Has your business fully embraced social recruiting? Is it now a key element in your talent attraction strategy? Or are you worryingly one of those businesses being left behind by your competitors? Here are 7 ways recruiting teams are adapting to the social world to attract talent and win candidates over. Do stop to ask yourself “How many are we doing?”.
Selecting the best candidate for a position means turning down dozens of other applicants that you interviewed or spoke to about the job. What, if anything, do you owe the ones you don’t select? Should you offer an explanation? What if they ask? How much feedback should you give?
Declining an applicant can have implications for your brand image and your business. Learning how to turn down applicants tactfully can maintain your brand image, keep valuable doors open, and avoid costly litigation.
The market is booming. I predict unemployment numbers will dip below 5% for the first time in Q1 of 2016. We’re experiencing a strong holiday retail season which points to a positive economic outlook for 2016. The HR and recruiting practitioners I’ve spoken to in Q4 are telling me their staffing goals and headcount numbers are on the rise for Q1 of 2016.
Our senior business leaders are staffing up and taking advantage of this bull market. History shows that for the last 75 years, when the market is good, the economy maintains during an election year, which is why I’m betting on this bull market continuing into at least 2017.
“It’s not what you know, but who you know.” This well-known adage rings particularly true in the ever changing and challenging world of recruiting. As it turns out, your current employees are the best source for great new employees. As you plan your talent strategy for the coming year, a robust employee referral program will make sure you turn your employees into your best recruiters to help find top talent in our hyper-competitive job market.
Hands down, referrals deliver the best candidates and best hires. Jobvite’s 2015 Recruiter Nation Survey found that 78% of recruiters find their best quality candidates through referrals, up from 60% in 2014. In the next year, 41% of recruiters plan to invest even more in referrals. Don’t be one of those who don’t view referrals as a worthy investment.
Taking the extra time to thoroughly introduce and train a new employee is a task that often gets swept under the rug. It’s tempting to take a sink-or-swim mentality with fresh recruits by setting them loose on pending projects to see how they do. That might work, but investing time in properly onboarding them can make all the difference between a valuable employee and a burnout.
Remember, not retaining a new employee means starting all over with sourcing, resumes, scheduling interviews, etc. Here are five strategies for correctly onboarding a new team member.
By most estimates, we spend 50% of our waking hours at work. That’s a lot of time to spend with colleagues. When we form other pivotal relationships in our lives, with spouses or close friends, we spend an enormous amount of time making sure that the things we find important are important to them as well. Why should assembling a team that will spend so much time together be any different?
Making sure a potential employee fits into your company’s culture is just as important as making sure he or she has the proper job skills. Applicants that don’t fit into your company’s work environment will struggle terribly (at best) to work to their potential. We talked to nine different employment specialists and asked them how they avoid a cultural mismatch when bringing on a new employee.
Velocity in hiring is one of the most crucial metrics a talent acquisition team strives to improve. It is also, probably, the single most important measurement that management holds a talent acquisition team accountable to. Improving velocity is also a competitive advantage; as time to fill continues to drop, you need to keep up. Jobvite is excited to offer a preview of our new candidate roll up capability, which will dramatically increase your visibility of candidate activity and, combined with the insights and analytics we deliver, help deliver a competitive advantage to you.
Every year it bemuses me to see just how many articles are published predicting the future of recruitment. They always appear around this time of year too. It’s as though the transition from one year to the next is going to somehow miraculously produce a seismic shift in the way that recruiters operate. Of course it’s not.
What I find more compelling is to look at the pain points and undeniable trends we can see in the market right now – and then project forward what these mean recruiters will be most anxious to address in the coming year.
The older we get, the faster the days go by—but I’ve learned to not let that stop me from taking stock of my blessings. That’s why, as the 2015 holiday season will soon give way to 2016 celebrations, I’d like to share with you some of my favorite moments from the past twelve months.
It’s no secret that there are cultural differences between the U.S. and our neighbors across the pond—but did you know that those differences can affect how recruiters work every day? In everything from how they prioritize work, to how they view references and social media indiscretions, to how they anticipate hiring competition, recruiters in both the United Kingdom and the United States are learning that—while some parts of the job market are similar—many hiring tactics still depend on geography. This infographic outlines some of the most interesting comparison points.
The cost of replacing an employee is roughly 20% of his/her annual salary. Whether you work in human resources full-time or just need to replace or add employees on occasion, chances are you could use a little help when it comes to recruiting new talent—and cutting down that 20% expense.
Today, there are more tools than ever to help people connect online, including employers and potential employees. Here are six different online resources to help you recruit quicker and better.
There is stiff competition for the best candidates these days, regardless of your industry or the job description. Online tools like LinkedIn have made it possible for professionals to share their resumes, experience, and portfolios with the world, and competitive brands aren’t afraid to court top talent—even if they’re not looking to change jobs.
As we’ve watched the recruiting industry mature over the years, one thing has become perfectly clear: recruiters are an essential part of any company’s success. They strategize, research, and rally around building the best teams possible, and they’re increasingly using sophisticated, smart technology to do so.
The Jobvite native mobile app, that will be available in Q1 2016, has a host of new features designed to facilitate recruiting regardless of location or role. In fact, there will be a tailored experience created specifically for hiring managers and recruiters. Hiring managers who have a lot on their plate, but still need to give the final sign-off, are able to action on a candidate on the go and receive timely notifications to remind them when they need to jump into the workflow. Recruiters can then smoothly navigate in-person interviews by scheduling times, evaluating candidates immediately after an interview, and reaching out to them directly–all through the app.
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.