#1: Scalability Is a Strategic Advantage

No matter their size or recruiting complexity, companies are still navigating rocky terrain when it comes to hiring. Those that are actively hiring for new positions have challenges finding enough quality candidates. That’s why it remains the top priority for HR leaders in 2023. In fact, nearly two-thirds (61%) of HR decision makers indicate their first priority in recruiting this year is improving the overall quality of candidate.

However, based on Employ data, the number of new job listings across organizations decreased last year between the second and third quarters by 10.4%, representing a pullback from historic highs seen in early Q2 2022.  With new open jobs trending downward, companies will likely experience a continued increase in the total number of applications in 2023.

So while the labor market remains tight, it is also possible that companies are pulling back on hiring during this time. In response, business leaders should empower their TA and HR leaders to adopt more agile recruiting strategies that enable them to scale up or down, depending on their own business needs.

Scalability has become a key strategy for successful recruiting. It allows teams to evaluate their hiring process at all steps of the talent lifecycle to find areas of improvement and keeps teams ready to adjust to changes in the market.

Agile recruiting helps TA teams to:

• Analyze and optimize recruiting processes
• Evaluate and improve on key recruiting metrics like quality of hire and time-to-hire
• Shorten the hiring process to fill roles quicker with qualified talent
• Easily adjust to the changing job market to meet candidates where they are

#2: Technology & Process Prioritization Is Essential

Following multiple years of job market uncertainty, employers are still looking for ways to speed time to hire and focus on automating parts of the hiring process. This is often done by identifying technology and processes that can take repetitive, mundane tasks away from recruiters and hiring managers, and automate those activities for faster hiring.

Companies that plan to increase recruiting spend will most often do so by increasing their budgets for new recruitment technology processes (59%), job advertising (57%), new recruiting team role hires (45%), and by expanding their existing recruitment technology stack (43%).

Additional technology investments will likely go toward:

• Applicant tracking systems (59%)
• DEI initiatives (51%)
• Candidate relationship management (50%)
• Sourcing, including RPO (47%)
• Career sites (41%)
• Offers and onboarding (41%)

> PRO TIP: Leverage purpose-built recruitment technology

Adopt recruitment software and talent acquisition technology that is tailor-made for the complexity, size, and hiring needs of your business. By investing in purpose-built technology, companies can ensure they are more competitive to connect with the right talent and streamline their processes.

#3: Recruiting Outcomes Are Paramount

Understanding where HR decision makers face the biggest challenges right now, and actively seeking to address those difficulties, can make a difference for companies looking to improve the quality of candidates and improve the speed of hiring.

Here are two strategies that can help organizations improve their overall quality of hire, increase efficiencies through automation and workload reduction, and support compliance across companies of all sizes:

• Deliver positive experiences: Take care to invest in the needs of hiring managers, recruiters, and candidates, and deliver positive experiences for these audiences. Work to shorten feedback loops, improve communication and collaboration, and engage each stakeholder more deeply within the hiring process. If applicable, focus on engaging with gig workers and nurturing relationships with individuals who are in revenue-generating roles. Ensure the hiring process delivers positive experiences that enhance the company’s employer brand.

• Identify where to optimize processes: Leverage data-driven insights and analytics that inform where bottlenecks exist in the recruiting process and uncover opportunities to speed up time-to-hire and boost the quality of candidates. By keeping a clear pulse on applicant flow and the talent pipeline, companies can uncover insights into where the recruiting process can be improved.

Final Thoughts

Interested in deeper insights to start the new year? Download the Employ Quarterly Insights Report here or discover other relevant content in our resource library.

The post What Talent Acquisition Priorities Should Business Leaders Focus On In 2023? first appeared on Jobvite.

With specific recognition for ease of setup, ease of use, and quality of support, Jobvite has been recognized as a:

• Leader in Enterprise Applicant Tracking Systems

• Leader in Enterprise Candidate Relationship Management

• Leader in Enterprise Recruitment Marketing

• Leader in Enterprise Onboarding

• Leader in Applicant Tracking Systems

• Leader in Candidate Relationship Management

• Leader in Recruitment Platforms

• Leader in Recruitment Marketing

• Leader in Onboarding

• Leader in Mid-Market Applicant Tracking Systems

• Leader in Mid-Market Candidate Relationship Management

What G2 Users Say About Jobvite

Jobvite, an Employ Inc. brand, delivers a purpose-built, scalable, and proven end-to-end solution that streamlines complex talent acquisition activities. Jobvite acts as a strategic partner to empower customers to meet their ever-changing business needs, driving predictable outcomes, creating engaging candidate experiences, and increasing efficiency by optimizing TA capacity.

Jobvite’s Evolve Talent Acquisition Suite streamlines talent acquisition across the entire talent lifecycle and brings together the best recruiting capabilities, all in one suite. But don’t take our word for it. Take a look at verified user reviews on G2:

“Glad we made the switch to Jobvite”

Jobvite is able to automate several of the administrative tasks that go along with recruiting. After our business began growing, this was a must for us. It has saved us so much time! 

“Simplified and seamless candidate sourcing and hiring tool”

Every functional requirement for the hiring event is in one place. 

“Excellent!”

Jobvite is very adaptable, easy to configure and is perfect for all companies. I like its custom fields, its workflows and its adaptability to different recruitment processes.

See What Makes Jobvite a Leader

We are thrilled to receive this recognition from our customers and are grateful for the opportunity to provide end-to-end, integrated talent acquisition solutions without the complexity

Thank you to our amazing users for again rating Jobvite a leader in talent acquisition technology. To see Jobvite in action, watch the on-demand Jobvite Product Tour or request a live demo.

The post Jobvite Receives 11 Leader Badges on G2! first appeared on Jobvite.

Your recruiting team is likely seeing these trends firsthand. Those that understand the macro recruiting trends, remain vigilant in the face of competition, and anticipate turbulence will be better suited to thrive through an uncertain hiring landscape. As companies are now firmly into 2023, make sure you understand the top recruiting challenges your team is facing and what leadership can do to support them in streamlining hiring this new year.

The Talent Landscape Is Still Treacherous

It should come as no surprise: Employ data shows 65% of recruiters say their job is more stressful today than it was a year ago. Of those that say it is harder to fill jobs this year than last year, 61% of recruiters say the lack of talent to fill open positions is the reason, while 51% indicate competition from other employers is to blame.

Hiring is a race for talent. Competing on speed is one of the biggest hurdles for recruiters today and, therefore, one of the biggest stressors. According to Employ data, the average time-to-hire is under two weeks for 32% of companies and between three and four weeks for 53% of employers. This means that within 30 days of posting a requisition, more than 8 in 10 recruiters expect to have their open positions filled.

Within the current labor market, companies face several challenges that make recruiting more difficult, including a notable shortage of talent. Not only are recruiters forced to hire candidates more quickly, but they’re also finding it harder to identify the talent needed to fill those roles. Unfortunately, this could lead to the wrong candidate filling your open positions and, therefore, more turnover within your organization.

Where Leadership Can Support

To stay competitive in this unique labor market, business and talent acquisition leaders must support recruiters in reducing manual tasks. Through recruiting automation technology, recruiters can do what they do best: focus on the human aspects of recruiting to ensure the best fit for the open position. Continued investment is clearly a priority for enterprises.

According to Employ survey data, 47% of companies also plan to invest in additional sourcing, including recruitment process outsourcing (RPO) to help them address current challenges they face in the hiring market.  If these considerations aren’t yet in your 2023 hiring plan, consider this a priority to help recruiters feel more supported in their roles.

Attracting Top Talent Is an Uphill Battle

With rising interest rates, continued focus on remote work, and an increased emphasis on employee benefits, companies continue to battle for candidate attention. More than 8 in 10 (81%) of talent acquisition professionals indicate that attracting top talent has become more challenging over the past year, with 33% stating it has been very challenging.

As companies struggle to decide where to focus their efforts in meeting candidate expectations, recruiters are seeing firsthand what is working well and what leaves something to be desired.

Where Leadership Can Support

Hone in on feedback from your recruiting teams in regards to candidate expectations. Not every industry will have the same expectations, which is why broader data only gets us so far. Overall, flexible work schedules may be the highest ranked for attracting talent overall, but if your recruiters are hearing more comments about a low starting salary, that is where you’d do well to consider changes.

They’re Taking Chances — And Hope You Will Too

Recruiters in 2022 were not using the same tactics that worked in 2019. The market has changed so drastically in such a short time that your talent acquisition teams have nearly recreated the wheel to stay competitive.

Where Leadership Can Support

Recruiters have seen success in new job boards, automated systems that help them engage former applicants, and investments in their career sites and TA technologies, so this is where they’re hoping leadership will support them in 2023.

When recruiters have a say in the technologies they use, they are more likely to stay at an organization. In fact, Aptitude Research indicates that 1 in 2 recruiters would leave their current company for another organization if it had better technology.

Ensure Your Talent Teams Are Supported This Year

Get further insight into how you can empower your recruiting teams throughout 2023. Find out how to empower and invest in talent acquisition teams to drive recruiting results.

Download the latest Employ Quarterly Insights Report filled with data-driven insights and best practices from more than 18,000 customers and 1,200 HR decision makers and recruiters.

The post What Recruiters Want Their Bosses to Know first appeared on Jobvite.

But with historically low unemployment, recruiting professionals are still struggling to source qualified hires. Candidates also have higher expectations than ever before and want to work for mission-driven companies with a strong workplace culture that aligns to their own values.

When it comes to staying competitive in the labor market, one of the best tools companies have is leveraging their culture and their organizational mission for talent attraction. Your culture reflects what it’s like to work in your company; it’s the shared values, practices, beliefs, and attitudes that guide the way work is accomplished and employees behave. A strong culture and purpose-driven mission are invaluable tools for both recruitment and retention, and have been linked to higher levels of business performance.

How Culture and Mission Impact Talent Attraction

Job seekers are clear that a company’s mission and culture are highly important to them. In fact, based on Employ data, more than 1 in 5 workers (23%) say they would accept a job offer because of company values, mission, and culture. Beyond this, more than two-thirds of employees (65%) believe it takes less than one month to determine if they are a good match for the organization’s mission and culture, and 55% say they would leave a job if the organization was not aligned with their expectations or values. Recognizing the value that a transparent culture and intentional mission have in attracting — and retaining — employees is paramount to your recruiting efforts.

Candidates Are Still Shuffling

Although notable layoffs have occurred in the tech sector, candidates in other industries, like healthcare, manufacturing, and professional services, are still on the move, seeking positions that better align to their demands for higher compensation and a stronger culture. This has led to employee turnover, creating pressure on recruiting teams to quickly fill empty positions. And as many talent professionals have found out, a strong employer brand and clear mission propels a more positive recruiting experience and can help talent teams stand out and convert applicants into qualified hires.

Looking at What a Candidate Wants

With high turnover still common, recruiters see first-hand that candidates want a company that cares about their professional and personal growth. According to a recent Lighthouse Research & Advisory Report, 83% of candidates want to know about future growth opportunities during the hiring process. Even more telling, building deeper connections with managers, peers, and the core values of the company is one of the top-rated priorities for candidates.

Job seekers also want to work for a company that prioritizes DE&I in its policies and hiring practices, and cares about their wellbeing. Candidates are also looking for better benefits (34.4%), career advancement opportunities (12.6%), and remote work flexibility (21.3%).

One of the biggest challenges in hiring today is retaining quality employees who are looking for more from their employer. Strategic talent acquisition teams are investing in their employees by developing internal mobility programs that provide career growth opportunities and referral incentives.

Prioritize Your Authentic Employer Brand and DE&I Activities

Remember, candidates are looking for an employer that provides a supportive culture, competitive benefits, purpose-driven mission, and internal mobility opportunities. They expect employers to be flexible with remote work and provide a workplace that represents a wide diversity of people in all position levels. And while employees leave their jobs for a variety of reasons, nearly five percent of job seekers admit they leave an organization in seek of a company with greater diversity.

To compete in today’s fast-paced market, recruiting teams must invest in making the workplace a better place for all. A promising 33% of HR decision makers plan to increase their investments in DE&I programs this year, according to Employ data. Put company culture, a clear mission, and DE&I at the top of the budget list, and you will see tremendous improvement in candidates that align to your values and drive workforce performance.

Get Started Building a More Robust Employer Brand

With qualified candidates in short supply, today’s job seekers continue to have the upper hand in the labor market. Start improving your ability to attract candidates with a strong employer brand and clear mission.

Get The Step-by-Step Guide for Enhancing Your Employer Brand and see how a great candidate experience builds a more robust applicant funnel for your business.

The post Does Your Company Culture and Mission Matter to Potential Candidates? first appeared on Jobvite.

But with more than one-and-a-half jobs open for every job seeker, companies face fierce competition for talent. Recruiting teams need intelligent, comprehensive technology that can handle the complexities of modern recruiting. And the most forward-thinking companies are moving away from disconnected and frustrating point solutions, adopting a unified TA tech stack that can easily connect with quality candidates and improve hiring outcomes.

What Is Centralized TA Technology?

Centralized talent acquisition technology is a unified set of integrated solutions that empower recruiting teams to better attract and convert candidates across the entire candidate lifecycle. It brings teams together to improve communication and collaboration, which results in a world-class candidate, recruiter, and employee experience.

The best centralized tech manages the complexity of talent acquisition and delivers improved hiring outcomes in challenging markets. It should include capabilities for:

• Career Sites
• Job Broadcasting
• DEI Solutions
• Candidate Relationship Management (CRM)
• Intelligent Messaging
• Applicant Tracking System (ATS) and Onboarding
• Video Screening
• Internal Mobility
• Employee Referral Tools
• Analytics

Ensure Your Hiring Teams Drive Results Through a Purpose-Built TA Tech Stack

Talent teams spend hours per week on tedious manual tasks that could easily be automated. Automation and AI are pillars of a centralized talent acquisition solution and enable recruiters to save time and effort on tedious daily tasks. 

Sourcing

Recruiters often spend hours per week trying to find the right candidate for each open requisition. While sourcing does require a recruiter’s judgment and expertise, many tasks can be automated to help teams find quality candidates in less time. Sourcing with automation and AI can save talent teams hours and give them an insight into which candidates would make an ideal fit for open roles in the organization. Intelligent sourcing can take requirements for a role like skills, experience level, or certifications and find candidates that could be a potential fit.

Interviewing

With interviews today taking place both in person and online, it is challenging for recruiters to coordinate the entire process, especially with multiple candidates and hiring team members. In today’s competitive talent market, it’s important that there’s minimal wait time for candidates during the interviewing stage so they aren’t swiped up by a competitor. Smart interview scheduling tools allow candidates to pick preferred interview times based on hiring team availability and self-schedule their meetings.

Communicating with hiring teams and engaging candidates

Recruiters are the center of communication between candidates and your company. Candidate engagement has become increasingly important in today’s competitive market, and the most strategic talent teams prioritize engaging and nurturing candidates throughout their talent journey. Tools like texting and chatbots enable talent teams to reach candidates who are more mobile than ever, streamlining and making communication more effective.

Hiring

Once a hiring team has decided on a candidate, it’s usually up to the recruiter to communicate the offer and help facilitate negotiations, if necessary. During the hiring stage, companies can lose strong candidates if the internal decision process takes too long. A strong centralized platform that can shorten the feedback loop for hiring teams is essential to hire top talent in today’s market. Candidates want transparency and highly responsive recruiters, so it’s essential that the offer stage is well managed and moves quickly to ensure a smooth hire.

Onboarding

The onboarding process is a pivotal point for talent teams to retain the newly hired employees and set them up for success in their new role. Ensure that the new employees are happy, engaged, and feel supported by creating a world-class onboarding program that can be completed from anywhere. Incorporate smart technology and provide a thorough orientation with videos about company culture, training, and surveys to collect feedback on their experience.

Analytics and reporting

Mature talent teams are leveraging advanced analytics and reporting capabilities to round out their programs. Data collected on relevant recruiting metrics, overall recruiting performance, candidate conversion and engagement rates, and other hiring data can all be used to identify areas for improvement in the hiring process. Automated tools can create custom reports on key recruiting metrics and send them to company stakeholders on a regular basis.

Why Adopt a Unified Recruiting Solution?

As you consider whether a unified platform is right for your organization, remember centralizing your recruitment technology can help:

• Improve ROI
• Save time and effort on manual tasks
• Improve key recruiting metrics
• Improve communication and collaboration
• Enhance DEI initiatives

Start Your Journey to a Holistic Talent Acquisition Suite

Ready to unify your talent acquisition technology and realize the benefits of what a holistic solution can do for your talent acquisition function? Learn more about adopting holistic TA solutions with Centralizing Your Talent Acquisition Technology: The Ultimate How-To Guide. Or subscribe to the blog and resource hub to stay up to date on the latest in TA tech.

The post Why an Optimal TA Tech Stack Is Just as Important as Your Hiring Team first appeared on Jobvite.

From fostering remote engagement to crafting optimized job listings, here are 12 responses to the questions, “Hiring leaders, can you provide strategies you are following to help best prepare for hiring in 2023? Why should others follow this tip for hiring preparation in the new year?”

• Focus on Fostering Remote Engagement
• Keep Up with Shifting Candidate Priorities
• Consider Reaching Out to People Who Left
• Offer More Remote Work Options
• Build a Talent Network
• Leverage Sponsored Employment to Stand Out
• Explore More Hiring Processes with New Tech
• Look for Someone Who Fits Your Company Culture
• Engage in Social Media Recruiting
• Automate Screening for Better, Cheaper Hires
• Develop a Strong Employer Brand
• Craft Unique and Optimized Job Listings

Focus on Fostering Remote Engagement

Despite a push from hiring and talent acquisition leaders to return to some semblance of “normalcy,” it’s likely that businesses will be forced to contend with a largely decentralized, distributed, and remote talent pool in 2023.

In order to stand out in the current talent market, companies should prioritize engaging potential candidates in a remote setting, meeting them where they’re most comfortable. By inspecting how your company engages with both current and prospective staff, you can identify ways to improve employee loyalty and show your business’s ability to function smoothly in a remote environment.

Promoting an engaging company culture through this remote engagement should be less about physical perks, such as in-house ping-pong tables or artisan coffee, and more about the steps that will be taken to onboard and support new employees — regardless of location. Businesses that can demonstrate a commitment to remote engagement are highly appealing to top talent.

Teresha Aird, Chief Marketing Officer & HR Lead, Offices.net

Keep Up With Shifting Candidate Priorities

Your candidates’ priorities are shifting, so your focus must move with them for the best success. Overhaul your hiring practices, compensation, and perks to give candidates more of what they want, like fair compensation, flexibility, and work-life balance, and less of what they don’t.

With inflation increasing living costs, compensation is even more important than balance and flexibility — increase salaries to account for higher expenses. While work-life balance priorities dropped as financial pressures grew, it’s still high on the list of importance. Clearly communicate company values during the hiring process and provide better pay transparency — both have become differentiators in the current job market.

Watch how candidates’ priorities shift in 2023 and make swift moves to keep open roles as attractive to them as possible.

Ruben Gamez, Founder & CEO, SignWell

Consider Reaching Out to People Who Left

Consider a powerful re-hiring strategy for 2023. Given today’s talent scarcity and the demand for A+ talent, why not remember the top performers who left your employment over the past several years and invite them to return? 

Think about launching a “We Want You Back!” campaign in Q1 2023. Inviting and rehiring top performers can be equivalent to adding the productivity of several B and C performers.  

These re-hires also know the business culture, have relationships with present staff, and can start strong.  Their return also shows to current employees how company leadership is enlightened and committed to a positive and productive work environment.

Bill Gunn, Principal Consultant, G&A

Offer More Remote Work Options

Remote work has increasingly become a normalized part of the work culture. From remote cybersecurity jobs to work-from-home UX design roles, every industry that is gunning to be relevant and attract top talent in 2023 has had to succumb to this trend. 

Only some employees are eligible to work remotely, but a lot of roles have made the switch to make many candidates wary of in-person roles. This trend has led to candidates favoring organizations offering remote options. Organizations not offering them are set up for a challenging 2023 in the recruitment market. Offering hybrid schedules or flexible options will attract candidates and make the hiring process far more accessible and more robust.

Yongming Song, CEO, Live Poll for Slides

Build a Talent Network

It is important to build up a network of potential candidates who are interested in working with your organization. This includes identifying high-potential individuals, engaging with them through social media or other digital platforms, and maintaining relationships with them. 

Doing so will help you stay ahead of the competition in hiring for 2023 by providing access to a larger pool of qualified candidates. Moreover, it will help you create a more diverse hiring pipeline, allowing for greater flexibility when filling positions.

Tzvi Heber, Founder, CEO, & HR Head, Ascendant Detox

Leverage Sponsored Employment to Stand Out

Since thousands of jobs are uploaded every day, your job listing’s visibility may eventually decline. A sponsored job is one of the finest strategies to guarantee that your job ad remains distinctive. 

In any relevant search results, these premium postings will be more prominent and won’t drop in prominence over time, like free job listings, which can draw in more qualified applicants. 

As soon as you pay to post a position, you’ll also gain access to Instant Fit, which provides you with a list of applicants whose resumes match your job requirements on Indeed right away.

Kurt Uhlir, Chief Marketing Officer, Kurt Uhlir

Explore More Hiring Processes With New Tech

I’ve always used data for recruiting purposes, but as technology progresses, the possibilities are growing. I’m no longer limited to hard skill evaluations; I’m now better able to consider a candidate’s holistic suitability for any position.

Soft skills, like emotional intelligence, team cohesion, and effective communication often determine how well an employee adapts to a new workplace. By combining psychological and sociological surveys with data collection techniques, I’m placing candidates in their ideal work cultures. 

This is a crucial metric for long-term success because inefficient hiring processes can lead to work stoppages and delayed projects. 

Rob Reeves, CEO & President, Redfish Technology

Look for Someone Who Fits Your Company Culture

In my experience, the most challenging aspect of hiring for senior or executive positions is finding someone who not only has the skills and experience, but also fits the culture the company strives for. 

These higher-level employees often already have a well-established style of leadership, and any attempts at shifting it to fit the values of the new workplace can be a real challenge. That’s why, in 2023, I’d recommend trying to look for someone who already fits your approach. 

Make it a year to build the recruitment process around company culture. This way, you’ll ensure that the values you want to uphold at your workplace aren’t just words written somewhere on the wall; they’re real guidelines according to which employees function daily.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

Engage in Social Media Recruiting

As the world of work continues to expand, we are increasingly using social media to recruit and hire employees. 

Engaging with potential candidates and gaining a sense of their skills, personality, interests, and qualifications in order to ensure an overall company fit is becoming increasingly possible and effective via social media.

In 2023, identify top talent and build relationships with candidates more aggressively through social media rather than going through employment agencies. Learn about prospective candidates through their profiles and pursue them personally by establishing a rapport.

This enables us to interact with our creators, marketers, developers, and writers directly, engage with their content, introduce them to other employees online, and establish a friendly but professional rapport.

Kyle Kroeger, Founder, Via Travelers

Automate Screening for Better, Cheaper Hires

With such a tight hiring pool, you can’t afford any recruitment downtime. Adopting new AI-powered headhunting tools gives you 100% up-time as you search and screen new candidates hands-free. 

It also greatly helps reduce the biases that human recruiters unwittingly bring into the screening process, thanks to advanced machine learning that’s becoming more intelligent daily. With 35% lower employee turnover, AI’s unbiased processes help find a better fit for every role.

AI screening reduces traditional costs by up to 75%, giving your team more money and time to invest in wooing and landing great hires when they have countless other job options available.

Maximilian Wühr, CGO & Co-Founder, FINN

Develop a Strong Employer Brand

One of the best things we are doing to prepare for hiring in 2023 is developing a strong customer brand. I believe that in the new year, employers are going to be increasingly focused on finding candidates who are not only technically qualified, but also a good fit for their company culture. 

By developing a strong customer brand, we are showcasing our ability to not only be the best training group, but also to build relationships and contribute to a positive team dynamic. 

I think this is an important attribute that will become even more valuable in the new year, and I would encourage other businesses to work on their own brands as well.

Derek Bruce, Sr. Director, Skills Training Group

Craft Unique and Optimized Job Listings

As more and more jobseekers search for open positions online, businesses are turning to content marketing to make their job listings stand out. Crafting a unique and attractive job listing can have significant benefits, such as ensuring that you stand out to notable candidates and improving your overall business brand.

In addition, writing an optimized job listing that touches on relevant keywords can help employers reach a broader audience, as these types of listings will be more likely to appear near the top of relevant search engine results. 

Furthermore, job seekers may be more likely to apply if they are presented with a well-crafted summary of the position’s expectations and requirements, as opposed to vague generalizations. Ultimately, despite the time and effort required, writing an engaging and optimized job listing will often pay dividends by providing your business with the best possible chance to hire the ideal candidate.

Jessica Munday, People & Culture Manager, Custom Neon

Terkel creates community-driven content featuring expert insights. Sign up at terkel.io to answer questions and get published.

The post 12 Ways to Get Ready for Hiring in 2023 first appeared on Jobvite.

The number of job openings stayed above 10 million in the latest JOLTS report, according to the Bureau of Labor Statistics, and several sectors saw key gains in total jobs open. Employ data reveals the total number of open positions in the healthcare industry grew by 5.2% between Q2 and Q3 2022, and professional services also saw an increase of 5.6% during the same period.

Companies that recognize the challenges of the current hiring environment proactively monitor key recruiting metrics to improve their recruiting programs and to stay competitive in finding top talent.

The Recruiting Metrics You’ll Need to Succeed This Year

The most strategic employers use recruiting analytics software to measure their hiring programs from job requisition to onboarding and beyond. And they gain valuable insights into the candidate, recruiter, and hiring manager experiences to optimize their processes. Take a look at the top 10 key recruiting metrics that can help you drive improved hiring outcomes in 2023 and beyond.

#1: Source of Hire

Many recruiting teams are tracking the source of their hires to understand where their best candidates come from and to further focus on more strategic recruiting initiatives, like DE&I, in the new year. This metric identifies where new hires come from and helps recruiters to expand the diversity of talent pools by looking for different sources for candidates.

#2: Source of Application

Applicants can come from a variety of channels, so it’s essential that recruiters know where their most common sources of applicants come from to improve their recruiting ROI. This allows talent teams to prioritize time and ad spending for different job requisitions to target more applicants like those who have applied and best met their job requirements.

#3: Applications Per Requisition

Measuring the number of applicants per requisition is a valuable way to see which roles are the most difficult to fill and which are most popular among candidates. Every company and industry have positions that always take longer and more effort to fill than others, so measuring number of applications for each open role can help to remedy this. It’s also a valuable metric for improving recruiting strategies like seasonal hiring.

#4: Candidate Conversion Rate

The candidate conversion rate is the number of candidates that view a job posting, fill out, and apply for a role versus the number that started to apply and left. This metric is useful for talent teams to analyze the candidate experience through communication channels like job boards, social media, and even email.

#5: Candidate Engagement Score

Use metrics like the candidate engagement score to identify candidates that are highly engaged with the employer brand during the job-seeking and hiring process. Candidates with high engagement scores respond quickly to messages, apply for multiple roles in the company, and even engage with the brand on social media.

#6: Onboarding Program Completion

With high turnover in companies today, up to one-third of all new hires in the first 90 days, according to Employ data, employers are focusing on retaining their talent from the very start of the hiring process. Companies that recognize the strategic role that onboarding plays understand how to better retain new hires. Onboarding analytics that determine areas of success and improvement in the current onboarding program should be considered an important part of your hiring process.

#7: Quality of Hire

This metric has been a hot topic for recruiters in recent years, and the definition has changed since talent teams started measuring it. Quality of hire is the value that a new hire brings to the organization, and it can be determined in several ways. From hiring manager satisfaction to meeting the requirements of the job to retention in the organization, overall quality of hire and can be very useful to improving the types of candidates you recruit.

#8: Employee Turnover Rate

High turnover and low unemployment in the market has put a strain on organizations that are looking to grow this year. Strategic recruiting teams are closely monitoring metrics like employee turnover to see where they’re losing valuable talent.

#9: Internal Mobility

To keep talented employees within the business, your company should prioritize internal mobility programs over the next 6 to 12 months. It’s crucial to create career pathways for top talent in the organization; otherwise, you may risk losing them to competitors. Incentivize management to refer employees for promotions or help them with other lateral career moves within the company.

#10: Recruiting Channel Response

The most strategic employers deploy recruitment marketing campaigns to grow their employer brand and make it easier to convert top talent. Monitoring key communication metrics, like email performance, text message response rates, and career site engagement can give a detailed picture of the candidate experience.

Get Moving on Hiring in 2023 and Beyond

As your company finishes up recruitment planning for 2023, and prepares for more expected turbulence in the labor market, make sure your organization is ready to find, hire, and retain top talent. Download the 2023 Recruiting Effectiveness Planning Kit for actionable strategies and guided direction to recruit this year.

The post The 10 Key Recruiting Metrics You Need to Track in 2023 first appeared on Jobvite.

Employ data from more than 18,000 customers and a survey of more than 1,200 HR leaders and talent professionals reveals that one-third (33%) expect their recruitment spending to remain the same over the next 12 months. However, more than half (54%) expect to increase recruitment spend in their company this year. Spending increases are most expected in medium-sized businesses (66%), while 53% of large enterprises and 43% of small businesses anticipate increasing budgets for 2023.

So when it comes to focused investments, here are the top five recruiting trends we will likely see in 2023:

#5: Enhancing DE&I Programs

Diversity, equity, and inclusion (DE&I) initiatives continue to have greater priority and focus for organizations of all sizes as companies realize their value for attracting higher quality candidates and contributing to workplace performance. In 2023, 33% of HR decision makers plan to increase their investments in DE&I programs. This is an increase of five points since June 2022 for spending on these initiatives, and reflects the importance of creating a workforce that values a diversity of perspectives. 

#4: Bolstering Employer Branding Initiatives

Investing in employer brand initiatives continues to be a priority this new year. In fact, more than one-third of employers (35%) plan to increase their budget in this area. Why? Candidates seek companies that align to their own values and want an idea of what it’s like to work in the company before applying. Staying competitive in a tight labor market means continuously investing in your employer brand, and remains a top priority for companies in 2023.

#3: Hiring New Recruiting Team Roles

Employ data reveals that 45% of talent teams plan to add new recruiting team roles in 2023. Investing in the recruiting function and the resources to help keep up with demand in finding high quality talent is widely seen as vital for companies of all sizes, especially during periods of growth. Even in the midst of economic uncertainty, large and small businesses continue to invest in their teams, knowing they need the right people to meet the hiring demands of their business and to combat the tight labor market.

#2: Expanding Job Advertising Presence

In 2023, companies can anticipate increases in job advertising. Employ data reveals 57% of companies expect to increase advertising budgets for open roles and to attract higher quality talent. Posting open positions on job boards is a solid approach for broadening your company’s talent pool. It also expands awareness of positions that passive or active candidates may not have previously had visibility to and enhances your employer brand online. Ensuring that you use targeted job advertising is imperative and can help find the right candidates who will best fit your open positions.

#1: Increasing Investments In Recruiting Technology

As the labor market continues to see a high volume of open positions and the potential for recession continues, companies both large and small need to increase their hiring efficiencies and reliance on automation to streamline hiring efforts. That’s why it’s the number one trend for 2023. In fact, 59% of HR decision makers, recruiters, and talent professionals expect to increase spending on new recruitment technologies. This includes an increase of more than 17 points since June 2022 for spending on applicant tracking systems, an increase of eight points for candidate texting solutions, and an increase of five points for candidate relationship management systems.

Remember, Scalability Is Key to 2023

Planning during times of uncertainty is one of the biggest challenges HR decision makers, recruiting experts, and talent acquisition professionals face when guiding their organization’s future. Now that your company has entered a new year of recruiting, pursuing a scalable hiring strategy will be essential to attracting, hiring, and onboarding quality talent to drive organizational performance and alleviate the pressures from market slowdowns. As you begin to put your hiring programs into practice, remember to keep scalability at the forefront of your strategy. Ask the following questions:

• What must-haves should we focus on in our recruiting process?
• How can we find the right people in a challenging labor market faster?
• Where can we do more with less or the same with less?
• How can we become more efficient while improving outcomes?

The insights available in this article are only a starting point. For more data, key takeaways, and actionable insights, download the full Employ Quarterly Insights Report here.

The post The Top 5 Recruiting Trends for 2023 first appeared on Jobvite.

As recruiters regularly interact with candidates, they experience first-hand what drives candidates to look for new roles and leave their current companies. Let’s dive into what HR decision makers and recruiters perceive as the top motivations for why candidates are seeking new jobs, why employees are leaving their current roles, and the types of positions most likely to encounter challenges along the way. 

The Top Motivations for Job Seekers Finding a New Job Today

Based on Employ’s survey of more than 1,200 HR decision makers and recruiters in November 2022, the top motivation for employees leaving a job is pursuing more money or seeking a more flexible work arrangement. This is followed by seeking career advancement, unemployment or fear of unemployment, and leaving a bad manager or culture. Seeking a new challenge, looking for a more diverse or inclusive work environment, and finding an office to work from regularly comprised just under 15% of all responses. 

• Getting more money: 34.4%
• Ability to work remotely: 21.3%
• Career advancement: 12.6%
• Unemployment or fear of becoming unemployed: 9.6%%
• Leaving a bad manager or bad company culture: 8.5%
• Time for a change or new challenge: 4.2%
• Find a more inclusive / diverse workplace: 4.9%
• Ability to work in an office: 4.7%

Interestingly, unemployment or fear of becoming unemployed was rated by 1 in 10 employees as a top motivator for moving jobs. As talks of recession continue to dominate the hiring landscape, it will remain to be seen whether more employees leave their positions in search of something more stable or stay put in their roles longer than they would have based on economic headwinds. 

The Primary Motivations for Employees Leaving Their Own Company 

When determining specifically why talent leaders and recruiters believe employees are exiting their current organization, the top three responses were similar to the motivations in general for finding a new role:

• Getting more money: 37.1% 
• Ability to work remotely: 18.6% 
• Career advancement: 13.4%

However, more than 1 in 10 HR decision makers believe that current employees are looking for a change or new challenge and just five percent are leaving because of a bad company culture or manager internally. 

• Time for a change or new challenge: 12.4% 
• Leaving bad manager or bad company culture: 5.2% 

Looking for a more inclusive workplace was higher when evaluating why employees were leaving their current company, but the fear of unemployment was almost half of those HR leaders who believe it was a top motivator for finding a new role overall. 

• Find a more inclusive / diverse workplace: 5.1%
• Unemployment or fear of becoming unemployed: 4.2% 
• Ability to work in an office: 4.0%

Candidate Challenges in the Current Hiring Climate

When it comes to challenges for job seekers, experienced professionals may find more difficulty than entry-level candidates in finding the right roles. Employ data shows that 49% of recruiters believe experienced workers have the biggest challenge in finding a job today. By comparison, only 15% of talent professionals said those individuals re-entering the workforce saw the biggest challenges. 

When broken down by industry, the gap becomes more drastic. In fact, 57% of recruiters in the construction industry said experienced workers saw more challenges in finding new roles, while 61% of recruiters filling healthcare roles believe this is true. 

Key Takeaways When It Comes to Understanding Job Seekers 

Connecting with job seekers and understanding their motivations will be more important than ever next year. Take care to invest in the needs of candidates and deliver positive experiences for them. Work to shorten feedback loops, improve communication and collaboration, and engage with applicants more deeply within the hiring process. 

If it is challenging to compete on salary in your company, compete on speed, benefits, and remote work. Ensure you are promoting a diverse workforce, flexible work arrangements, and overall benefits packages to highlight the total rewards package of working at your company. 

If applicable, focus on engaging with gig workers and nurturing relationships with individuals who are in revenue-generating roles. Ensure the hiring process delivers positive experiences that enhance your company’s employer brand. 

Overall, control what you can. Faster recruiting processes and more attractive, hybrid work environments will result in fewer good candidates withdrawing and fewer rejected offers for your talent acquisition function. Most of all, it will help meet your priorities for increasing the quality of candidates and improving overall time to hire in your business. 

Get More Insights on Responding to the Current Labor Market 

Planning during times of uncertainty is one of the biggest challenges companies face when it comes to guiding the future of their organization. As companies prepare for 2023, pursuing a scalable hiring strategy will be essential to attracting, hiring, and onboarding quality talent that will drive organizational performance.

The insights available in this article are only a starting point. For more data, key takeaways, and actionable insights, download the full Employ Quarterly Insights Report here.

The post What Job Seekers Want in 2023 first appeared on Jobvite.

The latest talent acquisition data reveal that HR leaders and recruiting teams believe hiring will be difficult into the near year. In fact, 61% of talent leaders believe it will remain challenging to attract, engage, and hire new employees going into 2023. And 77% of HR decision makers indicate their organizations have not reduced hiring plans, despite talks of a recession and worries about layoffs.

With recruiting teams working harder than ever to find, hire, and onboard qualified candidates in this highly competitive market, it’s critical to find ways to optimize talent acquisition activities in 2023. And that starts with planning.

Introducing the 2023 Recruiting Effectiveness Planning Kit

The 2023 Recruiting Effectiveness Planning Kit features nine worksheets across all areas of the talent acquisition lifecycle that you can use together or separately to optimize talent acquisition programs for the coming year.

Filled with hands-on worksheets to help you improve your talent acquisition strategies, you can take stock of your current programs and make data-driven plans to drive your talent acquisition strategy in 2023.

What’s In the Planning Kit? 

The 2023 Planning Kit is a downloadable bundle, filled with labor market insights, actionable recruiting strategies across the series of nine step-by-step worksheets to plan your talent acquisition strategy in 2023.

Get guidance and direction to enable your teams to work smarter, not harder. Work towards streamlining your talent acquisition activities and optimizing hiring activities with a solid plan for the new year, without the end-of-year panic.

Confidently build your hiring strategy with guidance on:

• Developing a data-driven recruiting strategy
• Creating candidate personas for better role matching
• Expanding talent networks with targeted audience planning
• Building greater focus on DE&I into recruiting programs
• Other critical focus areas for talent acquisition in 2023

Plus, get the free 2023 HR Calendar featuring Federal Holidays, important dates and deadlines, and HR Conferences all throughout next year.

Make Next Year Your Best Year with Help from Jobvite 

With the guidance in these worksheets, we know that whatever happens in 2023, you will be more prepared to face what comes your way. In the meantime, if you’re looking to learn more about Evolve Talent Acquisition Suite, get started by watching the product tour here. Or stay informed on the latest product and recruiting insights by subscribing to our blog.

The post Kick-Start Hiring in 2023 with the Step-by-Step Recruiting Planning Kit first appeared on Jobvite.