Converting candidates into applicants is one of the most important, but most challenging steps in recruitment. And as every recruiter and talent acquisition professional knows, eliminating barriers to conversion is essential to increasing candidate conversion rates. For most organizations today, application conversion rates typically reach only 20 to 30 percent. And that is a huge missed opportunity to find, connect with and hire the right talent.
Topics: Cloud Job Discovery, using Cloud Job Discovery, integration with Cloud Job Discovery, eliminating barriers to candidate conversion, partnership between Talemetry and Google, maximizing career site traffic, converting candidates into applicants
If you’re in recruitment, then you’re always seeking better ways to enhance the candidate experience and improve recruiting efficiencies. So it seems obvious that when a new tool makes it easier and faster to communicate with candidates, you should jump right on it. Enter the world of SMS/texting for recruitment. While consumer texting has been around for many years, it’s a newer concept applied between recruiters and candidates. But before we examine the three key reasons you should consider adopting texting as a core candidate communication strategy, let’s take a look at the popularity of texting today based on recent trends and data.
Topics: Candidate communication strategy, how to get better candidate response rates, candidate texting, how to communicate directly with candidates, better candidate engagement, candidate response rates
Vancouver, BC, June 14, 2018 – Talemetry, the leader in results-driven recruitment marketing, today announced that Yale New Haven Health (YNHHS) has selected Talemetry as its recruitment marketing platform provider. YNHHS selected the Talemetry platform for integration capabilities to its new applicant tracking system and to address recruiting gaps and challenges that existed in the health organization.
Finding top talent and connecting with candidates is more costly and more time consuming than ever before. It’s estimated that in the U.S. alone, organizations spend more than $160 billion annually in recruiting for open positions. SHRM reports the average cost per hire is now at more than $4,100. And in 2015, Deloitte put time-to-hire at an average of around 52 days—up from just 19 days in 2000.
Modern recruitment is modern marketing. But to start thinking like a marketer, you have to make a fundamental shift in how you approach your recruitment strategies. During last week’s webinar with Cameron Laker, CEO and Co-Founder of Mindfield, a leading RPO provider for hourly employers, and Peter Clare, SVP and GM of Talemetry, making this transformation was front and center in their discussion.
If you were in sunny San Diego at the end of May for the Employer Branding Strategies Conference, or EBrandCon as we all call it, then you were probably just as pumped as we were to be part of such an outstanding event. EBrandCon offered an incredible line-up of speakers and thought-provoking presentations that reinforced the importance of investing in and building a strong employer brand. The conference also made clear that this is a really exciting time to be in employer branding and recruitment marketing. And we couldn’t agree more.
Topics: candidate experience, EBrandCon, employer brand, organizational culture, recruitment messaging, EVP, evolution of employer branding, personalized content strategies, building stronger employer brand
The great Warren Bennis once said ‘The manager accepts the status quo; the leader challenges it.’ Nothing could be truer in the modern recruitment marketing landscape. Some recruiting organizations today are nervous that rethinking their recruitment marketing strategies, processes and technologies will somehow upset the approach they have in place to find candidates. They are scared to try something new despite the mediocre performance and recruiting outcomes they may achieve. They are immature in their thinking, or lack the knowledge and understanding of how to get past outdated recruiting strategies. In other words, they accept the status quo.
Topics: recruitment marketing platform, recruitment marketing processes, How to improve recruitment marketing, How to impact recruitment outcomes, trends in recruitment marketing, New recruitment marketing strategies
If last week’s announcement of the Glassdoor acquisition had you all shook up, then you were probably in good company. The big news that Recruit Holdings, the parent company of Indeed, had acquired Glassdoor was quietly announced, but made a big statement to the recruiting tech industry. It signaled the continued consolidation of major tech players in online recruiting and left many talent acquisition professionals wondering what this would mean for the future of finding and connecting with talent online.
Last Friday evening, I had the privilege of attending the Rally On Gathering hosted by Rally Recruitment Marketing at a local brewery near Boston. Heartfelt congrats to Rally for a successful event and all the success over this past year.
According to Forbes, a career in medicine is view by 90 percent of Americans as a prestigious profession. And most people would agree that caring for others is a noble calling, but finding the right talent in such a highly regulated industry is not always the easiest task. In fact, healthcare organizations today often struggle to find a steady stream of talent and to build talent pipelines that keep up with the demand for highly skilled healthcare professionals.