Whether you’re looking to streamline your hiring process, improve candidate quality, or better support your recruiting team, strategic investments in the right areas can transform your results. We’ve identified 10 high-impact approaches that leading organizations use to strengthen their recruiting efforts without overwhelming their teams or blowing their budgets. 

1. Make Metrics Matter 

Gone are the days of ‘set it and forget it’ recruiting analytics. Modern recruiting requires active monitoring and quick adjustments. Implement regular check-ins on key performance indicators and be ready to pivot strategies based on real-time data rather than waiting for end-of-period reviews. 

2. Give Recruiters a Voice 

Your recruiting team is on the front lines and should have a say in the policies shaping their work. Involve them in policy discussions and leverage their insights when making changes to hiring processes. 

3. Embrace Innovation Strategically 

While new recruiting technology emerges daily, finding tools that genuinely streamline your process is key. Test new solutions thoughtfully, focusing on those that promise concrete time and cost savings. 

4. Listen to Your Stakeholders 

Regular feedback from both candidates and recruiters provides invaluable insights. Implement consistent survey practices to capture experiences and identify improvement opportunities throughout the hiring journey. 

5. Keep Stakeholders Connected 

Regular meetings with key stakeholders ensure recruiting goals align with broader business objectives. Make these check-ins focused and action oriented. 

6. Segment Your Spending 

Different recruiting initiatives need tailored resources. Create dedicated budgets for distinct strategies like recruitment marketing and candidate relationship management to ensure each gets appropriate funding. 

7. Centralize Your Goals 

Maintain a single source of truth for recruiting and hiring objectives. Share this living document with your talent team and ensure leaders regularly update their progress. 

8. Define Clear Ownership 

Assign specific owners to key recruiting initiatives. This accountability ensures important projects don’t fall through the cracks and provides clear lines of responsibility. 

9. Incentivize Excellence 

Keep your recruiting team motivated with meaningful incentives throughout the year. Recognition and rewards for meeting goals can significantly boost team morale and performance. 

10. Celebrate Every Victory 

In the fast-paced world of recruiting, it’s crucial to pause and acknowledge successes, both big and small. Creating a culture of celebration helps maintain team momentum and engagement. 

The Key to Modern Recruiting Success 

Successful recruiting today requires the right mix of technology, optimized processes, and a human-centered approach. The top organizations stay agile, track key metrics, and adjust their strategies based on real-time results. 

But these tips are just the beginning. Download our comprehensive Recruiter Success Kit to access: 

• In-depth labor market insights 

• Ready-to-use planning frameworks 

• Custom worksheet templates 

• And more essential tools for modern recruiting 

Don’t let your recruiting efforts fall behind. Get the full toolkit today and start building a more effective, efficient hiring process for your organization. 

The post Maximize Recruiting ROI: 10 Strategic Investments for Better Hiring  first appeared on Jobvite.

That’s where our 2025 Recruiter Success Kit comes in. Packed with eight essential worksheets, it’s designed to help talent acquisition pros like you refine your strategy so you can hire with confidence and ease.  

In this blog, we’re zooming in on just one key piece: targeted audience planning. For even more ways to level-up your hiring game, download the complete kit.  

Let’s dive in! 

The Power of Targeted Audience Planning 

Hiring today is about more than just posting jobs—it’s about building real connections. The best recruiting teams use data to understand their ideal candidates and keep them engaged from the first interaction all the way to the job offer and beyond.  

Here are some of the most popular types of targeted audiences used by recruiting teams today. 

1. Key Talent Audiences: These broader pools include candidates with specific skills and experience levels, ranging from seasonal workers to executive positions. They help maintain wide talent funnels while focusing on required qualifications. 

2. Strategic Audiences: Essential for organizations prioritizing DEI initiatives, these groups target specific demographics to enhance workplace diversity and inclusion. 

3. Relationship Audiences: This valuable group includes silver medalists, past applicants, and former employees. Maintaining engagement with this audience through company updates, relevant job postings, and surveys creates a robust talent pipeline. 

Building Your Targeted Audience Strategy 

Successful audience planning starts with clear identification and segmentation. Before launching recruitment marketing campaigns, your teams should: 

• Define candidate groups based on roles, motivations, and communication preferences 

• Segment by skills, experience levels, and professional backgrounds 

• Align with hiring managers and department leaders to ensure you’re attracting the right talent 

• Leverage modern CRM software to streamline audience management and communication 

Measuring Success and Scaling Efforts 

Smart recruiters know that success lies in the metrics. Key engagement indicators like applicant conversion rates, click-through rates, and candidate response rates reveal what’s working and what’s not. These insights help you fine-tune your approach, craft more compelling job posts, and build stronger connections with top talent. When you track the right data, you don’t just expand your talent network—you optimize it. 

Your Complete 2025 Recruitment Planning Resource 

While targeted audience planning is key, it’s just one piece of the bigger recruitment strategy puzzle. Get the complete Recruiter Success Kit for even more resources designed to transform your talent acquisition approach for 2025. From labor market insights to actionable planning frameworks, these resources provide the tools you need to: 

• Develop comprehensive recruitment strategies 

• Create effective candidate engagement plans 

• Optimize your hiring processes 

• Track and measure recruitment success 

• Adapt to evolving market conditions 

Ready to Transform Your Recruitment Strategy? 

Don’t let your competition beat you to it. Download the complete Recruiter Success Kit now and get everything you need to attract, engage, and hire top talent in 2025. 

The post The Science of Candidate Targeting: Building Strategic Talent Pipelines first appeared on Jobvite.

• Integrate Staffing Agency Tools
• Enhance Recruiters’ Relationship-Building Tools
• Focus on Competency Assessments
• Prioritize Candidate Experience and Analytics
• Maintain the People Element
• Build an Effective Talent Pipeline
• Automate Routine Administrative Tasks
• Leverage Data Analytics
• Facilitate Global Hiring

Integrate Staffing Agency Tools

Enterprise-level companies often heavily rely on contingent labor and fractional project professionals. These companies need a good integration with their preferred staffing agency’s recruitment and/or onboarding tool. Freelancer platforms like UpWork also offer enterprise clients HRIS integration options. These integrations streamline hiring by moving our candidates straight from the hired stage in the staffing company’s portal to the first step in our onboarding workflow, which kicks off a series of automated workflows. This seriously saves us (and our enterprise customers) time and money!

Susan Snipes, Head of People, Remote People

Enhance Recruiters’ Relationship-Building Tools

In our remote recruitment agency, we focus on technology that enhances our recruiters’ ability to headhunt top professionals. Our key tools are an advanced CRM for managing long-term relationships, market-intelligence platforms for industry insights, and secure communication systems for confidential discussions. The game-changer for us was a specialized executive recruitment CRM. It helps our team track interactions, set follow-ups, and note career aspirations of potential candidates.

This tool boosted our successful placements of hard-to-reach executives by 35%. It doesn’t replace our recruiters’ expertise—instead, it allows them to make more timely and personalized outreach. By focusing on technology that supports relationship-building, we’ve strengthened our position as go-to headhunters for placing top-tier, employed professionals in key global roles.

Ihor Shcherbinin, VP of Recruiting, DistantJob

Focus on Competency Assessments

In my experience, enterprise-level companies should focus on a few key areas when optimizing their talent acquisition technology, with competency assessments being at the heart of each. Comprehensive candidate assessment tools that offer detailed insights into a candidate’s competencies are crucial because they help identify the best fit for both the role and the company culture, ensuring a holistic understanding of each candidate.

Additionally, implementing technology that leverages data analytics derived from competency assessments provides actionable insights. This makes hiring decisions more accurate and helps predict future job performance based on key, job-specific competencies. It’s also essential to ensure the technology offers a smooth and engaging experience for candidates, particularly in how competency assessments are conducted. A positive and well-structured assessment experience reflects well on the company and can attract top talent by demonstrating a commitment to understanding and valuing each candidate’s unique strengths.

By using advanced tools to measure specific competencies, we can see beyond resumes and get a true understanding of each candidate’s strengths and potential areas for growth. This approach has allowed us to identify individuals who not only have the necessary skills but also align with our company’s values and culture. Focusing on comprehensive competency assessments has greatly improved our hiring process. As a result, our new hires are more engaged, perform better, and stay with the company longer, contributing to the overall success and stability of our teams.

Linda Scorzo, CEO, Hiring Indicators

Prioritize Candidate Experience and Analytics

As per my experience working as a tech-recruiting expert, I believe enterprise companies should prioritize candidate experience, data analytics, and AI integration to optimize their talent acquisition tech. A positive candidate experience is essential for attracting top talent in any organization, big or small. After implementing a chatbot to provide instant answers to candidate queries, we were able to improve our time-to-fill metrics significantly. This freed up recruiters to focus on more strategic tasks and created a positive first impression for candidates.

On the other hand, data analytics offers valuable insights into our hiring funnel, allowing us to identify bottlenecks and refine our sourcing strategy. Also, by using AI algorithms for resume screening and job matching, we’ve streamlined the process, saved time, and improved the overall quality of candidates.

Sergiu Matei, Founder and Tech Recruiting Expert, Index.Dev

Maintain the People Element

Don’t go too tool- or software-heavy to the point that you lose the “people” element from your processes. Your staff don’t just want to become software programmers, and the teams you’re recruiting don’t want to converse with AI chatbots and prerecorded questions as a means of onboarding.

Stress that you have the “people” element of your acquisition strategies at the forefront of everything you do, so that new talent knows that they’re actually valued as a person (both personally and professionally).

Wendy Makinson, HR Manager, Joloda Hydraroll

Build an Effective Talent Pipeline

The key area that I would recommend enterprise-level organizations focus on is building an effective talent pipeline. Having a list of potential candidates who are already interested in your organization can dramatically speed up your recruitment process when you have open roles to fill. It also improves your hiring across the board because you can make more targeted outreach to those specific candidates from your pipeline who are a perfect fit for both the role and your organization’s culture and values.

Having a talent pipeline also allows you to nurture talent leads over time, building a rapport with them that helps you get to know them better before making your decision. This also lowers the odds of candidates dropping out of the recruiting process or not showing up to interviews because they already have a relationship with your company and are interested in your organization specifically, not just in landing a job.

Recruiting software can be invaluable in building and growing a talent pipeline. Having an ATS or CRM lets you keep track of all your candidate data, not just when you’re hiring for one role but in an ongoing capacity. Applicants for past roles are some of the best candidates to put into your pipeline because they’ve already shown an interest in your company, especially the people who made it to later rounds of the hiring process but didn’t end up getting hired.

Developing a talent pipeline improves the recruitment process in a number of ways. You can learn more about the candidates before you hire them, for one thing, which helps you to make better hiring decisions. Doing this also forces you to focus more on candidate engagement. That can have a positive impact on your employer brand, not just for the specific applicants you’re communicating with but also for others in their network who might be looking for a job in the future. In short, it’s a great way to have a core base of high-quality talent that you build on and then draw from whenever you need to hire.

Rob Boyle, Marketing Operations Director, Airswift

Automate Routine Administrative Tasks

Enterprise-level companies should concentrate on a few important topics when utilizing talent-acquisition tools to enhance the hiring process. Data analytics, task automation, and integration skills are a few of these fields.

One crucial subject is the automation of routine administrative tasks. This includes sending follow-up emails, scheduling interviews, and examining resumes. HR professionals can spend much less time on administrative tasks and much more time engaging with candidates and developing innovative solutions by automating these processes.

We implemented a system that automates the initial screening of resumes based on predefined criteria such as skills, experience, and education. Our hiring process has been enhanced by this modification, which has also enabled us to interview candidates who are most suited for the positions. Also, it has expedited the hiring process in general, enabling us to fill positions with greater effectiveness and speed.

The integration capabilities of talent-acquisition technologies should be an important area of focus as well. Smooth information flow and fewer data errors are ensured by seamless connections between several HR systems.

Data analytics must be used by talent-acquisition technology to make good hiring selections. Based on historical data, it helps in anticipating the need for jobs, assessing the effectiveness of different sourcing channels, and identifying process improvement needs.

We are now able to monitor KPIs like candidate conversion rates, time to fill, and source of hiring by integrating advanced data analytics into the systems we use. Our ability to maximize job ad placements and enhance candidate interaction strategies has significantly increased because of the data we have utilized to hone our recruitment techniques. We have also seen an apparent rise in the quality of recent hiring and a decline in turnover rates.

Jessica Munday, People and Culture Manager, Custom Neon

Leverage Data Analytics

I would say that effective use of data analytics is crucial for enhancing talent acquisition processes. Without leveraging data analytics, organizations miss out on valuable insights that can inform decisions and strategies in hiring.

Data trends—such as candidate sourcing effectiveness and time-to-hire metrics—can help organizations identify what recruiters are doing well and what isn’t. This allows for a more targeted approach, optimizing recruitment campaigns and improving overall efficiency.

For instance, utilizing predictive analytics can help forecast future hiring needs based on historical data, allowing talent acquisition teams to anticipate needs proactively rather than reacting as they arise. In essence, integrating data analytics into the talent acquisition workflow not only streamlines processes but also significantly improves the quality of hires. Without focusing on these areas, things will not improve and will just stay as they are—which is not good if a business is aiming for sustainability and continuous improvement.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

Facilitate Global Hiring

Enterprise organizations looking to improve their recruitment technology should prioritize tools that facilitate global hiring and cross-cultural understanding.

We’ve seen how focusing on cross-cultural communication enhances talent acquisition strategies, especially when helping clients recruit internationally.

This focus has led to more successful placements and higher satisfaction rates among both employers and candidates while allowing our clients to tap into a truly global talent pool and find the best fit for their roles regardless of geographical boundaries. Also, it created a more welcoming experience for candidates, increasing offer acceptance and long-term retention.

Reyansh Mestry, Head of Marketing, TopSource Worldwide

The post 9 Key Areas to Focus on When Optimizing Talent Acquisition Technology first appeared on Jobvite.

Here are video clips showcasing the top three takeaways from the insightful discussion:  

1. Alleviate the pressure put on HR and TA teams today by using a multi-pronged approach, measuring effectiveness, and adjusting your focus as needed.

How can we alleviate the pressure put on HR and TA teams?   

Jason Pistulka, AVP of Talent Acquisition, HCA Healthcare discusses their approach. 

Employ Recruiter Nation Report insight: The challenges and stressors for talent acquisition teams identified in the report mirror each other and illustrate the challenge talent acquisition professionals face in finding quality candidates, which is the reason 48% of TA professionals we surveyed have increased stress today.   

2. Use AI to process candidates more quickly and allow TA teams more time to interact with the best candidates.

How does AI help efforts to build human connections? 

Terry Terhark, Founder and CEO, NXTThing RPO

Employ Recruiter Nation Report insight: AI has been talked about for years, but we are really seeing more adoption of AI recently. Of those surveyed, 63% already use some form of AI and 39% saw decreased stress due to investment in AI-powered recruiting technologies.  

3. Start leveraging analytics tools to get the data you need to answer your questions. 

What opportunities do you see for data to play a larger role in talent acquisition reporting and budgeting? 

George LaRocque, Founder and Chief Analyst, WorkTech

Employ Recruiter Nation Report insight: Recruiting technology can help give hours back in TA teams’ weeks by making pulling reports easier and serving up insights quickly. With 71% of survey respondents pulling reports bi-weekly or weekly and 87% of people surveyed who use analytics still using spreadsheets, there is an opportunity for increased adoption of data built directly into talent acquisition technology. 

View the webinar to hear the full discussion, including thoughts on the impact of speed and flexibility in recruiting, anticipated work model changes, and recommendations to consider when implementing a people-first recruitment strategy in 2025.

The post 3 Key Takeaways from our Shaping the Future of Work Webinar first appeared on Jobvite.

The annual report leverages findings from a survey of more than 1,200 talent acquisition (TA) professionals in North America and proprietary data from 22,000+ Employ customers.

Here are some of the key findings from the report that will help inform your people-first recruiting strategy.

Biggest Recruiting Challenges

Competition for talent remains fierce, with 37% of respondents citing competition from other employers as their biggest recruiting challenge.

Interestingly, the data reveals a striking contradiction in today’s market: organizations are simultaneously struggling with not having enough people to fill open positions (33%) while also dealing with too many candidates for open positions (26%).

This points to a crucial challenge in finding quality candidates—a challenge that emerging technologies like AI and analytics are helping to address.

Reasons for Increased Stress

The challenge of finding quality candidates is also reflected in the top reason TA professionals have increased stress today. The report found that 54% of talent acquisition professionals find their jobs more stressful today, and the primary reasons behind this increased stress are a lack of qualified candidates (48%), more open roles to fill (44%), and competition from other employers (34%).

Ways AI is being Leveraged

The adoption of AI in recruitment is accelerating, with 63% of organizations now using some form of AI to support their hiring processes and 89% of those using it are doing so frequently or very frequently. Most notably, 55% use AI for candidate matching—an almost 20% increase from 2023.

This helps recruiters quickly identify candidates with the right skills and experience, streamlines the initial screening process, and allows more time for meaningful candidate interactions.

Making Hiring More Flexible

Organizations are actively working to make their hiring processes more flexible and efficient by speeding up the hiring process (47%) and incorporating AI-powered technologies (44%)—a 10% increase from 2023.

These efforts are reaping results. For Employ customers, time to fill decreased by 7 days, going from 48 days in 2023 to 41 days in 2024.

Despite these improvements, there’s still room for growth. While 84% of organizations are using analytics, 87% of this group still relies on spreadsheets. With the right analytics technology, gathering, analyzing, and reporting on data can be more efficient and give even more time back in the busy days of talent acquisition professionals.

Work Policy Approaches

The report reveals significant shifts are expected in workplace policies for 2025. Those expecting hybrid models remains steady at 57%, with 47% favoring three days in the office and two days remote, but a startling 34% expect 100% in-office models—a number that has doubled from last year. Simultaneously, only nine percent expect fully remote policies, which is down from 27% last year.

We know employees want flexibility. The Employ Job Seeker Nation Report 2024 revealed that 49% of job seekers are looking to have greater flexibility with remote work opportunities. And remote opportunities are a close second to greater career opportunities when it comes to why people move or take jobs.

So, will 100% in office models be a deal breaker? And how will that impact talent acquisition teams in 2025?

Key Takeaways for 2025

The recruitment industry is not just responding to change, it’s actively shaping the future of work. Here are three key actions you can take now to stay ahead of the curve and empower people-first recruiting in 2025.

1. Use technology to increase understanding around analytics. Move beyond spreadsheets to more sophisticated analytics technology that can provide deeper insights into your hiring process and help make reporting on data quick and easy.
2. Enable AI to enhance your recruitment strategy, not create it. Use AI to enhance your recruitment strategy, particularly in areas like candidate matching and initial screening, while maintaining a focus on human connection.
3. Enhance employer brand through social media. With changing workplace expectations and increased competition for talent, a strong employer brand is more important than ever.

Want to dive deeper into these insights and discover more about the latest trends in talent acquisition? Download the complete Employ Recruiter Nation Report 2024 to not only inform your 2025 recruitment strategy but also shape the future of recruitment.

The post Talent Acquisition Trends from the Employ Recruiter Nation Report 2024 first appeared on Jobvite.

This integration connects Jobvite’s CRM to LinkedIn Recruiter to streamline recruitment workflows and save time building talent pipelines. By unifying these systems, LinkedIn CRM Connect helps Jobvite users facilitate a more cohesive approach to talent acquisition.

How Does Jobvite and LinkedIn CRM Connect Work?

Streamlined Recruitment Workflows: Gone are the days of juggling multiple systems. With LinkedIn CRM Connect, recruiters can save time by directly exporting LinkedIn member profiles to Jobvite’s CRM. This streamlined approach accelerates the talent acquisition process, allowing teams to find the candidate information they need in one system and freeing up their time to focus on what truly matters – building connections with exceptional talent. 

Access to Real-Time Data: This integration between LinkedIn and Jobvite’s CRM empowers recruiters to stay ahead with access to real-time candidate information. With a direct connection to LinkedIn data, recruiters can rest assured that important insights about a candidate’s background or skills are updated by the candidate themselves on LinkedIn, leading to more confident, data-driven decision-making and ensuring accuracy in every candidate interaction. 

Enhanced Candidate Engagement: Building a strong talent pipeline means staying connected with candidates, even if they aren’t actively applying. By centralizing the latest candidate insights and communication in one place, recruiters can craft more personalized outreach and more impactful nurture campaigns that improve the candidate experience. With CRM Connect, recruiters can view LinkedIn notes and InMail history directly within Jobvite, helping them engage with candidates more effectively without switching between platforms. 

By bridging these two platforms, Jobvite and LinkedIn CRM Connect set a new standard in recruitment—one that allows recruiters to elevate their ability to build and manage robust talent pipelines while nurturing meaningful relationships. This powerful combination not only streamlines the recruitment process but also creates a more efficient and effective hiring strategy that adapts to the ever-evolving job market landscape. 

The post Streamline Recruitment with LinkedIn CRM Connect for Jobvite Users  first appeared on Jobvite.

• Leverage ATS and Social Media
• Implement Data Analytics Tools
• Highlight Job Stability and Security
• Build a Strong Employer Brand
• Utilize AI-Powered Recruitment Technologies
• Post General Open Positions and Proactive Outreach
• Maximize Employee Referral Programs
• Form Partnerships with Universities and Organizations
• Tap Into Professional Networks and Agencies
• Employ Programmatic Job Advertising
• Conduct Boolean and Google X-Ray Searches
• Attract and Retain Veteran Leadership

Leverage ATS and Social Media

From my experience of helping brands hire top talent, I can share that sourcing candidates at scale for enterprise-level organizations requires a strong combination of online and offline strategies to be the most effective.

By using the Applicant Tracking System (ATS) to its full potential, you can build targeted talent pools based on past successful hires and industry benchmarks. This allows you to proactively reach out to qualified candidates who might not be actively searching for jobs.

Social media recruiting, particularly on LinkedIn, has also proven valuable. By consistently showcasing the company culture, employee success stories, and industry contributions, you can attract passive candidates who are a good fit for the skill needs.

Another great strategy that you can’t underestimate is employee referrals. Through a strategic employee referral program, you can incentivize current employees to recommend qualified individuals from their networks. Referred candidates often integrate seamlessly into the company culture and tend to perform well.

With the right combination of all these strategies, we’ve been able to build a talent pipeline that keeps us competitive in the market.

Elena Bejan, People Culture (HR) and Development Director, Index

Implement Data Analytics Tools

One highly effective approach we’ve embraced at MyTurn is the use of data analytics to enhance candidate sourcing at scale. By implementing sophisticated data analytics tools, we can analyze trends in candidate behavior, job market dynamics, and recruitment outcomes.

These insights allow us to continuously refine our sourcing strategies, ensuring that we are targeting the right candidates at the right time. For instance, predictive analytics can help us forecast which candidates are most likely to engage with our job postings and which sourcing channels yield the highest-quality applicants.

This data-driven approach not only optimizes our recruitment efforts but also provides our enterprise clients with actionable insights to improve their hiring processes. Ultimately, leveraging data analytics helps us stay ahead of the curve in a constantly evolving job market, making it an indispensable part of our candidate sourcing strategy.

Amit Doshi, Founder & CEO, MyTurn

Highlight Job Stability and Security

The strategy I have found most effective for sourcing candidates for enterprise-level companies is emphasizing the improved job stability and security that generally come with larger companies. As part of my high-touch, multi-channel outreach to passive candidates, I focus the message or conversation on the predictability of enterprise-level companies. My message of stability especially resonates with candidates who have joined early-stage technology startups and have witnessed the lack of security that can occur as high-tech companies struggle with funding or product-market fit.

Mike Basso, Founder & CEO, salestalent.com

Build a Strong Employer Brand

The most effective strategy for sourcing candidates at scale in enterprise-level organizations that I’ve found starts well before you need to fill the roles by building a strong employer brand.

To do this, you need to have a well-established presence on LinkedIn and the other social media platforms that are relevant to your sector. Along with this, it’s also very beneficial to have positive ratings on sites like Glassdoor, as well as to be active in professional organizations for your industry and their associated forums, websites, or online communities. The final piece of this puzzle is strong employee advocacy, which can start with incentivizing them to leave reviews of your company on Glassdoor, sharing your posts with friends and colleagues, and otherwise promoting your brand through their network channels.

Once you have this kind of employer brand, sourcing candidates at scale becomes a much simpler process. In some cases, all you need to do is announce that you’re hiring and ask your network to spread the word. If you’re seen as a strong employer within your industry, and have a broad following, you will likely get a strong response from candidates without needing to put in a significant amount of extra effort.

There are definitely other strategies that you can use to source candidates at scale without a strong employer brand, but I’ve found none of them are as consistently effective as doing the work in advance to build an employee brand that you can activate when you need to hire.

Rob Boyle, Marketing Operations Director, Airswift

Utilize AI-Powered Recruitment Technologies

I highly recommend the use of AI-powered recruitment technologies, such as chatbots and automated screening tools, to streamline the candidate-sourcing process.

These technologies can handle initial candidate interactions, answer FAQs, and pre-screen applicants based on predefined criteria. This automation frees up recruiters’ time to focus on more strategic tasks, such as building relationships with top candidates and improving the candidate experience. AI can also analyze resumes and profiles at scale, identifying relevant skills and experiences that match the job requirements, thereby improving the accuracy of candidate matches.

By integrating AI into the recruitment process, enterprise-level organizations can achieve scalability, consistency, and efficiency in their candidate-sourcing efforts, ultimately leading to better hires and organizational growth.

Michael Hurwitz, CEO and Co-Founder, Careers in Government

Post General Open Positions and Proactive Outreach

One highly effective strategy is to post more general open positions, inviting candidates to express their interest even if there’s no specific role available. This broadens the pool and keeps potential candidates engaged. Proactive outreach is also key—building relationships with candidates before jobs are posted helps create a robust talent pipeline. Engaging through conversations, check-ins, and keeping them updated with company news maintains their interest.

Recruiting is similar to sales; you need to expand the top of the funnel and keep candidates warm. Regular communication and updates ensure candidates feel valued, even if there isn’t an immediate fit. This approach not only keeps candidates engaged but also positions your company as a preferred employer, ensuring a steady stream of interested candidates and improving overall hiring quality.

Vivian Chen, Founder & CEO, Rise

Maximize Employee Referral Programs

In my experience, leveraging employee referrals is the most effective strategy for sourcing candidates at scale for enterprise organizations. Employee referrals allow you to tap into the networks of your own staff to surface qualified, interested candidates who already have an insider connection to your company. This results in higher-quality candidates that are more engaged in the process and likely to accept offers if extended. The key is incentivizing employees to make referrals through referral bonuses or rewards programs. This encourages them to proactively reach out to their contacts and share roles.

To scale this, it’s important to make the referral process as seamless as possible through an internal referral portal and automated workflows. Overall, employee referrals are my go-to for quality, high-volume hiring because you can mobilize your entire workforce to source their networks on your behalf. The personal touch of an employee introduction also gives referred candidates a positive first impression.

Gauri Manglik, CEO and Co-Founder, Instrumentl

Form Partnerships with Universities and Organizations

At Parachute, we’ve succeeded by establishing long-term relationships with local universities and professional organizations. Partnering with educational institutions allows us to access a steady stream of new graduates who are eager to start their careers in IT and cybersecurity. Offering internships and cooperative education programs allows us to evaluate potential candidates in a real-world environment before making a full-time hiring decision.

Another effective strategy is implementing an employee referral program. Our team members understand the company culture and the skills required for various roles, making their referrals particularly valuable. Incentivizing referrals ensures employees are motivated to recommend highly qualified candidates from their professional networks.

Additionally, we focus on posting vacancies through job boards and social media platforms. Posting detailed job descriptions on popular job boards and actively engaging with potential candidates on LinkedIn helps us reach a wider audience. We also use targeted ads to attract specific skill sets required for our roles.

Elmo Taddeo, CEO, Parachute

Tap Into Professional Networks and Agencies

I’ve found that tapping into professional networks has been highly effective for sourcing candidates at scale for enterprise-level organizations. As a former Senior CPA, I built strong connections with professionals across various industries. These relationships have been invaluable for identifying skilled candidates quickly. Referrals from trusted colleagues and industry contacts often lead to top-tier talent who fit the role and company culture well.

Another successful strategy has been collaborating with specialized recruitment agencies. During my time as CEO, we’ve partnered with agencies that understand our industry and specific needs. These agencies have a broad reach and access to a large pool of candidates. They handle initial screenings and present us with qualified candidates, saving us time and ensuring we get the right people for the job.

Investing in comprehensive onboarding and continuous development programs has also been beneficial. At Tech Advisors, we prioritize training and professional growth for new hires. This not only attracts top talent but also ensures they are well-prepared for their roles. Well-structured onboarding programs help new employees integrate smoothly into the team, increasing retention rates and reducing the need for frequent recruitment.

Konrad Martin, CEO, Tech Advisors

Employ Programmatic Job Advertising

Sourcing candidates at scale is quite different from more common sourcing efforts. When you’re hiring at scale, you’re likely to be engaged in high-volume hiring, where you’re looking to hire dozens, hundreds, or even thousands into the same or similar roles. Efficiency becomes far more important than when you’re looking to hire one person, and the efficiency needed typically involves a fair amount of automation.

Many employers regard programmatic job advertising—where the software decides where a job should run and from what start to what end dates—as being all about cost savings. Why? Because programmatic is often used in conjunction with cost-per-click (CPC) or cost-per-application (CPA) pricing models, although you can use programmatic software in conjunction with traditional, duration-based pricing, and you can use performance-based pricing such as CPC or CPA without programmatically posting jobs.

But programmatic’s biggest benefits are seen by employers who are hiring at scale because it makes it far easier for the job posting ads to generate the far greater volumes of applications that are needed when you’re hiring dozens, hundreds, or even thousands of employees. If you’re hiring 25 people into a role, you’re going to need about 25 times as many applications, which means you need to get that ad in front of about 25 times as many candidates. To manually post the same job to 25 different job boards is a monumental undertaking, but quite easy when you do so programmatically.

Steven Rothberg, Founder and Chief Visionary Officer, College Recruiter

Conduct Boolean and Google X-Ray Searches

For me, the most effective methods for sourcing passive candidates have been Boolean searches and Google X-Ray searches.

In my experience, Boolean searches have become a crucial tool in my recruiting arsenal, allowing for highly precise and specific candidate sourcing. By expertly connecting keywords and operators, I can fine-tune search queries to locate candidates who possess exactly the right abilities and qualifications, or pinpoint those who might be lacking in specific areas. Mastering the rules of Boolean logic has equipped me to sift through vast databases and uncover hidden talent that could be missed by traditional searches. Strategic use of Boolean searches not only saves time but significantly improves my chances of finding the ideal candidate for a role.

I also utilize Google X-Ray searches. This method involves using search engines to delve into specific websites for candidate details. This technique is invaluable when I need to find candidates who might not be actively seeking jobs but have the necessary skills. Using search engines like Google and Bing with targeted site operators allows me to find candidate profiles on personal blogs, forums, and niche communities. X-Ray searches grant me deeper insights into a candidate’s online presence, helping me understand their professional contributions and interests.

Alan Muther, Founder, Ardoz Digital

Attract and Retain Veteran Leadership

The recruitment and retention of veterans is going to be critical for companies to address the complex employment challenges in 2024 and beyond.

Here are the creative ways that companies need to attract and retain veterans with unique skills for their organizations, drawn from both experience and various published sources:

Companies need to find a way to advertise or broadcast their desire to hire veterans for these leadership positions.

Don’t recruit veterans because it’s a good PR move and makes your company “look good.” Veterans qualified for leadership positions can sense a company that does that a mile away.

Reach out to Veteran Service Organizations and military non-profit groups to assist your company with your veteran leadership hiring program. And, most importantly, build military cultural competency into your company, so that you understand the basics of the military, and how military skills can add value to your products or services. There are a number of consulting firms and online training programs available to assist you with that effort. The PsychArmor Institute is one such organization to assist your company with an understanding of military culture and customs.

Also, make certain that your Employee Assistance Program (EAP), if your company has one, includes any assistance that veteran leaders might need.

You can also create veteran affinity groups at your company, comprised not only of veterans but also of any of your employees who are currently military reservists, spouses of veterans, and other employees who are simply interested in veteran issues.

And, for veteran leaders currently working at companies—mentor newly hired veterans to ensure their success at your company.

And, finally, veterans employed by a company can use their exceptional skills and leadership talents—and sense of mission and purpose—to contribute to non-profit organizations in the community, most of which are in dire need of the exceptional qualities that veterans can bring to any organization. This would, likewise, greatly benefit the companies that employ them.

Dr. Paul Dillon, Adjunct Instructor at Duke University’s Sanford School of Public Policy, President and CEO, Dillon Consulting Services LLC

The post 12 Proven Strategies for Sourcing Candidates at Scale first appeared on Jobvite.

Ready to implement some new ideas? The “7 Sourcing Hacks: The How-to Guide to Optimize Your Talent Search” offers 7 unique sourcing hacks, all geared to optimize your talent search and get you noticed by the most coveted candidates. Here’s a look at a few of those hacks to get you started.

Hack #1: Hyper-Personalize Your Emails

No one likes spam — so why would you send generic recruiting emails to potential candidates? If your goal is to create more meaningful connections, attract more candidates, and improve your conversion rates, then you need to customize your communication to a candidate’s specific interests or needs. We call that hyper-personalization, and while it may take more time at the outset, any increase in overall response rates will cut hours off your search down the road.

Pro Tips:

Join the candidate’s conversation. See what candidates are talking about on social media and find something that resonates with you personally, with the opportunity, or with the company culture. Use that as an introduction to engage with them.

Throw in an element of surprise. Break out of the typical recruiter template that most candidates expect and craft your emails creatively. Ask yourself: What would grab your attention?

Speak about the opportunity rather than the job. Remember, your search isn’t limited to people actively seeking new employment. Employ research shows that at least 50% of people are open to new opportunities even though they’re satisfied with their current positions. If you’re courting a passive candidate with specialized skills, then be sure your emails are tuned to possibilities for development or career growth.

Hack #2: Utilize Social Networks

People want to network, either in-person or online. Think about where your ideal candidate is online. What are they reading? Look at where they are talking to other professionals and join the conversation.

Pro Tips:

Be helpful first. It’s tempting to immediately yell to everyone in a group that you have an amazing opportunity for them, but that often turns people off. By offering guidance or helpful suggestions on candidates’ issues, you are beginning to build a relationship first. And once even a modest relationship is built, they will be more open to a job pitch.

Try a new network like TikTok. It helps to be where your candidates are, and if you are looking for Gen Z, they are on TikTok. Create a company account and see if you can add it to their career section. Again, if you are helpful, candidates will remember you.

Hack #3: Referrals Are the Best Source of Hire

Referral programs are on the rise, according to Employ research. 79% of organizations offer employee referral programs — an eight-percentage point increase over the past year, and 48% are seeing higher participation in employee referral programs. Why? Because they work. Referrals reduce both time-to-hire and cost-of-hire.

Pro Tips:

Control where you want to generate referrals within your organization by creating an internal focus on high-growth and hard-to-fill positions.

Gamify your process. A little friendly competition through leaderboards and recognition will supercharge your results.

Continue to Hack the System

Get the remaining hacks for candidate sourcing in the latest eBook from Employ: 7 Sourcing Hacks: The How-to Guide to Optimize Your Talent Search. Download your free copy today.

The post Next-Level Recruiting: Proven Sourcing Methods to Accelerate Your Hiring Process first appeared on Jobvite.

Employ Inc., a leading provider of people-first recruiting and talent acquisition solutions including JazzHR, Lever, Jobvite, and NXTThing RPO, — has been fortunate enough to make this annual list and be deemed one of the most successful companies today.  

What Making the Inc. 5000 Means to Employ  

Being named to the 2024 Inc. 5000 list of fastest-growing private companies is a significant achievement for Employ Inc., reflecting our rapid growth and the strength of our innovative approach to talent acquisition. This recognition underscores the effectiveness of our people-first strategy, which integrates the unique strengths of JazzHR, Lever, Jobvite, and NXTThing RPO to deliver unparalleled recruiting solutions.  

This accolade not only highlights our successful revenue growth but also validates our commitment to offering customized, cutting-edge solutions in a challenging economic landscape. Our inclusion on this prestigious list signifies that we are not just keeping pace with industry demands but leading the way in transforming how organizations approach hiring and talent management.  

This recognition reinforces our position as a trusted and forward-thinking partner in talent acquisition for our clients and partners. It confirms that our comprehensive suite of services and our dedication to prioritizing people over products are driving real, measurable success. This award is a testament to the hard work and innovation of our team and positions Employ Inc. as a continued leader in delivering impactful, people-centered recruiting solutions.  

About Employ

Looking for purpose-built recruiting technology to empower your talent acquisition team? Visit the Employ website to learn all about our solutions for companies of all sizes and recruiting complexities.

The post Inc. 5000: Employ Named to Prestigious List for 2024 first appeared on Jobvite.

Recruitment marketing is a critical aspect of talent acquisition, and it can make a huge difference in hiring efficiency. In this blog, we will explore what makes recruitment marketing the key to hiring success and the three vital components of getting it right.

What Is Recruitment Marketing?

Recruitment marketing is a strategic way for employers to attract and engage top talent by creating a compelling employer brand and candidate experience. It involves using various marketing techniques, such as social media, email campaigns, and content marketing, to reach out to potential candidates, nurturing candidate relationships before they even become applicants through relevant and engaging content.

Recruitment marketing is all about creating a relationship with candidates and nurturing them until they are ready to apply for a job. By getting recruitment marketing right, organizations can build a robust talent pipeline, reduce time-to-fill, and improve the overall quality of their hires, all of which can improve hiring efficiency.

Three Vital Components of Recruitment Marketing

Employer branding: A strong employer brand is crucial for attracting and retaining top talent. It is the perception that candidates have of your company as an employer, and it can be built through various channels, such as social media, career sites, and employee advocacy. A good employer brand can help you stand out from your competitors and attract the right candidates. However, recruitment marketing is not just about attracting candidates. It’s also about engaging them throughout the hiring process.

Candidate engagement: Engaging candidates throughout the recruitment process is essential for building relationships and creating a positive candidate experience. It involves keeping candidates informed about the status of their applications and providing them with a personalized experience that meets their expectations.

Talent segmentation: Segmenting your talent pool into strategic audiences can help you create personalized campaigns that drive conversions. This process involves using data to identify candidate preferences, interests, and behaviors to create targeted messages that resonate with them, making them much more likely to engage with the messages and your company.

Leveraging Technology in Recruitment Marketing

By creating personalized campaigns and using targeted messaging, organizations can keep candidates engaged and informed, reducing the risk of dropouts and improving the candidate experience. But when talent teams are already balancing so much, this is often easier said than done.

This is where Jobvite’s built-in Source and CRM capabilities come in. With Jobvite, organizations can effortlessly publish job postings and pull candidate information from multiple resume databases into a single record. This makes it easy to engage candidates in the most responsive channels, whether by email, text, or social media.

Jobvite also allows organizations to segment their talent pool into strategic audiences and create personalized campaigns to drive conversions. Real-time insights into campaign performance and candidate engagement levels make it easy to stay agile and adjust strategies as needed.

Finally, Jobvite streamlines candidate engagement by seamlessly transitioning applicants into candidates in one place. This makes it easy to manage a single talent pool across multiple brands, geographies, and languages and to integrate natively with Jobvite’s ATS & Onboard, Candidate Messaging, and Career Site solutions.

Recruitment marketing is key to hiring efficiency, and Jobvite’s CRM and sourcing capabilities make it easy to engage in recruitment marketing through the entire hiring process. By attracting and engaging top talent, improving the candidate experience, and streamlining the hiring process, organizations can reduce time-to-fill and improve the quality of their hires.

With Jobvite, recruitment marketing has never been easier or more effective. Watch the product tour or contact us today to learn more.

The post Why Getting Recruitment Marketing Right is Key to Hiring Efficiency first appeared on Jobvite.