Recently, we conducted our first recruiting Q&A with Marija Vukic, VP of Talent Management at Diply. Learn how Marija, armed with a small team and an arsenal of recruiting tools:
Optimize Your Hiring Using AI Continue reading
Sourcing is the second highest origin of hires after direct applicants, so a lot of attention is being paid these days to metrics and tools to improve this crucial function. Here are 7 metrics about sourcing that every talent acquisition professional should know summarized in an infographic below.
Metric #1: Every 1 in 72 sourced candidate is hired
According to Lever, candidate sourcing is one of the most effective ways to hire. On average, one in every 72 sourced candidates is hired compared to one in every 152 applicants.
Metric #2: Sourcing takes up 1/3rd of a recruiter’s work weekEntelo’s data found on average, a recruiter spends ⅓ of their week or about 13 hours sourcing candidates for a single role. Continue reading
Despite so many technological evolutions in recruiting, it appears candidate experience isn’t actually improving that much.
For example, 60% of candidates have had a bad candidate experience, and 65% have never heard once about the status of their application. 72% of hiring managers feel they provide clear job descriptions, but only 36% of candidates feel the same.
What gives?
We have tons of research and ideas out there on candidate experience, we’ve also written about it.
The information, processes, and best practices are out there but organizations, hiring managers, and recruiting teams aren’t getting it right.
Why would this be? Continue reading
In case you missed the memo, the gig economy is taking over.
According to the 2017 Freelancing in America study, an estimated 57.3 million Americans (that’s 36% of the entire workforce) participated in the some kind of side-hustle, freelancing or gig work in 2017.
Thanks to contemporary technology, 0-hour contracts and the rise of freelancing platforms (e.g., Uber, Etsy, Airbnb, TaskRabbit, Fiverr), ditching the traditional 9 to 5 has never been easier.
Rather than holding down one, permanent position, workers are choosing to pursue multiple roles, often combining contract work, freelancing, part-time shifts and “side-hustles” to earn their keep. In almost every situation, achieving a better work-life balance is the goal. Continue reading
There’s an increasing body of research that shows human beings don’t use our time all that well, including this study on how judges schedule their time.
One of the key findings of this research is:
“For knowledge workers and managerial positions, there is evidence from time diaries that all sorts of workers schedule their workflow ineffectively, in the sense that they tend to jump from one task to another too frequently.
They spread themselves thin, and then they achieve less than they would if they worked on something until completion.”
If you’re reading this, you’re likely in recruiting, sourcing, or talent acquisition. Continue reading
Recently, I read an amazing HROS case study by Johnny Sanchez, Head of Recruiting & Onboarding at Hot Topic, on how he and his team completely transformed their onboarding process. One detail that stuck out to me on how he did it was by “surveying hires over the previous six months.”
With all the attention being paid to improving candidate experience, one obvious strategy should be top of mind: are you collecting feedback from your actual candidates? Here are 3 effective ways you can collect feedback to improve your candidate experience.
1. Using a chatbot as a candidate feedback toolSutherland, an IT service provider, built its own chatbot, Tasha, as a communication tool for their candidates. Continue reading
Sourcing – finding and qualifying candidates who have not applied directly to an open role – is the second best hiring source, accounting for up to 33% of hires.
Korn Ferry’s latest survey found 69% of talent acquisition professionals believe using AI as a sourcing tool has resulted in higher quality candidates.
Clearly, recruiters that leverage technology like AI for candidate sourcing have an advantage in today’s tough talent market.
Here are the 3 major benefits recruiters are enjoying by using AI in sourcing.
Benefit #1: Freeing up recruiters’ timeAccording to Korn Ferry, recruiters are seeing the value of using AI in sourcing:
Entelo’s data shows the average talent acquisition professional spends about 1/3 of their work week sourcing candidates for a single role, which is around 13 hours a week. Continue reading
Today’s candidates are not only looking for well-paying job opportunities, but an organizational culture that affords them life-work balance and other personal benefits.
In addition to investing in good recruiting software, recruiters need marketing savvy to get their message out to potential applicants. In fact, a recent survey found 34% of the Fortune 500 are devising marketing strategies to attract candidates. Here are 5 of the best marketing tactics to increase the success rate of attracting candidates that are a right fit.
1. Search engine optimization (SEO)The majority of job seekers use search engines like Bing and Google to research their options. Continue reading
According to Korn Ferry’s data, 63% of talent acquisition professionals report AI has changed how recruiting is conducted in their organization.
A big part of this recruiting AI is the chatbot.
A chatbot is defined as “a computer program designed to stimulate conversation with human users.” Although the chatbot is a relatively recent innovation in the recruiting context, chatbots have been used for years in customer service and as virtual personal assistants. Hello, Alexa!
Have you used a chatbot? Yes No Maybe, I don’t know if he/she was human or a bot. Created with PollMakerDrift, a leading marketing chat software (both people and bots), recently conducted a survey along with SurveyMonkey, Salesforce, and myclever on how chatbots are changing the online experience. Continue reading
In today’s tight talent market, some of the best candidates will already have a job. These passive candidates are often open to considering a new job, but they’re not actively seeking a new position.
Research by LinkedIn on passive candidates finds:
It’s important for you to use innovative ways to compete for the attention and interest of passive candidates.
Here are 4 tips that will help you win over more passive candidates. Continue reading