We were thrilled to see so much focus on innovation and talent acquisition at HR Tech 2017. From AI to analytics, to integration and the candidate experience, not to mention Google for Jobs, there were lots of attention on how to advance recruiting strategies. This is an exciting time in our space with new technologies, strategies, and ideas to help recruiters attract more of the best candidates.
But there’s a fair amount of hype out there and it’s important to not get distracted by the shiny new object. Not everything that’s being hyped is reality yet, and there is much that can be done today to improve recruiting strategies.
Artificial interruption, we mean artificial intelligence (AI) holds great promise for recruiting operations. But you don’t need to wait for AI to find and deliver better candidates to your sourcing team. You don’t need to wait for AI to get better insight on candidates that your sourcers should be talking to within your database, you don’t need AI to build meaningful relationships and to know where to start campaigns. With a cohesive recruitment marketing strategy and platform, you can be doing all of that today.
Data is only important if you know what to do with it.
Brandon Hall Group knows a little something about hiring metrics and analytics. As a research and advisory group, they've covered talent acquisition for over a decade. That's why Talemetry worked with Brandon Hall to create an important eBook called Recruitment Marketing’s BIG IMPACT on Hiring Metrics.
This free eBook is packed with results from Brandon Hall Group's recent research on recruitment marketing's impact on the hiring process and we're making it available for free download here.
Integration and the Perfect Talent Acquisition Stack
As we heard from some of the key analysts and in sessions at HR Tech, a key challenge facing recruiting operations teams today is integration and building the perfect talent acquisition stack. We have always known the critical importance of integration with the ATS platforms, which is why it’s foundational to what we do with a focus on integrations with leading ATSs including Oracle (Taleo, Peoplesoft), SAP (SuccessFactors), iCIMS, and Workday.
Deliver your candidates a personalized experience based on their persona, background, and interests. It is important that the career site is able to quickly cater to your most important or sought after talent segments. This compelling experience should include relevant job and content recommendations, geo-personalization, and make it easy for the right talent to find the right available jobs.
Investing in providing better content and a consumer-candidate experience represents significant potential for increasing quality candidate flow. Increasing the visitor to applicant conversion rate by just one point from 3% to 4% results in 1/3 more applicants (trust us, the math works).
Make your apply process easy and intuitive. Your application process has to be compliant, but that doesn’t mean that it needs to put every applicant through an excruciating and painful process. Your application process should be an easy-to-use consumer quality candidate conversion process.
Some simple fixes include 1) Removing registration requirements 2) Cater to any person on any device (mobile, tablet, traditional) 3) Automatically capture remarketing opt-in without the need to ask for candidate information twice. Tips like these and more can be found in our Candidate Experience handbook.
Google for Jobs
Google for Jobs, simply stated, takes free form searches from job seekers and uses Google's algorithms and machine learning to better match the many permutations of a job title to actual relevant jobs – regardless of title. And it gets better the more it gets used.
It also returns the results in a snappy little dual pane reader for browsing and provides simple logical filters to hone in on locations, employers, and more.
If you are a savvy employer, you have been reaping the benefits of Google search traffic to your career site and jobs for many years. You've either implemented an ATS that supports indexing of jobs for search, or you've been using a recruitment marketing platform or career site solution that works with your ATS to make your jobs indexable by Google.
That said, you may have seen the jobs on your career site get overrun on Gooogle rankings by the same jobs located on job boards like Indeed and others. They scrape the jobs off your career site and then optimize them for Google and ultimately give you free traffic, but they sit squarely in the middle.
This is good and bad. Many companies never really focus on optimizing the job listings on their own career site because Indeed does it for them. The problem with that is that the extra clicks between Google and Indeed and your career site result in fewer visitors and applicants for you. Now with Google for Jobs, you may not be able to rely on job board aggregators like Indeed to drive traffic to your jobs.
We had a great few days at HR Tech and look forward to continued innovation in our recruiting space!