What Will the Talent Acquisition Platform of the Future Look Like?

Fistful of Talent

Traditionally, our ATS was just this big dumb database of applicants who applied to our jobs that were listed on our career site. We needed our ATS to post jobs to the career site, allow applicants to apply for the job, allow us to see those applicants and then make a decision on if we wanted to pass them on to a hiring manager or not, and that was really about it. ATS Smashfly Tim Sackett applicant tracking system HR Tech TA Tech Stacks talent acquisition tim sackett

Inbound Marketing for Recruiting: Making Candidates Care Enough To Click

Recruiting Daily

They keep seeing the same crappy job descriptions or career related copy over and over. Whether that’s the AdWords served up in the results of the 85% of job searches that start with a search engine, or an automated job alert feed of irrelevant results sent straight to their inbox, candidates won’t respond to any call to action if it’s not compelling enough to do so in the first place. No wonder 19% of job seekers said they’d rather wait at the DMV than apply to a job.

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6 Fascinating Recruitment News Stories to Kick-Off the New Month – 1st August 2016

Social Talent

In recruitment news this week: This is What Millennials Want From Their Job Hunt (Psst! thing millennials want out of a job is advancement opportunity (67%), narrowly beating out better pay (60%) and challenging work (51%). In fact, compared to other generations, they use more resources in general to learn about company culture and they’re more likely to use online job boards, company career web pages and social media to hear about new job opportunities.

Recruitment Marketing Platforms 101: What you need to know

Rally Recruitment Marketing

The best job listing in the world isn’t worth a thing if you can’t get it in front of the right candidates. In Rally’s 2019 Recruitment Marketing Job & Salary Survey results , we asked practitioners to tell us how well they can measure their Recruitment Marketing effectiveness. A Recruitment Marketing Platform or RMP is software that’s used to market your jobs and your company so that you can attract candidates and convert them into applicants and new hires. SmashFly.

15 Examples of Recruitment Marketing Platforms [Used by 500 Top Employers]

Ongig

Radancy job page example. Recruiting Marketing is an SAP solution that allows you to better distribute and market your jobs in order to attract select the best talents. CSB/lJ2W/RMK job page example. They acquired both Findly (in 2016) and Smashfly (in 2019).

The Top 12 Career Site Self-Service Tools

Ongig

Headline: Transform your career site and your job postings. based career site job search (in partnership w/ Google) and the #1 most dynamic job postings in the world. Ongig Career Page Design Features: Artificial intelligence-based job search partnership with Google.

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Everything you need to know from HR Tech 2018

Bayard

Technology companies are extremely good at their jobs, whether it be a CRM, open web sourcing tool, or chatbot, and we like to partner with the best of the best because it’s what they specialize in. Media: Technology powers job distribution, programmatic media buying, tracking and data capture to name a few. But more importantly, just about every career site, job board, CRM and ATS offer tracking from basic to advanced levels. Every year we go to HR Tech in Las Vegas.

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10 Tools for Eliminating Racial Bias

Ongig

We found 10 tools to reduce racial bias…from job descriptions to resume screening to interviewing. Racial bias is often present in job descriptions and there are text analyzer tools that can help remove it. Smashfly.

Part 1: How to Turn Passive Leads into Hires

Glassdoor for Employers

This series is a partnership with SmashFly covering the key elements and examples of nurture in a recruitment marketing strategy. Look for Part 2 and 3 on the SmashFly blog! Job applicants now hold more power when it comes to making the important decision of where they want to work. With more knowledge at the onset of applying for a job, job seekers are finding better fits, and more of them.

Candidate Experience & the Application Process: 4 Things You’re Doing Wrong

Social Talent

According to Christopher Brablc , Director of Marketing at SmashFly Technologies, the candidate experience can be defined as “all the interactions you have with candidates in the recruitment marketing and hiring process “ . Vague/Redundant Information about the Job. When candidates are researching jobs online, the one thing they are craving for is information. This starts with the title of the job that you are advertising.

Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

Ongig

Understanding EEO Job Categories for the EEO-1 Report. What to do with my degree: Entry-level communications jobs and salaries. Job Seeker Content. The Difference Between Organic Listings & Sponsored Jobs. The Best Jobs of 2020. Job Descriptions.

Building a career in Employer Branding: Q&A with Jason Jones of LogMeIn

NextWave Hire

We were fortunate enough to dig into the ins and outs of a day in the life of an All-Star Employer Brander and how much passion there is for ensuring people love their jobs! My fellow Sourcers and I would challenge each other to find new and creative methods to source candidates. I was providing global sourcing support to their team of recruiters while thinking of ideas to attract technologists. Groups : Talent Product Plays, HR Open Source, TalentBrand.org.

The Top 100 Applicant Tracking Systems in 2018

Ongig

Instead, we focus on the employers doing the most hiring as measured by number of open job descriptions. SmashFly. We use these 5 tiers of hiring volume to keep things simple: 1,000+ job openings. 500 – 999 job openings. 100 – 499 job openings. 25 – 99 job openings. 0 – 24 job openings. Here are the charts of the top applicant tracking systems by hiring volume: Top 10 Applicant Tracking Systems (1,000+ Jobs).

The Evolution of the Job Posting

Recruiting Blogs

The most successful job ad ever written was Shackleton’s broadside advertising for the crew of the Endurance. So how did the recruitment advertising business go from honest, succinct, well-placed and candidate-producing gems to the pages-long, generic, unnoticed and ineffective garble that is posted on job boards and career sites today? While technology usually makes communication and processes better, it has actually undermined the way we advertise our jobs.

Oldie but Goodie: The Time for Talent Analytics in Recruitment is NOW

SmashFly

We have written over 500 blog posts on the SmashFly blog and many remain as relevant today as they were when we wrote them. You are posting to job boards (and niche sites). Asking employees to refer candidates for jobs. Have your sourcing team proactively finding candidates with specific skill-sets. This growing category enables you to execute all of your recruitment & sourcing campaigns from a single solution.

What Brandon Hall Group’s new report tells us about high-performance Recruitment Marketing

SmashFly

Here’s a snapshot along with my key takeaways: Content Marketing – If you just promote jobs, candidates may lose interest. Instead focus on creating and sharing news articles, viral videos, research, infographics and photos to go along with your job content in order to attract and engage talent. Relevant content is what helps build and nurture lasting relationships and ultimately inspires candidates to apply for or share open jobs.

Building a career in Employer Branding: Q&A with Jason Jones of LogMeIn

Recruiting Blogs

We were fortunate enough to dig into the ins and outs of a day in the life of an All-Star Employer Brander and how much passion there is for ensuring people love their jobs! My fellow Sourcers and I would challenge each other to find new and creative methods to source candidates. I was providing global sourcing support to their team of recruiters while thinking of ideas to attract technologists. Groups : Talent Product Plays, HR Open Source, TalentBrand.org.

Candidate Experience Part III – Tools

Great Hires

the job description), you should be measuring the click-thru-rate to start the application process. Research shows the most common sources of negative candidates experiences are the following: Job details don’t tell the candidate enough information. This creates the natural tension of using your integrated ATS solution vs. point solutions which would typically require double-entry of information and aggregating multiple sources of data for analysis.

5 reasons why it’s hard to solve the recruiting tools conundrum

Great Hires

For nearly every company the ATS is the central database for all job and candidate information. Nearly every significant task for sourcing or selection uses information from the ATS database as the content source. As mentioned above, recruiters and coordinator know what information already exists for a Job or Candidate and they have no interest in re-entering data that they know already resides in another system.

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No Quick Fix: Why HR Technology Can’t Fix A Broken Candidate Experience.

Recruiting Daily

Every employer needs to accurately measure not only the source of every applicant, but also the percentage of application starts to submissions, and where in the process that drop-off is occurring. Candidates are looking for more than a job title and a bulleted list of qualifications; they’re looking to know what working for your company is really like. There are a ton of tools out there that purport to be some kind of silver bullet for candidate experience.

8 Game-Changing Recruitment News Stories this Week – 18th January 2016

Social Talent

In recruitment news this week: Introducing Glassdoor’s New Job Search Experience. With 45% of people reporting that they are currently job searching, or plan to search for a job in the next year, it’s a good time to be bringing out a new job search experience. But it’s not just job seekers who are excited about the new job search experience Glassdoor are offering. Like all of HackerRank’s products, HackerRank Jobs focuses on coding challenges.