ATS vs Recruitment Marketing Software: What is the Difference and Why do You Need Both?

What is the difference between Recruitment Marketing Software and ATS? And why do you need both of these tools to gain advantage in today’s ultra-competitive market?

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What is ATS and how does it enhance hiring process?

An Applicant Tracking System (ATS) is a software designed to help HR teams track and manage applications, as its name suggests. An ATS appeared in the nineties, when HR teams’ biggest struggle was managing numerous applications and selecting the best among them. 

In other words, an ATS is designed to help HR teams improve their hiring process after they receive applications. As such, it doesn’t help HR teams to tackle the greatest challenge of modern time recruiting – attracting passive candidates. 

An overwhelming majority of today’s candidates are passive candidates, who aren’t looking for a job. According to a recent Glassdoor research, 76% of hiring managers admit attracting top talent is their greatest challenge. This is why a new tool called Recruitment Marketing Software has appeared – to help ambitious HR teams improve their hiring process prior to receiving applications.

What is a Recruitment Marketing Software and how does it enhance hiring process?

A Recruitment Marketing Software is an innovative software program designed to help HR professionals attract great potential candidates and turn them into applicants.

Using a Recruitment Marketing Software will enable you to build awareness about your employer brand, get potential candidates interested in working at your company and to drive them to apply for the open positions your company has available.

With a Recruitment Marketing Software, you can showcase your employer brand through different channels, such as your company’s career site, social media, job boards, recruiting events, etc.

Want to try out a powerful ATS & Recruitment Marketing Software?

Take TalentLyft for a test ride! 

Try our ATS and Recruitment Marketing Software for free. Yep, completely free for  14 days, no credit card is required to sign up and you can cancel anytime.

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Are You Making the Most Out of HR Analytics?

How mature is your HR analytics strategy?

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How advanced is your HR analytics strategy?

Today, most companies are collecting vast amounts of detailed data about their people. However, only a small percentage actually conducts a deeper analysis of this data and uses gathered insights to take action. 

Companies that act on the gathered data and analytics to solve critical business issues will surely be able to out-hire, out-manage and out-perform their competitors. Are you among them?

How mature is your company’s HR analytics strategy? Are you just getting started with some basic level of HR analytics? Or you’ve mastered even the advanced HR analytics best practices?

4 levels of HR analytics 

We distinguish four levels of people analytics, from basic to most advanced: 

  1. Descriptive analytics
    Descriptive people analytics provides an answer to the following question:
    “What has happened?”
    This type of people analytics is defined by using data to understand and reflect on what has already happened in the past.

  2. Strategic analytics
    Strategic people analytics provides an answer to the following question:
    “Why did this happen?”
    This type of data analytics is defined by developing causal models and searching for the reasons behind a certain occurrence.

  3. Predictive analytics
    Predictive people analytics provides an answer to the following question:
    “What could happen?”
    This type of data analytics is defined by using statistical models and forecasts techniques that can predict the future based on the past.
  4. Prescriptive analytics
    Prescriptive people analytics provides an answer to the following question:
    “What should we do?”
    This type of data analytics is defined by using simulation algorithms to analyze a number of different possible solutions in order to choose the one most likely to provide the desired outcome.

Learn more about the reasons why HR analytics is a new HR imperative!

Top 5 Recruitment Software Statistics

Discover the proven research-based benefits of using a modern recruitment software!

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Are you using a recruitment software?

Using a recruitment software has many benefits. Some of the most commonly cited are the following:

  • Increased efficiency
  • Time saving
  • Cost saving
  • Improved reporting
  • Higher quality of hire
  • Reduced IT department’s  involvement
  • Reduced marketing department’s involvement.

In short, a recruitment software should help you find the best hires, in the shortest amount of time, for the least amount of money. It will also enable you to own the whole recruiting process, without depending on your marketing and IT department.

It sounds perfect, right? But is it really like that in practice? Let’s take a look at the data and find out!

Recruitment software statistics you need to know

Here is a list of the top 5 proven, research-based recruitment software statistics you need to know:

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Statistic #1: A majority of companies use an applicant tracking system (ATS)

A research Capterra conducted has shown that:

  • 75% of recruiters use a recruiting or applicant tracking software.

Statistic #2: Almost all best-in class companies use a recruitment software

According to finding from Jobscan’s research:

  • Over 98% of fortune 500 companies use a recruitment software

Statistic #3: Using a recruitment software has positive impact on hiring

According to Capterra’s research:

  • 94% of recruiters and hiring professionals say their using a recruitment software has positively impacted their hiring process.

Statistic #4: Recruitment software improves time to hire

GettApp’s research has found that:

  • 86% of recruiting professionals say that using a recruitment software has helped them hire faster.

Statistic #5: Recruitment software improves the quality of hire

GettApp’s research findings show that:

  • 78% of recruiters say that using an ATS has improved the quality of candidates they hire.

Looking for a better recruitment software?

A great recruitment software will help you achieve your recruitment goals and turn your everyday problems into opportunities. If your current recruitment software isn’t doing its job, you should think about finding the one that will.

In our guide “How to Evaluate and Choose the Best Recruiting Tool” you’ll learn exactly how to compare, evaluate and choose the best recruiting tool that will perfectly fit your hiring needs and your budget.

The Top Must-Have 10 Recruiting Software in 2019 [INFOGRAPHIC]

Check out the infographic with the top 10 must-have recruiting software in 2019!

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List of the top must-have recruiting software in 2019

Which different types of HR tools do successful HR professionals and recruiters use to up their recruiting game?

Here is the list of the top 10 must have recruiting software that can completely change the way you attract, find, choose and hire top talent.

Infographic: Top 10 must-have recruiting software in 2019

Here are the top 10 must have recruiting software nicely put in one handy infographic:

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Recruiting software #1: Applicant Tracking System

An Applicant Tracking System (ATS) serves as a database with all of the applicants’ profiles, it helps interview scheduling, candidate screening and evaluation and enables easy team collaboration and communication.

Recruiting software #2: Recruitment Marketing Software

Recruitment Marketing Software offers features for implementing the most important recruitment marketing important strategies, such as employer branding and social media recruiting. With this software, you can also create your perfect career site based on your needs and your brand identity.

Recruiting software #3: Candidate Relationship Management Software

Candidate Relationship Management (CRM) Software Candidate Relationship Management (CRM) Software helps recruiters to achieve timely, relevant and personalized communication with their current and potential future job candidates.

Recruiting software #4: Candidate Sourcing Software

Candidate Sourcing Software is a recruitment software specialized in finding qualified candidates. With Candidate Sourcing Software, recruiters can scan millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

Recruiting software #5: Video Interviewing Software

Video Interviewing Software enables recruiters to conduct distance live video interviews with candidates from anywhere around the world, quickly and easily.

Recruiting software #6: Candidate Assessment and Testing Software

With Candidate Assessment and Testing Software, employers can quickly and easily test their candidates’ knowledge, technical and soft skills and traits needed for success in a certain job position.

Recruiting software #7: Employee Referral Software

With Employee Referral Software, you can create and send engaging employee referral campaigns and ask your employees to recommend suitable candidates for job positions you are looking to fill.

Recruiting software #8: Background Check Software

A Background Check Software is a specialized software created to automate an employment background check and perform a reliable search of a criminal background and do a thorough vetting of new staff before hiring.

Recruiting software #9: Employee Advocacy Software

An Employee Advocacy Software is a specialized recruitment tool created to help companies turn their employees into their employer brand ambassadors and share curated, pre-approved content across their social network in a fast and simple way.

Recruiting software #10: Job Boards and Aggregators

Job Boards are websites where employers directly post their open job positions.

Job Aggregators are websites that search the web and collect job ads from multiple sources and display them on their site, linking them to the original job ad.

 

How Can Technology Impact HR Practices?

The advent of digitalization and smartphone usage has impacted every department in every company. This also includes human resources. Outsourcing work is becoming the norm instead of just being innovation and the role of an HR department changed accordingly. The 2019 HCM Trend report, developed by leading HR market analysts, states that global HR technology venture capital was increased to $3.1 billion this year, tripling the cash invested in 2017.

As new HR technology solutions emerge, there is a certain tech boom on the rise that is transforming the way we do the job and our opinions about HR. This impact is twofold. Firstly, it’s shifting the attention of HR managers from managing the workforce to driving profits for the business. And secondly, it offers various tools for better management and engagement of talents in the company.

Mobile Apps are coming

The real Internet revolution came with smartphones, not with desktop computers. And mobiles will probably dominate the HR landscape this year. As more workers across different departments seek access to applications via smartphones, businesses are reshaping their HR system to better accommodate this. For this type of functionally to work, companies must consider HR applications with the mobilization process and the interface the workers are searching for.

Additionally, we can see new trends appearing such as applications that streamline the basic work of HR departments. Nowadays smartphone apps are a must for every application a business develops.

Analytics are making performance management better

Performance management – one of the crucial HR functions. HR professionals have been for long driven this process by monitoring performance, regularly reviewing employees and collecting supervisory feedback. Now, technology enables a streamlined process that eliminates unwanted steps. But the next big boom is coming with a data-driven performance management process.

We will see a fast and widespread adoption of people analytics that will help the HR department with making decisions about the workforce. This raw data from analytics can be utilized to build actionable insights and to support the decision making about compensations, promotions, developments, success plans and to create agile cross-functional team staffs.

HR will able to apply analytics to sentiment data gathered from thousands of interactions between workers and managers as a part of the performance management process. By analyzing such sentiment data HR will be able to create ample opportunities for coaching and enable managers and workers to increase their performance.

Helps with organizing business events

Gone are the days of manually organizing business parties and events. Nowadays technology is starting to help with even mundane tasks such as organizing a business event. Numerous event ticketing platforms offer tools that simplify the running of events and community building.

These platforms make from your event a singular experience, guide you throughout the whole process, from checking in, to on-event activities, to post-event analysis. They ease the process of event organizing allowing you to do it faster and better so you can focus on the other aspects of your business.

Social media is changing the game

Social media is playing a more active role in HR nowadays, particularly when it comes to recruitment. A quarter of companies are utilizing social media platforms such as Facebook and LinkedIn for recruitment. These platforms can not only be used for recruitment, but also for worker engagement. They’re also being assessed as a fundamental source for businesses to reach their HR goals.

Companies can use social media platforms to reach a target audience for job postings or other company related information. Some enterprises are even known to share their company’s success story through posts, photos, and blog posts. Vice versa, job seekers actively research companies on these platforms while searching for work.

Social media enables numerous benefits for an HR department and lets them be in touch with emerging trends, news, and technologies. They can be used as a medium for relationship nurturing when you share industry knowledge on them. Aforementioned reasons have made from these channels an ideal place to engage employees, nurture relationships and increase communication in the workplace. Many businesses are thinking about the integration of these platforms with their applications, instead of developing their own enterprise apps.

New trends and technologies will play a vital role in reshaping human resources management software and operations from managing personnel to business execution, but they won’t start it. HR managers must be the ones to leverage and scale this technology in order to drive real values for the company.

Digital technologies will facilitate greater degree of flexibility and integration, hence allowing workers a bigger voice to share their work experience. They may also disrupt human resources and redefine their future development. The HR who accommodate to these changes more quickly will enable their companies to become smarter and bigger. Culture management and employee engagement will be the factors that will drive HR in this ever-changing landscape.

The Importance of Targeted SEO to Your Company’s Visibility (& Linkability)

SEO has often been viewed by businesses as an ethereal, mysterious thing that a company does for you, and with a sprinkle of magic marketing dust, you are ranking number one on Google for the right keywords and your niche. However, good SEO has been made up of a number of the same things for several years:

  • Good Web Design: While this goalpost has moved over the years, from optimized for desktop to optimized for mobile, from high-resolution video and photos to speed of loading, a modern web design that is responsive and provides a good user experience is essential.
  • Good Content: A website must have good content, from product pages and descriptions to landing pages and blogs, content needs to be informative, well written, and user-friendly.
  • Backlinks: These can be paid, earned, and social. Google expects businesses to pay for ads, earn links from reputable sites, and appear on social media. Link exchanges and guest posting is one of the best ways to earn backlinks. While the search engine still claims social links and shares do not affect ranking, they certainly can have an effect on organic traffic, and there is some debate about when they might become a legitimate factor.  

There is a bit more to it than that. The smarter Google becomes, the more it looks at websites like a human user does. Artificial intelligence and machine learning mean that user experience and relevance will continue to mean more than they ever have. This means SEO work needs to be targeted, implemented with a deliberate strategy, and treated as a continuous process.

Here are some reasons targeted SEO is important to your company’s visibility and linkability:

The Need for Linkable Content

As mentioned above, there are multiple kinds of backlinks. They are paid, earned, and social. The number of paid links your site has can be absolutely controlled by your ad spend. However, earned links can be partially controlled and deliberately built, and social links can be encouraged but only minimally controlled by you.

What is the key to earned and social links? Your content. It also determines how effective any paid links you have to your site are. Simply put, you need linkable content. Category or service pages, product descriptions, and thin blog posts are not link-worthy pages. Years of experience have taught link building companies what linkable content really is.

Fortunately, in November of 2015, everyone got a look at the Google Search Evaluator guidelines at the time. They confirmed much of what we had already learned. Google and users look for a few key things in your content, and Google uses those things to help determine your page rank. It is known as the E.A.T. principle:

  • Expertise: Not only does Google look at your company, but at the author of the content to determine expertise.
  • Authority: This is in the part where links come in. Outbound links to authoritative content establish you as an authoritative source, as do inbound links to the content itself.
  • Trustworthiness: This is also determined by organic, authoritative links to your content and the accuracy of what you have written.

Not only does content need to meet the E.A.T. principle, but it should also be informative and well written. Remember: Content is also a part of user experience, and thin content produces high bounce rates, sending users looking for the information they need elsewhere. It certainly means they will not link to it on their own website or share it on their social media profiles.

What makes content linkable is how informative it is, the clarity of the writing, and how well it is optimized for both search engines and real people. Without content that is worth linking to, it is difficult to either build or earn links.

Researching Relevancy

How do you know if your content is reaching the right searchers at the right time? Fortunately, this is easier to figure out than it ever has been — and yet more challenging as well. There is more data out there about users and their behavior on the internet than at any other time in history, and nearly any business can access this data through some simple analytics tools.

This means not only do we know what our potential customers are interested in, we know how they interact with the internet. Beyond just demographic analytics, we have access to behavioral analytics which are much more powerful.

All this data not only tells us what our ideal customers are searching for but how they are doing it. This can be taken from the general fact that over 60 percent of Google searches are done on mobile devices, and more people than ever are completing purchases on portable devices as well. You can also determine what devices your customers search on most frequently, whether they are iOS users or Android fans, and how much time they spend reading a blog post, and even how many searches they perform for a product or service before they make a purchase.

What this allows you to do is to target your content more specifically, and even create different content that will appeal to different sets of buyers. Relevant content is much more linkable, whether you are earning those links organically, want your users to share it on social media, or are engaged in a link building campaign targeting specific keywords.

Creating a Strategy

Now that you know why linkable content is necessary and you have established what is relevant to your potential customers, you need to create a targeted content strategy. Why? It’s simple: Without targets and specific goals, how will you know if your linkable content is working?

So what is a content strategy? It is deliberately creating content to support your efforts to rank for a specific keyword or set of keywords, and building and working to earn links to that content. This usually involves several pieces of content of varying lengths and types, internal linking, good onsite technical SEO, and content that is well written and informative.

A good SEO company will not only help you with your onsite technical SEO and link building but can also help you with your content strategy and creating linkable content. This entire process, which you should thoroughly understand, takes a lot of time, and unless you have a capable team in your marketing department, the time and money an outsourced expert will save you is more than worthwhile.

Filling in the Content Gaps

So now you understand the need for linkable content, you have done your research and know what is relevant, and you have a content strategy. Now it is time to fill in the content gaps on your website. Whether you have a robust blog filled with content or are just starting out, once you establish your content strategy, you’re going to find that you have content gaps.

What is a content gap? They are areas where you are missing content that is essential to your content strategy. It is essential that you fill these gaps in order to satisfy not only Google but your potential customers. You need the linkable content in order for targeted SEO to be effective.

Want to rank higher in Google for critical searches in your niche? Want your business to be more visible to searchers? It’s all about relevant content that is part of a content strategy, linkable content, and then building links to that content. Those are all a part of targeted SEO, the key to your company’s visibility and linkability.

3 Secrets to Reducing Your Employee Churn Rate

Reduce your employee churn rate with these tips.

Replacing an employee can cost as much as 20% of their yearly salary. The higher up their position is, the more expensive it is. That’s because you need to factor in paying recruitment agencies, covering for the vacant position, and the time lost to those responsible for hiring.

A low employee churn rate is key to maximizing your potential and growth.

When you have a lower employee turnover, you can focus your resources on researching and launching new products and services, improving the working environment, and investing in employees’ development instead.

It also boosts your employer brand, which is crucial if you want to win the war for talent. Brands with a strong employer brand lower their cost to hire by 43%.

But how do you reduce your churn rate?

It starts by looking at the employee journey. How can you improve it? What steps can you make to create a more inviting atmosphere for employees whether they’ve been there five weeks or five years?

Let’s take a look at three important parts of an employee’s journey, and how small changes to them can reduce your employee turnover rate.

Plan your onboarding process for early success

Happy employees are loyal employees. To create this sense of loyalty, you need to make them feel valued. This starts from their very first day.

However, not every company manages this – 42% of employees have no computer or device to work from on their first day. Worse, some employees don’t even have a desk on their first day! While this is only part of the onboarding process, it’s an important part of setting your employee up for success, especially when 20% of employees leave within the first 45 days.

Contrast that to the 69% that will still be with a company three years later if they go through a positive onboarding process, and you can see why a good onboarding process is so important.

A negative experience reflects badly on you: it makes you look disorganized, and like you don’t value your employees.

It’s therefore imperative that you you spend time planning the onboarding process for your new employee before they start. Don’t leave it all until the last minute, as you may find that there are some issues – like purchasing new equipment – that will take days, maybe even weeks, to sort.

Also ensure that their company account and logins for any relevant software are set up before they begin. That way, all they need to do on their first day is click to activate their new account. They can then start using the software straight away.

Once they’re all set up, don’t just sit them down and present them with a list of objectives. Include them in the decision-making process. Have some projects ready for them to work on, but listen to them and ask them what they’d most like to work on, too. That way, they immediately feel like their thoughts and opinions are valued.

The objective of an onboarding process is to help the employee get to know the company, its products, and mostly importantly, the culture and their colleagues.

Everyone in the team should be involved in making the new team member feel welcome. This could include scheduling introduction meetings with the new starter, or assigning them a buddy to give them a tour and answer any day-to-day questions.

Group inductions can be intimidating for new starters, so focus on one-to-one sessions instead. This creates more space for the new hire to ask questions.

Efficient scheduling solutions make organizing these one-to-one meetings a breeze, and avoids the risk of two member scheduling a meeting at the same time. Scheduling meetings before someone starts also reduces any awkwardness over the new hire having to approach people to schedule meetings – it’s all there ready for them when they first start.

Invest in training and mentorship

Training and mentorship are crucial parts of an employee’s progress. They can boost their skills and help them to work out which career path is for them.

For mentors and those conducting training, it reinforces their skills. They can even learn from those that they teach. It’s also great networking for everyone – you never know where your next great opportunity will come from.

Despite this, only 44% of companies offer a mentorship scheme.

Mentorship benefits employees at every stage of their journey. Don’t let the fact that someone is already a manager convince you that they already know everything they need to know. No matter how long someone has been managing for, there’s always a new strategy or technique they can try to motivate their team.

Training can be both internal and external, so be open-minded about the best place(s) for employees to build their skills. The best person to train your marketing team may not be someone who’s been there for years – it may be someone who can offer a fresh perspective on your strategy and help you to keep it relevant as algorithms continue to change.

Conduct exit interviews

Exit interviews are an often overlooked but incredibly valuable part of an employee’s journey. They give you the opportunity to examine why employees leave, and identify areas where your company may be failing them. Without this information, you can’t make positive changes to improve the working environment.

Conducting exit interviews using a framework makes it easier for you to quantify results. You can then pick up on reoccurring problems or praise. The more often something is raised, the more important it is to address.

Some questions you could ask include:

  • How employees feel about the working environment
  • What their commute is like
  • What their relationship is like with their manager
  • How well they get on/work with their team

Using this information, you can start discussions with remaining team members about any common threads. You can then make informed decisions about how to better suit employees’ needs and (hopefully) prevent more from leaving for the same or similar reasons.

You can also home in on positive comments that are made, finding ways to further enhance these experiences. For instance, if employees benefit from flexible working hours, you could look into allowing them to work from home if they can’t already. If they like how the team encourages self-development, you could look into courses or events for the team to further develop their skills.

Employees are your business’s biggest – and best – advocates. If they share negative experiences with their social circle it reflects badly on you and may even cause you to lose customers. Leaving them with a positive overall feeling is therefore crucial. Exit interviews are just one part of this. Others include how the rest of the team reacts to their departure, handover periods, and anything else that happens on their final day. While you can’t control all of this, exit interviews help to cement your positive employer brand by showing employees that you care about their wellbeing from the start of their journey with you right through to the end.

When an employee speaks highly of you when they leave, they’re more likely to return for a future position, or even to recommend roles to their friends and family. Since referrals are one of the best ways to hire the right person for the job, this can make a huge difference to your hiring process, and further improving your employer brand.

Conclusion

It’s your responsibility to offer employees opportunities to learn, grow, and be more efficient in their role. Employees will then be more loyal and motivated, and turnover will decrease.

It’s also important to remember that there are many other elements that can impact employee satisfaction. Internal promotions, 360 feedback, and open communications are also key to reducing employee turnover. And don’t forget to make the technology that they need available to them!

These investments and changes to company culture make a big difference. After all, reducing your employee churn rate can be the difference between business growth and stagnation.

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Discover how automation and calendar sync could save you and your team time (and money!) in our new white paper. Download your copy today!

Source: 3 Secrets to Reducing Your Employee Churn Rate | The Cronofy Blog

What is an Applicant Tracking System (ATS) and why do you need it?

What is an Applicant Tracking System (ATS) and why do you need it?

What-is-an-ATS-Applicant-tracking-system

An Applicant Tracking System (ATS) is a software created to automate, fasten and improve your hiring process. In this blog we will explain how using an ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals.

What is Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is an HR software designed to simplify and fasten your entire recruiting process.

The need for speed is one the biggest pain points for modern recruiting professionals.

This is not surprising considering that the average hiring process lasts for 2 to 3 months, while the top candidates stay on the job market for 10 days only.

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Applicant tracking system offers a wide range of solutions for other hiring challenges too, such as finding candidates and processing their applications.

What are the benefits of using an Applicant Tracking System (ATS)?

The vast benefits of using an Applicant Tracking System (ATS) are best demonstrated by its ability to improve three most important hiring metrics. ATS is proved to improve the time, cost and quality of hire.

According to research, 86% of recruiting professionals stated that using an ATS has helped them hire faster, and 78% of them confirmed that using an ATS has improved the quality of candidates they hire.

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Applicant Tracking System (ATS) features

ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals by offering following features:

Sourcing features

ATS can help you find candidates with advanced web sourcing, employee referral programs and social recruiting.

Career site

With ATS you can create a beautiful, branded career site in just a few minutes, with no coding knowledge needed!

Job boards

Using an ATS will save your time by offering the possibility of posting your job ads on multiple job boards with just one click.

Candidate database

The main function of ATS is to provide a central location and an easily searchable database of all your candidates.

Candidates’ profiles

An ATS automatically stores all of the applicant’s documents and creates rich, searchable candidates’ profiles.

Resume parsing and screening

One of the most useful ATS features is the automatization of time consuming resume parsing and screening activities.

Interview scheduling

With modern ATS send automated emails with interview appointment that automatically sync with your work calendar.

Candidate testing

An ATS offers customizable scorecards you can use to evaluate your candidates.

Automated email responses

ATS offers a variety of customizable email templates, which can be personalized and send in bulks with just a few clicks.

Powerful analytics

ATS automatically tracks and measures your most important hiring metrics.

Recruitment reports

With ATS you can easily create, export and share beautiful reports with most important hiring metrics.

Team collaboration

ATS makes it easy to share info about candidates with team members who need them.

Need an Applicant Tracking System?

Check out TalentLyft, our all-in-one recruiting solution that helps recruiters find, attract, select and hire best talent out there!

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

How to become a more successful recruiter is a major concern of today’s modern recruiters.

The war for talent is raging on, and recruiters are facing new challenges. Do you have what it takes to thrive in today’s highly-competitive recruiting industry?

What makes a successful recruiter?

Recruiting industry has been going through a period of immense change in the last few years.

Unlike before, today’s labor market is completely candidate-driven.

According to research, 90% of recruiting professionals think that today’s labour market is candidate driven.

Candidate-driven-market

Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming endeavor.

As the “War for talent” is getting more and more intense, recruiters are faced with new challenges which have changed the way we recruit.

The recruiters who are ready to embrace these new challenges will be successful, while the others will be left behind.

How to become a more successful recruiter?

In order to successfully tackle these new challenges and get ahead in the talent game, recruiters must adopt new recruiting strategies, tactics and tools.

Here is the list of the 7 most important recruiting strategies that will help you become a more successful recruiter.

1. Build talent pools

Gone is the time when you could post your job opening on a job board and wait for a great candidate to come to you.

Why?

Because only active job seekers visit job boards.

The war for talent is raging on, so your best job candidates are passive job seekers. These passive job seekers are candidates who aren’t actively looking for a new job, but would be willing to accept a better offer.

73% of candidates are passive job seekers who are not actively looking for new job opportunities.

passive-candidates

In order to become a more successful recruiter, you need to go out there and proactively source and attract these passive job seekers. You need to become a talent sourcing pro.

You can’t afford to wait for the new positions to open to start recruiting.

You need to constantly build pools with great talent.

That way you will have the perfect candidates even before you have a new job opening!

2. Focus on candidates

When job market was employer driven, it made sense to focus on the wishes, wants and needs of employers.

But things have changed.

Now the job market is candidate driven, so you have to focus on your candidates.

In order to become a more successful recruiter, you have to focus on candidate’s wants and needs, hopes and fears. You need to understand what candidates are looking for from employers.

Why is this important?

First, when you know what really motivates your candidates, you can use that knowledge to attract them. You can turn your company’s employee value proposition (EVP) into a real magnet for attracting candidates.

Second, getting to know your candidates on a deeper level can help you build and maintain relationships not only with current, but also past and potential future candidates.

You will excel at candidate relationship management and build better talent pools.

Finally, you can encourage candidate engagement and significantly improve candidate experience.

candidate-experience-recruiting-tool

3. Utilize specialized recruiting software

Today’s technology offers a great variety of specialized recruiting software which can automate, streamline and improve different stages of your recruiting process.

There are modern HR tools that offer all-in-one solution for finding attracting, engaging, nurturing and converting candidates into job applicants.

Adopting these tools will give you a huge competitive advantage in the war for talent.  

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Before getting a recruiting tool,  you should first identify your recruiting goals and challenges.

This way, you will be able to better understand if you need solutions offered by Applicant Tracking Systems (ATS) or solutions offered by Recruitment Marketing Software.

4. Use data-driven approach

To become a more successful recruiter, you need to make better and more informed recruiting decisions.

You can do that based on the data form your recruiting software.

By tracking and reviewing the most important recruiting metrics, such as time to hire, cost to hire and quality of hire, you can get a clear and precise, data-backed evaluation of your recruiting efforts.

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Based on insights that you get form data, you can adjust your recruiting strategies to improve your ROI.

For example, if your data shows that your best job candidates come from referrals, you can stop wasting your money on job boards.

In other words, you can save your time and money by investing in the channels that bring the best results.

5. Use social recruiting

When we say social recruiting, you probably think of posting your job ads on Facebook. Everybody does that these days. If you want to stand out and attract top talent, you need to go a lot further.

In order to become a more successful recruiter, you need to become aware of the power that social media networks hold, and be quick to utilize it.

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network profiles.

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

6. Use employee referrals

To become a more successful recruiter, you have to set up a structured employee referral program.

By using a structured employee referral program, you can find talented people with the help of existing employees. You ask existing employees to recommend candidates from their networks, and you offer them employee referral awards in return.

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Employee referral program is your best bet for finding and hiring the ideal job candidate and improving the most important hiring metrics such as time and cost per hire, quality of hire and employee retention.

7. Use marketing tactics

In order to become a more successful recruiter, you need to start using marketing tactics to attract talent. This new trend of using marketing tactics in recruiting is called Recruitment Marketing.

The main goal of Recruitment Marketing is to drive talent to apply for the open positions. In other words, it makes talent come to you.

In order to achieve this goal, you need to develop inventive Employer Branding strategies to build a picture of your company as a desirable employer.

Another important method for attracting top talent is Inbound Recruiting. Inbound Recruiting is a method of creating targeted, branded content to attract and engage talent.

This content needs to be informative and useful for talented professionals you want to attract. It can come in different forms, such as company’s career blog, team blogging about interesting projects, employer branding videos, interesting social media posts, employee stories and career advice.

If you’re looking for some inspiration and best practice examples, check out these great Employer Branding ideas.

Are you ready to become a more successful recruiter?

The above mentioned recruiting strategies are created in order to overcome new challenges in the recruiting industry.

If you follow this 7 recruiting strategies, we guarantee you will upgrade your hiring game, get better results and become a more successful recruiter!

How HR Technology Can Help You Overcome Biggest Recruiting Challenges

How HR Technology Can Help You Overcome Biggest Recruiting Challenges

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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!

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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.

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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.