Salary Negotiation and Onboarding
HR Strategy
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