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.

While the labor market in flux, now is the perfect time to reassess how you build awareness with active and passive job seekers and nurture candidates of interest through your funnel with targeted recruitment marketing campaigns. Specifically, ones that help you and your recruiting org:

• Tap into both new and existing talent communities that yield the “ideal” candidates
• Turn your careers page into a high-converting channel for your sourcing strategy
• Convince “on-the-fence” prospects to apply for jobs on your careers site and via job ads
• At the end of the day, bolster your talent pool and fill open positions quickly and efficiently

If you need help refining your recruitment marketing efforts, you’ve come to the right place.

Improving your recruitment marketing approach

A well-built recruitment marketing campaign that both leads to a stellar candidate experience for prospective hires and helps your talent team ultimately fill critical job openings intelligently and expeditiously.

It’s also a fairly achievable one — so long as your TA team utilizes a unified applicant tracking system from which you execute the bulk of (if not all) recruitment marketing activities and monitor your progress with them.

Successful recruitment marketing campaigns result when talent teams approach candidate engagement holistically, resulting in a flow of top-notch candidates to apply for their vacancies. It involves:

• Personalizing communication to individual job seekers
• Nurturing those individuals through their respective recruitment journeys
• Encouraging candidate conversion each step of the way

Arguably the most important element of a highly recruitment marketing campaign, though, is to execute a nuanced approach to converting top talent — not simply casting a wide net and hoping for the best. (That is, “throwing darts in the dark” and engaging whichever candidates engage/apply.)

5 tips to convert qualified candidates and advance them through your recruitment marketing funnel

“Recruiters must become more like marketers,” human resources expert Tim Sackett recently explained at SHRM Talent Conference & Expo 2023. “Your job ad should be mission- and vision-driven. It should not be compliance-driven. You can have fun with it. You can be creative. Think about what it would take to get someone to apply. It’s certainly not a bulleted list of requirements.”

Make it memorable. Showcase your employer brand and company culture. Use unique and compelling visuals. In short? Stand out from other employers will boring and forgettable campaigns.

(Ones that only waste their marketing spend and lead to low ROI).

With that in mind, here’s how to build your candidate campaigns the right way — and gradually refine your recruitment marketing tactics and strategy at large by taking advantage of insights in your ATS.

Step #1: Define your target audience

Simply put, Targeted Audience Planning (TAP) is the practice of:

1. Identifying which roles your company needs the most
2. Learning all about the candidate types who’ll succeed in each role
3. Grouping the candidates into specific audiences to more easily build personalized content
4. Communicating this content via their preferred mode of communication

The Evolve Talent Acquisition Framework defines three types of audiences, including key audiences, strategic audiences, and relationship audiences.

But, we’re talking about taking it to the next level by integrating this TAP concept to really understand who your audiences are and to ask questions like “How are these roles prioritized?” and “What is their importance to our organization’s success?“ to align with your corporate goals.

Then, you can develop a campaign strategy for each audience based on this information.

Step #2: Think beyond pipeline-building

It’s not enough to build a talent pipeline and hope at least some high-quality candidates enter it. Rather, it’s about building a talent pool to keep candidates warm and nurtured.

Here are a few simple ways to expand your employer presence and build out a wider candidate pool:

• Incentivize current employees to refer their personal network to your company with a rewarding referral program.
• Enable current employees to easily post your company’s job postings via social media, including Twitter, Linkedin, Facebook.
• Provide easy ways for potential candidates to opt into your email list. This will help you gather pertinent details about skills/experience and target future communications appropriately
• Create segmented talent pools for the different roles you are filling to reduce the time required to source for brand new candidates
• Keep these passive candidates warm by continually engaging with them through social and email outreach campaigns
• Keep active candidates warm by following up with personalized messages after a recruiting event

Step #3: Engage top talent continuously

Continuous candidate engagement is about a philosophy of applying a candidate-centric approach to attract top talent. It’s also about a mindset: embracing a new way to have ongoing conversations with candidates, in real-time and across all channels. More to the point, it’s about:

• Supporting these areas with tools that facilitate communication
• Ensuring all engagement is ongoing, seamless from hiring to onboarding
• Mobile so candidates, recruiters, and hiring managers can connect anywhere

With a candidate-centric approach, you’ll be making a shift that drives immediate and long-term value around operational efficiency and candidate engagement, while steadily impacting your ability to reduce time to fill for that precious talent.

Step #4: Monitor each campaign’s progress

Move the campaign forward, but don’t assume that’s where it ends. Take note of the outcomes, monitor your KPIs, and make adjustments as needed. The talent acquisition industry is constantly changing — and so should your efforts to reach candidates.

Identify your recruiting bottlenecks. Is it taking the hiring manager a long time to get back to you? Are you not getting enough applicants applying? Have you created a seamless mobile experience?

With these identified, you can develop a game plan on how to tackle them.

Step #5: Use data in your ATS to improve

The right CRM is a true non-negotiable in building the best candidate campaigns. Candidate Relationship Management (CRM) is a recruitment tool that empowers recruiting teams to find and engage their talent networks at scale quickly.

A recruitment CRM allows you to meet candidates where they are, turn passive talent into engaged applicants, and ensure you have the right talent identified and engaged before your business needs them.

By improving efficiency in the sourcing and recruitment process, you can maximize your hiring results while reducing your hiring costs and manual effort.

Effortlessly publish your job postings to 20+ job boards, including boards dedicated to specific audiences and industries. Pull candidate information from multiple resume databases into a single candidate record.

Want to learn how an ATS + CRM can help you convert more qualified candidates? Request a personalized Jobvite demo or watch our on-demand product tour today.

The post Recruitment Marketing: Critical to Convert Top Talent first appeared on Jobvite.

Candidates are making it clear they want more from employers — and they feel empowered to ask for it. No longer can recruiters and talent acquisition professionals sit back and wait for candidates to come to them. Instead, they must recognize how to best nurture, identify, and prioritize candidate interactions with their employer brand throughout the hiring process. That’s where candidate engagement scoring comes in.

What Is Candidate Engagement Scoring and How Is it Measured?

Just as companies often measure levels of existing employee engagement or sales teams use lead scoring to determine consumer buying readiness, identifying candidate engagement is just as important in the recruiting process.

To measure candidate engagement, savvy recruiting teams leverage candidate engagement scoring to determine a candidate’s hiring readiness all the way from first look to first day. Candidate engagement scoring shows how engaged a candidate is with your employer brand and open roles, and it can even predict their future interest in roles or likelihood of accepting a job offer.

Candidate engagement scores help recruiters maximize hiring outcomes, improve key metrics, and nurture diverse talent pools. The measurement, or score, attributed to candidate engagement can be characterized in different ways. Every recruiting team has a different set of key metrics that tell the story of their candidate engagement, but here are some of the most used metrics when determining a candidate’s score:

• Site visits and activity

• Email engagement (clicks, opens)

• Texting interactions (opt-ins, responses, link clicks)

• Application submissions

• Signup for job alerts

• Response rates to recruiter communication

Save Time and Nurture Talent

While candidate engagement scoring might initially seem like a heavy lift, the long-term payoffs are well worth it. Once your team has mapped out and weighted the various metrics that are most relevant to indicating engagement, you will be able to be more focused in your outreach.

Candidate engagement scoring allows for segmentation by engagement data, and enhancing that by further segmenting by desired skills, certifications, or experience can give you a warm candidate pool to start from as positions open up within your organization.

As the speed of hiring continues to increase, talent teams must be confident they are spending time with the right candidates. Again, according to the 2022 Job Seeker Nation Report, 45% of surveyed workers are actively looking for a new job or plan to look within the next year.

That means nearly one in two candidates are actively looking and you need to be ready to identify which ones are most interested and engaged. Candidate engagement scoring gives you the ability to categorize and target candidates with high levels of interaction with your brand, which, in turn, serves to further elevate your employer brand.

Is Candidate Engagement Scoring Right for You?

Simply put… yes!

Candidate engagement scores are useful for recruiting teams tasked with building a diverse talent network of engaged candidates. With the importance of DE&I and the added pressure of the great resignation, candidate engagement scoring is no longer a nice to do, but is a must-do for any recruitment team.

Candidate engagement scoring is also valuable for teams with highly specialized roles because you can target best-fit candidates who express the deepest interest in your employer brand. Finally, if your recruitment process is already fairly streamlined, candidate engagement scores can further optimize your hiring process, taking recruiting to the next level by adding additional insight into your candidate pools and empowering you to increase effectiveness of nurture campaigns.

Ready to Learn More?

Learn how to take your hiring to the next level with candidate engagement scoring. Get your copy of our latest eBook to dig deeper and find out how to leverage candidate scoring to enhance your hiring process.

The post Candidate Engagement Scoring: At a Glance first appeared on Jobvite.

If you want to minimize the time it takes to source and engage with both passive and active candidates, several strategies can help speed up and improve your recruitment process. Here are a few areas to keep in mind.

#1: Create a Candidate Feedback Loop to Identify Where You Can Improve

You can learn alot from prospective candidates about the effectiveness of your recruiting process just by asking them. This is one of the best ways to identify where you are doing well and where you can improve. When you actively measure how well candidates respond to the stages and steps in your company’s hiring process, it’s possible to evaluate what’s working and what requires change.

For example, if you want more informed feedback, create a brief survey that seeks specific insights into how a candidate was nurtured during your candidate outreach, the types of recruitment marketing messages they were drawn to, or how they felt the interview process went.

These micro-interactions are vital as they help determine whether or not your hiring process is successful during each stage. In the past, organizations have sometimes relied on lengthy surveys that took considerable time to complete and may have alienated more honest feedback.  

So, if you want to understand what’s working and what should be changed, create a quick survey of between five to eight questions for specific stages of the hiring journey so it can create an ongoing feedback loop on your recruiting performance.

#2: Establish an Employee Referral Program

Employee referral programs are one of the best ways to find and connect with new talent for your organization. They activate your employee networks and are proven to attract employees who stay longer and perform better.

When setting up an employee referral program, provide your employees with relevant marketing materials to push the open positions you wish to fill. Don’t forget to hold regular or training sessions, speaking to your employees on the best way to promote and amplify your employer brand.

You may want to include items like how to sell your company mission, qualities to look for in a candidate, and how to hire top talent. You should also consider incentivizing employees who refer qualified candidates, providing them with potential gift cards or referral bonuses based on your company’s policies.

If possible, your employees should know the status of their referrals in the application process. You can use employee referral technologies to better your hiring transparency and minimize the time you respond to referral status inquiries.

With this type of leading technology, your employees can stay updated on the stages of their referral process and understand what’s in it for them when they help the company find and hire new talent from their own networks.

#3: Automate Your Sourcing Process, Intelligently

The complexity of hiring within organizations today means you are likely handling many open requisitions at a time. This can be challenging to manage the sourcing process for each position, even if you have an idea of how to start looking for prospective candidates. The good news is that there are multiple ways you can improve recruiter efficiency with automation in the sourcing process and beyond.

One foundational way to leverage automated tools is through intelligent sourcing that empowers recruiters to automate sourcing efforts when a job requisition is first opened. The solution saves recruiters valuable time, as much as 30%, while surfacing and activating qualified candidates from their candidate relationship management (CRM) system.

Intelligent sourcing can help find more diverse candidates that match skills and experience for a role. Automation matches candidates to best-fit roles from your entire talent network and invites them to apply. This ensures the most ideal candidates find your job posting, which can shorten the screening process, while keeping your candidate slate diverse.

#4: Consider a Variety of Online Channels to Connect with Talent

Professional and social networks are popular recruiting platforms. And job seekers agree that social platforms are a valuable source for finding a job than job boards.

One reason employers use popular social media platforms to source candidates is because of their large following. But you should also consider using online channels that aren’t commonly used and are inclusive of more niche audiences. You’ll be surprised that many prospective candidates may be receptive to your messages, including passive candidates.

The other great thing is that the profile on these sites offers information best suited for personalized outreach. Before scouting for talent, understand your target audience, as this determines where you’ll find them online.

These days, there are plenty of niche-specific websites where you can find tech talent, engineers, or even hire a startup. If it’s your first time sourcing candidates from a talent pool, ask your employees the best approach to take. You’ll most likely get ideas on where to begin your search process and whether people in the role you wish to fill have different titles.

#5: Create a Detailed Candidate Profile

Before you can start connecting with candidates, you should create a specific candidate profile for the roles you have open in your organization. Some things worth considering include key competencies, motivational factors, preferred management style, personality traits, and essential experience.

With these types of categorizations, you can easily develop a fair, definable, and transparent tactic for selecting your preferred candidates.

When creating the profile, ensure that you’re not rigid about your preferred candidates because you may end up overlooking quality candidates. If possible, look for candidates who meet at least 80% of your requirements because this is where you’re sure of getting the right talent.

Get Focused and Get Connected 

While not exhaustive, these tips can help you get going in connecting with talent and finding new channels for sourcing and engaging candidates in your recruiting efforts. Whether it’s seeking feedback to enhance your own hiring practices and processes, building the ideal candidate profile, looking for new sources of talent, or investing in new technologies, you can influence the outcome of your talent acquisition activities by evaluating what you are doing now and finding areas you can improve.

For more recruiting insights, subscribe to the Jobvite blog or view our resource library for the latest in recruiting technology and strategies.

The post 5 Tips That Will Save Your Company Time Connecting with Top Candidates first appeared on Jobvite.

This challenging and lengthy process is why recruiters require solutions that can help them organize and manage some crucial manual tasks. When you achieve this, you can allow them to connect with candidates and build their employer’s brand.

An applicant tracking system is the best way to help recruiters and hiring managers to organize the job application and hiring processes to pick the best candidates for your organization and employer brand.

There are several benefits to using an ATS, and with a comprehensive system like Jobvite in place, your business will rank at the zenith of success.

What is an applicant tracking system?

Some businesses have been slow in grasping the concept of ATS and its benefits. What is ATS? An ATS is a software solution that you can utilize to organize the application process. When you have a job applicant, the ATS will sort the data so that your hiring managers will quickly source their profiles and allocate them to specific positions.

This system ensures that your brand and the job applicants have seamless communications throughout the job hiring process. It also helps the company to strengthen its candidate’s pipeline and reduce your recruiters’ burden.

How does it work?

ATS makes the hiring process very smooth and straightforward. What is the hiring process? The typical hiring process requires several applicants to submit their profiles to a small group of recruiters. These recruiters and hiring managers have to sort through these profiles manually and interview almost all candidates to pick the best one.

However, this process becomes more manageable with the applicant tracking system, primarily if your brand uses the social media recruiting strategy. It is a system that is beneficial for both the recruiters and the applicants.

For job seekers, the system provides a safe and secure job application system. Not only will it consider them for the position they are applying for, but it will also store up their resumes for future job applications if they miss the current one.

Applicant tracking systems require recruiters to search for qualified candidates using keywords that fit the position they want to fill. The applicant tracking system will return the best-fit candidate resumes.

When they get these optimized resumes, they can then evaluate them based on their skills, work experience, location, educational qualifications, among other things. Then, they can connect with the applicant.

What are some ATS benefits?

An ATS has so many benefits to offer your business if you implement it into your hiring process. With it, you can hire qualified candidates quickly and assuredly through career sites. Check out some of the benefits below:

It saves time

More than half of job applicants are not qualified for the job requirements. Many of them only apply for the job with the hope that they can make it. With an ATS, your recruiters can quickly sort the unqualified candidates out, leaving room and time to vet the qualified ones well.

It works together with other software

You cannot make the most of your ATS if you do not integrate it with the other software you use in your business. Therefore, make sure to integrate its working process with your brand’s social media, website, HR software, job boards, among others. Doing this will ensure that your hiring process becomes very seamless and flawless.

It makes job posting easy

Your hiring managers can post information about a vacancy easily and quickly because of the software’s integration feature with your job boards. Without it, they might have to spend more time listing the features of the vacancy across several platforms.

It encourages collaboration

Sometimes the normal hiring process might bring in candidates that do not fit the bill of other stakeholders in the company. However, with an ATS, all stakeholders can make their input on the hiring process within the organization.

Not only will this help to find the best candidate that makes everyone comfortable, but it also removes the pressure of hiring from the chosen few who conduct the process.

It brings qualified candidates to the table

Since you can sort out unqualified candidates very easily, it means that you will only concern yourself with and build relationships with the few who can develop your company and ally with your goals.

Not only will it do this, but it will ensure that the application process for qualified candidates is straightforward and comfortable. Many candidates abandon the process because of the complications involved in applying for the job.

How do you pick the best ATS for your system?

You need to pick the right software for your business if you want to achieve anything fruitful. The right ATS will help you connect to the best candidates, which will promote development in your company.

Some steps to pick the best ATS for your company are:

• Highlight the features you need from the software. Doing this will ensure that the software only searches for people that can fit into your business image.
• You should vet options to compare them pick the software that fits your bill. Your best ATS solution software should be the one that provides the best solution for your hiring problems.
• The last step is to pick the previous ATS standing and integrate it into your business operations.

Streamline your hiring process with Jobvite ATS

Today, technological advancements in the recruiting industry make finding and hiring the right employees for your business easier. Choosing the best applicant tracking software for your unique needs is key to reducing administrative stress and improving the effectiveness of your hiring process.

If you’re looking for an ATS that can help you identify, recruit and hire top talent quickly, Jobvite is the system for you. Don’t wait another minute. Give Jobvite a try today!

The post Recruiter’s Guide to Applicant Tracking Systems first appeared on Jobvite.

If you couldn’t tune in for #CandExperienceDay2022, we’ve compiled our top takeaways on how to create the best candidate and recruiter experience this year.

Candidate Experience Trends for 2022

1. Consistency is key for every applicant

Part of creating a great candidate experience is ensuring every job seeker has the same top-quality experience with your company. Candidates should feel like they’re getting personalized communication from recruiters, while knowing that every applicant is going through the same process. The structure of your hiring process should be the same from start to finish — meaning certain candidates don’t get preferential treatment or skip ahead of certain screening steps.

Ensure consistency in your candidate experience by adopting automation and AI into your processes. Today’s strategic recruiter uses automated tools to help attract, screen, engage, and hire candidates — and are finding top talent as a result. By using automation, TA teams not only win back time in the hiring process, but also ensure that all candidates get a consistent, quality experience.

2. Feedback from candidates will shape future experiences

You never really know what a candidate experiences during your recruiting process unless you ask them for their feedback. Recruiters have found the importance of surveying candidates and using feedback to improve key steps in the hiring process. When a candidate is finished with the recruiting process — whether they were selected for a role or not — you should automatically send them a survey to gain valuable insight into their experience.

Candidates will usually be very specific and honest about their experiences with your company. So, use this data to help improve your processes and overall candidate experience.

Here are some examples of questions to ask candidates about their experience:

• What was your experience like during the recruiting process at our company?
• What is something that you’d change about the process?
• Would you refer others to apply for jobs at this company? (Why or why not?)
• Did you feel your recruiter responded to you in a timely manner and answer your questions?

“Transparency continues to pay candidate experience dividends.” – 2021 Talent Board Candidate Experience Research Report

3. Applications should be simple and intuitive

Today’s job seeker is savvy and doesn’t want to spend 45 minutes on one job application, where they are required to manually input every detail from their resume. A mobile-optimized application process is now the standard for providing a positive candidate experience that reflects the consumer-grade experience they have come to expect. Simply, the quicker a job seeker can apply, the more likely they are to do so.

Talent teams are upgrading their processes to allow for easy mobile or text-to-apply applications from candidates who are always on the move. In fact, recruiters who engage candidates through text boast a 98% response rate compared to email and phone calls.

Start Improving Your Candidate Experience

Looking to upgrade your recruiter and candidate experience? Subscribe to the Jobvite blog and resource library to learn more about how top talent teams are creating world-class application and hiring experiences. Or request a demo today to see how a leading talent acquisition suite can transform your experience.

The post 3 Key Takeaways from Candidate Experience Day first appeared on Jobvite.

1. 6 Tips for Connecting with Candidates through Automated Texting

Recruiters are reaching busy candidates with automated texting – and are boasting almost 10x better candidate engagement every week. This e-book gives actionable tips for engaging with candidates with texting.

Download the e-book

2. The Ultimate Onboarding Checklist

TA leaders have learned that the key to retaining top talent is to provide quality onboarding for new hires. In fact, 66% of employees are more likely to stay with a company for three or more years if they had a great onboarding experience. This checklist has everything you need to create an engaging onboarding process for employees.

Get the checklist

3. How to Build a Great Employer Brand

A strong employer brand has increased in importance for companies in recruiting top talent. Quality candidates expect a company to have an established employer brand that promotes DEI, shares employee stories, and shows off a great employer value proposition. This guide will get you started with building a competitive employer brand.

Download the guide

4. How to Hire Top Talent Quickly

Recruiting teams are strapped for time while rapidly trying to fill open roles. Talent teams are looking for ways to cut down on manual tasks to save time and find top talent quickly. This guide shares actionable strategies to hire top candidates fast.

Download the guide

5. 2021 Manufacturing Job Seeker Trends

Manufacturing saw a shift in job seeker expectations in 2021 – including an increased demand for flexibility for parents, better employee benefits, and competitive compensation. This report dives into the trends and challenges for manufacturing job seekers in today’s market.

Get the report

6. How to Improve Recruiter Efficiency with Automation

Recruiters are facing pressure to fill a high number of requisitions in little time and are feeling more stressed than ever. Automation and AI tools are helping teams save time and effort on tedious manual tasks – so they can focus on finding top talent quickly. This guide demonstrates how a lean recruiting team can introduce automation to improve key metrics.

Read the guide

7. Recruiting Metrics Kit

A mess of numbers is overwhelming to any TA professional but understanding performance metrics is the key to improving any recruiting process. Check out the recruiting metrics kit to help identify efficiencies, clarify processes, and understand key performance metrics.

Download the kit

8. 7 Sourcing Hacks

Sourcing can take up a huge portion of time for recruiters, but it shouldn’t have to! This guide gives seven actionable tips for improving sourcing efficiency.

Get the guide

9. 2021 Healthcare Job Seeker Trends

It was a big year for recruiting in the healthcare industry. Teams struggled to retain quality workers and had to fill positions at a rapid rate. We surveyed healthcare job seekers to hear their challenges, priorities, and goals for the next year.

Read the report

10. 2021 Recruiter Nation Report

We surveyed hundreds of recruiters to learn about the challenges, priorities, and investments that are in their sight for the next year. Learn about the trends in the job market and how recruiters are getting agile to adapt.

Download the report

11. Job Description Grader

Looking to reduce bias and improve inclusivity in your job descriptions? The Job Description Grader tool will analyze your job description and create a report with recommendations to help you recruit a diverse pool of qualified talent.

Try the tool

12. 2021 Job Seeker Nation Report

Every year we survey hundreds of job seekers to learn about their top priorities, obstacles, and concerns for job hunting. Hear what candidates expect from employers from culture and benefits to remote flexibility and DEI.

Download the report

More ways to upgrade your recruiting

Looking for even more on improving your sourcing, candidate conversion, and hiring? Be sure to subscribe to the Jobvite blog and resource library to stay up-to-date on the latest in talent acquisition.

The post The Top 12 TA Resources of 2021 first appeared on Jobvite.

To better understand how programmatic recruitment advertising works, I asked Mark Oreta, Chief Technology Officer at Jobvite partner, JobTarget, to explain more. Since joining JobTarget a couple years ago, he’s helped guide how to connect organizations with great candidates – including exactly how programmatic advertising is making that happen.

Q: What exactly does programmatic mean?
Programmatic advertising is a fully automated system that uses data and algorithms to help recruitment managers make informed decisions about hiring. Unlike regular recruitment practices where you might list your job opening on several general job sites, programmatic advertising can automatically list the job opening across numerous relevant job sites and for the duration needed for each specific open position. Recruitment marketing is managed across leading job sites and selective niche job site partners. In addition to large job sites and niche sites, programmatic advertising can also utilize social sites as well.

Performance data metrics are used to determine which job sites are most successful, then the programmatic advertising platform adjusts based off this data. For example, if a certain posting is not performing well on a certain job site, the system will shift the budget to other sites that are producing results, so money is not wasted on under-performing sites.

Each job opening has a specific and targeted campaign to deliver you the best and most qualified candidates. Programmatic advertising’s data is often highly -advanced, especially when its decision-making intelligence is based on years in the recruiting business and over 100 million job postings. This decision-making process is both automated and optimized, ensuring that your job posting will be in front of high-quality traffic.

Q: How can Programmatic advertising help me as a talent manager?
Talent managers have come to rely on programmatic advertising because of how well it produces results. The many benefits include:

• Increased Reach. Programmatic platforms give you wider access to job boards, both large and small to find the absolute best-qualified candidates for open positions.
• Maximized Efficiency. The recruiting process takes a lot of time, especially when you have several jobs open at the same time. Programmatic technology minimizes the manual work generally associated with job postings.
• Effective Results. Because strong data is at its core, you’ll find more, better qualified candidates faster.
• Cost Savings. You gain access to the best job boards for your open positions, therefore spending less money on recruiting efforts. The cost per applicant decreases since you won’t be over-bidding on job sites that are not working for you.
• Flexibility. Many hiring platforms allow you to decide how to use programmatic advertising. The benefits of this include the ability to shift budget to and from job listings based on their applicant response. Need to focus on one role out of several (or vice versa)? You have the freedom to do so.
• Ease of Use. Simply set a monthly budget and let Programmatic manage your ads.

Q: What powers Programmatic recruitment advertising?
Programmatic technology takes the guesswork out of recruitment advertising. Instead, the use of data and algorithms improves the entire recruiting process. With the use of deep historical analysis from millions of job postings, predictive analysis learns from every job posting and automatically optimizes campaign performance in real-time. So as the intelligence improves with more data, so does every job posting. Using proprietary performance data, analyzed by AI (artificial intelligence), programmatic advertising leads to smarter decision making to optimize the recruiting process.

The technology behind programmatic advertising is very similar to that behind modern online advertising. It’s a very complex back-end built by engineers and data scientists, made to be easy-to-use.

Q: What role does JobTarget play here?
JobTarget was founded on the principle that the internet could deliver better recruitment advertising on behalf of its customers. We continue to push toward that goal every day with better technology and investments in that technology.

Since our algorithms and predictive analytics build on both historical and current information, recruiting ads are always being put in front of the best candidates. As job recruiting continues to evolve, so does JobTarget’s programmatic offering. Because it uses real-time information and artificial intelligence to continually improve, it’s on the cutting-edge of recruitment management.

Ready to bring programmatic technology to your candidate search? JobTarget’s fully -automated recruiting solutions can help. Contact us today!

The post Recruiting Success Through Smarter Job Advertising first appeared on Jobvite.

Fortunately, new advancements in automation and artificial intelligence (AI) are changing the face of TA technology. Whether you need to save time with your sourcing efforts, improve the application and screening process, or get more top candidates across the finish line, there’s an AI-powered solution that can help. And with recruiting budgets on the rise – a trend that’s expected to continue over the next 6-12 months – there’s never been a better time to invest in automated TA solutions.

At first glance, it might seem like automated tools would dehumanize talent acquisition – or even jeopardize your job security. But in fact it’s quite the opposite! Strategic use of automation and AI can create a more positive candidate experience while eliminating manual administrative tasks – so talent pros can focus on delivering the specialized, personal interactions that candidates expect.

Here are a few ideas to help you understand how automation can help move more of your top candidates from “applicant” to “employee.”

1. Make interview scheduling a breeze

Interviews are a critical part of the hiring process but scheduling them can be a hassle – not to mention a drag on time-to-hire. While you’re trying to coordinate schedules with hiring managers and leaving phone messages for busy candidates, the best talent may already be meeting with your competition.

The 2021 Job Seeker Nation Report found that scheduling difficulties are among the top contributors to a negative candidate experience – so automated scheduling tools like Jobvite’s Smart Self-Scheduling can be a game-changer for talent teams. Simply text candidates a set of proposed times that match the interviewer’s availability and then automatically schedule the interview based on the candidate’s response. Scheduling changes or unexpected cancellations can be communicated instantly so neither side is left hanging.

In addition to boasting a 98% read rate, text messages are simply a more convenient way to communicate for both candidates and recruiters. And our research shows that 69% of candidates prefer to schedule interviews via text rather than email or phone calls.

2. Nurture candidates with textbots and chatbots

In a competitive job market, keeping candidates engaged throughout the hiring process can be a challenge. Once you’ve identified a “short list” of top candidates, for a given role, effective and personal communication can help to keep your brand top-of-mind.

With Jobvite’s Intelligent Messaging solution, you can engage with candidates throughout the hiring process via textbot or web-based chatbot. These automated messaging tools can be used to share information and links, answer common questions, provide help on your career site, and even pre-screen high-volume applicants to ensure only the most qualified candidates advance to the interview stage.

Job seekers tell us that great communication from a potential employer is the top factor in a positive candidate experience, and 26% of candidates now expect to see chat functionality on employer sites. Yet less than 11% of Fortune 500 companies are currently leveraging chatbots – so embracing this technology can help your company to deliver the right experience and stand out from the competition.

3. Don’t forget the importance of onboarding

The hiring process doesn’t end with a signed offer letter, or even the first day on the job. Effective onboarding is critical to making new employees feel welcome, helping them acclimate to their new role, and setting them up for success. In fact, new hires are far more likely to stick with a company long-term if they have a great onboarding experience.

Onboarding is just one more possible application for automated text-based communications. Jobvite’s ATS includes a native onboarding system that makes the process easy, efficient, and fun! As soon as the offer is accepted, our centralized onboarding portal automatically assigns tasks, sends forms, sets deadlines, and tracks progress to smoothly transition every new hire into a productive employee.

To help you give new employees a great introduction to your company, we also created this comprehensive onboarding checklist.

Let Jobvite help

Whatever challenges you’re facing, the right tools and technology can help you streamline workflows, increase efficiency, and improve the candidate experience. To learn more about all of Jobvite’s automation capabilities, download our new ebook, How to Improve Recruiter Efficiency with Automation.

You can also visit jobvite.com and schedule a demo to see our automated solutions in action!

The post 3 Ways Automation Can Help Convert Candidates to Happy New Hires first appeared on Jobvite.

Instead, they’re hearing crickets.

Many companies have resorted to unusual measures to attract candidates, such as temporary wage bumps, signing bonuses, and even cash incentives just for interviewing. But these are short-term fixes, and they fail to address the reality of long-term staffing needs.

In our recent e-book, How to Hire Top Talent Quickly, we offer actionable tips and key insights to help any recruiting team that’s struggling to hire qualified candidates in the current labor market. We also explore five challenging scenarios facing today’s talent teams and provide real-life, actionable guidance to help navigate these unusual circumstances.

We’re also using the Jobvite blog to share our advice in a series of blog posts that provide a “game plan” for managing these scenarios. Check back often for advice that’s relevant to your hiring needs — or download the ebook now if you just can’t wait.

Today we’re covering the top tips to work effectively with a reduced recruiting team with our fourth recruiter, Morgan.

Hiring challenge: short-staffed talent acquisition team

Morgan is the recruiting manager for a mid-sized retail chain. The company is ready to start rebuilding its workforce of sales associates, department managers, buyers, and warehouse personnel. The problem is Morgan’s team was reduced to just a handful of recruiters during the pandemic and they’re struggling to manage the surge in hiring needs.

Talent acquisition leaders are expected to produce the best possible hiring outcomes, even when resources are stretched thin. Morgan uses Jobvite’s complete Talent Acquisition Suite to streamline hiring operations and free his team to focus on the talent — not the tasks.

Game plan for limited hiring resources

1. Automate candidate sourcing

The average recruiter spends as much as 30% of their time sourcing candidates. That’s just not feasible when you’re short-staffed and looking to hire at scale. With Jobvite’s AI-powered sourcing tool, talent teams can automatically tap into resume databases and job boards to build a wider, more diverse pool of talent.

AI-powered sourcing identifies the relevant skills and experience needed to excel at any job requisition and then searches the Candidate Relationship Management (CRM) database to find candidates who match those requirements. With more qualified candidates to choose from, you’ll be able to make better quality hires with less manual sourcing work.

“Jobvite’s technology has enabled us to reinvent the way we do recruitment. Not only has it streamlined and automated some of the most time-consuming tasks, it has also provided us with real insights that enable us to form a better recruitment strategy.”

— Terry Swann, Global Recruitment Manager, Brandwatch

2. Expedite the pre-screening process

Screening is time-consuming — which isn’t ideal for an understaffed team. It’s time to make the process more efficient. Textbots can automate screening, so the process continues even when recruiters are consumed with other tasks or even out of the office.

Using text interviews to screen candidates, you’ll be able to ask pre-selected questions and capture their responses instantly, allowing multiple conversations at once. When a candidate is qualified, the chat can be routed to a live recruiter to proceed with the next steps of the hiring process. And since these texts are integrated into your recruiting software, collecting the conversation data happens automatically within your system of record. This allows other interviewers and hiring managers to review those chats and weigh in based on the candidate’s screen.

3. Eliminate scheduling headaches

Interviews are a critical part of the hiring process but scheduling them can be a hassle — and scheduling delays can cause a drag on time-to-hire. While you’re trying to track down top candidates and coordinate schedules, they may already be meeting with your competitor.

Jobvite’s Smart Self-Scheduling lets you instantly send a set of proposed times based on interviewer availability and then automatically schedule the interview based on the candidate’s response. Scheduling changes or unexpected cancellations are communicated instantly so neither side is left hanging.

Let Jobvite help

Whatever hiring challenges you’re facing, having the right tools and technology in place will help you streamline workflows, increase operational efficiency, and improve the candidate experience. Jobvite empowers recruiters with solutions and services to find, engage, nurture, and hire top talent quickly. Visit jobvite.com and schedule a demo to learn how!

Other posts in this blog series cover topics like finding top talent for high-skill positions and managing “The Great Resignation” — so check back often! Or download How to Hire Top Talent Quickly for more advice to help you “hire right, when talent is tight.”

The post 3 Tips to Hire Effectively with a Short-Handed Talent Team first appeared on Jobvite.