Has your organization been getting fewer of the right kind of applicants to fill your open jobs each year? Look no further than your job application process! Today’s candidates are no different than the rest of Internet users. They are part of the explosion of mobile device usage, which has risen from a mere 4% in 2010 to 51% in 2015. With this many mobile devices in play, your job application process and technology has to be mobile-friendly to capture the interest of visitors to your career site and convert them into actual job applicants for immediate job openings, as well as to fill your job pipelines for future job requisitions.
High performance recruitment marketing platform provider Talemetry opened our doors for Vancouver’s first HR Unconference on October 20, 2014. Recruiting professionals from around the Vancouver area gathered for a decidedly different HR conference experience.
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
Recruiters have one of the most difficult positions in an organization as they are often responsible for filling all jobs across every department. Breaking it down into the types of jobs that need to be filled, each with different job title requirements, skills, qualifications, and experience, can make it quite complicated.
Topics: Talemetry Today, candidate sourcing, talent management, Talent Trends, recruiting trends, Talent Networks & Sourcing, social recruiting, hr technology, recruiting, recruitment marketing, talent acquisition
As a follow up to my blog on Social Recruiting vs Sourcing I wanted to talk in more detail on how to leverage social channels properly when recruiting. I will break it down into the three major aspects of recruiting: sourcing, advertising, and candidate engagement.
As organizations leverage more and more recruiting channels, it’s getting harder and harder to know what’s working and what’s not. It’s a constant struggle every recruiter faces: fill jobs with candidates and keep recruiting costs within budget. Here are the top 3 mistakes that most recruiters make in their multi-channel recruiting strategy:
Where do your best hires come from?
This is one of the most common questions a recruiter will be asked and it’s typically the most difficult question to answer. With the lack of complete recruiting analytics in most recruiting solutions, the volume of different sources and the difficulty to measure the things that matter, recruiters are most likely to answer this question based on what they like or whatever is easiest. The answer to the question demands being able to incorporate information on cost, time, and efficiency. So, how do you answer this question with a higher degree of certainty?
As the concept of “Big Data” becomes more mainstream, it’s important for hiring organizations to understand what it can do for recruiting efforts. Big Data precepts make it easy for organizations to take the vast amounts of information they have and make it work for them in new ways. Today we’ll take a look at what’s made these deeper analytics possible, and what that means for organizations that want to use them.
This post is by Jeff Waldman, founder of Stratify, a social HR solutions company, and SocialHRCamp, an experiential learning HR unconference that has run events in Canada, the United States, Singapore and Philippines.
You are looking for work and have come across one of those typical text-heavy and somewhat boring job postings. You dust off the cover letter and resume in preparation to take the plunge. You make the changes to your resume to better reflect where you are today in your career, and to maximize your relevancy to the vacancy in which you’re applying to.
You go online and venture to the career site. You find the position that you want to apply for and click the apply button. You are prompted to register with their database—you go back to your email and eagerly await the registration acceptance email. Ding ding, it arrives. Great, you click back to the application process and move forward. You then spend an hour filling out a comprehensive profile, including your name, career interests, education, key skills, job history, extracurricular activities, contact information and everything else under the sun. You then copy and paste your cover letter and resume into text boxes, which you then have to re-format so the words aren't scrambled. You are then prompted to respond to specific screening questions, provide a short essay on why you would like to apply, and answer a plethora of employment eligibility questions. Finally, you’re finished. You hit the apply button. Phew!