As CEO of Jobvite, I don’t just lead our company’s product and service innovation—I’m also responsible for understanding the challenges facing today’s workforce. And I take these challenges personally. Not only do they drive us here at Jobvite to develop more functional technology solutions, but they have a great impact on our society at large. In fact, what’s going on in our country with respect to jobs—how we find them, how we create them, and how we’re compensated for them—is increasingly influential to the global economy and the political landscape. That’s why I’ll be posting here on an ongoing basis. I’d like to bring some of the larger issues to light and provide others with a forum for contributing to the discussion.
Thousands of companies around the world rely on Jobvite to source the best talent, boost employee referrals, deliver incredible candidate experiences, and lower recruiting costs. Our customers’ standards are extremely high when it comes to attracting and hiring the best talent on the market. And we are committed to supporting our customers with innovative recruiting technology that helps them meet, and exceed, their talent acquisition goals.
It’s a hot job market out there and companies are laser-focused on recruiting and bringing in new talent. As the recruiter, you’ve found the perfect candidate, nurtured him or her through the recruitment process, and now you’re ready to close on the hire. Once that candidate is signed and sealed, is your job done? For many recruiters, the answer is yes. If you’re one of them, you’re certainly not alone. But I think you’re missing an important opportunity to connect the dots for your new hire and ensure a great candidate experience turns into a great employee experience. The best way to do that? Partner with HR to ensure a smooth and successful onboarding process.
We’re excited to announce that we’ve been named an Applicant Tracking Solutions (ATS) Category Leader by GetApp – a place to review, compare, and evaluate business software solutions. GetApp, a Gartner company, takes into consideration a handful of requirements when analyzing each quarter’s top ATS solutions. Below we take a look at a few of those, and the importance of each one when choosing an ATS.
In today’s competitive economy, your skilled employees are at the heart of your organization’s success. Competition for those employees is fierce, particularly in a robust job market. And inevitably, some of those employees will leave your company for other opportunities. In fact, in February 2016, 3 million people voluntarily quit their jobs. Are you wondering why your prize employee just quit? One of the best tools for figuring that out is often done totally ineffectively–the exit interview.
At Jobvite, our company culture is fueled by the enthusiasm of our employees. We pride ourselves on having a workplace that’s fun and engaging, and a smart and motivated team that loves coming to work every day and making the magic happen. Today, our Employee Spotlight series showcases Weijen Hsu, our Senior Software Engineer and Big Data Wizard who works hard, plays hard, and magically delivers great work with a smile.
HR professionals know the importance of company culture. It engages employees, boosts morale, and even helps with recruiting great talent—but only if that talent knows about the culture. And who can talk about your culture better than the employees who live it day-to-day?
Welcome to the third post in our three part series on excelling at social recruiting through more effective use of LinkedIn, Twitter, and Facebook. In the first post we looked at 10 Ways to Use LinkedIn to attract, source, and approach your ideal target candidates. Then we talked about 5 Ways to Recruit More Effectively on Twitter. Today we’ll look at four approaches to increase your recruiting effectiveness on Facebook. How many are you doing already?
The interview may very well be the most critical part of the hiring process. While the goal is to find the best possible fit for the position and your company, the interview process is also a chance for you to communicate about your employer brand. And the interview is often where your candidate forms a lasting impression of your company. It’s a chance to ensure your candidate has a great experience. In fact, our Job Seeker Nation study found that nearly half of candidates said that the interview makes the biggest impact on their impression of a job.
Any company looking for high-tech talent knows that it’s harder than ever to attract the highest-quality candidates. Old-school tactics no longer work, so companies need to learn how to fine tune the hiring process to attract and retain the brightest employees.
Over the course of the last three months, thousands of HR and Recruiting professionals attended 16 in-person events in the U.S. and the UK. Speakers from Glassdoor’s Best Places to Work list shared their insights on employee engagement, talent acquisition and culture over coffee and bacon. With the help of our sponsor, Jobvite, the Glassdoor Roadshow brought together so many experts in the talent acquisition space and opened up the conversation for many organizations about how they can make their offices the best place for their employees to come to work every day.
From Uber to Airbnb, Instacart to Postmates (and beyond), more Americans than ever are active in the gig economy. Increasingly, this is becoming more than just a side project — 56% of those who have participated in the on-demand economy considered it their full-time job. And as the app-based service industry continues to grow, this number will likely only increase, indicating a significant departure from the traditional 9-to-5 job and a major evolution in the economic climate of the future. Learn more about the who, when, where, and why of the gig economy in our latest infographic below.
Welcome to the second in our three part series on using LinkedIn, Twitter, and Facebook for social recruiting. In the first post we looked at 10 ways to use LinkedIn to attract, source, and approach your ideal target candidates. Today we’ll turn our attentions to a series of steps you should take on Twitter.
It’s been an incredible and informative two days at Jobvite Summit! Thank you to the hundreds of customers, partners, industry experts, and recruiting pros who joined us for two jam-packed days full of learning and exploring how to “reimagine recruiting.” I also want to extend a special thank you to all of the Jobvite employees who helped make this happen – hundreds of hours over work over many months goes into making this event happen each year. We couldn’t do it without you guys.
There was a time when recruiting success was defined almost solely by how many people were hired. Today, however, the best recruiters know that it’s not just about filling requisitions — it’s also about making sure that your top-notch talent sticks around for the long haul. Delivering a smooth process every step of the way, especially during the critical first few months of an employee’s start date, is key to making employees at home. Often, this period of transition brings high potential for miscommunication, confusion, and frustration between new hires and the many different teams working to get them up to speed.
For many recruiters, the most difficult part of the job isn’t the long hours, the steep hiring quotas, or the countless interviews: it’s engaging with the hiring managers — and the entire hiring team — in the recruiting process. Things inevitably come up, hiring managers get busy, and it’s tough to coordinate schedules, get them to make the time for interviews, and gather interview feedback. Needless to say, with all the best of intentions, hiring teams often slow down the recruiting process, which can result in losing the right candidate. Not a good scenario.
Forget summer vacation. For recruiters, the several months following graduation are often the busiest of the entire year. And it’s no wonder. With about 2.8 million new college graduates expected to enter the workforce this season, recruiters have their work cut out for them when it comes to finding the best of the bunch. But grabbing the attention of today’s innovative, tech-savvy grads is no easy feat—recruiters have to put in an extra effort to attract, hire, and retain this talented crew. Learn how your brand can go beyond the career fair to bring in top-tier candidates with our latest infographic.
Have you registered for Jobvite Summit ‘16 yet? This is a can’t-miss event for those of you in the talent acquisition industry. There are so many ways to maximize your time—and your return—at Summit this year. Whether you’re interested in growing your professional network, seeking an in-depth education on the latest recruiting techniques, taking a deep dive into Jobvite technology, or re-connecting with your peers in the talent industry, Summit has something for everyone. And what’s more, you can even earn HRCI credit for attending Summit sessions.
Once upon a time, job satisfaction was a reliable indicator of how long employees could be expected to stick around. Today, however, the correlation isn’t so clear-cut. More than half of happily employed workers say they’re open to a new opportunity, while 35% of all job seekers say that they change positions every 1-5 years. To win the affection of today’s job-hopping generation, companies need to stay up-to-date on where job seekers are finding work, how they’re researching company culture, and what they value most when assessing new opportunities. Read our 2016 Job Seeker Nation Study infographic to get the scoop.