Speed is an important, if not the most important, factor in recruitment, which is why we have metrics such as time to hire and time to fill.
Source: Talent Tech Labs
When a role is open, that implies increased workload for other members of that team. Managers try to avoid that, so they want a position filled quickly. The problem is that a recruitment process focused exclusively on speed can be prone to a lot of error and miscommunication.
Between 25-33% of employees depart within six months of entering a new job.
Clearly, the recruitment process isn’t being optimized properly. Continue reading
Candidate sourcing tools can – and should – be a recruiter’s best friend.
In a perfect world, we’d be able to find the absolute best candidate for an open role, whether that candidate is active or passive. Unfortunately, we know that approximately 50% of new hires fail.
So where’s the disconnect between the tools being used and the effectiveness of hiring? How do you know what features you need?
Here are 6 rules to follow when selecting a candidate sourcing tool.
Rule 1: Keep your hiring model in mind
What are you trying to accomplish specifically?
If you are a company that does a lot of high volume hiring, that will require different technology and functions than a company that might hire three times total per year. 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 competition for talent is fiercer than ever, with 68% of recruiters reporting they have difficulty finding full-time employees. In today’s environment, it can be challenging to come up with recruitment strategies that make your jobs stand out from the rest.
Here are 6 genius recruitment strategies you can try to attract interested candidates.
Recruitment strategy #1: Duplicate your top performers using tech
One of the best recruitment strategies is duplicating your top performers. You already know what works well at your company, so why not duplicate it?
Of course, this is easier said then done and without the help of the right tool, it’s hard to do manually and scale. Continue reading
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:
23% HR Screening
37% Hiring Manager Review
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