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    The Metrics That Matter: What HR Leaders Need to Know to Track Progress in 2024

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    Though promises of efficiency, productivity, and experience boosts may have served as initial motivators for HR leaders’ investments in connected technology, there’s another benefit that is slowly but surely stepping into the spotlight: objectivity. As digital toolsets expand and their capabilities grow, talent acquisition (TA) teams are increasingly recognizing the value that comes with quantifying outcomes—especially in a field in which “success” often feels like a moving target.
    That said, not all data is created equal. Some metrics prove more valuable to teams than others, and knowing which ones speak to your organization’s goals is critical to benchmarking performance and making progress. As recruiting’s digital transformation journey continues, learning about the metrics that digital suites can provide—and which matter in the context of your optimization journey—is critical to improving outcomes.
    Seeking success with statistics
    Employ’s recent Recruiter Nation study aimed to get to the heart of the matter, asking participating practitioners to rank key TA performance metrics by their value. Here’s what they said…

    Quality of hire: Quality of hire was overwhelmingly cited as the most valuable metric TA teams use to evaluate success, with nearly one-third (31%) of respondents putting it at the top of their lists and 73% ranked it in their top five. This metric takes into account employee productivity, engagement, culture fit, and other performance feedback to try to add color to recruiter and TA team performance. It also helps teams correlate skills and qualities with successful hires to build more precise profiles for different roles.
    Time to fill: Time to fill reflects the timeline of the average hire, from the day the listing posts to the day a candidate accepts the offer. More than half (59%) of practitioners put time to fill in their top five metrics of value, with 14% saying it is the most valuable metric they use. This information can help highlight opportunities to improve sourcing and interview processes by department, role, or sector.

    At present, the average time to fill across industries, business size, and roles is 47.5 days, but it can vary wildly across industries. At one end of the spectrum are things like media roles, which take an average of 62.21 days to fill in today’s market. Healthcare roles, which are on the other end, take just 38.23 days on average. Knowing the timeframe for your industry critical to planning, as is seeing how your company compares to others.

    Cost per hire: Cost per hire uses operational data to estimate how much it costs to fill a given role. This metric ranks just behind time to fill, with 12% of respondents ranking it in the top spot and 57% putting it among their top five. Knowing the cost of each hire helps teams contextualize recruitment spending and find opportunities to cut waste by adjusting processes to avoid superfluous costs.
    Retention rate: It’s no secret that retention is a top priority in modern businesses, and retention rate data was an easy choice for respondents’ top five lists. Despite only 11% of respondents saying it’s the most valuable metric in their operations, 62% put it in their top five and 14% cited it as their second-most valuable data point.

    To determine retention rates, teams calculate the percentage of employees meeting specific criteria that remain employed over a set period. This exercise can help reveal the characteristics that may lead to employees staying at your company for the long haul and signs that someone might be gearing up to leave.

    Hiring manager satisfaction: Hiring manager satisfaction rounded out respondents’ top five metrics of value, with 53% of practitioners citing it among their top choices (7% said it was their most valuable). This measures managers’ overall satisfaction with the hires made on their behalf using data from qualitative and quantitative surveys. With this information, acquisition teams visualize performance, evaluate progress, and learn from feedback about areas they could improve.

    Of course, all of the above metrics can function at various levels of the business to provide different types of insights and speak to different opportunities for improvement. For example, one company may look at retention rates by department while another may look at this measure through the lens of the recruiter that conducted the search. The former can give insight into ways to improve department-level management practices, while the other may speak to the performance of the TA team member.
    The same is true for any of the metrics noted above—and others. As teams filter results down by various criteria, they are able to find patterns, identify correlations, and identify and test possible solutions.
    What matters to you
    Perhaps the most notable insight is the lack of alignment on the issue overall. Yes, some metrics—like quality of hire—stood out as clear frontrunners. Still, though, none of the options presented were seen as unanimously without value. Even those that scored lower overall were at the top of someone’s list, which speaks to a truth about measuring progress: The perceived value in any metric is directly linked to organizational goals. In short, the difference isn’t between having data and not having it; it’s how you use the data that makes the real difference within an organization.
    Candidate relationship management (CRM) platforms, applicant tracking systems (ATSs), and recruitment marketing software (RMS) all serve as records of past successes and failures. For companies that are used to having “lifers” among their ranks, a metric like retention rate may not be important. But for someone else, finally putting retention performance into tangible, quantifiable terms may yield the insight they’ve been missing.
    Because the possible variations, combinations, and applications of data made available by CRM, ATS, RMS, and other connected platforms are near infinite, it’s up to each company to identify what matters to them. That’s the beauty of connected operations; if you can capture it, you can track it and measure against it. That’s what allows you to experiment with new approaches and find solutions that move the needle for your business, whatever they may be.
    By Josh Jones, talent acquisition manager at Employ Inc.
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      How to Amplify Your DEI Initiatives in 2022

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      Talent acquisition teams are no stranger to the importance of creating a diverse, equitable, and inclusive (DEI) workplace for all employees. According to the newly-released 2022 Job Seeker Nation Report, 38% of workers would turn down a job offer if the company lacked diversity in its workforce or had no clear goals for improving diversity in hiring. Below are ways companies can amplify DEI initiatives in 2022.
      Take Meaningful First Steps
      Many talent teams are dedicating considerable time and resources to DEI, including increasing investing budget resources to expand their efforts. In fact, 68% of recruiters reported that they believe improving DEI in their organization will be a top priority in the next year.
      Teams can take small steps by measuring key recruiting metrics in the process and continuing to analyze areas of improvement as changes are made. Here’s how:

      Understand the current workforce: This is a crucial step to help measure diversity of representation among an existing employee base. Evaluate the demographics across the organization, and within departments.
      Create a more diverse candidate pool: You’ve got to start somewhere, and there are several free tools and resources that can help you make sure you, and your company, are putting your best foot forward. Make small improvements to be more inclusive in recruiting practices by using free tools to help write more inclusive job descriptions and attract a wider variety of candidates.
      Develop inclusive content: Use existing social media channels and the company’s career website to tell employee stories within the organization. By leveraging this original content, your team can further convey how employees of differing backgrounds, ethnicities, races, genders, and abilities feel a sense of belonging. This is also a great medium to share current efforts and commitments for improving DEI. Think like a marketer – track the data related to interactions with your posts, understand what messages perform well, and determine what messages your audience wants to hear more about.

      Align Hiring Teams on Candidate Requirements
      Hiring team members can get stuck on the notion of the “ideal candidate.” This mindset can limit the diversity of talent pools by having too many requirements listed when they may not all be necessary. In today’s competitive labor market, this will cost your organization time, which inevitably will cost you top candidates.
      Grow a Diverse Talent Pipeline
      Today’s labor market is incredibly tight, and candidates expect a culture that embraces diversity, equity, and inclusion. Avoid limiting the talent pool by requiring specific skills and experience that are not dealbreakers. Build programs to attract, engage, and hire historically marginalized communities through strategic audience planning and develop programs to make everyone feel welcome.
      Talent teams must work hard to expand their talent networks and source diverse candidates, which can be done in the following ways:

      Interact on social media: Keep in touch with potential applicants, passive talent, and past candidates on social media. Share what’s going on in the company, tell employee stories, answer questions, post job openings, and give info on referral programs to the network.
      Attend recruiting events: Virtual and in-person recruiting events can be great places to help you build your talent network. Focus on hiring events that bring together a niche audience that is centered around diversity. These events are a great way to connect with job seekers and broadcast the message that the company is hiring.
      Work with local organizations: Find local diversity groups and work with them to source candidates for open positions. Building a relationship with these organizations can help long-term network growth.

      Leverage tools needed to enhance DEI initiatives
      Automation and AI tools can help further supplement DEI initiatives, streamline hiring  processes, and eliminate manual tasks in the following ways:

      Automated intelligent sourcing: Sourcing candidates can be the most time-consuming process in recruiting. Automated intelligent sourcing can help find candidates that fit open roles and invite them to apply. It can also reach top candidates while keeping the pool diverse.
      AI candidate skill-matching: Skill matching automatically screens applicants for role requirements, which is helpful for specialized roles that benefit from diverse candidates, such as engineers, healthcare workers, or machine operators. Integrating automated skill-matching tools with applicant tracking systems (ATS) eliminates the strain of managing multiple candidate databases in different places and helps find qualified talent more quickly. Leveraging technology to screen for skills can also help reduce bias in your hiring processes.

      Start Investing in DEI Today
      The time to prioritize DEI is now. In today’s challenging labor market, those who prioritize diversity, equity, and inclusion will find more qualified candidates, which can turn into new hires. Talent teams can improve the diversity of their candidate slates by taking charge and applying the right strategies throughout the hiring process, including sourcing, relationship management, workforce planning, and audience planning.
      The investment in DEI goes far beyond cash – employers can invest time in telling the organization’s story, setting expectations, and aligning teams, which often yields the highest return on investment. It’s critical to lead DEI initiatives with empathy, compassion, and dedication, and to be relentless in driving change.
      By: Corey Berkey, Senior Vice President, People & Talent, Employ Inc. 
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      Hiring Top Candidates with Today’s Tight Talent Supply

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      With a resurgent job market, demand for talent in specialized roles has surfaced gritty competition between employers seeking to quickly fill positions. Recruiters must harness the same creativity they utilized over the last year to adapt their hiring processes and candidate experience or risk losing out on top talent.
      Emerging from a global pandemic, candidates now have greater expectations from recruiters and organizations. According to Jobvite’s 2021 Recruiter Nation survey, 47% of recruiters cited the lack of skilled/qualified candidates as the biggest concern in hiring quality talent.
      By catering to candidates’ needs and offering an optimized apply process, recruiters can gain an edge in today’s candidate market. Jobvite’s latest e-book, “How to Hire Top Talent Quickly,” dives into how recruiting teams can hire top candidates by shifting their recruitment and application processes to compete for a tight talent supply. Below are ways recruiters can apply these insights to better attract quality talent.
      Begin with your employer brand
      Recruiting for highly skilled roles that require extensive training and specialized degrees means standing apart from the competition. Employers can entice top candidates to complete their applications with a unique employer identity that emerges from the cluster of competitor listings.
      48% of recruiters consider a company’s career site a top tool when it comes to growing employer branding. With greater expectations from candidates regarding recruitment processes and company culture, communicating an up-to-date employer brand will streamline attracting high-quality talent. Companies must ensure every channel – from career sites to social media – conveys a consistent, genuine message about their identity as an employer and company. Organizations with a thoughtfully designed brand spend less on recruiting because they do not have to work as hard to sign top candidates.
      Building and maintaining an employer brand is no small task, but it can provide significant long-term benefits. A company’s career site is a great place to start when cultivating an employer brand. Job postings give candidates an inside look into role requirements and create an opportunity for employers to connect with quality job seekers by highlighting their culture and values.
      Elevate the candidate experience
      Attracting specialized candidates requires engaging candidate experience. According to the 2021 Job Seeker Nation Report, the most essential factors to a positive candidate experience are great communication from the employer (54%), ease of scheduling (47%), easy application process (45%), and a quick hiring process (30%).
      Delivering the right experience can often involve taxing coordination of various aspects of the application process. And, leveraging automation can play a crucial role in a talent team gaining a competitive advantage. For example, AI-powered sourcing tools can automatically tap into resume databases and job boards to build a broader, more diverse pool of talent, identifying the relevant skills and experience needed to excel at any job requisition. Utilizing tools like text-to-apply, self-scheduling portals, and chatbots can further help create a streamlined, personal experience for every candidate without the need for tedious manual processes.
      Glassdoor recently found that 58% of candidates look for jobs on their phones, and 35% would prefer to apply for jobs from their phones. Mobile devices serve as an excellent contact point to meet top talent. Ensuring the career site is compatible with mobile browsers will help recruiters reach candidates on the go and prevent candidates from dropping off from the mobile application process.
      Build your talent pipeline
      Recruiters must also build a quality talent pipeline to promptly fill these roles with qualified employees, staying ahead of their competition when a need arises. As businesses and corporations return to full operation, a talent pool presents a readily available candidate database to tap into without letting quality candidates slip through the cracks.
      To create a robust talent pipeline, recruiters should revisit their database of past applicants, sorting candidates that are a good fit by location, skillset, role, and level of engagement. Maintaining a regularly updated database allows recruiters to generate targeted campaign messages, keeping passive candidates engaged year-round. Utilizing intelligent messaging solutions, recruiters can nurture each audience segment via targeted texts, job notifications, and recruitment marketing content so they aren’t faced with a roadblock when in need of talent.
      To round up a talent pipeline, why not tap into the satisfied majority? 82% of workers are likely to click on a job opportunity posted by someone in their social network. Employee referrals offer speed and quality with hiring skilled candidates – and they’re incredibly cost-effective. Incentives including leaderboards and other automated gamification elements can keep referral programs top-of-mind with employees.
      Highlight key job details
      Remote and hybrid work are here to stay. In the past year, 54% of recruiters have seen candidates turn down an interview or job offer due to a lack of flexibility and remort work options in the workplace.
      Another way to highlight key job details is flagging roles as “urgent” on job titles and descriptions. This helps listings stand out, allowing job seekers to filter for urgent hires. These roles can attract skilled candidates seeking a fast interviewing and onboarding process, quickly filling vacancies for specialized positions.
      As organizations scramble to fill openings in the wake of a recovering job market, competition, especially for roles requiring specialized skills and certifications, can lead to a strenuous recruitment process. Implementing a comprehensive employer brand, utilizing new technologies, and strategies that cater to job seekers’ expectations and needs can help recruiters hire top-of-the-line talent.
      By: M.T. Ray, Customer Success Manager at Jobvite.
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      Top 2022 Recruiting Strategies for Fast, Effective Hiring

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      In December 2021, total payroll employment rose by 199,000 nationwide, and the unemployment rate fell to 3.9%. But despite the solid rehiring in the last few months, the labor force participation rate remains short of pre-pandemic levels.
      A low participation rate – coupled with a labor shortage that is giving workers more leverage than they have experienced in years – is continuing to challenge employers in attracting and retaining key talent.
      While positive for workers, the competition for talent is expected to last well in 2022. And though hard to predict what the future will hold in this candidate-driven market, it is clear that hiring will not get easier in the coming year. To overcome this, recruiting teams should turn to various tools including talent acquisition (TA) planning “workbooks,” which are catalogs of tools designed to help recruiters approach strategic recruitment in the new year with a reimagined gameplan.
      Create a high-level strategy
      The first step in improving recruiting strategies this year is creating a strategic and detailed plan to help achieve 2022 hiring goals, including anticipating the number of new hires over the next 12 months. Recruiting teams should work with their executive leadership team to understand what the company’s strategic plans are for the new year, and in turn, what roles they will need to hire.
      This is also a key time to examine if a team should:

      Conduct employee engagement surveys, which can help anticipate satisfaction, engagement, and turnover.
      Study historical trends, as some employee turnover and hiring needs can be cyclical. For example, many employees make the decision to leave their current jobs in January.
      Estimate the impact of the “Great Resignation” on your employee base and anticipate increased employee turnover as well as expectations such as increased wages, better working conditions, remote work options, flexible workplaces (especially for working parents), and improving diversity, equity, & inclusion (DE&I) efforts.
      Similarly, get a firm understanding of DE&I goals for 2022, as well as any plans for attracting, hiring, and retaining talent from all walks of life.
      Consider any internal mobility or promotions anticipated that will lead to the need for new hires. Additionally, determine the anticipated number of new employees needed by role, location, and business unit.

      This strategy should help establish goals that are specific, measurable, achievable, relevant, and time-based. Recruiting teams should set a realistic number of goals that a given team could achieve depending on team size, maturity of the TA function, and the company’s strategic plans. A great way to think about goals is to put the team into the future: “By Dec. 31, 2022, the team will have hired 10,000 new employees, increased the percentage of underrepresented employees by 10%, and reduced time-to-hire by 30%.”
      Build targeted audience plans
      Another strategy recruiters can employ in 2022 is identifying, prioritizing, and nurturing the audiences most important to the organization. Specifically, this includes:

      Key talent audiences: These audiences have the experience and skill set to fill high-volume jobs, geographically targeted jobs, or critical jobs like executive hiring.
      Strategic audiences: These demographic groups that businesses want to attract such as underrepresented candidates, veterans, and military hiring, along with university relations for students, interns, and recent graduates.
      Relationship audiences: These include candidates that the business already has a known relationship with, including employees, alumni, employee referrals, contingent workers, and past applicants, such as high-potential candidates.

      Most companies are already focused on developing great content, whether it be through clear job descriptions, cultural videos, or company blogs as means to attract and engage new job seekers. To ensure this content is seen by the right candidates, recruiters should incorporate targeted audience planning into the research and development steps that come right before the content is built. Before executing any recruitment marketing effort, TA professionals should gather a team made up of a representative from marketing, recruiting, customer success, sales, and employees who match the type of hires the company is looking to attract in order to ensure materials are seen through multiple perspectives within the organization.
      Overall, organizations need to become more adaptable to labor market conditions in the new year. In addition to the above, this can include automating recruiting processes and leveraging innovative technology such as intelligent messaging and chatbots, as well as outsourcing more jobs and making more internal hires.
      These strategies are just the beginning of ways teams can ramp up hiring efforts in 2022. Because of the constant change in the TA landscape over the last year, it can be difficult to know where to begin when preparing for the new year in recruiting. But with the worksheets as a tool, recruiting teams can take stock of current programs and make data-driven decisions to get better results from future processes, ensuring a positive return on their hiring budget for the new year.
      By: Kerry Gilliam, Vice President of Marketing Strategy at Jobvite.
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      New Research Reveals Priorities for Recruiters Amid the “Great Resignation”

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      Recruiters are confronting a dramatic shift from one year prior when the world was facing job losses, layoffs, and staffing reductions. Today, the country is seeing a return to early 2020 employment numbers, with the economic recovery allowing many companies to increase staffing levels rapidly.
      According to Jobvite’s 2021 Recruiter Nation Report, 39% of recruiters said their organizations are increasing staffing levels and hiring rapidly – an increase of 13% since 2020. However, priorities and expectations in the workplace have shifted. Companies are experiencing a new kind of worker revolution where candidates and employees feel empowered to choose a job where they feel supported and valued. As workers’ confidence continues its upward trajectory, recruiters face new challenges to win over top talent.
      Companies are Struggling to Find Talent
      While there are millions of jobs available, recruiters are finding it incredibly hard to place job seekers. Jobvite’s new report found that 59% of recruiters say their organizations have experienced increased turnover since the onset of the pandemic. The lack of qualified/skilled candidates is also the number one challenge that recruiters face right now. As a result, organizations are under enormous pressure to rethink hiring processes and adapt to labor market trends.
      What Workers Want
      In the past year, 54% of recruiters have seen candidates turn down an interview or job offer due to a lack of flexibility and remote work options in the workplace.
      2020 showed many companies that employees can be productive while working remotely and do not need to stick to a rigid schedule, which is being brought into the job search. Fifty-seven percent of recruiters believe the lack of flexible or work-from-home policies makes it harder to attract potential candidates. In contrast, 60% believe organizations will lose employees if they do not transition to a hybrid, fully remote, or remote-first culture.
      Workers also want to be part of a welcoming work environment where they feel like they belong, and this year’s report reaffirms that companies must prioritize Diversity & Inclusion (D&I) initiatives to succeed. Nearly half of recruiters say that job seekers are inquiring about D&I initiatives more than they did in the previous year – up 16 percentage points from 2020.
      And while most organizations are putting more emphasis on building a diverse workforce than the previous year, 20% of organizations still have no D&I goals. This could lead to challenges for attracting talent, as 44% of recruiters surveyed said candidates have turned down an interview or job offer due to a lack of diversity.
      How to Adapt
      The best hiring teams have adapted to this new labor market by adopting an agile recruiting strategy. Agility in recruiting allows teams to remain flexible and adjust as the market changes. Seventy-eight percent of recruiters reported that their priorities shifted over the last year – and agility helps teams quickly adjust.
      But agility is not just about being flexible and shifting priorities. It’s about executing a well-rounded recruiting strategy. According to the Recruiter Nation report, here are some ways that organizations are reimagining recruiting processes to hire top talent more effectively:

      40% said recruiting budgets have increased, while an impressive 64% of recruiters reported that they expect budgets to increase over the next 6-12 months.
      35% of recruiters are outsourcing more jobs to freelancers, while 54% of organizations plan to outsource even more jobs moving forward.
      40% are making more internal hires to meet hiring needs better, and nearly half are seeing higher participation in employee referral programs in 2021.
      Previous job experience and cultural fit have diminished in importance, proving that more recruiters are taking chances on different types of candidates to adapt to the labor shortage.
      54% plan to increase their use of texting in recruiting processes in the next year, and half also plan to incorporate more chatbots in the recruiting process.

      Social media and employer branding are more vital in an organization’s recruitment marketing efforts, as TA teams see success in sourcing and engaging candidates on social media. According to the report, today’s recruiters use social sites to post job openings (66%), reach passive talent (47%), build an employer brand (57%), and learn about candidates (30%).
      Finally, companies are paying workers more, with three out of four recruiters reporting an increase in candidates and current employees negotiating higher wages – 20% higher than the previous year.
      In Conclusion
      Companies are competing for top talent – and those that do not adapt to this ever-evolving workforce will continue to have trouble attracting the right candidates. The pressure is on for organizations to respond to these challenges by being agile and strategic while also embracing initiatives that align with candidates’ values and priorities.
      By: Jaylan Fisher, Talent Business Partner at Jobvite.
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      How Recruiters Can Adapt to Major Shifts in Candidate Attitudes

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      This past year has greatly altered the dynamics of the U.S. labor market, including job seekers’ expectations of employers, according to a new 2021 Job Seeker Nation Report from Jobvite. It is predicted that many of the changes experienced will be here to stay, bringing about what many believe to be the rise of the optimized workforce. As a result, talent leaders and recruiters must understand how to adjust efforts for the job market today and into the future.
      Remote work & company culture.
      The pandemic has created profound changes in workplace preferences for job seekers, including the desire for remote work. Per the Job Seeker Nation Report, 35% have declined or would decline a job offer that required them to work full time on location, in an office, or at a worksite, and 100% remote work is preferred by 33% of workers.
      Despite an increasing number of employees working remotely, the importance of company culture in applying for a job has continued to rebound. Nearly half of workers believe company culture is very important in their decision to accept or reject a job – a 21% increase since 2019.
      Employers need to implement a hybrid and culture-centric work environment to lure top-quality talent. Likewise, talent leaders must incorporate these company values into the hiring process. This can be accomplished by implementing a cohesive recruitment marketing strategy that includes social media, as more than 33% of job seekers use social media networks to learn about an employer’s culture.
      Diversity hiring is vital.
      With this year prompting many Americans to reflect on what is important to them, it is fitting that those beliefs and priorities are being brought into the job search. This year’s report found a significant number of workers (42%) would turn down a job if the company lacked diversity in its workforce or had no clear goals for improving diversity in hiring.
      Separately, 49% have inquired about employer’s goals and efforts around improving diversity in the workplace during interviews. Based on these results, it’s evident that recruiters need to embrace diversity initiatives, as it significantly influences workers’ decisions to apply, accept, or even reject a job.
      To do this, recruiters must create employment opportunities for all regardless of race, religion, color, gender, identity, age, ability, location, or creed by mitigating challenges in the job-seeking process due to unconscious bias. This can manifest itself in how a job description is written, how a job opening is marketed, what schools an organization recruits candidates from, how a candidate is interviewed, and much more.
      Balance in today’s always-on workforce.
      The majority of surveyed workers report increased stress levels since the onset of the pandemic. In today’s world of competing priorities and unexpected distractions, remote workers are also struggling to transition between “work time” and “home life.” In 2021, 42% of surveyed workers said they are working longer hours compared to the year before.
      Employers must deliver a more thoughtful approach to helping employees achieve a more balanced life based on workers’ individual needs. Talent leaders can then highlight how the company supports its employees through these practices, both now and into the future. This can be delivered through information and videos on the employer’s career site, which continues to be one of the most powerful recruiting assets.
      Interviewing tactics & preferences.
      Here’s the good news for recruiters. Over the past year, an overwhelming majority of surveyed workers consider their most recent candidate experience to be primarily positive. Excellent communication from recruiters, ease of scheduling, and easy job application process were the top reasons for positive candidate experiences.
      A preference for texting is also on the rise. This year’s report found that a majority of job seekers prefer texting for scheduling interviews in comparison to email or phone. This is especially true for workers with children, as 30% are comfortable participating in an interview via texting. Like consumer behavior, candidates have renewed expectations of their job-seeking experience, especially while on a mobile device.
      However, lack of access to adequate technology or Wi-Fi has negatively impacted 35% of job seekers’ ability to participate in a video interview. Recruiters need to consider how this may affect a candidate’s participation and outline strategies to overcome this challenge, as virtual interviews continue to be leveraged in the recruiting process.
      The Rise of the Optimized Workforce.
      The expectations of job seekers and employees have changed forever. As a result, recruiters need a complete understanding of how to adjust efforts to meet the demands of varied realities for today’s workers. To do this, talent leaders must equip themselves with the right skills, knowledge, and strategies to effectively navigate the current reality and engage high-quality talent.
      Kurt Jones is a Senior Manager of Product Marketing at Jobvite, a leading end-to-end talent acquisition suite provider that serves thousands of customers across a wide range of industries.
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      How the Pandemic Has Dramatically Shifted Candidate Attitudes

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      New research by Jobvite suggests uncertainty, unemployment, and financial challenges will drive profound changes in the employer-candidate relationship. Unlike previous editions, the 2020 Job Seeker Nation Report draws from two survey sets: one in February 2020 consisting of 1,514 employed adults and job seekers in the U.S., and one in April 2020 after the unprecedented […] More

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      6 Tips for Navigating a Merger or Acquisition

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      Mergers and acquisitions are a common reality for many industries, particularly the tech sector. Every year, billions of dollars change hands as a result of corporate consolidation. In 2019 alone, there were 3,590 technology industry acquisitions and mergers. With new technologies constantly being developed and introduced to the market as well as pressure from customers […] More