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Attracting quality candidates is the number one goal of all talent acquisition professionals. Identifying the best approach to filling open positions with best fit talent will vary depending who you ask. In my opinion, the key is advertising positions where qualified candidates are looking – and providing a great candidate experience.

Be Visible, Be Accessible

It’s a simple concept: post open positions where qualified candidates can find them.  The challenge is accomplishing this goal at a reasonable cost. The good news is that there are affordable and effective tools available to HR professionals such as search engine optimization and mobile optimization. Did you know that 49% of candidates turn to a web search when looking for their next career fit?  Search engine optimization helps your site achieve higher rankings by search engines, grabbing prime online real estate and driving traffic to your site. Mobile is also a huge piece of the puzzle since 72% of active candidates say they have viewed a company career site on their mobile device. With mobile optimization, your company’s site is available to visitors across all platforms whether they are using a desktop computer, mobile device, or a tablet – allowing you to reach job seekers on the go. Utilizing tools that make your job postings more visible and accessible guarantees that candidates will see your company’s jobs when they’re searching the web for their next career. Luckily, these two attributes work in tandem; mobile-friendly web design results in increased SEO.

When it comes to mobile, it is important to note that not all mobile experiences are created equal. Some mobile sites provide a limited experience compared to desktop sites, leaving out important information. A mobile responsive design offers job seekers the same information they would see on a desktop and provides the best viewing experience. The idea is to create a fluid exchange on your mobile career sites with job seekers, offering them all the details they need, so they can decide immediately if they want to move forward with applying.  If job details are missing or difficult to read, there is a high probability that the job seeker will look elsewhere. In order to win the war for talent, open positions must be accessible and provide the same important information across all devices.

It’s All in the Experience

It’s no secret that the candidate experience is a major factor to consider when forming a talent acquisition strategy.  Job seekers now have more access to job listings and can be more proactive about their job search. The days of waiting for the Sunday paper to arrive in the driveway with a finite number of local openings are well behind us. Candidates now have a much larger stake in the job search process and mobile devices have led this charge.

The percentage of smartphones in the world is increasing each day and it is in every company’s best interest to optimize their candidate experience for mobile devices.  The key here is to provide the same experience regardless of the device that is being used.  Qualified candidates are more selective job seekers. In fact, 40% of candidates abandon the application process when they begin experiencing a process that is not optimized for their device.  The candidate experience is crucial in the race for quality talent.

If your organization has not yet begun putting together a mobile talent acquisition strategy, now is the time.  Only 20% of the Fortune 1000 companies have a mobile-optimized website, while an increasing number of job seekers are looking for a mobile-friendly experience.  Something must give — and that something should be the adoption of a mobile-friendly career site.

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The workforce is in a state of generational transition right now: baby boomers are aging out and millennials are arriving in hoards. Indeed, soon enough, the millennials will outnumber everyone else in the office: by 2025, millennials will make up 75 percent of the worldwide workforce, according to Deloitte.

The result of this transitional period is that more and more millennials are finding themselves in positions of leadership early on in their careers. Writing for Forbes, Josh Bersin, founder and principal at Bersin by Deloitte, says that 50 percent of working millennials surveyed by Deloitte last year were already in leadership positions. Of working millennial respondents, 44 percent had only 3-5 years of experience, but 41 percent of millennials have 4 or more direct reports.

By and large, the millennials do not feel ready for these leadership roles: half of them believe their organizations could do more to develop future leaders.

Organizations have found themselves in a curious place: significant portions of the global workforce feel underprepared for the workplace; meanwhile, those who have experience are rapidly aging out. What do we do about this?

One of the most effective ways to handle this “preparation crisis” is to establish a mentorship program at your organization.

The Benefits of a Mentorship Program

When your organization implements a mentorship program, it puts new talent into direct, steady, personal contact with the people who represent the best of your organization. Employees who come in feeling unprepared now have a constant source of support, guidance, and inspiration. Employees who participate in mentorship programs stand to gain a lot:

  • Behavior: Mentors can act as workplace behavior role models for new employees, showing them the ropes when it comes to expected etiquette, dress, and so forth.
  • Attitude/Culture: For employees to thrive in your organization, it is key that they fit with and assimilate to your workplace’s culture. Mentors serve as personal connections to the culture. Rather than expecting employees to pick up the culture on their own, mentorship programs make culture explicit.
  • Motivation: Mentors can be important sources of motivation and inspiration, especially for employees who are struggling to adjust to their new roles.
  • Skills: Mentors can also impart hard and soft technical job skills to mentees, guiding them through everything from how to use specific computer systems to how to give and receive feedback in civil ways.
  • Networking: Mentors are important parts of their mentees’ networks, and they can help them build stronger professional networks by introducing them to key contacts.

This isn’t conjecture: a study conducted by The National Center for Biotechnology Information found that “mentoring was significantly related to favorable behavioral, attitudinal, health-related, interpersonal, motivational, and career outcomes.”

And it turns out that mentors, too, benefit from the arrangement: a study published in the Journal of Vocational Behavior found that “compared to colleagues who did not mentor, individuals who served as mentors within their workplace reported greater job satisfaction and commitment to the organization. In addition, higher quality relationships were associated with even greater benefits.”

All of this is good news for your organization — prepared, competent, committed, and engaged employees means a more efficient and productive workplace.

Tips for Starting a Program

If you’re interested in starting an organizational mentorship program, there are a few steps you need to take:

1. Research the mentorship programs at other companies. Find out what worked for them and what didn’t. See what you can use for your own program.

2. Establish criteria for what your organization’s mentors need to be like. High earners? Cultural ambassadors? Team leaders? Use the criteria to find employees who would make good mentors.

3. Think about how you will pair mentors and mentees. What criteria will you use? How will you determine what mentor is right for an employee? Remember — you can’t just assign any employee to any mentor. You need to make sure you’re matching people who have the potential to build strong relationships.

Of course, these are just some brief tips to get you started. There’s a lot more information out there to help your organization start a mentorship program, including: the Chronicle of Evidence-Based Mentoring, Score, and the U.S. Small Business Administration.

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Networking is a critical component to both our professional and personal lives. In business, networking can open up new business deals and new career opportunities. As for our personal lives, it keeps us connected to people and gives a chance to help others. Having a strong professional network helps you stay on top of new trends in your industry and potential job opportunities. But networking is more than just collecting LinkedIn connections or acquiring business cards, it’s about building relationships and exchanging information. Building a successful network takes time and requires some effort, but the results can be invaluable. Here are some helpful tips for building a successful network:

  • Know Your Network – In order to be successful at networking it is important to get to know who you are connected with. Take the time to understand what excites and interests the individuals you’re connected to. Pay it forward by introducing people within your network who have similar interests and help others expand their professional reach.
  • Share information – Networking should be a mutually beneficial relationship. Do your part by posting job openings, sharing interesting articles about your industry, or displaying blog posts your network may find useful. By posting open positions at your company that are relevant to people you know, you could help someone who’s looking for work and even earn some rewards through an employee referral program at your organization. When sharing resources also consider, sending articles directly to the people who you think would benefit from the information. Adding a little personal touch goes a long way. When you keep others in mind, they’re more likely to look out for you in return – that’s the key to networking.
  • Proactively Stay in Touch – Regularly check in with colleagues, friends, and former business associates. Keeping in contact with people you have met throughout your career is important and remember, don't just reach out when you need something. By building relationships with a few key contacts you’ll ensure that you’re top of mind if they come across a professional opportunity that you’re a good fit for.

Networking opportunities are everywhere you go – from lunches, to coffee breaks, to elevator rides. Remember to be yourself, show interest in others, and act as if you are always on stage. When you are at events and social gatherings be sure to leave a consistent and positive impression with the people you interact with. Although networking can take some time and effort before you see results, it is a powerful tool for advancing your career and it gives you a chance to help others.

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Jonathan has been in the executive search and staffing business for the past 14 years. He brings a high level of passion, energy and integrity to each project with talents including Brand Management, Video Production & Film, Consulting, and Training. He has been a key board member of the North Carolina Association of Staffing Professionals since 2002 and served as President in 2009 and 2010.  He has been a speaker/trainer at various recruiting conferences: NCASP, SCAPS, GAPS, TAPC & NNEAPS in addition to in-house training, consulting and coaching.  Jonathan also teaches the martial art of Aikido and is a 4th Degree Black Belt/Certified Instructor in the United States Aikido Federation.  In 2009, he Co-Founded Mez Media and would focus on driving online digital marketing including Email Marketing, Website Development and HD Video Production for its clients.

Having spent the last 15 years in talent acquisition, corporate executive recruiting, training and consulting, I’ve had the opportunity to interact with a lot of talented professionals.  Both on the candidate and hiring manager side from Fortune 50 companies down to small regional privately held firms.  As technology has advanced and transparency is more relevant and important than ever, it can be a struggle to set your brand apart from the competition – from a marketing standpoint that is.  In 2009, more than ever, I saw owners like me struggling to build a contemporary website. The use of video was scarce and when used, only real techie people truly appreciated it.  Email was going strong, but people still didn’t know how to write a proper email and they certainly weren’t doing email marketing.  Only a few actually used a mail merge function in their ATS/CRM and again were struggling to get results.

When I co-founded Mez Media, our primary mission was to educate owners/managers, recruiters and professionals in the executive recruiting and staffing profession about digital marketing.  We wanted to offer solutions that would fit almost any budget.  So, fast forward to today and here are the top three things we are consulting on more than ever.

  • Turn your website into a ‘cash register’. Your website needs to be operating like a high end Italian sports car.  It needs to be fully loaded and have all the bells and whistles.  Your website, and more specifically, a mobile version can be your number one or number two source of revenue if designed, developed, and managed properly.  It needs to be fed with updated, engaging content built to educate your prospects through various media channels.  Video and radio (podcasting) on your site needs to include engaging graphics that tell a story about your brand.  All copy should be concise, short, and sweet, in order to build a following. Your website needs to make people want to come back and visit it each week.


  • Every sports car needs a high performance, huge horsepower engine.  To me, that’s simply video.  If you can showcase your organization’s culture, leadership, and staff through a series of stories and creative motion pictures, you will increase your following immensely.  No more green screen.  No more static shots, or wide angles of you standing or sitting with a fichus plant coming out of your head.  More and more organizations are creating that ‘mini film doc’, a 120-180 second fast-paced, quick cuts, film-like video that grabs your audience, educates them, and engages them better than any written word can do.


  • Finally, to maximize your performance, you need to take that sports car out on the race track.  This is where you can get your website huge traffic.  Email marketing is a science.  What to say, how to say it, what to show, how to deliver, and when to deliver is crucial to getting inbound traffic and revenue to its peak.  Communications should be educational, positioning your company as a thought leader. It’s about sharing – not selling.

The bottom line is to get the sports car (new, exciting website), put a serious high performance engine in it (HD corporate film/video), and drive it in a place where it will perform at its peak (email marketing).

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I joined iCIMS nearly four months ago and forgot how much I missed campus recruiting until over 20 interns started at our Corporate Headquarters in Matawan, New Jersey a few weeks ago. Bright eyed, eager and ready to tackle the world… it brought me back 10 years ago when I first started my career in Human Resources. I began as an undergraduate campus recruiter and later moved my way into MBA recruiting for one of the world’s largest banking institutions. I was fortunate to have the opportunity to not only develop and execute the strategy for hiring over 100 summer interns, but also ran their hands-on 10-week intensive summer program. It was unlike anything I’ve ever experienced. By the end of each summer, I had such a strong sense of accomplishment and felt that I was part of building our future leaders. I never worked or traveled more in my life, but it has been the most highly rewarding aspect of my career. It taught me a great deal – not just about recruiting and managing millennials, but about myself and what I have valued most in my career.

As any campus recruiter knows, university recruitment is time intensive with extensive travel, coordinating on-campus presentations, lining up attendees and interviewers, and then onboarding a group of new recruits. After putting in all that leg work, you want see results, but what if you’re not the big man on campus? The good news is there are a few things you can do to stand out during campus recruitment, even as a small organization.

Understand What Students Want
Students are bombarded, especially MBA’s, right at the beginning of their first semester. Hundreds of companies are on campus, vying for their precious time. The real challenge for recruiters is attracting top talent, especially those with skills that are in high demand. While career fairs are obligatory to attend from a marketing and branding perspective, I always felt that the higher touch, unique offerings were more of interest to the students. Conducting reverse mentoring sessions is a great way to stand apart from other organizations. These sessions let students voice what they want from potential employers. For me, the consistent theme was that students wanted more one-on-one time to learn about the organization and its culture vs. an information session that had a start and end time. After conducting several of these sessions, I was able to make our presentations more valuable to students and, in turn, the audience was more engaged since I was giving them the information they wanted.

Be a Resource for Students
During a valuable reverse mentoring session, I learned that students were looking to gain new skills that can be transferred to any job. I took that information back as an action item and set off on developing a workshop series that offered advice for students from recruiters. These smaller sessions are a chance to spend some face time with engaged students. A one hour roundtable structure over lunch or coffee works well since students feel comfortable and encouraged to talk about what is on their minds and what they would like help with. It’s a chance for students to learn interview skills, what to expect in the interview process, and how to prepare for an information session or a career fair directly from recruiters. In this informal and open forum, everyone benefits. While students gain important job seeking advice from the pros, recruiters have an excellent branding opportunity, showing students the culture of their organization and their commitment to the university. While I recognize that many career services offices offer similar types of workshops and some schools require students to take specific career preparing coursework, I have found that hearing from companies and alumni further resonated with students and made the process even more real.

Strategies for On-Campus Success
There are so many simple things that recruiters can fold into their routine to make a mark during campus recruitment. Some strategies I suggest are:

  • Demystifying the Campus Recruitment Process – Shed some light on your company’s (or the overall) campus recruitment process. Giving students the “keys to the kingdom,” if you will, intrigues students and shows them you are vested in their development, whether they are hired for your company or not.
  • Target Rising Sophomores and Juniors – By engaging students earlier in their college years, it helps to build an early outreach pipeline, and also teaches those students how to navigate the process. By coaching them earlier on, you are continually developing a pipeline.
  • Spend Time With Students – Take the time to get to know a few key recruits. By spending the time with the students up front, you will have more value-add interactions, stretching the limited resources a bit further.

After using these strategies for your campus recruitment you are sure to see results. In my experience, we’ve measured success with feedback from students. The response was overwhelmingly positive, with students indicating that the workshops were "unlike anything they had received before". Another student commented on our recruitment session, "I never knew about the company beforehand, but after spending time, I am very interested in pursuing internship opportunities."

When you are planning your recruitment events for this coming fall, ask yourself: what can you do to stick out and make an impact where students will remember you? They will get such a strong glimpse into your culture.

Good luck and see you on campus!

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We all want to hire a winning team, but in such a competitive environment, an outstanding employment brand is required to attract the best and brightest. While most talent acquisition professionals know in theory that a company’s employment brand is important, few really recognize the candidate experience is the most important element of that brand. To that end, iCIMS Hire Expectations Institute has pulled together these 10 tips to help you create an excellent candidate experience.

Recruitment Marketing

  1. Develop a comprehensive recruitment marketing strategy including search engine optimization, social media, and job board posting.73% of Americans participate in social networking, 50% of candidates perform a Google search to start their job hunt, and 49% look for work on job boards. A comprehensive recruitment marketing strategy will help drive candidates to your jobs.
  2. Post your company’s jobs on multiple major social networks to make them widely accessible and improve return on investment. Research has shown that different social media serve different audiences and result in different social recruiting return on investment. The best social recruiting strategy is diversification among the major social networks like LinkedIn, Facebook, Twitter, and Google+. 
  3. A strong social recruiting strategy engages job seekers by coupling easy access to jobs with useful content.  In addition to sharing jobs socially, the best recruiters have found that content about your company culture, networking events, employee spotlights, and tips on how to be successful in the job hunt will engage candidates and shows them that your organization cares.

Career Portals

4.A fully-branded career portal engages candidates while immersing them in your employment value proposition. Your employment brand is extremely important to attracting and engaging candidates that fit your organization. Use your branding to show candidates what your company is all about, what values your company holds dear, and what a new hire can expect from the company and its management.

5.Career Portal content such as employee testimonials and meet-the-manager / meet-the-team videos helps to engage candidates. In addition to improving candidate engagement, this type of content will allow candidates to see and understand your company culture in order to decide whether they are a good fit for your organization.

6.86% of today’s job seekers are mobile and, therefore, your company’s application process must be mobile too! Many candidates learn about available jobs on their smartphone through social network updates or via email alerts. You need to make it easy for them to apply right then and there rather than relying on the candidate remembering to come back later!

7.Save job seekers time and data entry. Make sure that your career portal allows them to apply using their social media profile. Today, more and more job seekers are maintaining up-to-date LinkedIn profiles. Save the candidate from redundant data entry by allowing the candidate to pull their information from their LinkedIn profile. Showing consideration for the candidate’s valuable time, creates a positive impression about your company. 

  1. Make sure that your company culture is clearly indicated on your career portal!  In this way, you will appeal to the candidates who want what you have to offer and allow candidates who are not a good fit to screen themselves out.
  2. Job Seekers prefer employers that offer career development (job/skills) training, and have a strong reputation for modern processes, management, and technology adoption. If your company has these benefits, make sure that it is clearly highlighted on your career portal to attract the best candidates. If you don’t offer these benefits, consider adding them to strengthen your employment value proposition.
  3. Make sure that applications and resume submissions get a reply, even if it is automated. A great candidate experience is accessible, fast, easy, and engaging, but most of all it is personal. While candidates prefer a personal reply, even an automated reply serving to set their expectations is better than silence. If you don’t have the resources to reply to each candidate, ask your technology vendor about their auto-reply options.

If you’d like to learn more tips like these, check out iCIMS Hire Expectations Institute for immediate access to industry news and best practices in sourcing, recruiting, and onboarding. Our proprietary research is available for free to help you achieve your business goals.

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In 2013, the HR world flourished with more and more companies hiring and continuing to grow. For example, according to our data, over 200,000+ more people were hired this year by iCIMS clients compared to 2012. As we look at the big picture, some major hiring shifts emerge. By taking a look at the hiring trends over the past year, we can provide insight into where our clients found their top quality source of hire and learn how to leverage that information in future recruiting strategies.

Tapping into our client base, we analyzed over 2,000 clients’ source effectiveness reports. These reports show the recruitment advertising sources and the number of candidates coming from each. They also looked at the stage in which each candidate moved into the hiring process and whether they were ultimately accepted or denied. By comparing this report to previous years, a pattern starts emerged.

The report results were gathered through the automated source tracking tool inside the iCIMS Talent Platform. We were able to filter out self-identified information and focus instead on the true origin of the candidates; through source code tracking. The tool automatically locks in the true origin of the candidate and gives validity to the report. This report speaks to a wide audience as information for these reports were collected from companies ranging from small ‘mom & pop’ stores with only 10 employees, to global enterprise corporations well over the 100,000 employee mark. Overall, the data collected gave insight into over 2 million job postings, 19 million applicants, and 600,000+ hires.

Taking a closer look at the 600,000+ hires we broke down hiring sources into external and internal sources. External sources accounted for about 26 percent of the new hires (charted below), whereas internal sources like referrals, internal hires, and career sites, accounted for a whopping 74 percent of the new hires. Compared to data collected last year, we see almost identical occurrences (25 percent and 75 percent respectively last year). These numbers indicate that iCIMS clients are continuing to take advantage of the tools being given to them for outsourcing jobs via corporate sites or in-house portals.

These figures are great to see, for the sheer fact that it proves clients are utilizing our sourcing tools. However, the data also points to the fact that external forces are still playing a major role in today’s hiring process. Branded external sources stand out, with contributions from Indeed, CareerBuilder, Craigslist, Monster, LinkedIn, SimplyHired, CampusRecuriting, Facebook, Workopolis, and Glassdoor. As in previous years, Indeed is leading the way in obtaining 3rd party new hires which accounted for 30 percent of the new hires in 2013 from external sources.

Our clients are also sourcing hires through third party recruiting agencies, traditional job boards, and job or career fairs. We saw growth in the field of traditional job boards since last year with 29 percent of new hires from external sources compared to 22 percent last year. Another major statistical swing came in the form of recruiting agencies taking a hit among our clients, dropping from 29 percent of new hires last year to just 10 percent this year.

So what does this information mean, and how what can we expect in the coming years? Well first, it displays a shifting standard. Many people are now conducting independent research for jobs, so recruiters need to realize this fact and adapt. In order to capture candidates while they are searching jobs, recruiters need to focus on displaying a consistent brand across their company’s career site, social media networks, and communications, and leverage search engine optimization tools in order to better position their jobs on major search engines. In a world full of instantaneous access to information, people are going to continue to independently search for jobs; instead of waiting on a third party to present it to them. A digital presence is more important now more than ever and recruiters should focus on their overall company brand on the web to continue expanding their recruitment efficiency.

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Selecting an Enterprise Resource Planning (ERP) recruitment solution versus a best-in-breed talent acquisition solution is common these days, especially as companies look to reduce costs. What companies should also consider is that cost reduction is not necessarily a worthwhile tradeoff when it comes to “winning the war for talent.” 

Identifying top talent can be a challenge.  HR professionals need a platform that can efficiently track applicants, is easy-to-use for both employees and applicants, and is configurable enough to empower users to streamline their own unique process.  Recruiters need to maximize their focus and put all of their attention into attracting, organizing, communicating, and retaining top talent for their companies.  They should not be spending their time with data entry.

The Solution: Best-in-Class Integrations

The best way recruiters can save time is through a system integration, the process of bringing together your vendor subsystems into a single platform and ensuring that the systems function together seamlessly. This way, companies can optimize and streamline their recruitment processes by automating feeds between their applicant tracking system and other vendors such as assessment, background check, and job requisition providers. With an integration, pre-hire processes can be completed with speed and accuracy – eliminating the need to check multiple systems for information.  There are many success stories from companies that are benefiting from reduced turnaround times and system simplicity by integrating their current ATS with vendors.

The Power of Using One System and the Benefits of APIs

Recruiters should be able to focus on the tasks at hand within the recruitment lifecycle without having to leave the ATS. The use of application programming interface (API) allows users to see just one interface, but behind the scenes, vendor applications need to work together. This type of integration is seamless, since the user never notices when software functions are handed from one application to another. An API specifies a set of functions or routines that accomplish a specific task or are allowed to interact with a specific software component.

Web Service API and integration tools allow recruiters to share data between their ATS and other recruitment vendors without extensive customization, which involves far more time and technical resources  Examples of these types of recruitment vendors includes tasks like sourcing, screening, building relationships, background screening, tax credit processing, I-9 processing, offers, etc.  Simplifying the process by which information is gathered and stored allows recruiters to focus on their number one priority: finding top talent, which is of course the ultimate goal of a well-functioning ATS.

By eliminating manual data entry, companies also prevent common errors that can slow down the recruitment process. Integration technology establishes a direct line of access to the information their vendors need, thus avoiding the hassle of having to log-in to several websites.  This in turn reduces typos, transposed numbers, and other similar mistakes.

Additionally, ensure your ATS Professional Services team has a breadth of experience with API’s and other interface programs provided by the leading vendors. An experienced Professional Services team will put your company in the best position for success when integrating virtually any third party HR system.

To win the war for talent, organizations without ATS integrations should reassess their systems. If you are a recruiter, raise the issue to your management team. If you are a recruiting manager, initiate a dialogue with relevant people in IT to start the ball rolling and discern what is feasible and reasonable for your organization and system-specific requirements. If you are a recruiting technology manager, prioritizing technical needs is important. Even before tackling integration issues, make sure recruiters can access and fully utilize the ATS itself. Then focus on the system integration opportunities your organization should be reaping benefits from and allow recruiters to do what they love….Connect, Recruit, Onboard.

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Statistics show that approximately 92% of businesses are using social media in their recruitment efforts.  And it’s no wonder, considering how prevalent social media is in our culture today. Still don’t believe social recruiting is wave of the future? Consider this:

With so many people using social media, it is one of the most valuable places to find the best talent for your organization.

Despite the fact that so many talent acquisition professionals are dabbling in social recruiting these days, many still struggle to prove a positive return on investment (ROI) for their hard work. To that end, iCIMS performed extensive research analyzing over 60,000 jobs posted on social media in 2013 in order to help recruiters develop a social recruiting strategy that actually produces a positive ROI.

Before moving into the research results and insights, let’s take a second to define return on investment. In the simplest terms, return on investment means that an organization needs to be sure that the time and effort dedicated to social recruiting produces some type of positive result for the organization. For recruiting purposes, the ‘positive results’ of social recruitment (or the return on investment) can be measured in terms of employment brand awareness and/or an increase in the number of viable job applicants.

Now, it is probably obvious why an increase in the number job applicants is a positive return on investment, but why do we also consider employment brand awareness a positive return on investment? It’s simple: employment brand awareness is imperative when it comes to attracting the best candidates and filling your organization’s candidate pipeline for future openings. The candidate pipeline that you begin building today will reduce your time-to-fill and cost-to-fill in the future.

With these two ROI opportunities in mind (employment brand awareness and applicants), iCIMS social recruiting research provides valuable insight that you can use to design a social recruiting strategy that maximizes your organization’s return on investment.

Ultimately, the results were thought-provoking and in some cases somewhat surprising. So, what did we find? Here’s a preview of what you will find:

  • Jobs posted on Google+ get nearly 4x more job seeker views per job. This means that Google+ is an excellent platform for companies to expand their employment brand awareness.
  • Nearly half of all of all people viewing jobs on Facebook apply for a job. By this measure, Facebook provides employers with the best conversion from candidates “just looking” to candidates actually applying for a job.

Now, you must be wondering, what about LinkedIn and Twitter?  Yes, LinkedIn and Twitter are in the report too. Overall, we found that strategic posts to all four of the major social networks are imperative to a strong social recruitment strategy with a positive return on investment. It’s all about how you use them!  But, if you want to know more than that, you will have to check out our new infographic, “Know the Facts & Improve Social Recruiting ROI,” available free from iCIMS’ Hire Expectations Institute

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I think it is safe to say that most companies have received the memo about the importance of a solid onboarding process. While they received the memo, there are still a significant number of companies that either do not have a formal onboarding process or have implemented one without proper deliberation.

According to a 2013 Aberdeen Report, companies with a best-in-class onboarding process retained 91% of employees within the first year. For companies with industry-average onboarding processes, that number drops to 70% and then 30% for laggard companies. These numbers indicate the significance of not only having an onboarding process, but the necessity for quality in the process output. Essentially, it is no longer a wise business decision to refrain from investing in onboarding. With retention concerns as an ongoing dialogue in companies, making sure your new hires are adequately supported and prepared to contribute is paramount.

There are so many statistics out there regarding onboarding, how do you know what the appropriate approach is for your organization?

Here are five things that you should be considering when developing and deploying an onboarding process:

  1. Onboarding is not your new hire orientation. While your new hire orientation is one of the facets in the hiring process that facilitates onboarding new hires; one should not mistake the orientation itself as the method of onboarding. There should be several components to your onboarding process- new hire orientation is just one of them.
  2. Streamline your hiring process prior to investing in an Onboarding platform. As the saying goes, garbage in, garbage out. The worst thing any company can do is to take an inefficient process and apply it to a new system in hopes that the system will magically improve it. Take the time to look for inefficiencies and create a more lean process in support of any onboarding system you implement.
  3. It’s not just about collecting paperwork. Yes, one of the necessary and efficient uses of an onboarding system is task management and collecting new hire paperwork; but what about incorporating training components? How about video messages from your recruitment team or CEO that provide tidbits on getting settled in their new role? Get creative and make onboarding a company experience.
  4. Onboarding is a collective effort. We speak about onboarding quite frequently from an HR perspective, but how are we training our hiring managers and ancillary staff in support of this process? Everyone that touches the hiring process has to be on the same page with regard to how you approach the onboarding of new hires. This is the only way to ensure the consistency of your message and delivery.
  5. Onboarding of a new hire does not stop once they are hired. Onboarding extends well beyond the first day of work. That new hire needs to be followed as they get acclimated to your company for a minimum of one year to ensure that they are receiving the proper support and resources needed to do their job successfully. This is where you get ahead of flight risks and potential turnover issues before they become exit interviews.

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HR Thought Leadership