How to Find Steady Candidates with ATS Recruitment Software

The voluntary quit rate in the U.S has increased this year, the highest it's been since 2001.

Numerous reports have shown that people are voluntarily quitting their jobs more than ever in the U.S. According to the U.S Bureau of Labor Statistics, 2.4% of employed American workers had voluntarily quit their jobs by the end of July 2018—this is the highest the voluntary quit rate has been since April 2001.

So, Why is This Happening?

The top factor for people quitting their jobs was compensation. According to this Forbes article, 19% of a survey’s participants cited this as the reason for leaving their job in the last year. Meanwhile, 13% of younger workers said that a lack of growth opportunities was enough reason for them to quit their jobs.

The survey’s results also revealed other interesting findings, such as the motivations for men and women leaving their jobs. Female job seekers were more likely to quit to seek better work-life balance, while male job seekers quit for better compensation.

Use Your ATS Recruitment Software to Find Solid Candidates

While this data may be a little unsettling for recruiters, there are ways to find candidates who may be more likely to stay long-term at a job. If these recent reports show that compensation is the top reason for employees to quit, then recruiters can use that information to their advantage while sourcing candidates. Since your ATS recruitment software is a goldmine of big data, we’ll explore how you can use it to its fullest potential to find and attract candidates who are likely to stay for the long haul.

With your ATS software, find the average salary of a job position to offer a competitive salary to candidates.

Determine the Average Salary of the Job Position

As we now know, many people switch jobs in hopes of securing better compensation. According to the Federal Reserve Bank of Atlanta, about 30% of the people who switched jobs this past May received more money. Instead of having employees seek other opportunities for higher pay, recruiters can cite this data and recommend that their clients offer a competitive salary right from the start.

To get detailed information that’s relevant to the particular client’s needs, recruiters can run a report in their ATS recruitment software to determine the average salary of a particular position. They can narrow down their search parameters to the location and seniority level of the position to get an even more accurate figure. This way, recruiters will know whether they’re advertising a job that pays market rate or higher.

Find Candidates Who Live Nearby the Workplace Location

Commute times to and from work matter to employees. Longer commute times have been proven to cause higher stress levels and lower job satisfaction. Researchers found that every additional minute of commuting time reduces job and leisure time satisfaction. Right now, the average round-trip commute time in the U.S. is about 50 minutes. In Canada, the average round-trip commute time is about 52 minutes.

With the right recruitment software, recruiters can search for candidates who live within a given proximity to the workplace, simply by entering the maximum distance a candidate should live from the workplace as part of their search criteria. By factoring in a preferred location and the required skills in the search, recruiters should be able to find qualified candidates with short commute times, who will have better retention results.

Exercise Your People Skills

While your ATS recruitment software can provide a wealth of insight, there are certain things it can’t give you specific information on, such as company culture. This is where recruiters need to tap into their people skills to gain an understanding of the company and its story. Recruiters should ask their client to talk about what the team and work environment is like. Better yet, they can visit the workplace themselves to feel out the environment.

Employees take company culture and environment seriously. As a recruiter, visit the office in person to get a real feel of how the company environment is like.

Getting an accurate picture of a company culture matters since it’s another top reason why employees choose to quit their jobs. Linkedin’s survey revealed that out of 10,000 participants, 36% of them said they switched jobs because they were unsatisfied with their work environment and culture.

It really pays off to keep employees happy at work. A study showed that when employees feel happy, they’re 12% more productive overall. Meanwhile, unhappy employees proved to be 10% less productive. Hiring candidates who relate to the company values will help them thrive and will drive retention. Determine a candidate’s company culture fit during your pre-screening phone calls and interviews.

Write Accurate Job Descriptions

Did you know that 30% of job seekers have quit a job within the first three months after starting? According to this article, the number one reason was because they felt their day-to-day role wasn’t what they expected. This surprising statistic has costly implications, as going through the recruiting, hiring and training process takes time and costs money.

Writing clear and accurate job descriptions will help prevent this from happening. By doing this, recruiters can weed out the candidates who aren’t interested or qualified for the role’s day-to-day duties, and attract the ones who want to learn more about the role. We’ve detailed how to write an effective job post in the past, and provided data-driven insight into what it takes to structure a winning job post.

Knowledge is Power

The rate of employees quitting their jobs is concerning, but their reasons for leaving are worth evaluating. Using an ATS recruitment software can help mitigate the risks of candidates quitting.

Since we know compensation and work-life balance are major concerns, recruiters should use their massive wealth of ATS recruiting software data to pinpoint a competitive salary that will make candidates happy. They can also use the technology to help them reach out to candidates who live nearby the workplace to further boost retention.

Beyond this, it’s important to learn as much as possible about a company and its culture, including the environment, values, perks and benefits. Finding qualified candidates who are more likely to stay at a workplace requires harnessing data and information—and ATS recruitment software can help do this.

Do you want to learn more about how a recruitment software can help you find qualified candidates? Get in touch with us today.

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Top 10 Companies Currently Looking for Seasonal Temp Jobs

These companies are hiring thousands of seasonal employees this year. You can find and engage candidates who are looking for temporary work with a staffing software as well.

With the holidays only a few weeks away, you’re likely being approached by clients to place their seasonal employees. Job seekers aren’t wasting a minute either, and are actively searching for seasonal opportunities.

According to Indeed, there was about 1,150 searches for seasonal work per million total searches as of September 11, 2018. With the right staffing software supporting your efforts, it should be a seamless process finding and engaging candidates who are interested in temporary work.

In the U.S, retailers are expected to hire more than 700,000 seasonal workers for the holidays in December. This number is the highest it’s been since 2015, according to a Challenger Gray Christmas analysis of federal jobs data. “Retailers have been aggressively hiring seasonal workers since July to combat the tight job market,” said Andrew Challenger, vice president of Challenger Gray in a press release.

Retailers Aren’t the Only Ones Hiring Seasonal Employees

It’s not just retailers who are adding seasonal jobs this year. Challenger says that the rise of online shopping has increased transport and warehousing companies’ needs for seasonal workers. He says this has been a trend over the last few years.

The Top 10 Companies Hiring for the 2018 Holiday Season

Take a look at the companies who’ve made big plans to hire thousands of seasonal employees. We’ve ranked the companies in this list by the number of positions they expect to hire this holiday season.

1. Target

The American retail giant plans to hire 120,000 workers this holiday season, which is a 20% increase compared to last year.

2. UPS

To support the expected increase in package volume from November to January 2019, UPS expects to hire about 100,000 seasonal employees. The positions consist mainly of package handlers, drivers and driver-helpers, which have been noted as entry points into permanent positions at UPS.

Retailers expect to hire thousands of employees for support

3. Kohl’s

According to this CNBC article, Kohl’s intends to hire 90,000 people to work through the New Year. This is an increase of 30% from 2016, which is the last time Kohl’s provided numbers for their hiring plans.

4. Macy’s

Macy’s is set out to hire 80,000 people according to the same CNBC article as above. Seasonal employees will work at Macy’s and Bloomingdale’s stores, call centres, distribution centres and online fulfillment centres.

5. Gap Inc.

In October, the company held hiring events in the U.S and Canada at their Banana Republic, Athleta, Old Navy and Gap stores. Their plan is to hire about 65,000 seasonal employees at these stores, as well as their call centres and distribution centres.

6. FedEx

Due to the rise of e-commerce, FedEx expects to hire 55,000 seasonal employees. On top of this, the company expects to have some current employees work extra hours this holiday season to accommodate this busy period.

7. Radial

Radial announced its plans to hire more than 20,000 workers around the world. These seasonal employees are expected to help meet retailers’ needs, such as shipping their goods and providing customer service.

Temporary transportation roles are needed more than ever due to the rise of e-commerce.

8. XPO Logistics

Just like FedEx, this global logistics and transportation provider is also ramping up its seasonal hiring to meet and fulfill the high demands of e-commerce. “We expect to add 8,000 seasonal jobs before November—a significant increase over last year’s holiday hiring,” said Troy Cooper, president of XPO Logistics in a press release.

9. 1-800-FLOWERS.COM

They plan to hire 8,000 associates in the U.S for different positions across their family of brands: Harry & David, Cheryl’s Cookies and The Popcorn Factory. Full-time and part-time roles vary by brand, but they’re looking to fill departments that are expected to be busy such as call centres, production, gift assembly, retail stores and distribution and fulfillment centre operations.

10. Amazon

Amazon reportedly went on a hiring spree this fall and planned to hire 1,750 part-time, seasonal remote customer service representatives to get prepared for the upcoming holiday season. People in these roles are expected to help customers with issues such as late packages, damaged items, promotions, returns and refunds.

Stay Organized with the Right Staffing Software

Based on the data above, it’s clear that there’s a significant demand for seasonal employees. As a busy recruiter that has to balance tons of clients and job orders at once, it’s imperative to have a staffing software with features such as automated communications, advanced sourcing capabilities, document storage and integrated text messaging to help you stay on track this holiday season.

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This Little Known Secret Draws More Applicants to Your Job Posting

If you haven't considered video as one of your recruitment strategies, you may be missing out on top talent!

With plenty of options to choose from, candidates hold a great amount of power these days. Since they have so many opportunities, your job postings need to stand out and be incredibly persuasive. There is one stand-out ingredient in job postings that really compel people to apply—surprisingly, it’s video! If recruitment videos weren’t on your radar as part of your recruiting strategy yet, they will be now.

Numbers don’t lie. CareerBuilder’s internal data revealed that job postings with video icons are viewed 12% more than ones without them. The data also showed that companies receive a 34% greater application rate when they add at least one video to their job postings.

Here’s Why Video Must be One of Your Recruiting Strategies

Videos are highly effective at showing a company’s personality and capturing emotion. They’re the perfect medium for storytelling, and can make your job posting shine. This is especially true considering that candidates are used to seeing plain text in job ads.

In fact, visitors are less likely to read a webpage with large chunks of text—on average, a user only reads 20% of content on a page. That’s why online marketing experts often recommend breaking up a webpage with images and videos. This makes sense because when the human brain processes information, 90% of it is visual.  Knowing this, why not consider incorporating video into your job postings?  Rather than relying on just words to describe your company and its culture, use video to show it.

Before You Get Started

Before you start making phone calls to get your video produced, ask yourself these questions:

  • What is the company mission and values?
  • Why do employees love working there?
  • What type of work benefits and perks do employees enjoy?

When you have the answers to these questions, you’ll be able to produce a clear video that answers questions job applicants want to know. Always focus on the “why.” By including this information in your video, you should attract qualified candidates who like what your company stands for and offers to its employees.

How to Make Engaging Recruitment Videos

Well-known companies like Google and Starbucks have strong recruitment videos. Not only are they great at showing the company’s story, these videos touch on all of the points applicants are curious about: company culture, work environment, benefits and what a typical day looks like. You certainly don’t have to be a household name to make an amazing video. All you need is a plan and an understanding of the best practices for recruitment videos. Here are a few of them:

  • Include employees of various roles and levelsProvide a well-rounded picture of the company and its people by including employees of various roles and seniority levels. You may want the leadership team or CEO to talk about the company’s values, and the employees to talk about the types of projects they work on and what a typical day looks like for them.
  • Keep it under 5 minutes longTo capture viewer’s attention, ensure that your video is less than five minutes long. While it’s probably not hard for you to talk about why your company is so great at length, viewers may not have the time or attention span to watch the video in full. Many of the best recruitment videos out there are about two minutes long.

When creating a video to be part of your recruitment strategies, ensure that it's on brand and authentic.

  • Be authenticThose involved in the video should know the message they’re intended to convey, but they shouldn’t sound scripted. Following a script will come off as stiff and disingenuous. Instead, embrace the company’s and employees’ personalities. If your company is casual and laidback, don’t be afraid to show it in your video.
  • Add a call to actionYou’ve spent time crafting a great video, so don’t forget to include a call to action at the end of your video. Since the main objective is to encourage people to apply to your job postings, include the link to direct candidates to where they should apply for jobs.

Are You Ready to Start Creating Videos?

Your recruitment video can be anything you want it to be! It can be funny, serious, insightful and everything in between. Including video to encourage candidates to apply is one of today’s most effective recruiting strategies. As long as you show why it’s so great to work at your company, you’ll be on your way to drawing more applicants into your job postings by standing out from the crowd!

As you create a whole archive of videos, use your ATS system to store and organize them in the appropriate job order records. This will also empower you to run reports for data driven insights on which videos were most successful. Make sure you select a staffing and recruiting software that supports multiple file formats with robust reporting functionality, so that you can keep up with these exciting market developments.

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Top Recruiters Have These Traits. How Many Do You Have?

Top recruiters use the best ATS system to keep them on track and stay in touch with their contacts

It turns out that the industry’s top recruiters share the same qualities. These specific traits are what makes them stand out and excel in their careers.

How many do you already have yourself? Whether you’re a new or seasoned professional in the industry, each of these characteristics can be learned and practiced to up your recruiting game.

Here are the qualities that the best in the industry all have:

Top Recruiters Have Excellent People Skills

This may be obvious, but being in the recruitment industry boils down to having stellar people skills. Top recruiters have large groups of contacts in multiple industries, and know how to maintain these networks with great communication techniques. It takes time to build a vast, high-quality network of professionals that can be tapped into when needed. To do this, recruiters must be willing to put themselves out there—both online and offline—to build meaningful professional connections.

Once top recruiters make an introduction and have a few conversations, they don’t disappear and pop-up when it’s convenient. They make time to send occasional emails to stay up-to-date with their contacts and provide advice when possible.

At times, maintaining constant contact with a vast group of connections may get tricky, especially when busy schedules come into play. That’s why successful recruiters use the best ATS systems available to them in order to stay on track. Not only do these systems automatically record all communication history, they also send scheduled notifications and reminders to recruiters to reach out and keep the relationship thriving.

They Are Trustworthy

For candidates, starting a new job can mean having a new salary, work location and environment. Accepting a job offer is not something people decide on a whim. The best recruiters truly understand this, and that’s why they work hard to instill a sense of trust with candidates. This means they strive to be as open and transparent as they can.

Alan Henshaw, a Talent Acquisition Leader, says that recruiters should be willing to share all aspects of a job, both good and bad. It’s not a bad thing to be honest about what an organization can improve on and how they plan to address it. In fact, it indicates that the organization is self-aware and willing to improve on areas that need attention.

Candidates want to know as much information about a role and company as they can before they make a major decision. When you share your insight with them, it’s very much appreciated.

Top recruiters are capable of analyzing numbers and data in their ATS software to make smart decisions

They Make Data-Informed Decisions

We know that many recruiters are naturals when working with people, but they also need to be comfortable working with numbers. The best recruiters should be able to interpret data to continue making smart and informed decisions.

Luckily, there’s an abundance of recruiting software today that enable you to quickly analyze and interpret big data. At Mindscope, one of the features we offer our users is the ability to track the probabilities of closing their sales prospects. When one of their candidates moves onto the next stages of an open job order, users can see the increased probability of the candidate’s placement reflected in real-time sales projections. This feature lets users accurately measure future sales and plan strategically.

With a data-driven mindset, recruiters can analyze where their best candidates are coming from, along with important metrics like time to hire and cost to hire. Top recruiters know that they need to understand the numbers to do their job well—and they use recruitment software to help them excel.

They are Resilient

Successful recruiters need to have thick skin. According to an article by Sarah Ferraioli, a good recruiter must be able to bounce back from disappointment or failure. While recruiters feel an exciting rush when they place candidates, they also must learn how to handle their emotions when opportunities fall through.

Even when recruiters do everything right, sometimes circumstances out of their control (like budget cuts) can squash opportunities. Top recruiters don’t give up after these setbacks. They know how to learn from the situation and move on.

Do You Have Any of These Traits?

Successful recruiters nurture meaningful connections with candidates and check up on them periodically. They know how important honesty and transparency is to candidates, so they’re more than willing to share their knowledge on a particular role or company.

Before creating a job post, they analyze data and make sure they’re using the best ATS system to ensure they’re always placing top talent. Finally, when they’re faced with a lead that falls through, they don’t let disappointment affect output – they just continue to be a top recruiter.

Write an Irresistible Job Post in 4 Simple Steps

Learn how you can write even better job posts to attract top candidates.

You’ve just received a massive job order from one of your best-standing clients. To make a good impression, you want to place a quality candidate as soon as possible. Now comes the most important part – how are you going to describe the role in your job post, so that top talent can’t resist applying for it?

Why It’s Critical to Get a Job Post Just Right

A job post is often the first impression a candidate has about an organization, so it’s imperative to be engaging. “You want to intrigue them, capture their interest and keep them from quickly passing over your job posting,” says Alissa Henriksen, Chief Recruiting Officer and Talent Search Strategist at Grey Collaborative in an article by Ziprecruiter.

The fact is that detailed and well-written job posts are more likely to gain the attention of quality candidates. Luckily, it’s not difficult to create one that will benefit you, as well as your applicants.

Below are a few tips you should consider trying for your next job post to attract candidates:

1. Give the Role a Clear and Specific Title

When candidates look for jobs online, they search for keywords that align with their skills and experience. Ensure the job you’re posting has a title that accurately represents what the role entails.  For example, if you’re advertising a managerial position for the social media department, then your title should be as simple as “Social Media Manager”.

According to Indeed, using quirky titles like “social media guru” or “marketing maven” doesn’t resonate well with candidates. While these titles might hint that your work culture is relaxed and casual, job seekers get confused by them and are less likely to apply. Stick to specific titles so candidates feel more inclined to click on your post and learn more about the role.

2. Outline the Main Responsibilities of the Role

Paint a concise picture of how the job’s day-to-day will play out, but put the more interesting aspects of the role towards the top of the list. Linkedin published a study which showed that people are interested in understanding their main duties, and what will be expected of them in a typical day. Make sure to be clear about the role expectations so that candidates can identify whether their interests and skills align with what you’ve written.

Writing an engaging job description in your job post attracts more quality candidates to apply.

3. State the Goals and Measurements of Success

Candidates want to understand what success looks like at your organization. For example, if your company expects the new hire to increase revenue by 5% at the end of their first year, that information should be included in the job post.

The same study from Linkedin showed that candidates appreciate seeing explicit performance goals in job descriptions. Few employers share these details in their posts. However, by adding this information, recruiters and hiring managers stand out from the crowd and improve their job posts significantly.

4. Be Transparent about the Salary and Benefits

You’ve written what you’d like to see from the candidate—now you have to let them know what’s in it for them. Out of the 450 people who participated in the Linkedin study, compensation was voted as the most important detail in a job description. Job seekers consider tons of job postings on a daily basis, so they need to know if it’s worth their time to pursue an opportunity.

If providing a specific salary isn’t an option, disclose a salary range that could be negotiable based on the candidate’s experience. Share some of the work perks and benefits that are offered as well. Perks like flexible work arrangements can be the tipping point for candidates thinking about applying.

Always Keep Candidates in Mind First

When writing job descriptions, ensure that details about the role take center stage. While it doesn’t hurt to add some details about the company and its culture, interested candidates will conduct their own research anyways after reading a compelling job ad. The details they’re most interested in seeing in job postings include:

  • Exactly what’s expected of them
  • What success looks like in the role
  • What’s in it for them

By following these simple suggestions, you’ll be writing expert job postings that contain the valuable information candidates look for.

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Indeed is Changing — Are You Ready?

Indeed is making some big changes in January 2019. The Mindscope team shares some ways you can be prepared for these upcoming changes.

At Mindscope, it’s our mission to help you stay ahead of the competition. 

As you may know, on January 7th, 2019, Indeed is implementing a change that will affect how your jobs appear in search results on their US and Canadian sites.

In less than 3 months, any jobs sent to Indeed from recruitment-based companies will no longer be eligible for inclusion in organic search results. This means that any jobs posted to Indeed by recruiters in the US and Canada will require paid sponsorship.

Here are 3 ways to thrive through Indeed 2019:

 1. Diversify your job postings

With Indeed’s pending changes demanding a deeper wallet, you may want to consider optimizing your presence on free job boards. Expanding your reach to additional sites will prevent your candidate pool from going dry.

Mindscope already integrates with Dice, Monster, and Zip Recruiter for posting. In light of Indeed 2019, we’re actively working to give you access to even more great job boards – including Glassdoor!

2. Monitor your traction before sponsoring

Before spending your hard earned money on sponsoring job posts, it’s wise to find out which roles give you the most traction on Indeed.

One way to do this is by making use of the ‘marketing source’ widget in your Mindscope database. We also offer a variety of reports that allow you gain data driven insights into where your sponsorship budget will be best spent.

Have questions? We’re happy to help!

3. Revisit your web integration & social media

Oftentimes, recruiting companies view their website and social media as secondary resources to job boards. However, leading firms are realizing the benefits of optimizing their own channels through advertising, SEO and high-quality ATS integrations in order to attract applicants.

How functional are the job boards on your website and Facebook page? With Indeed’s coming changes, it’s beneficial to revisit these resources to identify areas of improvement.

If you haven’t already upgraded from an iFrame to a Mindscope API integration, now is the time.

Contact us today — we’re ready to get you started!

 

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Hiring Millennials? Here’s What’s Most Important To Them

Millennials, the largest generation in the U.S workforce today, value these things the most at work.

Did you know that millennials are currently the largest generation in the American workforce? On top of this, they spend about $600 billion every year in the U.S alone – an astounding figure, the implications of which can’t be ignored.

Considering millennials’ impact on the workplace, and on the economy it’s important we understand what drives them.

When searching for a new job, these are the top 5 factors that today’s twenty-something-year-olds consider:

1. Millennials Enjoy Flexibility

With modern workplace technologies, and progressive corporate cultures, it’s become possible for employees to work from anywhere they please. While the traditional 9-5 work day hasn’t been replaced, it’s definitely changed as a result of technology, access to freelance workers, and companies recognizing the importance of work-life balance. Udemy’s report on millennials in the workplace revealed that 44% of respondents prefer a flexible work arrangement. Furthermore, 30% of respondents would like to work remotely full-time. This flexibility empowers millennials to choose how they work best, while still providing high-performance results to their employers.

2. They Value Companies That Improve People’s Lives and the World

Millennials like to work for companies that make positive impacts on society. Deloitte conducted a study that showed this generation wants leaders to truly commit to making real changes in the world. However, their findings show that out of about 8,000 millennials surveyed, 75% of them believed that businesses care much more about their own agenda than trying to have a positive impact on society.

Millennials understand that companies require profits in order to survive and thrive. However, they also feel that there’s room within this mission to develop innovative products and services, or alternative methods for improving people’s lives. When millennials find themselves at companies that show commitment in these areas, they feel more fulfilled in their roles.

3. They Want Stability

Contrary to popular belief, this generation is deeply interested in securing stable jobs. Although they’re often thought to jump from place to place, Udemy’s report revealed that 43% of millennials would actually prefer to have only three to five jobs throughout their entire careers. Under the right conditions, they’re more than happy to stay with a company long-term, but it’s not a one-way street. They’d like to see the same loyalty and commitment from their employers too.

The millennial generation favour receiving ongoing feedback from their managers to understand which skills they can continue to improve on

4. They Like Ongoing Feedback From Managers

Millennials are highly motivated by the opportunity to strengthen their skills and learn new ones. When there’s a chance to personally and professionally advance in a role, they’re eager to jump on board. This is one of the reasons why they highly value regular feedback from managers. When managers deliver clear and constructive feedback to employees within this generation, it gives them direction and allows them to feel proud of their output.

5. They Value Coaches and Mentors

This generation enjoys having genuine, professional relationships with their managers. While it might have worked in the past, the management style of being socially distant and aggressively monitoring their every move doesn’t work well with millennials. Gallup published a report stating that millennials value managers who are willing to coach them. They want to be seen as people, and not just employees. They understand that this type of relationship allows managers to understand them better and help build their strengths.

Millennials aren’t looking to overhaul the working world—they just want to participate in companies that appreciate their professional skills and the world around them. They’re a generation that thrives on achieving company initiatives. Most of all, they want to excel at work, while helping make positive change in society in any way they can. These are valuable traits for any company to employ, and make millennials worth understanding.

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The Surprising Ways AI Elevates the Recruiting Industry

Artificial Intelligence (AI) helps recruiters work faster and more efficiently.

Artificial intelligence (AI) is transforming the recruiting industry in more ways than we ever imagined. Within applicant tracking systems (ATS), even basic AI products and integrations have the ability to drastically simplify recruiters’ workflows by automating menial, time-consuming tasks. This empowers recruiters with more time to spend on value-added activities, including business development and candidate networking.

However, within well-built software, AI’s impact extends further than efficient automation. For example, recruiters with access to leading ATS systems have the ability to leverage AI capabilities for sourcing and hiring quality candidates faster than their competition. This not only saves critical business hours, it also reduces the expensive mistake of hiring the wrong person for the job.

According to the Society for Human Resource Management, it can cost a company as much as $240,000 to find and hire a new employee. Beyond the astronomical price tag, this can also take a toll on manager patience and colleague morale.

To complicate matters further, CareerBuilder found that companies often feel rushed to fill critical roles. In fact, one of their surveys revealed that 43% of respondents “hired the wrong person because they felt they had to fill the position quickly.” With its ability to productively source from mass amounts of data, and streamline engagement with suitable job candidates, AI can help significantly mitigate this risk.

So What Exactly is Artificial Intelligence?

We can’t delve too far into this topic without first understanding what AI is, in relation to recruiting. Top-notch ATS systems with AI functionality are able to perform complex tasks by processing large volumes of data, and recognizing the patterns within it.  As more data is entered, the software continues to “learn” and improve its output.

With its ability to interpret mass amount of information, AI algorithms can do in an instant what once cost countless hours for recruiters.

AI automates recruiters’ low-level tasks and provides deeper insights, freeing time to focus on advancing the business.

Below are just some of the ways AI has already changed the industry:

AI Analyzes Sourcing Data Quickly

As mentioned, AI is capable of rapidly analyzing big data. Without a productive ATS system, recruiters are required to hand-pick qualified candidates and accurately match them to appropriate job orders.

On the other hand, a well-designed AI algorithm can quickly scan through the combined information captured within the system, and/or desired websites, in order to select top talent and automatically match candidates to roles based on their skills and experience. This enables recruiters to increase their volume of high-quality placements.

Mindscope, an ATS software that uses AI features for communication, helps recruiters manage their communications with candidates easily.

AI Maintains Communication and Interaction with Applicants

Top recruiters understand the importance of fostering strong relationships, even with candidates yet to be placed. However, with thousands of incoming applicants per job, sending a unique response to each individual can be an extremely time consuming task. That’s why, leading ATS software like Mindscope has the ability to streamline responsiveness while maintaining personalization.

Mindscope offers a unique AI feature that integrates directly with users’ email, and allows them to respond to applicants with the click of a button, while at the same time updating their pipeline status in the ATS. Each time a job application is received, recruiters can simple click “accept,” “reject,” or a user definable “open text” button from within the email.

The AI understands that each button is intended to send a personalized template to the job applicant, while linking their record to an action within Mindscope. For example, if the recruiter chooses the “reject” button, then the applicant will receive a unique rejection email and their status within Mindscope will be updated accordingly. Not only does this features save time, it also crucially maintains a clean and organized ATS database.

AI Enhances Candidate Experience

Not only does AI simplify the recruiter experience, it also benefits candidates. Today’s leading ATS systems harness AI in order to streamline the candidate application process, therefore guaranteeing more top talent for their users. Potential quality candidates are deterred from poorly designed web integrations that require filling out tedious jobs application forms.

According to Society for Human Resource Management, a whopping 60% of job seekers quit filling out job applications midway due to length or complexity.

For this reason, most recruiters seek out ATS systems whose integration allows for auto-fill enabled forms. Providing the option to parse information via resumes and LinkedIn increases the likelihood that candidates will complete the application. AI also empowers recruiters to automate email notifications, informing candidates that their applications have been received and what to expect next.

AI Reengages Candidates with Automatic Job Notifications

Most passive candidates tend to keep their eye on the job market, curious about new opportunities. AI allows recruiters to be first at capturing the attention of these individuals by sending tailored job notifications based on their skills and interests.

ATS systems, such as Mindscope, offer the ability for web visitors to request automatic notifications tied to job postings that match certain key words. This feature allows recruiting companies to reengage skilled candidates at exactly the right time, so that quality placements can be made more effectively.

AI Will Continue to Evolve the Recruitment Industry

AI has already transformed recruitment and will continue to do so. Experts insist that the AI technologies currently on the market are just the tip of the iceberg for what’s to come. It is expected that within the next 10 years, we will see a significant influx of AI technologies making their way into the industry.

Should recruiters be worried? No. In fact, they should be thrilled. As long as companies are open to adopting new technologies, AI can be extremely advantageous. As technologies continue to develop, recruiters will have more time to do what they do best – build strong connections with the people, while machines do the rest.

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5 ATS Metrics You Need To Get Recruiting Results

 

Today’s job market seems to be getting tighter every day – especially in competitive fields like technology, engineering and finance. According to the Department of Labor, unemployment rates are at a historic low ranging as low as 3.9 percent. Stats also show that American workers are switching jobs at some of the highest rates in 17 years.

While recruiting top talent becomes a key objective to your business success, you need to take every step possible to ensure your recruiting initiatives produce results that help you reach your goals. If you already use an applicant tracking system, you are one step ahead of those who aren’t! Applicant tracking systems (also referred to as an ATS) offer a variety of benefits to organizations that are serious about stepping up their recruiting machines, such as:

 

  • Streamlining and automating the recruiting process
  • Creating a database of job candidates
  • Reducing time to hire
  • Increasing quality of new hires

 

As you master the art of using an ATS to improve your recruiting efforts, it’s important to ensure that you are using your tool to its full potential. There are many metrics that you can glean from your data that take recruiting to a level of precision that can change your success rate dramatically.

If you are not paying attention to these 5 metrics from your ATS, you should be:

 

1. Applicant Source Data – Understanding what sources are providing you with the highest number and best quality candidates is extremely beneficial to your recruiting efforts. By tapping into these easy-to-capture data points, you’ll gain insight into where to invest your budget dollars and where to expend resources.

 

2. Time-to-fill KPI – Even the best hiring process may break at some point. This break in the process can result in a lack of productivity, damage to the morale of your current employees as well as creating a negative impact on customer service efforts or your brand’s reputation. Your ATS tool can help you pinpoint when your process doesn’t work as intended, and will help you understand where the system is impeded. Ultimately, this metric will help you tighten things up to accomplish your goals faster and better.

 

3. First-year Quality – Recruiting doesn’t end the day onboarding begins. In fact, you should be looking at the success rate of your recruits as a key metric for how well your efforts are working. Your applicant tracking system will help you measure what’s known as your “first-year quality.” While it might seem self-explanatory, first-year quality–also referred to as quality of hire–has a unique formula. By taking the percentage of candidates submitted by recruiters who are accepted for employment plus the percentage of candidates that do not leave, divided by two, you can drill down on a metric that will give insight into the effectiveness of the recruiting team in identifying quality, loyal talent. This KPI illustrates how well you are bringing in quality versus quantity.

 

4. Offer Acceptance Rate – Your applicant tracking system can also help you understand your submittal to business acceptance percentage (SBA) metric. SBA is defined as the percentage of candidates submitted by your company’s recruiting team that result in a hiring activity. This KPI is a measure of how well your recruiting efforts are working. Sourcing and screening candidates drain a huge portion of your resources and budgets. A low SBA is an indicator that your recruiting efforts are not working well.

 

5. Candidate Satisfaction Levels – Reputation matters in the arena of recruiting more than ever. In today’s competitive job markets, candidates are searching for companies with stellar reputations that reflect a positive working environment. Your ATS can help you perform quick surveys with candidates (both those that received offers and those who did not) to gain key insights into their experience dealing with your recruiting team, similar to a customer-facing net promoter score. In a powerful example of why this matters, Virgin Media in 2014 realized that 18 percent of its rejected applicants were customers. An unprofessional process caused approximately six percent of them to switch to a competitor. Check your applicant pool in your ATS against your customer pool in your CRM, overlapping entries may mean you’re doing something right with candidates, and you may want to survey these candidates to find out what attracted them so you can enhance and repeat.  

 

Implementing an applicant tracking system to help you win at the recruiting game is the first step to taking things to the next level. The next, and even more important step, is to define how to use your data to measure, pivot and, ultimately, improve the ROI of your recruiting machine.

 


 

Jennifer Seitz, MBA is a writer for TechnologyAdvice.com. She is a marketing & content strategist with over 10 years of helping businesses develop their voice, brand and improve their marketing strategy. She specializes in content development to achieve SEO KPIs, improve the user experience as well as reinforce the overall brand. Jen has a background in large corporations and scrappy startups and currently hangs her hat at the agency she founded, the Content Workshop.

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mindSCOPE Software Ltd. Hires Joshua Trujillo as Chief Operating Officer

TORONTO, CA – Joshua Trujillo, former Director of IT Infrastructure and Support for Randstad Canada, will be joining the team at mindSCOPE Software Ltd. on January 9th, 2017. With over 15 years of professional experience in the staffing and recruiting industry, Joshua will play a key role in executing the strong service delivery of mindSCOPE’s Applicant Tracking (ATS) and Customer Relationship Management (CRM) system – known as CURA – to a rapidly growing portfolio of regional and international customers. Read more