The newly expanded 2015 Recruiter Nation Survey, formerly known as the Social Recruiting Survey, revealed many new insights into recruiters’ current priorities, expectations for the next year, and challenges they face when hiring top talent. Check out our infographic below for insights on how recruiters view selfies, spelling errors, or a lack of social presence.
Ever feel like recruiting is a race and you need to dash to the finish line, especially in today’s competitive market? Then you’ll love Jobvite’s new Home Page Dashboard available now for Jobvite Hire customers. Our completely reimagined dashboard not only presents relevant information to recruiters, hiring managers and employees, but also makes it easy for you to take immediate action on tasks that matter—so you can get in, get things done fast, and move on.
When we first began producing our annual Social Recruiting Survey at Jobvite, the use of social media in sourcing candidates was still an emerging concept — one that some even brushed off as a novelty. Fast-forward eight years later, and it’s safe to say that’s not the case — with 92% of recruiters leveraging social media networks as a part of their job, you’d be very hard pressed nowadays to find a recruiter who doesn’t maintain a social presence. It’s been fascinating to see the ways social recruiting has evolved over the years — from the variation of the preferred social channels, to recruiters’ shifting social media pet peeves, such as selfies, we’ve dug up plenty of interesting findings.
As CTO, overseeing the technology and product innovation at Jobvite, it’s incredibly rewarding to announce that Jobvite was named as a leader in the Forrester Wave™ report on Talent Acquisition Vendors. Forrester’s report — which draws assessments from analysts, research associates, vendor response teams and customer references — is a highly respected evaluator of the leading software, hardware and service vendors. In addition to being recognized as a leader in our space, Jobvite also received the highest score among all companies considered in both “Current Offering” and “Strategy” categories.
Today, I am excited to share recruiting industry benchmarks from Jobvite’s internal data. After analyzing Jobvite’s massive database of more than 50 million jobseekers and 10 million applications, we were able to aggregate the most common metrics that recruiters around the world use to assess their performance.
In this post, you’ll not only see the metrics, but also benchmark numbers and conversion rates – so you can compare and track your recruiting funnel health, efficiency, and performance.
The past three years at Jobvite have been marked by innovation and growth. And we’re honored to be recognized for it: for the third year in a row, Jobvite has been named by Inc. Magazine as one of America’s fastest growing private companies. In an increasingly crowded and competitive SaaS market, Jobvite continues to maintain steady growth by supporting recruiters with the technology and insight they need to succeed not just today, but in the future.
Whether it’s the overly expected (ping pong), the underwhelming (casual dress), or the wildly extravagant (egg freezing), today’s workforce has some clear preferences when it comes to those added company incentives. Our new “Employees with Benefits” infographic below shows you the real data behind perks—so you can see for yourself if they’re worth it.
Interviewing is a fine art. Some questions, answers, and strategies are straight-forward, while other aspects of meeting with job candidates are more nuanced. Sometimes an answer or attitude sends up a huge red flag. Other times a comment or omission that seems insignificant can have much bigger impact, and it’s important to know what to watch for.
We talked to more than a dozen HR and recruitment professionals and business owners about what red flags they note during interviews.
Recruiting has evolved dramatically over the past decade. The aged tactics of advertising in print publications or hanging a strategically-placed “Help Wanted” sign in the window no longer deliver results.
Part of the reason is that modern, highly-sought candidates are not usually active in the job market. Today’s candidates embrace social networks and the most current technology channels. It is up to hiring managers to learn how to best leverage those channels to attract the hidden candidate pool.
Just about every industry that deals with human behavior and decision-making has been impacted by social media, and recruiting is no exception. From lying on LinkedIn to terrible behavior on Twitter, companies can easily find reasons to pass on candidates.
Technology has enabled a nonstop job search. According to the 2015 Jobvite Job Seeker Nation Study, 45 percent of employees surveyed would switch jobs, even though they are satisfied with their current one.
Recruiting is always a challenge—but when you’re trying to fill jobs in a rapidly growing organization, the challenge can feel overwhelming. Not only do you need to staff key positions quickly without compromising on applicant quality or overreaching your budget, but you need the right technology to make it possible.
The world of marketing, more specifically the dynamics of the typical marketing department, has become increasingly complex, which has made it increasingly complicated to attract and recruit marketers who fit in well with the rest of your team. The skills required to effectively run a successful marketing department have evolved and, as such, the best candidates are quickly snapped up.
That’s right—it’s once again time for Jobvite’s annual user conference! But heads up: Summit’15 is now a regional event! We are hosting three one-day events in San Francisco, Chicago, AND New York, so more users will have an opportunity to join us.
Yesterday we announced two important silver Stevie wins for the entire Jobvite Customer Success organization—but today, we’re especially excited to brag about our own Jennifer Fray, who won an individual Gold Stevie award for Customer Service Manager of the Year.
We couldn’t be more thrilled to announce that for the second year in a row, Jobvite has won two Silver Stevie Awards: one for Front-Line Customer Service Team of the Year, and one for Customer Service Department of the Year. Although we were up against fierce competition in the technology and software categories, our outstanding Customer Success organization ultimately prevailed. To say we’re humbled by this honor would be an understatement; we’re kind of in awe. Not just because we placed so highly, but because our Customer Success team is really that good. These folks are the living, breathing embodiment of the word “dedication.” They work tirelessly on behalf of our customers, bringing to life our number one motto here at Jobvite: Customers Matter Most.
If you’re in the recruiting industry, you’ve no doubt heard someone suggest that it’s to your advantage to implement a full HR suite rather than specialized, best-of-breed applications. Suite proponents advocate purchasing an entire software set—even if you don’t need everything that it claims to do—because it’s supposed to be an easier way to connect business systems. And you, as a recruiter or hiring manager, just want things to be easy. Right?
There may be no one more versed in the practice of recruitment than a sports coach. Each year, NFL coaches enter a season of changing contracts, trade offers, and draft pick considerations. If anyone knows the ins and outs, dos and don’ts, tips and tricks of finding and securing the right talent, it’s probably these guys.