Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.Learn more
Communicate effectively and efficiently with the candidates that can drive your business forward.Learn more
Select the right candidates to drive your business forward and simplify how you build winning, diverse teams.Learn more
Help your best internal talent connect to better opportunities and see new potential across your entire organization.Learn more
Communicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.Learn more
Access tools that help your team create a more inclusive culture and propel your DEI program forward.Learn more
Rebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.Learn more
Accelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.Learn more
Attract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.Learn more
Simplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.Learn more
Your business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.Learn more
Build an engaging, high-converting talent pipeline that moves your business forward.Learn more
Deliver the innovation your talent team needs, along with the global scale and security you demand.Learn more
Deliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.Learn more
The #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.Learn more Talk to sales
Attract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.Learn more Talk to sales
Build talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.Learn more Talk to sales
Simplify employee onboarding with automated processes that maximize engagement and accelerate productivity.Learn more Talk to sales
Improve employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.Learn more Talk to sales
Modernize, streamline, and accelerate your communication with candidates and employees.Learn more Talk to sales
Transform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.Learn more Talk to sales
Get robust analytics that help you make sense of your data and illuminate your talent pool.Learn more
Simplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.Learn more Talk to sales
Get a complete picture of all your candidates and enable conversations with context through a single, unified, and dynamic profile.Learn more Talk to sales
We believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.Learn more
Thousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.Learn more
The iCIMS Talent Cloud delivers a secure, agile, and compliant platform designed to empower talent teams, job seekers, and partners with advanced data protection and privacy.Learn more
How the American Heart Association's innovative hiring approach creates a healthier world.Learn more
Check out this month's featured partner, Accurate, on the iCIMS Marketplace.Learn more
Streamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.Learn more
Increased productivity, smarter data usage, and empowered hiring teams–that’s the power of the partnership between Ceridian Dayforce and the iCIMS Talent Cloud.Learn more
Our award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.Learn more
Our partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.Learn more
Expert guidance about recruitment solutions, changes in the industry, and the future of talent.Learn more
Learn how we translate our data into actionable insights for our customers.Learn more
Stay up to date with the latest terminology and verbiage in the HR software ecosystem.Learn more
See what today’s top analysts and researchers say about the iCIMS Talent Cloud platform.Learn more
Join us on Dec. 14 at 2:30 p.m. ET for a live discussion about how employers can build capable, diverse teams heading into 2022.Register now
The bull market has turned bearish, with employers evaluating how to evolve their business and workforce needs moving forward. What does this mean for graduates of the class of 2020? What impact will it have on rising college seniors? Let’s explore the impact on higher education, entry-level hiring, and university recruiting.
Dialing back on bringing on new entry-level talent is an unfortunate outcome of the times. Job offers received ahead of graduation may be withdrawn or delayed, according to a poll conducted by the National Association of Colleges and Employers (NACE). Undergraduates who secured summer internships are facing similar plights, with Glassdoor reporting that internship opportunities have dropped 52 percent since early March.
Students are also reassessing their options when it comes to work. According to Ivy Research Council, the pandemic has made close to half of students reconsider their job or industry preference, and nearly a third reconsider job location. Employers like Apple are recognizing and capitalizing on this trend with more fluid job requirements that open positions up to larger pools of talent: “We are fans of non-linear career paths and self-taught creators. There are no specific educational requirements, but curiosity and knowledge around building, making, and storytelling is a must.”
Thinking differently is a must right now. It will be essential for employers to strategically approach entry-level hiring and university recruiting so that they do not see a rift in their workforce in the coming months and into 2021.
Here’s how to do that:
Stay connected. While you may have had to freeze offers or cancel internships, you don’t have to pause engagement.
Our research found that nearly 2 in 3 recruiting professionals say they have been ghosted by a candidate in the past year. While current circumstances have shifted the power back to employers, losing a candidate after putting in so much time and effort to find and hire them is not in anyone’s best interest.
Keeping relationships warm will be key in building back up your workforce once you are ready. Candidate relationship management technology and text recruiting tools help you to communicate more efficiently and at scale with the employees that were put on hold.
And, developing a virtual mentorship program can help you create meaningful connections with interns that you had planned to bring on board. Deloitte UK is offering a voluntary four-week virtual mentorship in lieu of its internship program. Students will be given a mentor and provided the opportunity to work alongside Deloitte employees to learn about possible careers at the organization.
Embrace virtual recruiting tools. Pre-pandemic about 3.6 percent of the U.S. employee workforce worked from home at least half the time.
These days, telecommuting and remote work has become the norm for most businesses. According to an article published by Bloomberg, “Users of Microsoft Teams soared to a new daily record of 2.7 billion meeting minutes in one day, a 200% increase from 900 million on March 16, the company said on April 9. Even amid security concerns, Zoom has gone from being used by 10 million office workers a day to more than 200 million people.”
As we march forward, it will be essential to not only work virtually but to embrace virtual recruiting and virtual hiring. Employers will need to think differently, using online networking and recruiting events to connect and initiate relationships with recent and soon-to-be graduates. Virtual career fairs enable recruiters to meet with candidates at scale. These virtual events are quite similar to those held on campus: your recruiters can share information about your company, discuss your hiring process and open positions, and answer questions from students via online chat.
Consider alternative workforce options. Thinking strategically about the talent you need now and in the future is crucial.
Some organizations may find themselves needing to rapidly hire large workforces; others may benefit from hiring temporary talent or gig workers on a contract or project basis. A gig role is a great way for newly minted graduates and students to get their foot in the door, especially in the current climate. (Here’s what we’ve learned about gig workers.)
The good news is entry-level talent is open to these types of alternative work options. Among the class of 2020 graduates, 22 percent are very likely to get a job in the gig economy to supplement their main income. And, 1 in 5 Gen Z employees already have a “side hustle” in addition to their main job.
Are you ready to take your university recruiting strategies virtual? Check out our eBook, Keep Your Business Running with Virtual Hiring, to learn how you can kick start hiring your entry-level workforce now.
November 1, 2021