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ENTERPRISE SOLUTIONS

Discover solutions to build, retain, and scale your workforce with the iCIMS
Talent Cloud.

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ATTRACT TALENT

Create incredible candidate experiences that communicate your brand, mission,
and values with recruitment marketing solutions.

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FEATURED PRODUCTS

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ENGAGE TALENT

Communicate effectively and efficiently with the candidates that can drive your
business forward.

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FEATURED PRODUCTS

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HIRE TALENT

Select the right candidates to drive your business forward and simplify how you
build winning, diverse teams.

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FEATURED PRODUCTS

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ADVANCE TALENT

Help your best internal talent connect to better opportunities and see new
potential across your entire organization.

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FEATURED PRODUCTS

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HIRE-VOLUME HIRING

Communicate collectively with large groups of candidates and effectively tackle
surges in hiring capacity.

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DIVERSITY, EQUITY, & INCLUSION

Access tools that help your team create a more inclusive culture and propel your
DEI program forward.

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FEATURED PRODUCTS

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RETAIL RECRUITMENT

Rebound and respond to the new normal of retail with hiring systems that are
agile enough to help you forge ahead.

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HEALTHCARE & HOSPITALS

Accelerate the hiring of key talent to deliver point of care and support
services that meet and exceed your promise of patient satisfaction.

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MANUFACTURING RECRUITMENT

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much-needed skills, and advance expertise within your valued workforce.

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UKG

Our partnership with Ultimate Kronos Group (UKG) supports the entire talent
lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.

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December 8, 2021


HOW TO USE PEOPLE ANALYTICS TO RALLY YOUR ORGANIZATION BEHIND YOUR DEI STRATEGY

Diversity & inclusion | 6 min read

TRENDING POSTS

Rejection email template: How to follow up with candidates you don’t hire

Recruiting tips | 7 min

Top interview questions for evaluating soft skills

Changing tech | 5 min

Enough with Zoom happy hours: alternative team building ideas

Employee retention | 7 min


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HOW TO MEET YOUR 2022 HIRING OBJECTIVES

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OUR ESSENTIAL GUIDE TO BETTER RECRUITING

 
November 1, 2018
Generational workforceRecruiting tips

 

For the first time ever, there are more job openings (7 million) than Americans
(6.5 million) actively looking for work. Competition for talent is fierce, and
power has shifted from employers to candidates. So, what do employers need to do
better, or differently, going forward?

Over the past week we convened clients including Uber, Goldman Sachs and Intuit;
analysts from firms like Gartner and IDC; and technology partners like ADP and
First Advantage, to identify what is working and what we need to fix. We had a
rich discussion, and here are the most important takeaways:


FIX THE CANDIDATE EXPERIENCE

Recruiting has far more in common with marketing – targeting, engaging, building
relationships, inspiring, tracking, and wining people – than back-office HR
systems, which are designed for payroll, benefits, compensation and employee
training. Yet, recruiters at the world’s largest global companies are often
required to use a jack-of-all-trades human resource platform. They need a
dedicated, easy-to-configure recruiting and candidate relationship management
(CRM) platform to integrate the very best software and support a comprehensive
approach to recruiting.

For our part, iCIMS is partnering with Google so our clients’ job openings
receive critical exposure and candidates will be taken directly to relevant
positions on their career site, bypassing the middleman job boards. To make
things easier for job seekers, we plan to introduce a new candidate application
technology next year – called Passport – so candidates can manage their
applications across iCIMS customers as well as their privacy and data.


THINK AND ACT LIKE A MARKETER

Replace the ‘post and pray’ mentality with a thoughtful and measured recruitment
marketing program. Identify qualified candidates – including current and past
employees, along with customers – create a database, and engage passive
candidates with a peek inside the things they care about like company culture,
vision, research, perks and open roles.


STOP SETTLING. USE THE VERY BEST SOFTWARE DESIGNED FOR RECRUITING

Recruiting has far more in common with marketing – targeting, engaging, building
relationships, inspiring, tracking, and wining people – than back-office HR
systems, which are designed for payroll, benefits, compensation and employee
training. Yet, recruiters at the world’s largest global companies are often
required to use a jack-of-all-trades human resource platform. They need a
dedicated, easy-to-configure recruiting platform to integrate the very best
software and support a comprehensive approach to recruiting.


USE DATA TO DRIVE DECISIONS AND IMPROVE ROI

Despite spending almost half of their recruitment budget on candidate marketing
and advertising, many organizations have very little insight into what actually
works. In contrast, Hertz uses portal data about which job postings performed
the best, spikes and dips in traffic to their career site and click-to-apply
rates to make better hiring decisions. Hertz’s Senior Director of Recruiting,
Camilla Langenderfer, shared that one of their top challenges was lack of data
to measure where they were succeeding and failing. Today, they use insights from
their recruitment platform to reduce their time-to-fill by a week, save in
employee overtime costs and increase their candidates’ Net Promotor Score.

Next year, iCIMS will be launching Attract to provide employers with content
management technology to build compelling career sites that engage passive
candidates. As part of our solution, we plan to incorporate Google search
technology and programmatic advertising capabilities, so employers can post –
and measure the effectiveness – of job ads right from within their applicant
tracking system, decreasing their ad spend significantly.

It’s an exciting – and vital – time to be a recruiter. The adoption of new
technology – like texting, Google for Jobs, programmatic advertising within the
applicant tracking system, CRM to build a pipeline of talent and predictive
analytics – means that we can dramatically improve the experience for
candidates, while attracting the best talent to drive business.

 

 

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