Candidate engagement has become a big topic in talent acquisition recently.
Although there isn’t an official definition, candidate engagement generally refers to how responsive candidates are and how well they feel they were treated during the recruiting process.
In various surveys, the majority of job seekers – around 60% – have indicated they received poor treatment during their job search.
A CareerBuilder survey found when job seekers have a bad candidate experience, 42% of them would never apply to that company again and 22% said they would tell other candidates not to work at that company.
With competition for talent tougher than ever, candidate engagement matters. Continue reading
With today’s tighter labour market, candidate experience has become increasingly important to attract talent. Will the next wave of recruiting involve the use of a recruitment chatbot?
Randstad found 82% of job seekers believe the ideal recruiter interaction is a mix between innovative technology and personal, human interaction.
Workopolis found 43% of candidates never hear back from a company after one touchpoint.
This applicant black hole is a problem because over time it will weaken your employer brand. If prospective employees hear from their friends and colleagues that your hiring process is generally unresponsive, some of the best candidates may simply not apply. Continue reading
Ideal’s CEO Somen, COO Shaun, CTO Matt, and VP Product Jason explain how Ideal‘s artificial intelligence was designed to help recruiters.
Learn why Ideal uses artificial intelligence, how Ideal’s AI uses recruiters’ feedback to learn and improve over time, and how recruiters use Ideal to screen and shortlist candidates instantly and effectively.Optimize Your Hiring Using AI Continue reading
The war for talent has pushed the focus onto the candidate experience. A big part of candidate experience is candidate messaging.
The “candidate as consumer” mindset combined with the rise of AI and automation has led to a lot of recruiting tech investment for candidate messaging.
Here are 10 stats about candidate messaging that recruiters need to know summarized in an infographic. Candidate messaging stat #1
Job seekers seem to welcome the development of AI and chatbots.
A recent survey by Allegis found:
58% of candidates are comfortable interacting with AI for initial questioning in the application process 66% are comfortable interacting with AI and chatbots for interviewing scheduling and preparation
Candidate messaging stat #2
The quest to attract and win over candidates is fundamentally changing the application process to become mobile-first. Continue reading
Industry predictions that single-vendor HRM systems were going to be the norm have failed to materialize.
As Lever’s Leela Srinivasan notes, “No one player is best-of-breed at everything” and this has created an ATS tech space that’s much more integrative.
Today, it’s much more common for recruiting teams to have an applicant tracking system as their base software and then choosing add-ons from a marketplace of complementary recruiting tools.
As the ATS is gradually becoming an end-to-end attraction and acquisition platform, there are multiple tech stacks needed in talent acquisition.
By Tim Sackett’s count, there are 22 different tech verticals including CRMs, interviewing tools, candidate communication tools, and sourcing tools. Continue reading
AI for recruiting is a game changer: 96% of HR professionals believe AI has the potential to greatly enhance talent acquisition.
But…what the heck is AI anyway? I asked a group of recruiting experts for their top questions about AI.
Learn more on AI’s impact on recruiting in the video below.Optimize Your Hiring Using AI Continue reading
As AI continues to automate the administrative burden of recruiting, there’s a growing consensus that the skills recruiters have today won’t be the same ones needed tomorrow.
The majority of HR leaders predict AI will be a regular part of their workflow within the next five years. This large scale adoption of AI and automation will require recruiter re-skilling to adapt to the new workplace. In the age of AI, the new recruiter skill set includes skills focused on both people and data. 1. People-focused social skills
When it comes to hiring, we still want to talk to another human and that desire isn’t going to go away anytime soon. Continue reading
Amazon is making headlines this week for their high volume recruitment of 50,000 employees.
High volume recruitment generally refers to filling a larger-than-average number of positions in a relatively short time frame – although most companies don’t come close to requiring as many people as Amazon!
While the average job posting receives 59 applicants according to Jobvite, a high volume recruitment role typically receives 250 or more applicants.
This is most common in retail and hospitality, but it occurs in other industries as well. For example, Lockheed Martin recently did high volume recruitment for new F-35 fighter jet jobs.
Both Lockheed Martin and Amazon took the approach of “on the spot” job fairs. Continue reading
Research confirms unconscious bias in recruiting is still a major problem.
A recent study found unconscious bias occurs during resume screening. Asian applicants were 75% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., Luke instead Lei).
Black applicants were 160% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., L. Smith instead of Latisha Smith).
If you think minority applicants with similar qualifications to majority candidates are being overlooked at your company, it might be time to look into a technology solution. Continue reading
If you’re in Talent Acquisition, you know how overwhelming it can feel with applications coming in left, right and centre.
To make sure your team is operating to its full potential, here are 7 tips and tricks to make the most of your recruiting emails while reducing stress and making more time for what matters.
1. Be personal
Always remember that you are talking to another human being on the other end. Remain professional and polite throughout every candidate interaction, giving them the time and attention they need.
2. Invest time in templates
You can save a lot of time by creating email templates. Continue reading