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Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
Learn moreSelect the right candidates to drive your business forward and simplify how you build winning, diverse teams.
Learn moreHelp your best internal talent connect to better opportunities and see new potential across your entire organization.
Learn moreCommunicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.
Learn moreAccess tools that help your team create a more inclusive culture and propel your DEI program forward.
Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild 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 salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesGet exclusive intel on industry and market trends along with expert one-on-one advice.
Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild 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 salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesGet exclusive intel on industry and market trends along with expert one-on-one advice.
Learn more Talk to salesHow a beloved restaurant hires 40,000+ annually with a great candidate experience.
Learn moreThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
Learn moreTogether we’re creating the world’s largest ecosystem of integrated recruiting technologies.
Learn moreExplore our network of more than 300 certified, trusted third-party service and advisory partners.
Learn moreUncover unique market insights, explore best practices and gain access to talent experts across out library of content.
Get resourcesExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreStay up to date with the latest terminology and verbiage in the HR software ecosystem.
Learn moreEmployers everywhere improve hiring efficiently and save money using iCIMS. Estimate the potential business value you can achieve.
Learn moreDive into the Class of 2023 Report highlighting this cohort’s expectations and where employers are willing — and able — to meet them.
Watch nowPartner with iCIMS to build the right strategies, processes, and experience to build a winning workforce.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreThe 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 moreView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
Learn moreGet to know the award-winning leadership team shaping the future of the recruiting software industry.
Learn moreWe 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 moreiCIMS is committed to being a responsible and ethical corporate citizen, which is why Environmental, Social and Governance (ESG) initiatives are strategic imperatives.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
Learn moreLet’s get in touch. Reach out to learn more about iCIMS products and services.
Learn moreWhen writing a job description, it’s natural and even practical to default to the elemental functions of the role: the degree required, experience level, technical skills, etc. That’s all well and fine, and will do the trick to get the idea across. However, if you’re hoping to attract dynamic job candidates, you have to be dynamic in your thinking about the role and your expectations for it.
In a broader sense, how do you define a successful employee? Is it simply showing up on time, staying late when necessary, and ticking off a list of tasks? Probably not. More likely, those who shine brightly within the company walls have much more basic character traits in common. It’s often the intangible nuances of their personalities that make employees both trusted allies to colleagues and respected and valued by leadership.
In reference to Generation Y at least, which is defined as those born between 1977 and 1994 and is quickly becoming the majority of the American workforce, over 60 percent of managers agree that soft skills are the most important when evaluating an employee’s performance. This was followed by 32 percent citing hard skills and only 7 percent social media skills. This may seem contradictory to the value placed on “digital native” workers for their inherent technical abilities. But, when breaking down which soft skills were most important, managers chose the ability to prioritize work, having a positive attitude, and teamwork skills as their top three requirements for management roles. THESE are the basic traits that every employee needs to succeed in nearly any kind of work environment.
For many years, this was the purpose of the cover letter, to give job seekers the opportunity to set themselves apart and add some individuality to their application with anecdotal information. As cover letters continue to decline in prevalence in favor of simpler mobile and social application processes, hiring managers need to find more effective ways of evaluating a candidate’s soft skills, such as creativity, willingness to learn, leadership, teamwork, and communication.
In the digital age, job seekers have to be hyper-aware of their online persona and the impression it leaves on potential employers. According to an iCIMS survey, 76% of recruiters say that they perform Google searches on candidates and 40% reported finding publicly available information that disqualified a candidate from consideration. Knowing this, a responsible, mindful job seeker will take care to curate their public online persona to best highlight their personal strengths and at least moderate any unsavory content. If you’re able to Google search a candidate and easily find evidence of flippancy, discrimination, rudeness, and/or high-risk behavior clearly illustrated in their shared content, it’s safe to say that these traits will eventually resurface in a work situation, especially in times of stress.
Resumes, cover letters, and online searches can provide a decent picture of a person’s attention to detail, organization, and general ability to project an engaging version of themselves. If you really want to get a sense of their character and how they might succeed over time, there is no better opportunity than the in-person interview. More specifically, behavioral interviews in which the interviewer asks for specific examples from past work experiences are both the most effective and most common interview method.
To get the most out of a behavioral interview, carefully prepare your questions to give the candidate an opportunity to draw parallels between his or her skills and knowledge and the core competencies of the position. A core competency by definition is a skill or personal attribute an individual must possess for successful performance. Core competencies should be viewed as the main pillars of your hiring program, the basic themes that drive your culture. What values do all employees share at your organization? Some examples of core competencies include: drive, passion, empathy, transparency, and communication. It’s easy to see why these values would positively contribute to overall workplace health.
Lastly, another good gauge of a candidate’s soft skills comes from what they ask you, the interviewer. If a job seeker has done the proper homework and your organization offers employer brand content on your career site, they should have a pretty good understanding of the company’s purpose and values. As such, it’s always good to start the interview with “Tell me what you know about (company), and why you think you’d be a good fit for this role?” Their response to this will give you a general sense of their learning capabilities and overall interest making a contribution to organizational goals.
After you’ve cycled through behavioral interview questions and the meeting is drawing to a close, this is the real make or break moment in terms of determining if a candidate is of the right ilk to thrive within the company culture. When given the chance to ask questions, an engaged candidate will have a natural curiosity and likely have prepared thoughts in mind. Someone who I ready to jump in as a high-performing employee will want to know as many details as possible about growth potential, definitions of success, a typical day in the office, etc.
In opposition, if the opening up for Q&A at the end of an interview is met with dead air, or only questions regarding salary or perks, that could be a strong indicator that the candidate is only there to meet their personal needs. Of course, everyone is working for a paycheck at the end of the day. But a genuine interest in the company and the people who drive its mission will always be the key entry point for a successful business partnership.
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