An Applicant Tracking System (ATS) is a technology that helps recruiters stay informed about their candidates' progress through the application process. Superior ATS functionality includes the ability to centralize and track all candidate communications in a single place, as well as the ability to store, annotate, share, and search candidate profiles and resumes with ease. Jobvite’s ATS offering is called Jobvite Hire and, on an average, it sees its customers decrease their time-to-fill by 27%.
Not sure what you’re looking for in a new ATS? Download our eBook, “How to Choose Your Applicant Tracking System,” to find out what your ATS and recruiting needs might be.
Boolean search is a type of search that allows you to filter relevant results using specific operator terms such as AND, OR, and NOT. In recruiting technology, Boolean search helps you quickly comb through hundreds of candidate resumes and applications to find specific skills or qualifications.
The candidate experience is a vital part of any good recruiting strategy. It’s how candidates feel and think about your company and their interactions with you during the entire recruiting process, including job search, application process, interviews, and onboarding. A negative candidate experience can result from a poor career website, a lengthy application process, poor mobile functionality, slow response times, bad interview, or even a less than stellar employer brand--and any negative experience threatens every effort you've made to nurture a prospect in your talent pool. Candidates with a bad candidate experience are more likely to share their feedback with colleagues or friends, too. On the other hand, a positive candidate experience can keep candidates engaged with the hiring process and can lead to a positive overall perception of the employer brand, even if they are rejected for a position.
Are you inadvertently driving high quality candidates away from your company? Download our eBook, “How to Lose a Candidate in 10 Days” to learn the dos and don'ts of communicating with candidates, social media no-nos and technology must-haves.
The candidate journey is essentially how a candidate moves through the recruiting funnel. (For more information, see “Recruiting funnel.”) It’s also important to note that how candidates perceive their journey through the funnel—also known as the candidate experience—can greatly impact a company’s ability to hire quality talent.
Candidate management, or talent management, is how you keep track of everything related to the candidates in your pipeline or talent pool: their resumes, the jobs for which they’ve applied, your communications with them, their skill sets, and so on. Recruiters and hiring teams can best manage their candidates through the use of Candidate Relationship Management software.
Candidate nurturing is the process of engaging and interacting with prospects and candidates (both active and passive). The goal of candidate nurturing is to build a rich talent pool that can consistently propel qualified applicants through the recruiting funnel. Nurture campaigns in recruiting aren't all that different from their marketing and sales counterparts. The goal is to connect with your audience on a personal level, which involves understanding your target and enhancing your employer brand to match their needs. Well-nurtured candidates will be more likely to apply for positions and, if a position isn't appropriate at the time, remain engaged and open to other opportunities down the road. In other words, candidate nurturing is often the secret to keeping your talent pool full. Some of the more common approaches to candidate nurturing include talent community invitations to recruitment events, as well as targeted marketing and branding content.
Not sure how to start nurturing top candidates? Download our eBook, the “4 Steps to Build a Rich Talent Pool,” to learn how to source your way to success.
A well-defined candidate persona helps companies understand their target candidates, build a better recruiting plan, and appeal to the right groups of applicants. By figuring out key persona characteristics, companies can develop better, more refined ideas of who their key audiences are and then develop a plan for attracting and engaging those audiences.
See “Talent pool.”
Candidate Relationship Management (CRM) software enables recruiters to source, build, and convert a high-quality pool of skilled talent. Effective CRM systems, such as Jobvite Engage, are built to foster more effective engagement between prospects, both active and passive, and potential employers. They offer tools for creating and delivering rich-media campaigns and will measure the ROI—so recruiters can determine which of their sourcing techniques are most effective. CRM software is very similar to what marketers and salespeople use to track their engagement practices with prospective customers.
See "Applicant Tracking System."
A career site is a company's web page dedicated to promoting corporate culture, work/life dynamics, available job openings, and online job applications. The most successful career sites feature rich media that tells a story based on the company's employer brand, letting prospective applicants and candidates know what it's like to work for you, what a day on the job feels like, who they would be working with, and what the company has to offer its workforce and its community. Companies should take care to ensure that their career web pages have mobile-optimized viewing for job seekers who are increasingly searching from mobile devices and smartphones.
Want to take your career site from “eh” to “excellent?” Download our eBook, “Career Sites that Sell” to produce a compelling career site—one that paints an inspiring picture of your team and your company, and also fully represents your employment brand.
See "SAAS Recruiting/Recruitment Software."
College recruiting is exactly what it sounds like: recruiting at colleges. This is a time-tested technique that's proven to help companies find fresh, skilled talent eager for entry into the working world, often in very specific professions, such as engineering, finance, or technology. College recruiting is not without its challenges, of course. Younger applicants don't have much real-world work experience, but with their education in the latest technology, they're often highly sought after—making the market extremely competitive. Effective college recruiting requires attention to the industry and market, as well as campaigns that understand the demographics and drivers of today's younger job seekers, who often focus heavily on company culture, community impact, and corporate mission.
Ready to supercharge your college recruiting efforts? Download our kit, “The Ultimate College Recruiting Kit,” for the essential guides and tips you need to build a college recruiting strategy, discover what new grads want, and best practices to attract them to your organization.
Diversity recruiting is the practice of recruiting candidates who represent diversity, whether in ethnic background, gender, or another area. Some industries or companies have specific guidelines related to building a diverse workforce. Others simply find that a strong employee base is one that spans a wide range of thinking and ideas. Recruiting for differences is a good way to build that creative foundation and ensure that a company can continue to innovate and compete. Jobvite Engage can help you build your talent pool of diversity hires.
An employee referral is a candidate that's referred for a position by an existing employee of the company. Employee referrals are often the best source of new hires for recruiters today. They allow you to extend your recruiting reach into the qualified social and personal networks of everyone who already works for you, which can save you valuable pre-screening time.
An employee referral program encourages company workers to help recruit their qualified friends and contacts for vacant positions. Typically, incentives such as cash, gift cards, or other prizes are given to employees whose referrals end up being hired. There are numerous ways to configure your referral program specifics, depending on how many positions you're looking to fill, or which positions are most valuable or time-critical. Regardless of your configuration, however, you should invest effort into implementing an employee referral program that can help drive high-quality candidates into your recruiting funnel.
The Employee Value Proposition (EVP) is an essential part of an employer brand. It represents what a company has to offer its employees in terms of company culture, compensation, community impact, daily life, benefits, and so on. Having a strong EVP will help ensure an attractive employer brand, and will serve as a great starting point for prospect nurturing and engagement.
Employment branding is the way a company depicts itself as an employer. Not surprisingly, branding is a multi-faceted endeavor, usually involving a composite of a company's website, images, messaging, corporate culture, and employee testimonials. Today, employment branding is central to a company's ability to attract and hire top talent. In fact, many candidates state outright that they will not work for a company with a bad reputation or brand. Businesses looking to hire should invest serious effort in creating and delivering a competitive brand. Jobvite offers branding solutions and services to assist companies in creating compelling career sites and engagement campaigns that always put your best face forward.
Are you guilty of committing one of the seven deadly sins of employment branding? Download our eBook, “The Seven Deadly Sins of Recruiting” to find out how you activate your brand to attract the best candidates.
Facebook recruiting is a form of social recruiting, where companies leverage the Facebook platform in their search for quality applicants and hires. According to the 2016 Jobvite Recruiter Nation survey, 43% of recruiters use Facebook to evaluate candidates, while 67% of job seekers use Facebook in their searches.
Hiring collaboration refers to the way in which recruiters, interviewers, hiring managers and others work together to fill vacant positions. Collaboration is critical to the hiring process—not only because it ensures the right kinds of applicants are targeted, but also because it naturally accelerates and streamlines screening, interviewing, and feedback phases. Having the right technology in play—such as recruiting systems that track applicants, schedule interviews, and manage responses—can help hiring teams collaborate more efficiently and effectively, while also delivering a more seamless, positive candidate experience.
Looking to speed up the interview process, increase collaboration and make for a seamless interview day? Download our eBook, “A Mobile Makeover for Recruiters and Hiring Team Collaboration,” to learn how to increase hiring collaboration through a mobile makeover.
Interview management refers to the practice of streamlining the candidate interview process for applicants, recruiters, and hiring managers. Efficient interview management requires attention to everyone's schedules and also provides an easy means of delivering feedback and status updates.
LinkedIn recruiting is a form of social recruiting, where companies leverage the LinkedIn platform in their search for quality applicants and hires. LinkedIn is by far the most popular social network among recruiters, with 87% of them using the platform to evaluate candidates on a regular basis, according to 2016 Jobvite Recruiter Nation survey. LinkedIn is known as the most professionally-focused social network and is generally considered a place for people to make industry connections and find work-related information.
Mobile apply refers to the ability to apply for a job using a mobile device or smartphone. Companies should invest in ensuring a positive mobile apply experience for candidates, as job seekers are increasingly using mobile platforms during their searches. Mobile apply processes should be streamlined, easy to read, and leverage existing mobile technology—such as the ability to upload photos or resumes right from a mobile device.
A mobile optimized career website is a career site that will display optimally and with full functionality when viewed from a mobile device or smartphone. Mobile career sites should be easy to read on a variety of screen sizes, with streamlined processes for finding job descriptions, understanding company culture, completing applications, and signing up for a company's career mailing list.
Mobile recruiting is the strategy of using mobile technology to reach and engage candidates who are conducting job searches on mobile devices. Mobile recruiting strategies often involve developing highly functional mobile career sites and mobile apply processes, so that candidates can always find the information they need and have a positive experience while interacting with a company on the go.
Offboarding is a process that employees go through before they depart a company, whether voluntarily or involuntarily. Human Resources professionals and recruiters use offboarding as a way to better understand an employee’s experience in his or her positions—what they liked, where they saw a need for improvement, and why they are leaving. A positive offboarding experience is crucial to ensuring that former employees remain connected to a company, so they can evangelize on its behalf, potentially refer new hires, or even return to the business in a new capacity at some point down the road.
Not sure how to make the offboarding process go smoothly? Download our eBook, “Offboarding Gone Wrong” to learn what not to do when letting an employee go and the secret to preserving relationships and your future talent pool.
Onboarding is the process of getting a newly hired employee prepared to be fully productive at work. This typically involves some measure of legal documentation—such as completing various tax forms necessary for payroll and benefits—as well as signing HR documents related to confidentiality. In addition, onboarding involves learning company policies, getting acquainted with departmental procedures, and anything related to performing a new job. In the past, onboarding could be a tedious journey for everyone involved, full of back-and-forth paperwork and signatures that would threaten to hold up a new employee's ability to work productively. Jobvite Onboarding helps change this cumbersome process into a streamlined and efficient practice that gets new hires up and running fast.
Did you know that 20 percent of employee churn happens within the first 45 days? Download our kit, “The Ultimate Onboarding Kit” to discover the top 10 most common onboarding mistakes and how to fix them.
Passive candidates are people who might be exceptional fits for your available job openings—or for future job openings—yet who aren’t actively seeking new employment. According to the 2015 Jobvite Recruiter Nation survey, 74% of employees are open to a new job, even if they’re happy in their current positions. Recruiting strategies should always consider how best to speak persuasively to these skilled workers, who are often just awaiting the right new opportunity.
Recruiting automation is a recruiting software feature that enables recruiters to automate key components of their daily work to save time, such as posting job descriptions to hundreds of job boards from a single screen, or scheduling and publishing updates on vacant positions to a number of social networks simultaneously. The most effective recruiting automation tools, such as Jobvite Refer, will help you significantly reduce your costs and extend your network through your own employees’ social networks.
A recruiting benchmark gauges your status and progress in recruiting efforts. For example, if you benchmark your time-to-hire metrics at the same time each year, you'll see whether you're accelerating your processes or experiencing any bottlenecks that need to be addressed. Benchmarks are essential to understanding your metrics and your overall recruiting success. They're also useful when making industry-wide comparisons against similar companies, so you can understand how you stack up amidst the competition and whether you need to step up your efforts in order to win more high-quality talent.
See "Candidate Relationship Management Software."
Just as marketers use a funnel to depict the customer lifecycle—where prospects enter the funnel through a first point of engagement and, if campaigns and tactics are successful, ultimately emerge at the bottom of the funnel as purchasing customers—recruiters also use a funnel to depict the journey of prospective applicants on the way to becoming successful hires. The five stages of the recruiting funnel include employment branding, candidate nurturing, sourcing, hiring, and onboarding.
Recruiting funnel metrics refer to the measurements and benchmarks taken at each stage of the recruiting funnel: branding, nurturing, sourcing, hiring, and onboarding. See "Recruiting Metrics" for more details.
Recruiting metrics are the critical measurements recruiters take to determine the success of their efforts. Common metrics include time-to-fill (the amount of time it takes to fill an open position from the time it's listed till an employee is hired); time-to-hire (the amount of time it takes a candidate to complete the entire recruiting process, from source to hire); and cost-per-hire (the amount of money required to hire a single employee). Recruiting metrics are essential to a company's ability to hire efficiently and effectively, as they provide the benchmarks for understanding what strategies work best, where recruiters need to improve, which positions are most difficult to fill, and how long companies should expect the recruiting process to take so they can plan accordingly. With this knowledge, recruiters can be better prepared to fill key positions and maintain a full talent pool.
Do you know what metrics matter most at each stage of the recruiting funnel? Download our eBook, “The Recruiting Funnel Deconstructed,” to learn key benchmarks for the recruiting industry and how your program stacks up.
A recruiting strategy is more than a company’s plan for filling current job vacancies—it’s also the overarching plan for keeping skilled talent ready to hire. Recruiting strategies run the gamut of the recruiting funnel, outlining where to source talent for specific positions or skill sets (such as job boards, colleges, or competitors), how to build a winning employment brand, which types of engagement and nurturing campaigns will be most useful, how to create and refine application and interview processes, and even how to onboard new employees. Jobvite offers solutions to help drive all facets of your recruiting strategy.
Recruitment marketing is a strategy where recruiters pursue and track candidates in the same manner that marketers pursue and track customers. For example, marketers use a funnel image to depict the customer lifecycle, where customers enter the funnel as prospects through a first point of engagement and, if campaigns and tactics are successful, ultimately emerge at the bottom of the funnel as purchasing customers. In recruitment marketing, recruiters think of prospective applicants as prospective customers and work to direct them through the funnel to emerge as successful hires. This typically involves delivering creative campaigns that target prospects on a more personalized level, along with consistent nurturing, engaging, and tracking of interactions. Successful nurtures convert to applicants, and if applicants are qualified and fit available job openings, they can be hired. Just as marketers seek to have their funnels filled continuously, so there's never a shortage of prospects or customers, recruiters also use marketing techniques to keep talent pools filled and the funnel moving. Companies with the most successful recruitment marketing strategies use CRM systems, such as Jobvite Engage, to continuously fill and nurture their candidates through the funnel.
A recruiting platform is an entire recruiting software or technology system, usually referring to one designed to address recruiters' needs end to end. For example, Jobvite offers a complete recruiting platform, with solutions that cover the entire recruiting funnel, from branding and nurturing, through sourcing, hiring, and onboarding. Best-of-breed recruiting platforms lend specialized focus and expertise to recruiting technology that more generalized HR suites do not.
How do you determine if you need a full HR software suite or a best-of-breed recruiting solution? Download our eBook, “Can the Suite Compete?” to learn how to evaluate the options against your business requirements and determine the best fit.
Recruiting software (or recruitment software, or recruiting/recruitment system) is technology designed to help recruiters find, engage with, and ultimately hire quality talent. While some applications target only specific parts of the recruiting funnel, the most functional recruiting software operates throughout the entire recruiting funnel and can seamlessly direct candidates from first engagement through nurturing, application, interviews, hiring, and even onboarding. In addition, recruiting software should be designed to simplify the recruiter's job, while making it easy to benchmark progress, justify investments, and recalibrate campaigns to stay on track for success.
Are you in the market for recruiting software? Download our eBook, “The Recruiting Software Buyer's’ Guide,” to find out all the critical questions you need ask as you evaluate different solutions and find one tailored to your needs.
See "Recruiting/Recruitment Software."
A referral hire is someone who was referred by an existing employee for a position and ultimately hired. Companies that use referral hires tend have increased employee retention rates (46%) compared to companies that rely solely on career sites (33%). Referral hires are indeed helpful, thereby making an investment in an employee referral program well worth the time and effort.
SaaS (Software as a Service) recruiting/recruitment software is recruiting technology that runs as a hosted solution in the cloud, rather than as an on-premise application that runs behind a corporate firewall. The advantages of a cloud-based or SaaS solution are numerous, including lower cost, ease of updating and administration, and the ability to be used across numerous points within a company.
Are you in the market for recruiting software? Download our eBook, “The Recruiting Software Buyer's Guide,” to find out all the critical questions you need ask as you evaluate different solutions and find one tailored to your needs.
Social recruiting is the practice of recruiting candidates through social media networks, such as Facebook, Twitter, and LinkedIn. Social recruiting is extremely common among today's recruiters, with 50% claiming social media efforts will be their second biggest investment in the coming year (following employment branding). That's not surprising, with 59% of job seekers now using social networks to research potential employers and their company cultures, according to the 2016 Jobvite Recruiter Nation survey. Among recruiters, LinkedIn is the most popular recruiting network. Among job seekers, however, Facebook is the most common social platform for job searches.
Are you feeling overwhelmed and worried about doing social recruiting right? Fear no more. Download our kit, “The Social Recruiting Kit,” for all the tips you need to shine.
Sourcing is the process of finding potential job applicants and beginning to engage with them through your employer brand. Sourcing requires recruiters to understand their candidate personae—or their ideal target candidates—so they know which job boards and platforms these candidates can be reached on, as well as how to effectively deliver the information that's proven to attract these candidates.
Looking for out-of-the-box ideas to source top talent that don’t drain your budget? Download our eBook, ”Top 10 Sourcing Hacks,” to learn how to hack your way to success.
Talent acquisition is a term used to depict the entire recruiting process, from source to hire to onboarding, or the process of acquiring skilled talent. This is a highly competitive area in today's global economy, as skilled workers are in short supply and hiring needs are increasing.
Forrester evaluated 12 technology vendors in their most recent Forrester Wave report on talent acquisition platform, and we are excited to be named a leader. Learn how we stacked up against the rest of the pack and the most important things to consider when selecting a talent acquisition platform.
Talent communities are online spaces where recruiters and hiring managers can network effectively with job seekers, passive candidates, and other interested parties. Talent communities are typically segmented by relevant topics, such as company, skill sets, professions, industries, or levels of experience. The purpose of a talent community is to enable easy online interaction and discussion about a variety of topics, such as current job openings, advice on how to get noticed by recruiters, and so on.
A talent pool is the stockpile of qualified potential applicants that a recruiter keeps at the ready in order to minimize the impact of vacant positions. Ideally, recruiters want to have a full talent pool at all times which requires constant attention to funneling prospects through nurture campaigns and converting them to applicants, as well as maintaining good relationships with prospects who are not hired or who are not good fits for current job openings. Companies with strong talent pools have the best chances to hire high-quality talent fast, which is why recruiting technology that assists in building a talent pool—such as Jobvite Engage—is vital to any recruiter's arsenal.
Do you know how to source and market to today’s millennial workforce? Check out our eBook, “4 Steps to Build a Rich Talent Pool,” to learn how to source your way to success.
See “Candidate management.”
Time-to-fill is a critical recruiting metric that tracks how long it takes to fill a vacant position, from the time it is first posted to the time it is filled by a new hire. Watching the movement of your time-to-fill metric can help pinpoint bottlenecks in your recruiting processes, and justify which strategies and technologies are helping you to streamline your efforts.
Time-to-hire is a critical recruiting metric that tracks how long it takes a candidate to move through the recruiting process, from source to hire. Watching the movement of your time-to-hire metric can help pinpoint bottlenecks in your hiring process, and justify which strategies and technologies are helping you to streamline your processes.
Twitter recruiting is a form of social recruiting, where companies leverage the Twitter platform in their search for quality applicants and hires and to increase visibility to their open job positions. Twitter is used by about 22% of recruiters to evaluate candidates, according to the 2016 Jobvite Recruiter Nation survey. Twitter's short, frequent posts make the platform a good place to share job postings among contacts, but not as strong a network for ongoing interactions and connections.
Virtual interviewing, or virtual screening, is the process of interviewing or screening an applicant using video technology. Some virtual interviews can be conducted in real time; however, this still requires scheduling on both sides of the interview and can leave you subject to conflicts or cancellations. Other virtual interview solutions, such as Jobvite Video, allow candidates to record their interview or screening question responses at their convenience and return them to recruiters by a requested deadline—which can save hours of work and valuable budget when compared to in-person interview requirements.