According to LinkedIn’s 2017 Global Recruiting Trends, 38% of talent acquisition leaders would invest in candidate experience if money wasn’t an issue.
Candidate experience is a candidate’s overall evaluation of the hiring process from sourcing, screening, interviewing, hiring, and onboarding.
As an area of recruiting that’s historically had a pretty terrible reputation, the good news is that there’s a lot of room for improvement.
Here are 5 ways technology can help improve your candidate experience. Why candidate experience matters
A survey of job seekers found that nearly 60% of them have had a poor candidate experience. A bad candidate experience can seriously damage your recruiting efforts. Continue reading
LinkedIn reports the recruiting metric hiring managers care about most is quality of hire.
Basically, what we all want to know is: is my recruiting process actually selecting the right people or not?
Luckily, advances in recruiting software and recruitment tech are helping recruiters use data to close the loop with hiring managers to demonstrate candidates’ quality of hire.
Here’s how to measure the quality of your candidates and link it to business outcomes in 6 steps. Step 1: Collecting quality of hire metrics
Generally, there is no “one-size-fits-all” metric because it depends on what your priority is.
LinkedIn reports the top three ways quality of hire is measured are:Retention: the length of time new hires stay at the company (e.g., measured as a rate of new hires staying vs. Continue reading
An important recruiting metric, time to fill is the number of days between the day a job requisition is approved until the day an offer is accepted by the candidate.
SHRM’s latest recruitment survey reports the average time to fill is 41 days. But with hiring volume increasing this year and top candidates staying on the job market for only 10 days, recruiting teams are under pressure to reduce their time to fill.
iCIMS’ data breaks down the time spent on each step of the hiring process:
15% Applied 23% HR Screening 37% Hiring Manager Review 23% Interviewing 2% Hired
This means 63% of the recruiting cycle is directly under your control to streamline or automate. Continue reading
With hiring volume predicted to increase this year, time-constrained recruiters are feeling the need for speed.
According to LinkedIn, 77% of talent acquisition leaders are interested in new technology and better recruiting tools for the coming year.
In 2017, recruiting success will depend on intelligently automating some part of the recruiting workflow.
That’s why Ideal partnered with John Dawson at Xref for a 30-min webinar on 5 Tips for Speeding Up Your Recruiting in 2017.
In this webinar, you’ll learn how automating processes to speed up your recruiting can help you:
compete for talent with a sped up hiring cycle
improve KPIs such as cost per hire and time to fill
leverage recruiting tech for automating resume screening, candidate outreach, interviewing, and reference checking
Watch the full presentation below:
Access the slides here. Continue reading
Hiring volume is predicted to increase in 2017, which means recruiters will need better and faster recruiting tools.
Here’s a list of the 7 best recruiting tools poised to take off in 2017 summarized in an infographic.
Recruiting tool #1: Automated resume screening
Automated resume screening promises to be one of the best recruiting tools of 2017 because it helps solve a major challenge with resume screening: volume.
Jobvite’s recruiting survey reports the typical high-volume job posting receives more than 250 resumes. On average, 65% of these resumes are ignored.
Automated resume screening is part of a growing recruitment tech category designed to reduce — or even remove — low-value, administrative activities like manually screening resumes. Continue reading
Glen Cathey calls it the #1 mistake in corporate recruiting: the failure to leverage candidate rediscovery.
Candidate rediscovery is the practice of mining your existing resume database to find candidates for open reqs.
Although most ATSs have had a rudimentary form of internal search for a while, it’s only recently that advances in software have allowed recruiting teams to find and match previous candidates to an open req easily, quickly, and accurately.
In 2017, there are 5 reasons why this type of talent rediscovery is poised to become the next big thing in recruiting.
Reason #1: Employers state one of the biggest mistakes recruiters make is failing to look at candidates in their own database
A recent CareerBuilder survey found that one of the biggest complaints employers have about recruiters is the failure to look at candidates in their own database. Continue reading
When a job posting for a high-volume role receives more than 250 applicants, it’s essential to know what to look for in a resume to find qualified candidates.
LinkedIn’s data tells us 69% of talent acquisition leaders report their hiring volume has increased, but only 26% say the size of their recruiting teams increased.
Having an organized system for resume screening will save you time and make your life a lot easier.
Here are 4 things to look for in a resume to find qualified candidates.
1. Work experience
The qualifications for a job should be based on which skills, traits, and behaviors are necessary to be successful in the role. Continue reading
The ability to automate candidate screening, a crucial step in the recruiting process, promises to solve one of the biggest problems in recruiting: the resume “ignore” problem.LinkedIn reports 69% of talent acquisition leaders state their hiring volume has increased this year, but only 26% of their recruiting teams have increased.
Finding tools to intelligently automate some part of the recruiting workflow will be a top priority in 2017.
Automated candidate screening has the potential to solve the resume “ignore” problem that continues to plague recruiters.
The resume “ignore” problem
Over the years, large companies will amass thousands – even millions – of resumes sitting in their ATS. Continue reading
Stay on top of Talent Acquisition’s latest innovations (in 60 seconds or less)!
Today’s hot topic: Resume screening
using artificial intelligence.
AI for recruiting has been making headlines lately—but what does it actually mean? We’re taking a look at just one of the real-life uses that could change the way you screen, interview, and hire.
Manually screening resumes is tedious, tiresome work, especially when 75% – 88% of resumes received are unqualified. Furthermore, manually screening resumes often lacks standardization and can fall prey to unconscious biases.
Artificial intelligence that auto-screens thousands of resumes in minutes.
Candidates are screened with near perfect accuracy and presented to the hiring manager in order of interview priority. Continue reading
Screening resumes is usually the most time-consuming part of recruiting so a good resume screening checklist is crucial to stay on track.
Not only is resume screening the most time-consuming, 52% of talent acquisition leaders say it’s also the hardest part of recruitment.To help you identify the best candidates more easily and in less time, I’ve created this 4-step resume screening checklist.
Step 1: Compile a list of the job qualifications
The first step in your resume screening checklist is understanding which skills, traits, and behaviors are necessary to be successful in the role.
The best way to do this is to assess what the qualifications of successful employees look. Continue reading