The Biggest Recruiting Challenge and 3 Effective Ways to Tackle It

Learn how to successfully tackle the biggest recruitment challenge – talent shortage! 

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What is the biggest recruitment challenge?

Recently, we did an extensive audit to find out what is the biggest recruiting challenges HR professionals struggle with. To find out, we talked with our customers, reached out to the talent acquisition community and consulted global talent acquisition studies and research.

What we found out is that talent shortage is the No. 1 hiring challenge today. A study by the National Federation of Independent Business has found that 87% of HR professionals reported “few or no qualified applicants” for the positions they were trying to fill.

Unfortunately, this problem will only get worse. According to the McKinsey Global Institute study, in 2020 companies in Europe and North America will need 16 to 18 million more educated employees that are going to be available.

So what can you do to successfully tackle this common recruiting challenge?

Top 3 strategies to tackle the talent shortage

Here are the top 3 strategies guaranteed to help you tackle the biggest recruiting challenge – talent shortage:

1. Attracting passive candidates

According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who aren’t actively job searching. If you want to attract these passive candidates, you need to define and implement an effective employer branding strategy. You need to tell a compelling story about your company, showcase your company culture and get candidates excited to join your team.Create an attractive, responsive and branded career site and career blog, where you can present your employer brand and show candidates why your company is a great place to work. You’ll do that by presenting photos of your employees and your office, sharing employee testimonials and writing about the interesting projects and new technologies your teams are working with. 

2. Sourcing candidates

Unfortunately, building and presenting an attractive employer brand isn’t enough. Passive job candidates aren’t actively looking for a job, so they won’t be checking your career site – unless you give them a reason. In order to get their attention, you need to proactively reach out to your perfect candidates.

But first, you need to find them. Luckily, with modern recruitment tools such as TalentLyft, you easily scour the web and find great candidates with just a single click. Once you find them, make sure that you send them effective, personalized cold recruiting emails

3. Building talent pools

Finally, you need to build your talent pool and fill it with candidates eager to join your company. That way, you will have a pool of interested, qualified candidates you can tap into when you have a job opening. 

There are many ways to build your talent pool. You can invite potential candidates to join your talent network, fill your talent pool with attendees of your local events, workshops and meetups, organize online webinars, open career days and job fairs, etc. 

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.

5 Great Recruitment Marketing Tactics You Should Be Using

Want to attract top talent? Check out the list of the great recruitment marketing tactics you should be using…but you probably aren’t.

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Want to attract top talent?

In a candidate driven job market, HR professionals have to be innovative in order to attract top talent’s attention.

This is where recruitment marketing comes in. Recruitment marketing is HR’s latest tool for attracting candidates. By applying marketing methods in recruiting, you can get candidates interested in your company and eager to apply for your open positions.

➡️ Download free eBook: Most Productive Recruitment Marketing Strategies!

Recruitment marketing can help you differentiate your company. Using proven marketing tactics, you can attract candidates attention and get them to apply to your open job positions.

In the following text, you will discover 5 effective recruitment marketing tactics your probably aren’t using – yet!

Top 5 recruitment marketing tactics

Here are the top 5 smart recruitment marketing tactics:

Tactic #1: Create diversified recruitment content

One of the best ways to attract your ideal candidates is with interesting and useful recruitment content. There is a myriad of different types of recruitment content for each step of the candidate’s journey. Here are a few examples:

  1. Blogs
  2. Emails
  3. Newsletter
  4. Videos
  5. Webinars
  6. White papers, case studies and eBooks
  7. Infographics, diagrams, flowcharts & graphs
  8. Checklists
  9. Mini games and competitions.

Tactic #2: Upgrade your career site

A perfect career site explains who your company is, what you do and contain information about your company culture, values and work environment. It also invites potential candidates to browse your open job positions and makes it easy for them to apply.

When was the last time you updated your career site? I don’t mean job ads. Did you publish the photos of your new office? Updated your employee page? Added new perks and benefits? Make sure to keep your career site up to date!

Tactic #3: Use social media

Social media recruiting is another important tactic used in recruitment marketing. You can use social media to find great candidates and promote your recruitment content.

You should start by building a social media recruitment strategy. You should also get familiar with the best tips for recruiting on the most popular social media networks: LinkedIn, Instagram and Facebook.

Tactic #4: Utilize employee advocacy

Encourage your employees to become your employer brand ambassadors. Ask them to write an article for your career blog, take photos of everyday life at your office and share it on social media, explain why they like to work at your company in a video or write a review of your company on Glassdoor.

Tactic #5: Experiment!

Measure the results of your recruitment marketing tactics. Once you find areas you want to improve, start experimenting to see what gets you the best results. You can use A/B testing, test different landing pages, job ads, calls to action, etc.

A specialized recruitment marketing software will enable you to automate, streamline and improve your recruitment marketing process. It is affordable, easy to use and our customers love it!

 

How to Interview Candidates Effectively: 3 Simple Ways

How to make your job interviews more effective at predicting job performance? Here are 3 simple ways!

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Do we need a more effective way to interview candidates?

Here are 2 interesting statistics:

  • Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
  • According to Career Builder, a single bad hire can cost a company upwards of $50,000.

I rest my case.

How to make your job interview more effective?

Here are 3 easy ways to make your job interview more effective at predicting job performance:

1. Conduct a structured interview

Structured job interviews are more efficient than semi-structured or structured interviews when it comes to predicting job performance. Meta-analysis research shows that structured interviews are up to twice as effective at predicting job performance than unstructured ones!

Take action now:  Prepare interview questions before the interview and ask each of your candidates the same questions in the same order.

2. Conduct a behavioral interview

Research shows that behavioral interviews are more valid and accurate for making hiring decisions. Behavioral interviews are based on the evaluation of candidates’ past behaviors. In other words, in a behavioral interview, an interviewer asks candidates about their past work experience and performance.

Take action now: Check out the best examples of behavioral interview questions!

3. Do a job simulation

According to LinkedIn’s report, only 32% of respondents use this technique, even though 84% say it is effective. In a job simulation, you ask your candidates to complete the type of tasks they would work on if hired.

Take action now:  Think of a great job simulation exercise for your currently open job position. Depending on the role you are looking to fill, it could be a task to write a short copy, outline a presentation, solve a certain problem, brainstorm a few ideas, solve a certain problem, etc.

Conclusion

Stop relying on your gut feeling when hiring and start using data backed techniques. Implementing any of these 3 tips are guaranteed to make your job interview more predictive of your candidates’ job performance.

 

Why Aren’t You Using This Super Effective Interview Technique?

This technique is incredibly effective at predicting candidates’ success in the role.

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Which interview technique do you use?

There are many different interview techniques and methods. You probably have your own favorite technique for conducting job interviews with candidates.

Unfortunately, most HR professionals still rely on the traditional interviewing methods which are highly ineffective.

What’s wrong with your current interview technique?

In their recent research, LinkedIn surveyed over 9,000 talent leaders and hiring managers across the globe and asked them which interview methods they find most effective.

They found that the traditional job interview technique – you know, the one where you ask your candidates about their skills and experiences in order to find out if they’re a good fit for your open job position – is ineffective in certain areas. According to LinkedIn’s report, the traditional interviewing technique has many weaknesses.

For example, traditional interview technique is especially bad at assessing soft skills and understanding candidate weaknesses. It also leaves room for recruitment bias, takes a lot of time, and relies on asking the right interview questions to get a clear picture of a candidate.

Luckily, there is a highlight to this story! LinkedIn’s research has also found about the highly effective but often overlooked interviewing technique – work assignments.  

Super effective interview technique you should be using

LinkedIn has found out that work assignments are highly effective, yet often overlooked interviewing technique used by employers. Only 32% of respondents use this technique, even though 84% say it is effective.

What are work assignments?

Work assignments are interview technique that helps companies predict if a candidate if a good fit for a role more accurately.

When candidates are given a work assignment, they are being asked to complete a task they would actually do if they were hired. In other words, when you use this interview technique, you don’t ask candidates to tell you about their about their skills. Instead, you directly observe candidates’ skills and performance.

Work assignments types

Besides giving your candidates a certain task, job simulations can take on a more elaborated form. For example, you can organize a competition (such as hackathon), or invite your candidate to join your employees in a brainstorming session and help them solve a real-life problem your company is currently facing.

Additional benefits of work assignments

Besides for employer, job simulations are also beneficial for candidates, too. By taking part in a job simulation, candidates get a real-life job preview, which helps them assess how much they really like to job. Simply put, they can try out a job and see if it fits!

 

5 Tips for Writing a Great Job Ad

Learn how to write an effective job ad!

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What is a great job ad?

A great job advertisement is the one that will not only help attract your ideal candidates, but also turn away unsuitable candidates. That way, you will save your time you would otherwise have to spend on disqualifying a large number of unqualified candidates. 

A great job advertisement is also the type of job ad that stands out and convinces the right type of candidates to apply. It is the type of job ad that really sells the company and its jobs.

How to write a great job ad?

Here are the top 5 tips for writing great (newspaper) job ad that stands out:

1. Engage the reader with a great title

Get creative and think out of the box. What could attract the attention of your ideal candidate? What would make them stop in their tracks? What kind of opportunity would make them want to learn more? Open with that!  

2. Keep your ad short and to the point

Write in clear and specific language and use the action verbs to make the ad more readable. Avoid using unnecessary words. For example, instead of “To apply for this position, you should send your CV and cover letter to the following address” simply write “Send your CV to: Address”.

3. Describe your ideal candidate

If you want to hire the right people for your open job position, you should have a clear picture of who your ideal candidate is. Creating your candidate persona will help you think about your candidate beyond your job requirements.

4. Sell your job

What makes your company different? Why would your ideal candidate want to work at your company, instead of for some of your competitors? What is in it for them if they join your company? Think beyond the salary. Highlight interesting projects, career development opportunities and benefits and perks you offer.

5. Explain the application process

Don’t forget to include a call to action at the end of your job ad. Tell candidates exactly what they need to do in order to apply for your open job position. Should they send their CV and include a cover letter? Attach their portfolio or some other examples of their work? Do you require some other type of documents. Such as copy of your candidate’s diploma, certifications, etc.?

9 Ways to Reduce Your Time to Fill

Discover 9 great ways to reduce your time to fill and hire top candidates faster!

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Want to hire top talent for less money? Reduce your time to fill!

Time-to-hire is one of the key recruiting and hiring metrics.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement

Time to fill metric measures how quickly a company can find and hire the best candidate. In a time of war for talent, many companies use this metric as their north star. Why is that?

There are 2 main reasons:

  1. Longer time to hire costs more money
  2. Loner time to hire causes you to lose the best candidates.

Did you know that a whopping 57% of job seekers lose interest in a job if the hiring process is lengthy (Source:  Robert Half’s research).

So without further ado, let’s take a look at the 9 ways to reduce your time to fill, improve your candidate experience and hire top talent for less money!

How can you reduce your time to fill?

Here are X effective ways to reduce your time to fill:

1. Start using a recruitment software

One of the best ways to reduce your time-to-hire is to use modern recruitment software. Modern recruitment software has many benefits, and one of the key ones is reducing time to fill. According to research, 86% of recruiting professionals say that using an ATS has helped them hire faster.

2. Track and measure

Track and measure your hiring process to find bottlenecks and resolve them. With modern recruitment software, you can automatically track and measure your time to fill. That way you can get an insight into how long does it take to hire for a particular job opening and make changes accordingly.

3. Automate your communication with candidates

In order to save time, you should automate your communication with candidates. Use the latest technological solutions such as recruitment chatbots and modern recruitment software. Modern recruitment software has ready-to-use recruiting email templates you can personalize and send in bulk.

4. Automate interview scheduling

With a modern recruitment software, you can send automated emails with an interview appointment that automatically sync with your work calendar. That way you’ll save valuable time going back and forth to arrange a suitable time slot for all your candidates.

5. Automate resume parsing and screening

Once candidates apply, a modern recruitment software will parse and screen their resumes and create their rich profiles in the system automatically. That way you’ll save the time needed to go through all received applications and organize them in order to find the best candidates.

6. Conduct group interviews

Conducting group interviews can save you a lot of time in the most consuming phase of the hiring process – interviewing. If you’ve never conducted group interviews before, don’t worry – we’ve got you covered! In our Guide for conducting a group interview you’ll find everything you need to know to learn how to plan, prepare and conduct effective group interviews.

7. Build a talent pool

Having a pool of great candidates eager to work for your company is the best way to reduce your time to hire. Every time you have a new job opening, you can simply choose the best ones from your talent pool! Learn how to build a talent pool from scratch and how to segment it for maximum benefits!

8. Source candidates

Don’t wait for candidates to come to you – go out there and find them! Luckily, today’s technology offers effective sourcing tools, which can perform complex web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

9. Implement an employee referral program

Asking your current employees to recommend great candidates is another way to reduce your time to fill. Implement an employee referral program and promote it regularly. Also. make sure to offer attractive and creative employee referral rewards which will motivate your employees to actively engage in helping you find new employees.

 

Top 7 Websites to Find Developers in 2019

Are you utilizing all of these top places to find developers? If not, you’re missing out on top tech talent!

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Need to find and hire developers?

Yes, we know…join the club, buddy! Finding and hiring developers is one of the top challenges for HR professionals and recruiters around the world.

However, finding great developers isn’t that hard – when you know where to look for them.

Download our free eBook: Definite Guide for Recruiting & Hiring Developers!

What are the best places to find developers?

The latest Stack Overflow’ survey The Global Developer Hiring Landscape 2018 has found that: only 16% of developers are actively looking for a job. This means that you won’t find them on LinkedIn, job boards and your career site.

You will find them, however, on specialized tech websites and forums. These websites are your best bet for finding and hiring top tech candidates, especially passive ones.

Top 7 sources of tech candidates

1. GitHub

GitHub is the world’s largest software development platform. It is a place where developers can host and review their code, manage projects, and build software alongside 31 million developers. Basically, it is a site where developers store their code and share it with others

for collaboration, further development or simply usage.

2. Stack Overflow

Stack Overflow is the largest most trusted online community for developers to learn and share their knowledge. It has more than 50 million unique visitors come to Stack Overflow every month. Basically, Stack Overflow is a Q&A site. It is a place where developers post their programming-related questions and coding problems hoping that other developers will be able to help them. It has a very popular job board.

3. Dice

Dice is a well-known job board and candidate sourcing site. Dice’s database includes over 11 million unique and actionable tech profiles – including 2.2 million complete with résumés.

4. Toptal

Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. All candidates on Toptal have a proven track record and elite industry experience in design, business, or technology.

5. Upwork

Upwork is the largest global freelancing website. With millions of jobs posted on Upwork annually, freelancers are earning money by providing companies with over 5,000 skills across more than 70 categories of work.

6. We work remotely

We Work Remotely is a niche job board for remote jobseekers. It’s the largest, most experienced and dedicated remote only job board in the world with over 1.5 million individuals visiting the site annually. It is primarily comprised of developer jobs.

7. Gun.io

Gun.io is a platform which helps employers hire elite freelance software developers. All the developers on Gun.io are already tested and vetted. Gun.io has the most comprehensive vetting process in the entire freelance industry. While other sites just do automated code testing, Gun.io freelancers through four separate assessments. They test each freelancer’s technical acumen through an automated coding exam, a live coding exercise, and a technical interview with a member of our engineering team.

 

7 Ways to Reduce Your Cost-per-hire

Are you utilizing all of these 7 highly effective ways to reduce your cost-per-hire?

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Every HR professional’s dream: Reducing cost-per hire

Cost-per-hire is one of the most important and most commonly used hiring and recruiting metric.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement!

It is also the metric which gives most HR professionals a serious headache!

They are asked to find and hire top talent fast, but often lack all the needed resources, especially financial.

So without further ado, let’s take a look at the X most effective ways to reduce your cost-per-hire!

Most effective ways to reduce your cost-per-hire

Here are top 6 ways companies can reduce their cost-per-hire:

1. Free job boards

Many companies spend a lot of money to post their job openings on job boards. However, there are also many free job posting sites and job boards which allow employers to post their job openings for free and reduce their recruiting costs.

➡️ Check out the list of The Best Free Job Posting Sites!

2. Employee referral programs

Do you have a structured employee referral program? Is it effective? Did you think about offering innovative employee referral incentives in order to increase its popularity? Employee referral programs can improve time, cost and quality of hire. It’s a win-win-win!

➡️ Check out our Guide for Setting Up an Employee Referral Program!

3. Talent pools

Building and maintaining a talent pool of interested, qualified candidates can do wonders for your cost-per-hire. Imagine tapping into a pool of great, interested candidates every time you have a new open job position!

➡️ Learn Everything You Need to Know for Building and Maintaining a Talent Pool!  

4. Group interviews

Conducting interviews with multiple candidates at once is a great way to save your time – and money! Group interviews are a fast and affordable way to test a group of candidates and select the best ones among them.

➡️ Check out the Guide for Conducting Group Interviews!

5. Outsourcing

Using a recruitment agency is not always expensive. Sometimes you can even save money if you decide to use a recruitment agency’s services! Just make sure you weigh all the pros and cons of using a recruitment agency in order to make an informed decision.

➡️ Check out The Ultimate Guide for Choosing a Recruitment Agency!

6. Recruitment software

Modern recruitment software has many benefits and features which can help you make your hiring process faster, more streamlined and effective, thus saving your time and reducing your recruitment costs.

➡️ Download free eBook 2019 Guide for Buying a Recruiting Tool!

7. Social media

Do you use social media to proactively search for candidates totally free, promote your employer brand and showcase your company culture? It’s a highly effective way to attract potential employees – and it’s totally free!
➡️ Learn How to promote your employer brand on social media!

Top 10 Job Boards to Find Flexible Workers

Check out this list of the top 10 job boards where you can post your open job positions in order to find qualified remote, part-time, freelance and other flexible workers!

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Gig economy trend continues to rise

With freelance and the gig economy increasing in popularity, flexible work has become one of the key workplace trends in 2018.

There are many pros and cons of hiring full-time, part-time and freelance employees, but with technological advancement, remote and flexible work has become synonymous with modern life.

If you’re an employer looking for remote, part-time, freelance and other flexible workers, your best bet are specialized job boards.

Top 10 job boards for finding flexible workers

Here is the list of the best job boards specialized in flexible work. On these job boards, you can find job seekers interested in remote, part-time and freelance work.

1. FlexJobs

FlexJobs is the leading job board specialized in the flexible job market. With FlexJobs, you can find remote, part-time, freelance, and flexible workers quickly and easily. FlexJobs is currently listing 124,892 resumes people interested specifically in jobs that offer these types of flexibility, ranging from entry-level to executive candidates in all different career categories.

2. Craigslist

Craigslist is the world’s biggest online classified ads site that includes listings for apartments, rooms, cars, personal ads, free items, jobs, items for sale, discussion forums etc. It is very popular and locally oriented so it works great for finding local flexible workers.

3. Upwork

Upwork is the world’s largest freelancing job board where employers and independent professionals connect and collaborate remotely. On Upwork you’ll find a range of job seekers, from programmers to designers, writers, customer support reps, and more. You can pay freelancers by the hour, or a fixed price for the entire project.

4. Guru

Guru is an online job board which makes it easy for quality employers and freelancers to connect, collaborate, and get work done flexibly and securely. Guru has more than 3 million members worldwide. With Guru’s TimeTracker software, employers can track progress with ease and confidently pay freelancers by the hour.

5. SecondJobs

SecondJobs is another job board where employers and experienced professionals can connect on part-time and remote job opportunities.

6. Fiverr

Fiverr is the world’s largest freelance services marketplace. Fiverr is specialized in creative and digital services, including graphic design, copywriting, voice-overs, and music and film editing. Fiverr’s global community of freelancers have delivered over 40 million high-quality gigs from over 100 service categories across 190 countries.

7. Snagajob

Snagajob is the most popular online job board specialized in hourly job postings. Snagajob has a large database of more than 90 million registered hourly workers and more than 450,000 employer locations. Check out how to post a job on Snagajob in 5 easy steps!

8. Remote.co

Remote.co is the job board exclusively for remote jobs. On this job board, you can post a job in 60 seconds and have your job posting seen by freelance workers from all over the world.

9. We work remotely

We Work Remotely is the largest community on the web (with over 2,500,000 monthly visitors) where you can list your jobs that aren’t restricted by commutes or a specific location.

10. Freelancer

Freelancer is a job board specialized in freelance work. It connects freelancers from all over the world with employers. On Freelancer you can find professionals you can trust by browsing their samples of previous work and reading their profile reviews.

Post your jobs for free on multiple job boards

With TalentLyft you can post jobs for free on multiple job boards with just one click. Some of the free job boards and free job posting sites include Indeed, Monster, Simply Hired, Glassdoor, Stackoverflow and many others.

You may also want to check out The List of The Best Free Job Posting Sites!