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.

It can be overwhelming for enterprise talent acquisition teams to research the numerous types of recruitment tools on the market and determine which ones merit investment today.

Arguably the two most important questions TA teams must ask when evaluating tech options are:

1. What facet(s) of our daily recruiting and hiring efforts would X tool enhance/streamline?
2. Can X tool directly (and seamlessly) integrate with our team’s applicant tracking system?

It should be fairly easy to discern if a given recruiting tool can solve for a particular talent acquisition activity (e.g., sourcing passive candidates more effectively, syncing data with an HRIS).

And if you have an advanced ATS like Jobvite, chances are any popular tech you want to connect to our enterprise hiring software is a part of our expansive recruitment tool marketplace, which features dozens of industry-leading solutions used by today’s top talent teams.

Recruitment tools that can transform your talent strategy: 8 Jobvite partners to know

We could list a 100-plus recruitment tools below that can help transform your talent strategy for the better (e.g., ones that can help you improve your employer branding, write inclusive job descriptions, post to niche job boards universally, promote job openings via targeted ads).

For the sake of brevity, though (and to highlight some of the most widely used partners in the Jobvite Marketplace) here are eight helpful recruiting tools we think you should know about — a mix of well-established platforms and newer hiring-centric solutions.

1) ADP

We’ll call this a post-recruitment tool. The Jobvite Connector for ADP Workforce Now® enables talent teams to seamlessly sync new-hire data directly into their HR colleagues’ ADP instance.

This direct connection ensures human resources has all historical records associated with new employees sent directly to ADP, in turn reducing the risk for manual data entry issues.

Specifically, all available info tied to hired candidates in Jobvite is automatically sent to the New Hire Wizard in ADP once prospects are officially designated as new hires in our ATS.

2) UKG

It’s not just ADP that Jobvite has a direct connection with. We also integrate with UKG Pro to simplify the initiation of the onboarding process for hired candidates and ensure data across the entire talent acquisition lifecycle syncs into the HCM to provide HR with a holistic view of employees.

The transition from offer acceptance to new-hire orientation is simplified and streamlined, thanks to this built-in connection with our ATS. The bonus benefit? Enhanced collaboration between TA and HR means they can both contribute to a positive candidate experience for new staff members.

3) Bryq

Utilization of artificial intelligence tools continues to rise at enterprise talent acquisition teams.

While AI will never replace the human component of hiring (i.e., building relationships with potential candidates), it’s still an increasingly critical component to employers’ hiring success.

One particular AI-centric recruitment tool Jobvite customers leverage is Bryq.

The talent intelligence platform helps TA teams with both our solutions to blend their hiring analytics and use those merged insights to reduce bias in their recruitment process, determine prospects’ company culture fit, and — ultimately — make data-backed hiring decisions (both in terms of external, new-new talent and in-house candidates to consider for internal mobility options).

4) Criteria

Another popular data-driven recruitment tool many TA teams with Jobvite utilize in their day-to-day is Criteria, an assessment platform that empowers hiring stakeholders to make evidence-based, bias-free decisions across their entire recruitment strategy (i.e., in each hiring funnel stage).

Jobvite users can deliver Criteria assessments to candidates of interest right from our recruitment software, than have results from those tests sent to candidates’ dedicated Jobvite profiles so recruiters and hiring managers so they can review answers and provide any feedback.

5) Verified First

Background screening is obviously an essential component of any enterprise hiring process today. That’s why so many Jobvite users take advantage of our Verified First connection.

The renowned pre-employment screening provider helps HR pros easily conduct background checks on job applicants and sourced candidates who make it to the final recruiting stages.

This one-click integration helps our joint customers request checks and review findings without ever having to leave Jobvite. Once completed, all results data is passed over to Jobvite, and updated profile data from our ATS is is sent to Verified First — a seamless process that automates a once-arduous task for HR and TA teams and a reduces the potential for compliance errors.

6) Paychex

Payroll management may not be top of mind for your talent team. That said, you can set your HR department up for success with getting new employees set up with direct deposits.

The Jobvite-Paychex Flex integration ensures employers can drive efficiency by transferring all new-hire details directly into the latter platform. The primary pro of this connection? Human resources can simplify and streamline one of their most laborious administrative payroll setup tasks and ensure they have clean, de-duped profiles for all new employees added to their Paychex account.

7) JobTarget

Large-scale orgs with a national or international presence need to be able to publish job postings on boards and career communities where they know they’ll attract the right kind of candidates (i.e., those who live near one of their office locations and have role-specific skills and experience).

The JobTarget integration with Jobvite enables talent specialists to implement programmatic advertising campaigns that help get their open roles on the most appropriate job sites, based on pre-defined hiring criteria tied to geography, industry, and types of positions that are open.

JobTarget’s automation capabilities ensure job ads are promoted only in digital locales that match our customers’ search-related preferences. Applicants generated via these listings then sync into Jobvite automatically, and recruiters can see which specific sourcing channels performed best.

8) Largely

Employee testimonials are quite a powerful recruitment tool, of sorts, in modern talent acquisition.

Getting existing members of your workforce to share what it’s like to work for your company, their individual and team successes, and how they’ve advanced their careers can prove to be a compelling piece of recruitment marketing collateral that helps TA convert top talent more effectively.

Using the Largely integration with Jobvite, our customers can share the most pertinent and persuasive messaging with prospects that compels them to learn more about open roles.

Largely allows recruiters to crowdsource multimedia-centric testimonials from current staff members. These internal endorsements of the business can then be sent to Jobvite, where TA specialists can incorporate them in targeted nurtures to candidates and even published to the career site.

Speak with our team to learn more about our ATS and the dozens of premier recruitment tools you can connect to our award-winning hiring software. Schedule a demo today.

The post Must-Have Recruitment Tools for Your TA Tech Stack first appeared on Jobvite.

Organizing all your talent acquisition team’s data tied to sourcing, nurturing, interviewing, candidate experience, and diversity hiring (among a number of other critical elements of your overall TA efforts) in a unified recruitment dashboard in a centralized ATS is a game-changer.

Your enterprise recruiting org no longer has to go back and forth between disconnected platforms just to find the data points they need to take the next appropriate action with active opportunities in their pipeline and evaluate their progress with hiring-centric key performance indicators (KPIs).

Instead, they can simply turn to rich, refreshed-in-real-time analytics that dynamically update in a single solution and inform them of their recent and historical recruitment efforts (e.g., how long it typically takes them to fill open positions, which sourcing channels yield the best candidates).

The benefits of leveraging a recruitment dashboard in a leading ATS are clear. That said, it’s worth exploring why centralization of analytics is so crucial to enterprises’ long-term hiring success — and how yours can find the right data-driven recruiting solution for your talent team.

How your talent team can benefit from using an ATS with a centralized recruitment dashboard

“Recruiting data loses most of its value when buried behind a difficult interface or license limits,” said Employ Director of Product Marketing Brian Ewing. “Centralizing these insights in an accessible platform increases engagement, collaboration, and executive buy-in across the org.”

Simply put, there are many benefits of unifying your data into a single platform with recruitment dashboards that reveal the strengths and weaknesses of your TA efforts.

Hiring teams gain greater talent pipeline visibility

A unified dashboard makes it easy for all hiring decision-makers to stay informed about the progress of their talent team’s pipeline. The entire recruitment team can access the dashboard to get real-time updates on the number of applicants, interviews conducted, offers made, and positions filled.

This single source of truth also enables you to track your average time to hire, a critical metric for gauging the efficiency of your recruitment process. Access to real-time data allows your team to quickly identify potential bottlenecks and take corrective action.

Data-driven TA adjustments are easier to make

A comprehensive recruitment dashboard provides insights into crucial recruitment metrics. This enables your team to make data-driven decisions and constantly refine your recruitment strategy.

Consider your job boards. By analyzing each one you post to regularly, you can determine which ones yield the best ROI (i.e., the highest quantity and quality of leads). From here, you can double-down on proven talent sourcing channels and cease using ones that perform poorly.

Monitoring the performance of your team through a recruitment analytics dashboard also helps you identify trends and patterns over time, allowing you to better understand your talent pool, predict future needs, and allocate resources accordingly.

The hiring process becomes (far) more efficient

Having a holistic view of your funnel also enables you to manage the hiring process more efficiently.

That’s because you and others on your TA team — including hiring managers — can see the real-time progress made with the advancement of active and passive prospects in your pipeline.

Hiring managers can see how long it ultimately takes to fill roles. That means they don’t have to constantly check in on recruiters (i.e., interrupt their work) regarding their progress.

Access to dynamic recruitment dashboards also enables your talent team to allocate more resources to high-priority positions, understand which parts of your recruitment process require improvement (or even outright elimination, like interview stages that take too long and lead to high candidate drop-off rates), and prioritize which sourcing avenues are generating high-quality candidates.

Recruiters can accelerate their funnel activities

One of the main benefits of a centralized recruitment metrics dashboard is its ability to reduce time to hire. By tracking all relevant speed-related hiring metrics in one place, talent leaders and ops managers can easily ID areas for improvement.

In other words? The data-backed suggestions they offer to your recruiting staff can help eradicate TA bottlenecks and lead to reqs moving from approved to closed much more quickly.

Tracking KPIs can be simplified and streamlined

With a centralized hiring dashboard, you can track an extensive range of recruitment metrics that impact your hiring process. In addition to time to hire and full, you can monitor metrics like interview-to-hire ratio, cost per hire, offer acceptance rate, and much more.

With this data in hand, you can adjust your recruitment strategy and allocate resources more effectively to each job board, ensuring that you reach the best-qualified candidates sooner.

By analyzing each stage of your recruitment funnel, you can pinpoint areas that require improvement, set data-driven goals, and develop tailored strategies to achieve them.

Hiring managers can track recruiters’ progress

A unified dashboard empowers hiring managers to locate the data they need related to their open roles by giving them quick access to in-the-moment pipeline snapshots.

This info helps them make well-informed decisions, align their objectives with those of the talent team, and offer constructive feedback to improve recruitment strategies.

Why enterprises are increasingly turning to applicant tracking systems with a robust recruitment dashboard

It’s evident there are many pros of implementing a unified recruitment dashboard for your business. The question now for your team is: “Which TA tech should we invest in to create this analytics view and, in turn, take our data-driven recruiting and hiring efforts to new heights?”

The answer? A built-for-purpose, enterprise applicant tracking system with a native, out-of-the-box analytics tool that offers actionable insights into every facet of your talent strategy.

Consider Jobvite. Our ATS offers rich, dynamically updated recruitment dashboards tied to:

• Applicant volume and sources to see how many active job seekers enter one’s candidate pool and the channels through which they found job listings and applied

• Opens and replies to recruiters’ messages (i.e., one-off emails and email- and text-based nurture campaigns) to determine passive prospects’ engagement level

• Candidate milestones that denote just how many (and the types of) job seekers in your talent pool to advance to certain funnel stages and eventually accept offers

• General candidate activity: from visits to and posting clicks on one’s career site, to how many prospects entered prompts in a chatbot promoting a job opening

• Historical company analytics as it pertains to hiring success in recent weeks, months, and years (e.g., average time to hire/fill, interview speed/efficiency, etc.)

There are certainly other data resources that can aid your team’s hiring efforts. Many enterprises turn to business intelligence tools to get more granular insights into their recruitment.

For instance, many large-scale orgs blend data sets from their ATS with other HR and business tools to gauge quality of hire and even predict employee turnover and upcoming hiring needs.

But, there are drawbacks to relying on systems outside your ATS just to access data tied to your current and recent candidate attraction, engagement, and conversion efforts.

“Integrations and data warehouses can be great,” Brian added. “But, every time data needs to move, there’s an additional stakeholder who typically needs to be pulled. That just adds another barrier to both accessing and taking action on data.”

So, if you want to achieve monthly, quarterly and annual KPIs tied to headcount growth and hiring goals laid out by your C-suite, a centralized recruitment dashboard in a leading ATS is more than enough to act as your data-driven recruiting hub.

With easily accessible and actionable data your TA team can find in just a few simple clicks, you can ensure you stay on top of important candidate relationship management tasks that can help you move the needle hiring-wise at your company.

Get insights into Jobvite’s robust hiring and HR dashboards. Get a demo today to discover how our talent analytics can empower your TA team to enhance your data-driven recruiting.

The post Using a Recruitment Dashboard to Centralize Your TA Data first appeared on Jobvite.

The business climate and labor market are changing at a rapid pace — as is the way employers hire top talent. It’s little wonder then that artificial intelligence is quickly becoming a key component of talent acquisition, as more and more companies incorporate AI in their recruiting strategies.

The rapid rise of AI often leads TA professionals to ask two key questions:

• 1) How are enterprise talent teams leveraging AI capabilities in their recruitment efforts?
• 2) And what specific type of AI technology are they investing in to enhance their hiring?

The answer to both Qs is essentially the same: Leading enterprises are turning to applicant tracking systems (ATS) with native AI features to help them tackle some of the toughest and trickiest activities associated with their daily recruitment efforts — not a set of disparate AI tools.

If you’ve long wanted to know whether AI is really deserving of the hype (in short, it is) and how your recruiting staff can use it to streamline various facets of their work, you’ve come to the right place.

The (increasing) power of AI in recruiting

Before we go any further, let’s be clear: Artificial intelligence isn’t a silver-bullet solution of sorts for your talent acquisition strategy. The human element will always be crucial to attracting, engaging, and converting qualified candidates and ensuring personal relationships are built with top talent.

“[Employers] must … strike a balance between AI’s ability to streamline recruitment processes and the need for human intervention at crucial stages of the recruitment process,” our Automation and AI in Recruiting report found. (Translation? Your recruiters won’t become irrelevant anytime soon.)

With that caveat out of the way, AI in recruiting is becoming increasingly popular for a reason:

Look no further for proof of the power of AI than Jobvite customer GroupM.

“The use of AI in the talent industry will continue to change our roles in the [coming] years,” said former GroupM Group Talent Manager Jennifer Gabrielle-Chapman.

“Jobvite understands that and automates a lot of the groundwork, such as managing data or confirming interview details,” Jennifer continued. “This allows our talent team to be more client-facing and focus on the aspects of our work that requires nuance and human interaction.”

Managing data and confirming interviews, of course, are just two specific examples of AI in action for today’s recruiting orgs. Some other popular use cases for artificial intelligence in TA include:

Screening candidates more quickly and efficiently

With AI recruitment tools, however, tedious and time-consuming manual screening of resumes is replaced by intelligent algorithms that rapidly review a lead’s suitability based on job descriptions.

Apart from improving efficiency, AI recruiting tools also ensure a higher quality of candidates entering the interview stage (and, in turn, a greater quality of hire for selected prospects).

That means recruiters and talent acquisition professionals can put one arduous repetitive task on relative autopilot, save time in their day, and turn their attention to other essential TA activities: pipeline analysis, nurture campaign optimization, candidate feedback collection — the list goes on.

Writing and optimizing impact job descriptions

Attracting the right job candidates begins with crafting a compelling and inclusive job description.

Artificial intelligence tools analyze and improve job descriptions by eliminating biased language and providing suggestions to make them more appealing to a wider audience. Improved job descriptions lead to a greater diversity of applicants, ultimately benefiting the organization as a whole.

Enhancing the quality of candidate experience

The impact artificial intelligence has on the candidate experience provided to each job seeker is transformative: from the job application process to the interview and onboarding processes.

Chatbots, for instance, can assist job seekers with their queries about the company and application process, making the experience more engaging and preventing applicants from dropping off.

Reducing unconscious bias in the hiring process

Despite attempts to reduce bias in recruiting, unconscious biases still plague hiring decisions.

Enter AI recruitment software, which addresses this issue head-on by incorporating algorithms that assess candidates solely on their qualifications and experience. By minimizing the impact of bias in the hiring process, AI tools help ensure a fair and meritocratic selection of candidates.

Automating repetitive talent acquisition tasks

Arguably the biggest pro of AI ties into automation. Eliminating the need for repetitive, manual labor is one of the most significant ways AI recruiting tech is revolutionizing talent acquisition today.

Many AI-powered tools handle tasks like data entry and talent sourcing. By automating these tasks, human recruiters can focus on higher-level responsibilities that drive strategic growth.

Investing in an ATS to aid with AI in recruiting

Traditionally, recruiters and talent acquisition pros have relied on manual processes to find, screen, and qualify candidates. Unfortunately, this approach can be time- and resource-intensive and prone to bias. Thanks to AI in recruiting, some of these TA challenges can be alleviated — and automated.

As noted, an advanced ATS with artificial intelligence and automation capabilities can take time-consuming tasks off your talent team’s plate and enable them to focus on other important work.

With that in mind, here’s what to look ATS with advanced (yet easy-to-use) AI functionality:

• Intelligent candidate sourcing: Using AI-powered sourcing tools, talent team’s can quickly identify top-quality candidates from talent pools and job boards. These tools use algorithms to analyze large amounts of data to find candidates with the best potential fit for your org’s open roles.
• Application and resume screening: AI can help sort through large volumes of applications, identifying strong candidates based on specific criteria, including role qualifications, experience, skills, certifications, and more. This results in time saved for the sourcers and hiring managers.
• Streamlined interview scheduling: Chatbots powered by AI can assist by automating comms with candidates, resulting in quicker responses and reduced scheduling challenges. Jobvite also offers Smart Self-Scheduling to enable recruiters to easily access interview panelists’ calendars. Users are then presented the ideal next open slots, thanks to our built-in AI functionality.
• Enhancing diversity and inclusion: Another AI use case is decreasing human biases in the recruiting process to ensure high-quality diverse candidates are assessed based solely on their experience rather than surface-level traits — leading to a more inclusive and innovative workforce.

To get started with incorporating AI in your recruiting process, simply follow these four steps:

1. Determine the specific challenges and use cases you want AI to address
2. Set specific and realistic goals for each recruiters and your TA team at large
3. Evaluate solutions and platforms, and speak with ATS vendors of interest
4. Implement a pilot program to ensure AI actually does what you want it to

Bottom line: Infusing AI into your recruiting strategy better positions your talent acquisition team to help achieve your org’s hiring goals and streamline your TA specialists’ day-to-day duties.

Ready to get started with AI for recruiting? Learn all about the out-of-the-box artificial intelligence functionality in Jobvite’s enterprise ATS. Schedule your demo today.

The post AI in Recruiting: A Game-Changer for Talent Acquisition first appeared on Jobvite.

That’s why smart talent acquisition teams incorporate AI into their everyday processes. With AI tools available today, teams can improve recruiting efficiency, and make better, faster decisions without sacrificing hiring quality or the candidate experience. How? Let’s take a look.

What Is AI (And What Are All Those Acronyms)?

Artificial intelligence is a technology that enables machines to replicate human-like intelligence and behaviors, encompassing areas such as machine learning, natural language processing, and neural networks. AI has the power to learn and evolve, responding to data inputs and building upon that knowledge to continually improve its ability to perform tasks.

However, using AI presents a range of ethical considerations, such as the fairness, accountability, and transparency of its decision-making. Without careful consideration of these ethical implications, using AI could result in unintended consequences, potentially doing more harm than good.

While automation has been one of the precursors to the development of AI technologies, automation lacks the learning and decision-making capabilities of AI and is not subject to the same ethical considerations. Addressing these ethical and technological distinctions is crucial to ensure that AI is integrated effectively and responsibly within organizations. Only then can companies unlock the true potential of AI, empowering machines to work alongside humans to achieve shared goals.

Artificial Intelligence In Recruiting

AI is now one of the fastest-growing areas in technology because it increases the speed of tasks that can be completed while improving the quality of outcomes. Examples of automating mundane tasks include sourcing,  candidate matching, interview scheduling, and smart assessments.

For more detailed descriptions, let’s look at areas that AI encompasses: generative AI, machine learning, natural language processing, optical character recognition, and sentiment analysis.

Generative AI: Draft Compelling Recruiting Content

Generative AI relies on previously created data (images or content already existing online) to create and generate new content. In talent acquisition, it’s often used to draft job descriptions, recruitment ads, employer branding elements, outreach emails, social media posts, and more.

ChatGPT is a popular form of generative AI recently introduced that has already significantly impacted recruiting. However, this technology comes with a stern warning from most industry leaders: “Do not enter proprietary information into ChatGPT.”

Although ChatGPT has a reputation for pulling analytic insights from your confidential data, open AI means that information is now available for anyone using ChatGPT. Generative AI learns and retains anything and everything entered into the program, so beware of its power and presence.

Machine Learning: Predict Patterns and Make Time-Saving Recommendations

With machine learning (ML), computer systems use algorithms and statistical models to perform a specific task without explicit instructions, relying on patterns and inference instead. Some refer to this as conversational AI or “generative AI with guard rails.”

Simply put, the machine works to find patterns in data and then applies them.

For example, online retailers use ML to recommend products based on previous purchases in the consumer landscape. Machine learning is beneficial for recruiters who can leverage it to automatically send the right jobs to suitable candidates based on their career site activity, professional experience, and personal interests.

With that heavy lifting managed, recruiters can spend quality time conversing with candidates who are the most qualified, clearly motivated, and truly excited about joining the company. ML can further support these conversations by sending supporting messaging at the right time and through the right channel to ensure the highest candidate engagement rates.

Natural Language Processing: Learn, Speak, and Analyze the Language of Every Candidate

Natural language processing (NLP) helps computers understand, interpret, and manipulate human language. Virtual home assistants like Alexa, Google Assistant, and Siri are all ways to engage with NLP systems daily.

Recruiting, screening, interviewing, and hiring activities now occur across multiple channels, including email, text, and social media. This allows for more opportunities for candidates to express their unique personalities with emojis, memes, and a more casual tone. Through NLP-powered chatbots, AI can help recruiters decipher these interactions accurately and quickly to accelerate applications and screening efforts.

NLP can also scan and anonymize content that might contribute to conscious or unconscious bias in the candidate screening process. With workforce planning becoming more global daily, it’s also useful for localized employer branding and hiring efforts.

Optical Character Recognition: Translate Images Into Useful Information

Optical character recognition (OCR) is the electronic or mechanical conversion of images of typed, handwritten, or printed text into machine-encoded text. It may sound complicated, but many of us already interact with OCR regularly when we deposit a check via front and back pictures submitted through our mobile banking apps.

OCR can be deployed within talent acquisition to enable job seekers to scan resumes and other required documentation straight from their smartphones. The efficiency of the experience not only accelerates the application process but also creates a positive candidate experience. For example, many applicants complain (rightfully so) about having to input their resumes multiple times. Think about recruiting platforms that leverage OCR within their systems, creating a simple snap-and-apply feature.

Sentiment Analysis: Understand Candidate’s Interest

Finally, there is sentiment analysis, a subset of NLP. Sentiment analysis is the interpretation and classification of emotions (positive, negative, and neutral) within text data using text analysis techniques.

Using sentiment analysis, chatbots can pre-screen candidates by gauging responses to a pre-populated list of questions as positive, neutral, or negative. Sentiment analysis never presumes to qualify or disqualify a candidate completely. Rather, candidate sentiments are translated and give recruiters the information they need to make the best qualification decisions.

The Time for Leveraging AI Has Arrived

If conversations on social media and in the popular press aren’t apparent enough, consider this your official notification: AI is no longer the future; it’s the present.

Whether in response to the labor market, or the heavy competition to nab top talent before other businesses, it’s clear recruiters and companies are turning to AI technology like never before.

Arm yourself with the insight and understanding necessary to stay competitive by downloading Employ’s latest report: Automation and AI in Recruiting: Balancing the Risks and Rewards in a Modern Hiring Environment

The post How AI Helps Transform Your Talent Acquisition Function first appeared on Jobvite.

Let’s break down the state of jobs in manufacturing based on the latest data, look at the challenges of hiring that recruiters and human resources decision-makers face, and explore how the right TA solutions can support larger manufacturing enterprises in streamlining their recruiting and hiring activities.

The current state of the manufacturing labor market

The manufacturing sector has experienced significant growth over the last several years, and for the first time since 2021, shed jobs — just 4,000 — in February 2024.

In the prior six months, manufacturing had seen a monthly gain of 21,000 jobs, per the Bureau of Labor Statistics, and had increased by 150,000 jobs since its previous peak in January 2019.

The BLS JOLTS Report released in March 2023 also recorded that the number of open jobs in manufacturing increased to 791,000 in January 2023 versus 730,000 in December 2022.

While these numbers are lower than historical highs in April 2022, the number of current job openings in manufacturing is still almost double what it was in 2019.

In February 2023, computer and electronic product manufacturing added 2,800 positions, followed by chemical manufacturing  with 2,500. Other job gains in manufacturing included:

• Navigational, measuring, electromedical, and control instruments: 1,500 jobs added
• Nonmetallic minerals manufacturing: 1,500 jobs added
• Transportation equipment: 1,300 jobs added
• Petroleum and coal products: 1,000 jobs added

Those areas that lost jobs within the manufacturing sector last month included:

• Plastics and rubber manufacturing: 4,700 jobs shed
• Furniture manufacturing: 2,800 jobs shed
• Textile mills: 1,700 jobs shed
• Paper mills: 1,100 jobs shed
• Fabricated metals: 1,100 jobs shed

Dealing with hiring complexity in the manufacturing sector

Nearly two in three recruiters (64%) in the manufacturing industry say their job is more stressful today than it was just one year ago, according to Employ data.

Some of the stress comes from recruiters not having the resources or support they need to hire in today’s complex market. Around 42% of hiring teams shared that they don’t have the resources they need to be successful.

On top of this, 67% of recruiting professionals in manufacturing said their current hiring volume is higher than last year, with 60% indicating their top priority is improving quality of hire.

There’s also an increasing disconnect between what company leadership assumes recruiters need and what they actually need to find and hire top talent. In fact, 58% of recruiters believe that leadership doesn’t understand their role in the organization, making it more difficult to do their jobs.

With the significant growth in manufacturing over the past several years, there is more hiring activity going on than ever before. And it means that qualified candidates are getting harder to find and are even harder to impress. This is reflected in the latest Employ data:

Recruiters in the manufacturing industry are trying to overcome the challenges of keeping pace with hiring demands and increased candidate expectations — not to mention tapped out talent pools.

Talent teams have had to source candidates from a variety of places and even revisit some old standbys like job boards. Using professional groups to source talent for highly technical roles that are hard to fill, like engineers, has proved fruitful for recruiter looking for new sources of talent.

These and other candidate sourcing strategies are helping recruiters grow their talent networks with qualified candidates for their distinct manufacturing roles.

Hiring teams have shifted focus to increasing salaries, efficiencies, and offering more flexibility to open roles.

Because job seekers considering roles in the manufacturing industry do not have significant amounts of time to engage with recruiters during the day, they need an intuitive hiring process that they can complete quickly on their own schedule.

Recruiting teams in this industry must prioritize new technology and enhance the candidate experience to help find and hire qualified manufacturing talent.

What manufacturing job seekers want

The Great Reshuffle led to employees searching for better opportunities at companies that offer greater value. It has put — and kept — candidates in the driver’s seat for job offer negotiations.

Beyond compensation, active job seekers are looking for career advancement opportunities (52%), greater work flexibility (45%), better company leadership (31%), and a better company culture (28%), based on the Q1 2023 Employ Quarterly Insights Report. They’re also focused on finding:

• More paid time off (PTO)
• Better health insurance
• Better DE&I across an organization
• Employee bonus programs

How to hire the best manufacturing talent at scale

Hiring in the manufacturing industry is challenging and requires a purpose-built, comprehensive, all-in-one solution that streamlines the hiring process for skilled talent and recruiting workflows.

Jobvite’s Evolve Talent Acquisition Suite empowers manufacturing companies to amplify their recruiting capacity and deliver better hiring results to drive business performance.

With purpose-built TA solutions from the Evolve Suite, you can hire skilled workers, and streamline how your manufacturing company attracts, hires, onboards, and retains talent.

Using the Evolve Talent Acquisition Suite, manufacturing companies can:

#1: Reduce talent acquisition costs and time to hire

Ensure hiring compliance and expedite the recruiting process. Jobvite’s suite of tools for manufacturers streamlines recruiting, speeds hiring, eliminates unnecessary costs, and gets skilled talent up and running faster.

#2: Connect with skilled workers in real time

Built specifically for the complex needs of manufacturing companies, Jobvite offers tools like Intelligent Messaging to connect with skilled talent where they are. Leverage mobile capabilities and deliver a modern, streamlined candidate experience to engage and convert candidates faster.

#3: Remove recruiting roadblocks and streamline efficiencies

Pinpoint roadblocks that exist in hiring manufacturing workers. Streamline recruiting and onboarding leveraging automation and AI to eliminate barriers, increase recruiter capacity, and keep talent engaged.

With powerful recruiting capabilities, strong integration with your existing tech stack, streamlined onboarding, and more efficient processes that can help manufacturers quickly identify and secure talent for their businesses, you can stay ahead of competitors for the short and long term.

Learn more about Jobvite’s talent acquisition solutions for companies in the manufacturing sector

There is a better way to tackle the challenges of finding skilled talent for open manufacturing roles.

By streamlining complex talent acquisition activities with the Evolve Talent Acquisition Suite, companies in the manufacturing sector can ensure they get the best possible employees who will help drive their business forward.

Learn more about Jobvite’s purpose-built recruiting solution for the manufacturing sector.

The post How Modern TA Tech Can Help Manufacturing Companies first appeared on Jobvite.

A recent report from Lighthouse Research & Advisory revealed that eight in 10 talent leaders said that hiring has risen from an HR/talent priority in the last year to a business/operational priority.

Given the existing labor market, the historically low unemployment rate, and the high number of open positions per job seeker, there is mounting pressure on talent acquisition teams and recruiters to deliver quality candidates.

Talent acquisition facing tremendous challenges

Employers continue to face significant challenges within the current labor market.

According to Employ data, a majority of HR decision-makers perceive an insufficient number of people to fill open positions (56%) and competition from other employers (54%) as the biggest challenges their businesses face in recruiting today.

Not being able to compete on salary requirements (33%), poor communication from candidates in the hiring process (29%), hiring processes that take too long (28%), and not being able to offer remote or hybrid work (27%) are also seen as top challenges in attracting and hiring quality talent.

Perceived competition from other employers was up six points from June 2022 (54% versus 48%); inability to compete with salary requirements was also up six points (33% versus 27%); managing a high volume of candidates was down 11 points (18% versus 29%) from June.

Two-thirds of human resources decision-makers also said they feel that recruiting is more stressful today than a year ago. Most often, this is because there are not enough qualified candidates (59%), there are more open roles to fill (51%), there is considerable competition from other employers (44%), and there are more employees who are leaving their company (43%).

Employees exiting their org have a greater impact on enterprises (56% report it as a reason for increased stress) than at medium-sized and small businesses (40% and 37%, respectively).

With new talent priorities and challenges, recruiters themselves are finding it more difficult to manage the expanding expectations of their roles, including countless administrative tasks.

In fact, according to Aptitude Research, “82% of recruiters spend time scheduling calls daily or weekly and 68% of recruiters spend time looking for candidates in the ATS daily or weekly.”

These tasks take recruiters away from more strategic work, including DEI initiatives or employer branding efforts that more effectively nurture and attract candidates.

And from an organizational perspective, it’s difficult to keep up with who offers the best technology, what the new category offerings are, and how the industry will respond to the changing technologies.

Plus, with all the innovation — from conversational AI to programmatic job advertising to recruitment marketing — talent acquisition providers continue to rapidly modernize and transform what’s possible in talent acquisition technology.

Again, Aptitude Research found that 60% of recruiters say their greatest frustration with technology is poor integration. These disparate systems have created a huge problem and disconnect for recruiters, with multiple tech stacks that often lack integration and interoperability between systems.

Yet, during this time, most HR decision-makers (54%) expect to increase recruitment spending. Spending increases are more likely to be expected in medium-sized businesses (66%), while a large proportion of HR decision-makers at enterprise companies expect an increase for 2023 at 53%.

Specifically, 58% of recruiters don’t believe leadership understands their role in the business, and 42% said they do not have the recruiting resources they need to be successful, per Aptitude Research.

The power of a unified talent acquisition suite for enterprise recruiting organizations

It’s clear talent acquisition teams face a number of challenges today. So, what can be done to reconcile the gap that exists between leadership and the recruiters who find themselves trying to keep up with the disparity of systems and compete in an increasingly complex labor market?

Simply said, what large-scale orgs like yours need most is a unified talent acquisition suite that addresses the entire talent acquisition lifecycle (i.e., all facets of your end-to-end recruiting and hiring).

Notably, one that is fully dedicated to the talent acquisition function, understands recruiters, supports hiring managers, and enables the widest range of functionality ever provided in a single solution.

In short, a system that goes far beyond the capabilities of an ERP just trying to check the box for recruiting. That embraces the full scope of recruiting beyond single point or standalone solutions.

What you need is a suite purpose-built for recruiters, hiring managers, talent acquisition teams, candidates, and TA leadership. An ATS that seamlessly integrates with other solutions like ADP, UKG, Inform Paychex, and Bamboo HR. That considers the complexity of hiring, especially for large enterprise organizations. That is loved and ranked as a top product by users.

This is the first time any talent acquisition provider has brought together every aspect of recruiting: recruitment marketing, talent sourcing, applicant tracking, employee onboarding, candidate referrals, internal mobility, DEI recruiting, and advanced analytics.

Transform your TA strategy for the better with a complete talent acquisition suite

The breadth and depth that Jobvite offers in its talent acquisition suite brings together the best in talent acquisition technology. And it’s exactly what your TA team needs now to be competitive in the most difficult hiring environment in history. It’s time to move beyond where you are.

To evolve your talent acquisition function. And to start transforming how you find and hire the best talent. With Jobvite, it is possible. And we promise, we are the partner that will take you there.

Chat with our team today to learn about our unified talent acquisition suite for enterprises.

The post Why Enterprises Need a Complete Talent Acquisition Suite first appeared on Jobvite.

More and more enterprises are ditching their dated applicant tracking systems (ATS) in favor of more complete and advanced talent acquisition suites today. Specifically, their onboarding recruiting technology that helps them better identify, engage, convert, and analyze candidates.

It can be difficult to discern exactly how effective your recruitment software is in helping you hire high-quality talent. Thankfully, there are several questions you can ask yourself that can reveal the efficacy of your current ATS — and determine if it’s time to upgrade to a better solution.

8 questions your hiring team members should ask about your recruiting technology

Automation capabilities. Candidate relationship management functionality. Analytics dashboards. A simplified application process. Integrations with other helpful HR and recruiting tools.

If you’re applicant tracking software lacks said offerings, it may be a sign to move on from it.

Ask yourself these questions to determine if you are getting the best possible results from your current TA tech or if you need to eliminate your current ATS in favor of a better one.

1) What are our current candidate conversion rates?

On average, companies convert only 30% of applicants. Jobvite defines the candidate conversion rate as the process of transitioning a career site visitor into a known candidate or applicant by either completing the job application process or joining a talent network.

First, figure out your candidate conversion rates. And if you aren’t achieving conversion rates of at least 70%, check out the Fortune 500 Candidate Conversion Audit report to see what common mistakes other companies are making and where you might have opportunities to improve quickly.

2) Are we automatically sourcing qualified talent?

According to Aptitude Research, recruiters spend up to 16 hours per week scheduling calls and 10 hours looking for candidates in their ATS. Recruiters can reduce time spent on sourcing by around 30% using automated technology.

Not only does automation cut down on time and effort, but AI finds the right candidates for the role by pre-screening for you and directing them to recruiters or hiring managers when the time is right.

Your talent team needs to source top talent with the aid of automation in the years ahead.

3) Do we deliver strong candidate comms with texting and chatbots?

Intelligent messaging helps pre-screen and answer candidate questions – recruiting teams are using chatbots and texting to pre-screen candidates and answer their questions automatically.

Texts to candidates boast an impressive 98% open rate, compared to email (20%). Intelligent messaging keeps candidates engaged in all stages of the hiring process. Texting and chatbots should be part of your core talent acquisition suite.

4) Is our onboarding process helping or hurting?

All employees need high-quality onboarding to start with your company to have a chance of succeeding. Provide a consistent onboarding experience for every employee using onboarding software as part of your talent acquisition suite and retain that top talent you just hired.

5) Do we have visibility to know what is working and what is not?

Strategic TA teams constantly measure their processes and work to improve them.

A robust talent acquisition analytics platform empowers agile recruiting orgs to keep an eye on key metrics tied to pipeline management efforts and make data-driven changes as needed.

The analytics built into your recruiting technology should enable you to easily, efficiently, and quickly measure results as it relates to applicants, nurtures, interviews, offers, and other facets of your day-to-day effort and improve hiring outcomes.

6) Are we getting as many employee referrals as we can?

It’s a known fact that referrals are a great source of candidates and often make the best hires. If you aren’t managing referrals from within your talent acquisition suite, you are missing out on this great source of candidates.

7) What about internal candidates? Can we easily identify them?

Internal candidates make great candidates for new roles. Having an internal mobility program not only helps to retain top talent for longer, it gives you a great career path story for future hires. And that goes for your recruiters as well.

Per Aptitude Research, 32% of recruiters are looking for other career opportunities.

8) Do you have a strategic plan to continually improve your TA process?

None of us can make immediate improvements to current processes or technologies overnight. If we try to do too much too quickly, we’ll fail. So, get strategic and thoughtful about how mature your current processes and technologies are and where you can improve and get better results.

Need help getting started? Take 10 minutes to complete the EVOLVE Talent Acquisition framework to identify and prioritize areas for improvement — including with your recruiting technology.

According to recent research from HR expert Josh Bersin, leading recruitment technology is helping TA teams retain top talent and market a strong employer brand to source high-quality candidates.

The sooner you consider areas to recruit smarter, the sooner you can enjoy the benefits.

Get a glimpse into how Evolve, our complete Talent Acquisition Suite, helps enterprises streamline their recruiting and scale their hiring. Request a one-on-one demo today.

The post How to Know When to Upgrade Your Recruiting Technology first appeared on Jobvite.

What is one critical skill that talent acquisition professionals need to prioritize in the age of AI?

From high emotional intelligence to strong communication abilities, there are several core skills that recruiter must prioritize so they can effectively use AI tools to complement these irreplaceable skills.

Here are the skills some of today’s top business leaders see as critical for TA teams to hone and master and, in turn, ensure they can keep the human element inherent in their recruiting efforts.

Improve your emotional intelligence

Ironically, emotional intelligence (EQ) becomes even more essential in our workforce as we move to artificial-intelligence-powered tools. Tech designers need to keep EQ in mind as they work to create AI that is fair, considerate, and protective.

Though this tech is making big strides, AI cannot replace certain aspects of human connection.

As all the employees at AI-powered organizations continue to work in those human-focused roles irreplaceable by AI, high EQ levels become an even bigger asset.

John Li, Co-Founder & CTO, Fig Loans

Be highly adaptable and flexible

Without adaptability in the tech world, one is destined for hardship. Technology is the fastest growing industry, and the introduction of AI into many technologies means its growth will quicken, and the need for a tech team that can keep up with it is critical.

Tech companies should consider things like creativity and out-of-the-box thinking as markers of adaptability, a mind that is willing to bend and form new ideas when necessary.

When a whole team of employees is able to do this, AI growth and business growth can be exponential. One has to be able to gracefully adjust to new information, techniques and ways of operating in order to meet the demands of AI, making adaptability a key skill in today’s tech world.

Karim Hachem, VP of eCommerce, La Blanca

Use data to nurture relationships

Despite our data-driven mindset, we’ve observed that more data isn’t always a good thing. In contrast, it can overwhelm and lead teams and entire organizations to abandon potentially valuable data in cloud storage — without deciding when or whether to use it at all.

This is why our teams have people who can filter and decide which data is good to have, what’s great to know, and what’s critical to our business.

But, more importantly, people who can link that data to our relationship with customers, and identify ways to improve this interaction, are highly valuable.

Jon Torres, Entrepreneur

Fine-tune your negotiation Skills

Even with current advances in AI, negotiating with other humans and arriving at a win-win outcome will remain an essential skill. Negotiation involves some form of relationship building based on listening and learning about the other party’s views.

The skill of empathy is vital for this process and can be used to achieve better outcomes regarding agreed terms and conditions.

Skilled negotiators know how to listen to the other party to understand their perspective and identify their needs and wants. This knowledge can be used to “build a bridge” from shared interests and ideas to arrive at mutually satisfactory resolution.

Dean Kaplan, CEO, The Kaplan Group

Become a master of productivity

With the help of recruiting technology and a steady flow of resumes, talent acquisition specialists must master the art of productivity.

For instance, managing multiple vacant roles requires numerous initial and follow-up interviews for each position, scheduling, communication with candidates and leaders, and plenty of administrative work.

As AI speeds up the recruiting process, professionals in the field will have to learn to keep up with the speed of technology. 

Patricio Paucar, Co-Founder + Chief Customer Officer, Navi

Leverage purpose-built AI tools

Talent acquisition professionals need to prioritize the ability to effectively use artificial intelligence tools that are used in different aspects of the recruitment pipeline.

Artificial intelligence is rapidly changing the face of attracting, recruiting, hiring and retention. Knowing how to use these tools will allow talent acquisition professionals to source for, assess, and recruit the right talent more efficiently and cost effectively.

These tools are also helpful in enabling talent acquisition experts to onboard quality talent quickly and in a manner that boosts employee satisfaction and retention.

Dan Barrett, CEO, Adwords Nerds

Enhance your user experience design

Find those who can redesign the user experience efficiently. In a world of constantly changing tech, businesses need to understand the customer’s experience more than ever and then solve new problems as they arise.

User experience designers are needed to make AI systems easier for people to navigate. New tech means new priorities and user experience design is becoming more and more crucial.

Erin Banta, Co-founder & CEO, Pepper

Better understand your TA analytics

In the age of AI, we will need strong analysis skills to verify that the AI being used to help with hiring decisions isn’t becoming biased against a group or groups of people.

With past failures of this kind from Google and other major players creating AI tools, talent teams should be regularly looking at the decisions their AI is making and doing an audit on those decisions. If the tool is searching for candidates in a database, take a look at the results.

How many are from under-represented groups? How many are not college grads, but still qualified? How many reported that they have a disability when they applied?

Artificial intelligence is only as good as the algorithm that is learning what you are asking for, so a key part of that is doing regular analysis of the decisions the algorithm is making on your behalf.

Steph McDonald, Senior Technical Recruiter, HubSpot

Speed up your team’s responsiveness

In the AI age, it’s critical to respond promptly to job applicants who show interest in the open role. You can set up automated email responses or assign a dedicated employee to do the quick follow-up.

Most job candidates who haven’t heard from HR teams for 24 hours usually lose interest. Never miss a qualified candidate using an AI-powered talent acquisition tool for real-time monitoring and quick response time.

Lorraine Daisy Resuello, CMO, Connection Copilot

Test algorithms for hiring biases

It is critical as an HR leader to review the algorithms. In Digital HR’s Addendum, published in 2022, there are examples of what the strategic approach to AI implementation should include. In short, test the algorithms for biases or embedded assumptions that run counter to your org’s culture.

Deborah Waddill, President, Restek Consulting, LLC

Bolster your candidate communications

It’s one thing to review a resume or profile and be told by an algorithm that it’s a match. It’s an entirely different situation to take the time to talk to individuals. Communication, experience, past behavior, attitude, wants and desires, all come about as a result of speaking in person.

If you can’t engage someone in a “down-to-Earth” genuine convo (and this goes just as much for recruiters as it does candidates), how well are they going to do in a distributed work environment?

Recruiters absolutely must be excellent on the phone.

Jason Dupree, Director, Talent Acquisition, Pachyderm

Chat with the Jobvite team today to learn about our built-in AI recruiting capabilities — and how they can help you transform your talent acquisition efforts for the better.

The post AI in Talent Acquisition: How to Keep the Human in Hiring first appeared on Jobvite.

It’s simple, really. Talent acquisition teams need intelligent, comprehensive talent acquisition technology. Specifically, a solution can handle the complexities of modern recruiting and hiring.

And it’s the most forward-thinking large-scale companies that are moving away from disconnected, frustrating point solutions and adopting unified recruiting systems today. Ones that help them:

• Streamline all of their talent acquisition processes: from their sourcing strategies to offer approvals
• Engage qualified candidates across the funnel and, in turn, improve the candidate experience
• Better identify, engage, and advance diverse candidates who are strong fits for their job openings
• Connect with human capital management systems to get a more holistic view of their workforce
• Integrate with essential recruiting tools (e.g., video interview platforms, DEI analytics solutions)

The problem? Knowing which exact kind of centralized talent acquisition technology to invest in.

What is “centralized” talent acquisition technology?

Centralized talent acquisition technology is a unified set of integrated solutions. These platforms empower recruiting teams to better attract and convert candidates across the candidate lifecycle.

This enhanced coordination results in a world-class candidate, recruiter, and employee experience.

“By staying current on what job seekers want from employers and arming recruiters with integrated talent acquisition technology, your organization will have a much-needed advantage to engage, attract, and retain top talent,” Employ CEO Pete Lamson recently wrote for SmartBrief.

The best centralized TA tech manages the complexity of talent acquisition and delivers improved hiring outcomes in challenging markets. When evaluating vendors, you should look for capabilities that aid with just about every element of your recruitment efforts, including:

• Career sites
• Job broadcasting
• DEI solutions
• Candidate relationship management
• Intelligent messaging
• Applicant tracking
• Video screening
• Internal mobility
• Employee referrals
• Analytics and reporting

What does this all mean? Put plainly, that you’ll want to hit the applicant tracking system (ATS) marketplace to find a solution that empowers your TA team to work smarter and simplify core tasks.

How unified talent acquisition technology helps

Talent teams spend hours per week on tedious manual tasks that could easily be automated. Automation and AI are now pillars of a centralized talent acquisition solution and enable recruiters to save time and effort on tedious daily tasks. They can support these key areas of a recruiter’s role:

Sourcing

Recruiters often spend hours per week trying to find the right candidate for each open requisition.

Sourcing with automation and AI can save your talent teams hours and give them an insight into which candidates would make an ideal fit for open roles in the organization.

Consider Jobvite’s Intelligent Sourcing functionality. It assesses job seekers’ skills, experience level, and certifications to find candidates already in your database who could be a good fit for open roles.

Interviewing

It’s more important than ever that there’s minimal wait time for job leads during the interviewing stage so they aren’t swiped up by a competitor. (Something happening far too often today.)

Smart interview scheduling tools allow job seekers to self-schedule hiring manager and panel interviews based on hiring team availability. (An underrated element of a strong candidate experience.)

Communicating

Recruiters are the center of communication between candidates and your company. Candidate engagement has become vital, and the most strategic talent teams prioritize engaging and nurturing candidates throughout their talent journey.

Tools like texting and chatbots enable talent teams to reach candidates who are more mobile than ever, streamlining and making communication more effective.

Hiring

Once a hiring team has decided on a candidate, it’s up to the recruiter to communicate the offer and help facilitate negotiations, if necessary. During the hiring stage, orgs can lose strong candidates if the internal decision process takes too long.

Using a leading talent acquisition technology provider can shorten the feedback loop for hiring teams.

Candidates want transparency and highly responsive recruiters. Fail to be upfront and quick in your comms? You’ll end up with prospective hires ghosting you and exiting your recruiting process.

It’s critical that the offer stage is well-managed and moves quickly to ensure a smooth hire.

Reporting

Mature talent teams are using data-driven recruiting capabilities to round out their programs. Data collected on relevant recruiting metrics, overall TA performance can all be used to identify areas for improvement in the hiring process. (A task that’s an ongoing endeavor for enterprises today.)

Onboarding your new talent acquisition technology

Adopting and implementing a new talent acquisition suite can present new challenges.

But, issues can be avoided with preparation and planning. Include these initiatives in your change management plan to drive user adoption and successfully launch a centralized TA platform.

Consider training:

• Rather than expecting recruiting teams to adopt new software on their own, work with your ATS vendor to get assistance and proactively offer training options to encourage learning and exploration.
• In the short term, training should focus on getting everyone to a standardized baseline of using the software. This includes teaching them how to securely login and how to navigate the platform.
• Once introduced, ongoing user training will help talent teams optimize their use of the recruiting software. This includes giving them access to training materials so they can troubleshoot and understand best practices that streamline and speed up recruiting processes.

Need new talent acquisition tech? Book a Jobvite demo to learn about our unified TA suite.

The post The Pros of Centralized Talent Acquisition Technology first appeared on Jobvite.