How HR Technology Can Help You Overcome Biggest Recruiting Challenges

How-HR-technology-can-help-you-overcome-biggest-recruiting-challenges

Every HR professional and recruiter comes up against certain obstacles when they are trying to hire new employees. Learn how HR technology can help you overcome your biggest recruiting challenges and take your recruiting strategy to a whole new level!

What are your biggest recruiting challenges?

Are you struggling to find qualified candidates? Do you have problems attracting passive job seekers? Wouldn’t it be great if you could reduce your time-to-hire? Are you trying to find an easy way to measure the ROI and effectiveness of your recruitment strategy?

If you are nodding your head yes right now, don’t worry – you are not alone.

Mentioned obstacles are the biggest recruiting challenges every HR professional and recruiter comes up against when they are trying to hire new employees.

Luckily, in the modern world of HR, there are vast technological solutions created with an intention to tackle these problems.

Read on and learn how to leverage HR technology to solve your biggest recruiting challenges!

Recruiting challenge #1: Finding qualified candidates

According to Glassdoor research, talent shortage is the No. 1 hiring challenge today. A shocking 48% of employers say they are having difficulty finding qualified candidates to fill their open positions!

talent-shortage

This lack of qualified candidates has completely changed the way we recruit. Compared to just a few years ago, candidates now have far more power during the job search. You don’t pick talent anymore. Talent picks you.
Consequently, finding and hiring the ideal job candidates has become the most pressing modern recruitment issue.

How can HR technology help you overcome this recruiting challenge?

Modern HR technology offers many different solutions for finding qualified candidates.

First, there are software programs with the possibility of posting your open job positions on multiple free and paid job boards with just one click. Posting your job opening on multiple job boards will widen your reach and increase your chance of finding the right candidate.

You can also reach more candidates with social recruiting tools. With HR technology you can create a specialized Facebook job tab and post and promote your job there, too.

Another great solution for finding qualified candidates is offered by Employee Referrals Tools. These tools offer the possibility of creating and automating employee referral programs.

Employee referral program is a system of utilizing and rewarding your existing employees for recommending high quality candidates for your company’s open positions from their existing professional and personal networks.

Finally, there are web sourcing tools which can help you proactively look for candidates. Web sourcing utilizes web search and scans millions of online profiles to retrieve candidates’ details including email addresses, resumes and more.

Recruiting challenge #2: Attracting passive job seekers

According to LinkedIn research, 73% of the global workforce is made up of passive job seekers, who are your best job candidates.

passive-job-seekers

Passive job seekers are the candidates that aren’t actively looking for a job, mostly because they are already employed. That means they won’t be visiting job boards and browsing your career site.

However, if you approach these passive candidates in a right way, they would be willing to accept the better job offer. Remember, a better offer doesn’t necessarily mean more money. It can be flexible working time, education, opportunities to grow, benefits, cool projects, and many other.

That’s great, you may think, but how can I reach them and convince them to apply to my open positions? This is where HR technology comes in.

How can HR technology help you overcome this recruiting challenge?

Recruitment Marketing Software offers a solution for attracting passive candidates. Recruitment Marketing Software can help you to attract passive candidates and build relationships with them.

First, you need to grab their attention by showcasing your employer brand, company culture and employee value proposition.

That is how you’ll draw them in and make them eager to join your talent pool. Then you can use different tactics of candidate relationship management to engage and nurture them until they are ready to be turned into your job applicants.

Recruiting challenge #3: Reducing time-to-hire

Time-to-hire is one of the most important recruitment metrics. Reducing time-to-hire is crucial for two main reasons: hiring the best candidates and saving money.

Let’s examine both of them.

First we will explain how is time-to-hire connected with the possibility of hiring the best candidates.

Well, according to research, top candidates stay available on the market for 10 days only. That means you have to speed up your hiring process, otherwise some other, faster company will snatch your top candidates right under your nose.

Second, reducing time-to-hire means reducing cost-per-hire too. Needing less human hours to fill a position makes your hiring strategy more productive and cost efficient.

How can HR technology help you overcome this recruiting challenge?

While already mentioned sourcing and Recruitment Marketing tools help you find candidates faster, there are also specialized recruiting tools that can help you significantly reduce the time of your selections process.

These HR technology tools designed to streamline recruiting operations and fasten selection process are called Applicant Tracking System.

With Applicant Tracking System you can automate, simplify and fasten many recruiting tasks.

These tools make previously time consuming tasks like resume parsing, disqualifications of non-qualified applicants, interview scheduling and sending personalized recruiting emails to your candidates fast and easy.

Applicant Tracking System also saves your precious time by building talent pools, which can be used to find perfect candidates for your future roles and job openings.

Imagine how much time you could save if every time you had a job opening, you had a pool of talent from which you can just pick the best candidates!

In addition, as the graph below shows, Employee Referral Programs are a great way for reducing time-to-hire.

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Recruiting challenge #4: Improving the quality-of-hire

Speedy finding and hiring a qualified candidate doesn’t mean a thing if it isn’t finding and hiring your ideal job candidate. Ideal job candidates are the ones that will stick around and perform their best.

You need to find candidates who will fit in perfectly in your team and be able to thrive in your company culture, otherwise you will end up disappointed with their poor performance, early leave or termination.

That’s why it is important to hire the best talent by finding the perfect fit for your company.

How can HR technology help you overcome this recruiting challenge?

Research shows that 78% of recruiters who use an HR technology have improved the quality of candidates they hire.

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One of the most effective ways to improve your quality-of-hire is to utilize employee referral programs. Why is that?

Your current employees have a hands-on experience with your company culture, mission and vision. That means they can easily recommend candidates who make the best cultural fit for your company.

With HR technology, you can set up structured and automated employee referral programs, which will significantly improve your quality-of-hire.

Recruiting challenge #5: Measuring the effectiveness of recruitment strategy

More than ever before, modern HR professionals and recruiters are faced with a growing demand to demonstrate a clear link between their hiring practices and outcomes.

Management requires hard data and exact numbers, so evaluating and measuring the effectiveness of recruitment strategy has become one of the pressing pain points of modern HR professionals.

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They are aware of how the most important hiring metrics can significantly improve decision-making, optimize recruiting effectiveness and maximize the value of HR investments in recruiting process.

However, most of these HR professionals and recruiters struggle with HR analysis and data driven recruiting question and dilemmas. Which recruiting metrics are the most important for my company? How to implement, track and measure them? How to analyse and compare them?

How can HR technology help you overcome this recruiting challenge?

Modern HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms can automatically implement, track and calculate the most important hiring and recruiting metrics like time-to-hire, cost-per-hire, source of applicants, hire to applicant ratio etc.

Moreover, these HR tools can create customized, detailed reports on most important recruiting metrics which will make it easy for you to analyze every step of your recruiting process.

With data backed insights provided by HR technology in a form of easy to read reports, you can quickly notice which parts of your hiring strategy work well, and which ones have room for improvement. That way you can make better and more informed decisions and improve your recruiting process and productivity.

Other recruiting challenges and HR technology solutions

Above mentioned recruiting challenges are the most common among modern recruiters and HR professionals.

However, if you are faced with some other specific recruiting challenge, take a look at The ultimate list of best HR software. It will help you comprehend all the different aspects and solutions HR technology can provide so you can identify the one that best suits your needs.

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HR Tools: The List of Best HR Software by Type

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This ultimate list of best HR software by type offers an overview of various HR software available on the market. It will help you comprehend all the different aspects and solutions HR tools can provide so you can identify the one that best suits your needs.

What are HR tools?

HR software are software programs or tools designed to automate, streamline and improve human resources operations and processes.

HR software are known as:

  • HR tools
  • HR platforms
  • HR information systems
  • HR management systems
  • Software applications for human resources

The benefits of using HR software

HR software have proven to improve some of the most important HR metrics.
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There are vast benefits of implementing HR software in HR management, but here are the 6 main ones. HR software tools can help you:

1. Improve productivity

HR software can digitize all your paperwork, making it easy to search, update and available to every member of your HR team anytime, from anywhere.

2. Save time

HR software can streamline and automate a huge number of HR functions. With HR tools, tasks that previously required many hours of work can now be executed very quickly and easily – or sometimes even done automatically.

3. Reduce errors

Even a minor error on the part of a human resources employee could result in considerable legal issues and even financial loss for the company. The use of HR software reduces the amount of human error and related risks to a bare minimum.

4. Improve decision making

With HR software you can store and analyse huge amounts of employee data, measure the most important metrics and generate informative reports that can help you improve your decision making process.

5. Improve communication

HR software can improve communication and collaboration between teammates of you HR team or department, between different HR teams and of your HR team with external associates, employees and candidates.

6. Save money

The use of HR software can lead to substantial cost savings in many different ways – from saving numerous hours of manpower, and improving your business decision making to reducing the chance of human, legal and accounting errors which can cost you money.

Different types of HR software

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HR software can be grouped in 3 main types regarding the aspect of HR functions they manage:

  • Type #1: Recruiting HR software
  • Type #2: Administration HR software
  • Type #3: Human capital management HR software.

Buying a HR software: Which HR tool to choose?

Even though there are many different things to consider when buying an HR software, there is a proven strategy that helps in making the best decision.
The crucial step is to clearly define your own HR goals and challenges. These can be things such as finding and hiring best candidates, evaluating your employees performance, automating your HR administrative processes (personnel tracking and payroll) or any other HR goal you may have.

List of best HR software by type

Type #1: Recruiting HR software

Recruiting HR software are HR tools designed to improve and streamline hiring process. Recruiting tools can help you with sourcing, attracting, testing and selecting candidates.

1. Recruitment Marketing tools: Since Recruitment Marketing is a relatively new discipline, there are still not a lot of RM software out there, so make sure to check out TalentLyft Recruitment marketing platform and the list of solutions Recruitment Marketing software can offer.

2. Candidate Sourcing tools: TalenLyft Source, OctoHR, Snovio, Intelligence Search, Hiretual, Lusha.

3. Email Finders: Email Hunter, Voila Norbert, Find That Lead, Headreach,

Email Generator

4. Applicant Tracking System (ATS):  TalentLyft Applicant Tracking System

5. Employee referrals tools: TalenLyft Source, Teamable, Employee Referrals, Referagig, Reffind, Boon.

6. Candidate Assessment and Testing tools: TalentSorter, Testdome, Eskill, Codility, ClassMarker, ExpertRating, HR Avatar, Sabber.

7. Video Interviewing platforms: Skype Interviews, Montage, HireVue, InterviewStream, Rivs, Interactly.

8. Background Checks tools: Intelifi, GoodHire, ClearStar, AccurateNow, OPENonline.

Type #2: Administrative HR software

Administrative (or core) HR software are HR tools designed to manage day to day HR administrative needs. Administrative HR tools help you manage basic employee information, attendance records, benefits and compensation, payroll etc.

  1. Personnel (time and attendance) tracking software: GAO Personnel Tracking System, Time Doctor, Work Examiner, EasyClocking, TrackSmart, ClockIt.
  2. Payroll software: Xero, Wave, ADP, Intuit Payroll, SurePayroll.
  3. Benefits software: PeopleKeep, Benefitsolver, ThrivePass, Benefitfocus.
  4. Employee scheduling software: Humanity, When I work, Shiftboard, Homebase.

Type #3: Human capital management HR software

Human capital management software are HR tools designed to ensure that a company is efficiently using, managing and developing its talent. These HR tools can help you manage onboarding, employee performance reviews and education of your employees.

  1. Onboarding software: Kin, HR Onboard, Onboard by HR cloud, Click Boarding.
  2. Employee performance software: 15Five, AssessTeam, Trakstar, PeopleGoal, Impraise, Reflektive.
  3. Employee engagement software: Peakon, Briq, TINYpulse, Officevibe, Bitrix2, VibeCatch.
  4. Learning management software: Lessonly, Looop, Grovo, Mindflash, GamEffective.
  5.  Offboarding software: Offboarding by HR Onboard.
10 Simple Steps to Improve Candidate Experience?

10 Simple Steps to Improve Candidate Experience?

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Improving candidate experience is a must if you want to win in a war for talent. The current job market is candidate driven, which means you don’t pick talent anymore. Talent picks you. That’s why it is absolutely necessary to start improving candidate experience right now.

Read on and learn how to attract and recruit top talent in 10 simple steps!

The recruiting game has changed

Candidate experience is more than just another passing HR trend. The way we recruit has changed. Current job market is candidate driven. That means you don’t pick talent anymore. Talent picks you, and they do it based on their candidate experience.That’s why it is absolutely necessary for your company to ace candidate experience.

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Candidate experience definition

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process.

It is the product of candidates’ feelings, behaviours and attitudes they experience during the whole recruiting process, from sourcing and screening to interviewing, hiring and finally onboarding.

Steps to improve candidate experience

1. Write a clear job description

A recent Talent Board report found that job descriptions are the most important job related content. Write a clear and accurate explanation of the job and responsibilities, salary range, perks and benefits and company values.

Pro Tip: Writing a job description that attracts candidates is the very first step in finding the right candidate. To help you save time, we have created free most common job descriptions templates and samples, ready to use and post to multiple job boards with just one click.

2. Be transparent about your recruiting process

Setting expectations about the recruitment process is very important in delivering a positive candidate experience. According to research, 83% of candidates say it would greatly improve
their overall experience if employers could set expectations about the recruiting process.

Pro Tip: It is crucial for you to make clear what exactly your hiring process will look like. Offer resources and tips to help candidates. A great example is Google’s How We Hire,
a transparent and detailed look into their recruiting process.

3. Improve your career site

According to research, 89% of job seekers, your career site is the most visited recruiting asset you have, so ensuring candidates can easily find the information they need is essential to a great experience.

career-site

Pro Tip: There are many things you can do to improve and optimize your career site. We prepared a detailed step by step guide to help you get more job applicants from your career site.

4. Enable easy application process

According to research, 60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity.

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Pro Tip: Evaluate your application process and do everything you can to make it shorter in time and more simple. Consider asking only what you really need from people at this first point of contact.

5. Respect candidates’ time

According to LinkedIn’s survey, it generally takes 2 to 3 months for candidates to move from application to hire. This is quite problematic, because top talent stays on market only for 10 days.

Pro Tip: What constitutes as a timely response by employers? This a recurring theme across the recruitment experience. Most of the candidates  say that 3 to 5 business days is an acceptable time frame.

6. Communicate, communicate, communicate

Research shows that the No.1 frustration during the overall job search is the lack of response from employers. 81% of candidates that the one main thing that would greatly improve their overall candidate experience is employers continuously communicating status updates to them.

Pro Tip: Create email campaigns that will keep your candidates interested and engaged. Set up personalized campaigns based on different stages of recruiting and hiring process.  With our TalentLfyt Engage, you can create your own email templates, or use existing ones to save time.

7. Become an interview guru

The interview is a pivotal point in the candidate’s’ job search journey. According to LinkedIn research, 83% of talent say a negative interview experience can change their mind about a role or company they once liked.

Here’s our guide on which questions to ask job candidates.

Pro Tip: Keep your interview period short, offer candidates a chance to learn about the role and your company culture. A great way to that is to show off your workplace. A simple walk around your office after interview will give candidates a glimpse into your culture.

8. Give and ask for feedback

Feedback helps candidates improve as professionals, and they are very well aware of that.  According to LinkedIn hiring statistics, 94% of talent wants to receive interview feedback.

Pro Tip: Make sure to provide feedback for candidates that you didn’t hire. If the feedback you offer to rejected candidates is constructive, they will be 4 times more likely to consider your company for a future opportunity.

9. Maintain candidate relationship

Despite popular belief, a candidate’s experience doesn’t end when you decide not to hire them.
So called silver medalist are candidates that don’t make the cut for this position, but may be a perfect fit for some other future job openings.

Pro Tip: So how can you keep your silver medalists interested and engaged? Connect with them on LinkedIn and your company’s social media profiles. Add them to your recruiting email campaigns. Organize talent networking events and invite candidates from your talent pool.

10. Create a great recruitment content

Inbound recruiting creates a remarkable candidate experience through employer branding content and helps companies build relationships with top talent.

Pro tip: Create appealing employee testimonials and stories, shoot attractive company videos and provide interview and career advancement tips to get potential candidates interested in working at your company.

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018-recruiting-trends

This list of 2018 recruiting trends should be your guide for improving your recruiting strategy.

Are you ready to implement these new recruiting trends or will you be left behind?

We live in a candidate driven market

The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during the job search.

According to research and every recruiter and HR professional everyday work experience, current job market is 90% candidate driven. That means you don’t pick talent anymore. Talent picks you!

2018-recruiting-trends

That’s why there is a major shift going on in recruiting paradigm. The focus is now on candidates, who are being treated like customers.

Recruiting trend no. 1: Recruitment marketing

What is recruitment marketing?

Recruitment marketing strategy is based on implementation of marketing tactics in recruiting.

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The importance of recruitment marketing

Main goal of recruitment marketing is to follow the latest trends in the market and offer solutions to the companies that best overcome these new challenges.

Recruiting trend #2: Inbound recruiting

What is inbound recruiting?

Inbound recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer.

 

The importance of inbound recruiting

If you are looking for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the way to go.

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Recruiting trend no #3: Employer branding

What is employer brand?

Employer brand is the term commonly used to describe an organization’s reputation and popularity as an employer, and its employee value proposition.

The importance of employer branding

Research by LinkedIn has proven that more than 75% of job seekers research about company’s reputation and employer brand before applying.

employer-branding-recruiting-trends-2018

Recruiting trend #4: Candidate experience

What is candidate experience?

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process.

The importance of candidate experience

Candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in future and refer others to your company.

candidate-experience

Recruiting trend #5: Talent pools

What is a talent pool?
Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates.

The importance of talent pool

Imagine if every time you had a job opening, you had a pool of talent from which you can just pick the best one! Sounds great, right?

Recruiting trend #6: Candidate relationship management

What is candidate relationship management?

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates.

The importance of candidate relationship management?

This relatively new method in recruiting was introduced to the world of talent acquisition as a solution to one of the biggest challenges in the HR industry – attracting talent.

Recruiting trend #7: Social recruiting

What is social recruiting?

Social recruiting is using social media channels (such as Facebook, Twitter, LinkedIn etc.) for recruiting.

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The importance of social recruiting

You can use social media networks to proactively search for potential candidates, build relationship with them and encourage them to apply to your vacant job positions.

Top recruiting trend #8: Recruitment automation tools

What is recruitment automation tools?

Recruitment automation tools are software that use new technology to automate recruiting process.

The importance of recruitment automation tools

These new all in one tools offer help in finding, attracting, engaging, nurturing and converting candidates into applicants.

Many recruiter have agreed that having an ATS improves their quality of hire.

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Recruiting trend # 9: GDPR

What is GDPR?

General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the current Data Protection Act (DPA) with the goal to unify data regulations within the EU.

The importance of GDPR

GDPR will be introduced on 25th May 2018 and it will completely change the way recruiting operates in 2018.

 

How to Find Someone’s Email Address: List of Best Email Finders

Finding someone’s email address is one the key pain points in modern recruiting. That’s why professional recruiting masterminds use so called “email finders”, online sourcing tools that can help you find somebody’s email address for free in as little as a few seconds!

Email finders for recruiting?

Finding someone’s email address is one the key pain points in modern recruitment marketing. The way we recruit has changed. The war for talent is ranging on. For these reasons, instead of using “post and pray” method, we now have to proactively search for talent.

And when we find that perfect candidates, it’s crucial to contact them as soon as possible, in the most professional way – via email. But what to do when you just can’t seem to find your perfect candidate’s email address?

Source passive candidates with email finders

73% of your potential candidates are passive, especially the best job candidates. Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer.

email-finder-passive-candidates

Remember, a better offer doesn’t necessarily mean more money. It can be anything from flexible working time, education, opportunities to grow, benefits to cool projects. That being said, you have to think carefully how to approach passive candidates.

How to find someone’s email address?

How do professional recruiting masterminds solve the problem of “missing” email addresses?
They use so called “email finders”, online sourcing tools that can help you find somebody’s email address for free in as little as a few seconds!

List of best email finders

There are many similar email finders out there, so it can be very difficult to find the perfect one, especially if you have a tight budget (or no budget at all). That’s why we came up with this top 5 list of the best email finders you can use for free (to some extent).

1. Email Hunter

Why we like it: Email Hunter allows you to search for email addresses by the person’s name, but also by domain. Search by domain means that if you type in any company domain (company.com), it will scan that domain for email addresses and you’ll quickly get a list of all publicly available email addresses associated with it. When you find an email address you were looking for, you can type it in and Email Hunter will verify it for you!

finding-someones-email-Hunter

2. Voila Norbert

Why we like it: Meet Norbert, a guy who promises he can find anyone’s corporate email. You can search for anyone’s email address based on their name and company (or website). Once he finds that someone’s email address, Norbert can also verify it for you.  

Email-finder-Voila-Norbert

3. Find That Lead

Why we like it: Find That Lead offers a few more search options than previously mentioned email finders. You can search for an email based on a name and domain, but also based on a social media profile URL. Currently they support LinkedIn and Twitter. You can also choose between the different variables (e.g. location, job title, company industry, degree etc.) to make your search more accurate and find the right prospect. Find That Lead also offers email address verifier.

Email-finder-Find-that-domain

4. Lusha

Why we like it: Lusha is a browser extension focused on finding personal email addresses and phone numbers from people’s social profiles on sites such as Twitter or LinkedIn. It also offers an email template you can edit, save and use to reach out to potential candidates.

finding-someones-email-Lusha
5. Headreach

Why we like it: Headreach is very interesting email finder because it offers a possibility to search and find someone’s email address and social profiles by their personal name only, but also by domain, company etc. It also offers advanced search with different variables (e.g. position, industry, keywords, country, location, etc.).

finding-someones-email-HeadReach

6. Email Generator

Why we like it: If you tried out all of the above mentioned free email finders and came up empty handed, don’t despair – all is not lost yet! We present you Email Generator! This completely free online tool will help you generate possible email combinations and see if any is real.

finding-someones-email-Email-generator

7. All My Tweets

Why we like it: If your potential candidate is active on Twitter, you have to try this! This tool wasn’t originally meant to be used for finding email addresses, so its powers are still quite hidden. Take advantage of that and learn how to hack out anyone’s email address through Twitter!

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What’s your favorite email finder?

Clearly, there are many email finders out there. You favorite one may not be on this list, but we would love to hear about which email finder tool best helps your recruiting strategy?

Which HR tool to invest in? ATS or Recruitment Marketing platform?

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Talking with business owners, recruiters and other HR professionals, we have realized that many of them have the same two questions: “Which recruiting tool should I buy? Recruitment Marketing software or ATS?” The problem is that many of them, besides not knowing the difference between the two, don’t know that there are 2-in-1 solutions that offer both.

Types of recruiting tools

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. To make recruiting software classification as simple as possible, I put them in 2 categories based on primary solutions that they offer:

  1. Applicant Tracking System (ATS) and
  2. Recruitment Marketing Software

To help you understand the biggest difference between the two, think of them as pre and post application tools. Applicant Tracking System (ATS) is a solution to manage applicants, and recruitment marketing software is a solution to manage leads. Leads are defined as candidates who are or may be interested in your company, but are not ready to apply just yet.

That being said, solutions offered by these two types of recruiting software are very different. However, realizing that they complement each other well, and offer the best recruiting experience together, some software providers now offer 2-in-1 recruitment marketing and ATS solution.

In this post, we will define the difference between ATS and Recruitment Marketingtools. This way, it will be easier for you to decide which one of the two is the best solution to your hiring and recruiting challenges.

What is Applicant Tracking System?

Applicant tracking system offers a wide range of solutions for different hiring challenges. It is a repository of all of your applicants for job openings that manages and streamlines your hiring process from job applications to hires. In other words, ATS usually is a database of all your applicants’ profiles. Through ATS you can do interview scheduling, candidate screening and evaluation, collaborate with your team members…all in one place.

In other words, ATS can help you in your hiring efforts only AFTER you already have applicants for your job opening. If you are struggling to attract talent, engage existing talent in your talent pools, provide better candidate experience and get more high-quality applicants, ATS is not a solution for that problem…

Recruitment marketing is!

What is a Recruitment Marketing software?

Creating an outstanding candidate experience is what employers are focused on more than ever before. Attracting talent is more challenging than managing existing applicants, and this is exactly what recruitment marketing tools are designed for.

In a recent Aptitude researchMadeline Laurano, Co-Founder & Chief Research Officer, defines a recruitment marketing platform as a platform that

Manages outbound sourcing, inbound recruitment marketing, and employer branding. A recruitment marketing platform includes capabilities that maintain the employer brand, foster candidate relationships, and enhance messaging and communication efforts. The most critical capabilities in these systems include: Career Site, SEO, Employee Referrals, and Talent Communities/Networks.

Some of the most important features of a recruitment marketing software include:

That’s a lot, isn’t it?

Yes, but these are all solutions that companies and recruiters have started looking for in order to improve their hiring efforts. Therefore, when you start looking for a recruitment marketing software, make sure that all these features are available.

To make this more simple, recruitment marketing platforms are designed to help companies communicate their Employee Value Propositions, optimize their Employer Branding strategies, and with that, attract talent.

Unlike recruitment marketing platforms, there are many companies that already use ATS. However, it is becoming more and more obvious that ATS alone is not considered a solution for more effective hiring and talent acquisition.

Many HR experts and influencers share the same opinion, including Matt Charney, one of the biggest HR bloggers and analysts. This is his opinion about ATS:

If you think you can actually transform a system of record into a system of engagement, you must be high on the hog.

Should I buy an ATS or a Recruitment Marketing Software?

Even though we have defined the two recruiting tools, you are probably still not sure about which one would best serve your needs.

In order to help you make the best decision about which tool to buy, we have written a detailed 2018 Guide for Buying a Recruiting Tool.

Real-life Employer Branding Ideas

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Employer Branding ideas are essential for building a strong and attractive employer brand. Many firms have started investing more in their employer branding strategy so I decided write about some real-life employer branding ideas and strategies. HubSpot and Facebook have mastered their employer branding and recruitment marketing efforts, and here is how!

Why is employer branding important?

The concept of employer branding has become one of the most popular topics in the world of Talent Acquisition. Demand for talent is getting bigger, and supply is getting smaller every day. Naturally, the market is suffering from a big talent shortage, which has resulted in the “War for Talent”.

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Because all the changes in the HR and tech industries, the way we recruit has changed. Still, many companies are still sitting steal thinking that there is nothing to be done to attract talent.

Wrong!

Employer branding ideas and methods

To make employer branding as a recruiting strategy clearer, I decided to give you some real-life examples and ideas from the industry leaders. Use these brilliant employer branding ideas, and try them out in your own recruiting strategies.

Employer branding through social media

Social Media is a simple, fast and affordable way to target the right people and spread the word out. Similarly to product and service marketing efforts, social media can be used in Employer Branding and Recruitment Marketing strategies.

HubSpot on Instagram

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This is Hubspot’s post that grabbed people’s attention just a few hours after it was posted. Why is this post so special? Why is it considered a part of their Employer Branding and Recruitment Marketing strategy?

First of all, right below the business name, there is a tag line “My Happy Place” that immediately sends a positive message about the workplace. If you read what the post is about, you will find out that it is all about making their employees feel better.

Looking at their hashtags, you can see that they really made sure that this post gets to the right people- sales people and marketers. Finally, they encourage other candidates to engage and give them tips for staying motivated. In just one post, HubSpot used some of the best recruitment marketing strategies.

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Look at this post!

I know that not all of you have games and beer at work! However, many modern workplaces encourage fun times and games at work.

Even though you may not offer the same thing, I believe, and hope that, there is something your employees love doing besides sitting at the table and working. If so, capture the moment and share it on social media. Don’t forget to encourage your employees to do the same. They are your best brand ambassadors.

When promoting on social media, it is important to know who your candidate persona is. This way, you can make vetz targeted messages towards your ideal candidates.

Need help defining your ideal candidate, here is our guide to define a candidate persona.

Employer branding through Glassdoor

Websites such as Glassdoor are a great source of information about employers from all over the world. People go there to learn more about companies, their cultures, pay, positions, job descriptions, and most importantly, current employees’ opinions and reviews.

If you are struggling to find the right candidates, get a listing on websites such as Glassdoor and encourage your employees to write about you. At the end of the day, your current employees are your best brand advocates!

To understand the importantce of employer branding on Glassdoor, let me share a few stats from surveys done by Glassdoor and Allegis Group:

  • 69% are likely to apply to a job if the employer actively manages its employer brand (e.g., responds to reviews, updates their profile, shares updates on the culture and work environment). -Glassdoor
  • 76% want details on what makes the company an attractive place to work. -Glassdoor
  • Top five pieces of information job seekers want employers to provide as they research where to work: 1) Salary/compensation, 2) Benefits, 3) Basic company information, 4) What makes it an attractive place to work, 5) Company mission, vision, values. -Glassdoor
  • 69% would not take a job with a company that had a bad reputation, even if they were unemployed! -Allegis Group Services Study
  • 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. And most in $75-100K salary range would only require a 1-10% salary increase to consider such a move -Allegis Group Services Study
  • 84% of companies believe a clearly defined strategy is key to achieving employer branding objectives -Employer Brand International Global Research Study

Facebook on Glassdoor

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What is great about this job ad is that candidates can find tons of useful information about the company and position. This is one of their current employee’s testimonials. It is completely transparent. This is important because, to find the perfect job candidate, both pros and cons should be disclosed.

This particular employee says: “If you don’t like data, don’t come here!” If you are looking for a perfect match for your company and job opening, let the candidates know what would make them your candidate persona.

Employer branding through referrals

When looking for good employer branding and recruitment marketing ideas, always start with your own employees. Employee referrals are structured programs in which companies use existing employees’ talent networks.  

Research has proved many times that employee referral programs help improve many recruiting KPIs.

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But why is a referral program considered employer branding and recruitment marketing method?

The answer is simple- they strengthen your employer brand and reputation. When your employee wants to recommend someone for an open position, they talk to those candidates first. Trust me, these are mostly nice words about you as an employer and your Employee Value Proposition.

On their ‘Refer a Dev‘ webpage, HubSpot explains how much they love and need awesome software developers. If you refer such a developer to them, and HubSpot ends up hiring them, you’ll be rewarded with a paycheck or some other type of referral bonuses.

Already have a referral program? Check out these referral reward ideas!

Employer branding through inbound recruiting

Inbound recruiting is one of the newest HR strategies used to attract talented people. The main purpose of an inbound recruiting strategy is to, through relevant and useful content, get to the people that would best fit your company’s jobs and culture.

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Inbound strategy is a long-term solution for filling hard-to-fill roles. In the example below, you can see a blog post of an interview with 3 data scientists at Facebook. This blog is posted in Facebook’s career site, and it talks about their personal experiences as data scientists at Facebook.

Do you have interesting projects your company is working on? If so, these are likely to attract passionate and motivated people who want to grow their careers. You just have to have a strategic way to communicate your story with them.

Employer branding through career site

Your career page isn’t just a place to post your jobs – it is a place to attract high-quality applicants and sell them your job opportunities.

Candidates don’t apply immediately after hearing about a job. Instead, 59% look up the company’s website. Sixty six percent want to know about your company’s culture and values, 54% about perks and benefits, and 50% about mission and vision. -2016 Global Talent Trends

Check out Facebook’s career site.

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Do you see how their career site is used to attract ambitious people who want to make a difference? They really make their site a goldmine of meaningful content attractive to many job seekers.

Here are some more ideas for career site optimization.

Employer branding through video advertising

As video is the best way for delivering messages in marketing, it is now also widely used in recruitment marketing. Social media and internet users are just more likely to watch videos than read. Use video to record employee testimonials, and put them on your career site.

Make a video of your workplace, and share it on social media. Include videos on your job ads and on job boards. Since Google likes videos, these will reach much more audience than images and plain text.

I know this post is about Facebook and HubSpot, but I had to include this video from Dropbox!

Employer branding through job descriptions

There are no words to explain how important your job descriptions are for attracting high-quality job applicants. The goal of every job description is to mirror your candidate personas’ dream jobs, cultures and workplaces.

Same as you want to attract people with best fit, candidates want to find their perfect jobs. Explaining your company culture, EVP should be part of every job description. Precise requirement, duties, skills and characteristics should be listed.

Before writing a job description, do a research on which keywords people are using when looking for job opportunities. Use these keywords and include them in your job descriptions as Google will award you for that by ranking you higher on job search results.

To save time, we have made some editable job description templates for you.

Employer branding through talent community and recruiting events

Another great way for building your talent pool with high-quality job candidates is through talent community and recruiting events. Many employers have found this one of the best ways for finding people with the perfect match for their companies.

In a recent conversation with a few HR managers from fast growing companies, I found out about a few interesting ways to organize talent community events.

If you, for example, struggle to hire people with certain IT skills, think about creating a workshop where your IT professionals will educate students or anyone else interested in this area. Share your event on social media platforms, your career sites, do some paid advertising to increase your ad impressions and do a highly-targeted campaign.

HubSpot has a great strategy for building their talent community. For example, they have live online webinars about New Hire Training at HubSpot. Anyone can join the live event, and learn about how does the onboarding and training look at HubSpot. They are well known for having great training programs, and this is what attracts people.

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Talent communities and events are great ways to meet people interested in your company. This way you can find out about their skills, personalities and knowledge.

Employer branding through Candidate Relationship Management

Connecting with candidates at the point when you have a new job opening is an old an inefficient recruiting strategy. Today, it is necessary to engage with talent way before that.

This is one of the most productive ways for building your talent pool with high-quality job candidates. Companies that use this approach are much more successful in reducing their time and cost per hire, improving quality of hire and reducing employee turnover rates.

Why?

Talent that ends up in your talent pool through candidate relationship management and inbound recruiting methods, are candidates with the best cultural fit. They are your ideal candidates or candidate personas.

If you have a career blog, don’t just finish there. Allow your readers to opt in to a newsletter. Share useful tips and stories from your company through targeted email campaigns. Even if they are not ready to apply yet, you have the opportunity to connect with them and convert them into applicants later.

Remember, candidates are like customers. It takes as much research and touch-point for candidates to apply as it takes for customers to purchase. You need to make sure that you are delivering an exceptional and unique experience through all these touch-points.

Using a recruitment marketing platform for employer branding

All these steps seem complicated and very time consuming. They are, if you are not using the right tools. Recruitment marketing tools such as TalentLyft can help you implement your recruitment marketing and employer branding strategies.

With tools like this, you can easily create a well optimized career site, optimize your job descriptions, streamline your referral programs, and significantly improve relationships with candidates and improve candidate experience and candidate engagement.

If you are not sure if you need a tool like this, here’s our guide for buying a recruiting tool.

Why do HR Professionals use Recruitment Marketing tools?

Why do HR Professionals use Recruitment Marketing tools?

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Recruitment Marketing software offer solutions for some of the biggest recruiting goals and challenges. While some of the biggest recruiting challenges used to be messy and disorganized hiring processes, this is not the case anymore.

Recruitment Marketing features help finding, attracting, engaging, nurturing candidates and converting them into applicants. These problems have become much more challenging and worrying than managing job applicants and streamlining selection process – tasks handled by Applicant Tracking Systems (ATS). Recruitment platforms such as recruitment marketing software are becoming an inevitable recruiting tools of every modern recruiter.

Looking for a Recruiting Software? Here is our new Guide for Buying a Recruiting Software.

Solutions offered by Recruitment Marketing platforms

Overall Talent Acquisition strategy usually consist of pre and post application faze. Recruitment Marketing methods take care of the pre application stage, while Applicant Tracking System come in place after you have candidates in your talent pool.

That being said, if you are struggling to attract best talent, you need a Recruitment Marketing platform that will help you move candidates through the first 3 stages of Candidate Journey: Awareness, Consideration, Interest and bring them to the Application stage.

Recruitment Marketing platforms help recruiters find, attract, engage, nurture and convert high-quality applicants.

Solutions to Find high-quality candidates

  • One click job distribution
  • Social Media job promotion
  • Web sourcing
  • Referral programs

Solutions to Attract high-quality applicants

  • Employer Branding
  • Job marketing
  • Social Media recruiting
  • Branded career site
  • Search engine optimisation for job descriptions (SEO)

Solutions to Engage and Nurture high-quality candidates

  • Candidate Relationship Management
  • Engaging Email recruiting campaigns
  • Talent Networking
  • Career site Team Blogging
  • Career events
  • Talent community events
  • Educational recruiting content such as webinars, ebooks, courses
  • Recruiting email campaigns

Solutions to Convert high-quality applicants

  • Simple online application form
  • HR Analytics
  • Reporting
  • Email notifications and campaigns
  • Quick apply options

Want to know more about Recruitment Marketing? Visit our HR Blog.

How to find the right candidate for a job?

Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.

According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.

The process of finding job candidates has changed significantly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.

Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles. Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.

Steps for finding the right job candidates

1. Define your ideal candidate a.k.a candidate persona 

Not knowing who your ideal candidate, or candidate persona, is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.

Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent starts or your best employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.

Not sure how to do this? Here’s our free guide for defining your candidate persona.

2. Engage your current employees

You probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s. Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEO and other C-level executives.

Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.

3. Write a clear job descriptions

Even though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.

To save time, here are our free job description templates.

4. Streamline your efforts with a Recruitment Marketing tool

If you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.

Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.

5. Optimize your career site to invite visitors to apply

When candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.

You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.

Don’t let visitors leave before hitting “Apply Now” button.

6. Use a recruiting software with a powerful sourcing tool

Today, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.

7. Use an Applicant Tracking System

Solutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can significantly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?

8. Implement and use employee referral programs

Referrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!

GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.

If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.

For more details about finding the right candidates, here is our 2018 guide for finding high-quality talent.

Don’t have an employee referral program? Here’s why you should!

Employee Referral Program guide

Many HR professionals keep saying that Employee Referral Programs are your best bet for improving the most important hiring metrics such as time to hire, cost per hire, employee retention and turnover rate and quality of hire. Do you have a structured employee referral program?

What exactly are employee referral programs?

Research has proved many times that referrals make the best employees in many ways: they take shortest to hire, they require least money and they stay longest with companies.

Unlike sourcing, employee referral programs are internal methods used for finding and hiring high-quality job applicants.

How can companies benefit from having Employee Referral Programs?

Many of you already know that finding talent is one the the biggest, if not the biggest, recruiting challenges. Trying to solve that problem, many modern recruiters have started involving their existing employees in the process of recruiting and hiring.

Soon after trying this method out, employee referral programs have become one of the favorite and most productive methods for finding talent.

Trends of data-driven recruiting have resulted in the need for optimizing the most important hiring metrics. Since employee referral programs are known to reduce time and cost to hire and improve retention and quality of hire, many recruiters have turn to referrals looking to improve their hiring productivity.

How can Employee Referrals improve quality of hire?

In companies with structured employee referral programs, existing employees are involved in recruiting processes by suggesting candidates from their networks.

Because your existing employees know best who your ideal candidate, or candidate persona, is they are the ones with the biggest potential to recommend candidates who make the best cultural fit for your company.

How can Employee Referrals reduce turnover rates and improve employee retention?

Employee retention is highly related to quality of hire. The better the quality of hire, the better employee retention.

If you hire someone who is not a good fit, they will leave sooner. Candidates that come from other sources such as job boards, don’t know about you as an employee as much as candidates who talk to your current employees.

In addition, there is a lot of interesting research that proves that employees who have successfully referred a candidate for an open position, stay longer with the company than employees that haven’t.

How can Employee Referrals reduce time and cost to hire?

Time to hire and cost per hire are highly related HR metrics. Hiring referrals is much easier because recruiters not only get candidates’ contact information, but also go through he whole selection and on boarding process, making it much shorter.

Faster selection process also improves a new very important HR metric- Candidate Experience.

Shorter time to hire also reduces cost per hire. Labor expenses get lower and much less human hours are needed to fill a position. Less time spent on selection and on-boarding, usually means more time devoted to strengthening relationships with candidates forming high-quality talent pools.

How can Employee Referrals strengthen Employer Brand?

According to research done by LinkedIn more than 75% of candidates read about your company’s brand and reputation before they hit “apply”.

When you engage your employees and ask them to refer, they talk to the candidates first. Trust me, these are mostly nice words about you as an employer and your Employee Value Proposition.

Job seekers trust employees’ words much more than brands’ or CEOs’ words. This is why your employees are your best advocates.

Steps for creating a successful Employee Referral program

Step 1. Understand your own goals

Think about what referrals mean to your current and your future employees. Empowering your employees can be a very good way for engaging them and making them more motivated and productive.

Most companies who use referrals use them because they have proven to be the best fit for their companies. In this case, make sure to communicate the most important parts of your organizational culture to your existing employees. Make sure that they understand who exactly are you looking for.

Step 2. Write a clear job description

Even though your employees may know the requirements for the open position, it is important that you make sure that they do. Same as you write clear and precise job descriptions for job boards, you should also share them with your employees.The better they know the requirements, the better chances for finding the perfect fit.

Step 3. Make the process organized and streamlined

For companies who use recruiting tools such as Applicant Tracking System, employee referral programs are effortless and incredibly simple. This is important because the harder it is for employee to refer someone, the lower response rate will be.

To save your time, you can use our HR resources page to get referral email templates such as:

Step 4: Make sure to have a well-organized Employee Referral Bonus program

When we talk to HR professionals about employee referral bonus programs, they often think of something very expensive. However, there are many other ways, different than money, that you can incentivise good referrals with.

Also, rewards for a successful referral can not be the same as for providing a contact to a potential candidates.

You can do something like this:

  • Give a $10 gift card for a name or contact
  • Give $200 when they start
  • Give $700 after they have been with company for at least 3 months

Here is the list of some most popular Employee Referral reward ideas.

Step 5: Give feedback and communicate with referees

Many employers ignore this step. However, I consider it as a base for a successful long-term Employee Referral program.

A research done by LinkedIn showed that 8 out of 10 employees who referred a candidate expected a feedback if their candidate got hired. It is very possible that, if you ignore this step, employees get less engaged or stop referring completely.

Step 6: Measure your program

Measuring is first step towards improving! That being said, it is important to measure your employee referral program to understand what works well and what doesn’t. There are many HR metrics that are great indicators of your productivity and efficiency.

It is beneficial to measure the participation rate. If your rate is low, this means that you are not incentivizing enough or with the right types of bonuses. Remember, for some employees recognition means more than money.