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.

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

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

Active Job Seekers

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

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

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

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

Passive Candidates

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

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

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

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

Motivations for Leaving or Declining Jobs

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

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

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

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

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

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

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.

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

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

What is talent acquisition?

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

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

10 highly effective talent acquisition strategies

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

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

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

1. Invest in an applicant tracking system built for enterprises

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

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

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

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

2. Strengthen your employer brand

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

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

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

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

3. Improve your job descriptions

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

Just ensure your job descriptions are:

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

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

4. Streamline your recruitment processes

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

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

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

5. Secure more employee referrals

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

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

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

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

6. Develop and nurture your talent pool

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

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

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

7. Strengthen your candidate experience

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

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

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

8. Tap into your talent analytics

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

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

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

9. Optimize the application process for mobile

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

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

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

10. Engage candidates from different niches

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

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

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

Tips for implementing talent acquisition strategies enterprise-wide

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

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

Get started with talent acquisition strategies

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

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

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.

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.

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.

Despite the turbulence, recruiting professionals should be encouraged by recent trends. Employ data shows that applications per job are up over the last year across companies of all sizes, and more than half of all recruiters expect their teams to grow in the next year, with nearly two-thirds expecting their recruiting budgets to increase.

A Look at the Current Recruiting Landscape

Navigating recruiting challenges in the current hiring landscape takes grit, resolve, and determination. While more than half (53%) of talent acquisition professionals feel their job is more stressful today than a year ago, this number has actually dropped by more than 10 percentage points from just last year.

Those talent practitioners who indicate a high level of stress today say it’s due to not enough qualified candidates (45%), competition from other employers (35%), more open roles to fill (34%), fewer resources to support hiring (33%), a lack of AI-powered recruiting technologies (30%), and more employees leaving the organization (30%).

For those talent professionals who do not feel their recruiting job is more stressful than it was a year ago (44%), over one-third say it’s because of a stable number of open roles to fill (38%), the ability to meet candidate expectations (37%), the same number or fewer employees are leaving the organization (36%), plenty of qualified candidates (36%), and more recruiters or additional recruiting resources (36%).

Recruiting Challenges

When it comes to the most significant challenges talent teams face today, there is a fairly even split among three primary areas:

• Not enough people to fill open positions (31% in 2023 versus 56% in 2022)
• Competition from other employers (30% in 2023 versus 54% in 2022)
• Not able to compete with salary requirements (25% in 2023 versus 33% in 2022)

However, there are positive trends in this data. The significant drop of more than 20 points in the first two areas means that employers are finding more talented candidates overall and that they are competing more effectively with other employers.

Ian Creamer

Vice President and Global Head of Talent Attraction, Guidewire Software

“There is so much uncertainty in the market. The expectation of hiring managers and leaders is that the tide of layoffs should equal much easier access to talent and that’s not always the case. We hire in the technology space and truly top talent remains as hard to hire as ever. Candidates are still showing up with multiple offers already in hand.”

Opportunities and Shifting Strategies

To deal with the challenges of the current job market, many businesses have shifted their recruiting strategies to impact their hiring process. Nearly 60% of talent acquisition professionals also indicate that because of the tight labor market, they are taking chances on different ways to accelerate time to hire and reach candidates.

This includes making sure the hiring process is faster (42%), increasing salaries for new open jobs (40%), providing remote work and hybrid options (38%), and incorporating AI-powered technologies (34%).

Compared to last year, organizations are now able to be flexible in some areas of recruiting, including taking more time looking for candidates (43%), incorporating AI-powered technologies (43%), focusing on internal mobility (39%), using personal networks (35%), opening new requisitions (32%), posting to paid job boards (30%), and expectations for the number of candidates applying to roles (28%).

Improving the quality of candidates remains essential in the current labor market for recruiters and talent acquisition teams, with almost half indicating it is their top priority (49%). However, compared to last year, this number decreased by 12 points.

For 4 in 10 recruiters, getting more candidates for each open role is a priority, followed by improving the speed of the hiring process (33%), and improving the onboarding process (31%). The current state of talent acquisition can be characterized as highly dynamic and competitive. Talent scarcity and demand continues to favor a candidate’s market, and organizations are working diligently to create employer value propositions that successfully capture application volume.

Leveraging AI-Powered Recruiting Tools

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. Nearly 1 in 3 (30%) of recruiting professionals cite a lack of AI-powered recruiting technologies as a major stress in their job.

With AI now one of the fastest-growing areas to enhance recruitment technology, talent acquisition professionals have already started adopting its capabilities for more intelligent hiring. In fact, more than 58% of recruiters and HR decision makers already use AI to augment their current recruitment technology tech stack, with 82% percent reporting using AI-powered tools frequently or very frequently.

When it comes to use cases in talent acquisition, teams are leveraging AI for multiple uses across the recruiting lifecycle. Chatbots and intelligent candidate messaging (45%), job recommendations on career sites (41%), email and recruitment marketing content (39%), and screening candidates via automated messages (39%) are the top AI approaches currently leveraged in the hiring process. This is followed by intelligent sourcing (38%), candidate matching (36%), diversity, equity, and inclusion network balancing (37%), and job description recommendations (36%).

Organizations must invest in the right set of AI tools that fit their hiring needs, culture, and values. They must also strike a balance between AI’s ability to streamline recruitment processes and the need for human intervention at crucial stages of the recruitment process. Of the HR decision makers who currently use AI to augment recruiting technology, nearly half (47%) leverage AI-powered recruiting tools with AI functionality built in.

By allowing AI to automate processes and reduce repetitive tasks, recruiters can focus on the activities where they derive the most satisfaction and provide the most value, such as selling the role, negotiations, community building, and personalization. Not only does this improve the recruiter experience, but the candidate experience as well.

Moving Forward with Confidence

While recruiting challenges are apparent, so too is the optimism of the industry. Discover why an overwhelming 86% of HR decision makers are optimistic for the future.

Download the 2023 Employ Recruiter Nation Report: Moving Forward in Uncertainty.

The post Recruiting Challenges and Opportunities in Today’s Labor Market first appeared on Jobvite.

For recruiting professionals and HR decision makers, getting a handle on key metrics and understanding where any bottlenecks may exist is essential for improving hiring performance.

Based on data from the 2023 Employ Recruiter Nation Report, below are a few notable benchmark metrics across the recruiting funnel that companies can use to compare to their own talent acquisition efforts, and improve recruiting funnel health, efficiency, and performance.

Applications Per Job

Nearly 7 in 10 talent acquisition professionals report that their current volume of hiring is greater compared to last year. This is supported by Employ’s proprietary database of more than 21,000 customers. During the last 12 months, the average number of applicants has climbed across all company sizes, including enterprise, and small-and medium-sized businesses (SMBs).

With higher numbers of applications, the percentage change of applications submitted over the last 12 months is also up, indicating a positive trend for employers.

Time to Fill

Time to fill represents how long it takes a company to fill a job opening, from the date a job requisition is posted until a candidate accepts an offer. Simply, it’s the time it takes to find and hire a new employee.

The average time to fill for companies of all sizes is 47.5 days. While time to hire for most organizations has historically hovered around 40 days, during the last 12 months, this number has been higher. 

Because hiring is a game of speed, it is critical to determine areas where you can reduce time to hire overall, including shortening feedback loops internally and moving candidates quickly through each step of the hiring process.

Breaking it down by company size over the last 12 months, time to fill for SMBs typically is a few days longer than at enterprise companies, at 49 and 46 days, respectively. This makes sense, given that it can be more challenging for growing companies to attract qualified candidates if they have a lesser-known employer brand or lack the right mix of tools to streamline their hiring process. 

Benchmarking time to hire based on industry is also critical for talent teams because it tells them how quickly companies in their own sector are hiring.  Media, manufacturing, and education have experienced the highest times for filling open roles, while healthcare, retail, and professional services, have the lowest time to hire during the latest 12-month period.

Applicant to Interview Ratio

The conversion rate from applicants to scheduled interview is what is known as applicant to interview ratio. Based on Employ data, enterprise companies have a higher number of total applications received compared to SMBs for each interview offered. This is consistent over the last 12 months. 

When looking at the conversion rate from applicants to scheduled interview, enterprise companies have a much lower applicant to interview ratio than SMBs. With considerable competition for open jobs in certain industries, and large numbers of applicants, especially in the technology sector, it can be challenging for recruiters to manage the high volume of applications. In the case of SMB companies, they could be receiving more qualified applicants or fewer applications overall for open roles.

Interview to Offer Ratio

Interview to offer ratio is the number of candidates on average a hiring manager must interview to make an offer. Typically, a strong interview to offer ratio is around 33%.

However, looking at the interview to offer ratio for enterprise versus small-and medium-sized businesses, it is clear that during the last 12 months, Employ customers within the enterprise segment have seen historic highs in this conversion metric, ranging between 70% – 80%. SMBs, however, have seen a much lower interview to offer ratio , which could mean a higher number of quality candidates are given opportunities for interviews or employers want to widen the field when it comes to candidates reaching the interview stage.

Most Valuable Metrics to Track

So, what are the most important or most valuable metrics to track? Almost one-third (31%) of recruiters rank quality of hire as the most valuable metric they use to track recruiting success. This is followed by time to fill (14%) and cost per hire (12%). Diversity of talent pipeline is ranked as the least valuable metric to track recruiting success by one-fourth (25%) of HR decision makers. 

Most Valuable Sources of Hire

One quarter of HR decision makers ranked job boards as their most valuable sourcing channel, followed by internal hires (16%), social media (14%), employee referrals (13%) and their career website (9%).  This gives employers insight into the types of channels and sources that other companies are looking to when it comes to filling open roles in their companies.

When it comes to social channels used for sourcing, 41% of recruiters and talent acquisition professionals report that their company currently uses or plans to use LinkedIn as their primary social channel to find candidates, followed by Facebook (20%), and Twitter/X (10%).

LinkedIn outperforms other social media channels in terms of candidate quality, with more than half (52%) of HR decision makers ranking LinkedIn with the highest quality.

Start Measuring What Matters Most to Your Business

Bringing data together all in one place to see up-to-date recruiting funnel metrics, including sourcing effectiveness, application conversion rates, applicant flow, time to fill, and other key hiring metrics, enables talent acquisition professionals to help their business understand how to improve and drive efficiencies across the recruiting function.

Remember, recruiting is about speed, and knowing how to make faster, smarter decisions is how to stay competitive in an unsteady hiring environment.

Go deeper on recruiting metrics and the latest insights. Download the 2023 Employ Recruiter Nation Report: Moving Forward in Uncertainty.

The post Recruiting Funnel Metrics: Get a Handle in an Unsteady Market first appeared on Jobvite.

Organizing all your talent acquisition team’s data tied to sourcing, nurturing, interviewing, candidate experience, and diversity hiring (among a number of other critical elements of your overall TA efforts) in a unified recruitment dashboard in a centralized ATS is a game-changer.

Your enterprise recruiting org no longer has to go back and forth between disconnected platforms just to find the data points they need to take the next appropriate action with active opportunities in their pipeline and evaluate their progress with hiring-centric key performance indicators (KPIs).

Instead, they can simply turn to rich, refreshed-in-real-time analytics that dynamically update in a single solution and inform them of their recent and historical recruitment efforts (e.g., how long it typically takes them to fill open positions, which sourcing channels yield the best candidates).

The benefits of leveraging a recruitment dashboard in a leading ATS are clear. That said, it’s worth exploring why centralization of analytics is so crucial to enterprises’ long-term hiring success — and how yours can find the right data-driven recruiting solution for your talent team.

How your talent team can benefit from using an ATS with a centralized recruitment dashboard

“Recruiting data loses most of its value when buried behind a difficult interface or license limits,” said Employ Director of Product Marketing Brian Ewing. “Centralizing these insights in an accessible platform increases engagement, collaboration, and executive buy-in across the org.”

Simply put, there are many benefits of unifying your data into a single platform with recruitment dashboards that reveal the strengths and weaknesses of your TA efforts.

Hiring teams gain greater talent pipeline visibility

A unified dashboard makes it easy for all hiring decision-makers to stay informed about the progress of their talent team’s pipeline. The entire recruitment team can access the dashboard to get real-time updates on the number of applicants, interviews conducted, offers made, and positions filled.

This single source of truth also enables you to track your average time to hire, a critical metric for gauging the efficiency of your recruitment process. Access to real-time data allows your team to quickly identify potential bottlenecks and take corrective action.

Data-driven TA adjustments are easier to make

A comprehensive recruitment dashboard provides insights into crucial recruitment metrics. This enables your team to make data-driven decisions and constantly refine your recruitment strategy.

Consider your job boards. By analyzing each one you post to regularly, you can determine which ones yield the best ROI (i.e., the highest quantity and quality of leads). From here, you can double-down on proven talent sourcing channels and cease using ones that perform poorly.

Monitoring the performance of your team through a recruitment analytics dashboard also helps you identify trends and patterns over time, allowing you to better understand your talent pool, predict future needs, and allocate resources accordingly.

The hiring process becomes (far) more efficient

Having a holistic view of your funnel also enables you to manage the hiring process more efficiently.

That’s because you and others on your TA team — including hiring managers — can see the real-time progress made with the advancement of active and passive prospects in your pipeline.

Hiring managers can see how long it ultimately takes to fill roles. That means they don’t have to constantly check in on recruiters (i.e., interrupt their work) regarding their progress.

Access to dynamic recruitment dashboards also enables your talent team to allocate more resources to high-priority positions, understand which parts of your recruitment process require improvement (or even outright elimination, like interview stages that take too long and lead to high candidate drop-off rates), and prioritize which sourcing avenues are generating high-quality candidates.

Recruiters can accelerate their funnel activities

One of the main benefits of a centralized recruitment metrics dashboard is its ability to reduce time to hire. By tracking all relevant speed-related hiring metrics in one place, talent leaders and ops managers can easily ID areas for improvement.

In other words? The data-backed suggestions they offer to your recruiting staff can help eradicate TA bottlenecks and lead to reqs moving from approved to closed much more quickly.

Tracking KPIs can be simplified and streamlined

With a centralized hiring dashboard, you can track an extensive range of recruitment metrics that impact your hiring process. In addition to time to hire and full, you can monitor metrics like interview-to-hire ratio, cost per hire, offer acceptance rate, and much more.

With this data in hand, you can adjust your recruitment strategy and allocate resources more effectively to each job board, ensuring that you reach the best-qualified candidates sooner.

By analyzing each stage of your recruitment funnel, you can pinpoint areas that require improvement, set data-driven goals, and develop tailored strategies to achieve them.

Hiring managers can track recruiters’ progress

A unified dashboard empowers hiring managers to locate the data they need related to their open roles by giving them quick access to in-the-moment pipeline snapshots.

This info helps them make well-informed decisions, align their objectives with those of the talent team, and offer constructive feedback to improve recruitment strategies.

Why enterprises are increasingly turning to applicant tracking systems with a robust recruitment dashboard

It’s evident there are many pros of implementing a unified recruitment dashboard for your business. The question now for your team is: “Which TA tech should we invest in to create this analytics view and, in turn, take our data-driven recruiting and hiring efforts to new heights?”

The answer? A built-for-purpose, enterprise applicant tracking system with a native, out-of-the-box analytics tool that offers actionable insights into every facet of your talent strategy.

Consider Jobvite. Our ATS offers rich, dynamically updated recruitment dashboards tied to:

• Applicant volume and sources to see how many active job seekers enter one’s candidate pool and the channels through which they found job listings and applied

• Opens and replies to recruiters’ messages (i.e., one-off emails and email- and text-based nurture campaigns) to determine passive prospects’ engagement level

• Candidate milestones that denote just how many (and the types of) job seekers in your talent pool to advance to certain funnel stages and eventually accept offers

• General candidate activity: from visits to and posting clicks on one’s career site, to how many prospects entered prompts in a chatbot promoting a job opening

• Historical company analytics as it pertains to hiring success in recent weeks, months, and years (e.g., average time to hire/fill, interview speed/efficiency, etc.)

There are certainly other data resources that can aid your team’s hiring efforts. Many enterprises turn to business intelligence tools to get more granular insights into their recruitment.

For instance, many large-scale orgs blend data sets from their ATS with other HR and business tools to gauge quality of hire and even predict employee turnover and upcoming hiring needs.

But, there are drawbacks to relying on systems outside your ATS just to access data tied to your current and recent candidate attraction, engagement, and conversion efforts.

“Integrations and data warehouses can be great,” Brian added. “But, every time data needs to move, there’s an additional stakeholder who typically needs to be pulled. That just adds another barrier to both accessing and taking action on data.”

So, if you want to achieve monthly, quarterly and annual KPIs tied to headcount growth and hiring goals laid out by your C-suite, a centralized recruitment dashboard in a leading ATS is more than enough to act as your data-driven recruiting hub.

With easily accessible and actionable data your TA team can find in just a few simple clicks, you can ensure you stay on top of important candidate relationship management tasks that can help you move the needle hiring-wise at your company.

Get insights into Jobvite’s robust hiring and HR dashboards. Get a demo today to discover how our talent analytics can empower your TA team to enhance your data-driven recruiting.

The post Using a Recruitment Dashboard to Centralize Your TA Data first appeared on Jobvite.