• Budget for Self-Development
• Support “Workations”
• Allow a Pet-Friendly Office
• Offer Life Insurance
• Provide a Comprehensive Compensation Package
• Assist With Housing
• Permit Flexible Working
• Plan for Light Months
• Help Pay Student Loan Debt
• Create a Paid Volunteer Work Program
• Invest With Your Team

Budget for Self-Development

At LiveCareer, we aim to hire talented people willing to challenge the status quo. To attract this type of employee, our company offers a budget for self-development. It’s crucial that people working for us constantly look for new ideas, be innovative, and improve their knowledge.

If our employees want to learn new things, we want to support their development. After the trial period, employees can talk to their manager and brainstorm ways to fast-track their career development. Then, they can decide on any industry course to help them achieve their career goals.

Others should also offer such benefits because it shows that you want your employees to always look for something that increases their job satisfaction. Other perks can also be good, but ‌any job that gets boring after a while encourages people to look for growth opportunities at another workplace. So if you want to decrease employee turnover, invest in their development.

Dorota Lysienia, Community Manager, LiveCareer

Support “Workations”

A year ago, we introduced an opportunity to work from our office in Tenerife, with free accommodation and travel costs partly covered by the company. This kind of perk is still not widespread, so there is a lot of talent-attracting potential in it.

We noticed that incorporating it into our employer branding and marketing strategies gives a lot of attention to our brand and helps us stand out from other employers. Blog posts, press releases, and mentions from other blogs — all these channels generate a lot of interest in our company, and we have already hired some skilled experts who found out about us thanks to this benefit.

Leszek Dudkiewicz, Head of Marketing, US Passport Photo

Allow a Pet-Friendly Office

Having a pet-friendly office is one way that provides a more flexible work environment. By allowing employees to bring their pets to work, we give them the freedom and flexibility to take care of their pets while still fulfilling their job responsibilities.

This can lead to a better work-life balance, reduced stress levels, and increased job satisfaction, which can attract and retain top talents who are looking for a positive and supportive work environment.

Trey Ferro, CEO, Spot Pet Insurance

Offer Life Insurance

According to surveys, over 80% of employees would like their organizations to provide life insurance, but most times, they don’t. By offering group-term life insurance packages to our employees, we stand out from our competition, helping us to attract top talent.

We pay for our life insurance policies in bulk, covering all employees, resulting in significant cost savings. Our employees benefit from financial security, especially those with dependent children.

Shawn Plummer, CEO, The Annuity Expert

Provide a Comprehensive Compensation Package

An effective and comprehensive compensation package should include a wide range of components, such as salary, bonuses, stock options, health insurance, vacation time, and other benefits. Compensation packages are an important tool for recruitment and retention of desired talent, as we can tailor them to the specific needs of the employer and the employee.

A well-structured compensation package can provide them with the financial security and stability they need to perform their job duties. It also allows us to create a more attractive work environment. These packages should consider the qualifications of the employee and the job responsibilities. We should also update them periodically to keep up with market trends and changes in the job market.

Christa Reed, Head of Job Market Research, JobSearcher

Assist With Housing

One benefit that is widely underutilized is housing assistance. The University of Pennsylvania pioneered the use of housing assistance in the 1960s. The program had dual benefits; it helped the university keep its workers, while also revitalizing the surrounding neighborhood.

The program offered a mortgage guarantee for employees who had been with the university for three years and purchased a home within a three-block radius. This design not only ensured short commutes for its workers but also acted as an incentive to reduce turnover.

Since long commute time is one of the most common reasons someone leaves their job, the mentioned program helped the university attract employees interested in their community and then also retain these employees.

Atta Tarki, Founder and Author, ECA Partners

Permit Flexible Working

As a digital agency owner, I offer flexible work arrangements, such as remote work or flexible hours. This helps employees balance work and personal life effectively, leading to increased satisfaction and motivation.

It also results in lower turnover and higher productivity. Offering flexible work arrangements is a win-win for both me and my employees because it leads to a better work-life balance and job satisfaction for them, and a more successful and productive agency for me. I’d definitely recommend that other similar companies try this.

Shane McEvoy, MD, Flycast Media

Plan for Light Months

One unique benefit our company offers is light months. For two months a year, we give employees a fully-paid extra day off each week of their choosing in our take on a four-day workweek.

As a remote workplace, we already have flexible working hours and a work-from-anywhere option. This additional flex-time gives our staff the extra ability to rest and recharge, without causing too much disruption to surrounding staff’s schedules.

Grace He, People and Culture Director, TeamBuilding

Help Pay Student Loan Debt

Our company is looking into ways to assist employees in paying off their student loan debt, even while many businesses are investing in their employees’ continued education. Given that over 44 million former college students in the U.S. currently owe $1.5 trillion in student debt, it makes sense.

Because student loan debt affects many professionals, employers may use this employee benefit as a sizable recruiting tool for eligible candidates. Some firms have provided employees with a monthly stipend for loan repayment, frequently with a lifetime maximum in place.

Dayna Carlin, Director of Marketing and Sales, NovoPath

Create a Paid Volunteer Work Program

As a leader at my organization, we have seen tremendous success in offering paid volunteer work to our employees. Having this benefit at our organization shows that we are dedicated to the mission of giving back to our local community, and it naturally attracts candidates that are looking for this kind of altruistic environment.

Paid volunteer work can benefit others who may not have the financial ability to otherwise volunteer, and also provides incentives for employees that already choose to give back. It is important for companies to consider offers such as this since it speaks volumes about their priorities and values.

Nadzeya Sankovich, Regional Manager, Health Reporter

Invest With Your Team

As the CEO of a financial planning website, it is important for me to make sure that my employees are aiming for financial independence. The way I do it is by offering investment benefits, and I think more business leaders should do it.

After onboarding, I require my employees to open an online brokerage account of their choice. Then, I offer a monthly investment scheme in which our HR department would automatically deduct a portion of their salary to deposit in their brokerage account.

Of course, they can choose how much that would be. While I don’t force them to take part in the monthly investment program, if they do, I reward it by adding 10% of their deposit each month. Sometimes it comes out of my money, but most of the time it comes out as a business expense.

To date, I have helped a lot of my employees reach the five-figure mark in their investments, and it has helped me attract other talents as well.

Jonathan Merry, Founder, Moneyzine

Terkel creates community-driven content featuring expert insights. Sign up at terkel.io to answer questions and get published.

The post Looking to Hire? Marketing and HR Executives Share What Benefits Are Most Likely to Attract Talent first appeared on Jobvite.

As talent acquisition and recruiting professionals, our appreciation for Veterans does not stop on November 11. First, it’s important to recognize the data that surrounds Military Veterans transitioning back into civilian life. According to the Department of Defense, as reported by the GAO, around 200,000 service members move into civilian life every year, with many struggling to find employment.

In fact, based on a recent SHRM article, Military Veterans are 15.6% more likely than non-veteran job seekers to be underemployed. This simply is unacceptable. And we must do more to prioritize hiring retired military professionals into our companies and businesses.

With the record number of jobs currently open in the U.S., previous service members represent a unique and untapped talent pool for employers. To support this across organizations of all sizes, here are four recruitment strategies that can help you embrace, attract, engage, and hire Military Veterans in your business.

Top Recruitment Strategies for Hiring Veterans

#1: Educate Hiring Teams on Military Structure

Hiring from this strategic audience begins with training your hiring managers and teams to understand how military skill sets can transfer to your open roles. Skills gained through military service, like dedication, teamwork, and communication, are invaluable in the workplace, but might not be apparent to the untrained recruiter from a resume alone.

Make Veterans a strategic talent audience

Audience planning is a critical step to building a diverse workforce — including Military Veterans — and ensuring you can proactively fill a wide range of roles over the long term. By identifying Veterans as a strategic audience, you’re making a commitment to getting to know this group and connecting with them through engaging, meaningful content.

You can then build personas based on your understanding of where Veterans search for jobs, what motivates them, and what they’re looking for in an employer. Talk with Veterans from your current workforce and alumni to get real-life insight into the mind of Veterans and bring your personas to life.

#2: Partner with Advocacy Organizations

There are currently over seven thousand non-profit organizations that specifically help Veterans and military families. One company recently saw great success while partnering with the Hiring Our Heroes Corporate Fellowship Program to offer fellowships to transitioning service members.

This allows active duty service members within the last six months of their military contract to work for a company and gain hands-on training to help them ease into the civilian workforce. Since partnering with the fellowship program, this organization has hired 10 Veterans and hopes to achieve a goal of 5% Veteran hires overall.

Additional programs include MedTechVets, Biocom Veterans Initiative, and Candorful.

Identify someone within your organization to act as the recruiting liaison between these groups and your company. Make these organizations aware of your open roles, and let them know your interest in Veteran job seekers specifically. They’ll be able to funnel relevant candidates into your recruitment pipeline.

#3: Create Messages That Resonate with Veterans Specifically

Thanks to their military training, Veterans are often inspired by causes bigger than themselves. Let them know about your organization’s mission and the positive impact you make in order to best align with their values. From the job description to email communications, highlight military-specific characteristics that your team embodies, like teamwork, commitment, and hard work. If you have existing employees who have served in the military, include their stories in your messaging to show examples of successful Veterans in your organization.

Create military-friendly job descriptions

While Veterans possess various valuable skills and experience, civilian recruiters may have difficulty decoding military jargon to understand how those skills match up with open roles. There are numerous online tools available to help Veterans translate their military skills for civilian resumes — it’s worthwhile for talent teams to also use these tools to improve their ability to spot desirable skills on a Veteran’s resume.

You can also use this knowledge to draft job descriptions that will appeal to candidates with military experience. By helping Veterans to better understand how their experience translates to positions within your company, you’ll help to ease the transition and position yourself as a military-friendly employer.

#4: Post to Military-Friendly Job Boards

Certain job boards cater exclusively to pairing Veterans looking for work with relevant open roles. Target these niche boards to capture the attention of Veterans specifically. Not sure where to start? Check out these resources:

JobTarget

JobTarget helps teams to find and attract relevant, diverse candidates. JobTarget’s OFCCP compliance product posts your jobs onto “state job banks and leading niche job sites that reach Veterans, minorities, and individuals with disabilities.”

Hire a Hero

Hire a Hero helps you reach job seekers who have served. Posting jobs in all industries, this job board aims to “empower and recognize individuals who have sacrificed and/or given back to society.”

America’s Job Exchange

America’s Job Exchange (AJE) is an industry-leading compliance solution that optimizes your compliance and diversity recruiting efforts. AJE posts your job “across a highly-targeted network of diversity and niche industry sites” and provides the tools you need to facilitate outreach.

Other sources for locating, supporting, connecting with, and seeking out Veterans include:

• Military.com
• Veterans Job Mission
• SHRM HireVets
• U.S. DOL HireVets

Monitor and refine your process

To ensure ongoing success, it’s important to know where Veteran candidates are coming from and how they’re progressing through the hiring process. Over time, your recruitment software should be able to provide analytics and reporting for every source, program, and campaign to drive key insights like:

• The most consistent sources for military candidates
• Which content and campaigns are most effective in engaging Veterans
• The sources that are most likely to result in Veteran hires

Understanding these trends and data points can help to optimize your processes over time and improve long-term results.

It’s Never Too Late to Prioritize Hiring Military Veterans

If you’re ready to start attracting Military Veterans to fill your open roles, Jobvite is here to help. With the Evolve Talent Acquisition Suite, you can ensure you prioritize service members as a strategic audience. Watch our product tour on-demand or subscribe to our blog to stay in the know on the latest insights in talent acquisition.

The post Four Recruitment Strategies for Hiring Veterans first appeared on Jobvite.

Even if your recruiting program isn’t ready for a complete overhaul, there are simple ways to enhance the hiring manager and candidate experiences in your organization. These actionable strategies will help improve connections between key members of the hiring process.

How to Improve Connections Between Hiring Managers and Candidates

1. Intelligent Messaging Shortens the Feedback Loop

It can be frustrating as a recruiter to be excited about a high-potential candidate, only to lose them due to long feedback times from a hiring team. Deciding on a candidate can take the approval of multiple people in an organization — and that adds time to the hiring process. In fact, a good candidate is scooped up within just 10 days in today’s fast-moving job market.

Top talent teams use automation and AI to make key improvements in their hiring process. Intelligent messaging tools like chatbots and texting are helping teams shorten their response times with candidates, allowing them to answer questions and provide information quickly. Teams can even use AI tools to solicit feedback automatically from hiring managers after completing an interview with a candidate.

Don’t lose promising talent by relying on busy hiring teams to remember to provide feedback after an interview. Leverage intelligent messaging tools to help automate feedback and keep candidates engaged in the recruiting process.

2. Collect Feedback Throughout the Hiring Process

Recruiting teams must get more agile to transform their hiring practices for today’s competitive market. Adopting automation and AI tools to cut down on time spent doing manual tasks allows them to prioritize the personal aspects of recruiting. But no TA program is perfect, even the well-established ones. Strategic recruiters know that in order to improve the hiring manager and candidate experiences, they need to collect as much feedback as possible during the process.

Whether it be through a survey, email, or text, it’s important to ask for input on the recruiting process from candidates and hiring teams. This offers TA teams a chance to see where communication, bottlenecks, or technology could be improved when hiring. Below are some example questions to ask candidates and hiring managers after completing a recruiting cycle.

Candidate Feedback

• Do you feel like your questions were answered by a recruiter in a timely manner?
• Did you have the information you needed to confidently decide about working here?
• What else would you like to have known?
• Would you apply for future roles here?

Hiring Manager Feedback

• Were you able to easily provide feedback on the candidate after completing an interview?
• What would have made it easier for you?
• What (if anything) held you up in deciding on candidates for this role?
• Did this batch of candidates provide a diverse, qualified talent pool for you to consider?

3. Automated Scheduling to Easily Align Calendars

Nobody has the time to email back and forth trying to get schedules to match, but many recruiters are scheduling interviews this way. Given that candidates are moving quickly through the job-seeking process, TA teams need to maximize their efficiency in any way they can. Intelligent tools can cut down on waiting time for calendar availability, schedule interviews, and place on each person’s calendar automatically in minutes.

Automated interview scheduling tools can help avoid common recruiting roadblocks like an overbooked hiring manager calendar or a busy candidate who needs flexible interview times. This may seem like a small change, but applicants are more likely to stay engaged when they know the next steps and have an interview to look forward to.

Upgrade Your Recruiting Experience Trifecta

Looking for more information on how talent teams are transforming the recruiting experience? Take time to watch our latest webinar on The Talent Acquisition Experience Trifecta to learn how you can prioritize the candidate, recruiter, and hiring manager experience. Or subscribe to the Jobvite Blog and Resource Library for the latest in recruiting technology and strategy.

The post Improving Connections with Candidates and Hiring Managers first appeared on Jobvite.

Social media has become a favorite channel for recruiters to engage and hire qualified candidates. We’ve seen talent teams win by using social media in their recruitment marketing strategy. Here are the top four ways to use social media to screen, engage, and hire top candidates.

4 Ways to Optimize Social Media Recruiting Efforts

1. Share jobs on social channels with an easy CTA

There are so many ways to share jobs with your social network that engages candidates and attracts them to apply. Get with the hiring manager and write a brief description of the job that offers an easy call-to-action (CTA) for application. The description should include important requirements for the role, like certifications or skills. Try and plan social posts in advance, so you can post multiple times about a position if needed. Finally, make it as easy as possible for job seekers to get more information or to apply for a role. This is a great time to leverage text-to-apply and intelligent messaging software to easily capture and engage applicants right away.

Tip: Share jobs on social media at the start of the week to reach job seekers in their search throughout the week. If you have money for advertising, consider promoting a post to reach a wider audience.

2. Check social media accounts frequently and respond to inquiries

If you’re going to start using social media in your recruitment marketing strategy, you’ll need to check the accounts for interaction from job seekers frequently. This activity can range anywhere from only responding to direct messages and comments regarding employment to following and interacting with other accounts proactively to expand candidate pools. Consider how your employer brand will reflect across all social accounts and who in your company should be managing social channels.

Work to divide the responsibility of managing accounts as it makes sense. Maybe the recruiting team should be responsible for the company’s LinkedIn account, while the marketing team could manage Twitter. Start by ensuring all messages are answered in a timely manner from job seekers. Once you’re able to dedicate more time to social media recruiting strategy, consider expanding efforts.

3. Share a wide variety of employee stories

A great way to demonstrate your company culture and showcase employees is to share their stories on your social accounts. Highlight a wide diversity of employee stories from different departments in your organization — from executives and management to team leads and employees. This creates a picture of what it’s like to work for your company and offers transparency into the culture for job seekers.

Integrate stories about employees speaking on internal mobility, further education opportunities, or employee resource group involvement. This is a great way to organically share information about the culture and benefits at your company as well as show your company values.

4. Engage in industry thought leadership and content

No matter what your industry, there will be a large pool of thought leaders and influencers on social media to engage with. Find and follow the accounts that stand out in your industry, whether it be influencers, professionals, or even other organizations. No matter how much time you have to dedicate to social media activities, these accounts will keep you updated on your industry and help you predict changes in the market. Interact with and share content that’s relevant to your industry and job seekers — this will keep your feed interesting and up to date with the latest information.

Tip: Thought leaders in your industry could already be in house! Allow employees to contribute content to your social accounts to offer their insight.

Upgrade Your Recruitment Marketing

Looking for more ways to improve your recruitment marketing strategy? Be sure to subscribe to our blog and resource library to get the latest. Or talk to us about how TA technology can improve your recruitment marketing strategy.

The post How to Win Top Talent with Social Media Recruiting first appeared on Jobvite.

The Biggest Challenges Talent Acquisition Faces Today

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.

On top of added expectations for recruiters, the multitude of disparate systems offered to support the talent acquisition function continues to grow. The landscape continues to change. 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, 67% of companies have increased their investment in TA tech, and 73% plan to increase their investment in 2022, according to Aptitude Research. As many organizations have hurried to adopt these new technologies within their TA function, they have overlooked those individuals within the business actually doing the work of recruiting talent. Specifically, 58% of recruiters do not believe that leadership understands their role in the organization and 42% indicate they do not have the resources they need to be successful, again according to Aptitude Research.

The Power of a Unified Talent Acquisition Suite

So, what can be done to reconcile the gap that exists between talent acquisition leadership and the recruiters who find themselves trying to keep up with the disparity of systems and compete in an increasingly complex labor market? The answer is by integrating the breadth and depth of talent acquisition technology into a single suite — unlike anything that has ever been offered before.

Simply said, what organizations need most is a unified talent acquisition suite that addresses the entire talent acquisition lifecycle. One that is fully dedicated to the talent acquisition function. That understands recruiters, supports hiring managers, and enables the widest range of functionality ever provided in a single solution. 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. That seamlessly integrates with other solutions like ADP, UKG, Paychex, and Bamboo HR. That considers the complexity of hiring no matter the size of organization. That is loved and ranked as a top product by users.

While you may know Jobvite from its early days as an ATS provider, the new talent acquisition suite arriving to the market on March 1 will transform the way you do recruiting from a partner that has transformed itself. This is the first time any talent acquisition provider has brought together every aspect of recruiting — from recruitment marketing, applicant tracking and onboarding to employee referrals and internal mobility to DE&I, advanced analytics, and data exchange.

Stay Tuned for What’s Arriving On March 1

The breadth and depth that Jobvite is offering in its unified 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. Stay tuned as we announce the entirely new unified talent acquisition suite coming March 1.

The post How Can a Unified Talent Suite Transform Talent Acquisition? first appeared on Jobvite.

Here we will examine some of the biggest themes from Talent Acquisition Week alongside other recent thought leadership from Jobvite and industry insights to give you key takeaways for improving your own recruiting strategies in 2022:

Lesson #1: Addressing the Growing Disconnect Between Business Leaders and Talent Acquisition Professionals

This year, more than ever, it’s clear that the gap is widening between recruiters and business leaders. In fact, recent Aptitude Research found that nearly 73% of recruiters say it’s hard to find candidates, while only 39% of leadership at those same organizations have the same feeling.  This could explain why despite additional investment on technology, sourcing applications, and services, many recruitment professionals have found it challenging to expand their overall budgets.

Connecting with business leaders requires meeting them where they are. Peggy Anderson, Head of Talent Acquisition at Shutterfly, suggests leveraging The EVOLVE Talent Acquisition Framework to:

• Identify how mature your recruiting processes are
• Develop a clear goal for where you need to be
• Request a well-informed increase in recruitment spend

This sentiment is further supported by Lori Sylvia, Founder and CEO of Rally Recruitment Marketing, and a recent presenter at Talent Acquisition Week. She provides a committed, uncommitted, contingency budgetary framework for how TA teams can prioritize recruitment marketing in 2022.

Lesson #2: Optimizing Talent Acquisition Technology

Getting the most out of your talent acquisition technology — no matter the size of your organization — requires careful planning and adoption of your recruiting tech stack based on available resources. Again, according to Aptitude Research, only three percent of companies leverage all the functionality in their ATS and just two percent of their recruitment marketing platforms.

For smaller organizations trying to make the most out of a few good tools, Kristal Shropshire, Director of Talent Acquisition at Achievement Network, recommends looking at which aspects of your TA tech stack have delivered best historically and then maximizing how those tools can help you streamline your hiring process. For example, she references the use of video screening by paring it down from a full screen to just three key questions.

For larger organizations, leaning into AI-powered tools may make the most sense in optimizing your tech stack. Josh Jones, Manager of Talent Acquisition at Jobvite, recommends organizations take advantage of award-winning Zero-Click Intelligent Sourcing from Jobvite, which automates sourcing efforts when a job requisition is first opened. This solution saves valuable time, up to 30%, providing a full list of candidates who fit new jobs as they open up and the perfect starting point to connect with candidates.

Lesson #3: Enhancing the Talent Acquisition Process

Once you have developed a strong sense of how to best use your talent acquisition technology, you will want to apply it across your hiring process. Another takeaway for 2022 is to enhance your TA processes by leveraging appropriate key performance indicators (KPIs). This will give you an accurate picture of where you are succeeding and where you can improve.

A recent Jobvite panel shared their priority KPIs:

• Diversity of Finalist Candidate Pool: With DEI serving as the central focus to many organizations, keep a close watch on this metric to ensure your processes are inclusive.
• Pipeline Flow: Watch for the average time a candidate may spend in each stage of your recruitment cycle to identify the bottlenecks and roadblocks in your hiring process.
• Time-to-Fill/Close: While it may be the most contentious KPI, ensure you are self-aware of how long it takes to fill or close a requisition. Make sure to measure against industry benchmarks rather than internal records and ensure you don’t focus on this metric exclusively, especially at the expense of DEI efforts.

Lesson #4: Continuously Improving the Candidate Experience

Humanizing the recruiting process is one of the most important takeaways from Talent Acquisition Week. This was especially apparent during the session presented by Jacqueline Ricciardi, Solutions Engineer at Jobvite. Her spotlight session on Candidate Centered Communications reinforced how technology should augment human ability and seek to deliver a better experience for candidates.

Recruitment marketing is a powerful tool. Targeted messaging to candidates helps meet them where they are and then guide them to your career site, where you have more control over your employer brand. Once there, you can even create custom landing pages with information relevant to selected roles that will give a great first impression to candidates. In combination with human touch along the candidate journey and an empowering onboarding experience, you will be ready to compete with the best in a competitive recruiting space this year.

Remember, whether a candidate is ultimately accepted for a position or not, it is our duty as TA professionals to ensure the experience is as positive as it can be. One great way to start moving in the right direction is to send out candidate surveys to both new hires and rejected candidates. This can be very enlightening for your team, and it will provide areas within the candidate’s journey that were either enjoyable or painful.

Lesson #5: Focusing on Improving the Employee Experience

Last, but not least, focus on the employee experience in relation to internal mobility. Encourage current employees to make both lateral and vertical moves throughout the organization. This will not only improve retention rates for hard-won new hires but also serve to improve overall morale as recruiters can share success stories with candidates and leaders can see the growth potential within their teams.

Start Moving Your Talent Acquisition Strategy Forward

Gone are the days of just competing for customers. Now you have to go after candidates with just as much intensity. With the lessons provided in this blog, you are primed and ready to keep the momentum of 2022. Take the next step and see what makes Jobvite one of the most loved and best HR products around by watching our product tour. Or you can view our resource library or subscribe to our blog to stay up to date on the latest in TA tech.

The post How to Apply Lessons Learned From Talent Acquisition Week Throughout 2022 first appeared on Jobvite.

Like most organizations today, you may be struggling to find enough qualified candidates, especially as you navigate the challenge of the Great Resignation. Or maybe you are losing internal candidates to your competitors? Over the last two years, talent acquisition teams have been adjusting continuously. For many organizations, addressing these shifts is made more difficult with technology that no longer supports their strategic talent acquisition needs.

That’s why we have created an interactive quiz to help you determine if a strategy and technology upgrade could move you forward in tackling your greatest recruiting challenges. Take a look at these challenges below, or you can go directly to the two-minute quiz now.

How to Tell It’s Time for a TA Technology Upgrade

1. Your company is struggling to find and attract top talent.

You’re not the only one. With the high demand for applicants, you must recruit like a marketer using the best technology available to find the talent your company needs. If your company can remove certain hiring barriers and bottlenecks, why wouldn’t you? This is exactly why companies have increasingly turned to technology for recruiting automation during the pandemic.

Automation improves recruiter efficiency by eliminating repetitive, administrative tasks and data entry errors. It can narrow down applications to the most qualified candidates quickly by integrating tools like chatbots. So, while the system is working in the background, engaging and informing candidates on-demand, your team will have more time to find and market to the best talent to fit your culture.

2. You need visibility to see where your best candidates and hires come from.

Do you have visibility into what sourcing is working and what’s not? Sourcing technology, such as Jobvite’s Source & CRM, can effortlessly publish job postings to 20+ job boards, including boards dedicated to specific audiences, and engage candidates through the channels they are most responsive to — whether that’s email, text, or social media. And a customized reporting tool gives you a bird’s eye view across all talent pipelines, helping to see pipeline activity in real-time and adjust strategies as needed.

3. You need a better referral program.

Employee referral programs are the second-highest hiring source (29%) for recruiters behind internal candidates. They reduce cost-to-hire and time-to-hire and are proven to attract employees who stay longer and perform better. However, most companies are only sourcing referrals from 15% of their employees. An end-to-end TA suite helps organizations harness their social capital. Offerings include automated incentive management trackers, automatic notifications, and referral analytics. Does your current TA strategy help you streamline your referral program and get better results, with less effort? 

4. You aren’t able to quickly make data-driven decisions.

Keeping pace with the demands of talent acquisition means making faster, more informed, data-driven hiring decisions. Does your system give you real-time visibility into the health of your talent acquisition program with embedded analytics, including displays of hiring trends and bottlenecks? Do you feel like you need to dive deeper into your data with reporting capabilities and custom reports that reflect your hiring workflows, and keep internal stakeholders up to date on hiring progress and achievements?

5. You need to streamline candidate communication within your core TA suite.

Today candidates open and respond to text messages more than emails. According to Jobvite research, there is a 98% open rate for recruiting texts versus 20% for recruiting emails. And 69% of respondents prefer text over email or phone calls for certain parts of the process.

One way to raise your company’s hiring game is by adding intelligent messaging (IM) and text integration to the mix. For instance, short text-in codes are a great way to engage potential hires when hiring at scale. They give job seekers an immediate way to respond to an opening. IM technology can also schedule and confirm interviews, send video links, share relevant web pages, and more. It helps build talent pools, leads to quicker candidate conversions, and is integrated right into your TA suite.

See What’s Right for Your Situation

As Harvard Business Review warns, a successful recruiting strategy today “starts with acknowledging that you won’t solve your current hiring challenges by applying the solutions of the past.” It’s not something to fear; talent leaders just need the right tools that empower them to move forward.

Take the quiz now to find out if it’s time to rethink your approach with a TA technology upgrade.

The post Take the Quiz: Is Your TA Technology Holding You Back? first appeared on Jobvite.

How TA Teams Can Plan Recruitment Marketing Tactics This Year

Recruitment marketers are finishing up their plans for 2022 and are focusing on improving the candidate experience and their employer brands. Here are their top priorities and strategies for achieving their recruitment marketing goals this year.

Budget Flexibility Moves the Needle Further

Talent teams have found that they can move the needle on recruitment marketing strategies when they commit budget to them. Recruiters who want to evolve their recruitment marketing should create the business case to leadership for a budget dedicated to recruitment marketing activities, like digital ads or new software.

Recruitment marketers are dividing their budgets into buckets to better optimize return on spending. Lori Sylvia at Rally® recommends splitting money into committed, uncommitted, and contingency budgets to maximize results.

• A committed budget is for monthly, recurring expenses. Things like licenses, membership, or industry fees can be put into a committed budget.
• An uncommitted budget can be used for a variety of expenses, like test campaigns. Use this budget to try different recruitment marketing strategies or tools and see how high of a return you can get.
• Contingency budgets are smaller funds that can be used for last-minute costs. “This is your ‘yes budget’,” suggests Sylvia, and it should be 10 – 15% of the overall budget. Test out new campaigns or say yes to a project and keep your recruitment marketing fresh.

Agile Recruiters Aren’t Afraid of Failure

Sylvia also discussed the importance of trying new strategies in recruitment marketing. Agility is a key factor in recruiting success, and testing new ideas and tools helps teams pivot and make improvements. Recruiters often avoid trying new ideas because of the possibility of failure —but don’t let that keep your team from testing campaigns and strategies.

Start with your concrete goals for the year for hiring and improving the candidate experience, and then align your recruitment marketing tactics with them. Next, decide what type of budget your strategies will use (committed, uncommitted, contingency) and set it aside. Finally, determine what key metrics will be used to measure success and when a tactic should be scaled.

Roles in Recruitment Marketing

Recruitment marketing efforts and focus can be divided up into two areas, suggests Rally® — Advertising Jobs and Marketing Your Employer Brand. Goals, budgets, and responsibilities can be built into these programs to further recruitment marketing efforts.

Advertising Jobs

Candidates can’t be expected to just stumble upon your job postings and want to apply for them. One pillar of recruitment marketing is advertising jobs to potential candidates. Top TA teams use automation and AI tools to automatically broadcast jobs to targeted audiences at the right time. Building a diverse talent pipeline of different types of candidates starts with advertising jobs to them during key stages of the job seeking journey.

Marketing Your Employer Brand

It’s not enough to broadcast and advertise open job requisitions. A well-rounded recruitment marketing strategy also includes marketing a strong employer brand. The better an employer brand is, the more easily recruiters can find qualified candidates for jobs. Talent teams should focus on building their employer’s reputation by engaging candidates and sharing information about the company with potential applicants.

Get More on Building a Solid Recruitment Marketing Strategy

Looking to learn more about creating recruitment marketing strategies that attract top talent? Subscribe to the Jobvite blog and resource library to stay up to date on the latest in TA tech. Or request a demo today.

The post How TA Teams Can Prioritize Recruitment Marketing in 2022 first appeared on Jobvite.

At Jobvite, we keep our finger on the pulse of talent acquisition to help customers recognize potential opportunities and make the most of them. Our new Top 10 Recruiting Trends for 2022 e-book digs into the important focus areas that we believe will shape the recruiting industry in the coming year. Below is just a sample of the insights you’ll find in the complete e-book.

What Will Impact Recruiting in 2022?

1. The “Great Resignation” and its after-effects: Over the past two years, companies everywhere have felt the impact of the “Great Resignation.” While there’s no telling how long this movement may last, it doesn’t have to stunt your business.

While employee turnover is normal, regardless of economic conditions, the best approach to managing this issue is two-fold:

• Take care of the employees who want to stay with your company long-term. Training, mentorships, and internal mobility are just a few ideas to nurture your most valuable assets. See #3 below for more.
• Minimize the impact of those who choose to depart. Build a strong talent pipeline that you can tap into when the need arises and leverage the power of employee referrals to fill open roles.

2. AI and automation for more “human” recruiting: While artificial intelligence might seem more like sci-fi than reality, the technology is catching up to the hype. Many organizations are turning to automation to streamline the hiring process and relieve recruiters of time-consuming, tedious, and repetitive tasks.

With more time to focus on the high-touch aspects of the job, talent teams are improving efficiency and delivering a better candidate experience. Candidate engagement scoring, text-to-apply, smart self-scheduling, and AI-powered chatbots are just a few of the many automated tools that are changing the face of modern recruiting.

3. Greater emphasis on internal mobility: When hiring conditions are tight, giving existing employees an opportunity to grow within your company is a win-win. Our most recent Recruiter Nation Report found that 40% of companies are making more internal hires since the pandemic began — yet nearly a third of workers (29%) say their employer doesn’t provide an easy way to apply for internal roles.

Don’t miss the opportunity to hold onto the top talent you already have. Jobvite offers internal mobility functionality to automatically recommend the best internal roles for an employee’s career path and create a VIP experience for internal candidates.

4. Better communication from start to finish: Delivering a great candidate experience is critical — especially when you’re trying to attract high-quality talent from a limited supply of job seekers. And the 2021 Job Seeker Nation Report found that employer communication is the most important factor in a positive candidate experience.

Nearly 70% of job seekers prefer texting for job-related communications, so automated messaging is a smart way to stay in touch with top candidates. With Jobvite’s Intelligent Messaging solution, you can use either text messages or chatbots to invite candidates to apply for a job, answer common questions, schedule interviews, share information, and more.

5. More demand for actionable analytics: Agility and efficiency are critical to recruiting success, which means that talent teams everywhere are working to drive better results with less effort — and fewer resources. But it’s difficult to know where to focus your efforts without deep, reliable analytics.

No matter how many tools are included in your HR tech stack, your data should tell a story, with reliable, real-time insights across the entire candidate experience. And with Jobvite’s Unify Advanced Analytics, it can. You can also take a look at our Recruitment Metrics Kit for actionable insights to improve your recruiting outcomes, ROI, and overall candidate experience.

The complete e-book includes additional details on each of these topics, plus five more trends to watch in 2022.

Are You Ready for the Year Ahead?

After the wild fluctuations and challenging conditions of the past several years, planning for the coming year may feel especially daunting. But Jobvite is here to help. Download Top 10 Recruiting Trends for 2022 for tips and insights to help you attract and engage top candidates — no matter what the future may hold.

The post What Lies Ahead for Recruiting? Here Are Five Trends to Watch in 2022 first appeared on Jobvite.

Posting open positions on job boards is a great approach to attract local job seekers. However, social media platforms have grown in popularity, and they broaden your range of candidates.

At Jobvite, we work with businesses across the world helping them to attract and nurture top talent. As a leader in our industry, we’re experienced in posting job openings on social media platforms.

To help your brand get started, here are our top five tips for advertising job openings on social media.

1. Design a job description with purpose and stay on brand

One of the best things you can do for your business when creating a job posting is to stay on brand. Your ad represents your employer brand and company culture. Attracting potential applicants with your job posting is easier when the job sells itself.

Before posting your ad, work with your PR and HR teams and determine the best aspects of your business. Highlight these qualities when you post on a networking site.

As you develop ads for other positions or social media platforms, stick to the initial outline you developed for your business’ voice. This voice should be reflected back at you in each job ad you write.

Staying on brand is important because a potential candidate could see more than one of your job ads. If they feel that one ad differs too much from the other in tone and message, they may feel like your brand is inconsistent.

2. Write it like you’re talking in person

Rather than trying to create a witty and verbose job ad, focus on personalizing your message. One of the great things about social media is you get to see people living their lives. From photos of relatives to shared office memes to video chats, social media accounts let us come together across the globe.

As you post your social media ad, think about the person you’re speaking to, rather than the job you’re posting. Consider things like:

• Who is my ideal candidate?
• What interests might they have outside of work?
• What would I want to see in this ad?
• Am I using language I would use if I were speaking to someone in my office?

The more humanized your ad is, the more likely you are to attract candidates with real interest and a genuine passion for the role. Plus, you might get lucky and find a candidate you connect with and enjoy talking to. This makes developing a working relationship much easier later.

3. Sponsor your ad on social networks

While there are plenty of users on social media every day, that doesn’t mean your job ad will be noticed by everybody. There are algorithms at work in every search engine and social media platform. These algorithms determine where your ads appear and to whom.

One way you can increase your visibility on social media job posts is by sponsoring your ad. Sponsorship means paying for your ad to reach more potential candidates online.

According to LinkedIn your brand is 4.5 times more likely to be noticed by candidates when you sponsor your job ad. Sponsorship entails:

• Signing up for LinkedIn
• Posting a job ad
• Selecting “sponsor job ad”
• Targeting your ad
• Choosing your budget

From here you can decide to optimize your ad by measuring data as the ad is clicked, shared, liked, or commented upon.

You can create sponsored job ads on other social media platforms as well, including:

• Facebook
• Twitter
• TikTok

It may take a few tries to get the hang of job ad sponsorship, but there are plenty of tutorials online to help.

4. Try recruiting analytics software to monitor your ads

One challenge with posting ads on job sites is monitoring their success and determining the next tactic to take. Recruiting software can help you attract job seekers and nurture new talent and monitor how well your efforts are going online.

This is a particularly useful tool if your social media hiring team is getting distracted by analytics. Delegating some of the workload to a dedicated recruiting app unburdens your recruiters and lets them do what they do best.

Delegating analytics report tracking and ad monitoring through one app also puts all the information you need in one place. This saves energy bouncing between platforms trying to find the data you need as you plan your next campaign.

5. Choose the right platform for your brand

Not every business can pull off a job ad on TikTok, but it happens. When you decide to recruit with social media, you also need to decide on the best avenues to pursue. While there are free job posting options through social media, you don’t want to spend precious time developing, monitoring, and sponsoring ads that aren’t working.

LinkedIn is a great place to start job advertising for most business types. This social media platform is dedicated to careers and business networking, which allows all types of businesses to coexist and mingle. Whether you run a law office, dental practice, party store, or dance club, advertising on LinkedIn can be quite beneficial.

For more relaxed job postings, Facebook is another great option. Facebook is still one of the most popular social media platforms in the world, with more than 2.9 billion users. This opens doors to you that may not be available on other platforms.

Learn more about attracting top job seekers with Jobvite

44% of job seekers are looking at social media to find their next roles. Jobvite strives to help companies like yours succeed in recruiting and maintaining the best possible staff. We understand the importance of attracting the top talent in your area and keeping them happy in their roles.

Happy employees make happy customers, and this is exactly what we hope to help you achieve. Interested in learning more about successfully advertising jobs on social networks? Jobvite can help. Contact us today to upgrade your recruitment marketing.

The post 5 Best Ways to Advertise Job Openings on Social Media first appeared on Jobvite.