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.

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

What Is Recruitment Marketing?

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

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

Three Vital Components of Recruitment Marketing

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

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

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

Leveraging Technology in Recruitment Marketing

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

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

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

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

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

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

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

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.

To understand the perspectives of job seekers in this complex market, Employ conducted its annual survey of U.S. workers, exploring job satisfaction, career motivations, preferences for workplace flexibility, experiences during the job search process, and recruiter-candidate interactions.

The 2024 Employ Job Seeker Nation Report, conducted in partnership with Zogby Analytics, surveyed more than 1,500 U.S. workers in April 2024, and the results may surprise or even alarm employers.

The survey found that while 79% of American workers indicate they are either very satisfied or somewhat satisfied in their current roles, 86% are at least somewhat open to other job opportunities, including 46% who are very open. Additionally, 40% of workers are actively looking for new employment, with a majority (58%) looking for new roles within their current company.

Beyond compensation, active job seekers are primarily motivated by career advancement, greater work flexibility, and remote work opportunities. Company culture and better leadership also rank high in importance to candidates. The report also reveals that candidates are feeling confident in the current labor market, with 50% of active job seekers believing that finding a job is easy and 56% believing that the current job market favors candidates.

For employers today, understanding job seeker mindset, motivations, and behavior is critical to connecting with candidates more effectively and staying competitive in a tight labor market. The full 2024 Employ Job Seeker Nation Report provides an in-depth, data-driven look at:

• The complexity of job seeker realities in the current market
• Motivations for leaving jobs or declining new offers
• Preferences for workplace flexibility
• Experiences during the job search process
• Recruiter-candidate interactions

Employers can use this information to optimize and improve their recruiting functions, informed by the realities job seekers face right now. Here’s a peek at what’s inside:

Complexity of Job Seeker Realities

When it comes to levels of job satisfaction, U.S. workers are overwhelmingly satisfied in their roles. According to the Employ survey data, 79% are either very satisfied or somewhat satisfied, compared to just 10% of job seekers who are dissatisfied.

Despite these high levels of satisfaction, 86% of workers are at least somewhat open to other job opportunities, including 46% who indicate they are very open.

Similar to 2023, 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. The good news for employers is that a majority of job seekers (58%) have looked for a new position within their current company.

Active Job Seekers

So, 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.

Download the Full Job Seeker Nation Report

Stay ahead of the curve and attract the best talent to your organization. Download the free report and gain valuable insights into the job market and job seeker preferences.

The post What’s Most Important to Job Seekers Today? first appeared on Jobvite.

To enhance the speed of recruitment processes, some businesses have pursued automating their hiring workflows. While recruiting automation has empowered companies of all sizes for more than two decades to streamline hiring tasks, increase recruiter productivity, speed time-to-hire, and reduce cost-per-hire, AI is newer to talent acquisition, and it has the attention of talent teams.

Defining and Distinguishing Between Recruitment Automation and AI

Automation and AI are not synonymous in hiring. These two concepts are often used interchangeably, but they are distinct with their own ethical and technological implications.

Recruiting automation streamlines the recruiting process, taking tedious tasks away from hiring professionals, and freeing them up to do more important tasks like nurturing relationships, promoting the company’s employer brand, and developing more strategic recruiting strategies, including diversity, equity, inclusion, and belonging (DEIB).

While automation is one of the precursors to the development of AI technologies, automation lacks the learning and decision-making capabilities of AI.

Artificial intelligence enables software to augment decision making processes, encompassing areas such as machine learning, natural language processing, and pattern detective. AI has the power to learn and evolve, responding to data inputs and building upon that knowledge to continually improve its ability to perform tasks.

Leveraging AI in recruitment allows for greater efficiency and effectiveness, ultimately leading to better talent acquisition outcomes. For example, AI can assist in screening resumes, identifying the most qualified candidates, and even providing insights into potential fit of candidates.

Examining the Use of AI in Hiring

Where recruiters have previously leaned on applicant tracking systems and recruitment automation, enterprises are now incorporating more advanced solutions for their hiring efforts.

It’s important to note that AI is not as new to recruiting as some companies may believe. Since February 2023, the introduction of Generative AI has dominated news headlines and impacted the accessibility of artificial intelligence for individuals and hiring teams alike.

However, it is important to note that free tools take proprietary data, so companies no longer have control over protecting personal identifiable information (PII). To remedy this, it is important to be aware of the risks and consider steps to mitigate data privacy issues.

Relying on more established AI-powered tools is a solid strategy for those organizations looking to make their hiring processes more intelligent. By allowing AI to inform decision making, recruiters can focus on activities where they provide the most value, such as selling the role, negotiations, community building, and personalization.

Challenges with AI: Skepticism in Recruiting

For all the promise of AI-powered technologies, some talent acquisition and recruiting practitioners are risk-averse when it comes to adopting these newer technologies. 

• Bias in Hiring: One of the greatest concerns of using AI in recruiting is the introduction of bias in the selection process. Without appropriate safeguards in place, AI can reflect the negative patterns it encounters. Because existing data sets inform AI tools on what to look for when defining qualified candidates, there have been very public instances where AI reinforces prevailing gender, racial, wealth or other biases.
• Recent AI Legislation: To combat the challenges of AI, new laws are being written to protect against it. According to the National Conference of State Legislatures, in 2023, 18 states and Puerto Rico adopted or enacted artificial intelligence bills of varying degrees to evaluate, study, limit or regulate how AI is used.
• Data and Privacy: Protecting sensitive candidate and hiring data is crucial to maintaining operations and ensuring compliance for employers today. Companies must keep the data as secure as possible and process as little personal identifiable information as possible.
• Concerns about Obsolescence: Talent teams that embrace automation, analysis, and insights that AI provides will likely have greater job security and a more strategic role within their organization. AI-powered recruiters have more opportunities to grow and achieve impactful recruiting outcomes.

Final Thoughts: Striking the Right Balance of AI and Human Ability

While efficiency gains have been realized through AI-powered tools, many recruiting processes will benefit from further advances in AI. The challenge, however, is one that goes beyond technology.

The human element of recruitment remains crucial, and effective collaboration between HR professionals and AI-powered tools can significantly enhance the effectiveness of recruitment strategies. It requires people — TA experts, hiring managers, and recruiting professionals — to embrace both the risks and rewards of AI-powered solutions.

When it comes to adoption, remember, it is important to consider AI as a co-pilot or support mechanism. AI assistants should complement the work of recruiters. AI can elevate and empower human interactions, big picture thinking, creativity, and decision-making. However, AI will not, and should not, replace human judgment and experience. But there is a need to tread cautiously.

Organizations must invest in the right set of AI tools with a trusted provider that fits their culture, values, and hiring needs. Ultimately, as companies continue to navigate through the rapid changes presented by AI, the human element of hiring will continue to play a central role in how and where these technologies are adopted across the hiring lifecycle.

The post What Employers Need to Know About AI In Hiring 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.

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.

We’ve gathered insights from seasoned talent acquisition leaders and recruiters, distilling their strategies into nine key approaches. From leveraging social media for recruitment to embracing a multi-faceted recruitment approach, these professionals share their successful tactics and the positive impacts they’ve seen within their organizations.

• Address Universal Worker Needs
• Offer Workplace Flexibility
• Leverage Social Media for Recruitment
• Remove Educational Barriers
• Adapt to Generational Preferences
• Tailor Multigenerational Recruitment
• Foster a Mentorship Culture
• Provide Competitive Compensation Packages
• Embrace a Multi-Faceted Recruitment Approach

Address Universal Worker Needs

Look at the common ground between every generation. Research shows that workers across every generation hold a similar set of needs and leave old roles to seek out something new for the same reasons. Professionals want fair compensation, career development opportunities, and caring leadership to be happy. That’s true whether you’re 25 or 60. Those are the most important aspects of work that serve as the foundation for any employer branding efforts we make.

If you want to attract generational talent effectively, the messaging can largely be the same, but you must put your business out there in diverse places that attract people of all ages and backgrounds.

Robert Kaskel, Chief People Officer, Checkr

Offer Workplace Flexibility

One strategy that I have found will consistently attract job seekers to an opportunity, regardless of their age or what generation they belong to, is to offer workplace and scheduling flexibility. While this is mostly cited as an attractive benefit for Gen Z and Millennial talent, the truth is that members of Gen X and the Baby Boomer generation are just as likely to be drawn to opportunities that allow for schedule flexibility or have a hybrid/remote option.

While those from older generations are more likely to prefer in-office work, they are also at a stage of their life where they may be caretakers for aging parents, or may have health concerns of their own that limit their mobility or require healthcare visits during the week. Particularly if you live in a part of the world that gets seasonal inclement weather, having an as-needed hybrid arrangement allows workers of all generations to skip their commute when it would be stressful or dangerous, and this is something they consistently appreciate.

This is also a highly desirable benefit on the other end of the age spectrum, with many Gen Z and Millennial professionals seeing remote work and flexibility as crucial to maintaining their work/life balance.

The bottom line is, if you are having difficulty attracting talent to a role, finding ways to make the position more flexible and easier to fit alongside other responsibilities in a candidate’s life can help you to draw more applicants from any generation, and can be a useful approach to building a multi-generational workforce.

Rob Boyle, Marketing Operations Director, Airswift

Leverage Social Media for Recruitment

Using social media to recruit has been one of the best ways to attract top talent. Put content out there regularly and consistently. LinkedIn has been my ‘go-to’ for years and has had the best ROI.

Caroline Pennington, Executive Search Recruiter, Podcast Host, Founder, Feminine Founder

Remove Educational Barriers

Not having educational requirements has helped to attract generational talent. Hardly anyone actually works in the field they were educated in, so what’s the point of requiring that for a job role? Rather, aim to attract people with real-world experience. This way, you will have candidates applying from varying generations.

Jarir Mallah, Human Resources Manager, Ling App

Adapt to Generational Preferences

Employers must understand the unique preferences and expectations of different generations in order to effectively attract top talent across all levels and functions. To implement effective talent attraction strategies, it is also necessary to evaluate various competitors and adapt to economic trends.

Currently, generations are categorized based on their employment status: Generation Z, Millennials, Generation X, Baby Boomers, Traditionalists. The workforce generations have certain preferences and can be generalized to a certain extent; however, each talent is unique and may require optional customization.

These are my three top categorical methods of attracting talent that have worked across the board. Creating a robust employer brand helps enhance an organization’s reputation and makes it more attractive to potential talent. This can be achieved by promoting a positive culture, showcasing and fostering the organization’s core values and mission objectives, and highlighting the organization’s benefits, policies, employee growth, etc.

Compensation and benefits are very critical considerations for most job seekers. Well-structured and competitive compensation, comprehensive insurance coverages, annuity plans, and unique benefits can help attract top talent. Flexible benefits programs for employees to choose from a list can do wonders across various generations.

Social media platforms are critically leveraged for both employer and talent branding to offer meaningful stories to promote an organization’s philosophy, culture, and opportunities. By creating engaging content of various forms, written, video, pictorial, live discussions, webinars, etc., employers have wide methods to reach out to a variety of potential talent. Some of this content can and will create lasting impressions across generational talent.

Although offline channels may seem outdated, there are numerous ways of physical advertising or content display that still help to add to the overall attraction strategy.

Raj Paul, Senior Manager – Talent Acquisition, Razorpay

Tailor Multigenerational Recruitment

Implementing a multigenerational recruitment strategy has proven successful in attracting diverse talent to our enterprise-level organization. Recognizing the unique preferences and priorities of different generations, our talent acquisition team tailors recruitment efforts to resonate with a broad spectrum of candidates. This includes personalized communication channels, flexible work arrangements, and targeted benefits that appeal to various age groups.

The positive outcomes observed include an increase in the overall talent pool, fostering a more dynamic and collaborative work environment. Moreover, this strategy has enhanced employee engagement and retention as individuals feel their diverse needs are acknowledged and accommodated. It has contributed to a more innovative and inclusive workplace culture, leveraging the strengths of each generation for the collective success of the organization.

Regular feedback loops and staying attuned to evolving generational trends continue to refine and reinforce the effectiveness of this approach.

Steven Mostyn, Chief Human Resources Officer, Management.org

Foster a Mentorship Culture

Implementing a targeted mentorship program has proven immensely successful in attracting generational talent to our enterprise. By pairing experienced employees with emerging professionals, we foster a collaborative environment that transcends age barriers. This approach not only facilitates knowledge transfer, but also promotes a culture of continuous learning and inclusivity.

The positive outcomes have been remarkable. Younger employees gain valuable insights and skills from seasoned mentors, accelerating their professional development. Simultaneously, experienced staff benefit from fresh perspectives and tech-savvy insights. This dynamic exchange enhances overall productivity and innovation across the organization. Additionally, the mentorship program has contributed to a more cohesive and engaged workforce, leading to increased employee satisfaction and retention.

Pat Schirripa, CEO, People 2U

Provide Competitive Compensation Packages

The one approach that consistently works to attract individuals across generations is to offer a competitive compensation package. No matter their age or experience, all employees want to be fairly compensated for the work they provide for a company. Offering a salary that is equal to or greater than that offered by other companies in your industry, combined with comprehensive health benefits and a robust PTO/leave policy, will draw in top talent from every generation.

Beyond this, the specific generation that you are aiming to target will impact the best strategy to get their attention. For companies aiming to attract Gen Z and Millennial talent, focusing on career advancement, professional development, and work-life balance will be the best strategy.

Flexibility is a big draw for these workers. If the role is one that can be done remotely at least part of the time, then offering a hybrid or remote work option can be a major draw. These workers are also more likely to be in the early or middle stages of their careers, so options like mentorship, professional development, upskilling programs, or a strong track record of internal promotions can be very appealing, sending them the signal that this is a company where they can grow their career for years to come.

To wrap up, I do want to highlight mentorship in particular as a great way to build generational talent in an organization. While Millennial and Gen Z candidates are the ones who will be most likely to have interest in becoming a mentee, those from Gen X and Boomer generations may also be attracted to a company that has these programs if they are looking to take on a mentor role.

Many older workers, particularly those who are mindful of legacy and advancing the next generation, will enjoy the opportunity to serve as mentors as part of their role. Implementing this kind of program can also create a more cohesive multi-generational work environment within the company because it increases the exposure and communication between generations. We leverage mentorship within our own organization and encourage the client companies we work with to do the same, primarily because of these benefits to the work environment that we feel come as a result of mentorship.

Jon Hill, Chairman & CEO, The Energists

Embrace a Multi-Faceted Recruitment Approach

One effective strategy for attracting generational talent to an enterprise-level organization is implementing a multi-faceted approach that acknowledges and embraces the unique characteristics and preferences of different generations in the workforce. This approach involves tailoring recruitment efforts, employer branding, and workplace culture initiatives to resonate with each generational cohort.

The first step is to conduct thorough research to understand each generation’s values, priorities, and communication preferences within the organization, and to avoid stereotyping. For instance, Baby Boomers may prioritize stability and loyalty, Generation X may value work-life balance and autonomy, Millennials may seek purpose-driven work and growth opportunities, and Gen Z may prioritize flexibility and technological advancement.

Once these insights are gathered, organizations can customize their recruitment strategies accordingly. This could involve leveraging diverse channels to reach different generations, such as traditional job boards for older generations and social media platforms like LinkedIn and Instagram for younger ones. Additionally, incorporating language and messaging in job postings and employer branding materials that resonate with each demographic can significantly enhance the organization’s appeal.

Lekeshia Hicks, CEO, Lekeshia Angelique Consulting

The post 9 Strategies for Attracting Generational Talent to Enterprise-Level Organizations first appeared on Jobvite.

One of the primary reasons for this hiring difficulty is the ongoing talent shortage and historically low unemployment levels. The demand for qualified candidates has far exceeded the available supply, making it challenging for companies to find candidates with the essential knowledge, skills, and abilities necessary to fill open positions.

Many companies rely on outdated recruitment strategies that don’t effectively meet candidates where they are. The hiring process has evolved significantly over the years and companies that don’t adopt new strategies, technologies, and processes risk being left behind. To overcome these challenges, it is essential to have a modern recruitment approach complemented by effective recruiting technology that can help make hiring more predictable.

Where to Start Optimizing Recruiting Strategies

With employers working harder than ever to find and connect with qualified candidates, it’s important to evaluate wins and lessons learned to make recruiting more effective this year.  One way to optimize your recruiting strategies is to take inventory of where you can improve and streamline your hiring programs. 

That’s where the 2024 Recruiting Effectiveness Planning Kit comes in. This comprehensive toolkit provides talent professionals with the guidance and step-by-step approach they need to improve recruiting strategies, audit current programs, and make data-driven plans to drive recruiting success.

Within the Planning Kit, you’ll find nine practical worksheets covering a range of topics, from developing data-driven recruiting strategies to expanding talent networks through targeted audience planning. You’ll also discover how to improve return on recruiting investment, how to leverage existing employees as a primary source for new hires, and how to develop comprehensive candidate personas for better role matching.

And when it comes to analytics and reporting, we’ve got you covered with a best practices worksheet to help you dive deep into the data and draw insights to improve your decision-making.

The 2024 Kit also features the latest insights and data from the Employ Recruiter Nation Report. With insights from across the hiring landscape, this data helps you stay informed on the latest trends in recruitment, talent acquisition, and hiring.

Finally, you’ll receive a 2024 HR events calendar, which sets out all the key dates and most popular events in recruitment and HR. Plan ahead for everything from key conferences to critical tax deadlines.

As a talent acquisition professional looking for a way to optimize your recruiting strategies and achieve results, the 2024 Recruiting Effectiveness Planning Kit is exactly what you need. Download it today and start planning for recruitment success in 2024 and beyond.

Ready to optimize your talent acquisition technology? Learn how Jobvite’s enterprise recruitment solution can help you attract, engage, and convert top talent at scale. Schedule a demo of our Evolve Talent Acquisition Suite today.

The post How Forward-Thinking Talent Pros Optimize Recruiting Strategies first appeared on Jobvite.