In September, the unemployment rate was 3.5%, or roughly 5.8 billion people. The number of open positions, however, is currently around 10 million and continues to grow. Now is not the time for recruiters to continue working with an applicant tracking system (ATS) that is not giving them the best possible results. The ATS has been around for over 20 years now. But to some recruiters, it feels like the capabilities are just that — 20 years old. Strategic, forward-thinking talent acquisition teams and recruiters have adopted automation, AI, natural language processing, better user experiences, chatbots, and integrations to help them find, recruit, and hire top talent.

Is An ATS No Longer Enough for Your Recruiting?

Gen Z is now 20% of the U.S. population, and 88% of them believe that AI will improve their jobs. They understand technology, and they believe it will automate tedious tasks and streamline workflows. TA teams need to have a world-class talent acquisition suite with modern technologies and a wide range of capabilities to improve their daily workflows and help increase efficiency in the sourcing, hiring, and onboarding processes.

So, if you aren’t getting the results you need from your ATS or Talent Acquisition Suite, maybe it’s time to revisit what capabilities it’s offering you, what you’re using, and what may be missing.

Ask yourself these questions to determine if you are getting the best possible results from your current TA tech:

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 TA teams need to be sourcing automatically in 2022!

3. Are we delivering better candidate communications 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 recruiting teams constantly measure their processes and work to improve them. An in-depth analytics platform allows agile teams to keep an eye on key recruiting metrics and make changes as needed. Use the analytics built into your system to measure results and improve recruiting outcomes.

6. Are we getting as many 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 our internal candidates?

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! According to Aptitude Research, 32% of recruiters surveyed 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 some help getting started? Take just 10 minutes to complete the EVOLVE Talent Acquisition framework to identify and prioritize areas for improvement.

These are just a few ideas, I’m sure there are many more. And according to Josh Bersin, recruitment technology is helping TA teams retain top talent as well as 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!

Learn More About Jobvite’s Evolve Talent Acquisition Suite

Talent acquisition teams are turning to technology to help them hire top, qualified talent quickly. So, it’s crucial that they have an in-depth stack of TA software that reduces effort by using automation and AI. Looking to learn more about what Jobvite’s Evolve Talent Acquisition Suite can do for your team? To see Jobvite in action, watch the on-demand Jobvite Product Tour or request a live demo.

The post When to Know If The ATS is No Longer Enough first appeared on Jobvite.

To help talent acquisition professionals best identify and prioritize skills that are critical for success in the age of AI, we asked experienced recruiters, hiring managers and CTOs this question for their best insights. From high emotional intelligence to communication and conversation skills, there are several critical skills that talent acquisition professionals need to prioritize, so they can effectively leverage AI tools to complement these irreplaceable skills.

Here are 13 skills these leaders see as critical for TA professionals in the age of AI:

• High Emotional Intelligence
• Adaptability
• Ability to Use Data to Nurture Relationships Among People
• Negotiation Skills
• Mastery of Productivity
• Ability to Use AI Recruitment Tools
• User Experience Design
• Ability and Mindset for Continued Learning and Growth
• Data Analysis Skills 
• Prompt Responsiveness
• Humanness: An Ever-Needed Skill
• Ability to Test Algorithms for Biases
• Communication and Conversation Skills

High 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

Adaptability

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

Ability to Use Data to Nurture Relationships Among People

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

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

Mastery 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

Ability to Use AI Recruitment 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. AI 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

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

Ability and Mindset for Continued Learning and Growth

Today’s best hires come in with a relevant skill set and a growth mindset. The ability to continually upgrade your knowledge base and skillset quickly, while also adjusting to future needs, is critical. Talent leaders should look beyond minimum skill requirements and build for the future of their organization.

Terri Lewis, Chief Human Resources Officer, One Call

Data Analysis Skills

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? AI 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

Prompt Responsiveness

In the AI age, it’s critical to respond promptly to job applicants who show interest in the open position. 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

Humanness: An Ever-Needed Skill

While emerging HR solutions are riding the hype cycle, AI-driven solutions are facing an increasingly challenging environment to operate. A growing number of HR professionals see dehumanization as a significant risk in the field, new legal regulations set new hurdles to overcome, and a growing number of top talent is refusing to comply with automated hiring processes. Regardless of the speed of technological advancement, recruiters will not be replaced anytime soon. Conversely, the one skill that sets hiring teams apart from their competitors is “humanness.” The more recruiters can show their human side to candidates, the better they’ll do in the environment soon-to-be run by robots.

Max Korpinen, Co-founder & CEO, Hireproof

Ability to Test Algorithms for 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 organization’s culture. 

Deborah Waddill, President, Restek Consulting, LLC

Communication and Conversation Skills

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 conversation (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

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

The post 13 Ways Talent Acquisition Can Stay Human in the Age of AI first appeared on Jobvite.

AI holds tremendous potential for transforming the hiring process. It can help to identify top candidates more quickly and efficiently than ever before. However, it is important to clearly define the expectations of AI. It is a tool to build platforms, processes, and technologies. It should enhance the process to build better teams and speed hiring success. However, AI does not replace the human element of hiring and decision-making today.

Certainly, AI can play a major role in ethical recruiting and hiring, but it is not the only technology businesses need to consider. Other essential factors include ensuring that data is collected ethically and that candidates are treated fairly throughout the process. Companies that take these steps will be well-positioned to ensure that their AI remains ethical and helps them to build a strong, diverse workforce.

Ethical Implications of Using AI in Recruiting and Hiring

The ethical implications of using AI in recruiting and hiring are becoming increasingly important as technology advances. HR professionals are struggling to keep up with the ethical implications of using new AI systems and are not fully confident in their ability to adhere to responsible AI regulations. Luckily, there are hundreds of ethical AI frameworks published by organizations globally dedicated to responsible AI governance.

These frameworks can help HR professionals ensure that they use AI ethically and responsibly. However, it is vital to keep in mind that these frameworks are constantly evolving, and HR professionals need to stay up-to-date on the latest developments to ensure that they are using AI in a responsible manner.

AI technology can be a great tool in ethical hiring, or it could be actively working against you. Ensure responsible AI and ethical recruiting with these tips from @Jobvite
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With an ultra-competitive job market, employers are under more pressure to find qualified candidates quickly. Artificial intelligence can play a valuable role in helping organizations reduce their time to fill and ensure they hire the best possible candidates. AI can help identify potential candidates early on in the process and screen them for qualifications, skills, and experience. This can save significant time and resources that would otherwise be spent conducting interviews and background checks. In addition, AI can help identify unconscious bias in the hiring process and prevent discrimination against candidates. By using AI to improve their hiring practices, organizations can hold themselves to a higher standard and ensure they are ethically and responsibly sourcing the best talent.

With increased pressure for speed in the hiring process, it’s more critical than ever to ensure efficiency, quality, diversity, and ethical hiring practices are in place. However, only 22% of organizations have an AI ethics board to help enforce a responsible AI framework. Hold recruiting processes to a higher standard with AI tools that can prescreen candidates, identify red flags, and ensure compliance with equal opportunity laws. These tools provide data-driven recommendations for each stage of the recruiting funnel. As the use of AI in recruiting grows, it’s important to ensure that ethical best practices are put in place to protect the rights of job seekers.

Ethical AI and Recruitment Technology

Businesses should consider implementing recruiting technology to help ensure that their talent acquisition solution promotes fair hiring at each step of the talent lifecycle. To do this, businesses need to first be aware of the different types of AI available to them and how each one could be used in their recruiting process.

For example, predictive analytics can help identify which candidates are likely to succeed in a certain role. This information can then be used to inform decisions about which candidates to interview and hire. Similarly, other forms of AI can be used to analyze job descriptions and identify unconscious bias. By using these technologies, businesses can make sure that their recruiting process is as fair and unbiased as possible.

As the area of HR responsible for sourcing, you hold yourself and your team to a higher standard when it comes to recruiting. You know that the way in which candidates are sourced can have a big impact on the diversity of an organization’s workforce. This is why you task your team to find candidates in your CRM, and trusted external sources, with relevant profiles solely using objective data. This ensures that your sourcers and your screening process is done ethically and that the passive talent network is more diverse. By taking this approach, you set a new standard for others in the HR field to follow.

As the world of #recruiting evolves, it's more evident that AI plays a valuable role in the #hiringprocess. Discover how the right technology can help organizations feel empowered to use AI responsibly for equal-opportunity success:
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As any hiring manager knows, finding the right candidate for a job can be a daunting task. With hundreds of applications to sort through, it’s often difficult to know where to start. This is where AI can come in handy. By surfacing and prioritizing candidates that most closely fit the job requirements, AI can help save time and energy for recruiters, but also ensure that only the most qualified candidates are considered for the job. By harnessing the power of artificial intelligence, they can streamline the hiring process and improve the quality of their candidate pool.

Technology can be a great leveler, but only when it is used correctly. In the world of recruiting, technology can help to mitigate bias, ensure privacy, and reduce avoidable risk. However, companies must choose a technology that prioritizes data quality and adheres to global regulations. This results in a more diverse and qualified workforce and leads to better hiring decisions overall. When companies focus on data quality and compliance, they create a level playing field for all applicants. As a result, everyone has a fair chance at getting the job they want.

Responsible AI at Jobvite

Responsible AI at Jobvite starts with our commitment to ethical, smart recruiting, while protecting your organization’s values, privacy needs, and technical standards. We believe data privacy and security, fairness and accuracy, and transparency and accountability are fundamental to responsible AI.

Responsible AI is the cornerstone of everything we do at Jobvite, and we are committed to being a leading provider of responsible AI solutions in the recruiting industry.

Jobvite weaves responsible AI across our Evolve Talent Acquisition Suite, and we commit to evolving our AI  according to best practices and global regulations. That way, we empower our global clients to use their technology to their advantage and the benefit of all candidates. Jobvite offers many AI-supported features, including Job Description Grader, Bias Blocker^TM, Zero-Click Intelligent Sourcing, and Candidate Engagement Scoring.

As recruiting evolves, it’s becoming increasingly clear that AI can play a valuable role in the hiring process. When used responsibly, AI can help to screen and identify candidates more quickly and efficiently than ever before. However, it’s important to remember that AI is only as good as the data it’s given. As such, it’s essential for talent acquisition professionals to learn how to leverage AI responsibly. With the right technology in place, organizations can feel empowered to use AI responsibly so that everyone has an equal opportunity to succeed.

Take the Next Step in AI

Ready to learn more about AI-powered recruiting? When you’re ready to get started, Jobvite offers AI and automation solutions to improve your outcomes across the entire talent acquisition lifecycle. Contact us to learn more or subscribe to our blog for new recruiting trends and insights.

The post How to Make AI Accountable: Why Ethics Matters in Recruiting first appeared on Jobvite.

For some teams, hiring better may mean additional training or development to elevate focus on the human aspect of recruiting. For others, it means addressing unnecessary bottlenecks in the recruitment process. And for a majority of talent acquisition and recruiting professionals, getting more out of recruiting now includes identifying how they can leverage recruitment automation to streamline time-consuming or mundane tasks that take up time and don’t add value or speed time-to-hire.

How Can You Tell If You’re Ready for Recruiting Automation?

Maybe you are just starting to automate your recruiting processes. Or maybe you haven’t automated anything yet. Or maybe you are more sophisticated, but are looking to optimize your automation technology. We’ve developed a short quiz you can take on your own that can help you determine your readiness for that next step in technology-enhanced talent acquisition.

Here we go! On a scale of 0 to 10, rate the strength of each talent acquisition process as it pertains to your team, with 0 being a very low strength and 10 being a very high strength.

#1: Sourcing
Our team can build deep and diverse talent pools quickly and effectively.

#2: Audience Targeting
We have the ability to adequately identify specific job boards, locations, and strategies to use for sourcing the best candidates.

#3: Screening
We can quickly and accurately qualify or disqualify candidates based on their skills and qualifications.

#4: Candidate Matching
We can quickly and effectively sort through large volumes of candidates to identify those most closely aligned with a given job description.

#5: Candidate Engagement
We can accurately gauge how interested a candidate is in coming to work for our organization.

#6: Communication
We have the ability to meet the candidate at the point of contact wherever and whenever is most convenient to that candidate.

#7: Interviewing
We can accurately assess candidate expressions, including body language and tone of voice, without bias, while delivering an interview.

#8: Event Coordination
We can record and organize pertinent candidate information during recruiting events without sacrificing candidate engagement.

#9: Bias Mitigation
We can remove unconscious bias during initial screening processes.

Let’s Get Your Results

Now, add up all your points (minimum score 0, maximum score 90). Then divide by nine to get your final score. You can compare what you totaled to the ranges below:

3 or Below:

If you scored between 0 and 3 on the strength of these processes, it’s likely time to address some basic recruiting process efficiencies first. Think about where you can gain advantages in your hiring processes and leverage foundational automation that can begin help you addressing some of the areas above. Consider starting a conversation with recruiting experts or watching a product tour to determine how you might begin to strengthen some of the links in your chain of recruitment processes.

Between 4 and 7:

If you’re not using automation strategically in your talent acquisition program yet, then you definitely should be. Automation has the ability to streamline and cut down on the time spent on all of the aforementioned processes. Your team would be well-served incorporating broader strategic automated software solutions in your recruitment process to cut down on tedious, manual work. and increase truly meaningful interactions with candidates to further elevate your employer brand. Jobvite offers the Evolve Talent Acquisition Suite, a unified platform that takes recruiting automation to the next level.

8 or Above:

You are likely already incorporating a considerable amount of automation in your day-to-day recruitment processes! We are impressed by the way you are leveraging the latest automation to support your talent acquisition programs. If you haven’t already, find out other areas for optimization. For example, consider AI-enhanced tools like Zero-Click Intelligent Sourcing or the free online Job Description Grader.

With such a strong performance in automating manual recruitment processes, it’s time for you to make a name for yourselves as an employer, and deploy tools like Internal Mobility and Job Broadcast to take full advantage of passive, active, internal and external candidate pools.

Take the Next Step in Recruiting Automation

Ready to learn more about recruiting automation? When you’re ready to get started, Jobvite offers AI and automation solutions to improve your outcomes across the entire talent acquisition lifecycle. Contact us to learn more or subscribe to our blog for new recruiting trends and insights.

The post Ready to Automate? Take the Quiz first appeared on Jobvite.

The introduction of AI and automation in talent acquisition technology and recruiting software has helped talent teams speed up the hiring and recruiting process. After all, these technologies can collect and sort through data quickly, saving you the manual effort of sourcing candidates, sifting through applications, screening applicants, scheduling interviews, and emailing back and forth constantly. They should speed up your time-to-hire and allow you to attract and connect with talent before your competitors.

But, not all tools are suitable for your needs.

In fact, in recent years, 88 percent of employers claim talent acquisition technology, including their ATS systems, dismissed qualified candidates because they didn’t precisely match the job description criteria. While there are an incredible amount of recruitment technology providers in the market, with the average organization using ten or more tools, it’s important to know how to best leverage the right solutions for your business.

That’s why it’s crucial to vet your AI and automation recruiting software shortlist. Before committing to a platform, dig deeper into technical capabilities and the organization’s ethos. Ask yourself: do they incorporate AI into their philosophy? And do the features within their platform actively advance our talent acquisition processes? You need to find a strategic and technically sound tool that works with your recruitment goals, not against them.

To help you along, we’ve listed four evaluation questions you should ask yourself when scoping AI and automation recruiting software.

1. Does It Help Remove Mundane Tasks?

On average, managers spend around eight hours of their working week on repetitive administration tasks. Though a quarter of surveyed managers say this is closer to four hours per working day.

This is an excessive amount of time wasted. Time that your recruitment teams could spend on more value-driven tasks, such as interviewing candidates. So, when choosing recruitment software, see whether it’ll ease the time-consuming nature of tasks such as:

Screening

Vetting your applicants is an integral part of the hiring process. But, manually, it can eat into your time. Ideally, your recruitment software should leverage AI that:

• Screens candidates seamlessly. Avoid wasting your time manually screening candidates. Leverage technology that helps identify candidates that will make a good fit and those that won’t.
• Enhances the human aspect of hiring. This means communicating with your candidates where they’re most comfortable. For example, through ongoing, automated text messages. These text bots can learn from real conversations with candidates and change their messaging accordingly.
• Offers video screening. If you lack the time for a phone screening, but you’d still like to hear your candidate, your recruiting technology should offer on-demand video screening. This permits candidates to answer your screening questions without anyone else present. You can access these videos in your own time, or view them with your hiring team.

Interviewing

The average interview lasts between 30 minutes to an hour. When you add up the number of interviews you’re likely to conduct, this can eat into a large amount of time.

AI video interviewing capabilities carefully analyze your candidates’ facial expressions and verbal responses. This may be useful for job roles in customer service or healthcare, where friendliness and empathy are crucial qualities to look out for. When the interview’s complete, the AI tool then scores each candidate’s performance.

That said, don’t solely rely on AI-driven interviews. Instead, choose software that blends efficient AI capabilities with your own indispensable human expertise.

Capabilities to look out for include:

• Calendar syncing. Avoid endless back-and-forth emails and compile your hiring teams’ calendars together into one view. That way, you can schedule interviews at speed.
• Self-scheduling. Automated scheduling encourages your candidates to book interview times that suit them. It also ensures you don’t lose interview requests in your disparate inboxes.
• Consolidation of interviewer feedback. Certain recruiting software allows your team to rank candidates based on set criteria, which you can then review and compare after the interview.

Candidate Sourcing

Wouldn’t it be nice to click one button and post your job applications to multiple job sites at once? When choosing recruiting software, identify capabilities that’ll make job posting as easy as possible. Automated candidate sourcing enables you to create one job opening and post it to all of your select job boards and social media channels. It really is a case of one click and you’re done.

And, if you’re unsure which job boards to post to, AI can offer some data-driven insights. Some recruitment systems will offer audience targeting functions, such as automatically allocating budget spending to job boards that produce the best results.

2) Does It Mitigate Conscious and Unconscious Biases?

‘Now discrimination is more subtle. It’s more unconscious. I think unconscious bias is one of the hardest things to get at.’ – Ruth Bader Ginsburg

Diversity, equity and inclusion are not only important for your employees and culture, they can also increase your financial performance. But while most organizations are on the same page in regards to hiring more diverse recruits, no one is immune from unconscious and conscious bias. Particularly during the talent acquisition process.

Workplace training can do a lot to educate recruiters on identifying and tackling this bias. But, to add an extra layer of confidence, you should adopt tools that actively mitigate bias.

As such, ensure your recruiting technology of choice:

• Scrubs data around race, gender, and age. This will allow the screening process to focus solely on a candidate’s job history and skills. (Not superficial qualities that don’t contribute to their job suitability.)
• Uses AI-driven job description graders. This identifies potential issues in your wording and can help you avoid any exclusionary messages and negative sentiments.
• Offers candidate matching. AI and machine learning are much less biased than your human talent acquisition team. Using candidate matching tools, you can ensure your recruiters focus on candidate skills alone in the early stages of selection.
• Approaches bias mitigation with caution. Your recruitment software of choice should be able to prove that they follow a stringent framework that mitigates bias appropriately.

3) Does It Reveal and Engage Qualified Candidates Quickly?

Skills shortages are at a 10-year high in the United States. This makes the need for identifying qualified candidates with AI-powered and automated recruitment software, which improve time-to-hire, more important than ever.

If you’re incapable of engaging with top-quality candidates quickly, the chances are your competitors will beat you to it. Your recruiting software should help you fill roles quickly, using a mixture of the following:

Engagement Scoring

Sophisticated tools will measure the engagement levels of your candidates and highlight candidates with the most interest. This will help you weed out any candidates who don’t feel like a right culture fit. For example, it can rank a candidate lower who responds to an interview request later than expected.

Zero-Click Sourcing

Intelligent zero-click sourcing tools can save your talent acquisition team upwards of 30 percent of their time. How? By finding candidates within your CRM, analyzing them against your job descriptions, and ranking them against one another.

As it’s all automated, your recruitment team will be able to spend valuable time nurturing candidates. Once the tool surfaces the appropriate candidates, it automatically sends out job alerts and application details.

Intelligent Messaging

Response rates for text messages are over seven times higher than email, with respondents often replying within 90 seconds. This is a key area your recruitment teams should utilize.

Intelligent messaging, such as SMS text messages, can engage your candidates without any intervention. Ultimately, this means you can screen candidates even when your talent acquisition team is off the clock. And, if your candidates have any basic questions about the job role or the interview process itself, AI text bots can send instant personalized answers.

4) Does It Encourage Better Decision Making?

Does your hiring team suffer from indecisiveness? It’s a common problem among hiring teams, with three in four hiring managers acting slowly. Time is critical when acquiring talent. In fact, more decisive recruiters end up hiring 10 percent more quality candidates.

That said, you don’t want to rush into hiring someone who ends up being the wrong fit altogether. This is where AI insights can boost your decision-making process and cut the time-consuming process of candidate evaluation.

Candidate matching allows you to scope out your passive and active talent pools for candidates that meet your specific job requirements. This prioritizes the best your candidate pool has to offer and will cut down the number of applicants you need to scrutinize more closely.

Scope Out User Reviews

So, you’ve asked key questions about your recruitment software’s AI and automation features. But is this enough on its own to inform your choice? Of course not. To ensure you make the right decision, it’s critical you sift through user reviews.

Keep an eye on the businesses using the software. Do your competitors use the tool? And what do they say about it? How many negative reviews are there, and do they outweigh the positive reviews?

If you’re able to extract real-world benefits, this will help you make a more educated decision. It’ll also give you extra ammunition when it comes to presenting a business case for your AI and automation recruitment software.

Choose Wisely, Not Blindly

The mass number of American employees quitting their jobs isn’t settling down any time soon. That means your hiring teams have to work harder, not only to source new candidates, but to attract and engage them quickly.

In today’s competitive job market, your recruitment teams require an AI and automation solution that boosts their manual efforts. The faster your time-to-hire rates, the better.

That’s why you must be picky when choosing recruitment software with the right combination of AI and automation. With so many options out there, shiny functions and jargon shouldn’t sway you. In order to pick a solution that benefits your overall hiring and recruitment processes, you’ll need to make sure each AI and automation feature aligns with your talent acquisition needs.

So, choose wisely, not blindly. The right decision will reward your recruitment efforts handsomely in the future.

When you’re ready to get started, Jobvite offers AI and automation solutions to improve your outcomes across the entire talent acquisition lifecycle. Contact us to learn more or subscribe to our blog for new recruiting trends and insights.

The post Four Ways to Evaluate AI and Automation Recruiting Software first appeared on Jobvite.

Recruiting automation streamlines the recruiting process, taking tedious tasks away from recruiters and freeing them up to do more important tasks like nurturing relationships, promoting the company’s employer brand, and developing more strategic recruiting strategies, including diversity, equity, and inclusion (DEI).

That’s why smart recruiting teams are incorporating automated recruitment tools into their everyday processes. The recruitment automation solutions available today — like automated job posting and messaging, resume screening, interview scheduling and more — can improve recruiting efficiency without sacrificing hiring quality or the candidate experience.

6 Smart Ways to Apply Recruiting Automation In Your Business

There’s no question that recruiting is a human-focused job. Yet within the scope of the recruiting function, there’s a wide variety of tasks that can benefit from automation. These include the more tedious and repetitive parts of any recruiter’s job description, where automation can be applied to get the job done quickly and efficiently. For example:

#1: Job posting: Using an automated tool, you can automatically distribute job descriptions to hundreds of job boards, from top job boards like LinkedIn, Indeed, and ZipRecruiter to targeted boards for specific industries and audiences. You can also customize posting destinations based on specific job attributes to make sure it’s seen by the most relevant candidates. And centralized management of all your job postings means you can edit or update your job postings from one system, across all locations.

#2: Resume screening: Automation makes it easy to find the right skills and experience at scale. With automated resume screening, you can streamline the time-consuming (but necessary) process of reviewing resumes. Automatically ingest resume or profile data into your CRM, review candidate qualifications, collect feedback from internal stakeholders, and capture decisions about whether to advance a candidate to the next stage in the process.

#3: Passive candidate nurturing: Passive candidates represent an incredibly valuable talent pool, but it takes effort to develop them into engaged, active applicants. Recruitment automation lets you nurture passive candidates with automated email or text campaigns to keep them up-to-date on job openings, company news, and other relevant content. These automated communications help keep passive candidates moving toward eventual conversion with minimal effort.

#4: Candidate communications: Automated messaging solutions can be used to streamline a variety of candidate communications: invite candidates to apply for a job, send interview confirmations, answer common questions, deliver personalized rejection letters, and so much more. Automated messaging can be managed through your ATS, allowing recruiters to view every text thread in one place and creating an easily accessible audit trail.

#5: Interview scheduling: Slow, inefficient interview scheduling can cause applicants to lose interest — and while you’re busy juggling schedules, they may already be meeting with your competition. Automated scheduling tools eliminate the tedious process of checking calendars and sending invitations, allowing you to automatically propose interview times, confirm availability, and book meetings. Scheduling changes and unexpected cancellations can be communicated instantly, so neither side is left hanging.

#6: Internal feedback and collaboration: Sharing information within the hiring team is essential to collaborative recruiting, but it’s a resource-intensive process when recruiters have to chase down stakeholders for their input. Automated internal communication tools allow hiring managers and other stakeholders to enter feedback on each candidate and store it in a central location, where it’s visible and accessible to the entire team — taking the guesswork out of next steps

What Are the Key Benefits of Recruiting Automation?

No matter how large or small your recruiting team may be, automation lets you turn repetitive manual tasks into a more manageable workload that can easily scale up or down along with your hiring needs. And recruitment automation offers a number of benefits over traditional, manual processes. Here are a few of our favorites:

Free up valuable time: Recruiters spend countless hours on manual, repetitive tasks like posting job openings, screening applicants, and scheduling interviews. While these tasks are necessary to keep the hiring process moving forward, they don’t contribute much to the company’s long-term success. Recruitment automation helps to streamline these time-consuming tasks, so recruiters can focus on the critical, strategic elements of recruiting that require a “human touch.”

Enhance the candidate experience: When talent is tight, keeping candidates happy is critical — and communication is one of the key elements of a great candidate experience. Recruiting automation can help to ensure that every candidate receives consistent, timely communications that put your employer brand front-and-center. Remember, automation won’t remove the “human” element from your hiring process; instead, it can actually create a more personalized, engaging experience for your candidates.

Improve hiring metrics: Performance metrics fall into two main categories: quantitative and qualitative. Recruitment automation tools can help with both sides of the equation. On the quantitative side, automation streamlines the end-to-end hiring process, leading to improve measures like time-to-hire and conversion rate. On the qualitative side, automation reduces friction in the candidate experience, which can help to keep top talent engaged and lead to improved quality-of-hire.

Increase process visibility: Recruiting automation can help to improve transparency throughout the hiring process, keeping teams aligned and ensuring that candidates never get lost in the shuffle. Candidate profiles are managed in a single location, giving recruiters and hiring managers access to details about their current status, communications they’ve received, and next steps in the process.

Reduce unconscious bias: Eliminating bias from the hiring process is difficult because it’s seldom intentional. Recruiting automation can help to reduce unconscious bias by taking the human subjectivity out of tasks like resume review and candidate screening. Some tools even hide personally identifiable information from a candidate’s profile, enabling an unbiased evaluation based entirely on relevant skills and experience.

What Are Potential Challenges of Recruiting Automation?

The benefits of recruiting automation are clear and there are countless ways to use it, but that doesn’t mean the path to adoption will be easy or stress-free. By anticipating the pitfalls you may encounter along the way, you can prepare appropriately and increase your chances of success.

Fear of automation: Among the top challenges of adopting recruitment automation is people’s knee-jerk reaction to the concept. Automation is often depicted as a replacement for the human workforce — and no one wants to feel expendable. The truth is, automation isn’t meant to replace recruiters, but instead to supplements their capabilities by taking over repetitive manual tasks. Show critics how automation can make their work easier — and advance their careers — and they’ll become fans in no time.

Internal adoption: Humans are naturally resistant to change, so successful implementation of any new technology can be a struggle. Start by ensuring that you have buy-in from the top down, to create built-in support and accountability. If possible, recruit your most supportive stakeholders to help champion the initiative. Implement a thorough training program to get everyone off to a great start and celebrate your successes along the way.

Brand and experience concerns: You may face resistance from people who believe automation will make the employer brand feel robotic and sterile, leading to a poor candidate experience. You can reassure those individuals that automation can actually enhance your brand by delivering consistent messaging that’s timely, engaging, and personalized. And because automation leaves recruiters with fewer manual tasks to complete, they can focus their attention on delivering the best possible experience to the most qualified candidates.

Technology integration: Proper integration can be a point of frustration with any technology — but especially one that’s intended to make your life easier. Systems that don’t integrate seamlessly end up creating more work and delays for recruiting teams. So take the time to question your vendor thoroughly on integration capabilities and be sure your IT team is involved in the selection process.

Wondering Where to Start? We Can Help.

The first step in adopting automation is to assess the current state. Look for inefficiencies in your current workflow, then implement automated tools to relieve the burden of those manual tasks. While you may be inspired to apply automation throughout the hiring process, it’s easier to monitor results if you stick to automating one thing at a time.

Be sure to look at common metrics like conversion rate and time-to-hire, then set goals to measure how automation impacts recruiting performance. And don’t forget to review your results periodically to see where you’re making progress — and where there’s still room to improve.

When you’re ready to get started, Jobvite offers AI and automation solutions to improve your outcomes across the entire talent acquisition lifecycle. Contact us to learn more or subscribe to our blog for new recruiting trends and insights.

The post Deep Dive: Using Recruiting Automation to Enhance Your Hiring Efforts first appeared on Jobvite.

What Are the Most Pressing Macroeconomics Challenges for Talent Acquisition?

On the macroeconomic front, most discussions revolved around tight labor supply and a disbelief over candidate salary requests. It doesn’t take a Ph.D. in economics to understand that in this tight labor market, candidates can, and are, requesting what feels like a king’s ransom.

So how did we get here? For the past six months, Fed-reported job openings are at or near all-time highs, while labor force participation rates have yet to recover to pre-Covid levels. This means the demand for labor has never been greater and the supply of labor is below where it was just a couple years ago. Lower labor force participation isn’t solely a Covid-driven event as labor force participation has steadily declined over the past 20 years.

The imbalance in the supply and demand for labor has led to larger salary requests and talent leaders are asking, “should I pay a king’s ransom to hire?”. Given the past 20, 30, 40 years of sanguine wage increases, it’s understandable that a 20% wage increase feels high.  However, it’s important to understand how inflation changes the math on the attractiveness of a 10% salary bump.

Price inflation in February 2022 was running at nearly 8% — 7.9% to be precise. This means that a dollar in February 2021 had the purchasing power of just $0.92 in 2022. Doing some easy math, let’s say a candidate is looking for a 10% increase in salary to make a move. Not accounting for inflation, a 10% salary bump provides only a 2% increase in their real income.  When accounting for inflation, that candidate may now be asking for a 18% increase over what they were making in 2021.

While a 20% increase may feel like a large amount to employers, from the candidate’s perspective, it’s a little over a 10% bump in their purchasing power. So, what does this mean to your business? Should you pay up for new talent? If inflation continues to run high, and your business has the ability to adjust prices, there is less risk in meeting these wage demands. Why? Because inflation will erode the power of these wage increases. Second, your business will pass along the increased labor costs.

The next question I am repeatedly asked is, “will inflation continue, or will I be caught holding a bag of expensive salary increases?” Let me start by saying that I can’t see the future, nor do I own a the proverbial crystal ball. That said, zooming out and looking at what’s transpiring across many sectors, general inflation is noticeable across many segments of the economy.  Whether you focus on labor or raw materials or sectors like housing, food, services, apparel, and transportation, price increases are occurring pretty much everywhere right now.

Furthermore, these price increases are expected to continue. The March London-based ICE Benchmark Administration (IBA) found expected one year price inflation to top 5%, compared to 3.5% in February.

Inflation and consumer expectations are a big ship, and it takes time to turn big ships. With prices ratcheting up across many areas of the economy, coupled with expectations that tomorrow’s prices will be higher, I believe inflation will be with us for the short-term, and, therefore, moderate the impact of today’s wage increases.

Next, What Are the Primary People Challenges in Talent Acquisition?

Switching gears, the second most discussed topic at the Meeting of the Minds event was focused on people. People challenges came in one of two flavors: inexperienced hiring managers and a lack of recruiters.

While business news highlights the 3 to 4% turnover rate, savvy recruiters and HR professionals focus on how newly minted managers impact the ability to attract new talent. It’s fantastic that turnover has created the opportunity for many to take on new roles as hiring managers. However, many new managers lack experience in hiring.

New managers can create a DE&I nightmare from a lack of awareness over legal boundaries during innocent conversations about things like kids, marital status, gender, race, religion, and other areas. Make sure your hiring managers are aware of off-limit topics, run your job descriptions through tools like Jobvite’s Job Description Grader, and have access to tools such as Bias Blocker to protect both new managers and your business.

The 2022 Job Seeker Nation Report found that while money is the top reason candidates look for new jobs, improving the candidate experience and increasing the speed to offer are perhaps the best levers recruiters have in appealing to candidates in a tight labor market.

It’s critical that new hiring managers understand the hiring process and expectations on timelines. Don’t forget that new managers may also present an opportunity to identify legacy, often unnecessary steps or lend insight into job requirements. Finally, with some candidates leaving new jobs in the first 90 days, according to the Job Seeker Nation Report, it is more important than ever to make sure new managers understand how to effectively onboard new hires.

This year, it is also important to recognize recruiters are just as much the hunted as the hunter. This means most talent and HR organizations are faced with:

• Doing more with less
• Focusing on ways to improve recruiter experiences alongside candidate experiences
• Struggling to attract enough talent and keeping their existing talent

Talent organizations recognize that success depends on doing more with less. And successful organizations are doubling down on automation and AI to add speed to the process and improve recruiter experience. Specifically, we see recruiters gravitating toward tools like Intelligent Messaging, automated scheduling, Zero-Click Intelligent Sourcing, and career site chatbots that improve both recruiter and candidate experiences.

Focus On What You Can Control and Find Out Where to Improve

In summary, I would encourage talent teams to control what they can. First, don’t be consumed with predicting what tomorrow’s macroeconomic picture will look like. Focus on what it will take to succeed in today’s environment and have a contingency plan if things change.

Second, ask yourself how can your organization improve recruiter, hiring manager, and candidate experiences? I would encourage every organization to complete the free, online Evolve Talent Acquisition Framework Assessment. It takes just 10 minutes and will help you assess, prioritize, and take action to optimize your talent acquisition efforts. Because knowing where your organization can improve experiences is the first step in getting better.

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 Anecdotal to Action: Today’s Biggest Talent Challenges and How to Solve Them first appeared on Jobvite.

This challenging and lengthy process is why recruiters require solutions that can help them organize and manage some crucial manual tasks. When you achieve this, you can allow them to connect with candidates and build their employer’s brand.

An applicant tracking system is the best way to help recruiters and hiring managers to organize the job application and hiring processes to pick the best candidates for your organization and employer brand.

There are several benefits to using an ATS, and with a comprehensive system like Jobvite in place, your business will rank at the zenith of success.

What is an applicant tracking system?

Some businesses have been slow in grasping the concept of ATS and its benefits. What is ATS? An ATS is a software solution that you can utilize to organize the application process. When you have a job applicant, the ATS will sort the data so that your hiring managers will quickly source their profiles and allocate them to specific positions.

This system ensures that your brand and the job applicants have seamless communications throughout the job hiring process. It also helps the company to strengthen its candidate’s pipeline and reduce your recruiters’ burden.

How does it work?

ATS makes the hiring process very smooth and straightforward. What is the hiring process? The typical hiring process requires several applicants to submit their profiles to a small group of recruiters. These recruiters and hiring managers have to sort through these profiles manually and interview almost all candidates to pick the best one.

However, this process becomes more manageable with the applicant tracking system, primarily if your brand uses the social media recruiting strategy. It is a system that is beneficial for both the recruiters and the applicants.

For job seekers, the system provides a safe and secure job application system. Not only will it consider them for the position they are applying for, but it will also store up their resumes for future job applications if they miss the current one.

Applicant tracking systems require recruiters to search for qualified candidates using keywords that fit the position they want to fill. The applicant tracking system will return the best-fit candidate resumes.

When they get these optimized resumes, they can then evaluate them based on their skills, work experience, location, educational qualifications, among other things. Then, they can connect with the applicant.

What are some ATS benefits?

An ATS has so many benefits to offer your business if you implement it into your hiring process. With it, you can hire qualified candidates quickly and assuredly through career sites. Check out some of the benefits below:

It saves time

More than half of job applicants are not qualified for the job requirements. Many of them only apply for the job with the hope that they can make it. With an ATS, your recruiters can quickly sort the unqualified candidates out, leaving room and time to vet the qualified ones well.

It works together with other software

You cannot make the most of your ATS if you do not integrate it with the other software you use in your business. Therefore, make sure to integrate its working process with your brand’s social media, website, HR software, job boards, among others. Doing this will ensure that your hiring process becomes very seamless and flawless.

It makes job posting easy

Your hiring managers can post information about a vacancy easily and quickly because of the software’s integration feature with your job boards. Without it, they might have to spend more time listing the features of the vacancy across several platforms.

It encourages collaboration

Sometimes the normal hiring process might bring in candidates that do not fit the bill of other stakeholders in the company. However, with an ATS, all stakeholders can make their input on the hiring process within the organization.

Not only will this help to find the best candidate that makes everyone comfortable, but it also removes the pressure of hiring from the chosen few who conduct the process.

It brings qualified candidates to the table

Since you can sort out unqualified candidates very easily, it means that you will only concern yourself with and build relationships with the few who can develop your company and ally with your goals.

Not only will it do this, but it will ensure that the application process for qualified candidates is straightforward and comfortable. Many candidates abandon the process because of the complications involved in applying for the job.

How do you pick the best ATS for your system?

You need to pick the right software for your business if you want to achieve anything fruitful. The right ATS will help you connect to the best candidates, which will promote development in your company.

Some steps to pick the best ATS for your company are:

• Highlight the features you need from the software. Doing this will ensure that the software only searches for people that can fit into your business image.
• You should vet options to compare them pick the software that fits your bill. Your best ATS solution software should be the one that provides the best solution for your hiring problems.
• The last step is to pick the previous ATS standing and integrate it into your business operations.

Streamline your hiring process with Jobvite ATS

Today, technological advancements in the recruiting industry make finding and hiring the right employees for your business easier. Choosing the best applicant tracking software for your unique needs is key to reducing administrative stress and improving the effectiveness of your hiring process.

If you’re looking for an ATS that can help you identify, recruit and hire top talent quickly, Jobvite is the system for you. Don’t wait another minute. Give Jobvite a try today!

The post Recruiter’s Guide to Applicant Tracking Systems 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.

Agile recruiters have invested in technology to improve candidate, recruiter, and employee experience in a hybrid workplace. In a time where many companies have switched to a hybrid or fully remote workplace, technology and communication are crucial. So, what are TA teams using to win over and onboard top talent?

The recruiting technology you need to recruit a hybrid workforce

Automation and AI allow busy teams to source, engage, screen, interview, hire, and onboard candidates quickly and effectively. A hybrid workforce needs the best technology and communication from their employer in order to be successful. These are the tools that agile TA teams are using to evolve their recruiting this year.

Automated Sourcing

If your team isn’t sourcing automatically in 2022, you’re losing candidates to competitors. Sourcing is one of the most time-consuming tasks of recruiting, and teams are saving hours per requisition with automated tools. Automated sourcing quickly finds and engages qualified candidates in your talent network that best match open roles.

DE&I Tools

TA leaders are prioritizing DE&I this year by investing in technology and championing programs for employees. Automation and AI tools help reduce bias in recruiting, like the Job Description Grader. Diversify your talent pool with intelligent DE&I recruiting tools.

Applicant Tracking System (ATS)

The ATS is the base of any recruiting program, so it should be a robust platform with automation and AI tools to make things easier. An ATS should do the basics like resume sorting and adding candidates to a database, but it needs to do so much more in order to provide today’s candidate the best experience.

Intelligent Messaging

Candidates are on the go and interact with their smartphones all day. Intelligent messaging allows recruiters to invite applicants, answer questions, and pre-screen candidates in one place. Agile recruiters are sourcing and engaging candidates through texting and chatbots – and getting an impressive 98% response rate. Reach candidates where they are with intelligent messaging tools.

Onboarding

With many companies opting for a hybrid or remote-first workplace, quality onboarding is more crucial than ever to provide for new hires. A world-class onboarding platform will ensure candidates start on the right foot, even before their first day.

Recruitment Marketing

TA teams are investing heavily in their employer brand and recruitment marketing in order to compete in a tough market. Companies need to show candidates a strong, consistent employer value proposition through career sites and social media to recruit top talent.

Candidate Relationship Management (CRM)

Successful recruiting teams proactively manage their talent networks with CRM software. This includes engaging passive or silver medalist candidates to keep them warm until a fitting role opens for them. Nurture your talent pipeline and be prepared with a group of qualified candidates the next time a position opens.

Internal Mobility

One way that TA teams are combatting a tough market is by looking internally for their next candidate. Internal mobility and employee referrals tap into your greatest resource of qualified talent – your current employees and their networks. Offer incentives to employees for referrals and watch your talent pool grow!

Reporting and Analytics

Agile recruiting teams need data to continuously learn about and improve their processes in recruiting. A robust reporting and analytics platform is essential for strategic activities like measuring key recruiting metrics, finding bottlenecks in a process, predicting talent needs in the future, and more.

Technology helps recruiters find and manage remote talent

TA teams have learned that agility, automation, and AI are the keys to strategic recruiting in 2022. Today’s candidate expects a world-class experience that’s optimized for remote workers, and recruiters that accommodate will win them over every time.

Looking to learn more about sourcing, hiring, and managing your hybrid or remote-first workforce? Subscribe to Jobvite’s blog and resource library or talk to us today to request a demo!

The post The TA Tech You Need to Recruit and Support a Hybrid Workforce first appeared on Jobvite.