The pressure of high-volume hiring is real. And while it’s no David Bowie song, the impact of hiring hundreds – even thousands – of employees each month without a cohesive process will definitely be just as memorable, albeit much less enjoyable.

Unfortunately for many TA teams, the only systems in place are adopted from professional recruitment practices. But high-volume hiring comes with a unique set of challenges that requires a specialized approach.

Let’s Talk: Tech, People, Process

Jeanette Leeds, Managing Director of Hourly by AMS and high-volume hiring expert, combines brain power with RecruitingDaily’s William Tincup to teach us about strategies to accelerate volume hiring at scale by leveraging technology to effectively manage high-volume recruitment and attract top-quality talent.

In addition, they tackle best practices for conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Key Takeaways:

• Strategies for streamlining and accelerating high-volume hiring processes while maintaining a personalized candidate experience.
• Best practices for leveraging technology to effectively manage high-volume recruitment and attract top-quality talent.
• Insights into conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Time to Power Up

Technology has transformed the talent industry at all levels, from mobile recruitment tools to AI in sourcing, interview, and assessment processes. But to increase speed-of-hire and reduce costs, high-volume recruitment needs the right tech, a people-first approach, and effective processes.

The post Amplifying High-Volume Hiring: Unleash the Power of Technology, People & Process appeared first on RecruitingDaily.

Engaging the Next Generation of Talent

Every year, Gen-Zers are making up a larger percentage of the workforce — but many talent acquisition teams are still struggling to find, engage, and hire the right early career talent for their roles.

Traditional sourcing tactics are showing increasingly diminishing returns with the newest entrants into the workforce, at a time when most recruiting teams are being tasked to do more with fewer resources.

How is Gen Z approaching the job search? How are members of this generation perceiving the job market given the current macroeconomic climate? How are they choosing to engage with companies in selecting their next role? And given all that, what can you do to hit your early career hiring and diversity goals in an efficient way?

Join this discussion with William Tincup of RecruitingDaily and Tammy Hart of RippleMatch to hear takeaways from a recent Gen Z survey data, and learn best practices from organizations that are leading the way in early career recruiting.

What you’ll learn:

• Gen Z’s current attitudes and perceptions toward the job market
• The top channels Gen Z is engaging with today in their job searches
• Gen Z’s top criteria when selecting their next opportunity

This will be an insightful, fun discussion that will leave you with immediate takeaways to help you re-engage your Gen-Z candidates.

See you there!

Can’t make the live session? Register now, and we’ll send you the recording and slides when it’s over. 

The post The Gen Z Impact: Navigating a New Era of Recruiting appeared first on RecruitingDaily.

The pressure of high-volume hiring is real. And while it’s no David Bowie song, the impact of hiring hundreds – even thousands – of employees each month without a cohesive process will definitely be just as memorable, albeit much less enjoyable.

Unfortunately for many TA teams, the only systems in place are adopted from professional recruitment practices. But high-volume hiring comes with a unique set of challenges that requires a specialized approach.

That’s why we’re here.

Let’s Talk: Tech, People, Process

Jeanette Leeds, Managing Director of Hourly by AMS and high-volume hiring expert, will combine brain power with RecruitingDaily’s William Tincup on April 13th at 2 p.m. ET.

We’ll learn about strategies to accelerate volume hiring at scale by leveraging technology to effectively manage high-volume recruitment and attract top-quality talent. In addition, they’ll tackle best practices for conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Key Takeaways:

• Strategies for streamlining and accelerating high-volume hiring processes while maintaining a personalized candidate experience.
• Best practices for leveraging technology to effectively manage high-volume recruitment and attract top-quality talent.
• Insights into conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Time to Power Up

Technology has transformed the talent industry at all levels, from mobile recruitment tools to AI in sourcing, interview, and assessment processes. But to increase speed-of-hire and reduce costs, high-volume recruitment needs the right tech, a people-first approach, and effective processes.

You’ll be glad you came. See you there.

Can’t make the live event? Register now, and we’ll send you a copy of the recording and slides after the webinar. 

The post Amplifying High-Volume Hiring: Unleash the Power of Technology, People & Process appeared first on RecruitingDaily.

Modern organizations have to process a staggering number of applications to build a shortlist for each open position. Businesses receive an average of 250 applications for each corporate-level role. The best of these applicants are usually interviewing with more than one company at any time. It is, therefore, in the best interest of businesses to quickly find the right candidates and confirm their employment to prevent losing them to a competitor. 

Why Businesses Should Focus On Optimizing Hiring Pipelines

As businesses compete more aggressively for talent, experienced and motivated candidates are in high demand. Recent research has revealed that 57% of job seekers lose interest in a job if the hiring process is too lengthy. The longer the consideration process is, the higher the chance the applicant will go elsewhere. The best move for these organizations is to optimize their hiring processes to quickly gather the information they need and make a decision. 

Businesses that keep the hiring process short and optimized also experience significant economic benefits. The average American employer spends approximately $4,000 and 24 days on a single hire in labor, software, and outreach costs. These numbers can add up quickly for companies that look to expand or need to manage high turnover rates. Optimizing the hiring process can reduce this cost by freeing up resources such as recruitment personnel and meeting rooms. Hiring managers are also often pulled away from their regular job to interview promising candidates, so reducing the time spent on hiring gives them more time to focus on high-value business activities. 

4 Ways to Spend Less Time Hiring

Identify and Automate Repetitive Tasks

The first step for businesses that wish to eliminate inefficiencies is to identify areas that are ripe for modernization. Hiring teams must report tasks that they find repetitive and time-consuming. These usually include essential steps such as providing candidates with visitor and check-in information, vetting resumes for basic qualifications, coordinating interview schedules, and more. 

HR teams now have access to digital tools that can help them save time when organizing interviews and finding the best candidates. AI-powered tools can scrub resumes and weed out applicants who don’t have the appropriate qualifications for the position even before hiring teams do their initial reviews. Once a shortlist is produced, visitor management software can help hiring teams find the best room for the interview, send the relevant information to candidates and recruiters, and optimize the registration process once the candidate arrives at the office. This can significantly improve the candidate experience—and can position a business as an employer of choice for talented candidates. 

Build Talent Pipelines Ahead of Time

Businesses often know their expansion plans and can anticipate their staffing needs. However, there is often no standardized process to track openings and applicants across business departments. Instead of merely posting job descriptions on job boards as necessary, businesses can build talent pipelines to help them fill open positions faster. Candidates who interview for one position can sometimes be directed to other roles where they might also be a fit.

Keeping records of past applicants and making them accessible across business silos can make it easier for recruiters to build a strong shortlist of candidates early in the hiring process. Recruitment teams must avoid waiting until there is an open position to fill before they build a pipeline that can deliver highly qualified candidates to them ahead of time. 

Streamline the Interview Process

There are many things to consider when planning an interview. Hiring teams must develop the interview questions, form an assessment rubric, find an appropriate location for the interview to take place, find interviewers who are available, and choose the best time for both the interviewer and the candidate. These processes can be streamlined by making this information easily accessible to all team members. Even better, providing this information on an integrated platform also makes it easy for the point person to convey relevant data to the candidate. 

Track Time Spent on Hiring

Once effective and efficient systems are in place, hiring teams may assume that the work is done. However, as tools modernize and new solutions are introduced to the industry, hiring processes can be optimized further. Companies must build a culture of constant improvement. The easiest way to do this is to improve recording and reporting. Hiring teams should track exactly how much is spent on each part of the hiring process. This can help business leaders identify areas of inefficiency and account for recruiting costs better. 

The hiring landscape is unlikely to get any less competitive in the coming years. Businesses must use all the tools at their disposal to ensure that their hiring practices are effective and efficient. Modern software can help businesses reduce hiring costs, focus on high-value activities, and fill open positions faster. Companies that wish to hire the best candidates must put the best practices in place to attract and retain them more effectively.

The post Are You Spending Too Much Time on Hiring? 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.

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.

Jobs cost little or nothing to post. Recruiters waste no time trying to find and woo passive candidates, and all qualified job seekers – regardless of privilege or company connections – are encouraged to apply.

So why do so many recruiting teams prefer sourcing and referrals over inbound?

Understandably, without the right systems and habits in place, it’s hard to do inbound recruiting well.

But surprisingly quick, simple changes to your process can transform inbound from a source of noise to your best source of candidates and hires.

Watch Datapeople CEO & Co-founder, Amit Bhatia, and Scott Allan, Content Creator at RecruitingDaily, to learn how Datapeople builds better everyday habits among recruiters and hiring managers, enabling hiring teams to attract larger, more qualified, and more diverse applicant pools without spending a dollar more.

In this demo, you’ll learn:

• Why inbound recruiting done right is the most fair and efficient way to hire
• How Datapeople helps hiring teams work together to write better job posts in minutes that attract more diverse, qualified candidate pools and fill faster
• What common mistakes deter qualified candidates from your roles – and how to ensure your team avoids them

BONUS

As promised, all registrants have the opportunity to receive a complimentary “Content Snapshot” from Datapeople.

If you’re interested, just claim your Snapshot here!

Then keep an eye on your inbox. Datapeople will work with you to create a custom report that analyzes the performance of your job descriptions, giving you invaluable insights that will help improve your hiring processes.

The post Datapeople: Transform the Diversity and Quality of Your Inbound Applicants in Minutes appeared first on RecruitingDaily.

Jobs cost little or nothing to post. Recruiters waste no time trying to find and woo passive candidates, and all qualified job seekers – regardless of privilege or company connections – are encouraged to apply.

So why do so many recruiting teams prefer sourcing and referrals over inbound?

Understandably, without the right systems and habits in place, it’s hard to do inbound recruiting well.

But surprisingly quick, simple changes to your process can transform inbound from a source of noise to your best source of candidates and hires.

Join Datapeople CEO & Co-founder, Amit Bhatia, and Scott Allan, Content Creator at RecruitingDaily, to learn how Datapeople builds better everyday habits among recruiters and hiring managers, enabling hiring teams to attract larger, more qualified, and more diverse applicant pools without spending a dollar more.

In this demo, you’ll learn:

• Why inbound recruiting done right is the most fair and efficient way to hire
• How Datapeople helps hiring teams work together to write better job posts in minutes that attract more diverse, qualified candidate pools and fill faster
• What common mistakes deter qualified candidates from your roles – and how to ensure your team avoids them

Can’t make the live demo? That’s okay. Simply register, and we’ll send you the recording and materials after the demo.

The post Datapeople: Transform the Diversity and Quality of Your Inbound Applicants in Minutes appeared first on RecruitingDaily.

Recent BLS data showed there were 11.4 million job openings in the U.S., which Lever said proves that organizations are still struggling to find the best talent. While it’s clear that hiring and talent acquisition have never been more important than they are today, Lever said, companies can occasionally overlook gaps in their recruiting processes that can be a disadvantage while seeking talent in today’s market. Lever said it created the Talent Maturity Model to help employers evaluate current capabilities, better understand immediate challenges and long-term objectives, and develop an action plan that helps them evolve their approach to their talent acquisition programs.

To support companies better understand their hiring processes and where gaps lie, Lever’s Talent Maturity Model pursues these five stages:

• Foundational: Early-stage organizations have repeatable and scalable processes in place, but are at initial planning stages for DEI and candidate-centric initiatives.
• Accelerating: At this stage, organizations are making progress and regularly optimize and measure recruitment performance. They also have dedicated DEI-hiring and candidate experience goals.
• Dynamic: Organizations at this stage have implemented data-driven talent acquisition programs, but have unpredictable hiring results. They need to better leverage technology for data with actionable insights.
• Strategic: These companies use talent acquisition as a competitive advantage, routinely hiring high-quality candidates and needing to proactively adapt to shifting organizational priorities around talent needs.
• Transformational: These forward-looking organizations implement data-backed hiring practices and DEI initiatives, and are thriving in their talent acquisition strategies.

“It’s critical for companies to understand where they may fall short when it comes to their talent acquisition process,” said Lever CEO Nate Smith. “[our] goal is to support companies in knowing what’s needed to thrive and grow while providing practical steps on how to get there.”

The post New Lever Module Helps Employers Understand Hiring in a ‘Shifting Environment’ appeared first on RecruitingDaily.

Recruiting the right talent has proven to be a major challenge for organizations of all sizes.

We want to take a moment to help you rethink your strategy.

With a strong connection between how you find external talent and how you optimize internal talent (mobility), your organization can offer a talent marketplace that searches, finds, develops, and keeps the very best people.

Please watch Mark Rini of PeopleFluent and Ryan Leary of RecruitingDaily for an exclusive inside look at how the PeopleFluent Recruiting Platform can help you recruit.

In this live demo, see how PeopleFluent can tackle both recruitment and talent mobility through smart technology, including:

 

Candidate Attraction

• A Customizable career portal
• Branding and communication channel tools

Candidate Engagement

• Custom Kanban Pipelines and Workflow Management
• Rich candidate profiles
• Candidate Marketing (CRM), Nurture Campaigns, Emails & SMS

Screening, Interviews & Feedback

• Pre-Screen Candidates & Questionnaires
• AI driven candidate matching
• Team feedback and scorecards
• Video interviewing platform
• Video questionnaires
• Email/Text/SMS interview scheduling

Internal Mobility / Talent Marketplace

• Visibility for Managers into internal talent
• Ability for managers to push open jobs to colleagues
• Employee notification for best fit job openings
• Visibility for Employees to see all jobs
• Easily explore career options and save aspirations
• Pathway to new aspirations and skills development through mentoring, learning and projects.

 

And that’s just what you can expect in 45 minutes.

Join us to learn how your organization can solve your recruiting and retention challenges by using one single platform.

The post PeopleFluent: External Talent Sourcing & Internal Talent Mobility with One Platform appeared first on RecruitingDaily.

The post PeopleFluent: External Talent Sourcing & Internal Talent Mobility with One Platform appeared first on RecruitingDaily.

Especially recruitment automation. It’s no secret that if you want to keep up in the current hiring landscape, you have to utilize tech that will decrease time-to-hire, increase outreach, and help deliver top-of-funnel candidates faster.

We also love success stories.

In this video, Jessica Morales, New Business Verticals Recruiting at DoorDash, Ty Abernethy, Co-Founder & CEO at Grayscale, and William Tincup, President at RecruitingDaily, show you how the DoorDash hiring team has used Grayscale to revamp their recruiting process.

Jessica explains how her team has:

• Increased conversion rates at each stage in the funnel
• Reduced candidate ghosting
• Implemented SMS throughout their hiring process
• Quickly moved candidates through their funnel via automation
• Added touch-points at scale without extra manpower

Long story short: if you’re hiring at scale, you need a smooth operation. This is where you learn how to make that happen.

The post How DoorDash Leverages SMS & Automation to Deliver on Their Hiring Targets appeared first on RecruitingDaily.

Especially recruitment automation. It’s no secret that if you want to keep up in the current hiring landscape, you have to utilize tech that will decrease time-to-hire, increase outreach, and help deliver top-of-funnel candidates faster.

We also love success stories.

Jessica Morales, New Business Verticals Recruiting at DoorDash, Ty Abernethy, Co-Founder & CEO at Grayscale, and William Tincup, President at RecruitingDaily, will join us on May 17th to show you how the DoorDash hiring team has used Grayscale to revamp their recruiting process.

Jessica will explain how her team has:

• Increased conversion rates at each stage in the funnel
• Reduced candidate ghosting
• Implemented SMS throughout their hiring process
• Quickly moved candidates through their funnel via automation
• Added touch-points at scale without extra manpower

Long story short: if you’re hiring at scale, you need a smooth operation. This is where you learn how to make that happen.

The post How DoorDash Leverages SMS & Automation to Deliver on Their Hiring Targets appeared first on RecruitingDaily.

We’ve got three questions for you:

1. Do you want to get relevant candidate profiles based on your searches from across the web?
2. How about several contact methods so that you can choose the one that’s ideal for you?
3. Or an easy-to-use software that can get you the contact information of your ideal candidates, set up personalized email campaigns to engage them and track them on a simple cloud-based platform?

If your answer to all those questions is a resounding yes, today’s software is your dream come true!

Webbtree is a brand new chrome extension that leverages AI to pull insights on users from many popular platforms, including LinkedIn, Quora, Twitter, Github and more.

It can save you a lot of time and hassle. All you have to do is enter the criteria you want your candidates to meet, and the tool will generate a list of ideal prospects in less than a minute. And that’s not all. Webbtree is more than just a list builder. It’s also a pipeline management system that’s designed to encourage proactive recruitment instead of reactive efforts.

So if you’re looking for a tool that can help you take your recruitment process to the next level, Webbtree is definitely a solid contender. 

You can add it to your sourcing toolkit right here. 

The post Source Better and Faster with Webbtree appeared first on RecruitingDaily.

The new email add-on offers a lot of useful features. The five most impressive are:

Email in Bulk

Using this feature, you can schedule and send bulk emails to a group of candidates with one click.

You also get the option to personalize each email by inserting tokens, such as the first name of the receiver or their company’s name.

Engagement Insights 

As you type your emails or insert a template, you receive live tips and information on predicted email performance. This can be a tremendous help in making your emails more engaging.

Email Delegation

You can send the emails on behalf of a team member or hiring manager to add a personal touch.

Real-Time Email Tracking

This feature allows you to view candidate opens, clicks, and replies in real-time.

Engagement History

This tool is useful for people working in teams. It allows you to view the engagement history of candidates to ensure different members of your team won’t reach out to a candidate with the same message. 

Boost Candidate engagement

Those tools can help you boost candidate engagement by as much as 2X — which isn’t some random number we’re throwing at you. The Hiretual team actually conducted a case study with Kray Blanding, a technical recruiter at Apptio, in which Kray reported seeing a 2X increase in his response rates.

Pretty impressive, right?

So if you’re looking for an ultimate engagement-boosting tool, Hiretual’s email add-on is the one to go with. You can add it to your Chrome browser right here. 

The post Boost Candidate Engagement with the Hiretual Email Extension Addon appeared first on RecruitingDaily.