And despite high levels of job satisfaction, 86% of workers are at least somewhat open to other job opportunities, including 46% who indicate they are very open. Companies should respond to these perceptions by focusing on areas within talent acquisition that can speed the hiring process, better nurture candidates, and reinforce worker priorities.

The 2024 Employ Job Seeker Nation Report dives into the motivations, mindset, and perceptions of both active and passive candidates. Let’s take a look at some of the findings captured in the report on both types of these job seekers.

Active Job Seekers

A significant percentage of U.S. workers are actively looking for a new job right now, with 4 in 10 workers indicating they are seeking new employment. But what motivates job seekers to look for new employment? Beyond compensation, active job seekers are primarily motivated by career advancement and greater work flexibility or remote work opportunities.

Employers should recognize that candidates are looking for opportunities to progress and to stay flexible in their approach to work. By emphasizing advancement and flexibility in recruitment messaging, companies can differentiate themselves to job seekers in the market.

Company culture and better company leadership also rank high in importance to candidates. Organizations must take an active role in managing their employer brand and ensuring they have strong leaders who can effectively lead the workforce.

When it comes to looking for new roles, 50% of active job seekers believe that finding a job in the current labor market is easy, and 56% believe that the current job market favors candidates. Nearly two-thirds believe it will take them less than three months to find a new job.

Passive Candidates

For the 52% of workers who are not actively looking for a job, 54% would consider applying for a new role if approached by a recruiter. Their top motivations for considering a new job include greater work flexibility or remote work opportunities (43%) and career advancement (42%).

Of these more passive candidates, 55% believe it would be easy to find a job in the current labor market, 49% indicate the current hiring environment favors candidates, and 73% believe it would take them less than three months to find a new job. However, despite these beliefs, only 18% of passive candidates would feel comfortable quitting their jobs without having another job lined up.

While there are distinct differences between those workers actively seeking a new job versus those who are not, there are also similarities. These commonalities point to shared motivations for seeking new positions and beliefs that the labor market still offers plenty of opportunities to find new roles quickly.

Between 2022 and 2023, more than one in five workers (22%) had left a job. During the past 12 months, this number dropped to just 17%. Workers indicate that beyond seeking increased compensation, they left their current position for career advancement (33%), better company culture (27%), change in location/geography (26%), better company leadership (25%), and greater work flexibility/remote work opportunity (24%).

Motivations for Leaving or Declining Jobs

Most alarming for employers, 24% of workers have left a job within the first 90 days of starting a new role. While this number has decreased by several percentage points over the last three years, it is still concerning that nearly one in four workers acknowledge leaving within three months of beginning a role.

The primary reasons for leaving within this three-month period include poor company culture (47%), disapproval/distrust of company leadership (31%), and limited career advancement (28%). It is essential for companies to ensure that the transition from new hire to new employee is seamless and that the experience promised as a candidate matches the experiences delivered as an employee.

When it comes to declining job offers during the last year, less than one-quarter (21%) of workers have turned down a new role. Contributing to their decision to refuse a new job are poor location or geography (38%), limited career advancement (33%), and limited flexibility to work from home or remotely (30%). While declining offers are limited to one in five candidates, it’s essential that talent teams continue to nurture candidates through the recruiting lifecycle from the first look to the first day.

Understanding the dynamics of today’s job seekers in the labor market is crucial for both recruiters and employers alike. The Employ Job Seeker Nation Report provides a comprehensive look into the motivations, aspirations, and challenges faced by workers in the U.S.

Stay ahead of the curve, understand market trends, and make informed decisions to cultivate a thriving workforce in the ever-evolving job market. Download the Employ Job Seeker Nation Report now to unlock more insights on job seekers today and elevate your hiring function to new heights.

The post Decoding Active and Passive Candidates Today first appeared on Jobvite.

Each year, when Mother’s Day comes around, I get slightly anxious. I am the mother of two amazing kids, with a loving and supporting husband. Yet I find myself sometimes dreading the actual celebration itself. The flowers are beautiful, the gifts are lovely, and breakfast in bed is perfect.

But while Mother’s Day is a pause for recognizing the contributions, love, sacrifices, and support that mothers everywhere provide, I can’t help feeling that it seems somewhat fleeting.

I am definitely not trying to seem cynical. I truly appreciate the gratitude that is shown each May. Yet I can’t help but wonder, what if moms everywhere — working onsite, working from home, or managing the home — were recognized every day for their contributions and impact?

Data on women and mothers in the workplace

Based on a report from UN Women, women’s economic empowerment is a major contributor in boosting productivity and growing the economy. Even more, achieving economic equality for women by providing employment and leadership opportunities benefits organizations directly.

McKinsey & Company indicates that “companies with three or more women in senior management functions score higher in all dimensions of organizational performance.”

But when it comes to mothers, according to the latest BLS data released in April 2024, the labor force participation rate of all mothers with children under age 18 was 74%. This compares to the participation rate for fathers with children under age 18 at 93.4%

More telling, mothers with young kids are less likely to participate in the labor force than mothers with older children. In fact, only two out of three moms with young children are currently working.

With this data in mind, what should your organization’s response be when it comes to moms in the workforce?

How employers should respond to working moms

A recent Forbes article may have best summarized the challenges moms face when it comes to working mothers:

Companies have invested in the training and education of their female workforce only to find that when they become mothers, a leaky pipeline of talent begins. This has led to an unconscious bias against women, and specifically mothers, which has had huge economic implications.

Collectively, organizations must press to keep women working even as they become mothers, and more importantly, create policies and programs that support them.

How does this look? It means creating a culture of inclusivity, flexibility, and accommodation through flexible work hours, supportive leave policies, remote and hybrid work options, mental health services, counseling, and other employee assistance programs that directly affirm women in their roles.

It also means your leadership team and managers purposefully recognizing and supporting women in the workforce for their unique contributions and situation.

Interestingly, the same Forbes article also mentions that 47% of moms contribute more than half of their overall household income. But despite being the primary earners in their families, “mothers continue to bear both the physical and mental load of motherhood disproportionately more than their partners.”

Without addressing issues like the motherhood penalty, affordable childcare, parental leave, and creating flexible work options that enable working mothers to integrate their work and mothering responsibilities, women will continue to leave the workforce at a higher rate than men.

Second, it means developing and focusing on diversity, equity, and inclusion.

Create a welcoming environment for all people that is inclusive of all walks of life — from age, race, sex, gender identity, religious affiliation, parental status, disability status, military status, and neurodivergence.

Companies can no longer ignore mothers in the workplace. Instead, they should prioritize the clear advantage and perspective that women bring, making it a strategic imperative to empower women. Because when they do, women lift up economies and build more high performing organizations.

By creating an environment where women feel welcome, supported, and recognized for their contributions both within the organization — and outside of work — employers will see increased employee engagement, loyalty, productivity, and innovation.

How recruiters can encourage mothers to apply

As recruiters and talent acquisition professionals, it is essential to provide an optimal candidate experience to attract, nurture, and hire top talent. A positive candidate experience really comes down to the relationship or interactions candidates have with your employer brand.

Any time candidates visit your website, view content, read a job description, or apply for a job, they are interacting with your company. And your goal is to create the most optimized and engaging experience for candidates so you can build the best workforce for your brand.

How does this relate to mothers in the workforce? Well, for starters, think about the types of people your organization features on your career site today:

• Are you showing working parents and telling their stories?
• How does your culture support mothers in particular?
• What about offering personalized job recommendations and content?
• How can you prioritize working parents as a strategic audience for recruitment?
• Do you have employee resource groups internally in your organization?

Are you giving mobile-optimized sites that meet working mothers where they are? Taking it a step further, have you simplified the application process down to its easiest level and provided easy to schedule interviews for busy moms looking for new roles?

Perhaps more unconscious, are you potentially eliminating mothers who have employment gaps in their resume without digging deeper on why those gaps exist? One study suggests the chances of getting an interview fall by more than 50% after two years out of the labor force.

Are you addressing the pay disparity that exists between men and women, where according to Bureau of Labor Statistics data, women earn just 82 cents for every dollar a man earns?

Addressing this type of unconscious bias and the motherhood penalty that inherently exists in the workforce is vital if talent acquisition professionals are to pave the way forward for working moms.

Keep working mothers’ needs top of mind in your recruiting and hiring processes

The 2024 Employ Job Seeker Nation Report provides recent insights into the motivations of workers today, including working parents across the country.

Specifically, for workers with children under age 18, 48% are actively looking for a new job, with 52.5% of these working parents looking for greater flexibility and remote work capabilities. That means one out of two working parents is considering leaving your company right now.

As you connect and engage with talent, ensure working mothers are treated with the respect and dignity they deserve throughout the hiring process. And don’t forget to celebrate the mothers in your life each day.

The post Mother’s Day Perspectives from a Working Mom first appeared on Jobvite.

To understand the perspectives of job seekers in this complex market, Employ conducted its annual survey of U.S. workers, exploring job satisfaction, career motivations, preferences for workplace flexibility, experiences during the job search process, and recruiter-candidate interactions.

The 2024 Employ Job Seeker Nation Report, conducted in partnership with Zogby Analytics, surveyed more than 1,500 U.S. workers in April 2024, and the results may surprise or even alarm employers.

The survey found that while 79% of American workers indicate they are either very satisfied or somewhat satisfied in their current roles, 86% are at least somewhat open to other job opportunities, including 46% who are very open. Additionally, 40% of workers are actively looking for new employment, with a majority (58%) looking for new roles within their current company.

Beyond compensation, active job seekers are primarily motivated by career advancement, greater work flexibility, and remote work opportunities. Company culture and better leadership also rank high in importance to candidates. The report also reveals that candidates are feeling confident in the current labor market, with 50% of active job seekers believing that finding a job is easy and 56% believing that the current job market favors candidates.

For employers today, understanding job seeker mindset, motivations, and behavior is critical to connecting with candidates more effectively and staying competitive in a tight labor market. The full 2024 Employ Job Seeker Nation Report provides an in-depth, data-driven look at:

• The complexity of job seeker realities in the current market
• Motivations for leaving jobs or declining new offers
• Preferences for workplace flexibility
• Experiences during the job search process
• Recruiter-candidate interactions

Employers can use this information to optimize and improve their recruiting functions, informed by the realities job seekers face right now. Here’s a peek at what’s inside:

Complexity of Job Seeker Realities

When it comes to levels of job satisfaction, U.S. workers are overwhelmingly satisfied in their roles. According to the Employ survey data, 79% are either very satisfied or somewhat satisfied, compared to just 10% of job seekers who are dissatisfied.

Despite these high levels of satisfaction, 86% of workers are at least somewhat open to other job opportunities, including 46% who indicate they are very open.

Similar to 2023, a significant percentage of U.S. workers are actively looking for a new job right now, with 4 in 10 workers indicating they are seeking new employment. The good news for employers is that a majority of job seekers (58%) have looked for a new position within their current company.

Active Job Seekers

So, what motivates job seekers to look for new employment? Beyond compensation, active job seekers are primarily motivated by career advancement and greater work flexibility or remote work opportunities.

Employers should recognize that candidates are looking for opportunities to progress and to stay flexible in their approach to work. By emphasizing advancement and flexibility in recruitment messaging, companies can differentiate themselves to job seekers in the market.

Company culture and better company leadership also rank high in importance to candidates. Organizations must take an active role in managing their employer brand and ensuring they have strong leaders who can effectively lead the workforce.

When it comes to looking for new roles, 50% of active job seekers believe that finding a job in the current labor market is easy, and 56% believe that the current job market favors candidates. Nearly two-thirds believe it will take them less than three months to find a new job.

Download the Full Job Seeker Nation Report

Stay ahead of the curve and attract the best talent to your organization. Download the free report and gain valuable insights into the job market and job seeker preferences.

The post What’s Most Important to Job Seekers Today? first appeared on Jobvite.

To enhance the speed of recruitment processes, some businesses have pursued automating their hiring workflows. While recruiting automation has empowered companies of all sizes for more than two decades to streamline hiring tasks, increase recruiter productivity, speed time-to-hire, and reduce cost-per-hire, AI is newer to talent acquisition, and it has the attention of talent teams.

Defining and Distinguishing Between Recruitment Automation and AI

Automation and AI are not synonymous in hiring. These two concepts are often used interchangeably, but they are distinct with their own ethical and technological implications.

Recruiting automation streamlines the recruiting process, taking tedious tasks away from hiring professionals, and freeing them up to do more important tasks like nurturing relationships, promoting the company’s employer brand, and developing more strategic recruiting strategies, including diversity, equity, inclusion, and belonging (DEIB).

While automation is one of the precursors to the development of AI technologies, automation lacks the learning and decision-making capabilities of AI.

Artificial intelligence enables software to augment decision making processes, encompassing areas such as machine learning, natural language processing, and pattern detective. AI has the power to learn and evolve, responding to data inputs and building upon that knowledge to continually improve its ability to perform tasks.

Leveraging AI in recruitment allows for greater efficiency and effectiveness, ultimately leading to better talent acquisition outcomes. For example, AI can assist in screening resumes, identifying the most qualified candidates, and even providing insights into potential fit of candidates.

Examining the Use of AI in Hiring

Where recruiters have previously leaned on applicant tracking systems and recruitment automation, enterprises are now incorporating more advanced solutions for their hiring efforts.

It’s important to note that AI is not as new to recruiting as some companies may believe. Since February 2023, the introduction of Generative AI has dominated news headlines and impacted the accessibility of artificial intelligence for individuals and hiring teams alike.

However, it is important to note that free tools take proprietary data, so companies no longer have control over protecting personal identifiable information (PII). To remedy this, it is important to be aware of the risks and consider steps to mitigate data privacy issues.

Relying on more established AI-powered tools is a solid strategy for those organizations looking to make their hiring processes more intelligent. By allowing AI to inform decision making, recruiters can focus on activities where they provide the most value, such as selling the role, negotiations, community building, and personalization.

Challenges with AI: Skepticism in Recruiting

For all the promise of AI-powered technologies, some talent acquisition and recruiting practitioners are risk-averse when it comes to adopting these newer technologies. 

• Bias in Hiring: One of the greatest concerns of using AI in recruiting is the introduction of bias in the selection process. Without appropriate safeguards in place, AI can reflect the negative patterns it encounters. Because existing data sets inform AI tools on what to look for when defining qualified candidates, there have been very public instances where AI reinforces prevailing gender, racial, wealth or other biases.
• Recent AI Legislation: To combat the challenges of AI, new laws are being written to protect against it. According to the National Conference of State Legislatures, in 2023, 18 states and Puerto Rico adopted or enacted artificial intelligence bills of varying degrees to evaluate, study, limit or regulate how AI is used.
• Data and Privacy: Protecting sensitive candidate and hiring data is crucial to maintaining operations and ensuring compliance for employers today. Companies must keep the data as secure as possible and process as little personal identifiable information as possible.
• Concerns about Obsolescence: Talent teams that embrace automation, analysis, and insights that AI provides will likely have greater job security and a more strategic role within their organization. AI-powered recruiters have more opportunities to grow and achieve impactful recruiting outcomes.

Final Thoughts: Striking the Right Balance of AI and Human Ability

While efficiency gains have been realized through AI-powered tools, many recruiting processes will benefit from further advances in AI. The challenge, however, is one that goes beyond technology.

The human element of recruitment remains crucial, and effective collaboration between HR professionals and AI-powered tools can significantly enhance the effectiveness of recruitment strategies. It requires people — TA experts, hiring managers, and recruiting professionals — to embrace both the risks and rewards of AI-powered solutions.

When it comes to adoption, remember, it is important to consider AI as a co-pilot or support mechanism. AI assistants should complement the work of recruiters. AI can elevate and empower human interactions, big picture thinking, creativity, and decision-making. However, AI will not, and should not, replace human judgment and experience. But there is a need to tread cautiously.

Organizations must invest in the right set of AI tools with a trusted provider that fits their culture, values, and hiring needs. Ultimately, as companies continue to navigate through the rapid changes presented by AI, the human element of hiring will continue to play a central role in how and where these technologies are adopted across the hiring lifecycle.

The post What Employers Need to Know About AI In Hiring first appeared on Jobvite.

In today’s job market, it is imperative to stay on top of hiring trends and recruiting benchmarks regardless of the size or level of an organization. For this reason, Employ conducted a comprehensive survey with responses from over 1,200 HR decision makers, talent acquisition professionals, and recruiters.

The goal? To gain valuable insights into the hiring practices and recruiting benchmarks of businesses of all sizes — from small startups to enterprise-level organizations.

The results of this in-depth survey offer indispensable information for employers seeking to navigate the current state of hiring and anticipate what lies ahead. This report provides a high-level analysis of the survey findings, capturing the hiring trends that cut across companies of all sizes and recruiting complexities.

With this report in hand, you’ll have greater perspective on the current hiring landscape and be better equipped to make informed decisions. So, whether you’re an HR professional, recruiter, or leader in talent acquisition, take advantage of this comprehensive survey and use the insights to elevate your hiring practices to the next level.

Enterprise Recruiting Benchmarks at a Glance

One of the most striking findings from this survey is the caution displayed by enterprise organizations when it comes to hiring over the last 12 months. While growth in hiring volume is on the rise, many enterprise companies are still exercising caution, likely due to concern about economic uncertainty.

This caution is reflected in the number of hires made across enterprise organizations in the last 12 months on average — 26% of large companies made between 101 and 250 hires, and 18% made between 51 and 100 new hires.

However, there is also good news on the horizon, with 35% of enterprise organizations anticipating somewhat more hires in the next 12 months and 24% anticipating significantly more hires. This suggests that larger companies are still growing, albeit at a slower rate than smaller organizations.

Another key finding is the high volume of job applicants received by enterprise organizations. Larger companies tend to receive the highest number of job applicants, likely due to their larger employer brand recognition and increased recruitment marketing budgets. However, despite the high volume, just 20% of enterprise organizations interview between 31% and 40% of applicants.

Get the Full Scope of Research

These findings offer valuable information for employers looking to understand the current hiring landscape. But the Recruiting Benchmarks Report offers so much more.

With comprehensive data on hiring practices and recruiting benchmarks for small businesses, medium-sized companies, and enterprise-level organizations, readers will gain a deeper understanding of the trends shaping the job market.

Don’t miss out on this essential resource for talent professionals and recruiters. Download the Recruiting Benchmarks Report today and stay ahead of the competition.

The post Recruiting Benchmarks: How Enterprise Companies Stack Up first appeared on Jobvite.

We’ve gathered insightful tips from top recruiting and talent acquisition professionals on different strategies that can enhance the effectiveness of balancing generational diversity. From researching and offering competitive perks to tailoring outreach and clear communication, these professionals share their successful strategies for navigating the generational divide.

• Research and Offer Competitive Perks
• Address Broad Expectations and Tailor Posts
• Gather Candidate Feedback for Hiring Improvements
• Create Flexible Application Processes
• Use Inclusive Recruitment Practices
• Implement Multifaceted Recruitment Strategies
• Tailor Outreach and Communicate Clearly

Research and Offer Competitive Perks

It’s important for employers to do their research and stay competitive not only in traditional compensation components, like salary or benefits, but also in company culture, flexibility, or onsite versus remote work arrangements.

If an employer notices their workforce is skewing older and they need to attract some younger talent, traditional compensation analytics aren’t going to help.

Kyle Minton, Recruiting Manager, TEC Group INC

Address Broad Expectations and Tailor Posts

My first piece of advice for striking this balance is to focus primarily on those expectations and needs that are broadly shared across all or most generations of workers. My top tips in this area are:

1. Write clear, detailed job postings that fully detail the required skills and responsibilities of the role: Workers of all ages appreciate knowing up-front exactly what will be expected of them if they’re hired.

2. Be transparent about your salary and benefits and include compensation information in the job posting: This can just be a compensation range if you don’t want to get too specific. Along with the salary, mention other benefits that you offer, especially if they’re in-demand, competitive, or unusual. Doing this will help you to attract the top talent in every age group because workers of all ages want to be paid what they’re worth.

3. Highlight flexibility and work-life balance: This is most often talked about as something Gen Z and Millennials value, but it’s been my experience that the older generations are just as interested in flexibility, particularly Gen X parents or Baby Boomers who are nearing retirement age and could benefit from having a hybrid schedule that doesn’t require commuting to the office every day.

My next piece of advice is to tailor your job postings based on where you’re advertising them, and which generations will be most likely to view them on that platform. You can put your general, all-generations post on online marketplaces like LinkedIn or Indeed, which get traffic from a wide variety of job seekers.

In-person networking events or print ads in newspapers or industry publications are more likely to attract Gen X and Baby Boomer job seekers. The middle generations (Millennials and Gen X) are often the ones you’ll attract through your company website or social media like Reddit and Facebook. For Gen Z, it can be effective to advertise on video- and image-based social media platforms like Instagram and TikTok.

This is all a generalization — the specific breakdown of which job search outlets are used most by different generations can be industry-specific to an extent, so you likely want to do some independent market research. The bottom line, though, is that tailoring the job posting’s wording based on where you’ll post it can be an effective way to capture generational talent.

Jon Hill, Chairman and CEO, The Energists

Gather Candidate Feedback for Hiring Improvements

I think it’s important to get feedback on your hiring process from candidates and tailor the processes you do have to the consistent feedback you’re receiving. It’s largely one of the better ways to understand a) what needs to change and b) what candidates expect at the hiring stage, so you know that all bases are covered.

Tracey Beveridge, HR Director, Personnel Checks

Create Flexible Application Processes

Flexibility is key to addressing diverse generational needs and expectations in enterprise-level positions. As a recruiter specializing in C-suite roles, I know that candidates are getting younger. Companies no longer want the most experienced worker; they’re more interested in big names with some hype behind them, and that often trends toward millennial candidates.

But I remain acutely aware of the value inherent in seasoned applicants.

To draw them in while not eschewing younger workers, I like to create an application process with flexibility. Optional video interviews are a great start: most love them, but a few older workers would prefer to meet in person, and I try to convince companies to accommodate that preference. The same goes for language. Companies excited about using youthful slang and euphemisms in their job postings should also create a version with more standard phrasing aimed at older candidates.

Once I’ve succeeded in creating a balanced approach to recruiting, companies go with the more established candidate about fifty percent of the time, so it’s not wasted effort. Alienating these workers from the get-go would be a mistake.

Travis Hann, Partner, Pender & Howe

Use Inclusive Recruitment Practices

When recruiting for enterprise-level positions, addressing diverse generational needs and expectations involves a tailored, yet holistic, approach. We focus on creating job descriptions and benefits packages that appeal across generations, emphasizing aspects like work-life balance, career development opportunities, and flexible working conditions.

Additionally, we ensure our recruitment process is inclusive, leveraging various platforms to reach candidates of all ages and incorporating interview questions that assess adaptability and collaboration skills across generational lines.

A key tip for maintaining a balanced approach is to regularly gather and analyze feedback from candidates and new hires about their recruitment experience. This allows us to adjust our strategies in real time, ensuring we’re not inadvertently favoring one generation over another. By staying attuned to the evolving expectations of the workforce and being willing to adapt, we can attract and retain top talent from every generation, creating a dynamic and diverse team.

Ana Alipat, Recruitment Team Lead, Dayjob Recruitment

Implement Multifaceted Recruitment Strategies

In recruiting for enterprise-level positions, I address diverse generational needs and expectations by implementing a multifaceted approach. This includes tailoring job descriptions and recruitment strategies to resonate with different age groups, offering flexible work arrangements, and fostering a culture of inclusivity and collaboration.

One tip for maintaining a balanced approach is to regularly gather feedback from employees across different generations to understand their perspectives and adapt recruitment strategies accordingly. This ensures that the recruitment process remains responsive to evolving needs and preferences.

Vit Koval, Co-Founder, Globy

Tailor Outreach and Communicate Clearly

Attracting top talent for enterprise roles means understanding what motivates different generations. We tailor our outreach to highlight what each candidate might value most. For example, Baby Boomers might appreciate stability and a strong brand name, while Gen Xers value work-life balance and flexibility. Millennials and Gen Z often seek purpose-driven missions and opportunities for growth.

The key to maintaining a balance is clear communication throughout the process. We showcase our company culture and growth opportunities for all, while ensuring the specific needs of the role are well-defined. This transparency allows candidates to self-select for positions that align with their goals, creating a win-win for both the company and the individual.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

The post 7 Strategies for Balancing Generational Diversity in Enterprise Recruitment first appeared on Jobvite.

Yet every business requires a solid approach to recruiting and hiring. And there are tried-and-true recruitment approaches that leading enterprises use to grow and scale their companies. This guide examines these tactics and identifies how to implement them, so you can optimize your talent acquisition strategies across your enterprise. 

• What is talent acquisition?
• 10 highly effective talent acquisition strategies
• Tips for implementing talent acquisition strategies enterprise-wide

What is talent acquisition?

Before we get into the strategies, let’s review exactly what talent acquisition is and isn’t. While some people use the term interchangeably with recruitment, they’re actually different concepts. Take a look at these distinctions from Jobvite’s Guide to Recruitment and Talent Acquisition.

• Recruitment:
  • Operational process
  • Focuses on filling current vacancies
  • Involves sourcing, interviewing, and hiring candidates
  • Typically concludes once a candidate accepts an offer
  • Aimed at meeting immediate hiring needs
• Talent Acquisition:
  • Strategic process
  • Focuses on long-term human resources planning
  • Includes workforce planning, employer branding, and building talent pools
  • Often involves internal mobility and succession planning
  • Seeks to attract and nurture candidates for future needs
• Talent Acquisition and Recruitment:
  • Parts of the broader hiring process
  • Involve engaging with candidates throughout the hiring process
  • Use job descriptions and postings
  • Require candidate assessment and selection

10 highly effective talent acquisition strategies

Between the time hiring managers submit a requisition to fill a job opening and a candidate accepts an offer, your talent team identifies, engages, and advances top-tier prospects throughout the recruitment funnel by:

• Nurturing top talent from your sourcing channels
• Leveraging talent acquisition software with database and pipeline management capabilities
• Screening strong-fit candidates whose skills align with job postings
• Introducing those individuals to hiring managers through further interview rounds
• Working with the hiring team to help decide which prospects deserve offers and extending offers accordingly
• Collecting candidate feedback from interview panelists to gauge their sentiment

The following strategies complement and optimize these processes, providing your talent team with key talent analytics that can inform future strategy moves.

1. Invest in an applicant tracking system built for enterprises

Using an applicant tracking system (ATS) sets the groundwork for a strong talent acquisition strategy. After all, it allows you to track metrics, build relationships with candidates efficiently, pinpoint areas for improvement within your talent acquisition strategies, and more. 

Look for a robust solution built for enterprises with significant hiring needs. For instance, Jobvite offers a top ATS for enterprises. The Jobvite ATS is part of the Evolve Talent Acquisition Suite, empowering you to invest in and optimize important processes like:

• Recruitment marketing
• Candidate experience
• Interviewing
• DEI initiatives
• Candidate sourcing
• Analytics and reporting

Regardless of the solutions you choose, ensure that you can create custom reports, automate tasks, and collaborate with your enterprise-wide team, so you can effectively roll out and improve your talent acquisition strategies.

2. Strengthen your employer brand

Your reputation as a business and an employer can greatly impact your hiring outcomes. So, creating a compelling and distinctive employer brand is crucial for a successful talent acquisition strategy.

Your employer brand expresses what it’s like to work in your company, and should resonate with potential candidates and set the tone for their entire candidate experience. An effective employer brand includes:

• A clear mission and vision statement
• Transparency about company culture
• Competitive compensation and benefits packages
• Well-defined career paths and growth opportunities
• Positive employee testimonials and engagement

By highlighting these aspects of your employer brand on your website, social media, job boards, and other candidate touchpoints, you will make your organization more appealing to the top candidates on the market.

3. Improve your job descriptions

Clear, concise, and engaging job descriptions attract the top candidates. By focusing on the specific skill sets required for an open role and showcasing your company culture and benefits, your job postings will be more likely to resonate with the right audience.

Just ensure your job descriptions are:

• Succinct yet specific, outlining essential responsibilities and qualifications
• Fully inclusive, using positive language and tone
• Aligned with your company culture, values, and employer brand
• Feature recognizable keywords for enhanced searchability on job boards

Also, look beyond traditional job boards and explore new ways of reaching your target demographic, such as niche job boards, industry forums, and social media. Wherever you post them, your job descriptions should paint a clear picture of the overall job expectations and offer an enticing look at your company.

4. Streamline your recruitment processes

Talent acquisition and recruiting processes go hand-in-hand. With that in mind, ensure your recruitment processes complement your talent acquisition strategies in scope, approach, and quality. Try these tips to create a seamless recruitment process that enhances the candidate experience and mitigates the loss of top candidates to your competitors: 

• Leverage automation: Automate repetitive tasks, such as candidate tracking and interview scheduling, to simplify your recruitment processes.
• Collaborate with HR: Your HR department should be involved in recruitment through regular communication with department managers. Facilitate open communication channels for feedback and adjustments.
• Make your application process straightforward: Candidates expect a fast, intuitive application experience. Avoid abandoned applications by offering a good user experience and asking candidates for feedback on how you can improve.

By removing as many recruitment barriers, both for applicants and your team, as possible, you can appeal to the top candidates for your positions.

5. Secure more employee referrals

As an enterprise, you have thousands of employees who have contacts who could become potential applicants. Think about all the leads you could obtain from these connections.

That’s why leveraging employee referrals has proven to be one of the most effective talent acquisition strategies. Encourage members of your workforce to participate in your employee referral program by:

• Offering financial incentives
• Keeping the process straightforward and user-friendly
• Ensuring a positive company culture

Referral programs not only attract new hires, but also motivate current employees to participate in the hiring process, which can improve retention, loyalty, and your employer brand. Plus, they’re easy to manage with Jobvite’s Employee Referral tool.

6. Develop and nurture your talent pool

Building a strong talent pool provides a ready source of potential candidates for your talent team to engage, even when hiring is slow. Doing so can help you identify top contenders in your database for new requisitions that open up down the line.

Building this talent pool with your ATS is the first step. However, you also must actively engage with leads through targeted nurturing cadences: both personalized (check-ins with particular prospects) and semi-personalized (newsletters about brand updates to passive candidates).

By proactively engaging with and nurturing potential candidates, and informing them of job openings and company events, you can create a pipeline of talent ready to be tapped into when needed.

7. Strengthen your candidate experience

Your organization’s candidate experience is a crucial element to consider in your talent acquisition strategy. By analyzing your candidate experience, you can gauge if your hiring process is streamlined and transparent at every stage. To steadily enhance the quality of your candidate experience:

• Ensure job postings are clear, well-written, and accurately reflect the position
• Streamline application processes to mitigate candidate frustration and drop-off
• Communicate frequently to keep leads informed during the recruiting process
• Conduct respectful, transparent interviews and provide feedback afterward

Prioritizing and improving the candidate experience empowers you to not only attract top talent away from competitors, but also improve your company’s reputation and increase retention.

8. Tap into your talent analytics

Harness the power of your talent data to discover and engage potential candidates. Make data-driven decisions by using advanced analytics to:

• Understand which of your sources and nurture approaches are strongest
• Identify skill set gaps in your current workforce
• Forecast hiring needs based on projected company growth and attrition
• Uncover information about industry hiring trends through labor market reports

Measuring these metrics is vital to the success of any talent acquisition strategy. Ensure you have the correct tools to properly capture and evaluate these data points.

9. Optimize the application process for mobile

Reaching job candidates where they are is crucial, and today, many of them are on their phones. So, ensure that your job postings and application process are optimized for mobile devices. 

By making the candidate’s mobile experience seamless, you will maximize the likelihood that they will engage with your recruitment marketing content and convert from candidates into applicants. Learn from the experience of Hearth & Home Technologies (HHT) to see how a strong mobile experience for job seekers impacted candidate engagement rates. By using Jobvite’s mobile-friendly tools, they were able to:

• Understand the behaviors of their candidates using Jobvite’s Intelligent Messaging 
• Engage candidates through text, boosting candidate engagement and streamlining interview scheduling
• Increase candidate response rates by nearly 50%

10. Engage candidates from different niches

While most enterprises operate within a highly specific industry, your company should always be open to candidates from diverse backgrounds. Applicants with different worldviews can offer benefits such as:

• Fresh perspectives and innovation
• Enhanced problem-solving
• Adaptability
• Growth potential in new industries
• Opportunities for employee referrals

Broadening your background qualifications doesn’t have to happen overnight, either. As a talent acquisition strategy, this idea works best as a gradual, long-haul shift. That way, you can account for trends in your industry and within the hiring space at large and sustain long-term growth. 

Tips for implementing talent acquisition strategies enterprise-wide

Even if you feel excited about implementing these talent acquisition strategies, you might also feel some hesitation. Trying new approaches across your entire enterprise can be a time-consuming and complex endeavor. However, you can get started with these key tips for enterprises: 

• Standardize core processes: Ensure that core processes, such as feedback loop management and candidate experience cadences, are standardized across the company. 
• Allow flexibility by location and remote work: That said, it’s important to remember that different offices or remote hiring will have different priorities or processes. Work with hiring managers to ensure changes fit their unique workflows.
• Invest in an ATS and recruiting software for enterprises (like Jobvite): On an enterprise-wide level, ensure you have an optimized recruitment tech stack that aligns to your business goals and moves your business forward.
• Implement feedback loops: Every hiring team has its blind spots, which means every rollout depends on feedback. Collect feedback at all levels, so you can understand which strategies are working.
• Collaborate with related teams: Besides adjacent departments like HR, you’ll need the support of multiple teams with different functions in the company, along with executive leaders, to ensure adoption of these changes. Working with them ensures everyone is on the same page and improves the process with diverse perspectives.
• Promote internal talent mobility: Once employees have been with your enterprise for a significant period of time, they understand your company culture and have developed the necessary skills for leadership in their department. Promote internal talent mobility to mitigate sourcing demands, encourage employee skill development, and boost morale.

Get started with talent acquisition strategies

Adopting these talent acquisition strategies can help your enterprise attract and retain top candidates, leading to increased productivity, innovation, and stability. Make sure you start by investing in a streamlined hiring solution, like Jobvite, to deliver predictable hiring outcomes, create exceptional experiences, and increase recruiting capacity at scale. Schedule a demo to learn how our recruiting solutions can strengthen your talent acquisition strategy.

The post How to Improve Your Talent Acquisition Strategy: 10 Ideas first appeared on Jobvite.

Jobvite’s latest guide, The Enterprise Guide to Talent Acquisition, can help you and your team learn how to tackle the biggest challenges your organization faces, improve overall candidate quality, and drive hiring efficiencies across your recruiting function. This comprehensive guide examines three key strategies for improving recruiting outcomes in enterprise organizations: 

• Pursuing Scalability as a Strategic Advantage
• Focusing on Technology and Process Prioritization
• Consistently Improving Recruiting Outcomes

The Enterprise Guide to Talent Acquisition examines these three areas in depth and highlights how other talent acquisition leaders and professionals use purpose-built recruiting strategies and technologies to improve their recruiting outcomes. Here’s a sneak peek of what’s inside:

Pursuing Scalability as a Strategic Advantage

The ability to scale hiring up or down is crucial for navigating rough hiring terrain, no matter the size or complexity of the organization. But for enterprise companies, a scalable recruiting strategy allows hiring teams to analyze and optimize their recruiting processes, evaluate and improve on key recruiting metrics, shorten the hiring process to fill roles quicker with qualified talent, and easily adjust to changes in the job market to meet candidates where they are.

Scalability is necessary to remain competitive in winning over top talent. While growth brings its own challenges, it’s essential to focus on how you can scale hiring as a strategic advantage. Recruiters and talent acquisition teams should leverage the following advice to take action and improve the versatility of their recruiting function: 

#1: Review Current Recruiting Processes

Talent teams seeking enhanced scalability should start by analyzing and optimizing their current recruiting processes. This includes identifying gaps, streamlining workflows, and leveraging technology to improve efficiency. 

In an enterprise with complex workflows, hiring in multiple geographies or locations, or looking to fill a high volume of positions, speed is critical. It’s vital to ensure that no time is wasted on tedious tasks garnering minimal results or disparate hiring efforts that lead to greater inefficiencies. 

Organizations should ensure they are using recruiting tools that seamlessly integrate multiple parts of the talent acquisition lifecycle. For example, make sure the applicant tracking system works in lock-step with a candidate relationship management (CRM) system to build a robust talent pipeline that nurtures and grows relationships with candidates. 

#2: Measure Key Recruiting Metrics

To effectively scale recruiting, hiring teams must also identify and track key metrics to understand where they are performing well and where they can improve. Below are examples of metrics that are essential to measure the success of the talent acquisition function. 

Cost per Hire is the total expense incurred to fill a job opening. It includes advertising costs, recruiting fees, travel expenses, time required for sourcing, screening, interviewing, and onboarding, and any other associated costs. Tracking this metric is essential as it allows companies to measure the cost-effectiveness of their recruitment strategies and identify what is working and what is not. By focusing on keeping recruiting costs down, hiring teams can save money and invest those resources elsewhere, maximizing their budget for recruitment and retention efforts.

Time to Fill is the length of time it takes for a job opening to be filled, from posting the job and interviewing to hiring an applicant. Tracking this metric is crucial because a longer time to fill can lead to lost productivity, increased costs, and even potential business disruption. When jobs remain unfilled for prolonged periods, workloads tend to pile up, creating bottlenecks that impede the company’s growth. A shorter time to fill allows recruiters to move quickly, attracting top talent before they take other job offers.

Quality of Hire measures the impact or value a new hire brings to an organization. Focusing on the quality of hire is a priority for many organizations, with 61% of HR decision makers and recruiters saying it is their top priority in recruiting.

Yet, quality of hire can be one of the most difficult metrics to measure. Common ways to measure it can include pre-hire candidate assessments, hiring manager satisfaction, new hire attrition, job performance, turnover rates, time to productivity,  employee engagement, and cultural fit. 

Candidate Experience is the overall impression that candidates have of an organization’s recruitment process. It pertains to the level of satisfaction or dissatisfaction that candidates feel throughout the hiring process, and it is crucial to track because it impacts the company’s reputation. 

Candidates with a positive experience are more likely to advocate for the company to their professional network, friends, and family. On the other hand, poor candidate experience can lead to negative online reviews, damaged company reputation, and difficulties retaining current employees. 

Download the Complete Guide

Ready to get moving? The Enterprise Guide to Talent Acquisition provides even more insights and strategies for recruiting success. It’s a must-read for talent acquisition leaders looking to stay ahead of the competition and improve their overall quality of hires.

Download the guide today to start improving your recruiting outcomes. With Jobvite’s guidance, you can optimize your recruiting strategy and attract the top talent you need to succeed.

And if you’re ready to take the next step, then take time to see Jobvite in action by watching this product tour.

The post How to Prioritize Hiring Quality and Speed first appeared on Jobvite.

We’ve gathered insights from seasoned talent acquisition leaders and recruiters, distilling their strategies into nine key approaches. From leveraging social media for recruitment to embracing a multi-faceted recruitment approach, these professionals share their successful tactics and the positive impacts they’ve seen within their organizations.

• Address Universal Worker Needs
• Offer Workplace Flexibility
• Leverage Social Media for Recruitment
• Remove Educational Barriers
• Adapt to Generational Preferences
• Tailor Multigenerational Recruitment
• Foster a Mentorship Culture
• Provide Competitive Compensation Packages
• Embrace a Multi-Faceted Recruitment Approach

Address Universal Worker Needs

Look at the common ground between every generation. Research shows that workers across every generation hold a similar set of needs and leave old roles to seek out something new for the same reasons. Professionals want fair compensation, career development opportunities, and caring leadership to be happy. That’s true whether you’re 25 or 60. Those are the most important aspects of work that serve as the foundation for any employer branding efforts we make.

If you want to attract generational talent effectively, the messaging can largely be the same, but you must put your business out there in diverse places that attract people of all ages and backgrounds.

Robert Kaskel, Chief People Officer, Checkr

Offer Workplace Flexibility

One strategy that I have found will consistently attract job seekers to an opportunity, regardless of their age or what generation they belong to, is to offer workplace and scheduling flexibility. While this is mostly cited as an attractive benefit for Gen Z and Millennial talent, the truth is that members of Gen X and the Baby Boomer generation are just as likely to be drawn to opportunities that allow for schedule flexibility or have a hybrid/remote option.

While those from older generations are more likely to prefer in-office work, they are also at a stage of their life where they may be caretakers for aging parents, or may have health concerns of their own that limit their mobility or require healthcare visits during the week. Particularly if you live in a part of the world that gets seasonal inclement weather, having an as-needed hybrid arrangement allows workers of all generations to skip their commute when it would be stressful or dangerous, and this is something they consistently appreciate.

This is also a highly desirable benefit on the other end of the age spectrum, with many Gen Z and Millennial professionals seeing remote work and flexibility as crucial to maintaining their work/life balance.

The bottom line is, if you are having difficulty attracting talent to a role, finding ways to make the position more flexible and easier to fit alongside other responsibilities in a candidate’s life can help you to draw more applicants from any generation, and can be a useful approach to building a multi-generational workforce.

Rob Boyle, Marketing Operations Director, Airswift

Leverage Social Media for Recruitment

Using social media to recruit has been one of the best ways to attract top talent. Put content out there regularly and consistently. LinkedIn has been my ‘go-to’ for years and has had the best ROI.

Caroline Pennington, Executive Search Recruiter, Podcast Host, Founder, Feminine Founder

Remove Educational Barriers

Not having educational requirements has helped to attract generational talent. Hardly anyone actually works in the field they were educated in, so what’s the point of requiring that for a job role? Rather, aim to attract people with real-world experience. This way, you will have candidates applying from varying generations.

Jarir Mallah, Human Resources Manager, Ling App

Adapt to Generational Preferences

Employers must understand the unique preferences and expectations of different generations in order to effectively attract top talent across all levels and functions. To implement effective talent attraction strategies, it is also necessary to evaluate various competitors and adapt to economic trends.

Currently, generations are categorized based on their employment status: Generation Z, Millennials, Generation X, Baby Boomers, Traditionalists. The workforce generations have certain preferences and can be generalized to a certain extent; however, each talent is unique and may require optional customization.

These are my three top categorical methods of attracting talent that have worked across the board. Creating a robust employer brand helps enhance an organization’s reputation and makes it more attractive to potential talent. This can be achieved by promoting a positive culture, showcasing and fostering the organization’s core values and mission objectives, and highlighting the organization’s benefits, policies, employee growth, etc.

Compensation and benefits are very critical considerations for most job seekers. Well-structured and competitive compensation, comprehensive insurance coverages, annuity plans, and unique benefits can help attract top talent. Flexible benefits programs for employees to choose from a list can do wonders across various generations.

Social media platforms are critically leveraged for both employer and talent branding to offer meaningful stories to promote an organization’s philosophy, culture, and opportunities. By creating engaging content of various forms, written, video, pictorial, live discussions, webinars, etc., employers have wide methods to reach out to a variety of potential talent. Some of this content can and will create lasting impressions across generational talent.

Although offline channels may seem outdated, there are numerous ways of physical advertising or content display that still help to add to the overall attraction strategy.

Raj Paul, Senior Manager – Talent Acquisition, Razorpay

Tailor Multigenerational Recruitment

Implementing a multigenerational recruitment strategy has proven successful in attracting diverse talent to our enterprise-level organization. Recognizing the unique preferences and priorities of different generations, our talent acquisition team tailors recruitment efforts to resonate with a broad spectrum of candidates. This includes personalized communication channels, flexible work arrangements, and targeted benefits that appeal to various age groups.

The positive outcomes observed include an increase in the overall talent pool, fostering a more dynamic and collaborative work environment. Moreover, this strategy has enhanced employee engagement and retention as individuals feel their diverse needs are acknowledged and accommodated. It has contributed to a more innovative and inclusive workplace culture, leveraging the strengths of each generation for the collective success of the organization.

Regular feedback loops and staying attuned to evolving generational trends continue to refine and reinforce the effectiveness of this approach.

Steven Mostyn, Chief Human Resources Officer, Management.org

Foster a Mentorship Culture

Implementing a targeted mentorship program has proven immensely successful in attracting generational talent to our enterprise. By pairing experienced employees with emerging professionals, we foster a collaborative environment that transcends age barriers. This approach not only facilitates knowledge transfer, but also promotes a culture of continuous learning and inclusivity.

The positive outcomes have been remarkable. Younger employees gain valuable insights and skills from seasoned mentors, accelerating their professional development. Simultaneously, experienced staff benefit from fresh perspectives and tech-savvy insights. This dynamic exchange enhances overall productivity and innovation across the organization. Additionally, the mentorship program has contributed to a more cohesive and engaged workforce, leading to increased employee satisfaction and retention.

Pat Schirripa, CEO, People 2U

Provide Competitive Compensation Packages

The one approach that consistently works to attract individuals across generations is to offer a competitive compensation package. No matter their age or experience, all employees want to be fairly compensated for the work they provide for a company. Offering a salary that is equal to or greater than that offered by other companies in your industry, combined with comprehensive health benefits and a robust PTO/leave policy, will draw in top talent from every generation.

Beyond this, the specific generation that you are aiming to target will impact the best strategy to get their attention. For companies aiming to attract Gen Z and Millennial talent, focusing on career advancement, professional development, and work-life balance will be the best strategy.

Flexibility is a big draw for these workers. If the role is one that can be done remotely at least part of the time, then offering a hybrid or remote work option can be a major draw. These workers are also more likely to be in the early or middle stages of their careers, so options like mentorship, professional development, upskilling programs, or a strong track record of internal promotions can be very appealing, sending them the signal that this is a company where they can grow their career for years to come.

To wrap up, I do want to highlight mentorship in particular as a great way to build generational talent in an organization. While Millennial and Gen Z candidates are the ones who will be most likely to have interest in becoming a mentee, those from Gen X and Boomer generations may also be attracted to a company that has these programs if they are looking to take on a mentor role.

Many older workers, particularly those who are mindful of legacy and advancing the next generation, will enjoy the opportunity to serve as mentors as part of their role. Implementing this kind of program can also create a more cohesive multi-generational work environment within the company because it increases the exposure and communication between generations. We leverage mentorship within our own organization and encourage the client companies we work with to do the same, primarily because of these benefits to the work environment that we feel come as a result of mentorship.

Jon Hill, Chairman & CEO, The Energists

Embrace a Multi-Faceted Recruitment Approach

One effective strategy for attracting generational talent to an enterprise-level organization is implementing a multi-faceted approach that acknowledges and embraces the unique characteristics and preferences of different generations in the workforce. This approach involves tailoring recruitment efforts, employer branding, and workplace culture initiatives to resonate with each generational cohort.

The first step is to conduct thorough research to understand each generation’s values, priorities, and communication preferences within the organization, and to avoid stereotyping. For instance, Baby Boomers may prioritize stability and loyalty, Generation X may value work-life balance and autonomy, Millennials may seek purpose-driven work and growth opportunities, and Gen Z may prioritize flexibility and technological advancement.

Once these insights are gathered, organizations can customize their recruitment strategies accordingly. This could involve leveraging diverse channels to reach different generations, such as traditional job boards for older generations and social media platforms like LinkedIn and Instagram for younger ones. Additionally, incorporating language and messaging in job postings and employer branding materials that resonate with each demographic can significantly enhance the organization’s appeal.

Lekeshia Hicks, CEO, Lekeshia Angelique Consulting

The post 9 Strategies for Attracting Generational Talent to Enterprise-Level Organizations first appeared on Jobvite.

Employ recently held the inaugural Jobvite Customer Town Hall. Katie Ballantyne, VP, Customer Success Operations, hosted this engaging session, which featured Lucy Zarlengo, Chief Marketing Officer, Chris Stewart, Chief Customer Officer, and Madhav Nair, Chief Technology Officer.

These leaders shared their experiences, company vision, and expertise about talent acquisition, the customer experience, recruitment technology, and product innovation. Each panelist highlighted their professional journey, discussing defining career moments and sharing valuable advice for attendees. Take a look at the top insights from the discussion and see key moments featured during this session. 

How to Address Top Talent Acquisition Challenges

Katie and Lucy discussed several topics within the current talent acquisition landscape, including the most pressing challenges based on data from the Employ Recruiter Nation Report. Lucy shared strategies to improve focus on quality and speed in the hiring process, including embracing scalability, technology optimization, and data-driven decision making.

Here she provides insight into how companies can manage the pressures of talent acquisition today:

Katie and Lucy also discussed analyst insights and influencer perspectives, and then shifted attention to the Employ brand. During this discussion, Lucy shared the company’s vision to more clearly build out an overarching brand that is relevant to the experiences of customers, aligned with each product line, differentiated in the market, and supported by research.

Enhancing the Jobvite Customer Experience

Following Lucy’s insights, Chris Stewart, Chief Customer Officer, shared his perspective on elevating the customer experience. Chris joined the organization in mid-2023 and began his time by going on a customer listening tour. As a result of those conversations, Chris has identified numerous thematic opportunities that will elevate the customer experience. The first opportunity focused on support is highlighted below:

Chris also discussed expanding the role of self-service capabilities, coupled with a robust knowledge base. He emphasized focus on tutorials, training, and office hours as integral aspects of empowering customers. He also highlighted the longer-term vision to build customer engagement platforms, including a dedicated customer community, where talent professionals can share knowledge and best practices.

Chris and the team understand the importance of customer feedback, and to address this, they’ve implemented programs to capture the voice of the customer, engage users, and reinforce the commitment to long-term customer success.

Strategic Product Investment and Focus

The conversation between Katie and Madhav Nair, Chief Technology Officer, focused on the value of feedback in shaping product strategy and the high-level product focus areas this year. Madhav explained specifically where Jobvite investments are being made to enhance and optimize the customer experience for the year ahead. 

Watch Madhav Nair highlight key product focus areas for Jobvite this year:

Stay Tuned for What’s Ahead

Employ is grateful for the opportunity to serve customers and to meet their needs through leading-edge talent acquisition technology. Our Leadership Team firmly believes in open communication, prioritizing customer feedback, and continuous improvement. And they are energized by the commitment to help customers drive recruiting outcomes and align talent acquisition strategies to business success.

The Jobvite Customer Town Hall concluded with each Executive Leader reiterating their excitement for the year ahead and the energy within the organization to empower customer success. We appreciate those customers who took time to join us during this session and look forward to the next time we can connect, meet you in person, and join together again during our next Jobvite Customer Town Hall.

Stay connected with our latest insights and thought leadership by checking out our Resource Hub or reading our latest blogs.

The post Key Highlights from the Jobvite Customer Town Hall first appeared on Jobvite.