Recruiting is a challenge for any company, but seasonal recruiting is a whole other beast. The key to being successful at it is having a bulletproof strategy in place. 

Seasonal recruiting isn’t easy. Trying to anticipate how many workers you’ll need to source for short periods of time is far from an exact science. Do it right, and you’ll conquer holiday rushes. Do it wrong, and you’ll be explaining to higher ups why you’re either way understaffed or way over budget. It’s a complex process, but we’ll break it down into easily digestible segments so that you can attract, select, and hire seasonal talent—on demand and on budget. 

Budget Wisely

It goes without saying that if you need to rev up your recruiting efforts, you’ll have to allocate additional money to make it happen. To ensure that your ledger doesn’t end up in the red, consider the following tips:

  • Interviewing is a resource intensive, expensive process. Every time you interview a candidate, it takes time—and money— away from other tasks. This can add up quickly, especially if your company conducts interviews with multiple steps. For seasonal workers, it might make sense to adopt a shorter, expedited interview process. 
  • Online targeted ads can be a fantastic way to attract seasonal employees. Pay-per-click (PPC) advertising is advantageous because, as the name suggests, businesses only pay for ads when someone clicks on them. Careful, though: depending on the ad type, the competition for PPC ads can be fierce. Find out more about creating seasonal campaigns with Google ads.
  • Print advertising can be a simple and cost-effective method for reaching candidates. By putting up posters in stores or droppings flyers/leaflets into shopping bags, you can directly target an audience that’s likely already an advocate for your brand—your customers.
  • Technology costs—job postings, applicant tracking systems, video interview software, etc.— are likely one of the biggest recruitment expenses. Do your research first to determine what’s essential and see if there are any tech hacks that might save you money. Point in case: McDonald’s recently launched a SnapChat hiring campaign in Canada allowing job seekers to apply through the popular social media platform.

Plan Ahead of Time 

Organizations should start planning their campaign and advertising strategy for seasonal hiring 3-4 months out. It is important to build ample time to define your target audience, messaging strategy, and channels to meet your hiring demands.

Jared Best, Hiring Success strategist

As the saying goes, timing is everything. This is especially true when it comes to seasonal recruiting. Make sure to develop your strategy well in advance.. This will allow you to anticipate and plan accordingly for all of your needs and expenses. Here’s how to stay ahead:

  • Start early! According to SmartRecruiters Hiring Success strategist Jared Best, “Organizations should start planning their campaign and advertising strategy for seasonal hiring 3-4 months out. It is important to build ample time to define your target audience (past seasonal workers, 2nd place finishers, college students, etc.), messaging strategy, and channels to meet your hiring demands. In the ideal scenario you have 85-90% of your seasonal hiring completed with 30-45 days to go, and can spend the last month leading up to seasonal peaks filling in the remaining 10-15% through applicants and referrals.
  • Source year round by using field recruiting apps and lead capture forms on in-store kiosks to target shoppers and brand enthusiasts who might be interested in part-time work. Depending on the industry, try targeting students since they are typically off school when seasonal workers are needed most—holidays and the summer months.
  • Maintain an alumni network to stay in touch with former employees. Depending on their circumstances, they might be open to part-time work or be in a position to recommend worthy candidates.
  • Ask for referrals from your current employees early and often. When asked what the best source for new hires in terms of return on investment (ROI) is, 82% of employers ranked employee referrals above all others.

Have a Winning Technology Stack

It’s probably safe to assume that you use one or a variety of recruiting applications in your day-to-day work. How up-to-date they are are might be another story. Can your tech stack accomplish the following?

  • Source candidates by placing job advertisements across various job ad boards. This will allow you to significantly cut back on the time you spend researching and posting on various websites.  
  • Field recruiting at events like college fairs, hiring conventions, retail kiosks, etc. via the use of mobile apps or tablets. This will allow you to broaden your reach as a recruiter and interact face-to-face with candidates as you receive their applications.
  • Use AI or application filters to sort through thousands of applications in a matter of minutes, picking out the best and most qualified candidates for your position. This will help you drastically cut hours spent pouring over irrelevant or ill fitting candidates. 
  • Maintain contact with employees you’ve worked with in the past through the use of a CRM. This will allow you to easily reach out to candidates you know and trust when your company needs additional staff.  

Streamline Your Onboarding Process

  • Given that the majority of seasonal workers won’t stay on board for long, taking the time to onboard them may seem like a sunk cost. But, if they aren’t sufficiently knowledgeable about your company or products, it could negatively impact their ability to drive sales.
  • Additionally, this could place unnecessary stress on management if they’re put into a position where they have to micromanage or correct mistakes that could have been avoided in the first place with proper training.

Conclusion

Seasonal recruiting is not something to leave to the last minute. Utilizing an effective seasonal recruiting strategy that employs effective budgeting, talent pipelines, modern technology and streamlined processes will help you cut costs while still helping your business to deliver the best possible outcomes.


We hope to see you at Hiring Success 20!

Hiring Success is not a user conference, it is the best recruiting conference in the world. Join 1200+ TA leaders who are committed to shaping the future of recruiting and discover how you can achieve Hiring Success.

Advanced ticket pricing ends Dec 31st. Register here.

from SmartRecruiters Hiring Success Journal https://ift.tt/34IUXth

Have you ever left a job and later wished you could return? Or maybe you’ve experienced what it’s like to lose a great employee, knowing if they ever asked to come back you’d extend the opportunity without hesitation. If so, this episode of the Hiring Success podcast is for you. 

James Sinclair, founder and chief executive of EnterpriseAlumni, joins us for a discussion about corporate alumni programs. They enable large organizations such as the Lufthansa Group, Nestle, HSBC, P&G, and LinkedIn to actively engage and harness the power of their corporate alumni for a variety of purposes including talent acquisition, business development, mentoring, and more.

The argument for having corporate alumni programs in place is certainly convincing. According to James, alumni and alumni referrals are the number one and two sources of new hires for the majority of companies—career boards are number six. Additionally, alumni and alumni referrals stay on board, on average, two years longer than other hires.

You can find more research and insights on alumni programs here.

from SmartRecruiters Hiring Success Journal https://ift.tt/2ZgiLDK

2019 was a year of tremendous growth for SmartRecruiters—and our sights are set even higher for 2020. But before we charge into the new year, we’d like to reflect on our accomplishments and express our gratitude to those who supported us along the way.

We entered the year with incredible momentum, boasting 100% growth in the enterprise and 50+ new product features shipped. Inspired by this progress, we were determined to keep accelerating — and we did. 

We worked relentlessly as a company to build the best possible product for our customers, to empower talent acquisition leaders across the globe to achieve Hiring Success, and to change the lives of millions of job seekers by connecting them to jobs at scale. Our efforts were met with success and, as a result, we were fortunate enough to gain an asset that’s truly invaluable—trust. The trust of our customers—both new and old—investors, market leading analysts, and more.  

It would be impossible to recount everything we’ve accomplished as a company. Therefore, we’ve shortlisted the most memorable successes of 2019. To be perfectly honest, however, we cannot claim them entirely as our own. They would never have come to fruition without the wonderful community we’ve cultivated that supports us, trusts us, and believes in us. These are your successes, too. 

$50M Series D Funding

In May, we announced that we had raised a $50M Series D round, with the support of repeat investor Insight Partners, as well as long-time investors Mayfield and Rembrandt Venture Partners.

We chose to invest the funds into accelerating our product roadmap including deepening the abilities of SmartAssistant through AI and machine learning, geographic expansion in Europe and Asia Pacific, and further developing our signature Hiring Success methodology, specifically process optimization, strategy, and customer workshops.

HS19 and HSEU Conferences

We held our third annual Hiring Success Americas conference at Pier 27 in San Francisco this past February. Over 1,000 attendees gathered for panel discussions, breakout sessions, a hackathon, the Recruiting Startup Awards ceremony, and—of course—an amazing after party. 

Noteworthy announcements at the conference included: 

  • The announcement of the Hiring Success function, a new division within the company—headed by SVP Rebeca Carr—that’s staffed by TA experts who are tasked with providing customers programmatic support in the areas of awareness, transformation, acceleration, and optimization.
  • In the opening keynote by Jerome Ternynck, CEO and founder of SmartRecruiters, attendees learned about the launch of our flagship corporate social responsibility program, Reverse Recruiting. The program is designed to help job seekers from marginalized and overlooked communities gain access to employment through professional mentoring.

The conference has experienced 3X year-over-year growth, solidifying its spot as the premiere talent acquisition industry event and growing the Hiring Success community globally.

Jumping across the pond, our second annual Hiring Success EU conference took place in Amsterdam from September 10th-11th. Over four hundred attendees from across the world came to the Dutch capital to network, participate in workshops, view product demos, and attend lectures from a diverse cross-section of industry experts.

The conference was held at Compagnietheater and outfitted by accessibility experts to accommodate guests of any visible and invisible disability, including translators and a sign language-encouraged coffee bar! A key ingredient of Hiring Success conferences, the sessions touched on a variety of workplace-related topics significant for talent acquisition professionals, ranging from the latest technology and process innovations to diversity, inclusion, and—of course—Hiring Success.

Trifecta in IDC Marketplace Reports

IDC MarketScape recognized SmartRecrutiers as a Leader in their Worldwide and U.S. Modern Talent Acquisition Suites 2019 Vendor Assessment reports for Large Enterprise, Medium Enterprise and SMB-sized companies.

The reports assessed a number of recruitment platforms including talent acquisition suites and recruiting modules of HCM products, and measured across 52 capabilities. In their findings, they lauded many elements of SmartRecruiters’ talent acquisition solution, as evidenced by the following quotes: 

  • “SmartRecruiters has long been on the front lines of recruiting innovation, pushing the boundaries on the role software plays in supporting the rapidly expanding scope of talent acquisition.”
  • “Whereas any software vendor worth its salt would claim its solution is easy to use, SmartRecruiters is undoubtedly ahead of the curve when it comes to UX. ”
  • “SmartRecruiters and its set of prebuilt customizable integrations are designed to make it easier to integrate with prominent HRIS providers, such as Workday and SAP SuccessFactors.”

Core Leader in the 2019 Fosway 9-Grid™ for Talent Acquisition. 

At the beginning of October, SmartRecruiters was selected as a Core Leader in the 2019 Fosway 9-Grid™ for Talent Acquisition. 

The Fosway 9-Grid™ is a five-dimensional, European market analysis model that draws on 20-plus years of independent research. It allows organizations to compare Next Generation HR and Talent solutions based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future Trajectories across the market.

Commented David Wilson, CEO of Fosway, “Growing rapidly in the US and in Europe, SmartRecruiters has built out a modern TA suite and is firmly targeting enterprise customers. Its recognition as a Core Leader highlights both the breadth of its solution and partner ecosystem, as well as its strong customer momentum and advocacy.”

The Ability to Measure Net Hiring Score (NHS) In-Product

At the end of October, we unveiled a new product release that brought to market a strategic metric for measuring new hire fit into our platform. The feature came alongside multiple process automation and platform extensibility updates that enable hiring teams to scale their efforts.

Most organizations attempt to measure quality of hire, but find it difficult to capture. Quality is often measured during year-end performance reviews, which come far after the hiring process is completed. To measure hiring success and strategize sooner, we wanted to empower organizations to automatically track their Net Hiring Score (NHS) in-product. Similar to a Net Promoter Score, which is the standard for measuring customer experience, the NHS measures the fit between new hires and jobs immediately after their ramp-up period.

Thanks to this update, SmartRecruiters customers can now automatically survey hiring managers and new hires 90 days after their start date to capture the hiring manager’s assessment of a new hire’s aptitude, attitude, and potential, as well as the new hire’s assessment of job responsibilities, management, and company culture. Responses are collected and presented in a real-time dashboard to track an organization’s NHS over time.

The Definitive Guide to Hiring Success

On December 3rd, we launched our most comprehensive resource to date—The Definitive Guide to Hiring Success—a 150-page playbook designed to help TA leaders build a modern recruiting strategy from the ground up.

The guide details the Hiring Success methodology that SmartRecruiters has built and applied with its customers over the last two years. A number of new and validated principles and practices were introduced in the text, spanning talent attraction frameworks, sourcing best practices, internal mobility, organizational structure, and management operating models. 

Other key takeaways from the guide include: 

  • Hiring Success Scorecard—new metrics that have proven to be simple and easy to understand at the boardroom level, like the Net Hiring Score (measuring new hire and job fit )
  • A talent scarcity-impact framework— the basis for any talent attraction strategy—it segments hires into four categories and lays out tailored acquisition tactics and budget allocation per category 
  • A talent acquisition maturity model that helps companies score themselves on 30+ different areas of functional investment, and provides guidelines for building out the right mix of people, processes, and technologies to get to the desired maturity level

Within the first two weeks, The Definitive Guide to Hiring Success was downloaded over 4,000 times.

Putting Our Mission Into Practice

In the spirit of our mission to connect people to jobs at scale, SmartRecruiters connected 20 million candidates to 300,000 jobs in 2019. The result? 150,000 new hires made—and consequently lives changed—globally.

Thank you once again to everyone who was a part of our journey in 2019. We look forward to continuing to work with our valued customers, colleagues, friends, and supporters in 2020 and beyond. We wish you all the best for the holidays and a prosperous start in the new year!


We hope to see you at Hiring Success 20!

Hiring Success is not a user conference, it is the best recruiting conference in the world. Join 1200+ TA leaders who are committed to shaping the future of recruiting and discover how you can achieve Hiring Success.

Advanced ticket pricing ends Dec 31st. Register here.

from SmartRecruiters Hiring Success Journal https://ift.tt/2RYvTvC

2019 was a year of tremendous growth for SmartRecruiters—and our sights are set even higher for 2020. But before we charge into the new year, we’d like to reflect on our accomplishments and express our gratitude to those who supported us along the way.

We entered the year with incredible momentum, boasting 100% growth in the enterprise and 50+ new product features shipped. Inspired by this progress, we were determined to keep accelerating — and we did. 

We worked relentlessly as a company to build the best possible product for our customers, to empower talent acquisition leaders across the globe to achieve Hiring Success, and to change the lives of millions of job seekers by connecting them to jobs at scale. Our efforts were met with success and, as a result, we were fortunate enough to gain an asset that’s truly invaluable—trust. The trust of our customers—both new and old—investors, market leading analysts, and more.  

It would be impossible to recount everything we’ve accomplished as a company. Therefore, we’ve shortlisted the most memorable successes of 2019. To be perfectly honest, however, we cannot claim them entirely as our own. They would never have come to fruition without the wonderful community we’ve cultivated that supports us, trusts us, and believes in us. These are your successes, too. 

$50M Series D Funding

In May, we announced that we had raised a $50M Series D round, with the support of repeat investor Insight Partners, as well as long-time investors Mayfield and Rembrandt Venture Partners.

We chose to invest the funds into accelerating our product roadmap including deepening the abilities of SmartAssistant through AI and machine learning, geographic expansion in Europe and Asia Pacific, and further developing our signature Hiring Success methodology, specifically process optimization, strategy, and customer workshops.

HS19 and HSEU Conferences

We held our third annual Hiring Success Americas conference at Pier 27 in San Francisco this past February. Over 1,000 attendees gathered for panel discussions, breakout sessions, a hackathon, the Recruiting Startup Awards ceremony, and—of course—an amazing after party. 

Noteworthy announcements at the conference included: 

  • The announcement of the Hiring Success function, a new division within the company—headed by SVP Rebeca Carr—that’s staffed by TA experts who are tasked with providing customers programmatic support in the areas of awareness, transformation, acceleration, and optimization.
  • In the opening keynote by Jerome Ternynck, CEO and founder of SmartRecruiters, attendees learned about the launch of our flagship corporate social responsibility program, Reverse Recruiting. The program is designed to help job seekers from marginalized and overlooked communities gain access to employment through professional mentoring.

The conference has experienced 3X year-over-year growth, solidifying its spot as the premiere talent acquisition industry event and growing the Hiring Success community globally.

Jumping across the pond, our second annual Hiring Success EU conference took place in Amsterdam from September 10th-11th. Over four hundred attendees from across the world came to the Dutch capital to network, participate in workshops, view product demos, and attend lectures from a diverse cross-section of industry experts.

The conference was held at Compagnietheater and outfitted by accessibility experts to accommodate guests of any visible and invisible disability, including translators and a sign language-encouraged coffee bar! A key ingredient of Hiring Success conferences, the sessions touched on a variety of workplace-related topics significant for talent acquisition professionals, ranging from the latest technology and process innovations to diversity, inclusion, and—of course—Hiring Success.

Trifecta in IDC Marketplace Reports

IDC MarketScape recognized SmartRecrutiers as a Leader in their Worldwide and U.S. Modern Talent Acquisition Suites 2019 Vendor Assessment reports for Large Enterprise, Medium Enterprise and SMB-sized companies.

The reports assessed a number of recruitment platforms including talent acquisition suites and recruiting modules of HCM products, and measured across 52 capabilities. In their findings, they lauded many elements of SmartRecruiters’ talent acquisition solution, as evidenced by the following quotes: 

  • “SmartRecruiters has long been on the front lines of recruiting innovation, pushing the boundaries on the role software plays in supporting the rapidly expanding scope of talent acquisition.”
  • “Whereas any software vendor worth its salt would claim its solution is easy to use, SmartRecruiters is undoubtedly ahead of the curve when it comes to UX. ”
  • “SmartRecruiters and its set of prebuilt customizable integrations are designed to make it easier to integrate with prominent HRIS providers, such as Workday and SAP SuccessFactors.”

Core Leader in the 2019 Fosway 9-Grid™ for Talent Acquisition. 

At the beginning of October, SmartRecruiters was selected as a Core Leader in the 2019 Fosway 9-Grid™ for Talent Acquisition. 

The Fosway 9-Grid™ is a five-dimensional, European market analysis model that draws on 20-plus years of independent research. It allows organizations to compare Next Generation HR and Talent solutions based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future Trajectories across the market.

Commented David Wilson, CEO of Fosway, “Growing rapidly in the US and in Europe, SmartRecruiters has built out a modern TA suite and is firmly targeting enterprise customers. Its recognition as a Core Leader highlights both the breadth of its solution and partner ecosystem, as well as its strong customer momentum and advocacy.”

The Ability to Measure Net Hiring Score (NHS) In-Product

At the end of October, we unveiled a new product release that brought to market a strategic metric for measuring new hire fit into our platform. The feature came alongside multiple process automation and platform extensibility updates that enable hiring teams to scale their efforts.

Most organizations attempt to measure quality of hire, but find it difficult to capture. Quality is often measured during year-end performance reviews, which come far after the hiring process is completed. To measure hiring success and strategize sooner, we wanted to empower organizations to automatically track their Net Hiring Score (NHS) in-product. Similar to a Net Promoter Score, which is the standard for measuring customer experience, the NHS measures the fit between new hires and jobs immediately after their ramp-up period.

Thanks to this update, SmartRecruiters customers can now automatically survey hiring managers and new hires 90 days after their start date to capture the hiring manager’s assessment of a new hire’s aptitude, attitude, and potential, as well as the new hire’s assessment of job responsibilities, management, and company culture. Responses are collected and presented in a real-time dashboard to track an organization’s NHS over time.

The Definitive Guide to Hiring Success

On December 3rd, we launched our most comprehensive resource to date—The Definitive Guide to Hiring Success—a 150-page playbook designed to help TA leaders build a modern recruiting strategy from the ground up.

The guide details the Hiring Success methodology that SmartRecruiters has built and applied with its customers over the last two years. A number of new and validated principles and practices were introduced in the text, spanning talent attraction frameworks, sourcing best practices, internal mobility, organizational structure, and management operating models. 

Other key takeaways from the guide include: 

  • Hiring Success Scorecard—new metrics that have proven to be simple and easy to understand at the boardroom level, like the Net Hiring Score (measuring new hire and job fit )
  • A talent scarcity-impact framework— the basis for any talent attraction strategy—it segments hires into four categories and lays out tailored acquisition tactics and budget allocation per category 
  • A talent acquisition maturity model that helps companies score themselves on 30+ different areas of functional investment, and provides guidelines for building out the right mix of people, processes, and technologies to get to the desired maturity level

Within the first two weeks, The Definitive Guide to Hiring Success was downloaded over 4,000 times.

Putting Our Mission Into Practice

In the spirit of our mission to connect people to jobs at scale, SmartRecruiters connected 20 million candidates to 300,000 jobs in 2019. The result? 150,000 new hires made—and consequently lives changed—globally.

Thank you once again to everyone who was a part of our journey in 2019. We look forward to continuing to work with our valued customers, colleagues, friends, and supporters in 2020 and beyond. We wish you all the best for the holidays and a prosperous start in the new year!


We hope to see you at Hiring Success 20!

Hiring Success is not a user conference, it is the best recruiting conference in the world. Join 1200+ TA leaders who are committed to shaping the future of recruiting and discover how you can achieve Hiring Success.

Advanced ticket pricing ends Dec 31st. Register here.

from SmartRecruiters Hiring Success Journal https://ift.tt/2RYvTvC

2019 was a year of tremendous growth for SmartRecruiters—and our sights are set even higher for 2020. But before we charge into the new year, we’d like to reflect on our accomplishments and express our gratitude to those who supported us along the way.

We entered the year with incredible momentum, boasting 100% growth in the enterprise and 50+ new product features shipped. Inspired by this progress, we were determined to keep accelerating — and we did. 

We worked relentlessly as a company to build the best possible product for our customers, to empower talent acquisition leaders across the globe to achieve Hiring Success, and to change the lives of millions of job seekers by connecting them to jobs at scale. Our efforts were met with success and, as a result, we were fortunate enough to gain an asset that’s truly invaluable—trust. The trust of our customers—both new and old—investors, market leading analysts, and more.  

It would be impossible to recount everything we’ve accomplished as a company. Therefore, we’ve shortlisted the most memorable successes of 2019. To be perfectly honest, however, we cannot claim them entirely as our own. They would never have come to fruition without the wonderful community we’ve cultivated that supports us, trusts us, and believes in us. These are your successes, too. 

$50M Series D Funding

In May, we announced that we had raised a $50M Series D round, with the support of repeat investor Insight Partners, as well as long-time investors Mayfield and Rembrandt Venture Partners.

We chose to invest the funds into accelerating our product roadmap including deepening the abilities of SmartAssistant through AI and machine learning, geographic expansion in Europe and Asia Pacific, and further developing our signature Hiring Success methodology, specifically process optimization, strategy, and customer workshops.

HS19 and HSEU Conferences

We held our third annual Hiring Success Americas conference at Pier 27 in San Francisco this past February. Over 1,000 attendees gathered at Pier 27 for panel discussions, breakout sessions, a hackathon the Recruiting Startup Awards ceremony, and—of course—an amazing after party. 

Noteworthy announcements at the conference included: 

  • The announcement of the Hiring Success function, a new division within the company—headed by SVP Rebeca Carr—that’s staffed by TA experts who are tasked with providing customers programmatic support in the areas of awareness, transformation, acceleration, and optimization.
  • In the opening keynote by Jerome Ternynck, CEO and founder of SmartRecruiters, attendees learned about the launch of our flagship corporate social responsibility program, Reverse Recruiting. The program is designed to help job seekers from marginalized and overlooked gain access to employment through professional mentoring.

The conference has experienced 3X year-over-year growth, solidifying its spot as the premiere talent acquisition industry event and growing the Hiring Success community globally.

Jumping across the pond, our second annual Hiring Success EU conference took place in Amsterdam from September 10th-11th. Over four hundred attendees from across the world came to the Dutch capital to network, participate in workshops, view product demos, and attend lectures from a diverse cross-section of industry experts.

The conference was held at Compagnietheater and outfitted by accessibility experts to accommodate guests of any visible and invisible disability, including translators and a sign language-encouraged coffee bar! A key ingredient of Hiring Success conferences, the sessions touched on a variety of workplace-related topics significant for talent acquisition professionals, ranging from the latest technology and process innovations to diversity, inclusion, and—of course—Hiring Success.

Trifecta in IDC Marketplace Reports

IDC MarketScape recognized SmartRecrutiers as a Leader in their Worldwide and U.S. Modern Talent Acquisition Suites 2019 Vendor Assessment reports for Large Enterprise, Medium Enterprise and SMB-sized companies.

The reports assessed a number of recruitment platforms including talent acquisition suites and recruiting modules of HCM products, and measured across 52 capabilities. In their findings, they lauded many elements of SmartRecruiters’ talent acquisition solution, as evidenced by the following quotes: 

  • “SmartRecruiters has long been on the front lines of recruiting innovation, pushing the boundaries on the role software plays in supporting the rapidly expanding scope of talent acquisition.”
  • “Whereas any software vendor worth its salt would claim its solution is easy to use, SmartRecruiters is undoubtedly ahead of the curve when it comes to UX. ”
  • “SmartRecruiters and its set of prebuilt customizable integrations are designed to make it easier to integrate with prominent HRIS providers, such as Workday and SAP SuccessFactors.”

Core Leader in the 2019 Fosway 9-Grid™ for Talent Acquisition. 

At the beginning of October, SmartRecruiters was selected as a Core Leader in the 2019 Fosway 9-Grid™ for Talent Acquisition. 

The Fosway 9-Grid™ is a five-dimensional, European market analysis model that draws on 20-plus years of independent research. It allows organizations to compare Next Generation HR and Talent solutions based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future Trajectories across the market.

Commented David Wilson, CEO of Fosway, “Growing rapidly in the US and in Europe, SmartRecruiters has built out a modern TA suite and is firmly targeting enterprise customers. Its recognition as a Core Leader highlights both the breadth of its solution and partner ecosystem, as well as its strong customer momentum and advocacy.”

The Ability to Measure Net Hiring Score (NHS) In-Product

At the end of October, we unveiled a new product release that brought to market a strategic metric for measuring new hire fit into our platform. The feature came alongside multiple process automation and platform extensibility updates that enable hiring teams to scale their efforts.

Most organizations attempt to measure quality of hire, but find it difficult to capture. Quality is often measured during year-end performance reviews, which come far after the hiring process is completed. To measure hiring success and strategize sooner, we wanted to empower organizations to automatically track their Net Hiring Score (NHS) in-product. Similar to a Net Promoter Score, which is the standard for measuring customer experience, the NHS measures the fit between new hires and jobs immediately after their ramp-up period.

Thanks to this update, SmartRecruiters customers can now automatically survey hiring managers and new hires 90 days after their start date to capture the hiring manager’s assessment of a new hire’s aptitude, attitude, and potential, as well as the new hire’s assessment of job responsibilities, management, and company culture. Responses are collected and presented in a real-time dashboard to track an organization’s NHS over time.

The Definitive Guide to Hiring Success

On December 3rd, we launched our most comprehensive resource to date—The Definitive Guide to Hiring Success, a 150-page playbook designed to help TA leaders build a modern recruiting strategy from the ground up.

The guide details the Hiring Success methodology that SmartRecruiters has built and applied with its customers over the last two years. A number of new and validated principles and practices were introduced in the text, spanning talent attraction frameworks, sourcing best practices, internal mobility, organizational structure, and management operating models. 

Other key takeaways from the guide include: 

  • Hiring Success Scorecard—new metrics that have proven to be simple and easy to understand at the boardroom level, like the Net Hiring Score (measuring new hire and job fit )
  • A talent scarcity-impact framework— the basis for any talent attraction strategy—it segments hires into four categories and lays out tailored acquisition tactics and budget allocation per category 
  • A talent acquisition maturity model that helps companies score themselves on 30+ different areas of functional investment, and provides guidelines for building out the right mix of people, processes, and technologies to get to the desired maturity level

Within the first two weeks, The Definitive Guide to Hiring Success was downloaded over 4,000 times.

Putting Our Mission Into Practice

In the spirit of our mission to connect people to jobs at scale, SmartRecruiters connected 20 million candidates to 300,000 jobs in 2019. The result? 150,000 new hires made—and consequently lives changed—globally.

Thank you once again to everyone who was a part of our journey in 2019. We look forward to continuing to work with our valued customers, colleagues, friends, and supporters in 2020 and beyond. We wish you all the best for the holidays and a prosperous start in the new year!


We hope to see you at Hiring Success 20!

Hiring Success is not a user conference, it is the best recruiting conference in the world. Join 1200+ TA leaders who are committed to shaping the future of recruiting and discover how you can achieve Hiring Success.

Advanced ticket pricing ends Dec 31st. Register here.

from SmartRecruiters Hiring Success Journal https://ift.tt/2RYvTvC

2019 marked the first year for International Reverse Recruiting Day. Once a quarter, SmartRecruiters offices around the world host events where recruiters and hiring managers connect with marginalized job seekers to provide career mentoring. 

In an October 16th LinkedIn article, Jerome Ternynck, Founder and CEO of SmartRecruiters, stated the following: 

“We are asking recruiters, hiring managers, and TA leaders to pause their normal routines for just a few hours and to shift their focus to working for the candidates themselves. Whether the candidates are previously rejected or from overlooked communities, we are asking our community to pause long enough to learn about these people as humans with vastly different backgrounds and stories. And once that is done, then to advise them in their job search…By participating, you will learn a lot, you will help your brand, and most importantly, you will begin to define the world you want to live in.”

We are asking recruiters, hiring managers, and TA leaders to pause their normal routines for just a few hours and to shift their focus to working for the candidates themselves. Whether the candidates are previously rejected or from overlooked communities, we are asking our community to pause long enough to learn about these people as humans with vastly different backgrounds and stories.

Jerome Ternynck, Founder and CEO, SmartRecruiters

Two days later—and continuing over the course of the following months— 250 recruiters, hiring managers, and TA leaders took Ternynck’s request to heart and volunteered for International Reverse Recruiting Day at SmartRecruiters offices across the globe. Each location partnered with local nonprofit organizations to help attract job seekers from the community, and provide them with as many resources as possible. 

Nearly 400 candidates from all walks of life participated in Reverse Recruiting Day events in San Francisco, Paris, Amsterdam, Berlin, London, and Krakow. In these sessions, candidates had the opportunity to share and discuss the myriad difficulties they’ve encountered while looking for work. In return, volunteers provided them with valuable insight—tailored to their individual circumstances—on how to market their professional experience, sharpen their resumes, improve their interview skills, and strengthen their personal branding.

Normally, recruiters, hiring managers, and TA leaders must necessarily reject candidates on a regular basis. It’s an unfortunate occupational hazard and you’d be hard pressed to find someone that takes pleasure in saying “No.” to someone’s professional and personal ambitions.

It’s for exactly this reason that Reverse Recruiting is such a unique initiative. It provides recruiters with the opportunity to approach their profession from a different angle, engage with job seekers they’d otherwise be unable to help, and make the following positive affirmation: “Yes. I will help you.”

Below are some highlights from International Reverse Recruiting Day Events in 2019. We hope they’ll inspire you to join those who have already said “Yes” to Reverse Recruiting. Will you?

San Francisco 

On October 18th, the San Francisco office partnered with Disability Solutions—a local organization specializing in recruitment and engagement strategies for the disability community—to bring in 30 job seekers with visible and invisible disabilities. 

The day began with a presentation from Kevin McCloskey, Director of Partnership Development with Disability Solutions, on the stigmas that surround hiring people with disabilities and how to mitigate them.

“It was a welcome learning experience for everyone in the company, shedding light on an area of recruiting and talent acquisition outside our scope of expertise,” said Jack Wei, Director of Product Marketing at SmartRecruiters.

After the presentation, job seekers from the community were paired with TA leaders and SmartRecruiters employees to conduct mock interviews and have their resumes proofread. Every candidate was successfully paired one-on-one with a volunteer, which ensured undivided attention and counseling for each participant. 

An additional presentation was held on interview skills, followed by a Q&A for those who wanted more information.  

Paris 

The French team at SmartRecruiters also hosted an event on October 18th in Paris in conjunction with Wake Up Cafe, a nonprofit they’ve previously partnered with that helps formerly incarcerated individuals reintegrate into society. 

Candidates worked closely with recruiting experts on a variety of topics, from preparing for job interviews and writing a convincing CV to personal branding, how to apply for a visa, tips and tricks for using LinkedIn, and more. 

One participant described his Reverse Recruiting experience as follows: “What’s really a plus for me is the interactivity of your sessions and the fact that I can discuss my personal topics face-to-face. It helped me a lot more than any other workshops or trainings I’ve attended.”

To date, through their collaboration with Wake Up Cafe, the French team have helped three job seekers find stable employment. “The real measure of success, in my mind, is the overwhelmingly positive response we’ve received from candidates so far,” said Elodie Lang, CSR Initiative Coordinator at Smart Recruiters. You can’t put a number on it, but it’s clear to me and everyone on the SmartRecruiters team that we’re helping people work through something that’s very difficult. You can see the gratitude on their faces. And that’s priceless.”

Amsterdam

Eugene van dem Hemel, a Reverse Recruiting volunteer from the Netherlands, hosted a private event independently from SmartRecruiters with much success. 

“[In October,…] I hosted a small Reverse Recruiting event. From the five participants I met, two have already started full-time jobs, the third will start December 1st. They signed a contract for one year…and as a result are no longer dependent on social benefits. The fourth candidate will start a paid part-time job in January and the fifth has accepted a volunteer position. She wants to make friends, learn, grow, and create a base that will bring her to the next step—a paid job. Thinking about these results, I feel the urge to continue.”

Berlin 

In the German capital, team Berlin partnered with aequa, a community for social equity that “hosts gatherings to strengthen support systems, nurture exchange and cultivate collaboration for a more equitable future.” The inaugural International Reverse Recruiting Day event marked the second such collaboration between the organizations.

In attendance were twenty local job seekers, from a diversity of countries and backgrounds, as well as a group of recruiting and hiring specialists comprised of SmartRecruiters employees and Berlin-based talent acquisition professionals. 

Sarah Joy Lynch, Co-Founder & Director of aequa, began the event on a positive note by facilitating a warm round of introductions and guiding the group through an exercise in Shine Theory— a term that describes a commitment to collaborating with rather than competing against other people. 

Officially, the day’s agenda consisted of presentations on best practices for writing resumes and interviewing for jobs in Germany, resume review sessions, and mock interviews. This description, however, does little to convey what was actually accomplished. In a few short hours,  a group of complete strangers came together, even if only for a short time, to act as a community and in the best interest of one another. 

“I’m thankful to have had the opportunity to attend to the Reverse Recruiting session organized by aequa and SmartRecruiters. They were very welcoming and created an environment where I could feel safe and relaxed enough to express myself openly and shamelessly,” said Is Montero, one of the candidates in attendance.

That made it much easier to have meaningful conversations with everyone else who was there. The diversity of the group made a noticeable and positive difference. I especially appreciated the open exchange between job seekers and recruiters, as well as the personal CV review. I would wholeheartedly recommend future events to those who need some direction in their job-seeking strategy.”

London

SmartRecruiters UK team collaborated with Catch 22, a social business that “works at every stage of the social welfare cycle to build resilience and aspiration in people and communities.”  They invited candidates in the London metropolitan area that had recently been turned down for jobs to discuss building their personal brand and interview techniques. 

The session was hosted at the Museum of London and was attended by Catch22 hiring managers and marketing teams and SmartRecruiters employees. The attendees were well looked after with a high touch session and plenty of one-on-one coaching. 

The candidates said that the session had been hugely beneficial,” remarked Robert Symons, Regional Vice President of the UK and Northern European markets at SmartRecruiters.

There were a number of follow up actions they took away to increase their job hunting success. I feel absolutely positive about what we’re doing here.” 

Krakow

In Krakow, Poland 25 job seekers gathered at SmartRecruiters’ office on October 29th in honor of International Reverse Recruiting Day!A group of 17 internal recruiters and other SmartRecruiters employees began the event with a 90-minute instructional presentation on how to create a great resume / LinkedIn profile and tips on how to prepare for job interviews. 

Afterwards, candidates conducted mock interviews with the SmartRecruiters team members, who also helped them to revise and strengthen their resumes. 

“It was really touching to see our recruiters help the candidates and offer them valuable feedback for their careers. The event was organized very well and we were able to provide each job seeker enough attention and individual focus to make a difference,” said SmartRecruiters employee Halszka Radziwon.

You could tell that everyone who came actually left with actionable insight for their careers. By the time everyone left, they had a look of confidence about them. I think we’re doing something really meaningful with Reverse Recruiting.”

The next Reverse Recruiting event—the largest session yet with over 1,000 candidates—will be held on February 12th at the Hiring Success Conference in San Francisco. Satellite events will take place concurrently around the globe. Job seekers and/or recruiters willing to participate can find more information on LinkedIn or Facebook.


We hope to see you at Hiring Success 20!

Hiring Success is not a user conference, it is the best recruiting conference in the world. Join 1200+ TA leaders who are committed to shaping the future of recruiting and discover how you can achieve Hiring Success.

Advanced ticket pricing ends Dec 31st. Register here.

from SmartRecruiters Hiring Success Journal https://ift.tt/38Dz7u8

Many talent acquisition leaders emphasize the importance of offering a compelling candidate experience. Having a solid understanding of the candidate journey is the foundation of doing so.

It’s now more important than ever for companies to consider the candidate experience. Failure to do so could have negative implications for brand image. In fact, 72% of candidates share their negative experiences online and it’s not unheard of for harrowing stories to spread like wildfire on social media channels.

Additionally, the majority of job seekers read at least six reviews before forming an opinion of a potential employer— and after reading bad comments, 55% of the job seekers will avoid a company altogether. It’s not hard to see how anything less than a compelling candidate experience can lead to negative consequences.

To ensure that your company is providing a compelling candidate experience, it’s important to consider the candidate journey. It consists of a sequence of steps that job applicants go through, from the moment they’re aware of a vacancy until their onboarding. The candidate journey can be represented in a funnel—similar to those used in sales and marketing—of the following seven steps: awareness, consideration, interest, application, selection, hire, and on-boarding .

What is perhaps the main issue with the candidate journey is that it tends to be unnecessarily long. For example, it takes most companies an average of 42 days to fill vacant positions. That’s far too drawn out, especially considering that top talent are usually only on the job market for an average of 10 days. Approaching each stage of the candidate journey with a thorough attention to detail can help to streamline the process and set your organization on the fast track to hiring top talent.

Now, let’s take a closer look at the phases of the candidate journey.

Awareness

This is the beginning of every active candidate’s path. This is when your candidate becomes aware of your job opening, which can happen in several ways. For example, through a posting on a job board like LinkedIn or Indeed, through your company’s social media channels, by reading an article about or by your business and then visiting your careers page, or through a referral.

To attract the right talent (and in the process save both your hiring team and applicants time), it’s important to have a thorough understanding of your ideal candidate persona and to develop a strategic plan for talent attraction and engagement.

Consideration and Interest

These two phases share some overlap, and can therefore be addressed at the same time. In the consideration/interest stages, candidates will move past the details of the requisition that you’ve posted and try to get a better sense of your company as a whole. For instance, your organization’s values, mission, work culture, etc.

For the consideration stage, it’s important to employ the principles of employer branding. The best employer brands are consistent across all communication channels—social media, word of mouth, company pages, and job descriptions. These brands find ways to take the internal narrative of satisfied employees and turn it into the external narrative that attracts candidates.

With 52 percent of today’s job seekers combing through company websites and social media pages to find out more about an employer, a positive and clearly defined employer brand is your company’s first impression.

Application

This is perhaps one of the most important, yet often overlooked phases of the candidate journey. Lengthy, complicated job applications can seriously detract from your candidate experience. According to CareerBuilder, 1 in 5 candidates won’t complete an application that takes them 20 minutes or more to complete.

Here are some best practices/thoughts to keep in mind regarding your company’s job application process:

  • Always make sure that someone in your company has gone through the process of applying for a job you’ve posted. Otherwise, you might not notice details that can make or break the candidate experience.
  • Is your application mobile friendly? According to a recent Glassdoor study, 58% of today’s candidates use their phones to find job opportunities. However, due to formatting issues and unresponsive pages, mobile job seekers—on average—complete 53% fewer applications and take 80% longer to complete each application.
  • Are you timely and consistent when communicating throughout the application process? According to a study from WorkplaceTrends 80% of job seekers say they would be discouraged to consider other relevant job openings at a company that failed to notify them of their application status. Yet, they would be 3.5 times more likely to re-apply to a company if they were notified.

Selection

During the selection phase, candidates compare potential employers by gathering more detailed information. In particular, during the interview process, which is when most candidates are first able to tell whether or not they can envision themselves working for your company. Therefore, it’s important to be as transparent as possible.

At this stage, you should try to convey to the candidate what it’s really like to work at your company, as clearly as possible. Let them know what kind of culture they can expect, how the workforce is structured, what challenges come with the position, what perks are offered to promote collaboration and success.

Additionally, you should encourage candidates to ask as many questions as possible and to raise any concerns they might have about the job they’re applying for and/or the organization. Unresolved issues in the minds of talented candidates could negatively affect their willingness to accept a job offer, if extended.

Hiring

For every job offer, there are least two decisions to be made—one by the employer and one by the candidate. Everything leading up to the offer will influence the final decision, for both parties. An oversight in the previous phases of the candidate journey could negatively affect a potential hire’s willingness to accept an offer; therefore, it’s important to treat the candidate journey funnel as a holistic, unified process.

Ease of application, consistent and punctual communication with recruiters and hiring managers, and transparent representation of company culture and values are all tell tale signs of whether or not your company is organized, professional, and an attractive place to work.

Onboarding

Next comes the onboarding phase, and if overlooked, it can come with consequences. For example, 28% of new hires leave within 90 days. Hiring is a time-consuming, costly process. Ensuring that the onboarding process is smooth and optimized is essential in maximizing your company’s hiring ROI. Some onboarding best practices include:

  1. Start onboarding before day one by sending new hires emails that will walk them through their first day, a welcome pack with a personal note or card, or even a phone call from the manager they’ll be working closely with.
  2. Make the process cross-departmental with collaborative onboarding. Pair up your new hire with a seasoned employee to teach them the ropes is a tried-and-true method, but maybe it’s time to try a collaborative approach, which builds rapport with other teams much faster than one-on-one onboarding.
  3. Arrange one-on-one time with direct managers. According to a recent LinkedIn survey, which polled 14,000 global professionals about preferred onboarding techniques, 96 percent responded that spending one-to-one time with their direct manager is the most important aspect of their onboarding experience
  4. Set expectations and goals early. Uncertainty about job expectations and performance goals is a new hire’s worst enemy, which is why steps like establishing a relationship between new employees and direct managers are crucial to a new employee’s success. According to LinkedIn’s survey, understanding performance goals was the second most important aspect of onboarding.
  5. Double-down on company culture, values, and principles. Eighty-one percent of new hires fail due to a lack of cultural fit, so proactively broadcast your company’s culture by sharing content on the company’s social media channels, include new hires in meetings or events, or feature the company history in the employee welcome packet. Be sure that your company’s Employee Value Proposition, mission statement, and guiding principles are all aligned.

Conclusion

As easy as it seems, identifying the weakest spots in your candidate journey can be quite elusive. That’s where feedback comes into play. Reach out to your applicants at various points in the journey to ask them for actionable feedback. Doing so will help you get closer to achieving hiring success.

from SmartRecruiters Hiring Success Journal https://ift.tt/2PGmYvU

Many talent acquisition leaders emphasize the importance of offering a compelling candidate experience. Having a solid understanding of the candidate journey is the foundation of doing so.

It’s now more important than ever for companies to consider the candidate experience. Failure to do so could have negative implications for brand image. In fact, 72% of candidates share their negative experiences online and it’s not unheard of for harrowing stories to spread like wildfire on social media channels.

Additionally, the majority of job seekers read at least six reviews before forming an opinion of a potential employer— and after reading bad comments, 55% of the job seekers will avoid a company altogether. It’s not hard to see how anything less than a compelling candidate experience can lead to negative consequences.

To ensure that your company is providing a compelling candidate experience, it’s important to consider the candidate journey. It consists of a sequence of steps that job applicants go through, from the moment they’re aware of a vacancy until their onboarding. The candidate journey can be represented in a funnel—similar to those used in sales and marketing—of the following seven steps: awareness, consideration, interest, application, selection, hire, and on-boarding .

What is perhaps the main issue with the candidate journey is that it tends to be unnecessarily long. For example, it takes most companies an average of 42 days to fill vacant positions. That’s far too drawn out, especially considering that top talent are usually only on the job market for an average of 10 days. Approaching each stage of the candidate journey with a thorough attention to detail can help to streamline the process and set your organization on the fast track to hiring top talent.

Now, let’s take a closer look at the phases of the candidate journey.

Awareness

This is the beginning of every active candidate’s path. This is when your candidate becomes aware of your job opening, which can happen in several ways. For example, through a posting on a job board like LinkedIn or Indeed, through your company’s social media channels, by reading an article about or by your business and then visiting your careers page, or through a referral.

To attract the right talent (and in the process save both your hiring team and applicants time), it’s important to have a thorough understanding of your ideal candidate persona and to develop a strategic plan for talent attraction and engagement.

Consideration and Interest

These two phases share some overlap, and can therefore be addressed at the same time. In the consideration/interest stages, candidates will move past the details of the requisition that you’ve posted and try to get a better sense of your company as a whole. For instance, your organization’s values, mission, work culture, etc.

For the consideration stage, it’s important to employ the principles of employer branding. The best employer brands are consistent across all communication channels—social media, word of mouth, company pages, and job descriptions. These brands find ways to take the internal narrative of satisfied employees and turn it into the external narrative that attracts candidates.

With 52 percent of today’s job seekers combing through company websites and social media pages to find out more about an employer, a positive and clearly defined employer brand is your company’s first impression.

Application

This is perhaps one of the most important, yet often overlooked phases of the candidate journey. Lengthy, complicated job applications can seriously detract from your candidate experience. According to CareerBuilder, 1 in 5 candidates won’t complete an application that takes them 20 minutes or more to complete.

Here are some best practices/thoughts to keep in mind regarding your company’s job application process:

  • Always make sure that someone in your company has gone through the process of applying for a job you’ve posted. Otherwise, you might not notice details that can make or break the candidate experience.
  • Is your application mobile friendly? According to a recent Glassdoor study, 58% of today’s candidates use their phones to find job opportunities. However, due to formatting issues and unresponsive pages, mobile job seekers—on average—complete 53% fewer applications and take 80% longer to complete each application.
  • Are you timely and consistent when communicating throughout the application process? According to a study from WorkplaceTrends 80% of job seekers say they would be discouraged to consider other relevant job openings at a company that failed to notify them of their application status. Yet, they would be 3.5 times more likely to re-apply to a company if they were notified.

Selection

During the selection phase, candidates compare potential employers by gathering more detailed information. In particular, during the interview process, which is when most candidates are first able to tell whether or not they can envision themselves working for your company. Therefore, it’s important to be as transparent as possible.

At this stage, you should try to convey to the candidate what it’s really like to work at your company, as clearly as possible. Let them know what kind of culture they can expect, how the workforce is structured, what challenges come with the position, what perks are offered to promote collaboration and success.

Additionally, you should encourage candidates to ask as many questions as possible and to raise any concerns they might have about the job they’re applying for and/or the organization. Unresolved issues in the minds of talented candidates could negatively affect their willingness to accept a job offer, if extended.

Hiring

For every job offer, there are least two decisions to be made—one by the employer and one by the candidate. Everything leading up to the offer will influence the final decision, for both parties. An oversight in the previous phases of the candidate journey could negatively affect a potential hire’s willingness to accept an offer; therefore, it’s important to treat the candidate journey funnel as a holistic, unified process.

Ease of application, consistent and punctual communication with recruiters and hiring managers, and transparent representation of company culture and values are all tell tale signs of whether or not your company is organized, professional, and an attractive place to work.

Onboarding

Next comes the onboarding phase, and if overlooked, it can come with consequences. For example, 28% of new hires leave within 90 days. Hiring is a time-consuming, costly process. Ensuring that the onboarding process is smooth and optimized is essential in maximizing your company’s hiring ROI. Some onboarding best practices include:

  1. Start onboarding before day one by sending new hires emails that will walk them through their first day, a welcome pack with a personal note or card, or even a phone call from the manager they’ll be working closely with.
  2. Make the process cross-departmental with collaborative onboarding. Pair up your new hire with a seasoned employee to teach them the ropes is a tried-and-true method, but maybe it’s time to try a collaborative approach, which builds rapport with other teams much faster than one-on-one onboarding.
  3. Arrange one-on-one time with direct managers. According to a recent LinkedIn survey, which polled 14,000 global professionals about preferred onboarding techniques, 96 percent responded that spending one-to-one time with their direct manager is the most important aspect of their onboarding experience
  4. Set expectations and goals early. Uncertainty about job expectations and performance goals is a new hire’s worst enemy, which is why steps like establishing a relationship between new employees and direct managers are crucial to a new employee’s success. According to LinkedIn’s survey, understanding performance goals was the second most important aspect of onboarding.
  5. Double-down on company culture, values, and principles. Eighty-one percent of new hires fail due to a lack of cultural fit, so proactively broadcast your company’s culture by sharing content on the company’s social media channels, include new hires in meetings or events, or feature the company history in the employee welcome packet. Be sure that your company’s Employee Value Proposition, mission statement, and guiding principles are all aligned.

Conclusion

As easy as it seems, identifying the weakest spots in your candidate journey can be quite elusive. That’s where feedback comes into play. Reach out to your applicants at various points in the journey to ask them for actionable feedback. Doing so will help you get closer to achieving hiring success.

from SmartRecruiters Hiring Success Journal https://ift.tt/2PGmYvU

Many talent acquisition leaders emphasize the importance of offering a compelling candidate experience. Having a solid understanding of the candidate journey is the foundation of doing so.

It’s now more important than ever for companies to consider the candidate experience. Failure to do so could have negative implications for brand image. In fact, 72% of candidates share their negative experiences online and it’s not unheard of for harrowing stories to spread like wildfire on social media channels.

Additionally, the majority of job seekers read at least six reviews before forming an opinion of a potential employer— and after reading bad comments, 55% of the job seekers will avoid a company altogether. It’s not hard to see how anything less than a compelling candidate experience can lead to negative consequences.

To ensure that your company is providing a compelling candidate experience, it’s important to consider the candidate journey. It consists of a sequence of steps that job applicants go through, from the moment they’re aware of a vacancy until their onboarding. The candidate journey can be represented in a funnel—similar to those used in sales and marketing—of the following seven steps: awareness, consideration, interest, application, selection, hire, and on-boarding .

What is perhaps the main issue with the candidate journey is that it tends to be unnecessarily long. For example, it takes most companies an average of 42 days to fill vacant positions. That’s far too drawn out, especially considering that top talent are usually only on the job market for an average of 10 days. Approaching each stage of the candidate journey with a thorough attention to detail can help to streamline the process and set your organization on the fast track to hiring top talent.

Now, let’s take a closer look at the phases of the candidate journey.

Awareness

This is the beginning of every active candidate’s path. This is when your candidate becomes aware of your job opening, which can happen in several ways. For example, through a posting on a job board like LinkedIn or Indeed, through your company’s social media channels, by reading an article about or by your business and then visiting your careers page, or through a referral.

To attract the right talent (and in the process save both your hiring team and applicants time), it’s important to have a thorough understanding of your ideal candidate persona and to develop a strategic plan for talent attraction and engagement.

Consideration and Interest

These two phases share some overlap, and can therefore be addressed at the same time. In the consideration/interest stages, candidates will move past the details of the requisition that you’ve posted and try to get a better sense of your company as a whole. For instance, your organization’s values, mission, work culture, etc.

For the consideration stage, it’s important to employ the principles of employer branding. The best employer brands are consistent across all communication channels—social media, word of mouth, company pages, and job descriptions. These brands find ways to take the internal narrative of satisfied employees and turn it into the external narrative that attracts candidates.

With 52 percent of today’s job seekers combing through company websites and social media pages to find out more about an employer, a positive and clearly defined employer brand is your company’s first impression.

Application

This is perhaps one of the most important, yet often overlooked phases of the candidate journey. Lengthy, complicated job applications can seriously detract from your candidate experience. According to CareerBuilder, 1 in 5 candidates won’t complete an application that takes them 20 minutes or more to complete.

Here are some best practices/thoughts to keep in mind regarding your company’s job application process:

  • Always make sure that someone in your company has gone through the process of applying for a job you’ve posted. Otherwise, you might not notice details that can make or break the candidate experience.
  • Is your application mobile friendly? According to a recent Glassdoor study, 58% of today’s candidates use their phones to find job opportunities. However, due to formatting issues and unresponsive pages, mobile job seekers—on average—complete 53% fewer applications and take 80% longer to complete each application.
  • Are you timely and consistent when communicating throughout the application process? According to a study from WorkplaceTrends 80% of job seekers say they would be discouraged to consider other relevant job openings at a company that failed to notify them of their application status. Yet, they would be 3.5 times more likely to re-apply to a company if they were notified.

Selection

During the selection phase, candidates compare potential employers by gathering more detailed information. In particular, during the interview process, which is when most candidates are first able to tell whether or not they can envision themselves working for your company. Therefore, it’s important to be as transparent as possible.

At this stage, you should try to convey to the candidate what it’s really like to work at your company, as clearly as possible. Let them know what kind of culture they can expect, how the workforce is structured, what challenges come with the position, what perks are offered to promote collaboration and success.

Additionally, you should encourage candidates to ask as many questions as possible and to raise any concerns they might have about the job they’re applying for and/or the organization. Unresolved issues in the minds of talented candidates could negatively affect their willingness to accept a job offer, if extended.

Hiring

For every job offer, there are least two decisions to be made—one by the employer and one by the candidate. Everything leading up to the offer will influence the final decision, for both parties. An oversight in the previous phases of the candidate journey could negatively affect a potential hire’s willingness to accept an offer; therefore, it’s important to treat the candidate journey funnel as a holistic, unified process.

Ease of application, consistent and punctual communication with recruiters and hiring managers, and transparent representation of company culture and values are all tell tale signs of whether or not your company is organized, professional, and an attractive place to work.

Onboarding

Next comes the onboarding phase, and if overlooked, it can come with consequences. For example, 28% of new hires leave within 90 days. Hiring is a time-consuming, costly process. Ensuring that the onboarding process is smooth and optimized is essential in maximizing your company’s hiring ROI. Some onboarding best practices include:

  1. Start onboarding before day one by sending new hires emails that will walk them through their first day, a welcome pack with a personal note or card, or even a phone call from the manager they’ll be working closely with.
  2. Make the process cross-departmental with collaborative onboarding. Pair up your new hire with a seasoned employee to teach them the ropes is a tried-and-true method, but maybe it’s time to try a collaborative approach, which builds rapport with other teams much faster than one-on-one onboarding.
  3. Arrange one-on-one time with direct managers. According to a recent LinkedIn survey, which polled 14,000 global professionals about preferred onboarding techniques, 96 percent responded that spending one-to-one time with their direct manager is the most important aspect of their onboarding experience
  4. Set expectations and goals early. Uncertainty about job expectations and performance goals is a new hire’s worst enemy, which is why steps like establishing a relationship between new employees and direct managers are crucial to a new employee’s success. According to LinkedIn’s survey, understanding performance goals was the second most important aspect of onboarding.
  5. Double-down on company culture, values, and principles. Eighty-one percent of new hires fail due to a lack of cultural fit, so proactively broadcast your company’s culture by sharing content on the company’s social media channels, include new hires in meetings or events, or feature the company history in the employee welcome packet. Be sure that your company’s Employee Value Proposition, mission statement, and guiding principles are all aligned.

Conclusion

As easy as it seems, identifying the weakest spots in your candidate journey can be quite elusive. That’s where feedback comes into play. Reach out to your applicants at various points in the journey to ask them for actionable feedback. Doing so will help you get closer to achieving hiring success.

from SmartRecruiters Hiring Success Journal https://ift.tt/2PGmYvU

Talent is the most critical component of every successful company. Hiring the best talent, though, can be incredibly challenging. As competition for this precious resource increases, businesses can come out ahead by referencing the Hiring Success methodology.

Almost two years ago, we released Hiring Success Fundamentals, a resource that contains the foundational elements of our Hiring Success methodology. We define Hiring Success as the ability to attract, select, and hire the best talent for any role, on demand and on budget. Here’s why that’s so important:

Building a strong business requires three things: ideas, money, and talent. There’s no shortage of the first two. In today’s free market economy, access to business capital is readily available, and there can be no doubt that we live in an age of unprecedented acceleration, discovery, and progress. As for available talent to drive all this growth? That’s another story.

In 1997, Steven Hankin of McKinsey & Company declared in a landmark employment study that the “war for talent” would be a defining challenge for businesses in the 21st century. At the time, Hankin’s prediction gained widespread notoriety—but then the dot com bubble burst, the Great Recession hit, and joblessness soared. When the unemployment rate rose to nearly 10 percent in 2009, many assumed that the war for talent was over. However, by 2015, unemployment was cut in half and the war for talent resumed with full force.

Since then, the importance of talent acquisition has only become more evident. Approximately 77 percent of CEOs see hiring for key skills as the biggest threat to their businesses, and 82 percent of Fortune 500 companies don’t believe they’re in a position to recruit highly talented candidates. Given that by 2030, there will be a global human talent shortage of more than 85 million people, it’s not hard to see why this sentiment is so common among executives.

The talent shortage is a serious and concrete reality that’s unfolding before us at this very moment. Fortunately, there’s a tried and tested solution—Hiring Success. Since we first published Hiring Success Fundamentals in 2018, we’ve acquired even more expertise in talent acquisition. This knowledge has been gained through the ongoing addition of SmartRecruiters employees with years of industry experience and insight. And, of course, by helping thousands of businesses across the world deliver better outcomes through the principles of Hiring Success.

In looking back at what we’ve accomplished over the last two years, we realized that the sum of our professional experiences and learnings—everything we have to offer you—has far surpassed being fundamental. Therefore, we set out to revise Hiring Success Fundamentals in order to more accurately reflect the wealth of expertise at SmartRecruiters. The final product is a 150-page playbook to help TA leaders build a 21st century recruiting strategy from the ground-up. It is beautifully designed, well-written, and certain to change the field of talent acquisition for the better. It is…

The Definitive Guide to Hiring Success

On behalf of everyone at SmartRecruiters, best wishes, happy reading, and happy hiring!

Jerome Ternynck,

Founder, CEO, & Board Member


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from SmartRecruiters Hiring Success Journal https://ift.tt/2P8HYLB

When you’re looking to find the perfect person to fill a remote spot in your team, you have to start with the perfect remote job advertisement. Doing so will improve the quality of candidates at the top of your recruitment funnel. 

Perhaps it’s your first time hiring remotely, and you’re not sure what to include in the job posting. Maybe you’ve already got remote team members, but you’ve been having issues with the hiring process. Well, have no fear! Below, you’ll find four tips from the distributed workforce experts, Remote-how, on how to write the perfect posting for remote jobs and find the super star candidates you need to succeed.

Do the Research

This is perhaps one of the most important aspects of creating a new job advertisement. Have a look at your competitors and similar roles they are offering on their careers page. You’re probably looking for similar kinds of candidates, so it’s a good idea to check the requirements they’re asking for.

Take note of the skills they are looking for, as well as how they prioritize and communicate relevant information in the posting. These points will probably make up the core of your own job listing, and will help you to avoid forgetting any important details.

You can also use this method to get inspiration for the formatting of your advertisement. Some well-known companies that frequently hire remotely include Buffer, GitHub, Basecamp and Automattic. Their careers pages are excellent examples of remote job postings to use for reference.

Pro tip: SmartRecruiters platform lets you view example advertisements from other SmartRecruiters customers for inspiration when creating job postings.

Define the Exact Remote Conditions

Many people think remote work entails flexibility in terms of location and schedule. This, of course, is fairly common, but some jobs may require the occasional day in the office or for workers to be available at very specific times.

When writing job postings for remote positions, make sure that you explicitly state the terms and conditions. This will make sure that you don’t get to the interview stage with a candidate, only for them to find out that the remote arrangements aren’t what they’re looking for. 

Specifically, consider the following:

  • Can your remote employee travel while working?
  • Do they need to work hours according to a particular time zone?
  • Will they need to make trips to specific locations at any point throughout the year? 

“During the offer process aside from the standard compensation information, it is essential to specify work hours and time zone expectations, what equipment and resources will be provided by the company, and any fun perks or benefits you plan to offer them as a remote employee. I would also provide the schedule for their first week of onboarding so they can prepare to dive right in!”

Casey Carr Jones, Director & Head of People Operations at Remote Year.

Below is a posting for a remote content writer position with Buffer. You’ll notice that they clearly define working hours, specifically which time zone candidates should be in. This sets the correct expectation for their remote arrangements up front.

Get Your Team Involved in Drafting the Advertisement

If you’re managing a team of multiple remote team members, it will be especially important to get them involved while drafting the job posting. By virtue of distance, you might not always be aware of their paint points or which additional skills they could benefit from in a new hire.

In an office environment, keeping up to date with hiring happens fairly naturally. Here in the remote world, you’ll have to make sure to over-communicate HR processes and hiring plans. By letting your team know and allowing them to voice their needs and concerns, you’ll have a better chance of hiring someone who will be a better fit for your team and its objectives.

To that end, we recommend the following two-step process before posting job advertisements:

  1. Notify your team of the position you’re hiring for and ask for recommendations and any requirements they may need or can recommend. 
  2. Following this, draft your job posting and present it again to the team. Allow for review, take notes on feedback and then make a final decision on the advertisement. The process needs to be cooperative and fit everyone’s needs to maximize new hire success.

A Remote Job Requires Different Skills, Benefits, and Perks

If you’ve only hired for on-site workers, you should think about the skills you’ve specified previously in requisitions, and whether or not they’ll translate for remote workers. Nine times out of ten they won’t! While both traditional candidates and remote ones will need more or less the same technical and hard skills, it will be especially important for remote workers to have certain soft skills like problem solving, time management, and communication. Since they’ll be working independently, it will be essential for remote workers to be organized self-starters capable of meeting deadlines without direct supervision.

Also make sure to mention any great remote-based perks that you have! It’s no use talking about a membership to a local gym by the office when your employee is possibly thousands of miles away in another country.

In the same content writer posting referenced above, Hotjar also takes care to clearly state the benefits available to remote staff.

screenshot of a job posting for a content writer role with Hotjar.

Conclusion

We think you’ll find the tips outlined in this article very useful when posting requisitions for remote candidates. For actionable advice on the next step in the hiring process—conducting remote interviews—be sure to check out this informative post.


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Tony Le is the Senior Director of Global Talent Acquisition at Getaround—an online, peer-to-peer car-sharing service that’s based in San Francisco and available across the United States and Europe. He has over fifteen years of experience with full life-cycle recruitment, employee relations, organizational development, diversity, and—last but not least—employee training programs, which will be the focus of our seventh episode.

Topics of discussion include the cost benefits of sourcing talent internally, employee retention, how to market training programs internally and measure their performance, and why tactful, careful communication is an essential soft skill for TA leaders.

The recruiting and HR resources that Tony mentions can be found here:

https://www.ere.net/

https://www.shrm.org/

https://recruitingdaily.com/

https://slofile.com/slack/hashtagpeople

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