recruiting - ebulletins · efforts. icims hiring insights is one such data trove of valuable...

1 © 2018 iCIMS Inc. All Rights Reserved.

Recruiting Tips for 2019

© 2018 iCIMS Inc. All Rights Reserved.


iCIMS | 19 Recruiting Tips for 2019

Achieve Your 2019 Recruiting GoalsRecruiters are constantly challenged to find and hire top talent

despite a dynamic, ever-changing recruitment landscape. Today’s

new technologies, developing job seeker behaviors, and the

rise and fall of in-demand skills requires more than traditional

recruiting strategies.

In this eBook we’ll explore 19 key tips to achieve your 2019 recruiting goals.



table of contentsCh. 1 Take Your Efforts to New Heights with Mobile, AI, and Beyond

Tip #1: Master Mobile Recruiting 5

Tip #2: Change the Game with AI 5

Tip #3: Capitalize on Video Screening 6

Tip #4: UNIFi All Processes into ONE System of Record 6

Ch. 2 Find Top Talent, Even in High Volume Recruiting

Tip #5: Define Your Ideal Hires 8

Tip #6: Get the Right Recruitment Marketing Tools 8

Tip #7: Stay Ahead of Skills Gaps 9

Tip #8: Watch Labor Trends 9

Ch. 3 Create a Great Recruitment Brand

Tip #9: Engage with Job Descriptions 11

Tip #10: Invest in Employee Referrals 11

Tip #11: Get Your Name Out in Front of Contingent Workers 12

Ch. 4 Differentiate with a Strong Candidate Experience

Tip #12: Treat Candidates Like Customers 14

Tip #13: Embrace Application Strategy 14

Tip #14: Inspire New Hires Before Day One 15

Tip #15: Create a Coaching Culture 15

Tip #16: Be More Visible 16

Ch. 5 Work Smarter with Big Data

Tip #17: Let Data Drive Your Recruiting 18

Tip #18: Ensure Data is Secure 18

Tip #19: Share Support & Value with Executives. 19



Take Your Efforts to New Heights with Mobile, AI, and Beyond

Chapter

one


1. SHRM, The Most Sought-After Talent Prefer Mobile Recruitment, 2016.


Master Mobile Recruiting Change the Game with AITip #1

Tip #2

Increasingly, people search and apply for jobs on their

phones. Lean into mobile tools and technologies and

see your recruitment efforts take off.

Nearly 70% of highly skilled potentials said they are more drawn to organizations with a mobile recruitment option.1

Don’t miss out on these candidates.

Advances in AI can accelerate your time-to-hire by allowing candidates

to engage with customized chatbots through text messaging.

Recruiters can save themselves time and ensure candidates receive

the ongoing updates and communication they need throughout the

application process.

iCIMS provides mobile-optimized career

portals, mobile-enabled job applications,

automated communication and mobile

recruiting applications.

Solutions like TextRecruit, an iCIMS company, are mobile-native, leverage the power of AI and automation, and keep communications with candidates organized into one system of record, thereby ensuring compliance.



Capitalize on Video ScreeningTip #3

UNIFi ALL PROCESSES INTO ONE SYSTEM OF RECORD

Tip #4

Some 67% of Americans express worry rather than enthusiasm about algorithms that can make hiring decisions without any human involvement.2

Tech doesn’t have to be impersonal. Video screening offers job

seekers a time to shine, letting them know early that they are being

heard – all while saving recruiters time, resources, and enabling

them to make better hiring decisions.

2. Pew Research Center, Automation in Everyday Life, 2017. | 3. HRWINS, The Future of HR Technology, 2016.

The talent acquisition

landscape is complex. On

average, businesses use up to

24 talent acquisition and HR

technologies, with the number

one challenge being poor

integrations.3

When your integrations are

bad, it’s hard to see the big

picture when it comes to your

data. When your data is bad,

it’s hard for leadership to make

informed decisions.

iCIMS offers a Platform-as-a-

Service (PaaS) approach: UNIFi.

The single talent acquisition

system of record brings all

talent acquisition tools and

technology together for

companies of all sizes.

Going with a dedicated talent acquisition platform enables companies like yours to adapt with speed to the rapidly evolving trends of recruitment. Turnkey integrations allow you to dynamically manage all TA tools under one view, and plug that rich recruitment data into your HCM of choice.

In fact, employers can do

about 20 video screens in

the time it takes to do one

phone screen.



Find Top Talent, Even in High Volume Recruiting

Chapter

two


4. iCIMS, Recruitment Marketing: Fad or Future?, 2016. | 5. iCIMS, Recruitment Marketing: Fad or Future?, 2016.


Define Your Ideal Hires Get the Right Recruitment Marketing Tools

Tip #5

Tip #6

Understanding who your ideal hires are allows you to become

more strategic in reaching them. When companies share honest

information, candidates who feel they fit the vision and culture

apply for open positions.

84% of employers agree that recruitment marketing is a

worthwhile investment, and 76% of HR professionals said their

companies received a strong ROI from using a recruitment

marketing automation or CRM tool.5

Prepare for future hiring needs and avoid talent shortages by thinking like marketers.

Through the use of automation tools, sourcing, and big data,

recruiters who create an engaged talent pipeline can decrease the

time necessary to fill even the most highly skilled openings, many

of which are also the most difficult to fill.

Most important factors for job seekers when looking for a new role:4

Compensation

Stability

Benefits

Work-Life Balance

Growth Opportunities

Company Culture

Reportable recruitment

analytics within iCIMS

makes it possible to identify

best-fit talent.

Create powerful recruitment

marketing campaigns

with an advanced CRM to

engage passive candidates.

90%

88%

85%

85%

72%

53%



iCIMS Marketplace offers access

to a large ecosystem of proven,

talent acquisition providers.

Stay Ahead of Skills GapsTip #7 Watch Labor Trends

Tip #8

59% of HR professionals report some level of basic skills and knowledge deficits among job applicants over the previous 12 months.6

From STEM to leadership, skills gaps are only expected to increase.

Integrating assessment providers helps organizations like yours

more accurately screen candidates to see if their skills align with

business needs.

Hiring people who have the right skills for the roles you’re looking

to fill fuels your company’s success.

6. Bersin by Deloitte, Bersin Report: A Look Ahead at Talent Acquisition 2016/2017, 2016.

The hiring landscape is not always predictable.

Staying up to date on the latest research – like job seeker

behaviors – can help companies be proactive in their recruitment

efforts. iCIMS Hiring Insights is one such data trove of valuable

insights and information.

iCIMS Monthly Hiring Indicator – another resource – is a leading

indicator of job openings and new hires, and is generated by

system data and user activity within the iCIMS platform.



Create a Great Recruitment Brand

Chapter

three



Engage with Job DescriptionsTip #9

Job descriptions stand out when they include inviting titles and

details. Where it makes sense, include photos, videos, listed

benefits and opportunities for growth.

iCIMS gives candidates a chance to learn about a company’s

team through branded content and embedded video.

Job seekers want to know about your company’s values and culture. Keep your website content updated and leverage

social media as a way to give candidates an inside look into

what they really care about – why your company is somewhere

they want to work.

Candidates report that the most valuable marketing content includes:7

Answers to “Why” People Want to Work Here

Products and Services Information

Employee Testimonials

Company Values

7. Talent Board, 2017 North American Candidate Experience Research Report, 2017. 8. iCIMS, The Impact of Successful Employee Referral Programs, 2015.

Invest in Employee ReferralsTip

#10

For employees who opt-in, iCIMS automates job postings across their social networks, sharing your brand and enabling you to reach potential new hires.

A company’s best employees often know the best candidates.

88% is the average satisfaction rating referred employees feel

towards their ability to fulfill their job duties. Likewise, 88% of employers rate employee referrals above all other sources for quality hires.8

Ask your employees to participate and allocate budget towards

software that enables them to easily submit a referral.

42%

41%

38%

35%



Get Your Name Out in Front of Contingent WorkersTip

#11Contingent workers are professionals that work for an organization but are

not considered permanent employees. These workers work independently,

often seasonally, as freelancers, consultants, or contractors, and many

choose to do so for the flexibility it provides.

Contingent works can be used strategically in order to meet your business

objectives on a temporary or ongoing basis. With iCIMS Recruit, you can

send your jobs to hundreds of niche job sites with the click of a button.

Almost ¾ of organizations say their contingent workforce is effective or very effective, and more than 70% believe the use of contingent labor is strategic to

specific business functions or to the business as a whole.9

9. Brandon Hall Group, Contingent Workforce Study, 2017.



Differentiate with a Strong Candidate Experience

Chapter

four



Treat Candidates Like CustomersTip

#12If one of your customers called saying they were concerned about

your services, would you wait days before returning their call?

Probably not. The same should hold true for your candidates.

51% of candidates will share their positive experiences and 35% will share their negative experiences publicly online.10 Good or bad, candidate experience has a direct impact on your brand.

iCIMS lets users personalize every part of the candidate experience.

Adding a personal touch can help candidates feel valued.

Embrace Application StrategyTip

#1343% of companies reported that social professional networks were

their top source of quality hires.11

Provide candidates with a quick and easy way to apply for a job by

parsing relevant information from their social profiles, like LinkedIn,

into their job application fields.

Already logged in, there’s no need to re-enter a password, saving a job

seeker time to do what they want to—apply for your open position.

The easier the experience, the better chance a candidate completes an application, and moves through your hiring process.

10. Talent Board, 2017 North American Candidate Experience Research Report, 2017. | 11. LinkedIn, Global Recruiting Trends 2016, 2016.



iCIMS offers a personalized onboarding experience, displaying targeted content.

Inspire New Hires Before Day One Tip

#14 Create a Coaching CultureTip

#15Many of today’s candidates won’t consider a position if training,

coaching, or mentoring is not offered. Providing these options

also gives your new hires a reason to stay.

Those with mentors are twice as likely to stay with a company more than 5 years (68% vs 32%).13

If your company does not yet have the resources to provide

formal in-house trainings or the funds to send employees to

industry events, then consider a company-wide subscription to

an online video training platform.

Have your new hires fill out necessary paperwork and familiarize

themselves with what to expect when they arrive – before they

step foot in the office on their first day.

This is a simple way to make your new hires feel both welcomed

and valued while also setting the stage for introductions with

other employees.

77% of new hires who hit their first performance milestone had formal onboarding training.12

12. Urban Bound, The Onboarding Statistics You Need to Know, 2015. 13. Deloitte, One Foot Out the Door, 2016.



Be More VisibleTip

#16For over a decade, more than 70% of job searches started on Google.14

Google for Jobs makes it easier

for candidates to find and apply to

jobs quickly and on the go. iCIMS’

partnership with Google can also help

reduce recruitment advertising costs

by ensuring job postings are visible in

search results.

Optimizing for Google’s search fields

makes it easier for your business to get

seen by job seekers, who can refine

their search with specific criteria from

within Google’s search engine.

14. Career Builder, Candidate Behavior Research, 2015.



Work Smarter with Big Data

Chapter

five



Let Data Drive Your Recruiting Tip

#17 Ensure Data is Secure Tip

#18Talent acquisition solutions hold an incredible amount of

sensitive data and unfortunately, data breaches do happen.

40% of CEOs report that cyber threats have them ‘extremely concerned’ about the impact on their organizations’ growth prospects.15

Don’t leave your company’s information vulnerable to hackers

or to major outages. Ensure that your talent acquisition provider

has necessary protection in place.

iCIMS offers a certified and secure hosting environment using

advanced encryption and regular data back-ups.

When talent acquisition teams used data to hire, they were more likely to reduce costs and improve their recruiting efforts.

Companies know that analytics are important to their

business success when it comes to their products and

solutions, so why should it be any different with hiring?

The ability to report on recruiting performance, such as

time-to-fill, cost-per-hires and candidate quality can help

you hire better and faster.

15. PricewaterhouseCoopers, 21st Century CEO Survey, 2018.

iCIMS offers users insightful

standard and customizable

reports that do everything

from tracking email campaign

effectiveness to ensuring

compliance and understanding

event success.



Share Support & Value With ExecutivesTip

#19According to PwC, finding the right talent is one of

the top concerns of CEOs, so offer executives a high

level overview of how your recruiting efforts are doing.

Where possible, make it known just how valuable and

impactful your talent acquisition efforts have been to the

company’s success and how valuable they could be with

additional support.

93% of CEOs find that they need to change their strategy for attracting and retaining talent. However, 61% don’t know where to start.16

Recruiting metrics can provide a clear picture of how

quickly positions were filled and how you plan to

decrease your average cost-per-hire.

iCIMS enables organizations to easily track important

KPIs in real-time. Any field, whether standard or custom,

can be used for searches and reports and these reports

can be saved to the user’s dashboard for easy access.

16. PricewaterhouseCoopers, 21st Century CEO Survey, 2018.



How İCIMS Can HelpiCIMS is the leading provider of talent acquisition solutions that help

businesses win the war for top talent. iCIMS empowers companies to

manage their entire hiring process within the industry’s most robust

Platform-as-a-Service (PaaS). Built on the foundation of a best-to-

market talent acquisition software suite, iCIMS’ PaaS framework,

UNIFi, allows employers to expand the capabilities of their core talent

acquisition technology by integrating with the largest partner

ecosystem in talent acquisition to help them attract, find, screen,

and manage candidates. Offering scalable, easy-to-use solutions

that are backed by award-winning customer service, iCIMS

supports more than 3,500 contracted customers and is one of the

largest and fastest-growing talent acquisition solution providers.

To learn more about iCIMS go to www.icims.com today!

recruiting - ebulletins · efforts. icims hiring insights is one such data trove of valuable...

Documents