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

Leverage ATS and Social Media

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

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

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

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

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

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

Implement Data Analytics Tools

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

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

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

Amit Doshi, Founder & CEO, MyTurn

Highlight Job Stability and Security

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

Mike Basso, Founder & CEO, salestalent.com

Build a Strong Employer Brand

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

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

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

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

Rob Boyle, Marketing Operations Director, Airswift

Utilize AI-Powered Recruitment Technologies

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

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

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

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

Post General Open Positions and Proactive Outreach

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

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

Vivian Chen, Founder & CEO, Rise

Maximize Employee Referral Programs

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

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

Gauri Manglik, CEO and Co-Founder, Instrumentl

Form Partnerships with Universities and Organizations

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

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

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

Elmo Taddeo, CEO, Parachute

Tap Into Professional Networks and Agencies

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

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

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

Konrad Martin, CEO, Tech Advisors

Employ Programmatic Job Advertising

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

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

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

Steven Rothberg, Founder and Chief Visionary Officer, College Recruiter

Conduct Boolean and Google X-Ray Searches

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

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

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

Alan Muther, Founder, Ardoz Digital

Attract and Retain Veteran Leadership

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

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

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

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

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

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

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

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

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

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

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

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

Hack #1: Hyper-Personalize Your Emails

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

Pro Tips:

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

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

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

Hack #2: Utilize Social Networks

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

Pro Tips:

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

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

Hack #3: Referrals Are the Best Source of Hire

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

Pro Tips:

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

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

Continue to Hack the System

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

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

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

What Making the Inc. 5000 Means to Employ  

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

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

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

About Employ

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

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

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

What Is Recruitment Marketing?

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

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

Three Vital Components of Recruitment Marketing

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

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

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

Leveraging Technology in Recruitment Marketing

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

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

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

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

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

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

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

Why Healthcare Recruitment Strategies Matter

As independent hospitals merge into larger organizations to stay competitive, the demand for skilled healthcare professionals — both clinical and non-clinical — has surged. These roles range from direct patient care to overseeing operations across sprawling networks. Yet, despite this high demand, recruiting the right talent is a formidable challenge.

The current labor market poses several hurdles to healthcare systems:

• Intense Competition: There’s fierce competition for top talent, especially in specialized healthcare fields
• High Turnover Rates: Frequent employee turnover creates a constant need for new hires
• Inefficient Processes: Traditional recruitment methods are often slow and cumbersome

Key Healthcare Recruitment Strategies and Priorities

To tackle these challenges, healthcare organizations must focus on several key priorities:

• Increase Quality of Candidates: Improving the caliber of hires is crucial. For clinical recruiters, 45% prioritize this, while 56% of non-clinical recruiters make it a top priority
• Attract a Wider Pool of Qualified Candidates: Increasing the pool of qualified candidates is a close second priority, with 35% of clinical and 43% of non-clinical recruiters emphasizing this need

The Growing Demand for Talent

Healthcare organizations are experiencing a surge in hiring volume. Compared to the previous year, 43% of clinical and 50% of non-clinical recruiters have seen an increase in hiring. Looking ahead, 40% of clinical and 42% of non-clinical recruiters expect this trend to continue or even intensify.

Embracing Artificial Intelligence

AI is becoming a game-changer in healthcare recruiting. Currently, 50% of clinical and 23% of non-clinical recruiters use AI-powered solutions to improve their hiring processes. AI can enhance various aspects of recruitment, from automating repetitive tasks to providing deeper insights into candidate fit and engagement.

Investing in Recruitment Technology

Given the rapid growth in the healthcare sector, investing in advanced recruitment technologies is essential. Over the next few years, 53% of clinical and 50% of non-clinical recruiters plan to increase their technology budgets. Critical areas for investment include:

• AI-Powered Recruiting Tools: 71% of clinical and 50% of non-clinical healthcare recruiters are focused on investing in AI-enhanced solutions
• Applicant Tracking Systems: A modern ATS that matches hiring complexity and workflows is essential to streamline hiring, and is a top priority for 39% of clinical and 33% of non-clinical healthcare recruiters
• Candidate Relationship Management: Nurturing relationships with candidates and potential hires is a priority for 43% of clinical and 67% of non-clinical healthcare recruiting teams

As the sector grows, healthcare recruiters must stay ahead of trends and challenges, ensuring they attract and retain the talent necessary for success. The future of healthcare recruiting is bright, and with the right recruitment strategies in place, the industry can look forward to a thriving and capable workforce.

Your Healthcare Recruitment Partner for the Future

Recruiters in the healthcare industry are always looking for ways to speed hiring, retain employees longer, and help their company stand out from the competition. As talent needs shift, recruiters must get savvy to invest in technologies that allow them to hire qualified candidates who work harder and stay longer in the organization.

Jobvite offers an entire suite of tools to support healthcare organizations in navigating the changing global landscape and winning the battle for top talent. Our unmatched customer service is with you every step of the way.

While talent acquisition professionals in the healthcare industry face unique challenges, with Jobvite’s Talent Acquisition Suite, you can revolutionize your healthcare recruiting process with ease. Schedule a demo with Jobvite today to get started.

The post The Critical Role of Effective Healthcare Recruitment Strategies first appeared on Jobvite.

A considerable number of businesses are looking to shift their recruiting strategies to impact their hiring process. Nearly 60% of talent acquisition professionals indicate they are taking chances on different ways to accelerate time to hire and reach candidates, according to the Employ Recruiter Nation Report.

Recruiting and talent acquisition professionals need intelligent and comprehensive technology that can handle the complexities of modern recruiting. Sophisticated talent teams are moving from disconnected, and sometimes frustrating, point solutions to a unified platform that can easily connect with quality candidates and bolster their hiring efforts.

But what does it take to leave behind the technology of the past and adopt a unified talent acquisition suite? Here we provide a sneak peek from the new Strategic Guide to Modern Talent Acquisition, so you can adopt a unified tech stack with the tools recruiters want and need to compete for talent and tackle potential roadblocks along the way.

Defining Centralized Talent Acquisition Technology

In today’s competitive labor market, simply having an applicant tracking system or a few other point solutions is no longer enough to help recruiting teams find and hire top talent. Recruiters need a fully integrated, end-to-end talent acquisition suite that allows them to optimize and automate their hiring process.

The best centralized technology manages the complexity of talent acquisition and delivers improved hiring outcomes in challenging hiring environments, including:

A platform of centralized talent acquisition technology should include capabilities for:

• Career Sites
• Candidate Relationship Management
• Applicant Tracking System and Onboarding
• Job Broadcast
• DEI Solutions
• Intelligent Messaging
• Video Screening
• Internal Mobility
• Employee Referral Tools
• Analytics

Without these capabilities, recruiters are forced to waste time on tedious tasks that could be automated. By investing in a unified talent acquisition suite, you can give your recruiters the tools they need to be successful and keep them happy at your company. In short, if they don’t have great technology with your company, they’ll find a place that does.

Benefits of Centralizing Talent Acquisition Technology

Recruiting teams need a solution that manages the complexity of today’s labor market and delivers improved hiring outcomes. Whether looking to solve today’s problems or plan for future hiring, centralizing your talent acquisition technology will help deliver better recruiting results. A unified talent acquisition suite addresses the entire candidate lifecycle and helps improve the experience at every touchpoint.

Centralizing your recruitment technology can help:

• Save time on manual tasks: Recruiters are working harder than ever to find quality candidates in the highly competitive market. Help them save time on administrative tasks with centralized automation and AI software that can more easily source, screen, and engage candidates.
• Bolster key recruiting metrics: Enhancing your recruiting program starts with measuring it. Agile talent teams are seeing results in key recruiting metrics like quality-of-hire, time-to-hire, and applicant conversion rate with centralized technology that can make talent acquisition a strategic driver of business performance.
• Improve communication and collaboration: Recruiting teams need strong communication to find and hire the right talent. Centralized technology opens channels between recruiters, hiring teams, business leaders, and candidates, enhancing collaboration and relationships between each group.
• Improve ROI: A unified portal helps talent acquisition teams transform their recruiting by learning about their processes in real time. This allows them to easily pivot when needed and make improvements for quicker results. Use data to improve the candidate, recruiter, and employee experiences and maximize return on recruiting investment.

Where to Start Your Journey

Take Inventory

Not sure if your talent team is ready to consolidate and centralize your recruiting tech stack? Evaluate your current program and see what can be done to improve before making changes. Talk to recruiters and other talent acquisition professionals to gauge their needs and get to know their day-to-day roles. Use this data to decide if centralizing is the right move. Get to know solutions that could work best for your teams and explore what the team needs before searching for the right centralized solution.

Evaluate Talent Acquisition Software

Not all talent acquisition platforms are created equal. Be sure to carefully evaluate the possibilities before committing to a centralized technology stack. Have everyone on the talent team identify the manual daily tasks that could be automated and prioritize the tools that they would use the most.

This list of priorities, goals, tasks, and tools should be the guide when evaluating potential recruitment software solutions. A centralized platform should seamlessly integrate with any technology and offer automation and AI to streamline tedious manual tasks. Be sure to include recruiters in the final decision-making process as they’ll be using the tools on a daily basis.

Evaluating a new technology platform can take anywhere from weeks to months. Take a look at user reviews on trusted sites like G2 to see what real users have to say about a product. Don’t be afraid to use your point of contact for any software that you’re previewing — ask questions and make comparisons before deciding.

Decide and Implement

Take the time to evaluate the right platform, but don’t let indecision keep your team stuck with disconnected recruiting solutions. Adopting new technology can be tricky for even the most efficient teams. It takes communication, goal and expectation alignment, and hard work. There are several ways to improve user adoption of recruiting technology, but the most important is getting the entire team’s buy-in of the new software. Adoption will go much more smoothly when the whole team buys into changing technology.

Ready to unify your talent acquisition technology and realize the benefits of what a holistic solution can do for your talent acquisition function? Learn more about Jobvite’s Talent Acquisition Suite.

The post How to Centralize Talent Acquisition Technology first appeared on Jobvite.

The healthcare industry has long been known for its complex workforce dynamics, demanding requirements, and constant need for skilled professionals in both clinical and non-clinical roles. Healthcare recruiting faces an uphill battle as talent teams strive to attract and retain top talent in a market that is highly competitive and constantly evolving.

In this blog, we will dive deeper into the difficulties healthcare recruiters face in finding the right candidates, examine the impact of high turnover, and suggest healthcare recruitment strategies to overcome these challenges.

Challenges in the Healthcare Industry

The healthcare industry is unique in that it requires a delicate mix of clinical and non-clinical employees, all working to care for patients and run the business side of healthcare. The healthcare recruitment process, as a result, is especially challenging due to factors, such as talent shortages, high employee turnover rates, and the competitive nature of job seekers in the market.

Recent Employ data indicate that nearly 83% of clinical employees and 77% of non-clinical healthcare employees are open to other job opportunities. Additionally, according to the American Association of Colleges of Nursing, approximately 30,000 new APRNs (Advanced Practice Registered Nurses) will be needed each year through 2031 to meet the rising demand for care. This adds pressure on recruiters to not only hire top talent, but also retain existing employees.

High demands of the industry, the need for advanced skills, and the fast-paced nature of the job contribute to increased stress levels among healthcare professionals, which in turn affects employee retention. Understanding these challenges is essential for healthcare recruiters to develop effective strategies to attract and retain the best talent in the industry.

Pain Points in Healthcare Recruiting

In order to implement successful healthcare recruitment strategies, it is first essential to understand the unique pain points that this industry faces, which vary between clinical and non-clinical roles.

Clinical Healthcare Recruiting

Clinical healthcare workers are the backbone of any healthcare organization, directly contributing to patient care and outcomes. Despite their importance, the industry has struggled with employee retention and a shortage of qualified candidates, making the healthcare recruiter’s job all the more challenging.

With 83% of all clinical healthcare employees open to new job opportunities and 26% actively looking for another job, it’s clear that healthcare recruiters must focus finding candidates who are engaged and committed to the mission of the healthcare organization for the long-term.

Non-Clinical Healthcare Recruiting

The administrative and support personnel of healthcare organizations are equally important in ensuring the smooth functioning of daily operations. Even so, non-clinical staff members face their own challenges, with 77% of these employees open to new jobs and 35% actively seeking other opportunities.

In non-clinical healthcare recruitment strategies, it is essential for recruiters to identify candidates who are well-suited for such roles, while also addressing employee concerns and desires for greater flexibility and remote work options.

The Cost of High Turnover

The healthcare industry, especially post-pandemic, is known for its high turnover rates, with nearly 1 in 3 clinical healthcare workers and 4 in 10 nonclinical healthcare workers actively looking for another job.

This high turnover, combined with the stress and burnout associated with many healthcare roles, presents a continuous challenge for healthcare recruiters. High turnover can have several repercussions, such as increased labor costs, decreased morale, and compromised patient care.

Some reasons for high turnover in healthcare include:

• Heavy workload and demanding schedules
• Insufficient compensation packages
• Limited growth opportunities within organizations
• Workplace conflicts and fluctuating or inexperienced management

A Critical Talent Shortage

As the demand for quality healthcare continues to rise, staff shortages have become a significant issue for healthcare organizations. Many professionals within the industry are overwhelmed by long hours, leading to burnout and turnover. This vicious cycle makes it difficult for recruiters to fill gaps created by the departure of these professionals.

The healthcare industry faces a significant talent shortage, with a rapidly aging population in need of care and not enough skilled professionals to provide it. According to the Bureau of Labor Statistics, the healthcare and social assistance sector is anticipated to generate 2.1 million new jobs, or around 45% of all new projected job gains from 2022 and 2032. This growth represents an incredible opportunity, but it must be met with strategic investment and prioritization for healthcare organizations competing for talent.

It is important for recruiting professionals in healthcare to consider their technology investments over the coming years, especially as the industry is projected to grow faster than other sectors at 1% annually over the next 10 years, according to the BLS. This indicates a constant need for recruiters to stay ahead of the talent gap and find qualified candidates to fill these critical roles.

To overcome the talent shortage in healthcare, your recruiting team must focus on several key strategies:

• Developing strong employer branding to attract potential candidates
• Leveraging intelligent technology and platforms to expand your candidate pool
• Offering competitive compensation and benefits packages that reflect the current market trends
• Supporting continuous learning and professional growth opportunities
• Fostering positive work environments that encourage collaboration and growth

Balancing Cultural Fit and Skills

The right candidates must not only have the necessary skills and qualifications, but they also need to be the right cultural fit for the organization. This is especially important in healthcare, where a strong team dynamic and collaboration are essential for providing quality patient care.

As previously mentioned, many clinical and non-clinical healthcare workers will leave positions based on poor company culture or lack of trust in leadership. It is imperative for healthcare recruiters to find candidates who will thrive within the organization’s unique environment.

Healthcare recruiting is a complex and demanding process that requires a strategic approach and a thorough understanding of the industry’s pain points. With talent shortages, high turnover rates, and the need for a delicate balance between clinical and non-clinical staff, recruiters must be equipped with effective healthcare recruitment strategies to attract and retain top talent.

From employer branding to compensation packages and fostering positive work environments, we will explore the best practices for healthcare recruiters to successfully navigate the industry’s talent shortage and find the best candidates for their organizations. Join us in our next blog for an in-depth look at healthcare addressing these recruiting pain points with 6 tried and true solutions to tackle those top challenges.

Learn more about how Jobvite’s Talent Acquisition Software for healthcare providers can help you attract, hire, and retain healthcare workers who will elevate the quality of care your organization provides.

The post The High Stakes of Healthcare Recruiting 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.

• Enterprise ATS and AI-Powered Candidate Matching Drive Efficiencies
• Advanced ATS Streamlines Recruitment Process
• Robust ATS and Advanced Analytics Capabilities to Enhance Sourcing
• AI-Driven ATS Optimizes Recruitment
• Recruitment Tech Boosts Communication Workflow
• Predictive Analytics Improve Quality of Hire
• AI-Powered Analytics, ATS, & Video Interviewing Enhances Hiring
• ATS Streamlines Enterprise Recruitment
• ATS Centralizes Application Management

Enterprise ATS and AI-Powered Candidate Matching Drive Efficiencies

Specialized hiring technology has revolutionized the way we approach talent acquisition in our organization. One of the most significant improvements has been the ability to automate repetitive tasks, such as resume screening and initial candidate assessments. This has allowed our recruitment team to focus on more strategic aspects of the hiring process, such as candidate engagement and employer branding.

The use of applicant tracking systems (ATS) has been a game-changer for us. These platforms enable us to manage the entire recruitment workflow from a single dashboard, from posting job ads to scheduling interviews and extending job offers. The ATS also provides valuable data analytics, which allows us to track key metrics such as time-to-hire and cost-per-hire, helping us to continuously refine our recruitment strategies.

Another tool that has proven highly effective is AI-powered candidate matching software. This technology uses algorithms to match job requirements with candidates’ skills and experience, ensuring that we are considering the most qualified individuals for each role. This not only saves time but also helps to reduce unconscious bias in the recruitment process.

Billy Parker, Managing Director, Gift Delivery

Advanced ATS Streamlines Recruitment Process

I’ve used specialized hiring technology in the recruitment process during my work at Delante as the Senior HR Coordinator. These systems have automated many aspects of the recruitment process, so I don’t need to be posting job ads, screening resumes, and managing candidate communications all on my own from start to finish anymore. Just imagine how much time it takes off my shoulders.

The best feature of our ATS is going through resumes and automatically ranking candidates based on predefined criteria. So again, it speeds up the screening process, but more than that, it also ensures a more objective evaluation of candidates, in my opinion. I personally feel that it’s a big advantage to use this software to be fairer to candidates.

Karolina Górska, Senior HR Coordinator, Delante

Robust ATS and Advanced Analytics Enhance Sourcing

Specialized hiring technology has greatly enhanced the recruitment processes in our enterprise organization by streamlining workflows, improving candidate sourcing, and enhancing the overall candidate experience. One specific feature that has been particularly effective is the use of applicant tracking systems (ATS), which allow recruiters to manage job postings, track applications, and collaborate with hiring managers more efficiently.

With an ATS, we can easily review resumes, screen candidates based on predefined criteria, and schedule interviews, significantly reducing the time and effort required for administrative tasks. Advanced analytics capabilities within the ATS provide valuable insights into recruitment metrics such as time-to-fill, source of hire, and candidate engagement, enabling us to continuously optimize our recruitment strategies and improve outcomes.

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

AI-Driven ATS Optimizes Recruitment

AI-driven ATS has been a game-changer in optimizing our recruitment process and maintaining a competitive edge in talent acquisition. With advanced data analytics and automation features, this system has helped us analyze data on candidate sources, time-to-hire, and pipeline bottlenecks, so we can make data-driven decisions to develop our recruitment strategies.

Additionally, these analytic features have allowed us to identify and invest in the most effective recruitment channels, leading to a higher quality of hires and a reduction in time-to-fill positions. So, in this way, we have reached up to 40% more operational efficiency by enhancing our overall recruitment strategy.

Yulia Pavlova, HR Professional and Key Partnerships Manager, Aqua Cloud

Recruitment Tech Boosts Communication Workflow

Using an enterprise ATS as our go-to hiring technology suite has improved the efficiency of our recruitment process in ways we would not have imagined before implementing it. Previously, we had no elaborate way of updating candidates on the progress of their interviews, and it was the same with the rest of our recruitment team.

We’ve been able to automate much of this communication workflow, which has boosted the efficiency of our recruitment and enhanced engagement with candidates. Now, we can scan resumes instantly, send emails to candidates informing them if they are qualified for an interview, keep our recruitment team updated, and streamline the entire recruitment process from start to finish.

Clooney Wang, CEO, TrackingMore

Predictive Analytics Improve Quality of Hire

Specialized hiring technology has been a game-changer for improving our recruitment processes as an enterprise organization. The ability to automatically screen and rank candidates based on job-specific skills and experience has significantly increased the efficiency and quality of our hiring.

One feature that has been particularly effective is automated resume screening. Our ATS can now instantly scan resumes and highlight candidates that have the required credentials. This allows our recruiters to spend less time on manual review and more time engaging with highly qualified applicants.

Another useful capability is predictive analytics to model the attributes of our top performers. By having the system score and rank candidates based on that model, we’ve seen a major improvement in our quality of hire. It helps surface people who are culturally and skillfully matched for the role and company.

Overall, I’m very pleased with how specialized hiring technology has transformed our recruiting function. It enables us to work smarter and faster, while also hiring the kinds of people that drive our organization forward.

Sunaree Komolchomalee, Head of HR, Cupid PR

AI-Powered Analytics, ATS, & Video Interviewing Enhances Hiring

As Director of Business Operations, I’ve seen specialized hiring technology transform our hiring process. Our dedication to integrating cutting-edge technology has made our hiring process more efficient and effective.

One of the biggest improvements we’ve seen is the adoption of ATS. This technology has allowed us to automate multiple stages of the hiring process, from processing resumes to scheduling interview appointments.

And it’s not just speed we’re talking about. The accuracy with which we’re matching candidates with job descriptions has made a huge difference in the quality of our hires. For example, our ATS contributed to a 30% reduction in hiring time last quarter.

Another great asset has been the ability to use AI-powered analytics to forecast candidate performance. By looking at data points from previous recruiting cycles, we can predict which candidates will succeed in their roles. This predictive power has been instrumental in reducing turnover and increasing employee satisfaction.

In addition, video interview software has revolutionized the way we conduct interviews, especially in today’s global world, where remote working has become the norm. Not only has video interview technology saved us a lot of time and effort, but it’s also enabled us to reach a wider talent base without geographical restrictions.

We use these technologies to streamline the recruitment process and align with our values of diversity and inclusion. By using the latest technology and maintaining a strategic approach, we continue to attract and retain the best talent, driving Stallion Express’s success in the e-commerce shipping industry.

Jen Seran, Director of Operations, Stallion Express

ATS Streamlines Enterprise Recruitment

I would say that implementing an applicant tracking system (ATS) in our enterprise organization has greatly improved our recruitment processes. The ATS we use has streamlined job postings, application tracking, and candidate information management, which allows us to work more efficiently and reduce manual errors.

We found that by automating these tasks, our recruiters have more time to focus on building relationships with candidates and developing strategic initiatives. This system has led to a better candidate experience and more informed hiring decisions overall.

Syed Balkhi, Founder, WPBeginner

ATS Centralizes Application Management

Our recruitment process has seen a significant boost thanks to our applicant tracking systems (ATS). ATS acts as a central hub, streamlining how we manage applications.

It automates tasks like screening resumes based on keywords and sorting candidates by qualifications. This frees up our team’s time to focus on what matters most: in-depth interviews and candidate engagement.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

The post How Does Specialized Hiring Technology Improve Recruitment Processes? first appeared on Jobvite.

And despite high levels of job satisfaction, 86% of workers are at least somewhat open to other job opportunities, including 46% who indicate they are very open. Companies should respond to these perceptions by focusing on areas within talent acquisition that can speed the hiring process, better nurture candidates, and reinforce worker priorities.

The 2024 Employ Job Seeker Nation Report dives into the motivations, mindset, and perceptions of both active and passive candidates. Let’s take a look at some of the findings captured in the report on both types of these job seekers.

Active Job Seekers

A significant percentage of U.S. workers are actively looking for a new job right now, with 4 in 10 workers indicating they are seeking new employment. But what motivates job seekers to look for new employment? Beyond compensation, active job seekers are primarily motivated by career advancement and greater work flexibility or remote work opportunities.

Employers should recognize that candidates are looking for opportunities to progress and to stay flexible in their approach to work. By emphasizing advancement and flexibility in recruitment messaging, companies can differentiate themselves to job seekers in the market.

Company culture and better company leadership also rank high in importance to candidates. Organizations must take an active role in managing their employer brand and ensuring they have strong leaders who can effectively lead the workforce.

When it comes to looking for new roles, 50% of active job seekers believe that finding a job in the current labor market is easy, and 56% believe that the current job market favors candidates. Nearly two-thirds believe it will take them less than three months to find a new job.

Passive Candidates

For the 52% of workers who are not actively looking for a job, 54% would consider applying for a new role if approached by a recruiter. Their top motivations for considering a new job include greater work flexibility or remote work opportunities (43%) and career advancement (42%).

Of these more passive candidates, 55% believe it would be easy to find a job in the current labor market, 49% indicate the current hiring environment favors candidates, and 73% believe it would take them less than three months to find a new job. However, despite these beliefs, only 18% of passive candidates would feel comfortable quitting their jobs without having another job lined up.

While there are distinct differences between those workers actively seeking a new job versus those who are not, there are also similarities. These commonalities point to shared motivations for seeking new positions and beliefs that the labor market still offers plenty of opportunities to find new roles quickly.

Between 2022 and 2023, more than one in five workers (22%) had left a job. During the past 12 months, this number dropped to just 17%. Workers indicate that beyond seeking increased compensation, they left their current position for career advancement (33%), better company culture (27%), change in location/geography (26%), better company leadership (25%), and greater work flexibility/remote work opportunity (24%).

Motivations for Leaving or Declining Jobs

Most alarming for employers, 24% of workers have left a job within the first 90 days of starting a new role. While this number has decreased by several percentage points over the last three years, it is still concerning that nearly one in four workers acknowledge leaving within three months of beginning a role.

The primary reasons for leaving within this three-month period include poor company culture (47%), disapproval/distrust of company leadership (31%), and limited career advancement (28%). It is essential for companies to ensure that the transition from new hire to new employee is seamless and that the experience promised as a candidate matches the experiences delivered as an employee.

When it comes to declining job offers during the last year, less than one-quarter (21%) of workers have turned down a new role. Contributing to their decision to refuse a new job are poor location or geography (38%), limited career advancement (33%), and limited flexibility to work from home or remotely (30%). While declining offers are limited to one in five candidates, it’s essential that talent teams continue to nurture candidates through the recruiting lifecycle from the first look to the first day.

Understanding the dynamics of today’s job seekers in the labor market is crucial for both recruiters and employers alike. The Employ Job Seeker Nation Report provides a comprehensive look into the motivations, aspirations, and challenges faced by workers in the U.S.

Stay ahead of the curve, understand market trends, and make informed decisions to cultivate a thriving workforce in the ever-evolving job market. Download the Employ Job Seeker Nation Report now to unlock more insights on job seekers today and elevate your hiring function to new heights.

The post Decoding Active and Passive Candidates Today first appeared on Jobvite.