While recruiting is a tedious, time-consuming process, requiring multiple steps and interactions along the way, the right technology enables large companies to reduce manual tasks, streamline and accelerate the hiring process, and align to business goals and outcomes. 

While you may know Jobvite from its early days as an ATS provider, the company has been on a multi-year journey to build an enterprise-grade solution that optimizes complex workflows and accelerates hiring outcomes.  

Jobvite’s best of breed talent acquisition technology streamlines hiring across the entire talent acquisition lifecycle and offers a transformative approach in the market — to deliver predictable hiring outcomes, create exceptional experiences, and increase recruiting capacity at scale from a single talent acquisition suite. 

Purpose-built to meet enterprises where they are, Jobvite offers a comprehensive solution ideal for organizations frustrated with point solutions that are too narrow, or HRIS and HCMs that are too broad. 

Here are five ways the power of enterprise-grade talent acquisition technology can speed up recruiting, helping your company stay ahead of the competition and find the best talent in record time.

#1: Sourcing & Candidate Nurturing

Jobvite’s enterprise-grade Source and CRM solution helps recruiters spend less time sourcing and more time connecting with the right candidates. Recruiters can easily identify candidates, engage and segment talent, and build relationships with candidates at scale. As a result, recruiters are able to identify and attract high-quality candidates much faster.

This technology enables talent professionals to segment talent pools into strategic audiences and create personalized campaigns to drive conversions. What’s more, you’ll receive real-time insights into recruitment marketing campaign performance and candidate engagement levels to stay agile.

#2: AI-Powered Candidate Matching

Jobvite’s recruiting technology offers an innovative solution for finding candidates who match the requirements of your open roles. With AI-powered candidate matching, recruiters can efficiently screen and identify the most suitable candidates for the job. This tool uses machine learning algorithms to understand the job requirements and match them with the candidates’ skills and experience. It can even recommend jobs to past candidates and match interested applicants with the right role.

This technology not only saves time, but also improves the quality of hires as it reduces the risk of bias in the recruitment process. It’s an essential asset for any recruitment team looking to speed up efficiency, reduce bias, and improve the quality of hires.

#3: Applicant Tracking

Recruiting technology has revolutionized the talent acquisition process, making it faster and more efficient than ever before. One of the most powerful tools in this regard is the applicant tracking system (ATS) in Jobvite’s Evolve Talent Acquisition Suite. This system streamlines the recruitment process, from sourcing and screening to interviewing and hiring. 

With features like automated resume parsing, customized job postings, and candidate tracking, Jobvite’s ATS can help your recruiters save a significant amount of time and resources. 

Furthermore, it provides real-time analytics and reporting, allowing recruiters to make data-driven decisions and measure their effectiveness. Find what fits your team’s recruiting needs using configurable dashboards, workflows, and feedback. Ultimately, this modern ATS technology can empower your team to collaborate with a portal that enhances communication, fosters feedback, and ensures greater hiring success.

#4: Data Analytics

One of the biggest hurdles to developing an efficient recruiting process is the time and effort that goes into identifying your current bottlenecks to start with. With comprehensive insights into hiring efficiency, data analytics allow you to make improvements and streamline your hiring to reach new heights in no time. 

The Jobvite Analytics dashboard is purpose-built to uncover hiring trends, spot recruiting bottlenecks, and identify areas for improvement, so you know exactly where to dive in. Taking the guesswork out of hiring efficiencies means you waste less time pinpointing what needs to be improved and more time focusing on how your recruiting process drives results and contributes to business outcomes.

#5: Onboarding

Onboarding is another area where recruiting technology can significantly impact new hire productivity and set your candidates up for success. Jobvite’s Onboarding solution allows you to provide a top-notch experience that streamlines the new hire process and gets them productive faster.  You don’t need multiple outside integrations when you have every tool you need in one comprehensive platform.

See the Power of Purpose-Built Technology for Yourself 

When you leverage best of breed technology that integrates into your existing HR processes and workflows, you can drill down into creating a more effective and efficient talent acquisition function in your business. Whether it’s through ATS and onboarding technology, building relationships with candidates through CRM, or ensuring you have access to centralized data, Jobvite has an entire suite that helps you recruit faster, connect with stronger candidates, and deliver exceptional outcomes.

Contact us today to learn more about how we can support your enterprise talent acquisition needs and streamline hiring together.

The post How the Right Recruiting Software Speeds Up Hiring first appeared on Jobvite.

The competition for top talent is fierce, and hiring the wrong person can be costly. As the market becomes more competitive, businesses need to step up their game to attract top talent before other competitors do. That’s why it’s crucial to make recruiting efficiency a priority in your business.

By implementing these strategies, your enterprise can streamline the recruitment process, save time and resources, and ultimately secure the most qualified candidates for your organization. Let’s dive in and explore how you can make recruiting efficiency a top priority for your organization.

#1: Measure Vital Recruiting Metrics

To begin, it is essential to gather recruiting data that reveals where you can make improvements to your recruiting process. Metrics across the entire talent pipeline are valuable for revealing where your highest-quality hires come from and how well they convert across the recruiting funnel. By tracking your metrics over time, you can also identify bottlenecks in the hiring process and make necessary adjustments. 

Candidate experience is another important area to consider. By measuring the level of satisfaction among candidates, you can identify how you should improve candidate nurture and outreach to better convert candidates into applicants. 

Collecting data to understand hiring efficiency is essential for businesses to remain competitive in today’s job market. However, metrics alone aren’t enough to make a difference in speeding your time to hire. You have to synthesize the data and determine where you can shorten areas of the process to make efficiency a priority. 

#2: Analyze the Data

Now that you have the data, it’s time to drill down on what it means for improving your hiring process efficiency. By analyzing the data, your enterprise can, for example, identify specific stages where the most candidates drop out of the hiring process.

Is it after visiting your career site? Before they apply for a role? While applying for the position? During the interview process? This analysis can help organizations focus on steps to enhance the candidate experience and reduce the chances of losing qualified candidates to other companies.

Companies should also evaluate the sources that they use to post job listings. Some sources may repeatedly attract low-quality candidates, leading to wasted time and resources. Analyzing the sources and shifting to more effective channels can help businesses attract higher-quality candidates.

Finally, take a look at what the data says about your overall interview process. The process should be designed to identify the most qualified candidates quickly, while ensuring that they have a positive experience. If there are unnecessary hurdles, it may be time to make some changes, which brings us to the next step.

#3: Augment and Adjust

Once you have identified some pain points in your recruiting processes, it’s time to implement changes that will improve the speed of the process. For example, now may be the time to adjust your budget to the channels that yield higher-quality candidates.

Another area that you could be losing candidates is requiring them to fill out the same fields in the online application that are already contained in their resume. This duplicated data entry is a real frustration for candidates. Look for a recruitment technology partner that can quickly and effectively ingest the resume and make the application process 10 minutes or less. 

If you notice a lengthy interview process slowing down your time to hire, it may be beneficial to create a set list of questions for interviews, designate interviewees, and require feedback from the hiring panel in your platform within a specific time frame. This helps ensure that the hiring process is consistent, and all candidates are evaluated on the same criteria. 

#4: Rinse and Repeat

Keeping a pulse on your recruitment data helps you identify areas where you can make improvements in the hiring process, such as where potential bottlenecks exist and what needs to be done to eliminate them. However, it’s not enough to gather data and make changes once. 

The key to making recruitment efficiency a priority is to continue to analyze and augment your hiring processes based on new data insights. This means that you should continuously measure and analyze your data to identify new pain points and make ongoing adjustments. 

The good news is that technology has made it easier than ever to analyze recruitment data. With the right talent acquisition technology, like the Evolve Talent Acquisition Suite, you can track every stage of the recruitment process, from applications to interviews to hiring decisions, streamline tasks, and bolster your recruiting efficiency. 

Making recruitment efficiency a priority in your organization requires ongoing effort and analysis. By continuing to measure and analyze your data, you can ensure that your recruitment process is as efficient as possible. 

This, in turn, leads to higher-quality candidates, higher retention rates, and new hires who contribute to the growth and success of your organization. Now is the best time to make recruitment efficiency a priority in your business and invest the time and resources necessary to make it a success.

Ready to make recruiting efficiency a priority in your organization? Learn how Jobvite’s enterprise recruitment solution can help you track key metrics and improve the speed of your hiring process. Schedule a demo of our Evolve Talent Acquisition Suite today.

The post How to Make Recruiting Efficiency a Priority in Your Enterprise first appeared on Jobvite.

One of the primary reasons for this hiring difficulty is the ongoing talent shortage and historically low unemployment levels. The demand for qualified candidates has far exceeded the available supply, making it challenging for companies to find candidates with the essential knowledge, skills, and abilities necessary to fill open positions.

Many companies rely on outdated recruitment strategies that don’t effectively meet candidates where they are. The hiring process has evolved significantly over the years and companies that don’t adopt new strategies, technologies, and processes risk being left behind. To overcome these challenges, it is essential to have a modern recruitment approach complemented by effective recruiting technology that can help make hiring more predictable.

Where to Start Optimizing Recruiting Strategies

With employers working harder than ever to find and connect with qualified candidates, it’s important to evaluate wins and lessons learned to make recruiting more effective this year.  One way to optimize your recruiting strategies is to take inventory of where you can improve and streamline your hiring programs. 

That’s where the 2024 Recruiting Effectiveness Planning Kit comes in. This comprehensive toolkit provides talent professionals with the guidance and step-by-step approach they need to improve recruiting strategies, audit current programs, and make data-driven plans to drive recruiting success.

Within the Planning Kit, you’ll find nine practical worksheets covering a range of topics, from developing data-driven recruiting strategies to expanding talent networks through targeted audience planning. You’ll also discover how to improve return on recruiting investment, how to leverage existing employees as a primary source for new hires, and how to develop comprehensive candidate personas for better role matching.

And when it comes to analytics and reporting, we’ve got you covered with a best practices worksheet to help you dive deep into the data and draw insights to improve your decision-making.

The 2024 Kit also features the latest insights and data from the Employ Recruiter Nation Report. With insights from across the hiring landscape, this data helps you stay informed on the latest trends in recruitment, talent acquisition, and hiring.

Finally, you’ll receive a 2024 HR events calendar, which sets out all the key dates and most popular events in recruitment and HR. Plan ahead for everything from key conferences to critical tax deadlines.

As a talent acquisition professional looking for a way to optimize your recruiting strategies and achieve results, the 2024 Recruiting Effectiveness Planning Kit is exactly what you need. Download it today and start planning for recruitment success in 2024 and beyond.

Ready to optimize your talent acquisition technology? Learn how Jobvite’s enterprise recruitment solution can help you attract, engage, and convert top talent at scale. Schedule a demo of our Evolve Talent Acquisition Suite today.

The post How Forward-Thinking Talent Pros Optimize Recruiting Strategies first appeared on Jobvite.

Learning from experts on how to make hiring more effective and efficient is essential within the current labor market. During the recent From the Experts: Making Recruiting More Effective in 2024 webinar, a panel of three talent practitioners discussed how to optimize recruiting strategies for this year. These panelists included:

• Michelle Stone, Director, Enterprise Customer Success, Jobvite, an Employ Solution
• Rachel Perry, Manager, Customer Enablement​, JazzHR, an Employ Solution​
• Josh Jones, Manager, Talent Acquisition, Employ Inc.

During this insightful session, each practitioner shared insights and innovative recruitment strategies to tackle the challenges encountered by recruiting professionals today.

Watch the full webinar on demand here.

How to Tackle Recruitment Challenges

The conversation centered on the difficulties facing talent acquisition professionals right now — focusing primarily on the scarcity of qualified candidates and the intense competition for talent. 

Each panelist advocated for the need for faster, more efficient hiring processes, noting that recruiters must adapt to the evolving recruitment landscape and employ strategies to enhance and optimize their recruiting strategies. 

To enhance efficiency, the role of technology and innovation is more important than ever. Recruitment technology, analytics, AI integration, and data-driven decision-making are not just buzzwords — they are principles that should be embraced by recruiting teams.

Strategies for Effective Recruiting

The driving force behind effective recruitment is efficient data-driven strategies. Panelists focused on two major strategies, including stakeholder feedback and developing candidate personas.

Michelle Stone highlighted the importance of aligning talent acquisition goals with the executive team and investing in existing employees for high-quality hires that already are dedicated to your organization. 

Josh Jones provided valuable insights on creating candidate personas using feedback from candidates and recent hires. He recommended creating at least two candidate personas for each role and tailoring job descriptions accordingly, enhancing their appeal to potential candidates. 

By segmenting candidate pools and tailoring engagement strategies to fit each audience, recruiting teams can build a framework and greatly improve their overall quality of hire. Rachel Perry further suggested researching competitors’ job descriptions to broaden understanding and improve approachability.

The Human Side of Hiring

The conversation also highlighted the personalized nature of experiences within recruitment. Michelle Stone emphasized the significance of texts and emails as a more efficient candidate communication method. She also proposed segmenting candidates into key talent, strategic, and relationship audiences for effective audience engagement.

Josh Jones emphasized treating active and passive candidates differently, and indicated the importance of uniformity within interview teams, while Rachel Perry noted the importance of diversity, equity, and inclusion (DEI) in recruitment.

Harnessing the Right Recruitment Technology 

The discussion concluded with the importance of recruiting analytics and metrics, harnessing purpose-built technology in recruiting, and providing a top-notch onboarding experience.

By highlighting strategies that can help companies adapt in the current hiring environment, the panelists provided actionable takeaways that companies can use to streamline and optimize their recruiting process. 

Find out how to improve your hiring efforts — no matter what kind of roadblocks you face — and drive efficiencies in your recruiting function by optimizing strategies for the coming year. Watch the on-demand webinar now.

The post ICYMI: Expert Insights and Strategies for Effective Recruiting first appeared on Jobvite.

Your recruitment strategy must adapt to changing conditions — from new business goals and headcount needs to economic uncertainty and competition for qualified candidates. The good news is there is a blueprint your enterprise talent acquisition team can use to navigate these shifts and hire top talent quickly and at scale.

Building a more effective recruitment strategy: 8 ways to improve your hiring process

Here are eight tips to strengthen your recruitment strategies and boost hiring performance.

1) Audit your recruiting people, processes, and technology

Your people, processes, and technology impact the success of your enterprise.

Human resources expert Josh Bersin indicates investing in the right hiring solutions is the first step to improve your people, processes, and technology. However, you shouldn’t empower your talent acquisition function with just any tools.

Training recruiters to use your applicant tracking system and recruitment marketing platform to source, nurture, engage, and analyze candidates will set them up for success.

Consider Holland America Group Director of Talent Acquisition Jim D’Amico, who recently told SHRM he wants to enable his TA team to build stronger connections with potential candidates.

“That means development training for my leaders, technology training for my recruiters, and conferences for my team, to take them to that next level [with our recruitment strategy],” said Jim.

2) Modernize your enterprise talent acquisition tech stack

Can your recruiters and hiring managers easily access candidate profiles in your ATS? Do you have artificial intelligence and automation capabilities that eliminate manual labor? Do your current TA tools support your high-volume hiring? Is your recruiting data centralized and easily accessible?

If the answer is no to these questions, your technology stack requires attention.

The best way to address these issues is to invest in a single solution, like the Evolve Talent Acquisition Suite from Jobvite, so your hiring team can collaborate across the entire recruiting lifecycle and streamline hiring tasks.

For example, Apex Group improved hiring team collaboration by investing in Jobvite recruiting technology. The Evolve Talent Acquisition Suite enables talent specialists and hiring managers at Apex to work from a centralized platform that provides real-time recruiting funnel insights and hiring performance data.

“Jobvite is a true single source of truth … and helps us easily track performance over time,” said Apex Group Global Talent Acquisition Projects and Programme Lead Teodora Rebic. “Connecting with hiring managers right in the system to show our pipeline efforts is invaluable.”

3) Refresh your employer branding and recruitment marketing

These two parts of your recruitment strategy go hand in hand.

First, add your employer brand messaging in job postings, your career page, on social media profiles, and other owned and external digital properties where potential candidates may find you.

By doing so, you ensure consistency with how you present your employer brand externally. And you can better compel job seekers to apply because they learn what it’s like to work in your company.

Given its importance to your recruitment strategy, employer branding deserves your attention.

Next, ensure your targeted recruitment marketing campaigns reach the right passive candidates.

Test different advertising filters, like those for experience and professional interests, in your LinkedIn job ads to connect with passive candidates whose skills and expertise align with open roles.

Send personalized messages to candidates on other career communities whose expertise matches the job role. Gauge their interest in your company and the position with recruitment messaging that features your employer brand.

4) Assess and improve your candidate sourcing and nurturing

Employ CEO Pete Lamson notes that in addition to driving a high volume of candidates, you must also focus on attracting and engaging qualified candidates.

While there may be “more candidate flow than there was previously, having the right volume of candidate quality remains mission critical for recruiters,” Pete recently told SHRM.

With Jobvite candidate relationship management system, you can use AI-powered candidate matching to get recommendations for top talent already in your database to engage for open roles. From here, you can send personalized messages to individual candidates or groups of candidates.

Over time, you can see which types of email subject lines, SMS communications, and other engagement-related elements help you move more qualified candidates into your pipeline.

5) Build an employee referral program to get bonus candidates

The Employ Recruiter Nation Report found employee referrals are the fourth-most-valuable sourcing avenue for employers, with 13% of HR decision makers citing the channel as the best place to find high-quality candidates.

Your sourcers and recruitment marketers may add the most candidates to your talent tool, but an employee referral program can provide your talent acquisition team with premium candidates too.

Samtec recruiters are notified the moment a new referral comes in, and dedicated profiles are created for referred candidates. Meanwhile, employees who refer job seekers are updated as their referrals advance in the interview process. And all without the need for any manual work.

“From employees being able to seamlessly share application invitations within the platform to integrations with LinkedIn and Indeed, Jobvite allows us to enhance and support the work we already do and focus on growing our team through the networks of our employees,” said Samtec Compliance Coordinator and ATS Systems Administrator Michael Townsend.

6) Streamline the interview process and eliminate bottlenecks

When candidate encounter inconsistent communication and bottlenecks in the interview process, they may exit the hiring process altogether. That means your enterprise may miss out on high performers, simply because of interviewing challenges.

You can prevent future candidate drop-off by keeping active candidates apprised of their status and your decision-making timeline throughout the process.

“After investing time and effort into crafting tailored resumes and cover letters, preparing for interviews, and building hope, being met with sudden silence from a recruiter can be deeply discouraging,” HR professional Scott Sparks recently wrote.

A quick email or call is all it takes to keep top talent informed and interested in joining your business.

As for bottlenecks, analyze your interviewing data to identify any stages that take longer than average. See what differentiates those stages, and pare down the complexity of those stages or eliminate them altogether to speed up your hiring.

7) Analyze recent recruiting efforts and make data-backed changes

There are two main facets of your recruitment strategy your talent team should analyze frequently:  

1. Speed: Commonly tracked speed-related metrics include average time to hire by role, team, and location, and how long it takes the hiring team to provide feedback.
2. Quality: Tracking the effectiveness of sourcing and nurturing based on application rates, engagement rates, hiring manager satisfaction, and employee retention is critical for measuring candidate quality.

The more you assess and act on these metrics, the more easily you can improve in both areas. And the best technology that enables in-depth hiring analysis is a talent acquisition suite like Jobvite.

Former GroupM Talent Manager Jennifer Gabrielle-Chapman said the company used the native reporting and analytics in Jobvite to gain greater visibility into their recruiting speed and hiring quality.

“[We would] pull weekly data reports [in Jobvite] showing the activity across our operating companies, resource management within our talent team, be ahead of the curve for seasonal peaks and troughs, placement data and hires closed off in each week — the list goes on,” said Jennifer.

Actionable analytics are invaluable to the success of your recruitment strategy. All you need is a data-driven mindset and accessible insights into core metrics to elevate your hiring performance.

8) Think globally, not locally, to address critical hiring needs

When it comes to your candidate pool, you must look beyond your office locations to fill open roles. You will miss out on a large pool of qualified candidates by ignoring international job seekers.

“If you want to go after the best talent, then you have to go for a global recruiting strategy and not just a local one,” Robert Kelley, Professor of Management at Carnegie Mellon University’s Tepper School of Business, recently told HR Executive.

Jobvite ensures that workforces spread across different countries and locales can streamline their hiring and tailor processes required to hire talent — no matter where they are.

Building more effective recruitment strategies to attract top talent requires the right enterprise recruiting technology. Book a Jobvite Evolve Talent Acquisition Suite demo today.

The post 8 Tips to Turbocharge Your Recruitment Strategy first appeared on Jobvite.

Your C-level executives typically head up your strategic workforce planning efforts. However, they are not the only stakeholders who are involved in this annual process.

Departmental leaders, people managers, DEI directors, and human resources team members who run learning and development programs and other talent management initiatives also have a seat at the table during planning sessions in which leaders prepare for the future.

“Organizations can access the shared real-time insights they need to simplify complex challenges, respond to change in the moment, make the best strategic moves for the workforce, and share a mission that supports strategic growth” KPMG and Workday wrote in a joint white paper.

Mapping out the exact number of people your business needs to hire to make the desired level of progress with your overall business strategy may sound daunting.

The reality is this strategic human resources management exercise can be executed efficiently when all key decision makers meet to discuss future business needs together and make intelligent, data-backed decisions as a team instead of separately.

What the modern strategic workforce planning process entails for enterprises

The common strategic workforce planning model used by enterprises features two stages C-suites and other business stakeholders must complete together. Here is what this process typically involves.

1) Factoring in long-term goals and market conditions

Your workforce planning committee must factor your business goals into your hiring strategy.

Consider your diversity, equity, and inclusion (DEI) efforts. What are your strengths and areas for improvement with diversity hiring? What initiatives can positively impact your work environment and further position your enterprise as one that cares about meaningful DEI progress?

Revenue targets, your product roadmap, recent business performance, and insights from your company’s board and investors also inform your future workforce planning.

However, external factors must also be accounted for when determining your headcount needs.

Two of these outside factors include the:

• Level of workforce supply and demand. Are there many active job seekers applying for your open roles? How responsive are passive candidates to your messaging regarding open roles? Understanding whether it’s a candidate-centric market or one that favors employers will impact your recruitment marketing and outreach approach in the year ahead.
• State of the economy and labor market. What kind of competition do you face for top talent? Are macroeconomic conditions strengthening, worsening, or stagnant? Knowing how many other employers are looking to hire qualified candidates and whether the overall economic environment is forecasted to improve soon also affects which and how many requisitions your C-suite approves and your talent team budget.

Whether external factors are viewed positively or negatively by your business leaders, just remember having to account for these elements is nothing new for enterprise employers.

“Today’s recruiting challenges are the same as those previously associated with competition during times of strong economic growth,” WorkTech Founder and Principal Analyst George LaRocque noted in the 2023 Employ Recruiter Nation Report.

2) Identifying gaps and needs in terms of talent company-wide

Once internal and external factors are considered, hiring decision makers discuss the exact types and total number of roles they need or prefer to have filled in the coming year.

This requires a skills gap analysis of their existing workforce to determine which roles, teams, and locations merit the most immediate recruiting attention from talent acquisition.

It also means seeing if there are people with the right skills already in-house who can fill roles.

Yet, recent Josh Bersin Company research found just 24% of all hires made by surveyed employers in 2023 were internal. That is 16 percentage points lower than the 2020 figure.

To address skills gaps and fill key roles quickly, your company must diversify its recruiting approach. That said, your enterprise leaders must be careful not to sign off on reassignments of existing employees elsewhere in the organization just because a manager recommended the change.

To combat talent shortages, many executives at large-scale companies are also turning to non-traditional prospects who may not have the conventional background and education as employees with college degrees and certifications when planning their workforce needs.

“With more employees charting nonlinear career paths and organizations having trouble meeting their talent needs through traditional sourcing methods, now is the time to act,” Gartner HR practice leaders recently wrote for Harvard Business Review.

Using enterprise recruiting software to execute on your strategic workforce planning

Let’s fast-forward. Your key business stakeholders have met. Your company’s strategic workforce planning framework is done. Your hiring blueprint is ready to share with your talent team.

Now, it’s on your talent acquisition specialists and hiring managers to translate this hiring strategy into specific recruiting activities that will help your business hire the right people.

With Jobvite’s TA technology that seamlessly integrates with popular human capital management systems like UKG Pro and ADP Workforce Now, your hiring team can effectively merge candidate and employee data to make data-backed decisions across your recruiting process that can help you:

Research potential internal mobility candidates

“Talent is critical to every organization,” McKinsey workforce experts recently wrote. “Investment — through development, hiring, and empowerment/inclusion — is the lynchpin to executing strategic priorities and giving an organization the best chance to thrive in an uncertain future.”

The Employ Recruiter Nation Report found 16% of recruiters are stressed out by the lack of organizational focus on internal mobility. To rectify this, 36% of HR decision makers said they will include career mobility programs in their business plans moving forward.

Using Jobvite’s Evolve Talent Acquisition Suite, your sourcers can more easily identify internal candidates. You can also store information and data tied to external job seekers, while building dedicated profiles for existing employees.

These can be profiles you already have for employees because your talent team helped hire them in the first place, or ones you create in Jobvite, based on their interest in open roles.

Connect with passive talent via targeted outreach

Sourcing passive candidates will also be essential to your talent acquisition success.

The key to piquing their interest in job openings at your business is to deliver personalized candidate engagement messaging that compels them to reach out to learn more.

“Passive talent may not have a particularly interesting reason to stay at their existing job, but they’ll need a compelling reason to leave,” RecruitGyan Founder and CEO Neha Naik wrote for Forbes. “The key is to tailor your outreach to resonate with their unique motivations and career ambitions.”

Jobvite’s enterprise-grade recruitment software offers out-of-the-box nurturing capabilities that can help you more effectively connect with passive prospects. Our ATS allows you to create automated campaigns that send bespoke emails and texts to individuals and groups of candidates so you can scale your outreach while maintaining a personal touch.

Enhance your recruiting through ongoing analysis

Lighthouse Research & Advisory Chief Research Officer Ben Eubanks recently told SHRM how human resources and talent acquisition leaders “are in front of a brighter spotlight than ever before and they need to know what’s going on” with their talent attraction and retention efforts.

That is where hiring analytics comes in.

Jobvite provides TA teams rich analytics and reporting capabilities that help them dive deep into their data to unearth insights into the past hiring performance. They can see dashboards that reveal:

• The total number of applicants and passive candidates in their system
• How many diverse candidates they have engaged, advanced, and hired
• Which sources produce the highest quality and quantity of candidates
• The stages where engaged candidates exit their funnel most often
• What interview process bottlenecks exist and lead to candidate drop-offs
• How long their full-cycle recruiting process typically takes by role and team

Connecting Jobvite’s hiring technology with HCM software offers even richer insights for your hiring team and HR leaders. This direct sync can reveal quality-of-hire data for employees who were sourced by your recruiters and used to inform candidate sourcing and engagement changes.

With integrated candidate and workforce analytics, you have rich insights that can help you make progress with strategic goals and adjust your hiring plan as needed.

Learn how Jobvite’s enterprise recruitment technology can help you attract, engage, and convert top talent at scale. Schedule a demo of our Evolve Talent Acquisition Suite today.

The post Strategic Workforce Planning: Expert Advice for Enterprises first appeared on Jobvite.

Exciting news! Jobvite, an Employ solution, has been recognized by both TALiNT Partners and G2 as one of the top enterprise recruiting solutions of 2023. These recent accolades reinforce Jobvite as a leading hiring technology provider for large-scale businesses.

Jobvite’s Recruitment Marketing Platform recognized by TIARA Talent Tech Star Awards

Jobvite offers advanced talent acquisition solutions that enterprise companies use to recruit and hire smarter and faster. One such Jobvite solution was recognized by the 2023 TIARA Talent Tech Star Awards, run by TALiNT Partners, which highlights the top recruiting technologies.

Jobvite’s platform was named the Recruitment Marketing Solution of the Year for 2023. Judges indicated Jobvite technology provides a candidate-centric experience for job seekers that:

• Simplifies the application process by reducing barriers, including login requirements
• Empowers recruiters to target strategic audiences with recruitment messaging
• Enables talent teams to build relationships with candidates through personalized nurtures

The TIARA Talent Tech Star Awards judges praised Jobvite for its “robust platform and dynamic approach, consistently adding and enhancing the functionality of the solution, which positively impacts the recruitment and onboarding experience.”

G2 Reports name Jobvite a leading enterprise talent acquisition software provider

Jobvite also received recognition as a top recruitment solution from G2 in the Winter 2024 Reports. The peer-to-peer software review site recognized Jobvite recruiting software in several categories, naming it an enterprise onboarding technology leader and a high performer in the applicant tracking system category.

The positive impact Jobvite’s enterprise recruitment solutions have on the hiring strategies of enterprise employers are captured in these actual customer reviews:

Accelerate your hiring with Jobvite’s enterprise recruitment software. Schedule a demo of our Evolve Talent Acquisition Suite to learn how our technology can transform your TA strategy.

The post Jobvite Named Leader in Enterprise Recruiting Technology  first appeared on Jobvite.

As the current year comes to a close, talent acquisition and recruitment teams are planning their strategies for the next 12 months. During this time, hiring teams and HR leaders have to tackle many tasks, including:

• Resolving issues with their recruiting and hiring processes
• Revisiting brand messaging and language in job descriptions
• Revamping their approach to building a diverse workforce
• Reconsidering what the ideal candidate profile looks like
• Reassessing their sourcing and recruitment marketing efforts

Creating a concrete action plan to improve your recruiting process and hiring results is a big, end-of-year priority. But, it’s just as vital for your business to stay on top of the latest talent acquisition trends that will impact your recruitment approach in the year ahead.

Here are five talent acquisition trends you and your leaders should know for 2024.

1) Heightened focus on data-driven recruiting and hiring strategies

• Embracing real-time analytics will empower hiring teams to work smarter and faster.

Today’s top HR leaders ensure their recruiters and hiring managers embrace a data-driven approach with technology that enables them to execute results-focused recruiting strategies.

The Employ 2023 Recruiter Nation Report found more HR decision-makers intend to follow suit in 2024. Roughly one-quarter (24%) of HR leaders will invest in analytics and reporting for their hiring teams to help them act on data tied to their recruiting speed and efficiency.

Real-time data that shows candidate status and reveals progress on core recruiting metrics, including time to fill, sourcing effectiveness, and offer acceptance, provides hiring teams with actionable insights they can use to improve their work.

Aptitude Research Founder Madeline Laurano recently noted employers must “harness the power of data and insights to chart the right course forward” for their hiring strategies.

Bottom line: Employers that don’t develop data-driven recruiting strategies in 2024 will struggle with hiring top talent, compared to companies that take advantage of analytics.

2) Optimized approach to candidate engagement and conversion

• Building relationships with candidates will be a competitive differentiator for employers.

Whether you’re emailing active job seekers who recently applied for open roles or messaging passive candidates through cold outreach on LinkedIn, you must communicate with these potential hires in a personalized manner to provide a stellar candidate experience.

In 2024, hiring teams will evaluate their talent engagement tactics and overall candidate relationship management strategy to ensure they interact with job seekers in a human way.

The Employ Recruiter Nation Report found 32% of talent teams will also adopt new candidate engagement scoring frameworks that use artificial intelligence. This is intended to help them better learn which nurture messaging resonates with job seekers.

Emailing and texting candidates to update them on their status within the hiring process is essential. Leading recruiting platforms offer automation capabilities that enable hiring teams to put most of these manual tasks on auto-pilot.

Through templated emails, recruiters can personalize messages to each job seeker in their pipeline.

It is up to human resources leaders, however, to ensure their teams are empowered to use purpose-built recruitment software, investing in technology that addresses their hiring complexity and eliminates inefficiencies tied to manual recruiting tasks.

Just remember: The best candidate engagement strategies balance creativity and persistence. Test and optimize your approach regularly using analytics to continually improve key nurture-related metrics, like the open and reply rates for your emails and text messages.

3) Greater emphasis on internal mobility and employee retention

• Businesses that prioritize career mobility will better retain top talent in the coming year.

The Recruiter Nation Report found 39% of employers will focus heavily on internal mobility in 2024.

This finding shows HR decision-makers recognize that, in a highly competitive job market, it is difficult to hire highly qualified candidates, so they must focus on retaining their existing employees.

Look for more organizations to offer career pathing for employees to prevent them from leaving the company and allow them to move into roles that challenge them and provide new learning opportunities.

This approach not only helps retain employees long term, but also alleviates the pressure on hiring teams. “Businesses need new skills at a rate faster than I’ve ever seen before, which means they need to help their employees evolve via upskilling and internal mobility,” LinkedIn VP of Talent Jennifer Shappley said in the company’s latest Global Talent Trends report.

Whether it’s providing stipends for certifications, offering mentorship programs or conducting career development training, leaders must offer employees the chance to grow their skill sets and realize their career paths within the organization to boost retention.

While sourcing external talent through job boards, social media, and other channels will remain critical to the success of any talent acquisition strategy, prioritizing internal mobility must become a major focus area in 2024.

4) Increased reliance on engagement programs to improve company culture

• Human resources will develop more dedicated employee engagement initiatives.

Many companies shifted to a hybrid workforce or entirely remote-work model in recent years. During this transition, many business leaders have evaluated the level of employee engagement for in-office and remote employees.

In 2024, creating a strong culture will be less about making the office a fun environment and more about ensuring employees — whether remote, hybrid, or in-office — feel seen and heard by colleagues and managers, know the value of their work to the business, and are set up to succeed.

To improve their diversity hiring, the Employ Recruiter Nation Report found employers plan to:

• Showcase their DEI commitment on their career site (44%)
• Write more inclusive job descriptions for job postings (38%)
• Use more diverse interview panels in their hiring efforts (27%)

Along with other recruiting and hiring process changes, these efforts by HR decision-makers and their hiring teams are intended better attract and hire more individuals from underrepresented groups and build a diverse workforce and culture in 2024 and beyond.

5) More efforts to improve employee well-being and work-life balance

• Employee wellness will be a big focus for organizations in 2024, driven by HR leaders.

Workforce burnout and fatigue are prevalent within companies of all sizes today.

To make matters worse, employee well-being was a top area business leaders struggled with most amid the pandemic. In 2024, this must be addressed head-on to improve recruitment and retention.

Recruiters have become especially weary. The Employ Recruiter Nation Report found 23% of talent specialists experienced high levels of burnout and concerns over their mental health in 2023.

It’s no surprise a focus on mental health and wellness — and being flexible to employees’ needs regarding well-being — is now vital for all companies to thrive today.

“Encourage open communication, active listening, and a non-judgmental atmosphere where employees feel comfortable sharing their concerns, both personal and professional [in 2024],” HR expert Kara Dennison wrote for Forbes. “When employees have psychological safety within work relationships, it can reduce psychological distress and enhance attitude toward work.”

Schedule a Jobvite demo today. Our team will explain how our advanced, yet easy-to-use enterprise recruitment software can help you hire smarter and faster in 2024 and beyond.

The post 5 Talent Acquisition Trends That Will Define 2024 first appeared on Jobvite.

Many talent acquisition, human resources, and recruiting professionals turn to HR experts and influencers to get ideas and insights that can help them improve their work and grow their careers.

Today’s top human resources leaders have lots of knowledge and expertise. They know how to:

• Streamline their employee onboarding processes
• Drive and optimize workforce training initiatives
• Routinely optimize talent acquisition approaches
• Execute successful internal mobility programs
• Positively and consistently impact business growth

You might be an HR specialist solely focused on analyzing employee experience insights. Or perhaps you are a talent acquisition manager who oversees the recruiting function in your organization. Or maybe you are a sourcer who mainly handles candidate sourcing.

Whatever your human resources job title is, reading articles, listening to podcasts, watching webinars, and attending events that feature today’s top HR experts can help you grow your career.

While there are an incredible number of HR experts and talent authorities to learn from, let’s take a look at 10 well-known influencers you should consider following in the coming year.

Start learning from these 10 HR experts in 2024

Listed in no particular order, and in no way exhaustive, here are 10 human resources experts with years of experience in HR and human capital management (HCM) who can provide inspiration for your employee experience efforts and recruiting strategies.

1) Josh Bersin

• Founder and CEO, The Josh Bersin Company
• Founder and Dean, The Josh Bersin Academy

Josh started Bersin & Associates, his first HR advisory firm, back in 2001. After selling the venture to Deloitte in 2012 and leaving the firm in 2018, Josh founded a new professional development academy in 2019 and consulting business with other leading industry analysts in 2020.

In addition to providing guidance to CEOs and CHROs at companies worldwide, Josh’s new firm also regularly releases HR-centric and talent research. These reports cover the latest trends and best practices that can help organizations transform their human resources and talent functions.

2) Madeline Laurano

• Founder, Aptitude Research

Madeline runs a Boston-based human capital management research and advisory firm that specializes in technology investment recommendations for HR leaders.

Strategic guidance provided by Madeline and her team helps business leaders discover which human resources and talent acquisition solutions, including applicant tracking systems (ATS), will help them improve their talent management, employee engagement, and hiring strategies.

3) D.K. Bartley

• Global Chief Diversity, Equity, & Inclusion Officer, Hill+Knowlton Strategies

D.K. currently owns and executes DEI programs, including those centered around diversity recruiting and hiring, for Hill+Knowlton Strategies, a global public relations consulting firm.

This work follows tenures in similar roles at Moody’s, where D.K. won several awards for internal and external DEI initiatives, and Dentsu International, where he advised the diversity hiring efforts for Microsoft, Facebook, and other Fortune 500 companies.

4) Ben Eubanks

• Chief Research Officer, Lighthouse Research & Advisory
• Founder, HR Tech Awards
• Host, We’re Only Human Podcast

Ben educates HR professionals on best practices for improving the workplace experience. He also helps technology vendors learn how to provide valuable products for HR teams.

Ben’s popular podcast and speaking engagements at industry events have positioned him as a go-to HR expert. He is well-known among his peers and is sought after for workforce management advice and software insights into solutions that help HR and talent functions thrive.

5/6) Trish Steed & Steve Boese

• Co-founders, H3 HR Advisors and HR Happy Hour Media Network

Trish and Steve have built a renowned human capital management research and consulting agency that helps CHROs make savvy, data-driven decisions regarding various business needs.

The HR experts’ advisory firm offers advice on strategic working planning, talent management, compliance, and technology investment decisions. The pair also provides actionable reports and insights with human resources leaders via their consultative work and podcast.

7) Vernā Myers

• Founder & President, The Vernā Myers Company
• Former VP, Inclusion Strategy, Netflix

Vernā is a thought leader in the diversity, equity, and inclusion space, with two decades of experience. She spent five years as head of Netflix’s DEI strategy, where she created and curated culture-centric initiatives that positively impacted the company’s international operations.

Add on a TED Talk on how to overcome biases, two best-selling books on improving workplace culture and diversity, and a LinkedIn Learning course on allyship that has been viewed and syndicated widely, and it’s evident Vernā is an HR expert worth following.

8) Meghan M. Biro

• Founder and CEO, TalentCulture
• Host, #WorkTrends Podcast

Empowering recruiters at hundreds of prominent organizations, including big-name brands like Microsoft and Google, has been at the heart of Meghan’s human resources and talent acquisition services at TalentCulture since 2008.

Meghan’s work centers on establishing strong, human connections with top talent.

On her podcast, Meghan regularly shares her take on the latest news and trends in the HR space and engages with other industry experts in lively conversations. Recent topics covered include planning for business resiliency, building workplace trust, and leveraging people analytics.

9) Tim Sackett

• President, HRU Technical Resources
• Author, “The Talent Fix: A Leader’s Guide to Recruiting Great Talent“

Tim runs a successful IT and engineering contract staffing firm and has more than 20 years of experience working in various recruiting and human resources roles.

Insights from Tim’s tenure in the HR industry can be found in his best-selling book and widely read blog, where he shares what it takes for employers of all sizes — from SMBs to enterprises — to reinforce their organizations with top talent and future-proof their businesses.

10) Sarah White

• Founder and Head of Strategy & Insights, Aspect 43
• Advisory Board, Future of Talent, HR.com

As SHRM noted, Sarah is “dedicated to revolutionizing the way we work” by helping business leaders discover the technologies that can help them attract, hire, and retain top talent.

Sarah and her team at Aspect 43 polls employers to unearth their recruiting challenges and hiring needs, then plans bespoke strategies and recommends strong-fit software solutions to empower clients to transform their talent acquisition and human resources approaches.

Learn how you can improve your recruiting speed, quality, and efficiency with Jobvite. Book a demo today to take the tour of our recruitment software for enterprise organizations.

The post 10 HR Experts and Influencers to Learn from in 2024 first appeared on Jobvite.

Closely monitoring hiring trends is a shared task for C-level executives, including human resources and talent acquisition leaders, as well as hiring managers and recruiters.

Regularly analyzing labor market data and tracking TA and workplace changes made by other employers helps hiring stakeholders develop and refine annual workforce plans, revamp their hiring processes, and prepare their recruiters to fill future roles more effectively.

Here, you will find hiring trends and recruiting insights that can help inform your company’s talent planning strategy for 2024, as you gear up your recruiting function for next year.

5 hiring trends to know in 2024

Gartner noted human resources leaders will empower their employees in 2024 by:

• Offering leadership and management training
• Upgrading their organizational culture
• Implementing new change management processes
• Making internal mobility a bigger priority

To improve their approach to talent acquisition, CHROs are also closely tracking these five hiring trends and factoring them into their companies’ headcount planning for the year ahead.

1) Artificial intelligence will play a bigger role in recruiting and hiring

Driving better recruiting and hiring outcomes with AI was a top priority for employers in 2023.

Moving forward, companies will explore even more AI use cases to automate administrative tasks, more quickly review resumes, and better engage job applicants and passive candidates.

Recruiters and hiring managers will use advanced AI recruiting technology to more quickly review resumes, mitigate hiring bias, and engage job applicants and passive candidates.

“Allowing AI to do the behind-the-scenes work frees recruiters to focus on the relationship-driven aspects of the hiring process to ensure the match is suitable for both the candidate and the company,” talent acquisition expert Jack Kelly recently wrote for Forbes.

Many enterprises continue to invest in applicant tracking systems (ATS) to streamline their hiring process and complement their talent acquisition teams’ recruitment marketing, employer branding, candidate sourcing, and pipeline management.

Expect more of these large-scale businesses to look for powerful, yet intuitive recruiting software that offers artificial intelligence capabilities as well in 2024.

While adoption is increasingly important for enterprises, Employ CEO Pete Lamson cautioned executives will need to put guardrails in place around their use of AI for recruiting.

“As technology advances … new [AI recruiting] use cases may arise,” Pete wrote for Forbes. “Leaders should implement a regular review of best practices to ensure that they are keeping up with …new safeguards that software developers integrate into their products.”

2) Improving productivity will be a primary focus for talent teams

Investing in AI is just one way talent leaders plan to boost recruiters’ performance in 2024. Many TA leaders also intended to use data more often to elevate their teams’ output.

The Employ 2023 Recruiter Nation Report found 24% of employers will invest more in reporting and analytics technology to enhance their data-driven recruiting and hiring processes.

“For talent acquisition professionals, getting a handle on their [recruiting and hiring] analytics, creating visibility, and shining a light on the most vital aspects of their performance is critically important,” Employ’s Data-Driven Recruiting Handbook stated.

Look for more enterprises to use analytics to improve key recruitment metrics, including their:

• Sourcing and nurturing effectiveness
• Application completion rates
• Hiring manager and candidate satisfaction
• Structured interviewing speed
• Recruiting quality and efficiency
• Talent pipeline and hiring diversity

Addressing these facets of their full-cycle recruiting will help TA teams fill job openings with high-quality job seekers more effectively. Just as important, it will also increase their hiring productivity and better contribute to business growth goals.

3) Leaders will adjust talent planning amid ongoing job market shifts

The labor market has experienced a lot of volatility in recent years:

• Employers adapted to a candidate-centric market during the COVID-19 pandemic.
• The hiring landscape shifted again in 2022. Some of those individuals who quit during The Great Resignation began looking for work again.
• In 2023, some sectors saw frequent layoffs, which provided employers who continued to hire with more qualified candidates to consider.

More market changes are likely to come in 2024. It remains to be seen who these changes will favor — employers or candidates — or whether companies will restart their hiring initiatives.

TalentLab VP of Talent Operations Sarah Doughty told SHRM that recruiters must ensure clear communication with hiring managers as new requisitions open in 2024.

“Just as the hiring manager will be able to provide helpful feedback on the job scope, the recruiter is there to provide equally useful feedback about the market,” said Sarah.

Communicating daily regarding open roles will help both parties ease back into hiring processes they may not have executed consistently together in some time.

4) Employers will adjust work models to better attract candidates

Recruiters pull a lot of levers to get qualified candidates into the recruiting funnel, including writing inclusive job descriptions, posting job ads to proven sourcing channels, and proactively reaching out to individuals with relevant skills and backgrounds.

And yet, this isn’t enough to convince some job seekers to apply and passive candidates to agree to join a screening call. A common reason these candidates don’t convert is the lack of flexible work options for employees offered by the employers in question.

More employers will carry out RTO plans in 2024. However, others will assess whether the move is right for their organizations, based on candidate feedback data that reveals job seekers’ sentiment about in-office, work-from-home, and hybrid work models.

“There’s a growing divide,” Gartner Jamie Kohn Senior Research Director recently explained to SHRM. “As companies have shifted their policies around RTO and shifted productivity expectations, we’re seeing employees feeling less loyal to remain.”

5) DEI will remain critical to culture and retention improvements

Some companies appear willing to scale back on diversity, equity, and inclusion and employee experience initiatives in 2024. Many employers, though, remain committed to making further progress with their DEI programs, including those tied to hiring.

The return on investment from this DEI focus can pay big dividends with hiring.

That figure rises to 63% for Millennial candidates and 77% for Gen Z prospects.

Coordinated DEI programs don’t just positively impact recruiting. Boston University School of Public Health Associate Professor Monica Wang noted it also bolster employee retention.

“Thinking about recruitment and retention and the overall health of an organization, creating inclusive and equitable work environments can actually facilitate success in those outcomes,” said Monica.

Given this, and the fact 50% of HR decision-makers intend to spend more on DEI technology to drive related programs, according to the Employ Recruiter Nation Report, expect more employers to reconsider slashing their DEI budgets and, instead, double down on initiatives.

Accelerate your enterprise recruiting process and scale your hiring strategy with the Jobvite Evolve Talent Acquisition Suite. Schedule a demo of our TA technology today.

The post Hiring Trends That Will Impact Your TA Approach in 2024 first appeared on Jobvite.