smartrecruiters.com

At some point, a phone call may be necessary as part of the interview process or to arrange more finite details; however, taking time to message all initial communications and setting up a time when the candidate feels they are ready for a call will really provide them with a positive experience. Moving from telephone calls to messaging could be a very simple way to better the candidate experience and make the entire process feel more tailored to the individual candidate. Communication and candidate experience are practically synonymous: poor communication equals poor candidate experience. Incorporating messaging allows recruiters to automate important steps into the application process, leaving time for important communications that boost the candidate experience.

SmartRecruiters is committed to minimizing racism and discrimination in the recruiting process—that means using our full power as individuals, as an employer, and as a leading provider of recruitment technology to influence wholesale change and to help you achieve true diversity hiring outcomes. The Diversity Hiring Toolkit includes a maturity model, success pillars, each of which consists of three key standards that we believe form a best in breed framework for diversity recruitment initiatives: Be an Early Adopter— These continuous education resources will be available across multiple platforms and mediums (e.g., white papers, master class lessons, podcasts, webinars, etc.) and will serve to further educate organizations on how to utilize the Diversity Hiring Toolkit to deliver tangible results. In closing, by participating in the Diversity Hiring Assessment, you will begin the critical mission to level up your diversity recruitment initiatives and generate real progress towards building a diverse workforce, leveraging inclusive and competitive recruitment processes and achieving Diversity Hiring Success.

“Job posts are really just for branding” As noted by SHRM and elsewhere, job boards never top the list of quality sources (they don’t come near internal mobility or referrals), yet companies spend billions on posting credits, slots, and PPC. When SmartRecruiters analyzed the habits for tens of thousands of recruiters, across 4,000 customers, we found three core strategies that best predict job advertising success: • Recruiters making the most hires via job ads work at companies that analyze the historical quality and conversion of candidates, rather than just focusing on clicks and costs per click. The solution came to us in the form of SmartJobs, a “Smart, Managed Advertising” service that would sit inside the SmartRecruiters Talent Acquisition Suite and use the company’s own data to automate all of the strategies mentioned above, and more.

What is the best recruiting technology to set up a successful virtual career fair? At a traditional career fair, you will get time to interact with candidates one on one or in small groups. After: Congratulate your team, thank any helpers (even those who shared your event on their social channels), send follow-up emails to candidates with next-steps, and track your metrics like invite to attendee ratio to create an even more successful event next time! Social Media: Leverage your social channels to put out the word about your virtual career fair and link them to your landing page.