Across the world there are thousands of college campuses full of soon-to-graduate students eager to enter the workforce. Recruiters can enrich their candidate pipeline by forging relations with this demographic.

University or campus recruiting refers to the strategies for sourcing, connecting with and hiring college students and recent graduates for internships and entry-level positions.

While campus recruiting is most common with larger companies with significant talent needs, it can benefit firms of any size. Tech, finance, engineering, and consulting are industries that rely heavily on campus recruiting.

Common college recruiting strategies include working with campus career services centers, attending career fairs to interface directly with students, and utilizing social media campaigns. 

Who Should Be on Your Campus Recruiting Team?

An overly-simplistic approach to assembling a campus recruiting team would be to select young team members in an effort to appear “relatable” to young students. Certainly, relatability is important.

Having students talk with young professionals who were recently in their shoes, as college students attending career fairs, and can speak to why they chose to join your team can be an effective strategy. But effective college recruiting obviously entails more than the age of a campus recruiter. 

You need team members that are engaging, informed, enthusiastic, personable, and prepared to answer any and all questions students will have. Recent graduates you’ve hired that meet these criteria are optimal, but that doesn’t mean older team members aren’t also an asset.

Higher-level employees also have vital information to share with college students. After all, the people that come to your booth at a career fair aren’t just interested in how other people their age like working at your company. They also want to see the appeal of a broader career arc.

Building a Digital Campus Recruiting Strategy

Some recruiters question the efficacy of social media recruiting. We think this issue is less a question of whether or not social media recruiting yields positive results and more about the expectations recruiters place on social media platforms. In other words, social media recruiting works if you “ask” it to do the right thing.

As one recruiter writes, social media recruiting is a useful tool to offer a “peak behind the curtain” of a company. In fact, 60% of students who look for jobs use social media to get a better sense of a company’s culture. 

So don’t look to social media recruiting to generate applicants. Instead, think of it as a place to offer valuable information about your values, workplace environment, and culture. 

How to Host Virtual Career Fairs

We offer a much more in-depth look at virtual recruiting here. These are our best practices for creating your virtual recruiting event:

• Choose the right platform: Conferencing software like Zoom is very popular, but there are other options like Brazen that provide greater functionality.
• Promote the event across all of your digital platforms: Everything from your website to your social media pages should advertise the event in order to maximize candidate participation. 
• Follow-up with attendees: Make sure you send an email or direct message to all of your attendees thanking them for attending and encouraging them to reach out if they have additional questions. 
• Implement metrics to track success: In addition to tracking the number of people who register and attend your virtual events, you should also calculate the conversion rate and offer acceptance rate of attendees.  

Recruiting Gen Z

Be careful about broad generalizations about an entire generation of workers. Generic claims that Gen Z is “more determined to change the world than other other generations” are overblown. However, this does not mean that there are not unique features of the world Gen Z has grown up in that make their experiences and recruitment unique.

There are plenty of in-depth articles about recruiting Gen Z, like this one and this one. But when it comes to building a strategy for recruiting them, here are some general Gen Z characteristics and trends to keep in mind: Gen Z 

• Is tech savvy
• Is risk-averse 
• Is looking for companies that have a strong moral compass
• Values diversity & conclusion
• Cares most about salary and work/life balance

Building a Career Page to Connect With College Students and Recent Graduates

Some job sites do a far better job than others to cater to recent graduates. You can read more about companies that do it well here. Indeed and College Grad are two especially impressive models. Each of those sites offer easy to use features that allow candidates to sort available positions by “entry-level”  “junior,” “internship,” etc.  

Your job site should do the same. It’s an easy way to implicitly communicate to recent graduates that you want them to apply to your organization. 

Better yet, consider making a standalone career page specifically for students and recent graduates. Such a page could not only simplify and organize their job search by only containing entry-level positions and internships, it could also offer information relevant to students–i.e. benefits of particular interest to new hires like mentorship programs.

Use Internships to Identify and Retain Top Young Talent

Internship programs are one of the most effective recruiting strategies. They help you identify young people with potential and facilitate the building of a relationship with potential hires before they’ve entered the professional world.

Internships also provide an extensive period for you to familiarize yourself with a worker and for them to familiarize themselves with your organization and culture. 

All of these factors promote better hiring and better retention. Research shows new college hires who had previously interned at a company are more likely to stay with that employer long term.

Moreover, by establishing a track record of hiring your interns to full-time positions after graduation, you’re likely to generate substantial interest among promising candidates before they’ve entered the job market. 

Conclusion

Campus recruiting, when done right, is a crucial way for companies to attract promising young talent. By using a combination of tried and true recruiting techniques and more innovative technological tools, you can help ensure your organization is one young talent flocks to.

Are you interested in learning more about the benefits of campus recruiting and how SmartRecruiters can help? We’re just a click away!

A well-crafted career page has the power to win over and convert qualified candidates. However, in order for that to be the case, it requires careful oversight and to be recognized for what it truly is—a valuable tool in the recruiting tool belt.

Today there’s no shortage of creative and engaging ways for companies to attract candidates. And while it’s true that successful talent teams employ a healthy mix of recruiting tactics, few levers remain as important and relevant as the tried and true company career page.

Compared to in-depth employer branding campaigns and other forms of recruitment marketing, career pages might seem fairly straightforward and simple. But that doesn’t mean they should be neglected and unattended.

Rather, the most effective career pages require careful attention to detail and regular updating in order to remain relevant, engaging, and capable of converting curious candidates into applicants.

The Basic Principles

While there are many ways to set up a successful page, there are some core ideas that should inform how you design your page, what information to include, and how to use visual elements like videos and photographs to enhance user experience.

1. Be Consistent With Your Brand Identity 

The best way to convince people to apply to your company is to tell them who you are. Your career page needs to have clear and consistent messaging that communicates the uniqueness of your corporate culture.

Airbnb is often held up as a model, in this regard. Inconsistency will turn away discerning candidates. For example, if your career page speaks of your emphasis on inclusion and diversity, make sure the images you share of your team members reflect that.

Moreover, career page content shouldn’t just convey your corporate culture, it should help build your brand.

2. Help Your Candidate Form a Connection With Your Organization

Consider how people will experience your page. The first thing they see shouldn’t be a list of open positions. Instead, think of the top of your page as a good book or short story—the opening sentences should draw people in and make them excited to read more.

This introduction shouldn’t be long—two short paragraphs is sufficient. The first should offer a “hook” that piques a candidate’s interest and offers a concise, 2-3 sentence distillation of your business’ mission. The second should pivot to the experiences of your employees, allowing individuals to begin to envision themselves as part of your team.

3. Use Media to Strengthen the Personal Connection

Videos of your work environment, testimonials from your workers, photographs of employees, etc. are important ways to further encourage candidates to imagine themselves as part of your culture and convince them to apply to open positions.

Additionally, visuals can also be used to highlight awards or recognitions bestowed upon your company. Infographics can be really useful here, as they convey important information in an attractive and easy to remember fashion. Hubspot offers a good model for this strategy.

You can also utilize your greatest resource—your employees. Use your team as brand ambassadors and build your careers site around the photos and content they share, like Earl’s Kitchen & Bar has done.

4. Job Postings Should Sell the Company

An effective career site needs to translate visitors into applicants. Job descriptions should enhance the interest and energy you’ve built elsewhere in the page. Boring job descriptions squander interest. Effective job descriptions give readers a clear sense of the role and excites them to apply for it. So keep postings informative, engaging, and concise.

SEO Best Practices

Maximizing SEO on a career page is a complex process with many variables. It starts with the fact that most candidates begin their job search with Google, which sees more than 150 million monthly job searches. At minimum, companies should make sure their job postings include all of the requisite information to guarantee Google for Jobs will “find” your career page. That information includes:

But moving your job search to the first page of the Google search list takes work. So in addition to generating content to boost your company rating in Google’s algorithm, we also recommend utilizing keyword research and on-page SEO optimization. As we cover more here, Google’s Keyword Planner is a great resource to help identify the most popular searches for jobs within an industry.

There are three types of Careers and Jobs landing pages that generate the best organic traffic. Implement your keyword research to create these landing pages: 

It’s fine if your company website uses subdomains like careers.’site’.com, but subfolders are the SEO-preferred method for category page building.

After setting up these landing pages, it’s important to optimize each page for general job searches. The primary method for job landing page optimization is to implement current structured data, also known as Schema for job postings. Thankfully, Google has published extensive guidelines and Schema testing tools, which are available here and here.

Bottom Line

Your career page is a focal point of talent recruitment and brand construction. A sound, well-optimized page will help you attract job seekers who are a great match for your company and convert them into valuable applicants in your candidate pipeline.

Need a hand sprucing up your company’s career page? Luckily for you, we’re in the business of taking career pages from bland to bold. Let’s talk.

Looking to hire top talent at scale? With the right tactics and technology in place, the process can be streamlined without compromising quality.

High-volume recruiting refers to the process of hiring large numbers of candidates in a short amount of time. The job of a high-volume recruiter, in other words, is to identify high-quality candidates and connect them to the right jobs at scale. 

Whether in-house or outsourced, high-volume recruiters must find and evaluate numerous candidates for several jobs on a daily basis. A placement goal of 5-7 candidates per day—all of which must be identified, interviewed, evaluated, and moved through the hiring process—is not uncommon among high-volume recruiters. To stay on task and deliver consistent results, it’s important to have a well-defined process and to lean on the right tools. 

Tips to Get You Started

Effective high volume recruiting starts with doing your homework. Recruiters have to be researchers. With high-volume recruiting, conventional methods like job boards will not yield the quantity of quality candidates you’re looking for.

Unemployment websites, industry-specific job boards, and college outreach pages are all good areas to expand your search. But effective research also requires knowing what you’re looking for, a nuanced understanding of the geographic regions you should target, and intelligence on your competitors recruiting methods.

It’s also important to rely on employee referrals. By leveraging referrals to source candidates, you can easily widen and diversify your talent pool with little additional effort.

Fast-tracking vetted candidates boosts hiring velocity by eliminating the need for several steps in the recruitment process, including job description writing, ad posting, resume collection, and candidate screening.

Additionally, alignment between recruiters and hiring managers, an emphasis on crafting job descriptions that speak to the quality of candidate you’re looking for, and connecting with desirable candidates ASAP are all important elements of high volume recruiting success. 

Use Automation to Scale Hiring

To maximize efficiency in high volume hiring, recruiters should look to AI recruiting tools. For example, SmartAssistant, which is the industry’s first and only native AI-powered recruiting service.

Designed with a focus on candidate screening, sourcing, and matching, SmartAssistant allows recruiters and hiring managers to automatically evaluate job applicants with a match score, surface candidates from internal databases for open positions, and automate job alerts to candidates for opportunities that align with their skills and experience. 

SmartAssistant, and several other features of our talent acquisition suite, enable over 4,000 companies to automate myriad workflow steps, thus freeing recruiters to focus on finding the best candidates and hiring them in as timely a fashion possible.

Another must-have tool is our programmatic job advertising and optimization platform SmartJobs, which automates job distribution. With SmartJobs, recruiters can select the specific sources and parameters for the candidates they seek and let the software do the rest, posting their open positions and desired qualifications across multiple platforms.

In addition to unburdening recruiters of tedious, repetitive tasks, automated job distribution also yields greater return on ad spending.

Use the Right Metrics to Track Performance

When employing software for high-volume recruiting, it is also important to track performance metrics to ensure that you’re spending your marketing dollars efficiently. Relying solely on cost-per-hire is an antiquated strategy that ignores the difficulty of hiring for more niche roles, as well as the necessity of spending more to acquire top-tier talent.

Using a hiring scorecard will give you superior analytics. To create a scorecard, first measure your net hiring score by surveying both the hiring manager and the hire themselves about how they feel the new hire fits.

Subtract the percentage of negative responses from the percentage of positive responses and the delta is your net hiring score. Then take your hiring budget expressed as a percentage of total payroll, and your hiring velocity expressed as the percentage of jobs filled on time.

Doing what you can to toggle these three metrics based on your needs can lead to greater high-volume recruiting success. If your hiring budget percentage is low and your hiring velocity is high, but your net hiring score is negative, you may need to slow down your hiring and devote resources to reexamining your hiring criteria.

In this case, you may also want to increase your budget to more narrowly and effectively target potential candidates. This is especially true where a position requires specific knowledge and/or skills.

CVS: A Case Study in High-Volume Recruiting Success

CVS is a high-volume recruiting success story. In March of 2020, they set out a goal to hire 50,000 new employees, an increase of their workforce by 25%. Two months into the hiring push, “the company has received more than 1.3 million applications and has more than 60,000 candidates hired or in the hiring process. 

In a normal month that last number would be closer to 10,000, according to a CVS Health spokesperson, indicating that the recruiting function was almost six times more productive than it is normally.”

By pivoting to an entirely virtual hiring process during the COVID-19 pandemic, they were able not only to hire with incredible velocity, but to also ensure that their new hires’ skillsets matched their new positions. One clever strategy of theirs was to reach out to partner companies who had recently furloughed workers. 

Those companies had an intimate knowledge of their employees’ competencies, which allowed CVS to quickly place people where their abilities made the most sense. They increased both velocity and net hiring score simultaneously. Further, they conducted virtual interviews and virtual tryouts, allowing them to evaluate and hire new employees within as little as a single day.

While not all companies or industries have the infrastructure and partnerships of CVS, borrowing their best strategies can save any company time, money and frustration in the hiring process. Use a hiring scorecard to evaluate the effectiveness of your hiring process and adjust accordingly. 

Conclusion

High volume recruiting presents a unique challenge to organizations–how to significantly increase the number of hires while also not compromising the quality of candidates. Despite this challenge, by doing your research ahead of time, leveraging the resources at your disposal, and incorporating cutting-edge tech, and tracking performance through the right metrics, you can consistently achieve your hiring goals and master the art of high volume recruiting.

Want to learn more about the ways in which SmartAssistant and SmartJobs can help your company streamline high volume recruiting? Then let‘s talk!

A job well done is a job that’s done with the right tools. Unfortunately, for recruiters, sometimes it’s hard to get internal buy-in for them. Looking to upgrade your tech stack, but not sure where to start? Begin by identifying potential cost savings. 

A sophisticated talent acquisition suite (TAS) can make a world of difference for recruiters. Who hasn’t dreamed of having access to a tool that makes it easy to find the best candidates and hire them in a timely, cost-effective manner? A modern TAS can greatly benefit talent teams and their workflows. Unfortunately, citing that alone won’t be enough to get approval for an upgrade. 

What’s absolutely necessary is pointing to the ways in which a new TAS can benefit your organization as a whole—in particular cost savings. This can be done by focusing on three key areas: technology, sourcing, and people, all of which we discuss in more detail in the sections below. 

Follow this guide and you’ll be well on your way to building a sound business case for a new tech stack that your CFO will be hard-pressed not to approve.  

Technology Savings

Having multiple applications open on your computer at work and having to constantly toggle through them can be a headache. However, fragmented and non-native tech isn’t just bad in terms of user experience, it costs your business money. Here’s where you’ll see savings with a better TAS.

Consolidation: Imagine if you could consolidate your applicant tracking system (ATS) and candidate relationship management (CRM) onto one platform that also allows you to automate job posting/distribution, interview scheduling, and much more. It is, indeed, possible—and can reduce system costs by at least 25% based on bundled savings with one vendor rather than multiple.  

Integrations: Integrations are a rich area for savings. With a legacy ATS, every additional tool is likely another expense to maintain—whether it comes out of the TA or tech budget. A next-generation TAS will have a pre-integrated marketplace with hundreds of plug and play tools—from reference checks to onboarding—not to mention productized integrations with all major ERP/HRIS vendors like Oracle, SAP, and Workday—built on robust RESTful APIs.

Maintenance: Ad hoc technology from multiple vendors means larger administrative and support expenses. The antidote to this is a system that can set up and change processes without hidden costs. By switching to an annual subscription with just one vendor, your maintenance costs could be minimized by 10%. 

Sourcing Savings

It’s no secret that sourcing can be a major expense—the ROI of which is hard to track when using an outdated ATS. Historically, this has resulted in processes that prioritize quantity over quality. Fortunately, that no longer has to be the case. With a data-driven process, you can start to optimize your budget, making each dollar count.

Advertising: The average ATS customer gets less than a 5% click-to-apply-rate, while a next-generation TAS boasts a rate of around 20%. This figure alone should be enough to raise the eyebrow of even the most discerning CFO. With higher returns on ad spend, you can reduce your budget by 75% and get the same results.

In addition, programmatic advertising like SmartJobs, an available feature in SmartRecruiters’ TAS, allows for hyper targeting so that recruiters can consistently find qualified candidates. 

Agencies: Outside recruiting agencies can certainly be helpful, but it’s best not to rely on them entirely. Here’s where your talent function can demonstrate true value. If there are departments within your company, like sales or tech, that outsource to headhunters for high profile positions, imagine how much money could be saved by keeping that job in-house. A next-generation TAS provides easy sourcing and advertising capabilities in one system, easily reducing external agency costs by up to 100%.

Direct sourcing: Direct sourcing can be an effective surgical approach for a single role, but does not work at scale. Costs may include sourcer salaries, cost of LinkedIn Recruiter System Connect (RSC) seats, and other CV databases. And although sourcers have traded their phone books for LinkedIn, it’s still a cold-call process.

A truly innovative approach requires a native CRM that allows teams to build scalable talent pools and source even those hard-to-fill reqs with ease. By doing so, SmartRecruiters customers have seen, on average, a 75% decrease in direct sourcing costs, salaries, and services. 

People Savings

There are plenty of tedious tasks that prevent recruiters from focusing on big picture tasks like interfacing with candidates, strengthening employer brand, successfully onboarding new talent, and much more. These are the initiatives that truly attract—and ultimately retain—the best talent.    How do you empower yourself or your colleagues to reach this state of TA nirvana? Automation. Let’s take a look at what a cutting-edge TAS can automate.

Resume screening: The right AI, like SmartAssistant, can help you succeed on three fronts: surface top talent, screen resumes at scale, and decrease bias in the hiring process. The average SmartRecruiters customer reduced the time spent screening resumes by 90%.

Consider a common scenario where 1,000 applicants need to be screened and multiply that by the 30 seconds saved per application with AI, that’s more than a full eight-hour workday of a recruiter’s time saved. 

Recruiter productivity: When clunky technology forces hiring managers and recruiters to work outside the system, the unfortunate consequence is a loss in productivity. Recruiters become coordinators, emailing resumes, scheduling interviews, and chasing feedback. With a next-generation TAS hiring managers and recruiters work together on the same system for more accurate exchanges of information, easier resume sharing, more insightful and timely feedback, and streamlined communications. 

Process automation: Recruiters and coordinators at more mature organizations reportedly spend up to 67% of their time scheduling interviews. All of that time, and associated costs, are saved via mass candidate self-scheduling alone.

That doesn’t even take into consideration task notifications and offer management, which can also be automated for higher productivity. In fact, The average SmartRecruiters customer sees team productivity improve by 50%. It’s also important to think beyond your team, process automation means less work for other stakeholders such as hiring managers. This can win you cross-function buy-in for a stronger business case.

Now that you’re aware of the many ways in which talent teams can optimize their budgets—as well as their company’s—check out this invaluable resource on how to build an air-tight business case for a next generation talent acquisition suite. Remember: a job well done is a job that’s done with the right tools.

The job market is governed by one constant—change. Sometimes that change can be anticipated, like seasonal recruitment cycles. Other times, it’s the result of unforeseen circumstances, such as the recent global health crisis and the corresponding economic downturn. 

In many countries across the world, lockdown restrictions are slowly being relaxed and economies are beginning to reawaken. Consequently, companies can expect to receive a high volume of job applications from candidates eager to return to work. To effectively handle this surge in hiring, talent teams should incorporate AI recruitment tools into their workflows as much as possible.

In the UK alone, approximately 730,000 people lost their jobs due to lockdown restrictions. Now, however, they’re ready to re-enter the labor market—overwhelmingly so. Earlier this month, CV-Library published data on the top 15 jobs that received more than 1,000 applications each on its site in the month of July. The three roles that generated the most applications were as follows: trainee paralegal (4,228), HR assistant (3,333) and trainee accountant (3,272).

Those figures would certainly be daunting to recruiting teams under normal conditions; however, in light of recent events, this surge in hiring comes with an added layer of urgency. Both job seekers and employers alike are anxious to resuscitate the economy and prevent the worst from coming to pass. 

The ability to do so hinges largely on how quickly companies can fill open requisitions. In order to increase hiring velocity, without sacrificing quality of new hires, recruiters would be wise to automate as many of their tasks as possible. Every second of every minute saved is invaluable when connecting people to jobs at scale—especially when time is of the essence. 

The following are examples of recruiting tasks that are commonly automated using AI and machine learning to perform routine functions or augment human-centric skills.

• Applicant screening: analyzing candidate profiles and determining their fit for a job opening.
• Profile enrichment: automatically sourcing additional information about a candidate from publicly available data across the web.
• Candidate sourcing: surfacing qualified candidates from internal and external talent pools for current vacancies.
• Personalized assessments/training: tailored solutions that adapt to each candidates’ skills and abilities.
• Candidate matching: identifying and evaluating the strongest active or passive candidates for an open position based on their relevant skills, experience, or other defined criteria.
• Chatbots: conversational UI for candidates or prospects for pre-screening, Q&A, scheduling, and more.
• Programmatic job advertising: automated job distribution and budget optimization based on historical data and real-time campaign performance.
• Interview self-scheduling: automation of scheduling logistics, improve hiring velocity with instant, real-time confirmations & updates, and enhance candidate experience by providing scheduling flexibility.

Don’t Wait! Automate!

When it comes to AI recruiting, SmartRecruiters’ customers are uniquely advantaged. They have access to SmartAssistant, which is the industry’s first and only native AI-powered recruiting service.

Designed with a focus on candidate screening, sourcing, and matching, SmartAssistant allows recruiters and hiring managers to automatically evaluate job applicants with a match score, surface candidates from internal databases for open positions, and automate job alerts to candidates for opportunities that align with their skills and experience. 

SmartAssistant, and several other features of our talent acquisition suite, enable over 4,000 companies to automate myriad workflow steps, thus freeing recruiters to focus on finding the best candidates and hiring them in as timely a fashion possible. 

Want to learn more about SmartAssistant and how it can help your company handle high volume recruiting? Drop us a line! We’ll get back to you as soon as robotically humanly possible.

Finding the workers your company needs to excel is only half the battle. Keeping them onboard is the other. Doing so prevents your hiring team from having to carry out the same task over and over, and lowers overall costs in the end.

Employee retention refers to the ability of a business to keep workers within their organization. An employee retention strategy, therefore, covers the efforts and resources businesses devote to retaining their workforce.

A 2017 study found that nearly half of all employees will look for other opportunities within their first twelve months on the job. Compensation and healthcare benefits, moreover, are the most common reasons why people look elsewhere. 

Employee Retention and Cost of Turnover

Employee retention strategies are especially important when one considers the cost of turnover. Millennials, who change employers more frequently than other age demographics, cost over $30 billion in annual turnover costs.

Numerous studies have found that the cost to replace an employee can be in excess of double the role’s salary. Furthermore, the more senior the position, the more costly it is to replace, with high-level executive replacement costs as much as 400% of the role’s salary. 

While that number may seem outrageous, consider all of the costs associated with replacing an employee. Those include:

• Recruitment costs 
• Relocation costs 
• Signing bonuses 
• Spent resources to cover vacant position’s role
• Opportunity costs associated with reallocating employee resources away from other tasks to fill an open position

In other words, replacing an employee is expensive.

Be Mindful of Your Turnover Rate

Employee turnover rate refers to the percentage of employees who leave a company, voluntarily or involuntarily, in a given time period. 

Given the significant hard and soft costs associated with turning over a role in your business, lowering your turnover rate in order to retain as many workers as possible is vital.

As we explain in another post, “Employee turnover rate is the percentage of employees who leave an organization or company during a determined time frame. Employees who voluntarily left, were let go, or fired are often included in employee turnover rate, however, internal transfers and promotions usually aren’t included in the calculation.” 

You can read more about calculating turnover rate here which includes our Employee Turnover Rate Calculator. 

Creating an Employee Retention Program

An employee retention program is an excellent way to lower turnover. While there is no one-size-fits-all method to create an effective retention program, according to exhaustive research conducted by Harvard Business Review and executive search firm Egon Zehnder International, successful retention programs throughout the business world all:  

1. Establish clear priorities that inform the way their company will develop future leaders.
2. Utilize a careful selection process that invites only the most qualified candidates to participate.
3. Implement detailed management strategies for those in their retention programs—how they are developed, incentivized and rewarded. 

How to Boost Retention and Manage Your Retention Program

Optimizing your internal mobility programs is an essential part of high retention, sustained success and future growth. Internal mobility refers to the movement of employees across different roles within an organization.

For internal mobility to function properly it must be a foundational element of your corporate culture. In addition, productive internal mobility strategies require effective management and accountability.

Regarding the latter, to assess the accountability of your strategy, ask yourself questions like: 

1. Is your internal mobility strategy vertically integrated throughout the entire organization?
2. Do you have quantifiable goals for internal mobility?
3. Do your employees have easy access to opportunities for internal movement?

If you cannot answer these questions affirmatively and point to tangible evidence to support those claims, there is significant room for improvement.

Lastly, utilizing recruitment CRM software for an internal talent pool is also an important way to improve internal mobility. 

You can read plenty more about improving internal mobility here. 

Finally, here are nine core principles to keep in mind as you develop strategies to lower your Turnover Rate: 

1) Hire the Right People

Make sure the roles you create are clearly defined and make sure the people you hire not only fit the role but also fit with your organizational culture. For more, check out our Definitive Guide to Hiring Success.

2) Make Sure Your Compensation Packages Are Competitive

Offering competitive salaries and benefits encourages your workers to stay in house rather than pursue opportunities elsewhere. If you want to attract the best people, you’ll need to offer salaries that equal or match your competitors, especially if you’re located in a geographic location where the cost of living is high.

Don’t forget that compensation extends well beyond salary. Your insurance benefits, paid time off, and retirement package should all be assets to help you attract top talent.

3) Show Your Employees They’re Valued

Celebrate their professional and personal accomplishments and consistently demonstrate you value their contributions to your firm. Something as simple as recognizing and celebrating employee birthdays can boost retention.

According to Harvard Business Review, job search activity increases right before a person’s birthday. Celebrating a worker’s birthday, or accomplishments more broadly, not only makes them feel validated but also demonstrates their value to your organization extends beyond their labor. 

4) Be Flexible

Employees’ lives are complex and unique. Offering flexibility encourages workers to do their jobs without compromising their personal lives. It can also boost productivity and lower overhead. Too much conflict between work life and home life is likely to force your team members to seek opportunities with other organizations.

But keep in mind, allowing team members to work remotely requires proper IT training and access to appropriate technology. By having systems in place that train workers to work from home and provide the equipment required to do so, you’ll ensure you are encouraging rather than just permitting telecommuting.  

5) Enhance Engagement

Finding ways to accurately gauge the level of engagement of your employees to their work and your company is vital. Engaged workers are likely happy workers; happy workers are likely workers you will retain.

Moreover, disengagement costs your business money, wasting as much as 34% of a position’s salary, according to one report. Effective engagement assessment requires identifying specific goals, implementing quantitative ways to measure progress, clear communication with employees, and a detailed plan of action to reach those goals. 

6) Encourage Internal Upward Mobility

As mentioned above, people want to work for firms where they can grow their career and climb the corporate ladder. If team members see plenty of examples of upwardly mobile colleagues and understand what’s required to move up in your company, they’re far more likely to stay.

7) Offer Mentoring

Not a supervisor, a mentor. Assign new employees a mentor that’s worked for your business for a long time and can offer advice and insight and can serve as a sounding board for their mentee.

Effective mentoring requires careful alignment with organizational goals and culture, buy-in from management, feedback from mentors and mentees, and relevant training to facilitate growth, among others. 

8) Seek Feedback

Seek out information about what’s working and what isn’t. What can you do to boost morale, etc. Letting workers know implicitly that you value their feedback and will act upon it in and of itself promotes a healthy and inclusive corporate culture, one that people are more likely to remain engaged with.

9) Offer Training

To help facilitate and encourage internal mobility, provide employees training to help them acquire the tools they need to stay interested, stay engaged, and grow within your organization.

This can be as simple as encouraging employees to block off time in their schedules to acquire new knowledge through LinkedIn Learning, or to regularly meet with a mentor. Or, if your company has the resources, you could set aside a personal development budget for everyone, allowing them to identify skills they’d like to learn that are aligned with their personal interests, as well as company goals and needs.

Conclusion

Employee retention is a crucial way to hold onto your top talent and minimize the cost of maintaining your workforce. A thoughtful and proven retention strategy is the essential first step for retention success. 

On a related note: if you’re interested in finding out how you can positively impact employee retention by combatting burnout, then check out this recent post.

What Is Employer Branding?

Employer branding is the act of cultivating an employer brand, which is essentially an identity or persona cultivated by an organization that is presented to the public.

Typically, an employer brand embodies an organization’s mission, values, and culture. A positive employer brand signals to prospective job candidates that the company is a reputable employer and a good place to work.

Employer brand—whether positive or negative—can strongly influence a talent acquisition (TA) team’s ability to effectively attract and hire top talent. The more involved TA teams are in the act of employer branding, the more likely they are to succeed.

How Do You Develop a Strong Brand?

Consistency is the bedrock of a strong employer brand. As Michael Watras, chairman and CEO of the strategic branding agency Straightline writes, “The problem with most employer branding is that it is disconnected from the corporate brand and the core drivers of the business. It is typically managed by the HR department and too often becomes associated with superficial perks, such as free lunch or unlimited vacation.” 

Defining your business’ brand begins by examining the core elements of the company’s mission, values, and vision. Ask yourself the question: what makes your company a great employer? The key to employer branding is finding ways to translate the internal answer to this question externally and do so consistently. 

The strongest employer brands create and maintain continuity across all communication channels, from corporate websites to social media platforms, job descriptions to word of mouth conversations.

Consider this, according to LinkedIn, more than half of job seekers consult a company’s social media pages and website to acquire more information about their prospective employers. Strong, consistent messaging will ensure you make an attractive initial impression. 

Additionally, a great employer brand strengthens your business. LinkedIn data shows that outstanding branding leads to significantly more qualified applicants, increased Hiring Velocity, and a significantly improved Hiring Budget.

Best Practices: The Big Picture

For Watras, “what has been called ‘the employer brand’ should in fact grow out of the established company brand. To encourage this integration, we advocate abolishing the ’employer brand’ label and focusing instead on building out a talent dimension as a key part of the corporate brand.”

Accomplishing this involves a three-step process:

1. Develop a talent framework that lays out the key attributes managers and executives expect from their workers.  
2. Solicit feedback from your TA team. Ask them if the talent framework is adequate, if it’s appealing to prospective employees, and if your company communicates these values clearly and consistently.
3. Embed the framework throughout your business. Outward facing communications are a good place to start, but you also need to assess internal buy-in. Where there are areas to improve, what processes and incentives can you put in place to better align your organization with its brand.

Best Practices: What We’re Seeing Right Now

The fifth installment of our recent TA Today webinar series—each featuring a panel of TA experts sharing insight on how to navigate various facets of the current economic downturn—focuses on employer branding and candidate messaging.

Here are some of the most important takeaways from the webinar:

1. Now is not the time to stay quiet, to stop sharing content or to pause all activity—it will make it all the harder to bounce back.
2. Companies doing this right, such as Bacardi and Gap, show how they are taking care of their employees and the community through a difficult time.
3. Companies can still build employer brands by showing how your employees have adapted, sharing content that’s authentic and relevant to the business, and staying in touch with talent pools.

Best Practices: What You Can Do Right Now

Based on this information, here are just a few of the strategies you can use to boost your brand during the current economic climate:

• Share authentic and transparent content: 
  • Use employee generated content that showcases how employees are adapting to the circumstnaces around them.
  • Share what’s happening within the business: how you’re taking care of your employees, your culture now, how you’ve shifted production, or helped the community. Look at how your company is bringing people together or how your company can bring candidates together with your employees.
• Focus on employee experience: 
  • How are you supporting your employees through difficult times? This will have a lasting impact on your employer brand.
• Continue to nurture your talent pool:
  • Be transparent about hiring freezes, removing job postings, etc. 
  • Send clear communications regarding where the business stands.
• Check-in with furloughed employees often.

Employee Referral Programs: A Built-In Litmus Test

As mentioned in a previous post, employer branding and employee referrals go hand-in-hand. According to Jennifer Newbill, director of Global Employer Brand at Dell Computer, the performance of an employee referral program provides a litmus test for an organization’s brand. If your employees routinely refer members of their networks to your company, it’s a good reflection of your brand. 

Furthermore, referrals often deliver higher-quality employees at reduced costs. According to Undercover Recruiter, referred employees stay with companies at a substantially higher rate than those hired through job boards. And Recruiter.com finds that referrals cost only a fraction per hire of hiring through other sources.

Businesses with strong employer brands, like Dell, believe that not only are employees often the best recruiters, but that employer “Brand is a narrative, and our narrative is our people.”

Here are some strategies to effectively manage referrals:

• Be quick: Don’t delay recognizing and acknowledging referrals and when you hire a referred candidate.
• Be personal: Don’t send automated emails. Take the time to write a note to thank a specific employee, an excellent tactic for enhancing morale.
• Consider rewards for all qualified candidates: Yes, successful referrals of those hired should be rewarded, but consider rewards for referrals of highly qualified candidates you were not able to hire.
• Extend your program: Former employees, retired employees, and even customers can be a rich resource for talent.

Use Social Media Feedback to Your Advantage

Social Media platforms are a primary source of interaction between your organization and previous employees. Even the most highly regarded businesses deal with negative reviews on platforms like Glassdoor. When it comes to employer branding and negative social media reviews, the issue is not how to avoid them but how to manage them. 

The key here is transparency. You should always imagine that your current employees, past employees, prospective employees and customers are all monitoring negative social media feedback. 

All feedback can be helpful, moreover, both to identify ways to improve your organizational culture and reinforce your employer brand. 

Here are some strategies for handling negative social media comments:

1. Don’t take it personally.
2. Always respond. Always thank the reviewer for their feedback. Always assure reviewers their concerns are taken seriously and will be evaluated. 
3. Offer to have a one-on-one conversation to further discuss the feedback. 

Unfortunately, in some instances, negative feedback can violate confidentiality agreements, or consist of false accusations. In these instances, it’s imperative to consult with your HR and legal departments about how to proceed. 

Lastly, pay equal attention to the positive social media feedback. Those posts should also receive responses and lead to invitations for one-on-one conversations. You might also consider encouraging those reviewers to share their experiences on other platforms.

Conclusion

A strong employer brand improves your bottom line. Period. It helps retention, attracts qualified candidates, lowers costs and boosts overall performance. A successful employer brand is all about consistency throughout your organization, from top to bottom. Furthermore, attracting top talent through employer branding integrates those individuals into your brand, which is the best way to sustain and strengthen it.

Now that you know the essentials of employer branding, take your chops to the next level and find out what you can do to supercharge your employer brand.

Prior to the COVID-19 pandemic, numerous companies handled some elements of their recruitment process virtually. The lockdown of many states forced just about every business to shift its recruiting online.

Even as the economy begins to reopen, many organizations  are interested in shifting a larger share of their recruiting remotely and assessing how to do so most effectively. 

What is Virtual Recruiting?

The goals of virtual recruiting are the same as any other form of recruiting–identifying and acquiring skilled workers to meet your organizational needs.

Virtual recruiting handles these tasks, you guessed it, virtually. Virtual recruiters serve as the liaison between job candidates and employers, but these functions are also performed remotely. 

The Benefits of Virtual Recruiting

In addition to complying with current public health guidelines, there are other benefits to online recruiting. Most significantly, virtual recruiters reach more candidates.

This is especially true for smaller employers that do not have a sizable recruiting staff dedicated to sourcing talent. Furthermore, virtual open houses or job fairs allow more people to attend, and online interviews save time and resources. 

The Costs of Virtual Recruiting

You are likely to incur added costs as you train your team members to use the software and technology necessary to conduct online recruiting. In some cases it’s also worth investing in tools that optimize virtual recruiting.

The market for virtual recruiting assistants, specifically chatbots, is growing rapidly. The functionality of these products is extensive. The most sophisticated of these tools can answer applicants’ frequently asked questions, review applications, identify strong candidates from large applicant pools, and automate interview scheduling. 

Regulations for Virtual Recruiting

It is imperative to remember that, as with in-person recruiting, the virtual recruitment process must comply with all EEOC guidelines and cannot engage in any forms of discrimination. This means that at no point in the mobile recruiting process can you eliminate applicants based on race, gender, sexuality, religion, age, disability, marital status or any other protected identity category. 

One of the most useful ways to ensure a non-discriminatory hiring process is to utilize “blind hiring” procedures wherever possible.

Additionally, you also must make sure international recruiting complies with all labor laws both domestically and in the countries you are recruiting talent from. 

How to Take in-Person Recruiting Virtual

As you migrate your recruiting online, it’s important to keep your existing recruitment philosophy intact. You should make a point to reinforce your company brand and values throughout the recruiting and onboarding process.

While this detail is an important part of all recruiting, it’s even more essential in a virtual setting since your applicants will have significantly less in-person interaction with your team and your organization. 

There are many examples of companies that have found creative ways to successfully utilize virtual recruiting. The University of Maryland Medical System, for example, constantly promotes recruitment efforts on social media pages.

They also created a branded hashtag to promote their events and offer weekly virtual chats and numerous online hiring events to give candidates numerous opportunities to connect with their organization. 

With that in mind, here are several proven strategies for effective virtual recruiting:

• Host virtual job fair and open houses 
• Utilize phone interviews to learn more about candidates with strong resumes.
• Rehearse video interviews. Read more about this in our guide to virtual interviews
• Prepare for virtual onboarding
• Try to replicate as much of your existing recruitment processes as possible

Virtual Recruiting Events

If job fairs and other networking events are a key component of your recruitment strategy, you should conceive of ways to replicate the success of those events virtually. Online events still provide an opportunity for candidates to familiarize themselves with your company and your hiring team. 

Here are some basic tips for creating your virtual recruiting event:

• Choose the right platform: Conferencing software like Zoom is very popular, but there are other options like Brazen that provide greater functionality.
• Promote the event across all of your digital platforms: Everything from your website to your social media pages should advertise the event in order to maximize candidate participation. 
• Follow-up with attendees: Make sure you send an email or direct message to all of your attendees thanking them for attending and encouraging them to reach out if they have additional questions. 
• Implement metrics to track success: In addition to tracking the number of people who register and attend your virtual events, you should also calculate the conversion rate and offer acceptance rate of attendees.  

New Job Opportunities and Functions for Virtual Recruiting Teams

The growth of virtual recruiting has created new jobs, often fully remote, for workers with various levels of recruiting experience. At the entry level, you should expect virtual recruiting positions to include sourcing new talent through proprietary databases and job boards, inbound lead-follow ups and outbound calls and emails.

Entry level positions— like this Entry Level Recruiting role with Chasing Unicorns—often include thorough training programs that offer transferable skills to other recruiting positions. 

More senior positions, like this University Recruiting Lead position with TikTok, come with more responsibility, but obviously prior recruiting experience. For example: “Proven project management skills with the ability to lead multiple simultaneous projects in various stages of completion.”

Conclusion

The increasing reliance and popularity of virtual recruiting has created needs and opportunities for both businesses and workers. For companies, virtual recruiting challenges companies to match the efficacy of their recruiting efforts in an online space but also presents a chance to reach more candidates.

For applicants, virtual recruiting provides access to more jobs but also requires technological know-how in order to stand out from your fellow applicants. For both workers and organizations, those best positioned to take advantage of the opportunities virtual recruiting offers are the most likely to reap its benefits.

Hiring quality candidates requires a highly effective interview process. External circumstances can force companies to move their interviews online, creating new obstacles to best practices. In this article we cover how to best conduct an interview, focusing particularly on how to do so virtually. 

The Purpose of a Job Interview

A job interview is when an employer or representative of an employer interviews a job applicant to determine whether or not they’re a good culture fit and have the skills and previous experience required for the position.

A job interview is an integral part of the hiring process, highly relevant to the candidate experience, and important for employer branding/reputation.

How to Prepare for a Virtual Interview

Your applicants are hopefully spending a lot of time planning for their interview with your business. You should devote considerable time to planning as well.

Thorough preparation is one of the best ways to maximize your chances of a successful search. By the time an interview starts, you should already have a clear sense of what you’re looking for, with whom you’re speaking, what you’re going to ask them, and how you will allocate the time. 

Here are tips to help you prepare for an interview:

1. Review the job description and know it backwards and forwards

You’ve likely already invested  time writing a detailed job description tailored to the position for which you’re interviewing candidates. Before you begin the interview, it’s important to review the position and make sure it’s still up-to-date. If anything related to the role has changed, it’s essential for you to be prepared to address those discrepancies in the interview.

Once the hiring team confirms the description is current, make sure the people in the room have a thorough understanding of the job description. At minimum, the people conducting the interview should be well versed in the requirements and duties associated with the role. 

2. Research the candidate

This begins with a thorough review of the application materials–resume, cover letter, etc.–but might also include a look at their online profile. Note any oddities you find including gaps in employment history, unclear roles at previous firms, hobbies that may be of interest to your team, etc.

3. Scaffold the interview

Your interview should have a pre-planned structure. How many topics do you plan to discuss? How many questions do you have for each topic? In what order do you want to cover the topics?

What are the most essential items to address? How much time should you allocate to each area you plan to cover? Your plan should not take up the full scheduled time. Leave a 5-10 minute buffer to allow for follow-up questions, overages, etc.  

4. Script the most essential questions

You should draft, refine and write down the most essential questions for each interview. Script out questions that will drive insight on the applicant and assess their ability to perform the role in question.

If after conducting your research into  prospective employees, you’re left with points that need further clarification,, make a plan as to how you’ll phrase those inquiries.. In addition, verify the legality of your questions ahead of the meeting. 

5. Be prepared to answer the candidate’s questions

While your primary objective is to assess a person’s potential value to your organization, you’re also selling your company to them. Your interview team should be ready to discuss your firm’s mission, strategy, and structure as well as any benefits and perks associated with the role in question. 

Strategies for Effective Virtual Interview Questions

The best questions help decipher whether or not a candidate has the requisite skills.

Remember, the aim of an interview to assess whether or not a candidate possesses the requisite skills and experience that your company needs to be successful. The questions posed during the interview should reflect those needs, as specifically as possible.

Additionally, they should be used as a means to determine whether or not the candidate in question is aligned with your company’s values and vision. Ambiguous and generic questions won’t provide you with the insight that’s necessary to assess the profile of interviewees and ultimately determine whether or not they should be hired.

A word on generic questions: The utility of boilerplate interview questions is debatable. On the one hand, it’s likely many candidates will have rehearsed answers to these questions by the time they meet with you. For this reason many hiring managers avoid these questions. Altogether.

On the other hand, if a prospective employee is unable to give a thoughtful and articulate response to a standard question, it’s likely they also lack the more nuanced soft skills you’re looking for.

Bottom line: Generic interview questions are useful as long as you have realistic expectations about what they tell you. If you use them as a way to assess the most basic soft skills, great! If, however, they significantly influence hiring decisions you’re likely overvaluing them and could benefit from dialing back those expectations. 

Adapting Your Interview to a Remote, Virtual Format

While the previous section covers some best practices for interviews more generally, in light of recent events, many companies have had to transition to virtual interviews. 

In fact, a recent survey found that 86% of companies are using video conferencing software to conduct interviews. While these programs are beneficial in that they allow companies to adapt to unforeseen changes, they still pose several challenges for the interview process. 

Here is a list of ways to help ensure your online interviews approximate the success of your in-person ones as closely as possible. 

1. Test applicants skills before interviewing them

Consider how skills-assessment tools can help you identify the strongest candidates. 

2. Distill your questions

Try to keep your video conferencing time as short as possible. Doing so helps ensure that you use the time you have as efficiently as possibleFocus on the most important questions you need to ask and think about creative ways to cover the rest of the interview content.

3. Be transparent and communicate regularly

Make sure your applicants have a clear idea and are regularly reminded about the process. How many rounds of interviews do you anticipate, which technologies will they need access to and be expected to use, what will be evaluated at each step of the process?

In the absence of in-person interaction, transparency and consistent communication helps cultivate a personal connection between you and the people you’re speaking with. 

4. Introduce prospective employees to key members of your organization

You won’t be able to do this in the office, so devise a way to do it remotely. Consider putting together a digital multimedia package that includes things like recent articles about your company’s successes, a list of the hiring manager’s expectations for the position and how it fits into the goals of the team and business, employee profiles of relevant team members, and short videos from potential colleagues.

5. Keep professionalism consistent

A video conference interview is still one of the  candidate’s first interactions with your firm. Therefore, it’s important that you communicate your corporate culture in explicit and implicit ways. Codes of dress, appearance, conduct and so forth should stay consistent.

6. Create a distraction free zone

Choose a video conferencing space that minimizes distractions. People on both sides of the (remote) table are likely in unfamiliar territory, which inevitably creates an environment that’s difficult to focus in. Eliminating as many distractions as possible is essential.

Whichever location you choose to conference from, make sure to eliminate all audio and visual distractions. This doesn’t mean you have to sit in front of a blank white wall, but consider the background and whether or not it might attract some of the applicant’s focus.

The space you choose should be indoors and as quiet as possible. Wind from outdoor spaces or background noise from public spaces can only hurt the quality of the conversation. 

6. Test your technology, then test it again

Your time is valuable. Your candidate’s time is valuable. You need to use your time as efficiently as possible. Wasting 10 minutes figuring out how to log on or get the video or audio signal to work is not the way you want to begin an interview.

So test all of this ahead of time and make sure everything works on your end. You should also have a sense of the technical issues your candidate might face and have solutions to offer them if they do. All of this will help keep you on schedule and avoid starting the discussion on an annoying note. 

How to Schedule a Job Interview

Scheduling remotely can be a difficult task. It’s hard enough under normal circumstances to find a time when all involved parties are available. More likely than not, this will be compounded by current affairs.

The right software can streamline the scheduling process. Modern applicant tracking systems allow for mass self scheduling which takes much of the time, effort, and headaches out of scheduling for both the candidate and hiring team. 

When to Schedule an Interview

If you’re lucky enough to have flexibility when it comes to scheduling your interviews, it’s best to select hours that best respect the person’s time. This means avoiding the middle of the day or busy parts of the workday where you will likely be interrupted or rushed.

Be sure to also give yourself a buffer period before an interview in order to avoid being late and give yourself adequate time to shift gears so to speak.

Use Interview Scorecards

Hiring teams should consider using interview scorecards in order to standardize the evaluation of applicants throughout the process. Interview scorecards have a variety of benefits including providing objective assessments, aligning interviewers on evaluation points, and setting up a uniform methodology. 

Collaborative Hiring

Hiring works best when you treat it as a team sport. Allowing recruiters, hiring managers, team members, and executives to participate in the hiring process promotes transparency and collaboration throughout the hiring process.

Collaborative hiring leads to expedited hiring decisions and helps you to maintain momentum with applicants. This is even more important in our current moment. In light of the COVID 19 pandemic, organizations are in uncharted waters in a whole host of ways.

Prioritizing collaboration maximizes your chances of maintaining success and developing creative ways to meet new and future challenges. 

Want to find out how SmartRecruiters talent acquisition suite takes collaborative hiring to the next level? Check out this page for more detailed information.

Technology is a valuable asset for most companies. And like all assets, it should regularly be assessed and accounted for when taking inventory. In fact, doing so could result in substantial cost savings.

Right now you’d be hard pressed to find any business whose strategy and budget isn’t governed by cost reduction, lean operations, and fastidious efficiency. Pennies are being pinched, belts tightened, and rainy day savings called up for active duty. Understandably, financial prudence has become the ongoing order of the day. 

To that end, it’s now more important than ever for companies to meticulously examine their operating expenditures and look for ways to optimize their budgets. For some this may be inconvenient; for others it may be a blessing in disguise.

Case in point: companies who choose to reassess their legacy applicant tracking systems and upgrade to a more sophisticated platform like SmartRecruiters improve their recruiting ROI. For more context, consider the following results from our most recent (2019) annual customer value survey: 

How SmartRecruiters Improved the Recruiting ROI of 4,000+ Customers

Undoubtedly, of the above-mentioned metrics, the most important for many companies right now is Hiring Budget. But what exactly does a more efficient Hiring Budget allocation look like in real life? For one SmartRecruiters’ customer, Colliers EMEA, it looks like €1 million ($1.1 million) in savings through data-driven recruiting—in the first year alone.   

Before Colliers EMEA partnered with SmartRecruiters, they heavily relied on external agencies to source candidates, and hiring managers had to manage the entire selection process manually, resulting in high costs and lost productivity. In addition, they lacked a consistent approach in the region, and candidate data was stored across separate systems. 

The firm needed a solution that would standardize its recruiting process, empower its talent acquisition team to take total ownership, and unburden them of unnecessary overhead. 

With SmartRecruiters’ advanced enterprise talent acquisition suite, Colliers was able—among other things—to reduce their dependence on external agencies by -75% in the first year and increase their Hiring Velocity by +41%. Thus leading to an impressive cost savings of €1 million. We were able to help them attain this through a custom-tailored solution specific to their needs and objectives.

However, the following are a few of the features from our platform that can easily help your company optimize its Hiring Budget, thus reducing overhead costs.

SmartRecruit

Used by 4,000+ brands globally to attract, select, and hire top talent, SmartRecruit is a leading enterprise-grade talent acquisition platform with end-to-end recruitment marketing & candidate management capabilities.

• Full recruiting lifecycle management on 1 platform, from sourcing through onboarding
• Embedded intelligence across candidate selection, task automation, and analytics
• Marketplace of 350+ pre-integrated recruiting solutions
• Admin configurability and security standards for global & local compliance

SmartCRM

SmartCRM is a candidate relationship management (CRM) technology that helps you source & nurture talent communities. The best talent readily-available, on demand.

• Eliminate lag time from reactive recruiting
• Access engaged, qualified talent on-demand
• Improve conversion of great candidates
• Reduce spend on outbound recruitment marketing and ads

SmartAssistant

SmartAssistant is the industry’s first and only native AI-powered recruiting solution. By analyzing thousands of data points instantly, SmartAssistant automatically surfaces relevant candidates, thus allowing recruiting teams to do the following:

• Increase productivity with rapid automated applicant screening
• Boost discoverability of internal and external candidates
• Engage candidates easily with workflow automation

SmartDistribute

SmartDistribute is the industry’s most scalable, integrated job advertising solution. 1-Click posting to 300+ job boards, all managed within a single platform.

• Save time from repetitive, manual job postings
• Centralize contract management of existing inventory
• Track post-to-hire performance of all job boards in one dashboard
• Optimize budgets toward the most effective sources

SmartJobs

SmartJobs is an intelligent job advertising platform that uses programmatic technology to reach the right candidates in the right place, at the right time.

• Automated job distribution
• Increased reach & candidate pipeline
• Real-time campaign optimization
• Better recruiting ROI

SmartMobility

SmartMobility is a career mobility product for companies to engage and retain their most valuable asset — their employees.

• Increase internal mobility by giving employees priority through a private Internal Jobs portal
• Differentiate screening processes for external and internal applicants
• Manage all internal hiring activity from one dashboard

Interested in upgrading your ATS? Let’s talk! For a limited time, SmartRecruiters is offering eligible companies a below-market-rate offer for a complete and flexible talent acquisition platform that is easy to use and can help drastically reduce software and service costs