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.

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.

One of the primary reasons for this hiring difficulty is the ongoing talent shortage and historically low unemployment levels. The demand for qualified candidates has far exceeded the available supply, making it challenging for companies to find candidates with the essential knowledge, skills, and abilities necessary to fill open positions.

Many companies rely on outdated recruitment strategies that don’t effectively meet candidates where they are. The hiring process has evolved significantly over the years and companies that don’t adopt new strategies, technologies, and processes risk being left behind. To overcome these challenges, it is essential to have a modern recruitment approach complemented by effective recruiting technology that can help make hiring more predictable.

Where to Start Optimizing Recruiting Strategies

With employers working harder than ever to find and connect with qualified candidates, it’s important to evaluate wins and lessons learned to make recruiting more effective this year.  One way to optimize your recruiting strategies is to take inventory of where you can improve and streamline your hiring programs. 

That’s where the 2024 Recruiting Effectiveness Planning Kit comes in. This comprehensive toolkit provides talent professionals with the guidance and step-by-step approach they need to improve recruiting strategies, audit current programs, and make data-driven plans to drive recruiting success.

Within the Planning Kit, you’ll find nine practical worksheets covering a range of topics, from developing data-driven recruiting strategies to expanding talent networks through targeted audience planning. You’ll also discover how to improve return on recruiting investment, how to leverage existing employees as a primary source for new hires, and how to develop comprehensive candidate personas for better role matching.

And when it comes to analytics and reporting, we’ve got you covered with a best practices worksheet to help you dive deep into the data and draw insights to improve your decision-making.

The 2024 Kit also features the latest insights and data from the Employ Recruiter Nation Report. With insights from across the hiring landscape, this data helps you stay informed on the latest trends in recruitment, talent acquisition, and hiring.

Finally, you’ll receive a 2024 HR events calendar, which sets out all the key dates and most popular events in recruitment and HR. Plan ahead for everything from key conferences to critical tax deadlines.

As a talent acquisition professional looking for a way to optimize your recruiting strategies and achieve results, the 2024 Recruiting Effectiveness Planning Kit is exactly what you need. Download it today and start planning for recruitment success in 2024 and beyond.

Ready to optimize your talent acquisition technology? Learn how Jobvite’s enterprise recruitment solution can help you attract, engage, and convert top talent at scale. Schedule a demo of our Evolve Talent Acquisition Suite today.

The post How Forward-Thinking Talent Pros Optimize Recruiting Strategies first appeared on Jobvite.

Learning from experts on how to make hiring more effective and efficient is essential within the current labor market. During the recent From the Experts: Making Recruiting More Effective in 2024 webinar, a panel of three talent practitioners discussed how to optimize recruiting strategies for this year. These panelists included:

• Michelle Stone, Director, Enterprise Customer Success, Jobvite, an Employ Solution
• Rachel Perry, Manager, Customer Enablement​, JazzHR, an Employ Solution​
• Josh Jones, Manager, Talent Acquisition, Employ Inc.

During this insightful session, each practitioner shared insights and innovative recruitment strategies to tackle the challenges encountered by recruiting professionals today.

Watch the full webinar on demand here.

How to Tackle Recruitment Challenges

The conversation centered on the difficulties facing talent acquisition professionals right now — focusing primarily on the scarcity of qualified candidates and the intense competition for talent. 

Each panelist advocated for the need for faster, more efficient hiring processes, noting that recruiters must adapt to the evolving recruitment landscape and employ strategies to enhance and optimize their recruiting strategies. 

To enhance efficiency, the role of technology and innovation is more important than ever. Recruitment technology, analytics, AI integration, and data-driven decision-making are not just buzzwords — they are principles that should be embraced by recruiting teams.

Strategies for Effective Recruiting

The driving force behind effective recruitment is efficient data-driven strategies. Panelists focused on two major strategies, including stakeholder feedback and developing candidate personas.

Michelle Stone highlighted the importance of aligning talent acquisition goals with the executive team and investing in existing employees for high-quality hires that already are dedicated to your organization. 

Josh Jones provided valuable insights on creating candidate personas using feedback from candidates and recent hires. He recommended creating at least two candidate personas for each role and tailoring job descriptions accordingly, enhancing their appeal to potential candidates. 

By segmenting candidate pools and tailoring engagement strategies to fit each audience, recruiting teams can build a framework and greatly improve their overall quality of hire. Rachel Perry further suggested researching competitors’ job descriptions to broaden understanding and improve approachability.

The Human Side of Hiring

The conversation also highlighted the personalized nature of experiences within recruitment. Michelle Stone emphasized the significance of texts and emails as a more efficient candidate communication method. She also proposed segmenting candidates into key talent, strategic, and relationship audiences for effective audience engagement.

Josh Jones emphasized treating active and passive candidates differently, and indicated the importance of uniformity within interview teams, while Rachel Perry noted the importance of diversity, equity, and inclusion (DEI) in recruitment.

Harnessing the Right Recruitment Technology 

The discussion concluded with the importance of recruiting analytics and metrics, harnessing purpose-built technology in recruiting, and providing a top-notch onboarding experience.

By highlighting strategies that can help companies adapt in the current hiring environment, the panelists provided actionable takeaways that companies can use to streamline and optimize their recruiting process. 

Find out how to improve your hiring efforts — no matter what kind of roadblocks you face — and drive efficiencies in your recruiting function by optimizing strategies for the coming year. Watch the on-demand webinar now.

The post ICYMI: Expert Insights and Strategies for Effective Recruiting first appeared on Jobvite.

Your recruitment strategy must adapt to changing conditions — from new business goals and headcount needs to economic uncertainty and competition for qualified candidates. The good news is there is a blueprint your enterprise talent acquisition team can use to navigate these shifts and hire top talent quickly and at scale.

Building a more effective recruitment strategy: 8 ways to improve your hiring process

Here are eight tips to strengthen your recruitment strategies and boost hiring performance.

1) Audit your recruiting people, processes, and technology

Your people, processes, and technology impact the success of your enterprise.

Human resources expert Josh Bersin indicates investing in the right hiring solutions is the first step to improve your people, processes, and technology. However, you shouldn’t empower your talent acquisition function with just any tools.

Training recruiters to use your applicant tracking system and recruitment marketing platform to source, nurture, engage, and analyze candidates will set them up for success.

Consider Holland America Group Director of Talent Acquisition Jim D’Amico, who recently told SHRM he wants to enable his TA team to build stronger connections with potential candidates.

“That means development training for my leaders, technology training for my recruiters, and conferences for my team, to take them to that next level [with our recruitment strategy],” said Jim.

2) Modernize your enterprise talent acquisition tech stack

Can your recruiters and hiring managers easily access candidate profiles in your ATS? Do you have artificial intelligence and automation capabilities that eliminate manual labor? Do your current TA tools support your high-volume hiring? Is your recruiting data centralized and easily accessible?

If the answer is no to these questions, your technology stack requires attention.

The best way to address these issues is to invest in a single solution, like the Evolve Talent Acquisition Suite from Jobvite, so your hiring team can collaborate across the entire recruiting lifecycle and streamline hiring tasks.

For example, Apex Group improved hiring team collaboration by investing in Jobvite recruiting technology. The Evolve Talent Acquisition Suite enables talent specialists and hiring managers at Apex to work from a centralized platform that provides real-time recruiting funnel insights and hiring performance data.

“Jobvite is a true single source of truth … and helps us easily track performance over time,” said Apex Group Global Talent Acquisition Projects and Programme Lead Teodora Rebic. “Connecting with hiring managers right in the system to show our pipeline efforts is invaluable.”

3) Refresh your employer branding and recruitment marketing

These two parts of your recruitment strategy go hand in hand.

First, add your employer brand messaging in job postings, your career page, on social media profiles, and other owned and external digital properties where potential candidates may find you.

By doing so, you ensure consistency with how you present your employer brand externally. And you can better compel job seekers to apply because they learn what it’s like to work in your company.

Given its importance to your recruitment strategy, employer branding deserves your attention.

Next, ensure your targeted recruitment marketing campaigns reach the right passive candidates.

Test different advertising filters, like those for experience and professional interests, in your LinkedIn job ads to connect with passive candidates whose skills and expertise align with open roles.

Send personalized messages to candidates on other career communities whose expertise matches the job role. Gauge their interest in your company and the position with recruitment messaging that features your employer brand.

4) Assess and improve your candidate sourcing and nurturing

Employ CEO Pete Lamson notes that in addition to driving a high volume of candidates, you must also focus on attracting and engaging qualified candidates.

While there may be “more candidate flow than there was previously, having the right volume of candidate quality remains mission critical for recruiters,” Pete recently told SHRM.

With Jobvite candidate relationship management system, you can use AI-powered candidate matching to get recommendations for top talent already in your database to engage for open roles. From here, you can send personalized messages to individual candidates or groups of candidates.

Over time, you can see which types of email subject lines, SMS communications, and other engagement-related elements help you move more qualified candidates into your pipeline.

5) Build an employee referral program to get bonus candidates

The Employ Recruiter Nation Report found employee referrals are the fourth-most-valuable sourcing avenue for employers, with 13% of HR decision makers citing the channel as the best place to find high-quality candidates.

Your sourcers and recruitment marketers may add the most candidates to your talent tool, but an employee referral program can provide your talent acquisition team with premium candidates too.

Samtec recruiters are notified the moment a new referral comes in, and dedicated profiles are created for referred candidates. Meanwhile, employees who refer job seekers are updated as their referrals advance in the interview process. And all without the need for any manual work.

“From employees being able to seamlessly share application invitations within the platform to integrations with LinkedIn and Indeed, Jobvite allows us to enhance and support the work we already do and focus on growing our team through the networks of our employees,” said Samtec Compliance Coordinator and ATS Systems Administrator Michael Townsend.

6) Streamline the interview process and eliminate bottlenecks

When candidate encounter inconsistent communication and bottlenecks in the interview process, they may exit the hiring process altogether. That means your enterprise may miss out on high performers, simply because of interviewing challenges.

You can prevent future candidate drop-off by keeping active candidates apprised of their status and your decision-making timeline throughout the process.

“After investing time and effort into crafting tailored resumes and cover letters, preparing for interviews, and building hope, being met with sudden silence from a recruiter can be deeply discouraging,” HR professional Scott Sparks recently wrote.

A quick email or call is all it takes to keep top talent informed and interested in joining your business.

As for bottlenecks, analyze your interviewing data to identify any stages that take longer than average. See what differentiates those stages, and pare down the complexity of those stages or eliminate them altogether to speed up your hiring.

7) Analyze recent recruiting efforts and make data-backed changes

There are two main facets of your recruitment strategy your talent team should analyze frequently:  

1. Speed: Commonly tracked speed-related metrics include average time to hire by role, team, and location, and how long it takes the hiring team to provide feedback.
2. Quality: Tracking the effectiveness of sourcing and nurturing based on application rates, engagement rates, hiring manager satisfaction, and employee retention is critical for measuring candidate quality.

The more you assess and act on these metrics, the more easily you can improve in both areas. And the best technology that enables in-depth hiring analysis is a talent acquisition suite like Jobvite.

Former GroupM Talent Manager Jennifer Gabrielle-Chapman said the company used the native reporting and analytics in Jobvite to gain greater visibility into their recruiting speed and hiring quality.

“[We would] pull weekly data reports [in Jobvite] showing the activity across our operating companies, resource management within our talent team, be ahead of the curve for seasonal peaks and troughs, placement data and hires closed off in each week — the list goes on,” said Jennifer.

Actionable analytics are invaluable to the success of your recruitment strategy. All you need is a data-driven mindset and accessible insights into core metrics to elevate your hiring performance.

8) Think globally, not locally, to address critical hiring needs

When it comes to your candidate pool, you must look beyond your office locations to fill open roles. You will miss out on a large pool of qualified candidates by ignoring international job seekers.

“If you want to go after the best talent, then you have to go for a global recruiting strategy and not just a local one,” Robert Kelley, Professor of Management at Carnegie Mellon University’s Tepper School of Business, recently told HR Executive.

Jobvite ensures that workforces spread across different countries and locales can streamline their hiring and tailor processes required to hire talent — no matter where they are.

Building more effective recruitment strategies to attract top talent requires the right enterprise recruiting technology. Book a Jobvite Evolve Talent Acquisition Suite demo today.

The post 8 Tips to Turbocharge Your Recruitment Strategy first appeared on Jobvite.

Closely monitoring hiring trends is a shared task for C-level executives, including human resources and talent acquisition leaders, as well as hiring managers and recruiters.

Regularly analyzing labor market data and tracking TA and workplace changes made by other employers helps hiring stakeholders develop and refine annual workforce plans, revamp their hiring processes, and prepare their recruiters to fill future roles more effectively.

Here, you will find hiring trends and recruiting insights that can help inform your company’s talent planning strategy for 2024, as you gear up your recruiting function for next year.

5 hiring trends to know in 2024

Gartner noted human resources leaders will empower their employees in 2024 by:

• Offering leadership and management training
• Upgrading their organizational culture
• Implementing new change management processes
• Making internal mobility a bigger priority

To improve their approach to talent acquisition, CHROs are also closely tracking these five hiring trends and factoring them into their companies’ headcount planning for the year ahead.

1) Artificial intelligence will play a bigger role in recruiting and hiring

Driving better recruiting and hiring outcomes with AI was a top priority for employers in 2023.

Moving forward, companies will explore even more AI use cases to automate administrative tasks, more quickly review resumes, and better engage job applicants and passive candidates.

Recruiters and hiring managers will use advanced AI recruiting technology to more quickly review resumes, mitigate hiring bias, and engage job applicants and passive candidates.

“Allowing AI to do the behind-the-scenes work frees recruiters to focus on the relationship-driven aspects of the hiring process to ensure the match is suitable for both the candidate and the company,” talent acquisition expert Jack Kelly recently wrote for Forbes.

Many enterprises continue to invest in applicant tracking systems (ATS) to streamline their hiring process and complement their talent acquisition teams’ recruitment marketing, employer branding, candidate sourcing, and pipeline management.

Expect more of these large-scale businesses to look for powerful, yet intuitive recruiting software that offers artificial intelligence capabilities as well in 2024.

While adoption is increasingly important for enterprises, Employ CEO Pete Lamson cautioned executives will need to put guardrails in place around their use of AI for recruiting.

“As technology advances … new [AI recruiting] use cases may arise,” Pete wrote for Forbes. “Leaders should implement a regular review of best practices to ensure that they are keeping up with …new safeguards that software developers integrate into their products.”

2) Improving productivity will be a primary focus for talent teams

Investing in AI is just one way talent leaders plan to boost recruiters’ performance in 2024. Many TA leaders also intended to use data more often to elevate their teams’ output.

The Employ 2023 Recruiter Nation Report found 24% of employers will invest more in reporting and analytics technology to enhance their data-driven recruiting and hiring processes.

“For talent acquisition professionals, getting a handle on their [recruiting and hiring] analytics, creating visibility, and shining a light on the most vital aspects of their performance is critically important,” Employ’s Data-Driven Recruiting Handbook stated.

Look for more enterprises to use analytics to improve key recruitment metrics, including their:

• Sourcing and nurturing effectiveness
• Application completion rates
• Hiring manager and candidate satisfaction
• Structured interviewing speed
• Recruiting quality and efficiency
• Talent pipeline and hiring diversity

Addressing these facets of their full-cycle recruiting will help TA teams fill job openings with high-quality job seekers more effectively. Just as important, it will also increase their hiring productivity and better contribute to business growth goals.

3) Leaders will adjust talent planning amid ongoing job market shifts

The labor market has experienced a lot of volatility in recent years:

• Employers adapted to a candidate-centric market during the COVID-19 pandemic.
• The hiring landscape shifted again in 2022. Some of those individuals who quit during The Great Resignation began looking for work again.
• In 2023, some sectors saw frequent layoffs, which provided employers who continued to hire with more qualified candidates to consider.

More market changes are likely to come in 2024. It remains to be seen who these changes will favor — employers or candidates — or whether companies will restart their hiring initiatives.

TalentLab VP of Talent Operations Sarah Doughty told SHRM that recruiters must ensure clear communication with hiring managers as new requisitions open in 2024.

“Just as the hiring manager will be able to provide helpful feedback on the job scope, the recruiter is there to provide equally useful feedback about the market,” said Sarah.

Communicating daily regarding open roles will help both parties ease back into hiring processes they may not have executed consistently together in some time.

4) Employers will adjust work models to better attract candidates

Recruiters pull a lot of levers to get qualified candidates into the recruiting funnel, including writing inclusive job descriptions, posting job ads to proven sourcing channels, and proactively reaching out to individuals with relevant skills and backgrounds.

And yet, this isn’t enough to convince some job seekers to apply and passive candidates to agree to join a screening call. A common reason these candidates don’t convert is the lack of flexible work options for employees offered by the employers in question.

More employers will carry out RTO plans in 2024. However, others will assess whether the move is right for their organizations, based on candidate feedback data that reveals job seekers’ sentiment about in-office, work-from-home, and hybrid work models.

“There’s a growing divide,” Gartner Jamie Kohn Senior Research Director recently explained to SHRM. “As companies have shifted their policies around RTO and shifted productivity expectations, we’re seeing employees feeling less loyal to remain.”

5) DEI will remain critical to culture and retention improvements

Some companies appear willing to scale back on diversity, equity, and inclusion and employee experience initiatives in 2024. Many employers, though, remain committed to making further progress with their DEI programs, including those tied to hiring.

The return on investment from this DEI focus can pay big dividends with hiring.

That figure rises to 63% for Millennial candidates and 77% for Gen Z prospects.

Coordinated DEI programs don’t just positively impact recruiting. Boston University School of Public Health Associate Professor Monica Wang noted it also bolster employee retention.

“Thinking about recruitment and retention and the overall health of an organization, creating inclusive and equitable work environments can actually facilitate success in those outcomes,” said Monica.

Given this, and the fact 50% of HR decision-makers intend to spend more on DEI technology to drive related programs, according to the Employ Recruiter Nation Report, expect more employers to reconsider slashing their DEI budgets and, instead, double down on initiatives.

Accelerate your enterprise recruiting process and scale your hiring strategy with the Jobvite Evolve Talent Acquisition Suite. Schedule a demo of our TA technology today.

The post Hiring Trends That Will Impact Your TA Approach in 2024 first appeared on Jobvite.