If you’re at all like us, you’ve been waiting for the next exciting instalment of our ‘The Get-Optimal View’ series since the moment we began. Over the past eight weeks, we’ve been bringing the minds of the advisors and the people who make Optimal tick. But all good things must come to an end, and next week we’ll be bringing our engaging series to a close. We’re sad as well!
If you missed any blogs, here you go! Blogs so far: The Great Return by Joe Slavin, How Optimal’s AI frees up time for the best bits of the job by Gary Elden, Torin Ellis on the DEIB journey employees want, Dave Rees on how Optimal’s solution Destroys Dyslexia, hallucinatory musings on HR Tech Vegas by William Tincup, how Ashlie Collins helps us with RQ, Janine Owen asking the big question - why should I even care about Diversity? and Pete Healey on social mobility.
But if you’re thinking, I can’t read that many - don’t panic! We’ve got you covered. We thought we’d summarise the messages so far ahead of our final contribution next week. Here goes!
Joe kicked off our series with a forensic look at The Great Return, that is, workers' movement back into work post the pandemic’s impressive increase in job vacancies. He looked at clients over 50, highlighting the benefits of hiring from within this group. Optimal’s solution ensures the correct optimised language goes into your Job ads, so this under-realised group has a shot at your open position.
Gary took a step towards a more classic diversity, highlighting the one thing Optimal’s AI CAN’T do: human connection. This is, for Gary - the best part of the job. Why not automate the worst bits, leaving space to embrace what every recruiter loves!? With our solution, you’ll get back a whole day each week.
Half of the podcast duo Crazy and the King, diversity strategist and published author Torin Ellis was with us next, taking us through what the REAL DEIB journey applicants want looks like. DEIB, for Torin, involves building trust. Focusing your applicants as people, not numbers - will be the makings of an agile, focused, dedicated team. This starts, of course, with ads. As he says, “The ROI of DE&IB is greater humanity”.
Dave Rees then took us through his daughter’s bravery in her battles with dyslexia. Discovering his dyslexia through her diagnosis, he shared how Optimal’s solution inspired him to come on board as an advisor, as our no-brainer AI solution removes 95% of the struggles he experienced across his many years in recruiting.
Willian Tincup’s gonzo-style hallucinatory romp took us through the halls of HR tech in Bat Country….uh…we mean Las Vegas. A f**k-filled stream of consciousness free indirect discourse (Sorry William, we had to sensor you), his contribution debated AI, buzzword bingo, and business people.
After William, The effervescent and dedicated Ashlie Collins took us through Relational Intelligence and how she helped us champion it here at Optimal. RQ asks us to take a holistic approach inside Optimal and helps us adjust our approach to making all human interactions more effective. After all, we need to be sure we practice what we preach!
Then, Janine Owen took on the big question. Why even Optimise job ads? Our ‘elephant in the room’ - this question is the one we encounter the most when attempting to recruit more authentic and intentional companies for the Optimal mission. Why optimise? Because Optimal’s solution pulls out all the important points using AI. It’s simple, fast, and a sales piece like no other. An unoptimised job ad might see 35 applications. Apply the solution and get 350. Numbers don’t lie!
Last, but absolutely not least, a stunning blog from Pete Healey illuminated the importance of social mobility, and how it intersects with job ads. With Optimal’s solution, your job uses a wide number of searchable keywords, terms and words appealing to a wider range of applicants from all walks of life.
Work with us at Optimal, and your response rate for open positions will soar by a minimum of 24%. Let our AI choose the most readable parts of your job ads to display, and you’ll save the precious time you would have spent combing through old or plagiarised job ads to ensure you’re conveying the correct image in the new world of attracting suitable and diverse candidates. No longer will applicants be put off by the vacancy or how it’s been advertised. Optimise once and post in multiple places - your new ad is in a downloadable, editable form to drop in to whichever job board or multi-poster you like!
We are also integrated with Bullhorn and Salesforce. We ensure your ad is Diversity & Inclusion compliant, meaning you’ll be the top choice commercially and win business over other, less enlightened competitors.
Ready to join forces? Why not book your demo today and get started with Get-Optimal?
If you’re at all like us, you’ve been waiting for the next exciting instalment of our ‘The Get-Optimal View’ series since the moment we began. Over the past eight weeks, we’ve been bringing the minds of the advisors and the people who make Optimal tick. But all good things must come to an end, and next week we’ll be bringing our engaging series to a close. We’re sad as well!
If you missed any blogs, here you go! Blogs so far: The Great Return by Joe Slavin, How Optimal’s AI frees up time for the best bits of the job by Gary Elden, Torin Ellis on the DEIB journey employees want, Dave Rees on how Optimal’s solution Destroys Dyslexia, hallucinatory musings on HR Tech Vegas by William Tincup, how Ashlie Collins helps us with RQ, Janine Owen asking the big question - why should I even care about Diversity? and Pete Healey on social mobility.
But if you’re thinking, I can’t read that many - don’t panic! We’ve got you covered. We thought we’d summarise the messages so far ahead of our final contribution next week. Here goes!
Joe kicked off our series with a forensic look at The Great Return, that is, workers' movement back into work post the pandemic’s impressive increase in job vacancies. He looked at clients over 50, highlighting the benefits of hiring from within this group. Optimal’s solution ensures the correct optimised language goes into your Job ads, so this under-realised group has a shot at your open position.
Gary took a step towards a more classic diversity, highlighting the one thing Optimal’s AI CAN’T do: human connection. This is, for Gary - the best part of the job. Why not automate the worst bits, leaving space to embrace what every recruiter loves!? With our solution, you’ll get back a whole day each week.
Half of the podcast duo Crazy and the King, diversity strategist and published author Torin Ellis was with us next, taking us through what the REAL DEIB journey applicants want looks like. DEIB, for Torin, involves building trust. Focusing your applicants as people, not numbers - will be the makings of an agile, focused, dedicated team. This starts, of course, with ads. As he says, “The ROI of DE&IB is greater humanity”.
Dave Rees then took us through his daughter’s bravery in her battles with dyslexia. Discovering his dyslexia through her diagnosis, he shared how Optimal’s solution inspired him to come on board as an advisor, as our no-brainer AI solution removes 95% of the struggles he experienced across his many years in recruiting.
Willian Tincup’s gonzo-style hallucinatory romp took us through the halls of HR tech in Bat Country….uh…we mean Las Vegas. A f**k-filled stream of consciousness free indirect discourse (Sorry William, we had to sensor you), his contribution debated AI, buzzword bingo, and business people.
After William, The effervescent and dedicated Ashlie Collins took us through Relational Intelligence and how she helped us champion it here at Optimal. RQ asks us to take a holistic approach inside Optimal and helps us adjust our approach to making all human interactions more effective. After all, we need to be sure we practice what we preach!
Then, Janine Owen took on the big question. Why even Optimise job ads? Our ‘elephant in the room’ - this question is the one we encounter the most when attempting to recruit more authentic and intentional companies for the Optimal mission. Why optimise? Because Optimal’s solution pulls out all the important points using AI. It’s simple, fast, and a sales piece like no other. An unoptimised job ad might see 35 applications. Apply the solution and get 350. Numbers don’t lie!
Last, but absolutely not least, a stunning blog from Pete Healey illuminated the importance of social mobility, and how it intersects with job ads. With Optimal’s solution, your job uses a wide number of searchable keywords, terms and words appealing to a wider range of applicants from all walks of life.
Work with us at Optimal, and your response rate for open positions will soar by a minimum of 24%. Let our AI choose the most readable parts of your job ads to display, and you’ll save the precious time you would have spent combing through old or plagiarised job ads to ensure you’re conveying the correct image in the new world of attracting suitable and diverse candidates. No longer will applicants be put off by the vacancy or how it’s been advertised. Optimise once and post in multiple places - your new ad is in a downloadable, editable form to drop in to whichever job board or multi-poster you like!
We are also integrated with Bullhorn and Salesforce. We ensure your ad is Diversity & Inclusion compliant, meaning you’ll be the top choice commercially and win business over other, less enlightened competitors.
Ready to join forces? Why not book your demo today and get started with Get-Optimal?
