Successfully recruiting passive candidates requires mastering the art of persuasion.

According to LinkedIn’s hiring statistics, only 30 percent of people are actively looking for new jobs. This means 70 percent of LinkedIn users are passive candidates who are content (or at least fairly content) in their current role. So you need to do more than post a job ad to get their attention.

You need to show passive candidates that you’ve done your research. You need to convince them that life will be tangibly better at your company.  And you need to adjust your approach to make life as convenient as possible for them in the early stages of your hiring process.

Of course, there are many different factors that can persuade passive candidates, and they vary considerably from person to person. As there is no one-size-fits-all approach, recruiting passive candidates is more of an art form than a science.  

However, there are some fundamentals that apply across the board. So to help increase your chances of getting a yes, here’s are four ways to make your opportunity stand out amongst all the noise.

1. Use video to strengthen your employer brand.

When it comes to attracting passive candidates, everything ultimately hinges on the strength of your employer brand. Its importance cannot be overstated. While the other tips in this article are helpful, they won’t be much use if your employer brand doesn’t resonate with what candidates are looking for. Keep in mind the most pressing question for every passive candidate is:

“Is this new opportunity worth leaving the security and familiarity of my current role?”

Your employer brand should convince them that the answer is a resounding “Yes”.  And the most influential tool for doing that convincing is video. Why? Because video strengthens the authenticity of your brand like no other medium.

Passive candidates don’t just have to take your word for it. They can see how great your company and culture is with their own eyes. Indeed, according to research by the Aberdeen Group, best-in-class companies are 75 percent more likely to use video tools for employer branding. This helps them grab the attention of great talent with much greater ease.  

Use video to give candidates a flavor of daily life inside your company. If often helps to feature employees talking about why they joined the company and the aspects of their job they like the most. And contrary to popular belief, you don’t need a hefty budget to make your recruitment video a reality. These days, iPhones, Go Pros, and freely available editing software are more than capable of creating a polished production.

2. Offer what their current role doesn’t.

Passive candidates are very unlikely to jump ship from their current role to take on an almost identical position somewhere else. So to ensure your opportunity catches their attention, it needs to have some unique differentiators.

When you find a candidate who’d be a great fit for one of your open roles, then it’s time to do your research. A bit of detective work should reveal at least some of the limitations of their current role. Are they likely being underpaid? Maybe the environment is a poor fit for them? Have they been pigeon-holed with limited opportunities for growth?

Once you’ve identified a specific pain point for the candidate, highlight this in your outreach. Emphasize how your role will make life easier by resolving the issue for them.

3. Invest time in genuine personalization.

Cookie-cutter outreaches save huge amounts of time. But they rarely engage passive candidates. Put yourself in their shoes for a moment. Would you take time out of a busy schedule to respond to a message that looks like it’s been sent to hundreds of other people? Probably not.

Personalized messaging shows people that you care, as you’ve clearly taken the time to research them. It also significantly increases the response rate. Generic templates typically generate less than 20 percent response rate. Far from ideal.

Getting into the habit of always taking the quick and easy outreach option is terrible for the candidate experience, terrible for your employer brand, and terrible for sustainable success in recruitment. Becoming great at personalized outreach takes consistent training and practice. You won’t always get it right. But in the interest of your employer brand, it’s well worth the time investment.

4. Use video interviewing to make life more convenient.

These days, everyone is short on time. So one of the biggest challenges recruiters face when it comes to hiring passive candidates is persuading them to make time to attend an interview. In reality, only a small percentage of passive candidates are willing to make that kind of commitment early in the hiring process.

But what if you could remove the barrier to entry here? With video interviewing, you can. Candidates can record their answers to a set of predetermined questions via a video platform at a time that suits them. They can do their first stage interview from the comfort of their own home. Making the early stages of your hiring process as convenient as possible will help bring more great talent into your pipeline.

Ahead of Sourcing Success 19 on April 9th, experts from Recruitics, SmartDreamers, SmartRecruiters, and VONQ share strategies to win over today’s candidates.

Sourcing is defined as the early stage of the recruiting process in which recruiters – or specific ‘sourcers’ on larger teams – discover and reach out to candidates. Think of it like cooking, the better your ingredients, the better the meal at the end (controlling for skill, of course). Recruiting is much the same, you can save time and money while boosting the quality of hire if your team is sourcing the right candidates from the get-go.

Yet, sourcing the right candidates is a little more complicated than a trip to Whole Foods. As harrowing as the lunch rush can be,  –sourcers must define candidate personas, create campaigns, and nurture talent pools in a marketplace where attention is scarce and innovation is a must. Maybe one day your candidates are all on SnapChat, but that won’t be the case forever; sourcers are always on the lookout for the next channel or medium to capture their audience.

That’s where the experts come in! We talk to four Talent Acquisition leaders about their top hacks – all of which can be implemented today!

For more inside sourcing tips, be sure to register for our free online conference Sourcing Success 19, happening Tuesday, April 9, 2019 – 8 am PT | 5 pm CET

1. Make Sure Your Sourcing Fits Into the Overall Recruiting Strategy

Recruitics – Emily Tanner, VP Marketing

“One thing that will improve your overall sourcing initiatives is to ensure that sourcing is aligned with a larger recruitment marketing strategy and not just a standalone effort. Sourcing is just one piece (a critical piece) of a much larger picture that includes employers branding and candidate experience among other things. This is the best way to reach all types of talent (active, passive, and open job seekers) in order to attract and hire the best candidates.”

2. Run Remarketing Campaigns on Facebook and Instagram

SmartDreamers – Adrian Cernat, CEO & Founder

“Both Facebook and Instagram have an impressive set of options for advertisers, and savvy recruitment marketers are already integrating this functionality into their overall strategies. In particular, we recommend using “remarketing” campaigns, which let you show your ads only to users who have already interacted with your brand online. By doing so, you can make sure that you’re reaching the right audience with content targeted specifically to those users who already have some awareness of your employer brand. Since you know that these candidates have already reached the awareness stage in the candidate’s journey, you can confidently show them conversion-stage content and be certain that you’re not wasting your impressions. These users might be more overt in their interest in your business, and could be more receptive to a call-to-action encouraging them to apply to a specific job.”

3. Embed UTM Parameters in Your Landing Pages

SmartDreamers continued…

“Step one: pick the pages on your site that signify a conversion, typically the “thank you” page that follows a successfully submitted job application or otherwise entered your applicant funnel. Next, insert UTM [Urchin tracking module] parameters into the source code for those pages to enable tracking. With these codes in place, you can begin visualizing the journey that each candidate takes through your application process. This means that you can pinpoint each application to a specific campaign or CTA [call to action], while learning whether the applicant reached your site through email, social media, organic search, etc.

“Then, you can use this data to establish a baseline average for how well a typical piece of content should convert leads, and track the variations across different platforms. In doing so, you might, for example, find that your email subscribers are more likely than average to click on CTAs, but less likely to follow through to the actual application. Thus, you can take steps to optimize your email content to better direct users towards applying. “

4. Define What an Active Talent Community is for You

SmartRecruiters – Sarah Wilson, Head of People

“Without strategic campaigns, a talent community is just a dusty email list. Make sure you are nurturing candidates consistently with relevant information (a CRM really helps with this). Have your team define what an active talent pool would look like to them with deliverable KPIs attached, like decreased time to hire or increased number of qualified candidates.”

5. Create an Analytics Dashboard

VONQ – Marlies Smeenk, Head of Marketing

“Want to know how many people visit your career page, click on specific vacancies, or leave your page before filling out the application form? Do you also want to see where your candidates come from? The answer should be yes!

“Then make sure you track their complete candidate journey (from career page to vacancy text, from application form to the thank you page) you need to track the whole recruitment process – all the different steps. To see all these insights on your recruitment analytics dashboard, add tracking codes to your links. This way, you take the guesswork out of your recruitment marketing process and steer your own success. “

With a precise concept of the target demographic, recruiters can source with laser precision – here’s how!

It’s no secret that in the past five years, recruiting has espoused marketing tactics to attract passive and highly sought-after talent in this time of skill shortages, especially in technical fields. Email campaigns, creative advertising, and meetups showcasing the company culture and values are all popular means by which Talent Acquisition (TA) practitioners try to attract top applicants.  And they can be highly effective provided one thing, the team has designed these programs with their candidate persona in mind.

So what is a candidate persona exactly?

It’s very similar to the buyer persona used in marketing and sales, which Hubspot defines as “a semi-fictional representation of your ideal customer based on market research and real data about your existing customers.”

Replace customer with candidate/employees and you’ve pretty much got it.

A candidate persona is “a semi-fictional representation of your ideal [candidate] based on market research and real data about your existing [employees].”

Why bother creating a candidate persona?

Consider your candidate persona as the framework guiding your team’s creative efforts.

The truth is, defining your candidate persona prior to the launch of marketing and recruiting efforts will save you and your team a lot of time in the long run by ensuring those campaigns are well tailored to the people you want to attract.

The key here is research! But with so much information available in our digital world, it can be hard to know where to start. The following is a four-step guide to honing in on your target audience so you can start sourcing the best talent for your company.

1. Create a questionnaire

Below are some example questions, and largely they are similar to questions sales and marketing use to define their buyer persona, but there are some important differences. The questions your team use to define the candidate persona should not encourage bias, meaning protected classes such as age, marital status, religion, gender, sexual orientation, race/ethnicity, should not be factors. For example, you wouldn’t want to say ‘my candidate personae is a 40-year-old married man who goes to church every Sunday.’ Even some non-protected classes like ‘level of education’ should be left out if the role could be filled by someone with equivalent experience.

• What social network does your candidate use?
• What types of music and podcasts does my candidate listen to?
• Where is your candidate in their career (Jr, Management, Sr. Etc)?
• What’s the biggest project my candidate has ever taken on?
• What are your candidate’s professional goals?
• What benefits does your candidate care about?
• What does your candidate do for fun?
• What are your candidate’s strengths and weaknesses?

2. Find Successes

Current and past employees know firsthand what the company has to offer, and what is missing. The goal is to be as precise as possible to create a better marketing and recruitment strategy, so it’s best to offer anonymity to ensure honest answers.

Look for people within the company (or outside if it’s a new position) who are successful in the role already. Talk to them to understand what motivated them to join the company, what career level they were at when they were hired, and if they know of any professional groups on or offline that you could approach to learn more.

3. Use your CV database

When using your CV database to surface applicants make sure to test your assumptions. Let’s say you are searching keywords to surface candidates, add in the resumes of people who were hired into that role previously to see if they appear in your search, if not then that search may be irrelevant.

4. Get online

Analyze the online behavior of some top candidates, including the type of content they share and with whom, their activities, their groups, etc. can provide insight into their motivations and interests.

If you engage in an online forum as a researcher, be sure to be respectful of the space and opt for the ‘quiet observer’ role. If you start spamming the feed, you will be removed and recruiters in the future won’t be allowed in.

What now?

Once you have your questionnaire completed and you feel like you know your candidate persona inside and out, it’s time to start engaging. Use what you have learned (not assumed, this only works if you get real information) to message your candidates effectively both in content and channel.

This can mean finding the right job board (check out Jobboard Finder) or even creating a ‘coding playlist’ on Spotify. Maybe your candidate persona loves a certain type of podcast so you want to advertise there, or they can’t get enough artisanal treats so you set up a booth at your local farmers market. Get creative, the sky’s the limit!

From her unique perch in TA marketing, this CEO has an unparalleled view of the industry that you’ll want to see!

HR tech marketing is a pretty small niche to land on but for Maren Hogan, CEO and Founder of Red Branch Media, it just made sense. This “dyed in the wool” marketer was introduced to the burgeoning world of talent acquisition (TA) through her spouse, who was starting a recruiting agency back in 2008. Though that year turned out to be a most inauspicious time to start a company – need we recall the Financial Crisis of 2008 – the adventure did set Maren on her path towards becoming one of the leading experts in the HR and Recruiting Tech industry.

She laughs while reminiscing how Red Branch Media was intended to be a small-scale operation that would allow her to tweet from the couch. However, demand proved otherwise, and eight years later Red Branch has become a full fledged agency with 50 employees and presence at most major TA events.

Now, Maren brings her expertise to Hiring Success 19 – Americas, February 26-27 in San Francisco both a judge for the Recruiting Startup Awards and as the host of her own session, The Innovation Quadrant: How to Align You with Your Company. We talk with her today about what she has in store for us at the conference, and the role of brand in sourcing.

Can you give us a preview of your session?

My session, The Innovation Quadrant: How to Align You with Your Company, comes from my deep interest in what drives innovation within companies. I began looking at different types of innovation and building a quadrant for companies and individuals to map themselves based on the Global Innovation Index.

In our 30 minutes together, I’m going to give a simplified version of the innovation questionnaire I’ve developed, and attendees will grade themselves on a scale of A-to-D in each of the four quadrants: management, leadership, inspiration, and individual contributor.

You’ve said recruiters need to sell a job brand – not just employer brand. Could you explain the difference between the two?

Anyone who has worked at a large company knows the culture will vary in different departments, branches, or teams within the company and that’s why it’s important to get specific.

On a super high level, employer brand is the company’s value proposition and culture. I think of it as the promise a company makes towards all levels of its employees from VP to janitor. On the other hand, the job brand will speak to the unique culture of a group within the company, and the responsibilities of the role. It’s something that you have to work more closely with the hiring manager to figure out, including understanding what type of person does well in that role.

Why is it so important to get so specific when it comes to brand?

Maybe it’s my Omaha sensibility, or just my marketing standpoint, but it doesn’t make sense to me that a company would make a commitment to hiring someone without being sure they were the right person for the job. The average salary in the US is about 62k. That’s the cost of a house here in Omaha. I wouldn’t make that investment without being sure.

Talk to me a little bit about some new sourcing channels.

Obviously, sourcing channels are always evolving, the ones that were new and innovative a couple of years ago are no longer as relevant today. When I try to discover new sourcing channels, I put myself in the candidate’s shoes. Who am I? Where do I hang out, in person or online?

When people think sourcing, they generally think ‘online’, but sometimes it works to go super old school. I had one client sourcing college students and what worked there was posting signs in bar bathroom stalls.  

Another sourcer I know just kept a pile of candy on her desk and gave out a piece to anyone who delivered a name and number. It honestly worked more effectively than any $100 referral bonus program I’ve ever seen… I guess because of the immediacy?

It just depends on who you’re looking for aka your ‘candidate personae’ and where that personae will be.

You talk a lot about candidate personae, is creating candidate personaes something that is becoming more popular now?

Anecdotally I would say yes. I’ve been talking about candidate personaes for over five years now. It used to be when I asked a group who had candidate personaes for their job no one raised their hand, now almost everybody does.

Hear more from Maren Hogan on why she’s coming to Hiring Success 19 – Americas in her video below!

Data from a recent LinkedIn study reveals what candidates actually care about when they weigh their employment options via your job ads, and it’s not “company culture”.

LinkedIn asked 450 candidates to review the example job ad (pictured below) and to highlight the passages they felt most relevant/ likely to make them apply. What the world’s leading business networking site found, from the resulting heat map, is that is it’s time to ax the verbiage and talk details.

Think of a job ad as a first touch, candidates will spend a couple seconds scanning dozens of similar posts to narrow down their job search to a few feasible options. They will want to know the who, what, where, when, and why, and little else.

As you can see from the heat map above, compensation was number one while company details ranked last. LinkedIn saw the same priority ranking from candidates when the participants were asked to name the most important aspects of the job description.

You can see what is important (money) and what is not (company-splaining). So, as hard as it is to face up to the fact that candidates could give a flying mousepad about the company description you agonized over, at least now you can get to writing a job ad people will actually read, and you’re going to do it by dropping these dated gimmicks.

Rambling description of the company mission

Don’t torture yourself creating a counterproductive flowery description, company name, function, location, and an embedded a career video at the bottom is more than enough.

Desired skills and personality traits

Instead of a vague list with flat lines like “team player” or “multi-tasker,” give readers a precise list of responsibilities, like the number of people the new hire will manage, the departments they will work with, and what success in the role looks like.

Compensation DOE (depends on experience)

Compensation and benefits are the two most important details you can include to encourage candidates to click apply so don’t shy away . Give a range of compensations and name some of the benefits of your workplace like “childcare” or “gym membership,” even if it’s simple as “bottomless kombucha” these simple perks will catch applicant attention.

Companies have no greater brand advocates than employees, whose role in sourcing top-quality talent should not be overlooked.

Compared to previous years, hires resulting from employee referrals is declining, thanks in part to the rise of custom, targeted campaigns and social media outreach to build talent pools. As a result, referrals are no longer the top method for sourcing high quality candidates. But that doesn’t mean organizations should abandon their referral strategies. Recent studies report that referral and recruiter-sourced applicants account for 27 percent of all company hires.

The appeal of employee referrals is multifaceted: they typically draw a higher volume of qualified candidates who—by the virtue of already being an employee—are more likely to be a better company fit and often cost less than a non-referral candidate. Crowdsourcing your candidates through referrals is not only an effective method for finding great talent, it can align with a larger TA strategy emphasizing company branding and employee engagement.

1. Referrals Improve Quality of Candidates and Hires

In a competitive market, hiring top candidates quickly is the difference between success or failure. By leveraging your entire employee network to source both active and passive candidates, your candidate pool is already much wider and more diverse without additional effort. Fast-tracking vetted candidates cuts down on the need for several steps in the recruitment process, including job description writing, ad posting, resume collection, and candidate screening.

In Tech, where specialized skills are in high demand, referrals and custom campaigns are better at attracting the right talent than job boards or other traditional recruitment methods. When sourcing for specific roles, many employees only refer candidates they think are qualified for the role, as their recommendation reflects on their judgment. Recruiters are more likely to see an increased number of quality applicants that not only cost less than non-referral candidates, but are faster to hire and onboard.

2. Company Branding is the Focus of Recruiter Marketing

Today, recruiters and hiring managers are doubling down on their efforts to maintain a marketing-focused strategy in their talent acquisition, with brand values being pushed to the frontlines of these efforts. When marketing company brand to candidates, companies have no greater advocates than their own employees. Social media posts and other positive promotion can be effective tools to this end.

Websites like Glassdoor offer current and past employees a platform to express their opinions about companies, and this transparency directly affects candidate decisions. A 2016 study found that 75 percent of job seekers consider the employer’s brand and reputation before even applying for a position, so it’s important for companies to engage with their employees and, in turn, prospective candidates.

3. Referrals Impact Employee Engagement

Organizations often create incentives for referrals through employee referral programs (ERPs) that encourage current employees to think about and emphasize the positives that make the organization one worth working for, and to spread the news throughout their network. Employees have stakes in the company’s success, so if they are engaged and active in building out the team with top performers, they will feel more valued and appreciated. Additionally, recognizing the actions of your employees, rewarding quality efforts, and creating friendly competition to achieve a team goal will also boost employee appreciation, which helps raise motivation.

To avoid spamming your employees with all open positions, nurture a pool of specific referrers who have connections for the type of role that needs to be filled. This personal and targeted approach will significantly boost your response rates, as well as the quality of referrals. Targeting the company’s top-performing employees is a good first step.

4. Highlighting the Power of Inter-Org Relationships

Depending on your organization and industry, relationships can be a major factor in the company’s daily operations, and can play a role in how your employee referral program works. Often, the quality of the personal connection to the candidate is the top motivator for an employee referral, and can directly influence factors such as job satisfaction. Incidentally, referral employees tend to experience higher job satisfaction than non-referred. Referring employees often reciprocate these positive motivators, leading to a greater personal investment in the company and longer tenure, thanks in part to the implicit commitment to the referring friend.

With the right sourcing tools, businesses can build more strategic relationships within personalized talent communities, allowing hiring teams to organize and manage high-quality talent before the demand hits. Modern recruiting software or ATSs are designed to communicate directly with targeted talent communities and send branded messaging that drives impact and conversion.

Employee Referrals are Just One Part of the Strategy

With unemployment in the US dipping below 4 percent in April 2018—a first since the dot-com boom of 2000—recruiting top talent in today’s job market is becoming more difficult than ever. Individuals can afford to be picky, which puts pressure on cost-conscious organizations fighting over talent in a competitive seller’s market, particularly in tech. Thanks to direct sourcing practices, companies are reaching the right talent more directly, but the value of employee referrals should not be discounted as part of a larger TA strategy.

Though recruiters are changing how they source top talent, employee referrals still rank among the top candidate sourcing methods. As we have seen, referrals have a significant impact on your current employees’ engagement, your company brand, and the important relationships that drive business. Understanding these factors when leveraging your employee network for referrals or implementing an employee referral program ensures that your employees will champion the success of the entire company—regardless of their job description—and reach out to share what makes their company worth applying for. In an era where company culture and brand values are one of the top selling points for applicants, nurturing positive relationships with employees and boosting their engagement should be at the top of your company priorities.

Not every business has the luxury of a fully functioning HR department. But that doesn’t have to be a terminal disadvantage, as fitsmallbusiness.com discovered.

If you’re a small-business owner with no HR department, recruiting and advertising job openings yourself can be a real drain on time. For credibility with small business owners, who may be skeptical of traditional HR advice, fitsmallbusiness.com reached out to a business contact, found other business owners through HARO, and approached their own in-house startup experts, like co-Founder David Waring, who likes to use Indeed to find employees.

In terms of the ordering of the list, ideas that came up time and again found their natural spots near the top. As head compiler, staff writer Laura Handrick explains, “These are simply best practices in HR, but sound so much more doable when a business owner explains the recruiting idea in their own words to a peer.”

However high or low on the list, every small business looking to grow will find something, likely several things, on the list to help them get on their the way.

Top Three:

1. Incentivize Current Employees to Refer New Talent

Barry Maher, Founder, Barry Maher & Associates

2. Contact Mutual Connections

Laura Gross, Founder, Scott Circle

3. Contact Vocational & Trade Schools

Lauren Fairbanks, Owner, My Digital Remedy

Today, SmartRecruiters launched the new Sourcing Page, marking our first giant step towards allowing our customers to use data and analytics to measure their hiring performance. For each job you create and manage through our software, you can see a real-time report of where your candidates are being sourced from (e.g. job boards, recruiters, etc.). You’ll also see other key metrics about the job including how many days it’s been open and how much of your recruiting budget you’ve spent so far.

Fast forward to when you’ve filled a round of jobs, you can come back to this page to review your company’s hiring performance. This is where things get really interesting AND informative – you can see where you’ve historically had the most success finding quality candidates so you can make better ROI-based decisions in the future.

Walkthrough of the Sourcing Page

You can access the new feature by going to the Jobs page, clicking on a particular job, and then clicking on the Analytics tab. At the top of this page, you’ll find a dashboard view for the job, showing how many candidates were sourced, interviewed and hired, how long the job was open for, and how much you spent towards the job.

Below the dashboard, you’ll see a chart representing a timeline of your sourcing activity for that job. There are markers that indicate when you posted to a job board, as well as a graph showing how many candidates you sourced and how many views your job ad received on any given day.

Finally, towards the bottom of the page, you’ll find a detailed breakdown of where your candidates were sourced from and a rating scale to represent the quality of candidates from those sources. We’ve organized this section into the following four major categories – Organic, Paid, Recruiters and Databases – with further granularity shown within each of these sections.

Using Analytics in Recruiting

At SmartRecruiters, we’re firm believers that smarter hiring comes from analyzing and learning from what worked (and didn’t work) in the process. Given how important hiring is for any company, isn’t this an area you would want to see more transparency and improvement over time? Our mission is to provide the tools and insights to do just that, and Sourcing Analytics is just the beginning for us.

Sourcing offers an opportunity to search out qualified candidates before they become active job seekers and begin posting their resume or searching job openings on career and job boards.  There are two different types of sourcing for recruiting and recruitment purposes.

• Phone Sourcing.  This means using the telephone as the primary means of locating passive talent either cold calling directly into the company or asking for referral sources with the telephone.  This involves uncovering candidate information through asking questions and internal phone transfers.   Recruiters that phone source are commonly called “phone sourcers,” “phone name generator,” or “telephone names sourcer.”

• Internet Sourcing.  This means using the internet as the primary means of locating passive talent through search using technology and the internet.  Internet sourcing can involve using social networking platforms like Twitter or Google + , online communities, directories, and databases, forums, Boolean search techniques, and job posting to locate prospective employees.  Recruiters that are internet sourcers are commonly referred to as “internet name generator” or “internet researcher.”

Sourcing involves two different activities to develop a candidate pipeline.  These are called Push and Pull.  Push activities require a call of action and encourage a candidate to apply for jobs, leave comments, or job advertisements.  These are similar to direct marketing activities.  Pull activities are those that drive candidates on their own similar to organic internet search and are accomplished through referrals, word of mouth, or recommendations.  Brochures, blog posts, and event sponsors are types of pull activities.

Sourcing using multiple means and channels offers up an opportunity to increase candidate quality while also increasing candidate diversity within your requisition, talent community, or organization.  How are you using sourcing to find and driving qualified candidates to your current job requisitions?

Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.

Photo Credit: DLPerkinsCapital

Stability and session time-outs: Last week, a number of our customers reported that they were getting logged out of the system due to inactivity, even when they are not actually inactive! We spent a lot of time this week looking into this issue, and found the causes. The good news is that we have figured this out and released a fix that will ensure fewer to no session time-outs. It was a little bit like looking for a needle in a haystack but we found the needle and sewed up the seams!

This week’s bug fixes

• Users who were running into issues when setting up career site should now be able to configure and embed career sites. This bug has been resolved.

 

• Emails sent out from the system will use UTF-8 encoding. This means that the emails will now retain international characters. This is particularly useful for companies that send emails and invites in languages other than English.

 

• Copying a job was affecting the job ad URL (was displaying copy of job ad in the URL, making it unintuitive). This issue has been resolved. The URL will no longer contain the terms “copy of job.” The job that is copied will have a unique URL.

 

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