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.

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.

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.

Each year, when Mother’s Day comes around, I get slightly anxious. I am the mother of two amazing kids, with a loving and supporting husband. Yet I find myself sometimes dreading the actual celebration itself. The flowers are beautiful, the gifts are lovely, and breakfast in bed is perfect.

But while Mother’s Day is a pause for recognizing the contributions, love, sacrifices, and support that mothers everywhere provide, I can’t help feeling that it seems somewhat fleeting.

I am definitely not trying to seem cynical. I truly appreciate the gratitude that is shown each May. Yet I can’t help but wonder, what if moms everywhere — working onsite, working from home, or managing the home — were recognized every day for their contributions and impact?

Data on women and mothers in the workplace

Based on a report from UN Women, women’s economic empowerment is a major contributor in boosting productivity and growing the economy. Even more, achieving economic equality for women by providing employment and leadership opportunities benefits organizations directly.

McKinsey & Company indicates that “companies with three or more women in senior management functions score higher in all dimensions of organizational performance.”

But when it comes to mothers, according to the latest BLS data released in April 2024, the labor force participation rate of all mothers with children under age 18 was 74%. This compares to the participation rate for fathers with children under age 18 at 93.4%

More telling, mothers with young kids are less likely to participate in the labor force than mothers with older children. In fact, only two out of three moms with young children are currently working.

With this data in mind, what should your organization’s response be when it comes to moms in the workforce?

How employers should respond to working moms

A recent Forbes article may have best summarized the challenges moms face when it comes to working mothers:

Companies have invested in the training and education of their female workforce only to find that when they become mothers, a leaky pipeline of talent begins. This has led to an unconscious bias against women, and specifically mothers, which has had huge economic implications.

Collectively, organizations must press to keep women working even as they become mothers, and more importantly, create policies and programs that support them.

How does this look? It means creating a culture of inclusivity, flexibility, and accommodation through flexible work hours, supportive leave policies, remote and hybrid work options, mental health services, counseling, and other employee assistance programs that directly affirm women in their roles.

It also means your leadership team and managers purposefully recognizing and supporting women in the workforce for their unique contributions and situation.

Interestingly, the same Forbes article also mentions that 47% of moms contribute more than half of their overall household income. But despite being the primary earners in their families, “mothers continue to bear both the physical and mental load of motherhood disproportionately more than their partners.”

Without addressing issues like the motherhood penalty, affordable childcare, parental leave, and creating flexible work options that enable working mothers to integrate their work and mothering responsibilities, women will continue to leave the workforce at a higher rate than men.

Second, it means developing and focusing on diversity, equity, and inclusion.

Create a welcoming environment for all people that is inclusive of all walks of life — from age, race, sex, gender identity, religious affiliation, parental status, disability status, military status, and neurodivergence.

Companies can no longer ignore mothers in the workplace. Instead, they should prioritize the clear advantage and perspective that women bring, making it a strategic imperative to empower women. Because when they do, women lift up economies and build more high performing organizations.

By creating an environment where women feel welcome, supported, and recognized for their contributions both within the organization — and outside of work — employers will see increased employee engagement, loyalty, productivity, and innovation.

How recruiters can encourage mothers to apply

As recruiters and talent acquisition professionals, it is essential to provide an optimal candidate experience to attract, nurture, and hire top talent. A positive candidate experience really comes down to the relationship or interactions candidates have with your employer brand.

Any time candidates visit your website, view content, read a job description, or apply for a job, they are interacting with your company. And your goal is to create the most optimized and engaging experience for candidates so you can build the best workforce for your brand.

How does this relate to mothers in the workforce? Well, for starters, think about the types of people your organization features on your career site today:

• Are you showing working parents and telling their stories?
• How does your culture support mothers in particular?
• What about offering personalized job recommendations and content?
• How can you prioritize working parents as a strategic audience for recruitment?
• Do you have employee resource groups internally in your organization?

Are you giving mobile-optimized sites that meet working mothers where they are? Taking it a step further, have you simplified the application process down to its easiest level and provided easy to schedule interviews for busy moms looking for new roles?

Perhaps more unconscious, are you potentially eliminating mothers who have employment gaps in their resume without digging deeper on why those gaps exist? One study suggests the chances of getting an interview fall by more than 50% after two years out of the labor force.

Are you addressing the pay disparity that exists between men and women, where according to Bureau of Labor Statistics data, women earn just 82 cents for every dollar a man earns?

Addressing this type of unconscious bias and the motherhood penalty that inherently exists in the workforce is vital if talent acquisition professionals are to pave the way forward for working moms.

Keep working mothers’ needs top of mind in your recruiting and hiring processes

The 2024 Employ Job Seeker Nation Report provides recent insights into the motivations of workers today, including working parents across the country.

Specifically, for workers with children under age 18, 48% are actively looking for a new job, with 52.5% of these working parents looking for greater flexibility and remote work capabilities. That means one out of two working parents is considering leaving your company right now.

As you connect and engage with talent, ensure working mothers are treated with the respect and dignity they deserve throughout the hiring process. And don’t forget to celebrate the mothers in your life each day.

The post Mother’s Day Perspectives from a Working Mom first appeared on Jobvite.

In today’s job market, it is imperative to stay on top of hiring trends and recruiting benchmarks regardless of the size or level of an organization. For this reason, Employ conducted a comprehensive survey with responses from over 1,200 HR decision makers, talent acquisition professionals, and recruiters.

The goal? To gain valuable insights into the hiring practices and recruiting benchmarks of businesses of all sizes — from small startups to enterprise-level organizations.

The results of this in-depth survey offer indispensable information for employers seeking to navigate the current state of hiring and anticipate what lies ahead. This report provides a high-level analysis of the survey findings, capturing the hiring trends that cut across companies of all sizes and recruiting complexities.

With this report in hand, you’ll have greater perspective on the current hiring landscape and be better equipped to make informed decisions. So, whether you’re an HR professional, recruiter, or leader in talent acquisition, take advantage of this comprehensive survey and use the insights to elevate your hiring practices to the next level.

Enterprise Recruiting Benchmarks at a Glance

One of the most striking findings from this survey is the caution displayed by enterprise organizations when it comes to hiring over the last 12 months. While growth in hiring volume is on the rise, many enterprise companies are still exercising caution, likely due to concern about economic uncertainty.

This caution is reflected in the number of hires made across enterprise organizations in the last 12 months on average — 26% of large companies made between 101 and 250 hires, and 18% made between 51 and 100 new hires.

However, there is also good news on the horizon, with 35% of enterprise organizations anticipating somewhat more hires in the next 12 months and 24% anticipating significantly more hires. This suggests that larger companies are still growing, albeit at a slower rate than smaller organizations.

Another key finding is the high volume of job applicants received by enterprise organizations. Larger companies tend to receive the highest number of job applicants, likely due to their larger employer brand recognition and increased recruitment marketing budgets. However, despite the high volume, just 20% of enterprise organizations interview between 31% and 40% of applicants.

Get the Full Scope of Research

These findings offer valuable information for employers looking to understand the current hiring landscape. But the Recruiting Benchmarks Report offers so much more.

With comprehensive data on hiring practices and recruiting benchmarks for small businesses, medium-sized companies, and enterprise-level organizations, readers will gain a deeper understanding of the trends shaping the job market.

Don’t miss out on this essential resource for talent professionals and recruiters. Download the Recruiting Benchmarks Report today and stay ahead of the competition.

The post Recruiting Benchmarks: How Enterprise Companies Stack Up first appeared on Jobvite.

We’ve gathered insightful tips from top recruiting and talent acquisition professionals on different strategies that can enhance the effectiveness of balancing generational diversity. From researching and offering competitive perks to tailoring outreach and clear communication, these professionals share their successful strategies for navigating the generational divide.

• Research and Offer Competitive Perks
• Address Broad Expectations and Tailor Posts
• Gather Candidate Feedback for Hiring Improvements
• Create Flexible Application Processes
• Use Inclusive Recruitment Practices
• Implement Multifaceted Recruitment Strategies
• Tailor Outreach and Communicate Clearly

Research and Offer Competitive Perks

It’s important for employers to do their research and stay competitive not only in traditional compensation components, like salary or benefits, but also in company culture, flexibility, or onsite versus remote work arrangements.

If an employer notices their workforce is skewing older and they need to attract some younger talent, traditional compensation analytics aren’t going to help.

Kyle Minton, Recruiting Manager, TEC Group INC

Address Broad Expectations and Tailor Posts

My first piece of advice for striking this balance is to focus primarily on those expectations and needs that are broadly shared across all or most generations of workers. My top tips in this area are:

1. Write clear, detailed job postings that fully detail the required skills and responsibilities of the role: Workers of all ages appreciate knowing up-front exactly what will be expected of them if they’re hired.

2. Be transparent about your salary and benefits and include compensation information in the job posting: This can just be a compensation range if you don’t want to get too specific. Along with the salary, mention other benefits that you offer, especially if they’re in-demand, competitive, or unusual. Doing this will help you to attract the top talent in every age group because workers of all ages want to be paid what they’re worth.

3. Highlight flexibility and work-life balance: This is most often talked about as something Gen Z and Millennials value, but it’s been my experience that the older generations are just as interested in flexibility, particularly Gen X parents or Baby Boomers who are nearing retirement age and could benefit from having a hybrid schedule that doesn’t require commuting to the office every day.

My next piece of advice is to tailor your job postings based on where you’re advertising them, and which generations will be most likely to view them on that platform. You can put your general, all-generations post on online marketplaces like LinkedIn or Indeed, which get traffic from a wide variety of job seekers.

In-person networking events or print ads in newspapers or industry publications are more likely to attract Gen X and Baby Boomer job seekers. The middle generations (Millennials and Gen X) are often the ones you’ll attract through your company website or social media like Reddit and Facebook. For Gen Z, it can be effective to advertise on video- and image-based social media platforms like Instagram and TikTok.

This is all a generalization — the specific breakdown of which job search outlets are used most by different generations can be industry-specific to an extent, so you likely want to do some independent market research. The bottom line, though, is that tailoring the job posting’s wording based on where you’ll post it can be an effective way to capture generational talent.

Jon Hill, Chairman and CEO, The Energists

Gather Candidate Feedback for Hiring Improvements

I think it’s important to get feedback on your hiring process from candidates and tailor the processes you do have to the consistent feedback you’re receiving. It’s largely one of the better ways to understand a) what needs to change and b) what candidates expect at the hiring stage, so you know that all bases are covered.

Tracey Beveridge, HR Director, Personnel Checks

Create Flexible Application Processes

Flexibility is key to addressing diverse generational needs and expectations in enterprise-level positions. As a recruiter specializing in C-suite roles, I know that candidates are getting younger. Companies no longer want the most experienced worker; they’re more interested in big names with some hype behind them, and that often trends toward millennial candidates.

But I remain acutely aware of the value inherent in seasoned applicants.

To draw them in while not eschewing younger workers, I like to create an application process with flexibility. Optional video interviews are a great start: most love them, but a few older workers would prefer to meet in person, and I try to convince companies to accommodate that preference. The same goes for language. Companies excited about using youthful slang and euphemisms in their job postings should also create a version with more standard phrasing aimed at older candidates.

Once I’ve succeeded in creating a balanced approach to recruiting, companies go with the more established candidate about fifty percent of the time, so it’s not wasted effort. Alienating these workers from the get-go would be a mistake.

Travis Hann, Partner, Pender & Howe

Use Inclusive Recruitment Practices

When recruiting for enterprise-level positions, addressing diverse generational needs and expectations involves a tailored, yet holistic, approach. We focus on creating job descriptions and benefits packages that appeal across generations, emphasizing aspects like work-life balance, career development opportunities, and flexible working conditions.

Additionally, we ensure our recruitment process is inclusive, leveraging various platforms to reach candidates of all ages and incorporating interview questions that assess adaptability and collaboration skills across generational lines.

A key tip for maintaining a balanced approach is to regularly gather and analyze feedback from candidates and new hires about their recruitment experience. This allows us to adjust our strategies in real time, ensuring we’re not inadvertently favoring one generation over another. By staying attuned to the evolving expectations of the workforce and being willing to adapt, we can attract and retain top talent from every generation, creating a dynamic and diverse team.

Ana Alipat, Recruitment Team Lead, Dayjob Recruitment

Implement Multifaceted Recruitment Strategies

In recruiting for enterprise-level positions, I address diverse generational needs and expectations by implementing a multifaceted approach. This includes tailoring job descriptions and recruitment strategies to resonate with different age groups, offering flexible work arrangements, and fostering a culture of inclusivity and collaboration.

One tip for maintaining a balanced approach is to regularly gather feedback from employees across different generations to understand their perspectives and adapt recruitment strategies accordingly. This ensures that the recruitment process remains responsive to evolving needs and preferences.

Vit Koval, Co-Founder, Globy

Tailor Outreach and Communicate Clearly

Attracting top talent for enterprise roles means understanding what motivates different generations. We tailor our outreach to highlight what each candidate might value most. For example, Baby Boomers might appreciate stability and a strong brand name, while Gen Xers value work-life balance and flexibility. Millennials and Gen Z often seek purpose-driven missions and opportunities for growth.

The key to maintaining a balance is clear communication throughout the process. We showcase our company culture and growth opportunities for all, while ensuring the specific needs of the role are well-defined. This transparency allows candidates to self-select for positions that align with their goals, creating a win-win for both the company and the individual.

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

The post 7 Strategies for Balancing Generational Diversity in Enterprise Recruitment first appeared on Jobvite.

Yet every business requires a solid approach to recruiting and hiring. And there are tried-and-true recruitment approaches that leading enterprises use to grow and scale their companies. This guide examines these tactics and identifies how to implement them, so you can optimize your talent acquisition strategies across your enterprise. 

• What is talent acquisition?
• 10 highly effective talent acquisition strategies
• Tips for implementing talent acquisition strategies enterprise-wide

What is talent acquisition?

Before we get into the strategies, let’s review exactly what talent acquisition is and isn’t. While some people use the term interchangeably with recruitment, they’re actually different concepts. Take a look at these distinctions from Jobvite’s Guide to Recruitment and Talent Acquisition.

• Recruitment:
  • Operational process
  • Focuses on filling current vacancies
  • Involves sourcing, interviewing, and hiring candidates
  • Typically concludes once a candidate accepts an offer
  • Aimed at meeting immediate hiring needs
• Talent Acquisition:
  • Strategic process
  • Focuses on long-term human resources planning
  • Includes workforce planning, employer branding, and building talent pools
  • Often involves internal mobility and succession planning
  • Seeks to attract and nurture candidates for future needs
• Talent Acquisition and Recruitment:
  • Parts of the broader hiring process
  • Involve engaging with candidates throughout the hiring process
  • Use job descriptions and postings
  • Require candidate assessment and selection

10 highly effective talent acquisition strategies

Between the time hiring managers submit a requisition to fill a job opening and a candidate accepts an offer, your talent team identifies, engages, and advances top-tier prospects throughout the recruitment funnel by:

• Nurturing top talent from your sourcing channels
• Leveraging talent acquisition software with database and pipeline management capabilities
• Screening strong-fit candidates whose skills align with job postings
• Introducing those individuals to hiring managers through further interview rounds
• Working with the hiring team to help decide which prospects deserve offers and extending offers accordingly
• Collecting candidate feedback from interview panelists to gauge their sentiment

The following strategies complement and optimize these processes, providing your talent team with key talent analytics that can inform future strategy moves.

1. Invest in an applicant tracking system built for enterprises

Using an applicant tracking system (ATS) sets the groundwork for a strong talent acquisition strategy. After all, it allows you to track metrics, build relationships with candidates efficiently, pinpoint areas for improvement within your talent acquisition strategies, and more. 

Look for a robust solution built for enterprises with significant hiring needs. For instance, Jobvite offers a top ATS for enterprises. The Jobvite ATS is part of the Evolve Talent Acquisition Suite, empowering you to invest in and optimize important processes like:

• Recruitment marketing
• Candidate experience
• Interviewing
• DEI initiatives
• Candidate sourcing
• Analytics and reporting

Regardless of the solutions you choose, ensure that you can create custom reports, automate tasks, and collaborate with your enterprise-wide team, so you can effectively roll out and improve your talent acquisition strategies.

2. Strengthen your employer brand

Your reputation as a business and an employer can greatly impact your hiring outcomes. So, creating a compelling and distinctive employer brand is crucial for a successful talent acquisition strategy.

Your employer brand expresses what it’s like to work in your company, and should resonate with potential candidates and set the tone for their entire candidate experience. An effective employer brand includes:

• A clear mission and vision statement
• Transparency about company culture
• Competitive compensation and benefits packages
• Well-defined career paths and growth opportunities
• Positive employee testimonials and engagement

By highlighting these aspects of your employer brand on your website, social media, job boards, and other candidate touchpoints, you will make your organization more appealing to the top candidates on the market.

3. Improve your job descriptions

Clear, concise, and engaging job descriptions attract the top candidates. By focusing on the specific skill sets required for an open role and showcasing your company culture and benefits, your job postings will be more likely to resonate with the right audience.

Just ensure your job descriptions are:

• Succinct yet specific, outlining essential responsibilities and qualifications
• Fully inclusive, using positive language and tone
• Aligned with your company culture, values, and employer brand
• Feature recognizable keywords for enhanced searchability on job boards

Also, look beyond traditional job boards and explore new ways of reaching your target demographic, such as niche job boards, industry forums, and social media. Wherever you post them, your job descriptions should paint a clear picture of the overall job expectations and offer an enticing look at your company.

4. Streamline your recruitment processes

Talent acquisition and recruiting processes go hand-in-hand. With that in mind, ensure your recruitment processes complement your talent acquisition strategies in scope, approach, and quality. Try these tips to create a seamless recruitment process that enhances the candidate experience and mitigates the loss of top candidates to your competitors: 

• Leverage automation: Automate repetitive tasks, such as candidate tracking and interview scheduling, to simplify your recruitment processes.
• Collaborate with HR: Your HR department should be involved in recruitment through regular communication with department managers. Facilitate open communication channels for feedback and adjustments.
• Make your application process straightforward: Candidates expect a fast, intuitive application experience. Avoid abandoned applications by offering a good user experience and asking candidates for feedback on how you can improve.

By removing as many recruitment barriers, both for applicants and your team, as possible, you can appeal to the top candidates for your positions.

5. Secure more employee referrals

As an enterprise, you have thousands of employees who have contacts who could become potential applicants. Think about all the leads you could obtain from these connections.

That’s why leveraging employee referrals has proven to be one of the most effective talent acquisition strategies. Encourage members of your workforce to participate in your employee referral program by:

• Offering financial incentives
• Keeping the process straightforward and user-friendly
• Ensuring a positive company culture

Referral programs not only attract new hires, but also motivate current employees to participate in the hiring process, which can improve retention, loyalty, and your employer brand. Plus, they’re easy to manage with Jobvite’s Employee Referral tool.

6. Develop and nurture your talent pool

Building a strong talent pool provides a ready source of potential candidates for your talent team to engage, even when hiring is slow. Doing so can help you identify top contenders in your database for new requisitions that open up down the line.

Building this talent pool with your ATS is the first step. However, you also must actively engage with leads through targeted nurturing cadences: both personalized (check-ins with particular prospects) and semi-personalized (newsletters about brand updates to passive candidates).

By proactively engaging with and nurturing potential candidates, and informing them of job openings and company events, you can create a pipeline of talent ready to be tapped into when needed.

7. Strengthen your candidate experience

Your organization’s candidate experience is a crucial element to consider in your talent acquisition strategy. By analyzing your candidate experience, you can gauge if your hiring process is streamlined and transparent at every stage. To steadily enhance the quality of your candidate experience:

• Ensure job postings are clear, well-written, and accurately reflect the position
• Streamline application processes to mitigate candidate frustration and drop-off
• Communicate frequently to keep leads informed during the recruiting process
• Conduct respectful, transparent interviews and provide feedback afterward

Prioritizing and improving the candidate experience empowers you to not only attract top talent away from competitors, but also improve your company’s reputation and increase retention.

8. Tap into your talent analytics

Harness the power of your talent data to discover and engage potential candidates. Make data-driven decisions by using advanced analytics to:

• Understand which of your sources and nurture approaches are strongest
• Identify skill set gaps in your current workforce
• Forecast hiring needs based on projected company growth and attrition
• Uncover information about industry hiring trends through labor market reports

Measuring these metrics is vital to the success of any talent acquisition strategy. Ensure you have the correct tools to properly capture and evaluate these data points.

9. Optimize the application process for mobile

Reaching job candidates where they are is crucial, and today, many of them are on their phones. So, ensure that your job postings and application process are optimized for mobile devices. 

By making the candidate’s mobile experience seamless, you will maximize the likelihood that they will engage with your recruitment marketing content and convert from candidates into applicants. Learn from the experience of Hearth & Home Technologies (HHT) to see how a strong mobile experience for job seekers impacted candidate engagement rates. By using Jobvite’s mobile-friendly tools, they were able to:

• Understand the behaviors of their candidates using Jobvite’s Intelligent Messaging 
• Engage candidates through text, boosting candidate engagement and streamlining interview scheduling
• Increase candidate response rates by nearly 50%

10. Engage candidates from different niches

While most enterprises operate within a highly specific industry, your company should always be open to candidates from diverse backgrounds. Applicants with different worldviews can offer benefits such as:

• Fresh perspectives and innovation
• Enhanced problem-solving
• Adaptability
• Growth potential in new industries
• Opportunities for employee referrals

Broadening your background qualifications doesn’t have to happen overnight, either. As a talent acquisition strategy, this idea works best as a gradual, long-haul shift. That way, you can account for trends in your industry and within the hiring space at large and sustain long-term growth. 

Tips for implementing talent acquisition strategies enterprise-wide

Even if you feel excited about implementing these talent acquisition strategies, you might also feel some hesitation. Trying new approaches across your entire enterprise can be a time-consuming and complex endeavor. However, you can get started with these key tips for enterprises: 

• Standardize core processes: Ensure that core processes, such as feedback loop management and candidate experience cadences, are standardized across the company. 
• Allow flexibility by location and remote work: That said, it’s important to remember that different offices or remote hiring will have different priorities or processes. Work with hiring managers to ensure changes fit their unique workflows.
• Invest in an ATS and recruiting software for enterprises (like Jobvite): On an enterprise-wide level, ensure you have an optimized recruitment tech stack that aligns to your business goals and moves your business forward.
• Implement feedback loops: Every hiring team has its blind spots, which means every rollout depends on feedback. Collect feedback at all levels, so you can understand which strategies are working.
• Collaborate with related teams: Besides adjacent departments like HR, you’ll need the support of multiple teams with different functions in the company, along with executive leaders, to ensure adoption of these changes. Working with them ensures everyone is on the same page and improves the process with diverse perspectives.
• Promote internal talent mobility: Once employees have been with your enterprise for a significant period of time, they understand your company culture and have developed the necessary skills for leadership in their department. Promote internal talent mobility to mitigate sourcing demands, encourage employee skill development, and boost morale.

Get started with talent acquisition strategies

Adopting these talent acquisition strategies can help your enterprise attract and retain top candidates, leading to increased productivity, innovation, and stability. Make sure you start by investing in a streamlined hiring solution, like Jobvite, to deliver predictable hiring outcomes, create exceptional experiences, and increase recruiting capacity at scale. Schedule a demo to learn how our recruiting solutions can strengthen your talent acquisition strategy.

The post How to Improve Your Talent Acquisition Strategy: 10 Ideas first appeared on Jobvite.

Recruitment and talent acquisition occur at different times — recruitment strategies focus on quick fixes, while talent acquisition focuses on developing a longer-term approach. Both approaches are important to consider, but recruitment is more tactical, while talent acquisition is more strategic.

In this guide, we’ll review how a basic understanding of talent acquisition and recruitment can go a long way in improving your enterprise’s hiring outcomes. Here’s what we’ll cover:

• Comparing employee recruitment and talent acquisition
• Should your company recruit or acquire talent?
• How to strengthen your talent acquisition approach

Comparing employee recruitment and talent acquisition

Recruitment is reactive, focusing on filling vacancies as efficiently as possible by selecting the best-fit candidate based on job requirements and the applicant’s skill set. 

Talent acquisition, on the other hand, is an ongoing approach to finding your company’s top specialists, individual contributors, leaders, or future executives. It focuses on long-term human resources planning by investing time and resources in building relationships with potential candidates, promoting employer branding, and developing a talent pipeline for future organizational needs. This approach considers not only applicant skills and competencies but also potential fit within the company’s culture and long-term growth goals.

Let’s explore some more characteristics of talent acquisition and recruitment:

• Talent Acquisition:
  • Is a strategic process
  • Focuses on long-term human resources planning
  • Includes workforce planning, employer branding, and building talent pools
  • Often involves internal mobility and succession planning
  • Seeks to attract and nurture candidates for future needs
• Recruitment:
  • Operational process
  • Focuses on filling current vacancies
  • Involves sourcing, interviewing, and hiring candidates
  • Typically concludes once a candidate accepts an offer
  • Aimed at meeting immediate hiring needs
• Talent Acquisition and Recruitment:
  • Are part of the broader hiring process
  • Involve engaging with candidates throughout the hiring process
  • Use job descriptions and postings
  • Require candidate assessment and selection

The bottom line is, to execute a talent acquisition strategy, you need to identify, attract, and nurture potential hires proactively for future positions often before these positions become available. Niche markets, technology skills, highly specific experience, and leadership roles call for a thoughtful, long-term approach to talent acquisition, so ask yourself which positions will be difficult to fill when a vacancy or need arises. 

Should your company recruit or acquire talent?

Some professionals may believe that every company in all industries should focus on talent acquisition rather than recruitment because acquiring talent typically builds a stronger company, fosters teamwork, and boosts productivity. 

But remember, as an enterprise, you likely have extremely diverse hiring needs across your company and within certain departments, so you shouldn’t use a one-sided approach. These strategies can both be used intentionally in different circumstances. 

Here are a few questions that can help your company decide whether to prioritize recruitment or talent acquisition:

• Do we have a turnover problem? If your enterprise experiences high turnover, you can transform hiring by building a more robust talent pool through strategic talent acquisition. But if you only hire a few people each year and have low turnover, your focus is likely more on recruitment. 
• Is our industry experiencing rapid growth or innovation? As markets evolve and new skills become more important, you’ll need to adapt your hiring practices to keep up. For example, in manufacturing, a push towards green technology leads to a greater need for reskilling and hiring non-traditional backgrounds, such as environmental science.
• What is the competitive landscape for talent in our industry? If top talent is scarce in your industry, taking a long-term talent acquisition approach can help you stand out as a leading employer.
• What are our business goals? If your most pressing goals are aligned with addressing immediate needs versus long-haul growth, perhaps recruitment should be your priority. 

Whether you prioritize recruitment or talent acquisition, having a passive talent pool ready will save you time and give you a leg up on your competition. Use your applicant tracking system (ATS) to note interested applicants who aren’t the best fit right now, but could be a promising candidate in the future. Then, when it comes time to fill roles, you have easy access to people who have already expressed interest in your enterprise.

How to strengthen your talent acquisition approach

Attracting the best and brightest employees to your company is a continuous process of networking and engaging top talent. Your talent acquisition function can be one of the drivers of candidate relationship management success, allowing your company to thrive.

If you’ve been focusing on recruitment, try these tips to help your talent team zoom out and look at the big picture:

• Upgrade your HR tech stack. Invest in an applicant tracking system (ATS) and a candidate relationship management system (CRM) to nurture candidates at scale and build a robust talent pool.
• Emphasize employer branding. Is your company known for its corporate social responsibility initiatives or social culture? Play to your unique strengths, while developing a talent acquisition strategy to stand out. 
• Implement a proactive talent sourcing strategy. As previously mentioned, keeping a passive talent pool ensures you always have candidates that you can engage to influence your long-term talent strategies.
• Assess your benefits. Whether it’s implementing DEI initiatives, offering competitive compensation and benefits, or examining your internal mobility programs, understand what makes applicants want to join your enterprise and what you can implement in the long term to improve your hiring potential.

As you start putting this information together, it can be helpful to structure important information in a SWOT format. By listing your strengths, weaknesses, opportunities, and threats, you can understand the internal and external factors impacting your talent acquisition success. Take a look at this example template you can use to get started:

How to jumpstart your talent acquisition efforts

By taking a purposeful look into your enterprise’s strengths for potential candidates, you can craft a meaningful talent acquisition strategy to serve your entire organization and align to your business strategies. However, navigating such a big task can seem daunting. Don’t worry — we’re here to help you get started. 

Jobvite’s EVOLVE Talent Acquisition Framework assesses your organization’s maturity in 17 process areas across the three pillars of talent acquisition: recruitment marketing, applicant management, and talent acquisition operations. 

Our framework helps you optimize not just the process areas, but also the connection points between process areas to see real business results. Based on your current maturity level in the identified process areas, we’ll provide tailored action plans to evolve your processes, people, and technologies and track your progress.

The post Recruitment vs. Talent Acquisition: What Is the Difference? first appeared on Jobvite.

As the current year comes to a close, talent acquisition and recruitment teams are planning their strategies for the next 12 months. During this time, hiring teams and HR leaders have to tackle many tasks, including:

• Resolving issues with their recruiting and hiring processes
• Revisiting brand messaging and language in job descriptions
• Revamping their approach to building a diverse workforce
• Reconsidering what the ideal candidate profile looks like
• Reassessing their sourcing and recruitment marketing efforts

Creating a concrete action plan to improve your recruiting process and hiring results is a big, end-of-year priority. But, it’s just as vital for your business to stay on top of the latest talent acquisition trends that will impact your recruitment approach in the year ahead.

Here are five talent acquisition trends you and your leaders should know for 2024.

1) Heightened focus on data-driven recruiting and hiring strategies

• Embracing real-time analytics will empower hiring teams to work smarter and faster.

Today’s top HR leaders ensure their recruiters and hiring managers embrace a data-driven approach with technology that enables them to execute results-focused recruiting strategies.

The Employ 2023 Recruiter Nation Report found more HR decision-makers intend to follow suit in 2024. Roughly one-quarter (24%) of HR leaders will invest in analytics and reporting for their hiring teams to help them act on data tied to their recruiting speed and efficiency.

Real-time data that shows candidate status and reveals progress on core recruiting metrics, including time to fill, sourcing effectiveness, and offer acceptance, provides hiring teams with actionable insights they can use to improve their work.

Aptitude Research Founder Madeline Laurano recently noted employers must “harness the power of data and insights to chart the right course forward” for their hiring strategies.

Bottom line: Employers that don’t develop data-driven recruiting strategies in 2024 will struggle with hiring top talent, compared to companies that take advantage of analytics.

2) Optimized approach to candidate engagement and conversion

• Building relationships with candidates will be a competitive differentiator for employers.

Whether you’re emailing active job seekers who recently applied for open roles or messaging passive candidates through cold outreach on LinkedIn, you must communicate with these potential hires in a personalized manner to provide a stellar candidate experience.

In 2024, hiring teams will evaluate their talent engagement tactics and overall candidate relationship management strategy to ensure they interact with job seekers in a human way.

The Employ Recruiter Nation Report found 32% of talent teams will also adopt new candidate engagement scoring frameworks that use artificial intelligence. This is intended to help them better learn which nurture messaging resonates with job seekers.

Emailing and texting candidates to update them on their status within the hiring process is essential. Leading recruiting platforms offer automation capabilities that enable hiring teams to put most of these manual tasks on auto-pilot.

Through templated emails, recruiters can personalize messages to each job seeker in their pipeline.

It is up to human resources leaders, however, to ensure their teams are empowered to use purpose-built recruitment software, investing in technology that addresses their hiring complexity and eliminates inefficiencies tied to manual recruiting tasks.

Just remember: The best candidate engagement strategies balance creativity and persistence. Test and optimize your approach regularly using analytics to continually improve key nurture-related metrics, like the open and reply rates for your emails and text messages.

3) Greater emphasis on internal mobility and employee retention

• Businesses that prioritize career mobility will better retain top talent in the coming year.

The Recruiter Nation Report found 39% of employers will focus heavily on internal mobility in 2024.

This finding shows HR decision-makers recognize that, in a highly competitive job market, it is difficult to hire highly qualified candidates, so they must focus on retaining their existing employees.

Look for more organizations to offer career pathing for employees to prevent them from leaving the company and allow them to move into roles that challenge them and provide new learning opportunities.

This approach not only helps retain employees long term, but also alleviates the pressure on hiring teams. “Businesses need new skills at a rate faster than I’ve ever seen before, which means they need to help their employees evolve via upskilling and internal mobility,” LinkedIn VP of Talent Jennifer Shappley said in the company’s latest Global Talent Trends report.

Whether it’s providing stipends for certifications, offering mentorship programs or conducting career development training, leaders must offer employees the chance to grow their skill sets and realize their career paths within the organization to boost retention.

While sourcing external talent through job boards, social media, and other channels will remain critical to the success of any talent acquisition strategy, prioritizing internal mobility must become a major focus area in 2024.

4) Increased reliance on engagement programs to improve company culture

• Human resources will develop more dedicated employee engagement initiatives.

Many companies shifted to a hybrid workforce or entirely remote-work model in recent years. During this transition, many business leaders have evaluated the level of employee engagement for in-office and remote employees.

In 2024, creating a strong culture will be less about making the office a fun environment and more about ensuring employees — whether remote, hybrid, or in-office — feel seen and heard by colleagues and managers, know the value of their work to the business, and are set up to succeed.

To improve their diversity hiring, the Employ Recruiter Nation Report found employers plan to:

• Showcase their DEI commitment on their career site (44%)
• Write more inclusive job descriptions for job postings (38%)
• Use more diverse interview panels in their hiring efforts (27%)

Along with other recruiting and hiring process changes, these efforts by HR decision-makers and their hiring teams are intended better attract and hire more individuals from underrepresented groups and build a diverse workforce and culture in 2024 and beyond.

5) More efforts to improve employee well-being and work-life balance

• Employee wellness will be a big focus for organizations in 2024, driven by HR leaders.

Workforce burnout and fatigue are prevalent within companies of all sizes today.

To make matters worse, employee well-being was a top area business leaders struggled with most amid the pandemic. In 2024, this must be addressed head-on to improve recruitment and retention.

Recruiters have become especially weary. The Employ Recruiter Nation Report found 23% of talent specialists experienced high levels of burnout and concerns over their mental health in 2023.

It’s no surprise a focus on mental health and wellness — and being flexible to employees’ needs regarding well-being — is now vital for all companies to thrive today.

“Encourage open communication, active listening, and a non-judgmental atmosphere where employees feel comfortable sharing their concerns, both personal and professional [in 2024],” HR expert Kara Dennison wrote for Forbes. “When employees have psychological safety within work relationships, it can reduce psychological distress and enhance attitude toward work.”

Schedule a Jobvite demo today. Our team will explain how our advanced, yet easy-to-use enterprise recruitment software can help you hire smarter and faster in 2024 and beyond.

The post 5 Talent Acquisition Trends That Will Define 2024 first appeared on Jobvite.

An employer value proposition (EVP) serves two main purposes for enterprises today:

1. Employers can articulate what makes their organization great to work for. Talent acquisition and human resources teams can build a messaging framework tied to their employer brand strategy. This framework helps company leaders, hiring managers, and recruiters relay the value of joining the business to potential candidates.
2. Active and passive candidates can learn what the employer brings to the table. This often includes EVP messaging around the strong work-life balance they offer employees, the inclusive work environment they’ve carefully built, parental leave policies they’ve implemented, and flexible hybrid and/or remote work models they’ve adopted. 

The key to making the most of your employer value proposition to better attract and retain top talent is using your EVP messaging consistently in job postings and recruitment marketing collateral.

And that requires the right recruiting technology.

Why your leadership must regularly assess and improve your employer value proposition

A recent Boston Consulting Group (BCG) study found 74% of business professionals are approached by recruiters about open roles multiple times annually. Nearly two in five (39%) respondents said they’re contacted monthly by TA specialists regarding job openings.

Many workers carefully evaluate prospective employers when getting these messages. That’s because they need to know what exactly makes an organization better than others. 

“For candidates, choosing a job is a very personal decision,” BCG explained in its report. “It’s the start of an extremely impactful relationship, one that may define several … years of their lives. No wonder candidates are sensitive to ‘moments of truth,’ when employers reveal who they really are.”

Sophisticated companies use hiring downturns to review their employer value proposition. By doing so, they can ensure their EVP resonates with their ideal candidate profile. This, in turn, helps them stand out from the sizable employer crowd.

It also makes it easier for their recruiters to reinforce their talent pools with applicants and sourced candidates who may fit within open roles company-wide.

How your employer value proposition affects your company’s talent attraction and retention efforts

Your HR team likely sends quarterly employee Net Promoter Score (eNPS) surveys to your workforce. These polls provide insight into their feelings about their roles and the company at large.

Adding survey questions about what specific changes employees would like to see made across the company can inform leaders of perceived strengths and areas for improvement.

Findings from these additional survey Qs can then be used to make data-backed changes throughout the company and positively impact C-level leaders, managers, and recruiters.

Leaders can boost employee satisfaction and retention

Companies with strong cultures “communicate their vision with authenticity and simplicity,” business expert and author Jason Randall recently wrote for Forbes. They also “show gratitude and appreciation to employees, and not just by writing checks,” he added.

These traits, along with including employees in daily decision-making and factoring in their feedback into team planning, lead to greater retention rates and workforce satisfaction.

More to the point, employee insights provide a company culture enhancement roadmap for them.

These leaders can collaborate to strengthen the work environment. They can also work to give employees more chances to grow internally and help transform the business into a force for good.

Here are some popular advancements that can lead to happier, more productive workers who will likely want to stay at your business long term and a stronger employer value proposition:

• Implementation of new diversity and inclusion initiatives to show a commitment to DEI
• A focus on corporate social responsibility, including philanthropic and charitable work
• The creation of employee resource groups to create a safe and welcoming workplace
• Prioritization of career development programs to provide clear internal mobility paths

This last improvement is especially important. Mercer Workforce Sciences Institute Sr. Partner and Founder Haig Nalbantian told HR Executive that a well-planned career mobility program can improve employee output and sentiment, lower workforce turnover, and lead to a better EVP.

“Employees respond more to what I call ‘career rewards’ — the tangible and intangible value that accrues to employees over time — than to the here and now of pay and benefits,” said Haig. “Strengthening motivation can lead to higher productivity and business performance.”

That’s a win-win for your business and workforce — and a great way to augment your EVP.

Talent acquisition can more effectively attract qualified candidates

A clear employer value proposition can elevate your talent acquisition effectiveness just as much as it can increase your retention efforts. You need two things to properly leverage your EVP throughout the recruiting lifecycle and get more qualified candidates into your pipeline:

1. A well-coordinated employer brand messaging framework
2. An applicant tracking system with candidate relationship management (CRM) capabilities

The top ATS software for large companies acts as a unified, single source of hiring truth. This centralized solution helps recruiters promote your employer brand publicly in a unified, scalable way.

Consider Jobvite.

Talent teams use features like Intelligent Messaging to connect with candidates effortlessly. They also leverage Recruitment Marketing capabilities to set up personalized, automated nurture campaigns to prospects of interest to meet those candidates where they are.

This targeted candidate engagement approach helps Jobvite customers test different EVP messaging over time. These tests can then help them steadily improve funnel conversions. 

“Using smart and integrated recruiting and talent acquisition solutions to nurture relationships will ultimately show candidates that they are valued and appreciated and create a pipeline of talent for current and future hiring needs,” Employ CEO Pete Lamson recently wrote for SmartBrief.

Learn how Jobvite’s leading talent acquisition technology can streamline your recruiting process and help you hire high-quality candidates at scale. Schedule a demo today.

The post How Your Employer Value Proposition Impacts Your Hiring first appeared on Jobvite.