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.

HR technology is crowded with many solutions to address the candidate and employee experience. There are multiple products and tools across the employee journey — from talent acquisition to compensation management to performance management.

But with increasing point solutions, it can be challenging for talent professionals to select the right HR software for their organization. And with all the options, enterprise companies may wonder, “Why purchase software focused on talent acquisition when we could consolidate into one solution for all HR tasks in our organization?”

Let’s start by taking a look at the differences between talent acquisition software, specifically an applicant tracking system, and human resources information systems.

An applicant tracking system (ATS) consists of the following:

• A specialized recruitment tool
• Is candidate centric
• Supports workflow and compliance
• Has advanced hiring analytics
• Offers optimization for mobile

A Human Resource Information System (HRIS) consists of the following:

• A core HR processes tool
• Is employee centric
• Supports payroll and benefits
• Focuses on employee retention and performance
• Offers optimization for mobile

Key Uses for HRIS

• Employee Data Management: HRIS software enables HR professionals to manage employee information, such as personal details, employment history, and job titles.
• Payroll and Benefits Administration: HRIS software automates payroll and benefits administration processes, such as calculating salaries, taxes, and deductions.
• Performance Management: HRIS software enables HR professionals to manage employee performance by tracking goals, providing feedback, and conducting performance reviews.

Key Uses for Talent Acquisition Software

• Job Posting and Candidate Sourcing: ATS software enables HR professionals to post job openings on multiple job boards, social media platforms, and company career pages. It also helps in sourcing candidates from various channels, such as employee referrals and job boards.
• Candidate Screening and Shortlisting: ATS software automates the screening of resumes by identifying keywords and relevant criteria. It also enables HR professionals to shortlist candidates based on specific job requirements.
• Interview Scheduling and Candidate Communication: ATS software helps HR professionals schedule interviews and communicate with candidates through emails and messaging platforms.
• Candidate Nurturing: Create high-touch, personal candidate experiences that are easy to create and easy to scale.
• High-Volume Hiring: Streamline candidate sourcing, evaluation, and advancement, saving time and helping your team be more efficient and consistent.
• Data-Backed Decisions: Flexible reporting and easy-to-use analytics tools help teams track their talent pipeline, identity bottlenecks, and optimize recruiting outcomes.

Why Using an Enterprise HRIS for Talent Acquisition is Limiting

Although some HRIS have recruiting functionality, they are often not specialized in talent acquisition, leading to more friction in the process. To attract and hire the best candidates, companies must leverage advanced functionality, such as recruitment marketing, AI and automation, customizable workflows, and modern candidate communication tools.

Consolidating into an all-in-one Enterprise HRIS can be detrimental to the talent acquisition process, as it often means taking a significant step backward in terms of recruiting functionality and tools. Investing in specialized talent acquisition technology is essential for companies looking to stay ahead of hiring demands and meet their hiring goals. By doing so, companies can streamline their recruitment process, attract high-quality candidates, and ultimately build a strong talent pool to drive their business forward.

Choosing to invest in specialized talent acquisition technology is essential for companies looking to stay ahead of hiring demands and meet their hiring goals. By doing so, companies can streamline their recruitment process, attract high-quality candidates, and ultimately build a strong talent pool to drive their business forward.

The Case for an Enterprise HRIS and Talent Acquisition Software

The best choice for companies today should not focus on purchasing only one solution or the other. Instead, it should focus on the benefits of talent acquisition technology working hand-in-hand with HR software.

Using specialized tools for recruiting ensures your enterprise organization gets the talent it needs in the door and can then manage their experience as an employee through the HRIS. You should make these crucial investments to tackle every area of HR and ensure that you can meet the needs of your business to drive business outcomes.

Choose a comprehensive approach that will help you attract, retain, and manage the best talent possible. See Jobvite talent acquisition software in action today and learn how it supports your existing HR tech stack to drive performance.

The post Why Talent Acquisition Software Works with an HRIS first appeared on Jobvite.

While a traditional ATS is excellent for storing candidate details, the best applicant tracking systems today work in lockstep with other talent acquisition technology, including candidate relationship management systems (CRMs) to source top talent, centralize communication with prospective hires, and more efficiently engage, interview, and analyze applicants. Using a leading ATS system, recruiters can easily search resumes and filter candidate information, decreasing the time needed to manually source talent for open positions and ensuring they connect with the best people for each position.

If you and other hiring stakeholders at your organization are wondering how an ATS can streamline and improve your recruiting and hiring efforts, you’ve come to the right place. Let’s answer your most pressing questions in this FAQ guide.

• What is an ATS?
• What features should enterprises look for in an ATS?
• How does a top ATS work?
• What are the benefits of using an ATS?

What is an ATS?

An ATS helps companies organize candidates for hiring and recruitment purposes. These systems allow businesses of all sizes and across industries to collect candidate information, organize prospects based on experience and skill set, and filter applicants.

What features should enterprises look for in an ATS?

Not each ATS is created equally. Enterprises like yours need the most comprehensive technology available to handle the complexity and scope of your hiring efforts.

For example, a modern ATS simplifies the recruiting process for talent acquisition (TA) teams by using automation and AI to empower talent acquisition teams to identify, reach out to, interview, and advance qualified candidates efficiently. Since open positions can attract thousands of candidates regardless of whether they have the necessary work experience, education, and certifications, automation saves companies and recruiters time that would otherwise be spent manually weeding out these job applicants.

In addition to automation, look for an ATS that allows your company to achieve the following tasks:

• Post job openings on career sites and job boards
• Connect with candidates on social media (such as LinkedIn)
• Build relationships with interested candidates
• Assess employee referrals and internal talent
• Nurture job seekers through the recruiting funnel
• Schedule interviews with potential candidates
• Convert late-stage applicants into new hires
• Rediscover top talent or silver medalists
• Analyze real-time updates and make data-driven decisions

How does a top ATS work?

Every ATS is different, but here’s a high-level workflow that the top applicant tracking systems can achieve:

• Once the talent acquisition team has secured an adequate pool of applicants, they can then be tagged and labeled accordingly, based on resume information.
• From here, recruiters can sort through candidates by filtering based on skillsets and job descriptions published internally and externally to find strong-fit candidates for open roles.
• The ATS can then enable recruiters to communicate with candidates and schedule screening interviews and hiring team interviews.
• Hiring team members submit feedback immediately following interviews with applicants and add notes about each candidate. These scores and notes allow hiring decision makers to evaluate prospects in a bias-free manner and advance ideal applicants quickly.

Note that the process will look very different between enterprises using a modern versus traditional ATS. For instance, the best ATS software solutions use the latest technology, such as natural language processing, to scan resumes, provide recommendations on which candidates to reach out to for job openings, and locate passive talent that’s already in the ATS. 

Plus, a top ATS integrates with both common and niche job boards, and offers universal, one-click job posting to easily publish listings for available positions.

What are the benefits of an ATS?

By investing in advanced ATS software for your talent acquisition team, your business can improve recruiting metrics, like talent pipeline efficiency, interview speed, overall hiring costs, and candidate quality.

Some other benefits your organization can experience with a top ATS include:

1. Reduced time to hire for critical roles

From the moment you pinpoint an optimal prospect for an open role to the time they sign and submit their job acceptance letter, you tackle a lot of vital talent acquisition tasks. Only with a leading ATS can you streamline those activities and ensure you steadily improve your hiring speed.

With Jobvite’s Evolve Talent Acquisition Suite, for instance, talent leaders and operations managers can get a holistic view of their entire team’s pipeline progress in real time and share insights with TA specialists. Meanwhile, each recruiter can see data tied to their recruitment activities to easily discern where each candidate is in their funnel and determine the next steps to take with each active opportunity.

2. Improved collaboration for your hiring team

It’s not just your talent acquisition efforts that benefit from an ATS. Hiring managers can also use them to ensure they have full visibility into how many applicants have applied for their roles, how many proactively sourced candidates recruiters have found, and where each of these individuals resides in the funnel.

As job seekers move from one interview stage to the next, hiring managers can easily compare candidates right in the ATS and extend offers to their preferred prospects.

3. Enhanced recruiting technology

Direct integrations to essential recruiting software and human resource information systems (HRIS) enable talent acquisition teams to sync data between their ATS and other hiring solutions.

This empowers a transparent end-to-end recruiting process, providing stakeholders a real-time, at-a-glance view of pipeline progress, and ensures critical candidate data is shared with business intelligence tools and HCM/HRIS systems.

Plus, these direct connections can speed up tasks across the recruiting funnel — from writing inclusive job descriptions and sharing automated interview updates internally to giving assessments to candidates and conducting background checks.

4. Increased diversity across your workforce

Diversity remains top of mind with many companies today — and for good reason. Studies show that the more diverse your workforce is, the more innovation and growth you’ll experience — with a 36% increased likelihood of outperforming competitors.

Having an ATS that makes it easy to connect with diverse talent, who are historically underrepresented, can become a competitive differentiator for your business. Look for solutions that have features like bias blocking so everyone has a fair shot at joining your company. 

5. Streamlined candidate experience

An ATS can significantly improve the overall recruitment experience of both your hiring managers and candidates. For instance, an ATS:

• Supports speedy internal and external communication
• Provides channels for candidates to give feedback
• Automatically sends notifications and updates based on custom workflows

An improved hiring experience contributes to your employer brand, and an ATS is instrumental to make it happen.

6. Compliance with regulations

A critical aspect of the hiring process that can go overlooked is compliance with local, and, for larger businesses, international, hiring laws. For example, an ATS can keep records and help your organization quickly correct any discrepancies. 

This is especially important for enterprise-sized organizations that hire hundreds if not thousands of employees per year. With that much recruitment data, information can easily slip through the cracks. However, an ATS, working in tandem with data-driven analytics, keeps all the insights you need — and discards the information you don’t, such as duplicate records — to ensure reporting accuracy and avoid penalties.

7. Standardized hiring practices

When it comes to hiring on a global scale, keeping only the most relevant and qualified candidates in your pool is crucial for efficient and effective hiring. That’s where having a standardized hiring practice can help. The right ATS can:

• Create custom workflow templates, so processes are consistent
• House data that’s used across the team, such as interview questions and follow-up timelines
• Assign team members to tasks and notify them automatically
• Collect and report on key performance metrics
• Integrate with onboarding systems to ensure applicants transition to new hires successfully

How to start using an ATS

Recruiting new talent for your business can be a major challenge and you want to be sure you invest in the right tools. Having an ATS can help simplify the hiring process and save recruiters and hiring managers a lot of time, stress, and energy — not to mention help your business grow effectively and efficiently.

Now that you know more about applicant tracking systems, take time to collaborate with other hiring and technology decision makers. Research the ATS marketplace and compare vendors — eventually, you’ll end up with a leading ATS that transforms your talent acquisition strategy for the better.

Find out how your business can benefit from using Jobvite’s ATS today. 

The post What is an Applicant Tracking System? + Other FAQs Answered first appeared on Jobvite.

There are a lot of highly skilled and qualified job seekers out there. That said, not all of them will meet your specific organizational needs and preferences. And even when you find the ones that do, chances are you’re not the only one looking to recruit them.

So, how do you zero in on finding candidates that are best suited for the job?

Employee referral programs have been called the “Holy Grail of Hiring” by Recruit Rockstars CEO Jeff Hyman, in a recent article for Forbes, because of their effectiveness. And, with the right talent acquisition software in place, your company can reap the rewards from such a recruiting approach.

7 tips to create a highly effective employee referral program for your enterprise

Aptitude Research from 2022 found more than three in five (62%) orgs with employee referral programs have decreased their average time to fill for referred candidates who were ultimately hired.

What’s more, these businesses have since a twofold improvement in their first-year retention rate for referred employees compared to non-referred employees, per the study.

The benefits of employee referral programs are clear. Now, it’s just a matter of creating an effective employee referral program that helps TA engage good-fit prospects for active and upcoming job openings and help them realize greater return on investment with their recruitment process.

(That is, a lower cost per hire, a faster time to hire, and greater employee retention for leads hired.)

To help you and your enterprise get started on the right foot, here are seven ways your company can begin implementing a successful employee referral program — and alleviating some pressure on your talent acquisition team to source a high volume of high-quality candidates.

1) Establish your goals for the program

When it comes to creating an employee referral program, the first item on your hiring process checklist should always be to set a series of concrete goals. It’s important to be ambitious, but also realistic.

Set goals that follow the “SMART” guidelines: Specific, Measurable, Attainable, Relevant, and Time-based. For example, a good goal might be to receive a certain number of employee referrals by X date.

2) Collaborate with your management team

Essential to any employee referral program are, of course, your existing employees.

Make sure that leadership and managers are actively involved in the process of developing your program, and also actively involved in communicating your goals to the rest of your workforce.

Using advanced recruiting and hiring software like Jobvite’s Evolve Talent Acquisition Suite is a good way to keep everyone — including your C-suite — on the same page regarding referred prospects and how those particular candidates compare conversion-wise with non-referred leads.

(In other words, share how far in your funnel referred individuals make it versus those who engage with your job postings on job boards or are proactively sourced elsewhere online.)

3) Clearly define the job requirements

One of the most important factors in achieving success when starting an employee referral program is making sure that your employees are fully informed about and clearly understand the requirements for the positions you’re hoping to fill.

Your employees can only suggest appropriate candidates if they know what it is you’re looking for.

4) Offer a variety of employee incentives

Keeping your employees motivated is key to maintaining a healthy referral rate. So, how do you keep your employees motivated? The answer is with employee referral program rewards.

If your employees are going the extra mile to help you recruit promising candidates, they deserve a pat on the back for their efforts, either in the form of cash bonuses, gift vouchers, or extra time off.

With Jobvite’s built-in incentive management tool, you’ll always know who goes above and beyond.

5) Create an easy-to-understand referral process

No matter how motivated your employees are, it doesn’t amount to much if the process for referring candidates is complicated or confusing. You want to make it as easy for them as possible.

Jobvite technology provides SSO-enabled referral portals, automatic referral status updates, and AI-powered chatbots, which allow employees to make referrals even when on the go.

6) Develop an interview training program

Getting employee referrals is only one part of the puzzle when it comes to recruiting great candidates. Once the applicants have entered your recruitment pipeline, the next step is to interview them. For this, your hiring managers should be trained ahead of time.

Make sure the interview questions are the same for all applicants. This will make it easier to choose the right candidate because it will allow you to compare and contrast everyone’s answers.

7) Closely track and evaluate your results

No employee referral program is perfect at the start. You will have to make alterations and updates to your referral process as time goes on, and you learn more about what does and doesn’t work.

Fortunately, with Jobvite’s Talent Acquisition Suite, you have access to robust referral analytics data, which can help you see exactly where your system is lacking and where it is thriving.

Optimize your organization’s employee referral program with our advanced ATS 

Employee referrals are the gold standard of candidate recruitment strategies, and now, with Evolve, our unified TA suite, it’s never been easier to start your own effective employee referral program. 

With a limited number of qualified and available candidates, it’s difficult to navigate a crowded applicant pool. At Jobvite, we strive to help businesses streamline and optimize that process to ensure they have the candidates they need to achieve lasting, sustainable recruiting results. 

With incentive management, successful referrer tracking, referral analytics, and more, our Evolve Talent Acquisition Suite is the employee referral solution you’ve been looking for.

To learn more about Jobvite’s best-in-class recruitment software for enterprise orgs, watch our on-demand product tour or schedule a one-on-one demo with our team today.

The post Building an Employee Referral Program from Scratch first appeared on Jobvite.

You keep hearing about record job openings as the country heads back to work. Yet here you are, sitting at your desk, looking at your ATS and wondering why it isn’t overflowing with applicants. You’ve exploded your budget for ads, slapped a new banner on your company home page, and begged staff to refer past colleagues. This all should be working. Your career site visitors are up. Candidates were interested in your jobs, but why didn’t they apply?

Sounds like you have a candidate conversion problem. It’s time to put yourself in your candidate’s shoes and see what your candidate experience is like firsthand. Here’s how:

Show your Employer Value Proposition

Now that job seekers are on your career site, are you showing them a place where people would want to work? They’ve seen the job description, but before they apply, they want a glimpse into daily life as an employee. And with the increase in hiring this year, they can wait to choose a flexible employer that takes care of their needs and promotes diversity, equality, inclusion, and belonging.

Remove Barriers to Apply

If you’ve done this well, candidates will next look at how to apply. Candidates want application processes that are easy from start to finish and without barriers to entry. Some of the most frustrating career sites make candidates:

• Search through too many job postings to find the one they were interested in
• Create a login (with a complex, unique 8-character password) and create a profile
• Go through an overwhelming amount of clicks to access the application
• Manually enter their resume into text boxes (despite uploading a pdf copy)

If the application process isn’t quick and straightforward, candidates will not complete their applications. Industry averages show that only 30% of applicants who start the application process actually complete it. That’s seven of every ten candidates that you have already invested in who are choosing to walk away and not complete the application. Successful organizations should break down the barriers of entry for job seekers. Eliminating registration requirements as the first step when a candidate applies is an easy way to improve candidate conversion and give your employer brand a boost while you’re at it.

Eliminate Technical Issues

Next, think about what a candidate would do if they encountered a technology issue or had a question about the application process. Companies spend so much time and budget on driving candidates to the career site to apply only to lose those job seekers to technical issues and a lack of help options, leading to lower conversion rates and increased candidate frustration. Think about adding a chatbot to answer frequently asked questions or elevate the issue to someone who can help the candidate and, therefore, your candidate conversion rate.

Optimize for Mobile

Are you mobile-optimized? Jump on your phone (we know it’s near you) and look at your application process via mobile. Mobile phone usage has been steadily increasing over the years, and you should make sure your application process is smooth on any platform. Better yet, remove more barriers to the application by providing text options to apply and communicate with candidates.

Shorten the Feedback Loop

Lastly, think about how it feels as a candidate to hit that submit button and wait for a response. Think about how often you need to wait for the status of anything today. We expect to know, almost demand, to be kept informed on where we are in the process of fulfilling a purchase or inquiry. Whether that is tracking where your Lyft driver is in real-time, what stage of delivery your Amazon purchase is in, or even when your Grubhub food delivery will be at your doorstep. This is the expectation candidates have as well with employers.

Provide a Better Experience

The bottom line is, if you want to hire top talent, it doesn’t matter how pretty your career site is or how many available jobs you’re offering if your candidates are frustrated and left in the dark. Are you providing an experience where they can easily apply for positions? Or are you forcing them to jump through unnecessary hoops? Are you keeping them informed of their application status? Or are you letting them wait by the phone until they give up and apply elsewhere?

Let Jobvite Help

Whatever hiring challenges you’re facing, from candidate conversion and beyond, having the right tools and technology in place will help you streamline workflows, increase operational efficiency, and improve the candidate experience. Looking to learn more about what Jobvite’s Evolve Talent Acquisition Suite can do for your team? To see Jobvite in action, watch the on-demand Jobvite Product Tour or request a live demo.

The post How to Solve Your Candidate Conversion Problem first appeared on Jobvite.

The job market remains highly competitive among employers. Job seekers are in the driver’s seat, and looking for employers who prioritize fair compensation, DEI, and employee well-being.

Potential candidates also expect talent acquisition teams to provide a seamless recruiting experience.

Meanwhile, one-third of these folks want a fast hiring process, per the 2022 Job Seeker Nation Report.

To source and nurture talent at scale — while maintaining a focus on candidate experience — the most strategic recruiting orgs use advanced applicant tracking systems with candidate relationship management (CRM) capabilities to best manage opportunities in their pipeline, track their status and progress in terms of funnel movement, and advance them from one TA stage to the next with ease.

Put another way? The top talent teams use best-in-class recruitment CRM software built-in workflow automations and dynamically updated, real-time candidate data to make data-driven decisions.

A closer look at recruitment CRM software

A recruitment CRM solution empowers recruiters to easily identify, evaluate, and reach out to their talent networks in a scalable, sustainable, and smart manner.

This kind of talent management database allows talent specialists such as yourself to meet candidates where they are, turn passive talent into new opps, and ensure you have the right leads in your talent pool to meet your org’s hiring needs.

By improving the efficiency of your sourcing approach and recruitment process at large using a CRM platform, you can maximize your hiring results while also reducing your hiring costs and manual effort.

“We are getting to a point where recruiting technology will take most of the administration work out of recruiting, leaving the recruiter to focus on relationship building,” human resources leader Tim Sackett said at the 2022 SHRM Talent Conference & Expo.

One type of increasingly popular tech that can empower a more relationship-centric talent acquisition strategy and reduce the need for time- and labor-intensive manual work? The recruitment CRM.

5 ways to leverage a recruitment CRM

Some enterprise talent teams turn to their recruitment agency of choice to own and operate their recruitment CRM. (That is, have external recruiters find and engage prospects who match job descriptions and role-related needs, then share that candidate info with their in-house TA team.)

However, first-rate recruiting orgs at large-scale companies have their own recruiting CRM that can sync with that of their outsourcing firm and enable their talent specialists to interact with, advance, and analyze qualified candidates quickly and efficiently.

Here are a handful of ways your talent acquisition team can make the most of a recruitment CRM.

1) Create custom invite lists for specialized recruiting events

With qualified candidates in short supply, organic and paid recruitment marketing have become a major priority for employers, as they can more effectively help them attract and convert top talent.

One specific marketing tactic for expanding your candidate pools is to participate in recruiting events.

For instance, if your company has a virtual career fair coming up, during which you’ll share info about what roles are currently available, your CRM can help you identify leads in your database who may be most interested in joining, based on their recent engagement with your brand (e.g., certain nurture emails opened, recent applicants), then auto-invited based on rules you set up in your system.

In other words? The best candidate relationship management software can match prospects to certain positions and nurture messaging based on details in their dedicated, dynamically updated profiles.

2) Broadcast postings across talent networks and job boards

Sourcing qualified candidates is a time-consuming (and often frustrating) part of the recruitment process. Reaching an entire talent network with the right job at the right time can seem impossible.

The top candidate relationship management platforms help recruiters automatically broadcast an open job role across their career sites as well as specific job boards and career communities — both the most popular ones (LinkedIn, Indeed, Glassdoor) and niche, role-related ones.

Whenever an active job seeker fills out an application via one of these listings, your recruitment CRM will auto-update to either create a net-new profile for the individual in question or, if they’re already in your system, refresh their existing profile to reflect this new info related to their job search.

From there, you can add them to your “Active Leads” list and label and engage them accordingly.

3) Engage candidates on the channels where they’re most active

Speaking of candidate engagement, today’s job seekers are busy. So, it’s crucial for recruiters to meet these folks where they are. By using the channels that candidates prefer, you can easily engage candidates where they will be most responsive — whether that’s email, text or social media.

Per the latest Job Seeker Nation Report, 76% of active job seekers are open to receiving email from talent specialists, while 70% are open to phone calls and 50% open to text messages.

Consider Jobvite customer Exelon Corporation. The energy provider needed an ATS and CRM solution that empowered its recruiters to engage candidates at the right places and moments to ensure they routinely moved a sizable percentage of them into their recruiting funnel.

By using Jobvite’s CRM and out-of-the-box nurture functionality, Exelon’s TA specialists have been able to consistently bolster their candidate pool and engage prospects in a timely, personalized fashion.

“We have … a CRM that makes sourcing and communicating with prospects very simple, and the ability to track the results of our campaigns,” former Exelon Employment Brand Manager Shavonne Thomas noted. “These are all things we wouldn’t have been able to accomplish without Jobvite.”

4) Send personalized messaging campaigns to passive talent

No recruiter wants to start from scratch every time they have to fill an open role. That’s why it’s important to keep talent networks engaged, especially between opportunities.

Keep quality candidates warm and nurtured in the pipeline by sending targeted messages through your recruitment CRM software. Leverage candidate profiles to send relevant updates or even future job openings that might be of interest.

These custom campaigns can keep leads informed and engaged, even when they’re not actively looking.

5) Segment talent pools for efficient sourcing

As recruiting programs get more complex, and more roles open for hiring, segmenting talent pools becomes increasingly important. Some roles require specific skills or certifications. Others may need relevant experience or expertise, or some positions may need to be in specific geographic areas.

Each of these recruiting factors can be criteria for sorting and sourcing talent pools in your recruitment CRM to help you segment and target specific candidates, especially for hard-to-fill roles.

Learn all about Jobvite’s advanced recruitment CRM software built right into our enterprise applicant tracking system. Schedule your one-on-one demo with our team of experts today.

The post Recruitment CRM Software: Essential for Hiring Success first appeared on Jobvite.

Nurturing candidates has one overarching purpose: to convert top talent into new hires.

By continuously engaging with job prospects of interest — whether passive or active — through multiple engagement strategies across their respective candidate journeys, you and your talent acquisition team can offer a seamless experience that delivers results for your recruiting function.

Focusing on building your employer brand, streamlining your sourcing function, and constructing robust databases of top talent using a CRM all goes into candidate engagement. But, it’s the continuous drumbeat of interactions that can make a difference for your hiring outcomes.

15 questions to ask about candidate engagement

No matter the level of sophistication of your enterprise organization’s recruiting function and processes, you can always work to improve your candidate engagement approach.

Here are 15 questions related to your recruitment marketing efforts, the hiring experience provided to prospects, and the onboarding process carried out for new hires that can help you strengthen your candidate relationship management strategy and boost your conversion rates moving forward.

Recruitment marketing

1) Do you have segmented talent pools that you consistently nurture with social and email campaigns?

2) How well do you keep ‘silver-medalists’, or those candidates who made it to the final interview stage, but did not receive an offer, engaged with your employer brand?

3) Do you have a compelling career site to post search-optimized job postings that showcases what it’s like to work at your company and offers a mobile-first experience?

4) How well are you managing your social channels and promoting employer brand content?

5) Are you tapping into employees to recruit new talent (i.e., leverage them for employee referrals)?

Hiring experience

6) Is it easy for a candidate to apply to your job openings on a mobile device?

7) Is it easy for a candidate to schedule or reschedule interviews with your hiring team?

8) Is your hiring team trained to engage candidates and welcome them either by video or onsite?

9) Are you responsive to candidate questions throughout the process? Do you have AI and automated messaging that can answer questions when you’re not available?

10) Do candidates receive timely feedback and do you track overall candidate feedback time?

Onboarding process

11) Is your onboarding experience seamlessly connected to your hiring experience?

12) Are all of your new hire forms digital so that new hires don’t have to fill out forms by hand?

13) Do you have an onboarding portal that prioritizes all of a new hire’s tasks?

14) Does your org’s onboarding portal work on mobile devices?

15) Do you offer pre-boarding? In other words, is your onboarding portal available to candidates before they start, so they can get a head start on the process?

“Smart” nurturing the top candidate engagement approach for today’s talent teams

To improve your team’s respective recruiting process, you need to understand that you can make a tangible difference in engaging candidates — whether job seekers are simply taking an initial look at your business and available openings or actively ready to interview for (and take on) open roles.

A candidate-centric approach shifts the focus from managing reqs to creating remarkable hiring journeys that enable you to engage talent at the right time and in the right way throughout the process.

Remember, nurturing candidates is the one area you can actually impact, so it’s important to orchestrate high-quality interactions across the entire recruiting process to create an exceptional candidate experience for job seekers.

Forward-thinking TA leaders and recruiters need to think more strategically about how to improve the quality, speed, and effectiveness of engagement across a broader candidate journey, and in turn, an expanded recruiting cycle — from recruitment marketing to hiring to new hire engagement.

Find out how you can enhance your candidate engagement efforts with Evolve, our complete Talent Acquisition Suite for enterprise recruiting teams. Schedule a demo of our ATS today.

The post Improving Candidate Engagement: Insights for Talent Teams first appeared on Jobvite.

When you think of candidate experience best practices, what exactly comes to mind for your talent acquisition team? Does it include accurate job descriptions? An straightforward application process? Easy-to-schedule interviews? What about prompt feedback and communication?

In short, the candidate experience includes all the feelings, impressions, interactions, and activities a job seeker encounters and considers along their candidate journey:

The goal for your TA ad HR teams is to find ways to improve the candidate experience over time through data-based changes to your recruitment process and onboarding processes. Only then will candidates feel like they’ve been “taken care of” throughout the entirety of their brand engagement.

That’s where learning — and always abiding by — candidate experience best practices comes into play.

What a “great” candidate experience entails

“Great” is subjective.

That said, there are certain areas all successful talent teams focus on improving over time to ensure good-fit prospects they add to and advance in their pipelines have a strong recruitment experience.

Simply put, the best recruiting orgs utilize a premier applicant tracking system to:

• Deliver consistent employer brand messages
• Tailor content and experiences to each candidate
• Secure personalize talent recommendations
• Post jobs to mobile-optimized career sites
• Provide a simplified job application process
• Streamline interview scheduling for job seekers
• Automate messaging to each prospective hire
• Leverage artificial intelligence and automation
• Offer regular updates on the entire hiring process

Whether it’s making leads feel valued during the application process, providing helpful feedback or communication, or treating them with professionalism and respect after their candidacy has ended, the candidate experience encompasses every interaction a candidate has with an employer.

The key to making progress in these above facets of your talent acquisition efforts?:

“Evaluate your tech stack to ensure you’re sourcing candidates faster, which allows for [your org] to compete on speed — a major difference in the ability to fill open roles and drive the business forward,” Employ SVP People & Talent Corey Berkey recently wrote for Forbes.

Why candidate experience is so important

Candidate experience matters to the success of your org more than you may think.

Providing a quality CX allows you to find and recruit top quality talent to impact the success of your business. In other words? A strong candidate experience ensures you can build a robust talent pipeline and employer brand that will strengthen your reputation relative to competitors.

The Talent Board noted the decline of favorable candidate experiences “impacts whether or not candidates are willing to apply, refer others, be a brand advocate, and/or make purchases from a consumer-based business.” (A lot of wide-ranging impacts, no?)

Translation? The impact of negative experiences not only influences your ability to attract top talent, but can also have a lasting effect, when it comes to wanting to spend money at your org as well.

So, when it comes to achieving better hires, how can you leverage candidate experience best practices to positively impact your business outcomes? Let’s look at three ways.

1) A stellar CX can help augment your talent pool

Companies typically spend significant time promoting their brand in the marketplace.

But, if they fail to pay the same attention to the candidate experience, they can erode their ability to attract new talent to the business and convert them to the application stage.

Yet, with strong employer brand messaging, personalized job recommendations, tailored content, and automated or intelligent messaging, companies can successfully broaden their talent pipeline and better convert candidates into applicants.

Think if you had this big of a rise for your open roles the difference it could make in quickly filling them.

By acknowledging candidates, your company benefits from an engaged talent pool, thus increasing the number of legit opps in your pipeline to help your hiring team extend offers to premier prospects.

Simply put, delivering a positive CX that empowers candidates and makes them feel confident in applying to an open position is a major step in delivering better recruiting results for your business.

2) Happy candidates equals better employer brand

Providing a great candidate experience is not that difficult. And that’s why job seekers get so frustrated if they encounter experiences that make them feel unappreciated or robotic.

No one wants to spend an hour filling out the same info for an application that was already in their resume to begin with. With the intelligent talent acquisition tech available today, there is no excuse for employers to provide a poor candidate experience. Having the right tech matters.

Remember: When job seekers have a bad experience, they are likely to tell others. Talent Board research 33% of job seekers who have a bad CX will post about it online. That means it’s possible their comments may come up in search results. (Not ideal for your brand reputation.)

However, SHRM reports when you effectively communicate with candidates in each step of the hiring process, they’re far more likely to report a positive experience with your company.

Any time your brand interacts publicly, it must provide a positive experience. Plain and simple.

The Content Marketing Institute reported that 89% of B2B marketers believe that brand awareness is more important than sales and lead generation. In short, a poor candidate experience harms the organization by damaging its brand and resulting in lower-quality hires.

3) Your org’s quality of hire can spike substantially

So much of the candidate experience comes down one thing: Candidates want to be valued. It’s likely that the individuals applying to your organization already feel frustrated, anxious, or stressed.

Your candidate experience is not just a process in itself. It is a mechanism for enhancing your relationship with job seekers. And it influences the quality of talent that is coming into your org.

One study even suggests more than nine in 10 senior HR pros agree that quality of candidate experience directly impacts quality of hire. And the best way to engage them is ensuring they have a positive impression and experience from first look to first day.

This is particularly important based on the current labor market with one in three hires leaving in their first 90 days after joining a company. (That’s a lot of wasted time for your talent team.)

To communicate consistently, provide a streamlined process. Give leads what they want and need to know. By doing so, you motivate top talent to accept your job offer even before a competitor has a chance to extend one. Something that can help your org scale and grow as desired.

Make ongoing progress with your candidate experience efforts by using an advanced ATS. Speak with a Jobvite rep today to learn about our complete Talent Acquisition Suite.

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