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.

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.

Jobvite’s latest guide, The Enterprise Guide to Talent Acquisition, can help you and your team learn how to tackle the biggest challenges your organization faces, improve overall candidate quality, and drive hiring efficiencies across your recruiting function. This comprehensive guide examines three key strategies for improving recruiting outcomes in enterprise organizations: 

• Pursuing Scalability as a Strategic Advantage
• Focusing on Technology and Process Prioritization
• Consistently Improving Recruiting Outcomes

The Enterprise Guide to Talent Acquisition examines these three areas in depth and highlights how other talent acquisition leaders and professionals use purpose-built recruiting strategies and technologies to improve their recruiting outcomes. Here’s a sneak peek of what’s inside:

Pursuing Scalability as a Strategic Advantage

The ability to scale hiring up or down is crucial for navigating rough hiring terrain, no matter the size or complexity of the organization. But for enterprise companies, a scalable recruiting strategy allows hiring teams to analyze and optimize their recruiting processes, evaluate and improve on key recruiting metrics, shorten the hiring process to fill roles quicker with qualified talent, and easily adjust to changes in the job market to meet candidates where they are.

Scalability is necessary to remain competitive in winning over top talent. While growth brings its own challenges, it’s essential to focus on how you can scale hiring as a strategic advantage. Recruiters and talent acquisition teams should leverage the following advice to take action and improve the versatility of their recruiting function: 

#1: Review Current Recruiting Processes

Talent teams seeking enhanced scalability should start by analyzing and optimizing their current recruiting processes. This includes identifying gaps, streamlining workflows, and leveraging technology to improve efficiency. 

In an enterprise with complex workflows, hiring in multiple geographies or locations, or looking to fill a high volume of positions, speed is critical. It’s vital to ensure that no time is wasted on tedious tasks garnering minimal results or disparate hiring efforts that lead to greater inefficiencies. 

Organizations should ensure they are using recruiting tools that seamlessly integrate multiple parts of the talent acquisition lifecycle. For example, make sure the applicant tracking system works in lock-step with a candidate relationship management (CRM) system to build a robust talent pipeline that nurtures and grows relationships with candidates. 

#2: Measure Key Recruiting Metrics

To effectively scale recruiting, hiring teams must also identify and track key metrics to understand where they are performing well and where they can improve. Below are examples of metrics that are essential to measure the success of the talent acquisition function. 

Cost per Hire is the total expense incurred to fill a job opening. It includes advertising costs, recruiting fees, travel expenses, time required for sourcing, screening, interviewing, and onboarding, and any other associated costs. Tracking this metric is essential as it allows companies to measure the cost-effectiveness of their recruitment strategies and identify what is working and what is not. By focusing on keeping recruiting costs down, hiring teams can save money and invest those resources elsewhere, maximizing their budget for recruitment and retention efforts.

Time to Fill is the length of time it takes for a job opening to be filled, from posting the job and interviewing to hiring an applicant. Tracking this metric is crucial because a longer time to fill can lead to lost productivity, increased costs, and even potential business disruption. When jobs remain unfilled for prolonged periods, workloads tend to pile up, creating bottlenecks that impede the company’s growth. A shorter time to fill allows recruiters to move quickly, attracting top talent before they take other job offers.

Quality of Hire measures the impact or value a new hire brings to an organization. Focusing on the quality of hire is a priority for many organizations, with 61% of HR decision makers and recruiters saying it is their top priority in recruiting.

Yet, quality of hire can be one of the most difficult metrics to measure. Common ways to measure it can include pre-hire candidate assessments, hiring manager satisfaction, new hire attrition, job performance, turnover rates, time to productivity,  employee engagement, and cultural fit. 

Candidate Experience is the overall impression that candidates have of an organization’s recruitment process. It pertains to the level of satisfaction or dissatisfaction that candidates feel throughout the hiring process, and it is crucial to track because it impacts the company’s reputation. 

Candidates with a positive experience are more likely to advocate for the company to their professional network, friends, and family. On the other hand, poor candidate experience can lead to negative online reviews, damaged company reputation, and difficulties retaining current employees. 

Download the Complete Guide

Ready to get moving? The Enterprise Guide to Talent Acquisition provides even more insights and strategies for recruiting success. It’s a must-read for talent acquisition leaders looking to stay ahead of the competition and improve their overall quality of hires.

Download the guide today to start improving your recruiting outcomes. With Jobvite’s guidance, you can optimize your recruiting strategy and attract the top talent you need to succeed.

And if you’re ready to take the next step, then take time to see Jobvite in action by watching this product tour.

The post How to Prioritize Hiring Quality and Speed 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.

The competition for top talent is fierce, and hiring the wrong person can be costly. As the market becomes more competitive, businesses need to step up their game to attract top talent before other competitors do. That’s why it’s crucial to make recruiting efficiency a priority in your business.

By implementing these strategies, your enterprise can streamline the recruitment process, save time and resources, and ultimately secure the most qualified candidates for your organization. Let’s dive in and explore how you can make recruiting efficiency a top priority for your organization.

#1: Measure Vital Recruiting Metrics

To begin, it is essential to gather recruiting data that reveals where you can make improvements to your recruiting process. Metrics across the entire talent pipeline are valuable for revealing where your highest-quality hires come from and how well they convert across the recruiting funnel. By tracking your metrics over time, you can also identify bottlenecks in the hiring process and make necessary adjustments. 

Candidate experience is another important area to consider. By measuring the level of satisfaction among candidates, you can identify how you should improve candidate nurture and outreach to better convert candidates into applicants. 

Collecting data to understand hiring efficiency is essential for businesses to remain competitive in today’s job market. However, metrics alone aren’t enough to make a difference in speeding your time to hire. You have to synthesize the data and determine where you can shorten areas of the process to make efficiency a priority. 

#2: Analyze the Data

Now that you have the data, it’s time to drill down on what it means for improving your hiring process efficiency. By analyzing the data, your enterprise can, for example, identify specific stages where the most candidates drop out of the hiring process.

Is it after visiting your career site? Before they apply for a role? While applying for the position? During the interview process? This analysis can help organizations focus on steps to enhance the candidate experience and reduce the chances of losing qualified candidates to other companies.

Companies should also evaluate the sources that they use to post job listings. Some sources may repeatedly attract low-quality candidates, leading to wasted time and resources. Analyzing the sources and shifting to more effective channels can help businesses attract higher-quality candidates.

Finally, take a look at what the data says about your overall interview process. The process should be designed to identify the most qualified candidates quickly, while ensuring that they have a positive experience. If there are unnecessary hurdles, it may be time to make some changes, which brings us to the next step.

#3: Augment and Adjust

Once you have identified some pain points in your recruiting processes, it’s time to implement changes that will improve the speed of the process. For example, now may be the time to adjust your budget to the channels that yield higher-quality candidates.

Another area that you could be losing candidates is requiring them to fill out the same fields in the online application that are already contained in their resume. This duplicated data entry is a real frustration for candidates. Look for a recruitment technology partner that can quickly and effectively ingest the resume and make the application process 10 minutes or less. 

If you notice a lengthy interview process slowing down your time to hire, it may be beneficial to create a set list of questions for interviews, designate interviewees, and require feedback from the hiring panel in your platform within a specific time frame. This helps ensure that the hiring process is consistent, and all candidates are evaluated on the same criteria. 

#4: Rinse and Repeat

Keeping a pulse on your recruitment data helps you identify areas where you can make improvements in the hiring process, such as where potential bottlenecks exist and what needs to be done to eliminate them. However, it’s not enough to gather data and make changes once. 

The key to making recruitment efficiency a priority is to continue to analyze and augment your hiring processes based on new data insights. This means that you should continuously measure and analyze your data to identify new pain points and make ongoing adjustments. 

The good news is that technology has made it easier than ever to analyze recruitment data. With the right talent acquisition technology, like the Evolve Talent Acquisition Suite, you can track every stage of the recruitment process, from applications to interviews to hiring decisions, streamline tasks, and bolster your recruiting efficiency. 

Making recruitment efficiency a priority in your organization requires ongoing effort and analysis. By continuing to measure and analyze your data, you can ensure that your recruitment process is as efficient as possible. 

This, in turn, leads to higher-quality candidates, higher retention rates, and new hires who contribute to the growth and success of your organization. Now is the best time to make recruitment efficiency a priority in your business and invest the time and resources necessary to make it a success.

Ready to make recruiting efficiency a priority in your organization? Learn how Jobvite’s enterprise recruitment solution can help you track key metrics and improve the speed of your hiring process. Schedule a demo of our Evolve Talent Acquisition Suite today.

The post How to Make Recruiting Efficiency a Priority in Your Enterprise first appeared on Jobvite.

Your recruitment strategy must adapt to changing conditions — from new business goals and headcount needs to economic uncertainty and competition for qualified candidates. The good news is there is a blueprint your enterprise talent acquisition team can use to navigate these shifts and hire top talent quickly and at scale.

Building a more effective recruitment strategy: 8 ways to improve your hiring process

Here are eight tips to strengthen your recruitment strategies and boost hiring performance.

1) Audit your recruiting people, processes, and technology

Your people, processes, and technology impact the success of your enterprise.

Human resources expert Josh Bersin indicates investing in the right hiring solutions is the first step to improve your people, processes, and technology. However, you shouldn’t empower your talent acquisition function with just any tools.

Training recruiters to use your applicant tracking system and recruitment marketing platform to source, nurture, engage, and analyze candidates will set them up for success.

Consider Holland America Group Director of Talent Acquisition Jim D’Amico, who recently told SHRM he wants to enable his TA team to build stronger connections with potential candidates.

“That means development training for my leaders, technology training for my recruiters, and conferences for my team, to take them to that next level [with our recruitment strategy],” said Jim.

2) Modernize your enterprise talent acquisition tech stack

Can your recruiters and hiring managers easily access candidate profiles in your ATS? Do you have artificial intelligence and automation capabilities that eliminate manual labor? Do your current TA tools support your high-volume hiring? Is your recruiting data centralized and easily accessible?

If the answer is no to these questions, your technology stack requires attention.

The best way to address these issues is to invest in a single solution, like the Evolve Talent Acquisition Suite from Jobvite, so your hiring team can collaborate across the entire recruiting lifecycle and streamline hiring tasks.

For example, Apex Group improved hiring team collaboration by investing in Jobvite recruiting technology. The Evolve Talent Acquisition Suite enables talent specialists and hiring managers at Apex to work from a centralized platform that provides real-time recruiting funnel insights and hiring performance data.

“Jobvite is a true single source of truth … and helps us easily track performance over time,” said Apex Group Global Talent Acquisition Projects and Programme Lead Teodora Rebic. “Connecting with hiring managers right in the system to show our pipeline efforts is invaluable.”

3) Refresh your employer branding and recruitment marketing

These two parts of your recruitment strategy go hand in hand.

First, add your employer brand messaging in job postings, your career page, on social media profiles, and other owned and external digital properties where potential candidates may find you.

By doing so, you ensure consistency with how you present your employer brand externally. And you can better compel job seekers to apply because they learn what it’s like to work in your company.

Given its importance to your recruitment strategy, employer branding deserves your attention.

Next, ensure your targeted recruitment marketing campaigns reach the right passive candidates.

Test different advertising filters, like those for experience and professional interests, in your LinkedIn job ads to connect with passive candidates whose skills and expertise align with open roles.

Send personalized messages to candidates on other career communities whose expertise matches the job role. Gauge their interest in your company and the position with recruitment messaging that features your employer brand.

4) Assess and improve your candidate sourcing and nurturing

Employ CEO Pete Lamson notes that in addition to driving a high volume of candidates, you must also focus on attracting and engaging qualified candidates.

While there may be “more candidate flow than there was previously, having the right volume of candidate quality remains mission critical for recruiters,” Pete recently told SHRM.

With Jobvite candidate relationship management system, you can use AI-powered candidate matching to get recommendations for top talent already in your database to engage for open roles. From here, you can send personalized messages to individual candidates or groups of candidates.

Over time, you can see which types of email subject lines, SMS communications, and other engagement-related elements help you move more qualified candidates into your pipeline.

5) Build an employee referral program to get bonus candidates

The Employ Recruiter Nation Report found employee referrals are the fourth-most-valuable sourcing avenue for employers, with 13% of HR decision makers citing the channel as the best place to find high-quality candidates.

Your sourcers and recruitment marketers may add the most candidates to your talent tool, but an employee referral program can provide your talent acquisition team with premium candidates too.

Samtec recruiters are notified the moment a new referral comes in, and dedicated profiles are created for referred candidates. Meanwhile, employees who refer job seekers are updated as their referrals advance in the interview process. And all without the need for any manual work.

“From employees being able to seamlessly share application invitations within the platform to integrations with LinkedIn and Indeed, Jobvite allows us to enhance and support the work we already do and focus on growing our team through the networks of our employees,” said Samtec Compliance Coordinator and ATS Systems Administrator Michael Townsend.

6) Streamline the interview process and eliminate bottlenecks

When candidate encounter inconsistent communication and bottlenecks in the interview process, they may exit the hiring process altogether. That means your enterprise may miss out on high performers, simply because of interviewing challenges.

You can prevent future candidate drop-off by keeping active candidates apprised of their status and your decision-making timeline throughout the process.

“After investing time and effort into crafting tailored resumes and cover letters, preparing for interviews, and building hope, being met with sudden silence from a recruiter can be deeply discouraging,” HR professional Scott Sparks recently wrote.

A quick email or call is all it takes to keep top talent informed and interested in joining your business.

As for bottlenecks, analyze your interviewing data to identify any stages that take longer than average. See what differentiates those stages, and pare down the complexity of those stages or eliminate them altogether to speed up your hiring.

7) Analyze recent recruiting efforts and make data-backed changes

There are two main facets of your recruitment strategy your talent team should analyze frequently:  

1. Speed: Commonly tracked speed-related metrics include average time to hire by role, team, and location, and how long it takes the hiring team to provide feedback.
2. Quality: Tracking the effectiveness of sourcing and nurturing based on application rates, engagement rates, hiring manager satisfaction, and employee retention is critical for measuring candidate quality.

The more you assess and act on these metrics, the more easily you can improve in both areas. And the best technology that enables in-depth hiring analysis is a talent acquisition suite like Jobvite.

Former GroupM Talent Manager Jennifer Gabrielle-Chapman said the company used the native reporting and analytics in Jobvite to gain greater visibility into their recruiting speed and hiring quality.

“[We would] pull weekly data reports [in Jobvite] showing the activity across our operating companies, resource management within our talent team, be ahead of the curve for seasonal peaks and troughs, placement data and hires closed off in each week — the list goes on,” said Jennifer.

Actionable analytics are invaluable to the success of your recruitment strategy. All you need is a data-driven mindset and accessible insights into core metrics to elevate your hiring performance.

8) Think globally, not locally, to address critical hiring needs

When it comes to your candidate pool, you must look beyond your office locations to fill open roles. You will miss out on a large pool of qualified candidates by ignoring international job seekers.

“If you want to go after the best talent, then you have to go for a global recruiting strategy and not just a local one,” Robert Kelley, Professor of Management at Carnegie Mellon University’s Tepper School of Business, recently told HR Executive.

Jobvite ensures that workforces spread across different countries and locales can streamline their hiring and tailor processes required to hire talent — no matter where they are.

Building more effective recruitment strategies to attract top talent requires the right enterprise recruiting technology. Book a Jobvite Evolve Talent Acquisition Suite demo today.

The post 8 Tips to Turbocharge Your Recruitment Strategy first appeared on Jobvite.

It can be overwhelming for enterprise talent acquisition teams to research the numerous types of recruitment tools on the market and determine which ones merit investment today.

Arguably the two most important questions TA teams must ask when evaluating tech options are:

1. What facet(s) of our daily recruiting and hiring efforts would X tool enhance/streamline?
2. Can X tool directly (and seamlessly) integrate with our team’s applicant tracking system?

It should be fairly easy to discern if a given recruiting tool can solve for a particular talent acquisition activity (e.g., sourcing passive candidates more effectively, syncing data with an HRIS).

And if you have an advanced ATS like Jobvite, chances are any popular tech you want to connect to our enterprise hiring software is a part of our expansive recruitment tool marketplace, which features dozens of industry-leading solutions used by today’s top talent teams.

Recruitment tools that can transform your talent strategy: 8 Jobvite partners to know

We could list a 100-plus recruitment tools below that can help transform your talent strategy for the better (e.g., ones that can help you improve your employer branding, write inclusive job descriptions, post to niche job boards universally, promote job openings via targeted ads).

For the sake of brevity, though (and to highlight some of the most widely used partners in the Jobvite Marketplace) here are eight helpful recruiting tools we think you should know about — a mix of well-established platforms and newer hiring-centric solutions.

1) ADP

We’ll call this a post-recruitment tool. The Jobvite Connector for ADP Workforce Now® enables talent teams to seamlessly sync new-hire data directly into their HR colleagues’ ADP instance.

This direct connection ensures human resources has all historical records associated with new employees sent directly to ADP, in turn reducing the risk for manual data entry issues.

Specifically, all available info tied to hired candidates in Jobvite is automatically sent to the New Hire Wizard in ADP once prospects are officially designated as new hires in our ATS.

2) UKG

It’s not just ADP that Jobvite has a direct connection with. We also integrate with UKG Pro to simplify the initiation of the onboarding process for hired candidates and ensure data across the entire talent acquisition lifecycle syncs into the HCM to provide HR with a holistic view of employees.

The transition from offer acceptance to new-hire orientation is simplified and streamlined, thanks to this built-in connection with our ATS. The bonus benefit? Enhanced collaboration between TA and HR means they can both contribute to a positive candidate experience for new staff members.

3) Bryq

Utilization of artificial intelligence tools continues to rise at enterprise talent acquisition teams.

While AI will never replace the human component of hiring (i.e., building relationships with potential candidates), it’s still an increasingly critical component to employers’ hiring success.

One particular AI-centric recruitment tool Jobvite customers leverage is Bryq.

The talent intelligence platform helps TA teams with both our solutions to blend their hiring analytics and use those merged insights to reduce bias in their recruitment process, determine prospects’ company culture fit, and — ultimately — make data-backed hiring decisions (both in terms of external, new-new talent and in-house candidates to consider for internal mobility options).

4) Criteria

Another popular data-driven recruitment tool many TA teams with Jobvite utilize in their day-to-day is Criteria, an assessment platform that empowers hiring stakeholders to make evidence-based, bias-free decisions across their entire recruitment strategy (i.e., in each hiring funnel stage).

Jobvite users can deliver Criteria assessments to candidates of interest right from our recruitment software, than have results from those tests sent to candidates’ dedicated Jobvite profiles so recruiters and hiring managers so they can review answers and provide any feedback.

5) Verified First

Background screening is obviously an essential component of any enterprise hiring process today. That’s why so many Jobvite users take advantage of our Verified First connection.

The renowned pre-employment screening provider helps HR pros easily conduct background checks on job applicants and sourced candidates who make it to the final recruiting stages.

This one-click integration helps our joint customers request checks and review findings without ever having to leave Jobvite. Once completed, all results data is passed over to Jobvite, and updated profile data from our ATS is is sent to Verified First — a seamless process that automates a once-arduous task for HR and TA teams and a reduces the potential for compliance errors.

6) Paychex

Payroll management may not be top of mind for your talent team. That said, you can set your HR department up for success with getting new employees set up with direct deposits.

The Jobvite-Paychex Flex integration ensures employers can drive efficiency by transferring all new-hire details directly into the latter platform. The primary pro of this connection? Human resources can simplify and streamline one of their most laborious administrative payroll setup tasks and ensure they have clean, de-duped profiles for all new employees added to their Paychex account.

7) JobTarget

Large-scale orgs with a national or international presence need to be able to publish job postings on boards and career communities where they know they’ll attract the right kind of candidates (i.e., those who live near one of their office locations and have role-specific skills and experience).

The JobTarget integration with Jobvite enables talent specialists to implement programmatic advertising campaigns that help get their open roles on the most appropriate job sites, based on pre-defined hiring criteria tied to geography, industry, and types of positions that are open.

JobTarget’s automation capabilities ensure job ads are promoted only in digital locales that match our customers’ search-related preferences. Applicants generated via these listings then sync into Jobvite automatically, and recruiters can see which specific sourcing channels performed best.

8) Largely

Employee testimonials are quite a powerful recruitment tool, of sorts, in modern talent acquisition.

Getting existing members of your workforce to share what it’s like to work for your company, their individual and team successes, and how they’ve advanced their careers can prove to be a compelling piece of recruitment marketing collateral that helps TA convert top talent more effectively.

Using the Largely integration with Jobvite, our customers can share the most pertinent and persuasive messaging with prospects that compels them to learn more about open roles.

Largely allows recruiters to crowdsource multimedia-centric testimonials from current staff members. These internal endorsements of the business can then be sent to Jobvite, where TA specialists can incorporate them in targeted nurtures to candidates and even published to the career site.

Speak with our team to learn more about our ATS and the dozens of premier recruitment tools you can connect to our award-winning hiring software. Schedule a demo today.

The post Must-Have Recruitment Tools for Your TA Tech Stack first appeared on Jobvite.

Your talent acquisition team, like many others at enterprises worldwide, undoubtedly tracks an array of critical recruitment metrics that provide insight into each stage of the recruitment funnel.

But, if your TA leader doesn’t assign specific key performance indicators (KPIs) tied to each metric — both at the individual recruiter level and for the overall recruiting org — it becomes quite difficult to attribute successes and identify areas for improvement with your hiring efforts.

Some large-scale employers use various analytics tools to track their pipeline performance.

Leading enterprises, however, rely on advanced ATS software with native talent analytics to keep tabs on data points tied to their recruitment speed, efficiency, and quality — and enable talent leaders to designate distinct KPIs that can help them track progress over time.

Enterprise recruiting KPIs you can assign and track with a leading applicant tracking system

Your recruitment team is not solely responsible for the success of your hiring process.

Other decision-makers across your org certainly impact your company’s ability to onboard top talent and keep your business moving in the right direction headcount- and growth-wise.

That makes it paramount to report on every aspect of your day-to-day recruitment process and long-term recruitment strategy so you can see if your talent specialists are making headway from one week, month, and quarter to the next with assigned requisitions.

So, if you need advice on what KPIs are worth setting for your recruiters — tied to every stage of your funnel: from the application process, to the candidate experience provided — you’ve come to the right place. Here are 20 specific, quantifiable goals you can set.

Top-of-funnel recruiting KPIs

1) Career site/job board engagement

Well-branded and search-optimized career sites and job postings are your TA team’s path to attracting more active job seekers, getting them to learn more about your business via other “About Us” pages, and converting many of them into new applicants you can engage for open roles.

2) Application completion rate

This obviously goes hand-in-hand with the above recruitment KPI. Another way you can get more prospects who land on one of your listings to click “Submit” is to make their application experience a quick and seamless one. (Hint: Don’t require them to log in just to apply for a position.)

3) Sourcing channel quality

Based on their recruiting experiences, your talent specialists (at least your veteran ones) certainly know which sourcing avenues lead to a high quantity and quality of candidates. Doubling down on proven channels and eliminating use of poor-performing ones is the key to achieving this KPI.

4) Nurture engagement rate

Whether you rely on email, SMS, or both candidate communication approaches, you can only bolster your engagement with prospects by routinely reviewing data tied to your outreach efforts — something an advanced ATS with built-in, easy-to-parse talent analytics can help you with.

5) Passive candidate quantity

Just as you want to ensure your sourcing efforts help augment your talent pool with the target number of applicants, you also need to focus on the quality of those passive prospects.

This can best be accomplished through lookbacks at past hiring cycles to see where top candidates (i.e., those who advance far into the recruiting process and are hired) come from source-wise.

6) Diversity sourcing and engagement

Building a diverse workforce is (rightfully) an ongoing endeavor for today’s enterprises.

Monitor your recruiters’ sourcing efforts to make sure they add members from historically underrepresented groups. That means turning to channels that generate applicants and passive prospects of different genders, gender identities, races, ages, and backgrounds.

Middle-of-funnel recruiting KPIs

7) Screen-to-interview ratio

There’s no “right” percentage of shortlisted candidates your recruiters should present to hiring managers after phone or Zoom screens. However, speaking with each hiring manager to understand the average number of leads they prefer to evaluate post-screening process needs to be taken into consideration by your sourcers to ensure hiring managers have several strong options to assess.

8) Interview speed/efficiency

Speed remains the name of the game in TA today. Continually driving down the amount of time your team takes to finish interviewing processes with top talent of interest is essential to closing requisitions in a timely manner — and boosting hiring manager satisfaction.

9) Time to provide feedback

Your talent team can only somewhat control “time to feedback.” That’s because some interviewers take their time to scrutinize candidate profiles, resumes, and related interview notes.

But, your recruiters can (and should) nudge them immediately after each interview to note they need HMs’ comments and scorecards ASAP to keep the candidates in question interested — and advance agreed-upon prospects of interest quickly into the offer extension phase.

10) Candidate selection speed

Speaking of candidate selection, it essentially comes down to your hiring managers who own specific reqs as to which individuals they think merit offers. As with feedback, ensure your TA team reminds HMs you need their choices (first, second, and third) so they can plan offer letters accordingly.

11) Hiring manager satisfaction

As mentioned, making each hiring manager happy with your team’s recruitment efforts is something that can go a long way in showing you’re putting in full effort to fill their job openings in a speedy and efficient manner. One of the best ways to satisfy HMs’ hiring needs? Have your recruiters speak with them at length about specific skills, experience levels, and other traits they prefer in new hires.

Bottom-of-funnel recruiting KPIs

12) Time to hire

This one’s a fairly obvious recruitment KPI your team should focus on improving. Regardless, you need to use your talent acquisition tech of choice to track the typical number of days it takes from the moment your team is assigned a new req to when they get a signed offer letter.

13) Cost per hire

Your executive team is always bottom-line focused. That means their attention is constantly centered on both profitability and revenue as well as business expenditures — including what your team spends to attract active and passive job seekers.

Keep a close eye on your TA budget, and ensure each recruiter (or your recruitment marketing manager, if you have one who owns all paid postings) knows what they have available to them each month and quarter — and not to go a dollar over.

14) Offer acceptance rate

You can’t force a candidate to agree to join your company. But, your talent team can liaise with hiring managers to collectively make compelling pitches to final-stage prospects. Only through this coordination — and regular iteration and optimization of their offer process — can recruiters and hiring managers continually get more high-quality candidates to sign on the (digital) dotted line.

15) Candidate Net Promoter Score (NPS)

Post-recruiting-cycle surveys sent to each candidate allows them to answer a handful of questions about their experience with your hiring team and rate your recruiting process at large. It’s simple: The higher the score, the better. You can start with modest targets (e.g., a quarterly improvement of 2-3 points). If the cNPS remains static or falls further, you can increase that goal as needed.

Discover how today’s top talent acquisition teams use the native analytics in our ATS to achieve their recruitment KPIs — and how your TA org can do the same. Get a demo today.

The post 15 Recruiting KPIs to Assign to Your Talent Acquisition Team first appeared on Jobvite.

Evolve and adapt. Without regular assessment and constant optimization of your full-cycle recruiting process, you and your talent acquisition team won’t be able to minimize the person hours and resources spent on filling open roles and closing requisitions in an increasingly efficient manner.

It’s not just on your TA team to routinely make progress in terms of improving each part of its recruiting process, of course. It’s a twofold approach, really, to ensure your hiring team at large can consistently identify, engage, and convert your ideal candidate in a predictable and scalable way:

1. Your talent leader and operations manager need to have a constant eye on your recruitment analytics so they can share actionable insights with and recommend changes to each recruiter.
2. Once they have said data and suggestions, your recruiters and hiring managers can ensure each subsequent recruitment cycle (ones tied to future reqs) is faster and more efficient than the last.

In other words? Elevating the quality of your full-cycle recruiting is a true team effort — and a process that has many moving parts. Here’s how you can enhance your TA efforts in the long run.

Benefits of full-cycle recruiting

As with any business endeavor or initiative, there are pros and cons of full life cycle recruiting.

That said, the only “downsides” (if you can even call them that) of this talent acquisition method is not being able to keep up with hiring demand, due to insufficient in-house recruiting headcount, budget, and/or resources. Of course, that’s likely not a problem for enterprise TA teams like yours.

With that in mind, here are the (many) pros of implementing the popular recruitment approach.

A better-run recruiting cycle and hiring process

A well-coordinated full-cycle recruiting process fills open positions more quickly. Plain and simple.

By proactively building relationships with passive and active candidates across multiple channels (social media, job boards, etc.) and using data to assess and improve their efforts to execute standard TA tasks (nurturing top talent via email and/or text, conducting interviews and background checks), recruiters increase their chances of discovering qualified candidates.

This ensures hiring managers always have a sufficient pool of premier prospects to choose from. In turn, this reduces delays in filling job vacancies on their teams due to a lack of talent to engage.

A concerted team focus on candidate experience

When all hiring stakeholders know their distinct function within the full-cycle recruiting process, every part of it runs smoothly. Equally as important, though, it also ensures job seekers your team engages for openings have an enjoyable experience. (Something not all enterprise employers prioritize today.)

From the moment an active job seeker applies for an open role or sourced prospects engages with your nurture messaging, to when said candidate accepts a job offer (or otherwise sees their respective recruitment journey end), their experience with your hiring team must remain top of mind.

By doing so, your TA team can help alleviate any anxiety they might feel when speaking with your team regarding the role and ensure that, whatever the outcome, their content with their experience interacting with your recruiting staff, hiring managers, and other interview panelists is a fond one.

Streamlined, end-to-end recruitment operations

Arguably the biggest benefit of full-cycle recruiting is being able to tackle each TA task in a highly organized manner — and use data tied to your hiring team’s collective efforts after to “upgrade” hiring operations each requisition is closed (i.e., post-recruitment cycle, when a new hire is made.)

Improving your full-cycle recruiting process

Establishing a dedicated talent acquisition approach is one thing. But, it’s equally essential to keep your full-cycle recruiting process running smoothly. That means abiding by FCR best practices.

Here are four specific ways you can systematically strengthen your end-to-end recruitment efforts.

1) Pay close attention to the candidate journey

A critical aspect of attracting and hiring exceptional candidates is the ever-important candidate journey. This encompasses every interaction a potential hire has with your business early on.

From the initial discovery of a role, all the way to receiving an offer letter. (Or getting passed on.)

To refresh your recruiting process and enhance the candidate experience, start by examining your org’s online presence, application process (and ease), and structured interview procedures.

• What areas of your recruiting cycle can be improved (or even sped up)?
• Are you keeping leads informed and engaged during the hiring process?
• Do your job postings reflect your company values, culture, and mission? 

Evaluating and improving these aspects will lead to a more seamless and enjoyable journey for potential hires, further enhancing your company’s reputation and appeal.

2) Use analytics to make data-backed decisions

Data-driven decision-making is a key component of effective recruiting strategies. By utilizing analytics and data points in your recruitment process, you can gain valuable insights into your talent acquisition outcomes, identify trends, and make data-backed decisions to improve your approach.

Similarly, ensure your entire recruiting staff and TA team members evaluate the right set of recruitment metrics to gauge your success (and pinpoint areas for improvement) over time.

This can include tracking candidate source performance, time to fill, quality of hire, applicant conversion rates, and more. By combining data and creative problem-solving, you’ll be able to make informed decisions to continually refine your ways of working and better your results.

3) Keep your org’s DEI hiring objectives top of mind

Consider diversity and inclusion when refining your FCR process. To make strides in this facet of your TA strategy, investigate your company’s current diversity hiring practices and bias mitigation efforts.

Are you partnering with diverse job boards and networking groups to advertise active and upcoming roles? How about utilizing candidate assessment methods that minimize recruiting biases, such as implementing blind hiring techniques or providing standardized interviews? 

That way, you’ll more naturally attract a diverse range of talented candidates. Both active diverse job seekers and passive candidates of various backgrounds who express interest in job openings.

4) Gauge the effectiveness of your employer branding

Your employer branding is crucial for attracting top candidates and retaining talented employees. A strong employer brand helps potential hires understand the unique selling points of working for your company beyond just the job description and salary.

To optimize your employer brand, assess your current branding efforts and identify opportunities to create a more authentic and appealing narrative. Take the time to highlight the various facets of your company culture, values, and employee benefits.

Utilize social media and online platforms to showcase success stories, team achievements, and life behind the scenes. By refreshing your employer branding, you’ll be able to attract quality candidates that better align with your company values.

By adapting and evolving your full-cycle recruiting processes over time, you can help your org attract and retain top candidates, leading to increased productivity, innovation, and stability.

Find out how Jobvite can help you thrive in today’s hiring landscape. Schedule a demo to learn how our ATS can elevate the quality of your talent acquisition strategy.

The post Refreshing Your Full-Cycle Recruiting Process: A Guide first appeared on Jobvite.