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.
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.
We’ve just returned from the HR Technology Conference 2017 and it was great to see the innovation and focus on talent acquisition and more specifically recruitment marketing. We had so many talent acquisition leaders, marketing leaders, and HRIS operations leaders stop by our booth to talk about recruitment marketing and how they can make improvements.
For recruiting organizations, the race to make apply processes easier started with the advent of resume uploading, or resume parsing, many years ago. At the time, the ability to upload a resume and extract enough information to speed the application process was revolutionary.
What started as name, address, email, and phone has evolved over the years to include experience, skills, qualifications, and more – in multiple languages. This is a big part of our heritage at Talemetry.
Today we’re taking another look at some of the features that make Talemetry such a powerful tool when companies are looking for top-line job candidates. We talked earlier this week about how, contrary to some reports, the resume isn’t dead -- the vast majority of job applicants prefer to upload a resume to a careers site, rather then upload the information from a social network such as LinkedIn or Google+.