That’s why we go straight to the source. For our 2025 Job Seeker Nation Report, we surveyed more than 1,500 US workers to uncover how they feel throughout the hiring process, why they’re considering new opportunities, and what makes them say yes to a role.  

From candidate motivations to AI perceptions, this year’s report reveals key shifts across the entire hiring journey. But in this blog, we’re breaking down one big theme: how job seekers are navigating today’s market conditions—and what that means for talent teams.  

Responding to Market Uncertainty  

The job market in 2025 is tough to read. On paper, employment is up—but job seekers are still uneasy. High-profile layoffs, especially in the public and tech sectors, have rattled confidence. And talks of a “white-collar recession” only fuel anxiety about where the market is headed next.  

That tension shows up clearly in this year’s report: 82% of respondents say the market feels stagnant, and confidence in landing a role has dipped year over year. Only 44% believe it’s easy to find a job (down from 50% last year) and just over half think they could land something within three months. 

But despite all that, candidates aren’t giving up. They’re responding to market uncertainty by investing in their future through upskilling. In this year’s survey, 89% of respondents said that addressing skills gaps could improve their chances of landing a new role, and 81% believe training in emerging tech (like AI) is essential to staying competitive. 

This trend is a signal to employers: Candidates are prioritizing development—and they expect companies to do the same with real tools and support. They are also looking for a clear path to utilize those new skills, and it’s up to hiring teams to give them one. 

TA Takeaway: Use your employer brand and candidate touchpoints to highlight how you support skill-building—whether through learning stipends, mentorship, or on-the-job development. Plus, bring a skills-based approach into your hiring process with clear job descriptions and behavioral-based interviews that validate skills and paint a clearer picture of success in the role. Candidates are investing in themselves, and they want to work for companies that recognize that investment and match it.  

Supporting Growth from Within  

While its clear today’s candidates are craving growth, that doesn’t always mean landing a new role. Fifty-eight percent of job seekers have looked for a new opportunity within their current company—a sign that internal mobility is top of mind.  

And if growth opportunities aren’t available, your talent won’t wait around. Career development was one of the top reasons respondents said they’d exit a role, even if they were otherwise satisfied. Today’s employees aren’t just looking to build skills—they want to apply them somewhere that matters. 

This puts pressure on TA and HR teams to create visible, structured paths for internal movement. It also means treating internal talent like the high-potential candidates they are—because if you don’t, someone else will. 

TA Takeaway: Support internal mobility by making it easy for employees to find open roles, flagging internal applicants in your ATS, and giving recruiters clear guidance on how to engage them. Make career development part of the process—not just a perk. 

Reconsidering What Candidates Want

Internal growth may be a priority, but many candidates are still keeping an eye on what’s next. While 83% say they’re satisfied in their current role, 85% are open to new opportunities—and nearly half say they’re very open. 

So, what’s fueling that openness?  

It’s not just compensation. While pay still matters, candidates cite career advancement and flexibility as top motivators, followed closely by stronger leadership, better culture, and confidence in their company’s future. Job seekers are evaluating more than just roles—they’re evaluating the environment, the people, and the long-term fit.  

This broader set of expectations means candidates are raising the bar. They’re not just looking for the next step, they’re looking for the right step. Even those actively exploring new roles are moving with intention—evaluating whether employers can offer long-term opportunity and stability, not just short-term perks. 

TA Takeaway: Candidates are ready to move—but only if it’s worth the leap. Show them exactly how your company invests in growth, champions flexibility, and builds a culture people want to rally behind. It’s not just about the role; it’s about the whole package.   

Reducing Burnout for Better Engagement  

Today’s job seekers aren’t just selective—they’re exhausted. Sixty-six percent say they’re feeling burned out by the job search, and it’s easy to see why. Clunky applications, vague timelines, endless interviews, and ghosting all chip away at candidate confidence—and patience. 

And that fatigue doesn’t just affect job seekers. Burnout leads to real fallout for recruiters, too. Candidates are more likely to abandon applications, disengage in-process, or drop out after the offer. Worse, a frustrating experience doesn’t stay quiet—it sticks. It shapes how candidates view your brand long after the process ends. 

But there’s good news: Burnout isn’t inevitable—it’s fixable. When you put candidate experience first—with simple applications, clear communication, and structured interviews—you help candidates feel respected, supported, and more likely to stay engaged.  

TA Takeaway: A modern ATS doesn’t just track candidates—it helps you create a faster and more transparent experience. Use automation to eliminate manual steps, custom workflows to keep candidates moving, and AI interview tech to improve consistency and collaboration across teams. The smoother the experience, the more likely candidates are to stay engaged—and the faster your team can hire.  

Prioritizing Clarity, Trust, and Stability 

Today’s job seekers are navigating a complex landscape. Layoffs, economic uncertainty, and fears of a white-collar recession have made them more cautious about what comes next. But that doesn’t mean they’re standing still. Candidates are open to new roles—they’re just more selective, more intentional, and more focused on finding long-term stability. 

At the same time, the process of getting hired has become a source of stress. Job search burnout is high, and candidates won’t waste energy on experiences that feel drawn out, unclear, or impersonal. 

For TA and HR teams, this moment is a chance to step up. That means going beyond filling roles—and focusing on what makes your company the right next step. Lead with transparency, simplify processes, and create a journey that feels human from start to finish.  

Want more insights like these? Download the full 2025 Job Seeker Nation Report to explore what today’s candidates expect—and how your hiring strategy can rise to meet them. 

The post Cautious but Curious: How Candidates View the Job Market first appeared on Jobvite.

But not all metrics are created equal. Which ones should you track to improve efficiency, enhance quality of hire, and streamline your recruiting process? Let’s break it down. 

The Recruiting Metrics that Matter Most 

The most successful recruiting teams don’t just collect data. Instead, they strategically measure metrics that align with their goals. Some key metrics that top performers track include: 

1. Candidate Conversion Rate 

Why it matters: This metric reveals how well your job postings and employer brand attract qualified candidates. Tracking view-to-apply rates can highlight areas for improvement in your job descriptions, application process, or employer branding. 

Optimization tip: If your conversion rate is low, experiment with shorter job applications, more compelling job descriptions, and targeted messaging to boost engagement. 

2. Time to Fill 

Why it matters: A slow hiring process can mean losing candidates to competitors. Tracking time to fill helps identify inefficiencies in your workflow, from sourcing to final offers, so you can streamline decision-making and reduce delays. 

Optimization tip: Identify bottlenecks in your hiring process. Are slow approvals, interview scheduling delays, or sourcing gaps holding you back? Use automation to accelerate decision-making. 

3. Quality of Hire 

Why it matters: It’s not just about hiring fast, it’s about hiring right. Tracking post-hire performance and retention ensures you’re bringing in top talent who thrive in your organization. 

Optimization Tip: Measure quality of hire through new hire performance ratings, retention rates, and hiring manager satisfaction scores to continuously refine your recruiting strategy. 

Taking Action: From Data to Results 

Tracking metrics is only half the battle—the real impact comes from turning insights into action. The best recruiting teams use automation and analytics to: 

• Save hours on administrative tasks 

• Improve communication with stakeholders 

• Make data-driven decisions quickly 

• Adjust strategies based on real-time insights 

Best Practices for Implementing Your Metrics Program 

To unlock these benefits, you need a structured system that ensures your insights lead to measurable improvements in hiring efficiency, candidate quality, and overall recruiting success. 

Here’s how to build a metrics program that actually moves the needle: 

1. Start with Clear Goals 

Before diving into data collection, define what success looks like for your organization. Are you looking to reduce costs, improve quality of hire, or accelerate the hiring process? Your goals will determine which metrics deserve your attention. 

2. Establish a Regular Reporting Cadence 

The most successful talent teams make metrics review a regular habit. Whether it’s weekly or bi-weekly, consistent review helps identify trends and opportunities for improvement before they become challenges. 

3. Leverage Automation Effectively 

Manual data collection can consume valuable time that could be spent on strategic activities. Top talent teams use automation to: 

• Generate regular reports automatically 

• Track candidate engagement in real-time 

• Monitor source effectiveness continuously 

• Share insights with stakeholders efficiently  

4. Focus on Action, Not Just Information 

The true value of metrics comes from the actions they inspire. Each metric should have an associated action plan: What will you do differently if the numbers show room for improvement? How will you capitalize on success when metrics exceed targets? 

Your Playbook for Data-Driven Hiring Success 

Tracking recruiting metrics is just the start. The real power comes from using data to refine your hiring strategy, enhance candidate experiences, and drive better results. The most successful talent teams don’t just measure—they act. 

The Employ Recruiter Success Kit gives you the tools to turn insights into impact and build a smarter, more efficient hiring process. 

Inside, you’ll get:  

• 8 worksheets to optimize your hiring process 

• A recruiting calendar to keep you on track 

• Expert tips on selecting and tracking key metrics 

• Ready-to-use templates for reporting success 

• Strategic tools to plan and scale efficiently 

Don’t just track recruiting metrics—use them to build a smarter hiring strategy. Get the full toolkit to start making data-driven decisions today.  

The post Data-Driven Recruiting: Turning Metrics into Actions  first appeared on Jobvite.

But keeping up isn’t easy, especially when you’re navigating competing priorities. That’s why the most successful hiring teams stay connected with fellow TA and HR leaders. Sharing strategies, trends, and challenges helps everyone level up and stay competitive.  

To foster these critical conversations, we brought together top recruiting pros for a discussion on productivity, hiring strategies, and how AI is changing the game. Led by Amanda Berger, Chief Customer Officer of Employ, the panel featured Employ customers’ Gina Alvino, Senior Manager, Recruiting at e.l.f. Beauty and Carissa Mueller, Director of People Operations at DREAM Charter Schools. They shared their go-to tactics for staying efficient, hiring smarter, and making the most of recruiting technology. 

Expert-Backed Productivity Hacks 

Recruiters are always juggling multiple tasks — from sourcing and connecting with candidates to scheduling interviews and negotiating offers. Our panelists shared their favorite productivity hacks to stay focused and make the most of their time.  

Gina swears by time blocking to stay on top of her game. At e.l.f. Beauty, she schedules dedicated chunks of time for specific tasks, making sure she stays focused and efficient. If you’re a recruiter struggling to balance priorities, this simple trick can help you power through your workload without burning out.  

Carissa is all about AI tools like ChatGPT. Whether she’s drafting outreach messages, summarizing notes, or brainstorming job descriptions, AI speeds up manual, time-intensive tasks, so recruiters can dedicate more time to candidate relationships. If you’re not using AI yet, now is the time to start.  

2025 Hiring Goals: Expansion and Efficiency 

With 2025 already underway, talent acquisition teams have their strategies defined and are now laser focused on hitting their goals. Our panelists broke down their top priorities for the year ahead.  

At e.l.f. Beauty, international expansion is a major focus. Gina emphasized the importance of maintaining consistent hiring practices as the company scales globally. Creating an equitable experience for all candidates, new hires, and employees, regardless of their location, is key for building an engaged workforce. For companies in growth mode, keeping workflows standardized helps ensure a consistent and seamless hiring experience.  

For DREAM Charter Schools, peak hiring season runs from February to August, which means there’s no room for inefficiencies. Carissa underscored the need for streamlined processes to manage high hiring volumes without overwhelming recruiters or candidates. Companies that experience seasonal hiring spikes can benefit from automation and well-defined workflows. 

AI and Automation: How They’re Reshaping Talent Acquisition 

Technology is transforming the way recruiters work. Our panelists explored how AI and automation are changing the game — and what recruiters should watch out for.  

For Carissa, it’s all about balance — finding ways to use technology to free her team from busy work, so they can focus more on making personal, lasting relationships with top talent. Right now, they review resumes manually, but they’re excited to see how this process can evolve using AI to screen candidates based on keywords or past hiring data. 

Gina shared how resume review and nurture campaign tools are game changers, helping recruiters manage high applicant volume while keeping candidates engaged. These features ensure recruiters don’t miss out on great talent just because their inboxes are overflowing. 

Of course, AI isn’t without its challenges. The panelists noted the importance of keeping a close eye on potential bias in AI-driven hiring tools. While automation can speed things up, human oversight is essential to ensure fairness and accuracy.  

Your Tech Journey Starts Now 

The best recruiters know how to blend tech and human touch. AI and automation can streamline processes, but hiring is still about people. 

At Jobvite, that’s what we’re all about. Our ATS solution is built to take the busy work off your plate, so you have more time to nurture, engage, and hire the best talent for your organization. That’s what we call people-first recruiting.  

Learn more about us or book a demo to kick off your tech journey today.  

The post Recruiting in 2025: Hacks, Trends, and Tech from the Pros  first appeared on Jobvite.

Whether you’re looking to streamline your hiring process, improve candidate quality, or better support your recruiting team, strategic investments in the right areas can transform your results. We’ve identified 10 high-impact approaches that leading organizations use to strengthen their recruiting efforts without overwhelming their teams or blowing their budgets. 

1. Make Metrics Matter 

Gone are the days of ‘set it and forget it’ recruiting analytics. Modern recruiting requires active monitoring and quick adjustments. Implement regular check-ins on key performance indicators and be ready to pivot strategies based on real-time data rather than waiting for end-of-period reviews. 

2. Give Recruiters a Voice 

Your recruiting team is on the front lines and should have a say in the policies shaping their work. Involve them in policy discussions and leverage their insights when making changes to hiring processes. 

3. Embrace Innovation Strategically 

While new recruiting technology emerges daily, finding tools that genuinely streamline your process is key. Test new solutions thoughtfully, focusing on those that promise concrete time and cost savings. 

4. Listen to Your Stakeholders 

Regular feedback from both candidates and recruiters provides invaluable insights. Implement consistent survey practices to capture experiences and identify improvement opportunities throughout the hiring journey. 

5. Keep Stakeholders Connected 

Regular meetings with key stakeholders ensure recruiting goals align with broader business objectives. Make these check-ins focused and action oriented. 

6. Segment Your Spending 

Different recruiting initiatives need tailored resources. Create dedicated budgets for distinct strategies like recruitment marketing and candidate relationship management to ensure each gets appropriate funding. 

7. Centralize Your Goals 

Maintain a single source of truth for recruiting and hiring objectives. Share this living document with your talent team and ensure leaders regularly update their progress. 

8. Define Clear Ownership 

Assign specific owners to key recruiting initiatives. This accountability ensures important projects don’t fall through the cracks and provides clear lines of responsibility. 

9. Incentivize Excellence 

Keep your recruiting team motivated with meaningful incentives throughout the year. Recognition and rewards for meeting goals can significantly boost team morale and performance. 

10. Celebrate Every Victory 

In the fast-paced world of recruiting, it’s crucial to pause and acknowledge successes, both big and small. Creating a culture of celebration helps maintain team momentum and engagement. 

The Key to Modern Recruiting Success 

Successful recruiting today requires the right mix of technology, optimized processes, and a human-centered approach. The top organizations stay agile, track key metrics, and adjust their strategies based on real-time results. 

But these tips are just the beginning. Download our comprehensive Recruiter Success Kit to access: 

• In-depth labor market insights 

• Ready-to-use planning frameworks 

• Custom worksheet templates 

• And more essential tools for modern recruiting 

Don’t let your recruiting efforts fall behind. Get the full toolkit today and start building a more effective, efficient hiring process for your organization. 

The post Maximize Recruiting ROI: 10 Strategic Investments for Better Hiring  first appeared on Jobvite.

That’s where our 2025 Recruiter Success Kit comes in. Packed with eight essential worksheets, it’s designed to help talent acquisition pros like you refine your strategy so you can hire with confidence and ease.  

In this blog, we’re zooming in on just one key piece: targeted audience planning. For even more ways to level-up your hiring game, download the complete kit.  

Let’s dive in! 

The Power of Targeted Audience Planning 

Hiring today is about more than just posting jobs—it’s about building real connections. The best recruiting teams use data to understand their ideal candidates and keep them engaged from the first interaction all the way to the job offer and beyond.  

Here are some of the most popular types of targeted audiences used by recruiting teams today. 

1. Key Talent Audiences: These broader pools include candidates with specific skills and experience levels, ranging from seasonal workers to executive positions. They help maintain wide talent funnels while focusing on required qualifications. 

2. Strategic Audiences: Essential for organizations prioritizing DEI initiatives, these groups target specific demographics to enhance workplace diversity and inclusion. 

3. Relationship Audiences: This valuable group includes silver medalists, past applicants, and former employees. Maintaining engagement with this audience through company updates, relevant job postings, and surveys creates a robust talent pipeline. 

Building Your Targeted Audience Strategy 

Successful audience planning starts with clear identification and segmentation. Before launching recruitment marketing campaigns, your teams should: 

• Define candidate groups based on roles, motivations, and communication preferences 

• Segment by skills, experience levels, and professional backgrounds 

• Align with hiring managers and department leaders to ensure you’re attracting the right talent 

• Leverage modern CRM software to streamline audience management and communication 

Measuring Success and Scaling Efforts 

Smart recruiters know that success lies in the metrics. Key engagement indicators like applicant conversion rates, click-through rates, and candidate response rates reveal what’s working and what’s not. These insights help you fine-tune your approach, craft more compelling job posts, and build stronger connections with top talent. When you track the right data, you don’t just expand your talent network—you optimize it. 

Your Complete 2025 Recruitment Planning Resource 

While targeted audience planning is key, it’s just one piece of the bigger recruitment strategy puzzle. Get the complete Recruiter Success Kit for even more resources designed to transform your talent acquisition approach for 2025. From labor market insights to actionable planning frameworks, these resources provide the tools you need to: 

• Develop comprehensive recruitment strategies 

• Create effective candidate engagement plans 

• Optimize your hiring processes 

• Track and measure recruitment success 

• Adapt to evolving market conditions 

Ready to Transform Your Recruitment Strategy? 

Don’t let your competition beat you to it. Download the complete Recruiter Success Kit now and get everything you need to attract, engage, and hire top talent in 2025. 

The post The Science of Candidate Targeting: Building Strategic Talent Pipelines first appeared on Jobvite.

Ready to implement some new ideas? The “7 Sourcing Hacks: The How-to Guide to Optimize Your Talent Search” offers 7 unique sourcing hacks, all geared to optimize your talent search and get you noticed by the most coveted candidates. Here’s a look at a few of those hacks to get you started.

Hack #1: Hyper-Personalize Your Emails

No one likes spam — so why would you send generic recruiting emails to potential candidates? If your goal is to create more meaningful connections, attract more candidates, and improve your conversion rates, then you need to customize your communication to a candidate’s specific interests or needs. We call that hyper-personalization, and while it may take more time at the outset, any increase in overall response rates will cut hours off your search down the road.

Pro Tips:

Join the candidate’s conversation. See what candidates are talking about on social media and find something that resonates with you personally, with the opportunity, or with the company culture. Use that as an introduction to engage with them.

Throw in an element of surprise. Break out of the typical recruiter template that most candidates expect and craft your emails creatively. Ask yourself: What would grab your attention?

Speak about the opportunity rather than the job. Remember, your search isn’t limited to people actively seeking new employment. Employ research shows that at least 50% of people are open to new opportunities even though they’re satisfied with their current positions. If you’re courting a passive candidate with specialized skills, then be sure your emails are tuned to possibilities for development or career growth.

Hack #2: Utilize Social Networks

People want to network, either in-person or online. Think about where your ideal candidate is online. What are they reading? Look at where they are talking to other professionals and join the conversation.

Pro Tips:

Be helpful first. It’s tempting to immediately yell to everyone in a group that you have an amazing opportunity for them, but that often turns people off. By offering guidance or helpful suggestions on candidates’ issues, you are beginning to build a relationship first. And once even a modest relationship is built, they will be more open to a job pitch.

Try a new network like TikTok. It helps to be where your candidates are, and if you are looking for Gen Z, they are on TikTok. Create a company account and see if you can add it to their career section. Again, if you are helpful, candidates will remember you.

Hack #3: Referrals Are the Best Source of Hire

Referral programs are on the rise, according to Employ research. 79% of organizations offer employee referral programs — an eight-percentage point increase over the past year, and 48% are seeing higher participation in employee referral programs. Why? Because they work. Referrals reduce both time-to-hire and cost-of-hire.

Pro Tips:

Control where you want to generate referrals within your organization by creating an internal focus on high-growth and hard-to-fill positions.

Gamify your process. A little friendly competition through leaderboards and recognition will supercharge your results.

Continue to Hack the System

Get the remaining hacks for candidate sourcing in the latest eBook from Employ: 7 Sourcing Hacks: The How-to Guide to Optimize Your Talent Search. Download your free copy today.

The post Next-Level Recruiting: Proven Sourcing Methods to Accelerate Your Hiring Process first appeared on Jobvite.

Recruitment marketing is a critical aspect of talent acquisition, and it can make a huge difference in hiring efficiency. In this blog, we will explore what makes recruitment marketing the key to hiring success and the three vital components of getting it right.

What Is Recruitment Marketing?

Recruitment marketing is a strategic way for employers to attract and engage top talent by creating a compelling employer brand and candidate experience. It involves using various marketing techniques, such as social media, email campaigns, and content marketing, to reach out to potential candidates, nurturing candidate relationships before they even become applicants through relevant and engaging content.

Recruitment marketing is all about creating a relationship with candidates and nurturing them until they are ready to apply for a job. By getting recruitment marketing right, organizations can build a robust talent pipeline, reduce time-to-fill, and improve the overall quality of their hires, all of which can improve hiring efficiency.

Three Vital Components of Recruitment Marketing

Employer branding: A strong employer brand is crucial for attracting and retaining top talent. It is the perception that candidates have of your company as an employer, and it can be built through various channels, such as social media, career sites, and employee advocacy. A good employer brand can help you stand out from your competitors and attract the right candidates. However, recruitment marketing is not just about attracting candidates. It’s also about engaging them throughout the hiring process.

Candidate engagement: Engaging candidates throughout the recruitment process is essential for building relationships and creating a positive candidate experience. It involves keeping candidates informed about the status of their applications and providing them with a personalized experience that meets their expectations.

Talent segmentation: Segmenting your talent pool into strategic audiences can help you create personalized campaigns that drive conversions. This process involves using data to identify candidate preferences, interests, and behaviors to create targeted messages that resonate with them, making them much more likely to engage with the messages and your company.

Leveraging Technology in Recruitment Marketing

By creating personalized campaigns and using targeted messaging, organizations can keep candidates engaged and informed, reducing the risk of dropouts and improving the candidate experience. But when talent teams are already balancing so much, this is often easier said than done.

This is where Jobvite’s built-in Source and CRM capabilities come in. With Jobvite, organizations can effortlessly publish job postings and pull candidate information from multiple resume databases into a single record. This makes it easy to engage candidates in the most responsive channels, whether by email, text, or social media.

Jobvite also allows organizations to segment their talent pool into strategic audiences and create personalized campaigns to drive conversions. Real-time insights into campaign performance and candidate engagement levels make it easy to stay agile and adjust strategies as needed.

Finally, Jobvite streamlines candidate engagement by seamlessly transitioning applicants into candidates in one place. This makes it easy to manage a single talent pool across multiple brands, geographies, and languages and to integrate natively with Jobvite’s ATS & Onboard, Candidate Messaging, and Career Site solutions.

Recruitment marketing is key to hiring efficiency, and Jobvite’s CRM and sourcing capabilities make it easy to engage in recruitment marketing through the entire hiring process. By attracting and engaging top talent, improving the candidate experience, and streamlining the hiring process, organizations can reduce time-to-fill and improve the quality of their hires.

With Jobvite, recruitment marketing has never been easier or more effective. Watch the product tour or contact us today to learn more.

The post Why Getting Recruitment Marketing Right is Key to Hiring Efficiency first appeared on Jobvite.

HR technology is crowded with many solutions to address the candidate and employee experience. There are multiple products and tools across the employee journey — from talent acquisition to compensation management to performance management.

But with increasing point solutions, it can be challenging for talent professionals to select the right HR software for their organization. And with all the options, enterprise companies may wonder, “Why purchase software focused on talent acquisition when we could consolidate into one solution for all HR tasks in our organization?”

Let’s start by taking a look at the differences between talent acquisition software, specifically an applicant tracking system, and human resources information systems.

An applicant tracking system (ATS) consists of the following:

• A specialized recruitment tool
• Is candidate centric
• Supports workflow and compliance
• Has advanced hiring analytics
• Offers optimization for mobile

A Human Resource Information System (HRIS) consists of the following:

• A core HR processes tool
• Is employee centric
• Supports payroll and benefits
• Focuses on employee retention and performance
• Offers optimization for mobile

Key Uses for HRIS

• Employee Data Management: HRIS software enables HR professionals to manage employee information, such as personal details, employment history, and job titles.
• Payroll and Benefits Administration: HRIS software automates payroll and benefits administration processes, such as calculating salaries, taxes, and deductions.
• Performance Management: HRIS software enables HR professionals to manage employee performance by tracking goals, providing feedback, and conducting performance reviews.

Key Uses for Talent Acquisition Software

• Job Posting and Candidate Sourcing: ATS software enables HR professionals to post job openings on multiple job boards, social media platforms, and company career pages. It also helps in sourcing candidates from various channels, such as employee referrals and job boards.
• Candidate Screening and Shortlisting: ATS software automates the screening of resumes by identifying keywords and relevant criteria. It also enables HR professionals to shortlist candidates based on specific job requirements.
• Interview Scheduling and Candidate Communication: ATS software helps HR professionals schedule interviews and communicate with candidates through emails and messaging platforms.
• Candidate Nurturing: Create high-touch, personal candidate experiences that are easy to create and easy to scale.
• High-Volume Hiring: Streamline candidate sourcing, evaluation, and advancement, saving time and helping your team be more efficient and consistent.
• Data-Backed Decisions: Flexible reporting and easy-to-use analytics tools help teams track their talent pipeline, identity bottlenecks, and optimize recruiting outcomes.

Why Using an Enterprise HRIS for Talent Acquisition is Limiting

Although some HRIS have recruiting functionality, they are often not specialized in talent acquisition, leading to more friction in the process. To attract and hire the best candidates, companies must leverage advanced functionality, such as recruitment marketing, AI and automation, customizable workflows, and modern candidate communication tools.

Consolidating into an all-in-one Enterprise HRIS can be detrimental to the talent acquisition process, as it often means taking a significant step backward in terms of recruiting functionality and tools. Investing in specialized talent acquisition technology is essential for companies looking to stay ahead of hiring demands and meet their hiring goals. By doing so, companies can streamline their recruitment process, attract high-quality candidates, and ultimately build a strong talent pool to drive their business forward.

Choosing to invest in specialized talent acquisition technology is essential for companies looking to stay ahead of hiring demands and meet their hiring goals. By doing so, companies can streamline their recruitment process, attract high-quality candidates, and ultimately build a strong talent pool to drive their business forward.

The Case for an Enterprise HRIS and Talent Acquisition Software

The best choice for companies today should not focus on purchasing only one solution or the other. Instead, it should focus on the benefits of talent acquisition technology working hand-in-hand with HR software.

Using specialized tools for recruiting ensures your enterprise organization gets the talent it needs in the door and can then manage their experience as an employee through the HRIS. You should make these crucial investments to tackle every area of HR and ensure that you can meet the needs of your business to drive business outcomes.

Choose a comprehensive approach that will help you attract, retain, and manage the best talent possible. See Jobvite talent acquisition software in action today and learn how it supports your existing HR tech stack to drive performance.

The post Why Talent Acquisition Software Works with an HRIS first appeared on Jobvite.

To understand the perspectives of job seekers in this complex market, Employ conducted its annual survey of U.S. workers, exploring job satisfaction, career motivations, preferences for workplace flexibility, experiences during the job search process, and recruiter-candidate interactions.

The 2024 Employ Job Seeker Nation Report, conducted in partnership with Zogby Analytics, surveyed more than 1,500 U.S. workers in April 2024, and the results may surprise or even alarm employers.

The survey found that while 79% of American workers indicate they are either very satisfied or somewhat satisfied in their current roles, 86% are at least somewhat open to other job opportunities, including 46% who are very open. Additionally, 40% of workers are actively looking for new employment, with a majority (58%) looking for new roles within their current company.

Beyond compensation, active job seekers are primarily motivated by career advancement, greater work flexibility, and remote work opportunities. Company culture and better leadership also rank high in importance to candidates. The report also reveals that candidates are feeling confident in the current labor market, with 50% of active job seekers believing that finding a job is easy and 56% believing that the current job market favors candidates.

For employers today, understanding job seeker mindset, motivations, and behavior is critical to connecting with candidates more effectively and staying competitive in a tight labor market. The full 2024 Employ Job Seeker Nation Report provides an in-depth, data-driven look at:

• The complexity of job seeker realities in the current market
• Motivations for leaving jobs or declining new offers
• Preferences for workplace flexibility
• Experiences during the job search process
• Recruiter-candidate interactions

Employers can use this information to optimize and improve their recruiting functions, informed by the realities job seekers face right now. Here’s a peek at what’s inside:

Complexity of Job Seeker Realities

When it comes to levels of job satisfaction, U.S. workers are overwhelmingly satisfied in their roles. According to the Employ survey data, 79% are either very satisfied or somewhat satisfied, compared to just 10% of job seekers who are dissatisfied.

Despite these high levels of satisfaction, 86% of workers are at least somewhat open to other job opportunities, including 46% who indicate they are very open.

Similar to 2023, a significant percentage of U.S. workers are actively looking for a new job right now, with 4 in 10 workers indicating they are seeking new employment. The good news for employers is that a majority of job seekers (58%) have looked for a new position within their current company.

Active Job Seekers

So, what motivates job seekers to look for new employment? Beyond compensation, active job seekers are primarily motivated by career advancement and greater work flexibility or remote work opportunities.

Employers should recognize that candidates are looking for opportunities to progress and to stay flexible in their approach to work. By emphasizing advancement and flexibility in recruitment messaging, companies can differentiate themselves to job seekers in the market.

Company culture and better company leadership also rank high in importance to candidates. Organizations must take an active role in managing their employer brand and ensuring they have strong leaders who can effectively lead the workforce.

When it comes to looking for new roles, 50% of active job seekers believe that finding a job in the current labor market is easy, and 56% believe that the current job market favors candidates. Nearly two-thirds believe it will take them less than three months to find a new job.

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To enhance the speed of recruitment processes, some businesses have pursued automating their hiring workflows. While recruiting automation has empowered companies of all sizes for more than two decades to streamline hiring tasks, increase recruiter productivity, speed time-to-hire, and reduce cost-per-hire, AI is newer to talent acquisition, and it has the attention of talent teams.

Defining and Distinguishing Between Recruitment Automation and AI

Automation and AI are not synonymous in hiring. These two concepts are often used interchangeably, but they are distinct with their own ethical and technological implications.

Recruiting automation streamlines the recruiting process, taking tedious tasks away from hiring professionals, and freeing them up to do more important tasks like nurturing relationships, promoting the company’s employer brand, and developing more strategic recruiting strategies, including diversity, equity, inclusion, and belonging (DEIB).

While automation is one of the precursors to the development of AI technologies, automation lacks the learning and decision-making capabilities of AI.

Artificial intelligence enables software to augment decision making processes, encompassing areas such as machine learning, natural language processing, and pattern detective. AI has the power to learn and evolve, responding to data inputs and building upon that knowledge to continually improve its ability to perform tasks.

Leveraging AI in recruitment allows for greater efficiency and effectiveness, ultimately leading to better talent acquisition outcomes. For example, AI can assist in screening resumes, identifying the most qualified candidates, and even providing insights into potential fit of candidates.

Examining the Use of AI in Hiring

Where recruiters have previously leaned on applicant tracking systems and recruitment automation, enterprises are now incorporating more advanced solutions for their hiring efforts.

It’s important to note that AI is not as new to recruiting as some companies may believe. Since February 2023, the introduction of Generative AI has dominated news headlines and impacted the accessibility of artificial intelligence for individuals and hiring teams alike.

However, it is important to note that free tools take proprietary data, so companies no longer have control over protecting personal identifiable information (PII). To remedy this, it is important to be aware of the risks and consider steps to mitigate data privacy issues.

Relying on more established AI-powered tools is a solid strategy for those organizations looking to make their hiring processes more intelligent. By allowing AI to inform decision making, recruiters can focus on activities where they provide the most value, such as selling the role, negotiations, community building, and personalization.

Challenges with AI: Skepticism in Recruiting

For all the promise of AI-powered technologies, some talent acquisition and recruiting practitioners are risk-averse when it comes to adopting these newer technologies. 

• Bias in Hiring: One of the greatest concerns of using AI in recruiting is the introduction of bias in the selection process. Without appropriate safeguards in place, AI can reflect the negative patterns it encounters. Because existing data sets inform AI tools on what to look for when defining qualified candidates, there have been very public instances where AI reinforces prevailing gender, racial, wealth or other biases.
• Recent AI Legislation: To combat the challenges of AI, new laws are being written to protect against it. According to the National Conference of State Legislatures, in 2023, 18 states and Puerto Rico adopted or enacted artificial intelligence bills of varying degrees to evaluate, study, limit or regulate how AI is used.
• Data and Privacy: Protecting sensitive candidate and hiring data is crucial to maintaining operations and ensuring compliance for employers today. Companies must keep the data as secure as possible and process as little personal identifiable information as possible.
• Concerns about Obsolescence: Talent teams that embrace automation, analysis, and insights that AI provides will likely have greater job security and a more strategic role within their organization. AI-powered recruiters have more opportunities to grow and achieve impactful recruiting outcomes.

Final Thoughts: Striking the Right Balance of AI and Human Ability

While efficiency gains have been realized through AI-powered tools, many recruiting processes will benefit from further advances in AI. The challenge, however, is one that goes beyond technology.

The human element of recruitment remains crucial, and effective collaboration between HR professionals and AI-powered tools can significantly enhance the effectiveness of recruitment strategies. It requires people — TA experts, hiring managers, and recruiting professionals — to embrace both the risks and rewards of AI-powered solutions.

When it comes to adoption, remember, it is important to consider AI as a co-pilot or support mechanism. AI assistants should complement the work of recruiters. AI can elevate and empower human interactions, big picture thinking, creativity, and decision-making. However, AI will not, and should not, replace human judgment and experience. But there is a need to tread cautiously.

Organizations must invest in the right set of AI tools with a trusted provider that fits their culture, values, and hiring needs. Ultimately, as companies continue to navigate through the rapid changes presented by AI, the human element of hiring will continue to play a central role in how and where these technologies are adopted across the hiring lifecycle.

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