Our research team has been studying application processes and have found that many organizations see as little as 10-30% application completion rates. Companies are making huge investments to attract and recruit candidates, typically $3,500 - $4,000 per candidate. So to make the investment to attract candidates to your career site, but then see only 10-30% of candidates actually complete applications isn’t exactly the ROI that CFOs are pleased with. Studying the process from when candidates reach your career site through completed application is an opportunity to make significant impact to the number of candidates and the ROI of your talent acquisition investment pretty quickly.
You've probably heard by now that Google has gotten involved in the hiring game with Google for Jobs – and it could affect your career site. With their announcement of Google Jobs API last year, and their implementation of Google for Jobs within their native search engine, Google is looking to clean up the job search process.
With all the confusion these days about what recruitment marketing actually is, how much of it is supported by your applicant tracking system, and how recruitment marketing platforms augment an ATS, University of Pittsburgh Medical Center (UPMC) has blazed a trail for recruiting organizations everywhere.
The majority of the initial interactions a potential candidate experiences with your company happen online. And most humans on the web these days expect a modern, “consumer quality” web experience. But just what is that, exactly? It's the latest buzz phrase for sure. The short answer is, it’s mobile-friendly. It's a lot of things, but today's consumer quality experience starts with mobile and ends with mobile. In fact, Google announced that more searches are happening on mobile devices than on desktop computers. If you’re thinking this doesn’t apply to the recruiting process you’re mistaken, because it does – in significant ways.
While candidates may interact with your company across many channels, recruitment marketers know that a company’s career site is where the majority of the action is happening. In many cases a company’s career site is where candidates get an important first or second impression of the company. If a candidate is going to take the next step and apply, their experience on the site must be a good one.
Marketing, in all its online and offline forms, is about connecting your brand to the right people at the right time with the right message.
A good time was had by all at the 2014 HR Technology Conference. Talemetry was out in force with our latest generation recruitment marketing and sourcing platform.
We’ve been hard at work on our Fall Release, adding several new features that are immediately available to all our clients at no cost.
Topics: hiring, cloud recruiting, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, employer branding, recruiting trends, career sites, ATS, hr technology, candidate experience, Talemetry Product News
Earlier this month Talemetry released new reporting and analytics capabilities in our software that allow companies to delve deeper into their online job application process.
Topics: Talemetry Today, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, recruiting trends, talent generation, talemetry, career sites, social recruiting, hr technology, recruiting, candidate experience, recruitment marketing, Talemetry Product News, talent acquisition
Most modern marketers know that no single touch point will cause a lead to make an immediate purchase. It can often take a dozen or more different marketing engagements. These touch points range from emails, direct mail, events, social ads, radio, television, online marketing and others.
Topics: Talemetry Today, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, recruiting trends, analytics, Talent Networks & Sourcing, career sites, hr technology, recruiting, candidate experience, recruitment marketing, talent acquisition