With evolving market dynamics, logistics companies need to stay ahead of the curve when it comes to hiring and retaining great-fit talent. In this article, we discuss how HR leaders in logistics can optimize recruitment for better hiring outcomes.

Overcoming the Talent Challenges in Logistics Industry

Here are some trends to keep in mind for companies looking to hire new talent:

1. Technology and Automation or Employee Skill Development: What’s the Answer?

Consumer demand is increasing and, according to a survey by Accenture, it is one of the most significant causes for transformation. As a result, companies are turning to technology and automation tools to meet evolving customer expectations. Moreover, data analytics and artificial intelligence (AI) are revolutionizing logistics by minimizing errors, using predictive maintenance, assisting inventory management with real-time feedback, and forecasting demand and potential bottlenecks. However, increasing investment in AI-powered and automated solutions begs an obvious question – how does it impact human jobs?

While training and implementing digital models seem easier, human labor remains integral to supply chains. This means that for companies to attract and retain talented employees, it is vital to pay attention to how the physical and digital worlds collaborate to create a more valuable workforce. It is time to invest in tech and humans, equally.

With such advancements in technology and automation, you need employees who are comfortable using digital tools and software like transportation management systems and data analytics. This is where upskilling and skill development come in. Although there is a need for digitally-skilled employees, only 45% of companies invest in effective skill development programs, and it’s a deal breaker for new talent! Forty-four percent of employees would stay in their current company, but only on the condition of reskilling and development. To set yourself apart from the competition, focus on creating upskilling programs, career growth opportunities, and apprenticeships and internships to sustain critical employees and experts. Such options will also help you gain new talent.

2. Leveraging Flexibility and Remote Work Options

Given the changing business landscape, flexible and remote work options have become ordinary – and most employees prefer it! More control over one’s schedule makes for a supportive work environment which encourages better work-life balance. This can mean a few different things based on your needs.

First, businesses have adopted contingent and temporary workers in response to changing market conditions. It presents a win-win situation for both – companies can scale up efficiently when required, while employees enjoy the benefits of higher flexibility. Next, introducing (or continuing) remote work options for certain employees will help retain them longer. Many functions like quality control measures and technical support can be performed remotely. Encouraging and creating a collaborative environment for remote workers will enhance efficiency, morale, and productivity. It also allows you to curate a positive company culture that values teamwork, collaboration, and open communication and fosters a positive and supportive work environment – which is crucial to attracting and retaining new talent.

Lastly, when talking about attracting new talent, a robust application and hiring process is a must. But don’t make it long, confusing, and tedious – candidates will drop out. Leverage recruitment solutions to streamline the application and make it more flexible for the candidates. For instance, invest in digital platforms that centralize the application, provide 24/7 support to candidates, and allow you to communicate on the go. This will also enhance the overall candidate experience and impact your conversion rates and return on investment. Including these best practices in your hiring will allow you to attract and retain top talent.

3. Expand Your Talent Pool with Data-driven Sourcing

Another great way to optimize your tech stack is to back the hiring process with a data-driven approach. In a tight and competitive labor market, hiring managers, talent acquisition (TA), and HR leaders are hard-pressed to find quality candidates. Often, sourcing challenges also arise from using outdated channels instead of updating and expanding your options.

Data analytics and workforce management solutions do an excellent job of providing you with the right type of data to enhance your candidate search. Apart from that, data also provides insight into your hiring needs by identifying open priority roles, hiring costs, and future needs of the business to consider while making hiring decisions.

Equipped with this data, you can opt for sourcing solutions like programmatic advertising to optimize ad spending and target the great-fit candidates. Programmatic solutions automatically select and allocate funds among the best job boards and display your ads to desired candidates. Read more about how programmatic solutions can help with candidate sourcing: Thrive Amid Volatility with Data-Driven Talent Sourcing

In addition, you can also use social media platforms to reach and recruit new candidates. Millennial and Gen-Z workers frequent companies’ social media accounts; using them correctly, you can reach and attract them. A variety of content, like images, audio, and video, enables you to connect and engage with a broader audience. If you still need more reasons to include social media in your recruitment strategy, read 8 Reasons Why Social Media Is the Best Platform for Recruiting

Conclusion

Logistics, supply chain, and transportation industries have struggled with labor shortages in the last few years. The pandemic, global economic challenges, and disruptions have only exacerbated these issues and are likely to continue well into this year.

Companies that prioritize employee skill development and growth while investing in helpful tech and automation (combined with flexibility and remote work options) will be well-positioned to attract and retain top talent in the logistics industry. Furthermore, businesses must look into their hiring process and make it easier, quicker, and more streamlined. Lastly, most companies often fall back due to their outdated sourcing approaches.

To learn more about how you can use Joveo’s award-winning programmatic platform to find great-fit talent, see us in action!.

The post Top Logistics Talent Challenges in 2023 – And How to Overcome Them appeared first on RecruitingDaily.

The past twelve months have been volatile for the labor market. From the COVID hiring boom to the gradual rationalization of labor demand across industries, you wouldn’t be wrong to assume that we’re amid a recession.

However, the latest Bureau of Labor Statistics data paints a vastly different picture. The US economy added a whopping 517,000 jobs in January 2023, beating market estimates. The unemployment rate fell to the lowest level since May 1969.

While we witnessed massive layoffs across tech, industries like hospitality and leisure, government, business services, and healthcare, amongst others, added a significant number of jobs.

At a time when organizations are exploring new ways to unlock growth, talent acquisition (TA) can play a pivotal role in enabling businesses to navigate an increasingly unpredictable economic environment.

Focusing on the strategic side of talent acquisition brings enormous benefits to businesses, especially when talent teams are not consumed with tactical hiring activities. With the new talent available for hire, organizations can access a larger pool of qualified candidates. In addition, prioritizing TA during this time can help organizations develop their competitive advantage when it comes to improving the hiring experience – for both candidates and recruiters.

As TA takes on a more strategic role within organizations, it’s a great time to assess your recruiting technology stack to determine if your technology, processes, and people are ready to meet your organization’s near-future and longer-term talent needs.

From the technology demos and success stories that have been shared with me, here are my takeaways on some of the solutions making an impact in 2023.

The Modern Recruitment Technology Ecosystem

Today’s recruiting technology ecosystem is much more diverse, and with good reason. A decade back, it wouldn’t be surprising to see an organization relying on a single-suite solution to orchestrate its entire hiring process. Your typical HRIS or HCM would tackle everything from sourcing to offer management, albeit with limited functionalities and customizability.

Fast forward a few years, and we see an explosion of best-of-breed solutions designed to address specific needs at different stages of the recruitment funnel. There has been a massive shift in how organizations think about leveraging and managing such solutions.

So, top-of-the-funnel (TOFU) activities go beyond the capabilities of a traditional ATS. For instance, there’s programmatic job advertising, with players like Joveo bringing data science and behavioral advertising to enable organizations to reach a much larger pool of qualified candidates. Similarly, we see players like Qualifi, GoodTime, and Metaview delivering better interview experiences (mid-funnel) for both candidates and recruiters.

The thought of developing a future-proof recruitment stack can be daunting but it doesn’t have to be. Despite the large vendor ecosystem out there, identifying a good fit comes down to clarity in what you seek to achieve with your point solutions.

We’ve deconstructed the hiring funnel to examine how some vendors in 2023 are addressing a number of the biggest challenges in talent acquisition.

Top-of-the-Funnel (TOFU)

As the skills landscape continues to evolve, sourcing and recruitment marketing remain key priorities for organizations. A new study by Mercer found that 98% of companies still report significant skills gaps. While HR and TA look at new ways to address the growing skills divide, a large section (37%)  believe skills acquisition through hiring is the best way forward.

Here are some of the companies you should have on your radar if you’re looking to bolster your TOFU capabilities:

• PitchMe: The solution offers a great way to supercharge your candidate database, automatically updating candidate profiles in your existing database, allowing you to operationalize your candidate data like never before. Pitchme scans over 35 digital sources to update work experience, contact information, and enrich candidate profiles with verified skills missing from their resumes. It also suggests new candidates from outside of your current database.
  Why consider it? Save on valuable time by automating database enrichment and saving the hiring budget purchasing new candidates.
• Fetcher: A platform that addresses both – top and mid funnel recruiting needs by delivering candidates right to recruiters’ inboxes and offering a host of candidate relationship management (CRM) features to help you improve engagement with sourced candidates. Fetcher takes a unique approach to identifying great-fit candidates by steering away from traditional databases and using talent intelligence and matching to curate batches of qualified candidates based on requisition criteria. You can also use it to automate email follow-ups and interview scheduling.
  Why consider it? A fresh approach to sourcing and focus on DEI metrics makes it a powerful tool for organizations looking to match with candidates in high-competition industries.
• Datapeople: Simplifies job posting by automating compliance requirements for pay transparency by location and offering real time recommendations for job descriptions using language analytics. Datapeople also features an intuitive recruiting dashboard that offers insight into your job description language and content. The solution “humanizes” candidate outreach and supports your DEI efforts right from the start, i.e., job descriptions.
  Why consider it? The easiest way to audit recruiting content for job descriptions and outreach for better DEI and conversions. Also offers integrations with all major ATS.
• Brazen: A virtual career events platform for organizations hiring from both college and non-college alternatives. Brazen also offers a host of candidate engagement features and microsites designed to provide experiential/interactive communication to drive candidates down the recruiting funnel.
  Why consider it? Brazen provides a seamless engagement experience – allowing recruiters to transition from text-based chat to voice and video, all in a branded environment. The platform also offers comprehensive event tools – covering everything from event promotions to an analytics dashboard for measuring event performance.
• Retrain: Match the right people to the right roles with Retain’s intelligent candidate profiling. The solution helps you discover candidates’ skills and aptitudes and connect them to suitable roles in your organization while reducing bias. Retrain’s responsible AI supports your DEI goals by breaking down candidate profiles into skills while masking titles, degrees, or other factors that can introduce potential bias.
  Why consider it? Leverage talent intelligence to bridge your skills gap and support your DEI efforts.
• Paradox: A mobile-first, conversational recruiting platform that automates screening and scheduling. Paradox’s AI assistant, Olivia, is an intuitive conversational interface that reduces application drop-off rates by making applications as easy as texting.
  Why consider it? Job application flow has remained virtually unchanged since the early job boards. Olivia makes applying to jobs a lot more engaging and easy.
• JobSync: A platform for recruitment marketing that automates the integration of ATS’s and job sites. The solution helps connect all parts of a TA tech stack. It also removes friction by simplifying the application process to create a better candidate experience.
  Why consider it? Integrate the application process from the job site to ATS to save time and increase ROI.
• PandoLogic: A recruiting marketing and conversational AI platform that does everything from job advertising to candidate experience and analysis. It simplifies the hiring process by automatically posting jobs to recruitment sites, search engines, and social media. Its AI-enabled talent acquisition platform helps get job postings in front of more qualified candidates.
  Why consider it? Save time leveraging candidate data while reducing bias, and continuously redefine hiring strategy based on your needs

Mid-Funnel (MOFU)

Candidate engagement and interviews typically dominate mid-funnel recruitment efforts. Over the past two years, this segment has witnessed a massive transformation in the way MOFU activities are carried out. The pandemic accelerated the shift to a digital-first interviewing experience and the rise of communication automation. Vendors have been adding intelligent layers to their candidate engagement and CRM platforms to drive personalized messaging. However, CX as a whole is still evolving and many organizations are yet to begin thinking about engagement as a strategic candidate acquisition enabler. A 2022 report found that nearly 53% of candidates abandoned the recruiting process because of poor communication from the employer.

On the interviews and assessment front, there have been interesting developments since the move to digital. Overall, organizations reported a 44% increase in the number of interviews from 2018 to 2021. A part of this spike could be attributed to the fact that organizations added custom interview stages to their recruitment processes (for technical and leadership positions). On the other hand, the total time spent with prospective hires in the interview process fell 14% during the same time period. While organizations are able to operationalize their interview feedback faster, the candidate journey is a lot more non-linear. This signals an ongoing evolution in the way talent teams interact with candidates through the hiring funnel.

Vendors making moves in 2023 include (but are not limited to):

• Shine Interview: The platform offers one-way and live interviewing capabilities in addition to video introductions. It can facilitate candidate attraction and interview scheduling as well. Shine Interview helps you seamlessly add highlights and notes to interviews, making cross-team and cross-organizational collaboration seamless.
  Why consider it? Create a single unified view of the candidate from the initial attraction phase to interviewing in a shareable digital profile.
• Pillar: An interview intelligence platform, Pillar helps you speed up the hiring process by transcribing interviews for easy collaboration. The platform also offers interviewer coaching and question recommendations based on job profiles. However, the standout feature is the platform’s ability to let interviewers curate highlights, post-interview recaps to responses, cutting the failure rate in half. In addition, the offering allows for side-by-side candidate comparison to combat regency bias.
  Why consider it? Pillar’s AI-generated skills based highlight reels make hiring more objective and the question guidance feature helps you weed out any bias from the interviewing process to improve your DEI outcomes.
• Fama: The company takes a novel approach to helping organizations build a more productive and tolerant workforce by helping them identify problematic behavior before it becomes a problem. Fama offers background screening focused on uncovering intolerant behavior on social media. Its compliant and consent-based screening empowers organizations and hiring teams to make a more informed decision when hiring. With a marked increase in the use of social media post COVID-19, and an associated increase in participation online on topics such as racial justice, politics, and gender equity, Fama can help you mitigate risks associated with incivility, ostracism, bullying, and harassment in the workplace. The product also takes out the possibility of introducing bias that comes with manual screening.
  Why consider it? Discrimination is expensive. In addition to potential legal costs, the cost to replace employees can be anywhere from one-half to two times their salary. For organizations looking to build a healthy and productive culture, identifying and addressing intolerance at the hiring stage could save hundreds of thousands of dollars.
• Glider: The skills intelligence platform helps organizations assess talent quality across multiple stages – screening, assessments, and interviews, via AI chatbots and proctoring. It offers both technical and non-technical skill assessment features making it a potent tool for businesses across industries.
  Why consider it? Save valuable SME time by automating phone screening with Glider’s AI-guided phone conversations.
• SourceWhale: A solution that brings consumer-grade personalization to talent acquisition, SourceWhale offers hyper-personalization to engage and drive candidates down the recruiting funnel. Its handy chrome extension allows you to pull in personalized content mid-sequence and edit variables on the fly, allowing recruiters to create a white-glove experience for candidates. SourceWhale also features reporting and automation along with ATS integrations, making it one of the easiest “bolt-on” candidate experience solutions out there.
  Why consider it? Drive personalization at scale with content. Leverage A/B testing, gamification, and DEI analytics to improve your recruiting outcomes.
• Calendly: A scheduling automation tool that helps reduce time to hire and improve employee productivity. The solution can help teams coordinate multi-step interviews with various formats in a singular location. It also manages interviewer workload, attributes and time-zone to build balanced schedules.
  Why consider it? Increase your candidate pipeline while reducing the time it takes to fill a position. Also decreases interviewer burnout by managing the work across an entire team.
• Metaview: Makes interviewing more engaging for both interviewers and candidates. Metaview automates notetaking so interviewers can focus on high-quality conversations with candidates. It also offers AI-generated summaries of interviews. Solutions like these put the spotlight back on human interactions in an increasingly automated world. It enriches itself from other data sources like ATS to synthesize the highlights of the interview – making life easier for recruiters and hiring managers.
  Why consider it? Improve the quality and speed of your hiring process by uncovering insights into the rigor and consistency of your interviews.
• GoodTime: Simplify interview scheduling and bring down your time to hire with smart automation. GoodTime’s meeting optimization engine ensures candidates get matching times on their interviewers’ calendars as soon as they give their availability. It addresses common scheduling problems like manual emails and panel interview slot matching. It’s a great solution for companies with high-volume hiring needs as well as organizations with multiple interview stages for white-collar roles.
  Why consider it? Scale your interviewer pool with shadow training and develop new subject matter experts within your organization.
• Qualifi: Reduce candidate ghosting and scheduling conflicts with on-demand interviewing. Qualifi allows you to pre-record your interview questions that candidates can respond to and complete within 20 hours, making phone screening a breeze. In addition, a transcript is created which identifies keywords that match the role requirements. Pre-recorded interviews significantly bring down your time-to-hire.
  Why consider it? Qualifi’s interviewing platform allows you to bulk-send interviews to candidates, avoiding the back-and-forth burden of scheduling. Interviews are just a link or QR code away and can be reviewed like a podcast in 1.5 or 2x speed.
• HireMojo: A new product category within CRM, MojoHire offers a wide range of functionalities, from sourcing to hiring. The platform features a database of job descriptions and interview questions that are further matched to your requisition via AI to help you find the top candidates. MojoHire also identifies the best job posting channels for your open roles using predictive analytics and real-time behavioral data. Finally, automated screening allows recruiters to focus on high-value tasks rather than resume screening.
  Why consider it? Achieve more with your ATS by tapping into intelligent layers and talent rediscovery.

Bottom-of-the-Funnel (BOFU)

As the organizations continue to scrutinize their quality-of-hire, skill assessment platforms have become a staple in the selection stage for organizations. Post pandemic, technical assessments have become more immersive thanks to interactive experiences via problem-solving simulations and conversational intelligence. Vendors in this space are now expanding their capabilities to support more of the recruitment process from sourcing to selection, similar to what we’ve observed over the last two years in the video interviewing segment.

In addition to skills, behavioral assessment and psychological profiling remain relevant today despite scepticism from a scientific validation standpoint. However, we’ve observed a marked departure from game-based psychometric assessments to more holistic job simulation assessments that measure both behavioral and domain skills.

Some assessment solutions to watch out for in 2023:

• Filtered: A unique approach to technical assessments that does not rely on coding tests or screening. You can instead evaluate candidates with short, comprehensive job simulations that objectively assess the skills you are hiring for. Filtered can help you create real-world simulations tailored to a role and seniority level, while empowering candidates to explain their work.
  Why consider it? Make assessments more impactful and objective to predict candidate performance on the job.
• Highmatch: Mobile-first assessments that measure the success factors for on-the-job performance. Highmatch offers domain, personality, cognitive aptitude, and situational judgment assessments, making it a 360-degree assessment platform for organizations in all industries and of all sizes.
  Why consider it? Personalize assessment to the candidate and their experiences to get a complete view of their ability to succeed in a role.

Conclusion

Slowing growth and a highly competitive labor market make for an interesting paradox. And the recruiting technology ecosystem is rising to the occasion by developing solutions based on deep-domain expertise and leaning on talent intelligence. With more recruiting tools becoming ATS and HCM agnostic, TA teams have an opportunity to tap into a much larger solutions ecosystem with bespoke capabilities for each stage of the hiring funnel.

Going forward, TA teams will need even more education, support, and consulting expertise to navigate candidate expectations and achieve business goals in 2023. As all these challenges take form, we will be here to guide you.

We hope this resource helps you get started re-envisioning how you address your most pressing challenges with technology.

The post Spotlight: Succeeding with Recruiting Solutions in 2023 appeared first on RecruitingDaily.

Are you still reeling from unprecedented recruitment and retention challenges only to be confronted by an economic downturn?

HR will play a vital role in managing this, but the dilemma caused by also simultaneously having to fill a plethora of open positions, as well as retain the folks we need, creates exasperating contradictions.

That’s the Question

How do you deal with a short-term economic issue without sacrificing a coherent strategy to deal with long-term labor shortages?

Listen in as JD “Xpert” Don Berman and RecruitingDaily’s William Tincup discuss the role HR will play in leading organizations through the predicted economic downturn, and how job description technology can be used effectively to consolidate, recruit, and retain.

In this webinar, attendees will learn:

• What economists are predicting for 2023 and beyond.
• The vital role HR will play in navigating organizations through the slump with an eye on long-term labor challenges.
• Four ways HR can help businesses adapt to the changing employee/employer dynamics and refine processes while balancing your labor cost against your most critical asset – people.
• How job descriptions can be used as a foundation for strategic recruitment and retention.
• Why managing job descriptions in a more impactful way can help keep organizations flexible during changing work, social, and economic environments.

How About Both?

Register to tackle one of the many, very important pieces of the recruitment/retention puzzle as it stands today. Gaping holes in your workforce is beyond intimidating, but adequate management of your job description process will not only help fill those gaps – it’ll keep them full without sacrificing your goals as an organization.

The post Recruiting and Retaining Talent Through Economic Uncertainty appeared first on RecruitingDaily.

Beamery closed a $50 million Series D funding round, taking the company to a valuation of over $1 billion and representing a 25% valuation uplift over its previous round. The funding was led by Teachers’ Ventures Growth, part of the C$242 billion Ontario Teachers’ Pension Plan. 

Salary.com signed a reseller agreement with Mercer, the global HR consulting and asset management firm. Under the agreement, Mercer surveys will become available to Salary.com’s 8,000 survey and B2B software subscribers.

High volume ATS provider Fountain released new recruiter tools meant to help support scheduling and interviewing of hourly workers. The update includes the ability for candidates to book time on recruiters’ calendars and to help with arranging both in-person and online interviews. The result, Fountain hopes, will be less wait-time for candidates in between steps in the process, as well as fewer tasks and emails on the part of recruiters.

The share of professionals freelancing increased to 39%, up three percentage points from 2021, according to research from Upwork. That represented some 60 million Americans. Some 73% said that perceptions of freelancing as a career are becoming more positive, up from 68% in 2021. During 2022, 43% of all Gen Z professionals and 46% of all Millennial professionals performed freelance work.

About 46% of workers are currently looking or plan to look for a new role during the first six months of 2023, said Robert Half. That’s up from 41% six months ago. The company’s biannual Job Optimism Survey also found that employees’ top reasons for making a move include a higher salary (61%), better benefits and perks (37%) and greater flexibility in choosing when and where they work (36%).

KarmaCheck, which uses “candidate-centric technology” to background checks, partnered with  Candidate.ly to allow Candidate.ly customers to integrate KarmaCheck background checks into the overall applicant management system.  

Greenhouse made multiple additions to its team. The company hired Jung-Kyu McCann as its first chief legal officer, Kristina Salen as its chief financial officer and appointed Emily Rollins as a board member.

The post HCM Talent Technology Roundup December 16, 2022 appeared first on RecruitingDaily.

Phenom announced the expansion of its partnership with UKG to include certifications for Job Sync and Hosted Apply. The companies hope this will improve candidate experience by creating a better application process, while adding automation to reduce manual tasks and improve recruiter efficiency. The goal for the expansion is to help organizations to accelerate time to hire and attract top talent.

Fountain, an ATS for high volume hiring, announced recruiter tools that help with scheduling and interviewing. The update to the Fountain platform supports scheduling for in-person and virtual interviews, making it quick and easy for candidates to book time on recruiters’ calendars.

Interview intelligence platform BrightHire announced a partnership with enterprise hiring platform SmartRecruiters. With this, talent acquisition teams can leverage BrightHire’s SmartRecruiters ATS integration and the SmartRecruiters marketplace to aid the quality of their hiring, avoid costly mis-hires and reduce bias.

Shyft Careers, a technology-focused hiring and recruitment agency, unveiled its Shyft dashboard and website. The offering aims to help growing businesses fill their open positions while reducing time-to-hire. According to the company, the dashboard uses a “deconstructed” hiring model to find candidates that fit an organization’s open positions.

UKG expanded into Uruguay to engage new talent to develop technology products for its customers. This comes after the company acquired a competitor, Ascentis Corporation, which had operations and employees in Uruguay.

Recruiting startup Hunt Club announced their $40 million Series B round co-led by WestCap and Sator Grove. The investment round follows Hunt Club’s $10 million Series A financing in October 2021. According to the company, this funding will allow for the company’s national expansion as well as technology platform enhancements.

Greenhouse announced multiple additions to its team. The company hired Jung-Kyu McCann as its first chief legal officer, Kristina Salen as its chief financial officer, and appointed Emily Rollins as a board member.

The post HCM Talent Technology Roundup December 9, 2022 appeared first on RecruitingDaily.

iCIMS added new features to its Talent Cloud in an effort to help talent teams gain intelligence, automate more tasks and prod existing employees to “design their next career opportunity” internally.

Modern Hire released a preconfigured pre-hire assessment for candidates seeking employment as a commercial driver. Called Virtual Job Tryout for Drivers, the module joins the company’s portfolio of job simulations and text-based assessments, which the firm said is designed to measure the skills and abilities necessary to succeed in a role, and also provide candidates with a realistic idea of what a typical day on the job is like.

Lattice said that data from Mercer Compensation Benchmarks is now available through the company’s new Compensation product. Compensation was launched in July 2022 to connect performance and compensation as a way to drive more effective strategies and transparency around pay decisions. Lattice said its alliance with Mercer represents “a natural evolution” through its offering of improved efficiency, clarity and ease of use. 

Hiring software company Greenhouse released new capabilities that give recruiters and hiring teams a structured way to set, track and measure their work against hiring goals. Greenhouse Goals helps talent acquisition teams set goals at an individual or company-wide level, offering greater transparency into their performance and visibility into areas of improvement.

Job.com secured an undisclosed investment from Serengeti Asset Management and Ghost Tree Partners. The investment will accelerate the delivery and development of Job.com’s technology and fund further acquisitions in the recruitment and staffing sector.

Talroo launched its Publisher Optimization Platform, or POP. The platform helps community news sites, career sites, blogs and job sites integrate machine learning-driven job search services within their overall experiences, articles, content, job listings and job alerts.  

Sapia.ai, the Australia-based developer of Smart Chat Interviewer, raised $17 million in a Series A round led by Macquaire Capital and Woolworths Group’s W23 venture capital arm. In a statement, the developer said the funding will be used to continue its overseas expansion, including offering its product in multiple languages.

The majority of gig workers face a variety of unique and pressing financial challenges as well as a lack effective tools to help them achieve financial stability. According to new research led by nonprofit Commonwealth and supported by Green Dot Corporation, most of today’s gig workers have little or no savings for emergency expenses on top of income instability.

The post HCM Talent Technology Roundup December 2, 2022 appeared first on RecruitingDaily.

The lack of industry standardization around recruiting strategies means that each company is left to devise its approach. With no data to benchmark against, it’s hard to know if you’ve found the perfect SaaS hiring strategy.

Let’s look at the steps to building a scalable hiring process for your SaaS startup.

Begin by Understanding Your Hiring Foundation

Before you decide how to build your hiring process, you must first understand what makes a winning sales funnel. You’ll need to identify the general types of candidates, what kind of technical skills they’re looking for, and your company’s unique needs.

Think about where you want your business to be in the long run. If you want to be the best SaaS product in the market, your hiring strategy must reflect that goal.

Evaluate the reasons for founding your business besides making money. Your company’s mission is the heart of your SaaS recruitment approach. Understanding your mission will help you build a hiring process that attracts candidates who share your vision. People loyal to your brand will benefit the company long-term.

Evaluate which growth model you are trying to promote. If you’re a high-growth startup, you’ll have different hiring needs than a more established business. To build a hiring process that works for your business, understand where it fits in the growth model spectrum.

Look into your current hiring process and how it aligns with or fails to align with your goals. Your hiring process should be easy to digest, but you still need to have a clear vision of what you want your new hires to accomplish.

Optimize Your Job Posts

Creating compelling job posts is the first step in a recruiter’s job search. It’s also the most challenging component of your SaaS hiring process. SaaS recruiters need to create effective job listings that capture what you’re looking for in candidates yet do not appear spammy when you run them through multiple platforms.

Define what kind of candidates are the best fit for your SaaS business. The best way to build a scalable hiring process is to identify the proper criteria for picking qualified candidates. For example, if you’re looking for a senior chief technology officer (CTO), you must define that role. 

Candidate persona description allows you to establish your core-skill profile and set aside candidates who don’t possess those specific skill sets. The process makes it easier for your SaaS team to prioritize the suitable types of new hires at the outset.

Keep the ad concise. Work with your team to consolidate keywords, details or bullet points for each job post. You’ll need to communicate clearly across websites and messaging channels.

Include a picture in your job posts. Including a picture creates more engagement and increases click-through rates. Be sure to develop clear call-to-action statements below the job description in the body of your ad copy.

Develop a Strategic Recruitment Plan

To build a formidable hiring process, you must have a well-thought-out recruitment strategy. Your SaaS business is looking for quality candidates who will positively impact the company. Those new employees should possess traits that align with your company’s goals and culture.

Define the roles and responsibilities of each position. Make sure they are clearly defined, so you know what you’re looking for in candidates. For example, if you’re looking for an entry-level PHP developer, you’ll need to describe what tasks that person will be doing daily.

Utilize a Data-driven Approach

A data-driven approach to recruitment helps you determine what works and doesn’t and how to make your SaaS hiring process more efficient. Collect and examine data from every step of your recruitment process to build a scalable hiring strategy.

Set aside a budget to test new channels. Use data analytic tools to monitor which job postings get the most views and the most applications. Then, you can evaluate each channel according to audience reach and engagement performance to decide which ones are worth your time and money investment.

You’ll need to invest in an automated candidate tracking system to build a scalable hiring process for SaaS. A single platform helps recruiters manage the entire application process from beginning to end. The system tracks candidates’ engagement with your recruiting efforts, evaluates their information and determines their suitability for the job.

When evaluating applicant tracking systems (CMS), you want one that will help you organize each stage of the hiring cycle and capture information for future employee recruitment.

Track Every Step of Your Hiring Process

A scalable hiring process is fully transparent to your SaaS team, including company executives. When you create a recruiting strategy and build a candidate tracking system, it will be easier to monitor your SaaS hiring efforts.

Evaluate how long each part of the process takes. Then, you’ll be able to identify bottlenecks in the recruiting process and work with your team to pinpoint why they occur.

Begin by reviewing the conversion rate of each channel. If you’re using multiple outreach methods, evaluate which platforms generate more leads and better fit within your brand image. 

Choose the Right Technology

A scalable SaaS recruiting process includes the right technology. Test different candidate-tracking platforms to determine which ones work best for you.

Be sure your candidate-tracking system is compatible with your recruiting software. The most crucial component of a scalable hiring process is ensuring it integrates seamlessly with your other recruitment software, marketing strategies and messaging channels.

Track job applications by department, role and skills. The recruiting system can help you match applicants with suitable job openings faster. For example, the system can tell you which jobs are oversubscribed or need updates to the description text.

Don’t forget about marketing channels when tracking your candidate outreach strategies. Work with your team to develop a data-driven marketing strategy based on all of your SaaS startup marketing channels. 

The recruitment system will keep track of leads generated and decide which ones are worth your time and money investment. 

Final Thoughts

A scalable hiring process is essential to building a healthy SaaS startup company. Your recruitment strategy will determine the survivability of your SaaS business. Before investing in an electronic candidate tracking system, ensure it offers the right features and is compatible with your other recruiting software and marketing strategies.

The post How To Build a Scalable Hiring Process for SaaS appeared first on RecruitingDaily.

Are you still reeling from unprecedented recruitment and retention challenges only to be confronted by an economic downturn?

HR will play a vital role in managing this, but the dilemma caused by also simultaneously having to fill a plethora of open positions, as well as retain the folks we need, creates exasperating contradictions.

That’s the Question

How do you deal with a short-term economic issue without sacrificing a coherent strategy to deal with long-term labor shortages?

Join us on Wednesday, December 14th, as we speak with JD “Xpert” Don Berman and RecruitingDaily’s William Tincup about the role HR will play in leading organizations through the predicted economic downturn, and how job description technology can be used effectively to consolidate, recruit, and retain.

In this webinar, attendees will learn:

• What economists are predicting for 2023 and beyond.
• The vital role HR will play in navigating organizations through the slump with an eye on long-term labor challenges.
• Four ways HR can help businesses adapt to the changing employee/employer dynamics and refine processes while balancing your labor cost against your most critical asset – people.
• How job descriptions can be used as a foundation for strategic recruitment and retention.
• Why managing job descriptions in a more impactful way can help keep organizations flexible during changing work, social, and economic environments.

How About Both?

Join us to tackle one of the many, very important pieces of the recruitment/retention puzzle as it stands today. Gaping holes in your workforce is beyond intimidating, but adequate management of your job description process will not only help fill those gaps – it’ll keep them full without sacrificing your goals as an organization.

Bring your coffee, your questions, and your job descriptions, and let’s get to work.

Can’t make the live event? No worries! Register to reserve your seat, and we’ll send you a link to the video and materials in 1-2 days after the webinar. If you have any questions, please contact us directly. 

The post Recruiting and Retaining Talent Through Economic Uncertainty appeared first on RecruitingDaily.

Using a built-in five-star rating system, the feature uses natural language processing to rank candidates for roles. The ratings give recruiters “a clear picture of each candidate quickly,” the company said.

Dave Barteh, HiringSolved’s executive vice president of Sales and Marketing, believes the feature will speed up placement by prioritizing candidates over jobs. The solution removes roadblocks in areas such as institutional knowledge and experience, he said, enabling recruiters to feel confident in weighing how a candidate ranks for a particular role.

“By automating the connection between candidate and role, Candidate-to-Job Matching reduces the time spent sourcing from the ATS or CRM, and allows recruiters to build a shortlist in seconds,” HiringSolved said. That, In turn, allows recruiters to concentrate on connecting with candidates and providing a better experience.

The Matching Era

Recruiting and hiring remain difficult tasks for American HR leaders. There are nearly 11 million jobs open in the country, according to a recent report by the Bureau of Labor Statistics.

Over the last few years, recruitment platform providers have shifted their focus toward matching candidates with jobs, connecting prospective employees to new opportunities using the employees’ data.

​“Recruiting and staffing are people-driven businesses, but historically the process has started with the job and worked to find candidates,” said Barteh. Candidate-to-Job Matching, flips the approach.

​HiringSolved links recruiting databases, simplifies recruiting workflows and delivers data insights to help talent acquisition professionals match the right people to the right roles more quickly. The company claims its approach cuts sourcing time by 25%.

In September, Sense, a provider of AI-driven talent engagement solutions, acquired Skillate to provide AI-powered hiring services including candidate matching, job distribution, job description assistance, and talent relationship management.

The post HiringSolved Unveils Candidate-to-Job Matching appeared first on RecruitingDaily.

This unconscious bias can lead to hiring decisions based not on merit or qualifications but on factors such as race, gender or ethnicity. The result? A less diverse workforce and failure to reflect the company’s customer base.

Intelligent automation (IA) can help create a more equitable hiring process by reducing the reliance on human decision-making. By using algorithms to screen candidates, rate their qualifications, and select the most qualified candidates for interviews, IA allows companies to avoid the pitfalls of unconscious bias and create a more diverse and representative workforce.

What Are Intelligent Automation and Unconscious Bias?

IA combines advanced technologies such as artificial intelligence, prescriptive analytics, robotic process automation, intelligent document processing and process and task mining to create digital workers, or bots, to support decision-making. Examples include data-driven processes using unstructured data, such as analyzing and classifying candidates’ resumes and CVs and making decisions or recommendations about who to interview.

Unconscious bias is how personal beliefs and prejudices influence hiring managers’ decision-making. These biases are often based on gender, race, ethnicity or age and can lead to an unfair hiring process. These unconscious biases make it harder for talented candidates to get a fair shot in the hiring process.

How Can IA Reduce Unconscious Bias In the Hiring Process?

There are several ways in which IA can reduce unconscious bias when hiring people:

1. 1. Find a broader pool of candidates: Intelligent Automation can automate candidate sourcing by scraping databases to find ideal candidates for vacant positions. It can also handle the flood of applicants for any given job. The Harvard Business Review says every online job posting receives an average of 250 applicants. Recruiters can’t manually handle this many resumes themselves, so they tend to whittle it down to the 10-20%they can handle, usually focusing on Ivy League degrees, employees of competitors and employee referrals. Through IA, digital workers can help avoid the issue of recruiters being unable to read every application.
   2. Create a more standardized process: Inconsistency in hiring can amplify unconscious bias. IA can help create a more standardized process by ensuring all candidates are treated the same and each step in the process is followed correctly since digital workers are always perfectly compliant with company policy. Examples include automated job postings, tracking applications through the hiring pipeline and running automatic background checks.
   3. Use data to drive decisions: IA can provide access to otherwise unavailable data. For instance, data sets too large for human workers to review. This data can be used to analyze previous hires, discern patterns and suggest corrections to the process. It can also help drive hiring decisions and ensure candidates are selected based on their qualifications, not a personal bias.

Benefits of Reducing Unconscious Bias

Reducing the unconscious bias in the hiring process can benefit an organization in many ways, including:

1. 1. Create a more diverse workforce: A more diverse workplace is not just good sense; it’s good business. Greater diversity enhances creativity, drives innovation and helps companies grow. For example, the Boston Consulting Group reported more diverse management teams led to 19%higher revenues than companies with less diverse leadership.
   2. Reduce turnover: Employees who feel they were hired relatively and without bias are more likely to be satisfied with their job and less likely to leave the company. By reducing unconscious bias in the hiring process, companies can reduce employee turnover and save on costs associated with recruiting and training new employees.
   3. Improve the bottom line: Workplace disputes often rooted in unconscious bias cost the U.S. economy approximately $359 billion annually. In addition, outright discrimination adds another $64 billion to the tab every year. Taken together, allowing unconscious bias into your hiring process proves costly.

More needs to be done to promote equity in your average hiring process. However, IA can be a powerful tool in reducing unconscious bias by allowing hiring managers to focus on the essential criteria for the role rather than allowing personal biases to influence their decision-making.

The post Eliminating Unconscious Bias in Your Hiring Process appeared first on RecruitingDaily.

Taleo is an enterprise ATS Oracle was infamous for stuffing inside of larger HRIS deals. Largely successful because it was one of the first ATS’s to market, the product had been designed by a Canadian supply chain engineer with zero background in talent acquisition.

It did neat things like hard-coding in a requirement for every potential candidate to create a login and password (which is no bueno when it comes to things like candidate experience and apply rates). That said: they were largely first-to-market when it came to ATS, and the managed to gain significant market share as a result. Shortly thereafter Oracle gobbled it up and, well, then they made us all use it.

Oracle Recruiting Booster is meant to be something very different. Sort of “A New Hope” with Taleo as Darth Vader and Recruiting as Luke Skywalker, it arrived on the scene 5 years ago. It’s an integral part of the company’s Oracle Fusion Cloud Human Capital Management (HCM) offering. If you’re looking for a more mundane analogy, think of it as Microsoft365 vs Office. One you can access anywhere, the other forces you to use Bing.

It’s a nifty offering as the platform is built by the company, and they clearly took a number of lessons from their experience with Taleo. So there aren’t issues with different code stacks not playing nicely. It’s a better all-around user experience.

There aren’t any integrations from white labeled third-party vendors that randomly go offline midday because the vendor is based in Hyderabad and it’s midnight there (true story). It’s steadily developing into a full kit, from candidate engagement and tracking through onboarding, and then as internal employees.

What’s potentially powerful is the candidate record. Since that’s the object tracked – and then, if hired, evolves into the employee record – the theory goes that data stays attached, and added to, throughout their full employee lifecycle.

The Power of One Record

If you have a platform like that, and if it actually works, you can do some fun things (editor’s note: end-user experience and mileage may vary, this is based on a demo and some chats). With the person-record as the object tied to them after they’re hired, the recruiting team should have access to a pool of talent that’s already been vetted by the organization.

For instance, internal mobility. Typically, your system of record/ job posting tools aren’t tied neatly to your internal comms platforms. You may have an internal job board, but that’s really not the same thing. Along with that, you generally don’t have an easy way to look internally.

A fully integrated system allows you to search and communicate with that talent pool at a much more efficient rate. That’s a huge advantage. Along with that, there’s potential to quickly broaden employee referral rates.

The saying goes “like tends to know alike.” If you’re looking for a new node.js developer, part of your sourcing strategy will be to make sure team members who have that skill are made aware of the opportunity and know to share it with their external talent communities. Booster wants to automate functions like that.

The Main Event(s)

Today, the company is announcing some major additions to its offering: Oracle Recruiting Booster. The system is designed to slowly replace bolted-on solutions with more and more Oracle-created technologies. Here’s what’s new:

• • Hiring events: (Hello Indeed Events) create and promote open roles and recruiting events. Built into the Oracle Recruiting job portal to make it easy for recruiters to create event listings, registration pages and pre-screening questionnaires for specific job requisitions. Recruiters can also track registration and attendance and use Oracle Recruiting’s built-in candidate relationship management tools to market events to specific candidate groups.
  • Two-way messaging: (IE, TextRecruit) Enables recruiters to send and receive SMS and email-based communications with candidates directly through Oracle Recruiting. Communications are automatically tracked, giving recruiting teams full visibility into the engagement history with each candidate.
  • Expanded Oracle Digital Assistant capabilities: IE: conversational AI (and this one goes out to Paradox). Empowers recruiters to communicate with candidates in a conversational manner and from any device. Enable candidates to sign up for and check into recruiting events, receive job recommendations based on preferences and qualifications, complete job applications, answer pre-screening questions and schedule interviews. It can now also conduct candidate surveys to help recruiters better understand overall sentiment.
  • Interview management: (Hello Calendly and GoodTime) Streamlines the interview scheduling process and gives recruiters deep visibility into which interviews are taking place for specific candidate groups, requisitions or events. Recruiting teams can view all candidate and interview information in one centralized location, including interview schedules, feedback and availability preferences. Automatically identifies ideal times for interviews that align with the hiring team’s availability.

Next Steps

The timing for roll-out is in the first half of 2023.

Clearly, Oracle Recruiting Booster is gunning for some of the hottest focused-solution providers on the market, from iCIMS TextRecruit to Indeed Events to Olivia by Paradox, among others.

Not that there is major concern coming from would-be competitors at this point. Speaking with Indeed CEO Chris Hyams last week at their FutureWorks event in New York, I asked about his thoughts when it came to competition with their Events offering (Chris is a really nice human, by the way). His feeling on the issue is that their significant competitive advantage when it comes to events is the massive user pool they have to communicate with, and their expertise in SEO and messaging in general.

No word from the other category solutions yet. This one will be interesting to watch play out.

The post Oracle Recruiting Chases Solution Vendors With Newest Offering: Oracle Recruiting Booster appeared first on RecruitingDaily.

Ambitious diversity goals, finding qualified mid-level professionals, and long-term employee retention are major challenges that talent teams (you) wrestle with daily.

This is even more dramatic in the current job market.

Those challenges are in part why at leading employers, early career hiring has shifted from a “nice-to-have” to a strategic lever for fueling an efficient talent strategy.

Plus Smart Investments

Watch as RecruitingDaily’s William Tincup and Hansford Johnson, Assistant VP – Enterprise Diversity & Inclusion, Talent Management & Talent Acquisition at Travelers, hold a Fireside Chat hosted by RippleMatch.

We discuss and outline how investments in early career programming can be applied to solve many of the problems you face in order to support and surpass your overarching talent goals.

You’ll learn:

• Key insights and data on the state of early career recruiting
• How to build an early career recruiting strategy that will support your diversity goals
• How employers have been using early career programming to get ahead of mid-career salary wars with top paying employers

Equals Optimal Return

You’re invested in your early career talent programming. It’s time to learn how a renewed focus on new talent can benefit your talent strategy in the long run.

The post Maximizing Your Investment: Turning Early Career into a Strategic Lever for Talent appeared first on RecruitingDaily.

Flexibility is now one of the top three concerns candidates prioritize when they’re considering a new role, along with compensation and job fit, according to a report from Qualtrics. The findings illustrate how employee expectations have changed dramatically over the course of the pandemic, as millions of workers experienced working from home – and how difficult those expectations would be to change.

Even with a record number of job openings in the U.S., many candidates say they are struggling with their job search, according to staffing firm PeopleReady. Over half of the  job seekers it surveyed – about 54% – said it has been “difficult” or “extremely difficult” to find a job that fits their preferences. The top reasons that people were looking for a new job in the first place include flexibility, higher pay and job satisfaction.

PivotCX released the beta version of its Real-Time Video communications package, which will be an addition to its talent acquisition communications hub. The company said the addition of video will provide a high level of interoperability across  existing channels already in place.  

HireVue announced a new pre-hire assessment to measure a candidate’s agile mindset. In a job market filled with constant change, the company said, this assessment helps employers identify candidates with a propensity for faster thinking, efficiency and flexible ways of working.

Oyster announced the launch of its Guided Hiring Process. The Guided Hiring Process is meant to reduce the complexity of global hiring, while helping organizations gain access to a larger pool of global talent.

Phone screening platform Qualifi announced a strategic partnership with Fountain, developers of an ATS for high-volume hiring. The two platforms are now directly integrated to streamline, scale and expedite the recruiting process for both applicants and recruiters.

Eightfold AI rolled out Eightfold Talent Flex, an AI-based solution that helps both HR and Procurement specialiasts source and manage high quality contingent workforces more efficiently.

WorkGenius acquired JBC, a New York-based staffing company. The company said it will leverage its proprietary algorithm, to better match its talent pool using factors that can reduce unconscious bias, including gender/sex.

Consult PR, a digital marketing firm, completed a successful beta program and is now offering recruitment process outsourcing for its clients.

The post HCM Talent Technology Roundup October 14, 2022 appeared first on RecruitingDaily.

Graduate VJT is an extension of Modern Hire’s VJT simulation, a text-based assessment technology that measures competencies and likelihood for a candidate to stay on the job. The tool was designed for entry level roles across the globe.

According to the National Association of Colleges and Employers Job Outlook 2022, employers are planning to hire almost one-third – about 31% – more new college graduates from 2022 than they did from previous class. Even given the impending economic downturn, experts believe the current job market offers college graduates a number of options.

Attracting Recent Graduates

Modern Hire said that by using VJT, hiring teams can invite all of their candidates at once to complete an assessment. That eliminates manual outreach by recruiters and potential delays in the hiring process, the company said. Candidates are evaluated based on objective, job-relevant data, instead of less objective tools such as a resume reviews.

In addition, as candidates engage in a series of exercises specific to their job through the technology, they learn more about the organization and if the role is right for them. Modern Hire believes the result will be candidates who feel they’ve been treated fairly and, even if they don’t get the position, leave the process with a positive impression of the company.

The post Modern Hire Releases Virtual Job Tryout to Assess Recent Graduates appeared first on RecruitingDaily.

Although it doesn’t disclose many details about itself, Prelude claims to have hundreds of customers, according to TechCrunch. Among them are One Media, Duolingo, Cloudflare and Samsara.

In a blog post, Prelude founder and CEO Will Laufer said his company will become “a core part” of Calendly’s recruiting solution. Prelude’s recruiting operations platform, he said, “will continue to grow in combination with Calendly’s seamless scheduling automation platform.”

The deal hints at Calendly’s approach to building out specialized, vertical-focused products “starting with HR,” said TechCrunch. That’s a course change of sorts, because the company built its business on a general-toolkit approach. (The pandemic didn’t hurt its growth, for that matter.)

Calendly Founder and CEO Tope Awotona said the deal won’t be the company’s last acquisition, though he indicated Calendly isn’t planning a wave of buying. Many of the tools needed to grow the product, he said, will be built in-house.

TechCrunch noted that Calendly has come under increasing pressure from competing scheduling services from the likes of Google and Microsoft. The deal will help face down such threats, it said, and also smooth the way for Calendly to better serve the enterprise market.

Under the Radar

Laufer said Prelude’s existing customers won’t feel any major changes because of the acquisition. The company’s employees will join Calendly to continue their product development and support efforts. In addition, “our investments in product and customer success will grow in the coming months,” he said.

To date, Prelude hasn’t been exactly a household name. Founded in 2017, the company is well-respected but has raised just $2.4 million.

Calendly will leverage Prelude for its enterprise customers who already use its scheduling platform for multiple departments. The company believes an improved interview scheduling solution that integrates with ATS’s will help remove the friction that exists in the candidate experience “by changing how companies approach their hiring strategies.”

The Calendly-Prelude combination fits neatly into talent acquisition’s current prioritizing of automation. Tools that can remove friction from most any point of the hiring process have grown in popularity as employers struggle to manage the dynamics of an elusive talent pool, limited resources and the need to coordinate meetings with candidates who may hail from a remote area.

The post Calendly Wades Into Recruiting Solutions by Acquiring Operations Platform Prelude appeared first on RecruitingDaily.